Country context before the offer
Start with the actual work location, role, compensation, work-authorization context, and target dateβnot a generic global promise.
Employer of Record Β· 81 markets
Hire in a new country.
Hire in a new country.
Without opening an entity.
Farlinko becomes the local legal employer where you do not have a company. We run the contract, onboarding, payroll, statutory contributions, and later employment changes in the work country.
No local entity required
Itemized cost planning
Human review for sensitive decisions
NEW HIRE BRIEF Ready to scope
SG
PLANNED MARKETSingaporeProduct designer Β· Full-time
Employing modelEOR
Entity neededNo
Cost viewItemized
Local reviewIncluded
01
Role & locationConfirm worksite and scope
β02
Employment packageSalary, benefits and statutory cost
β03
Onboarding pathDocuments, payroll and start date
β81markets in the planning directory
39detailed country guides
1coordinated employment workflow
Humanreview for sensitive decisions
GLOBAL EMPLOYMENT, ONE VIEW
See the network behind every hire.
Bring workforce footprint, payroll readiness, compliance workflows, and expansion planning into one coordinated operating view.
GLOBAL WORKFORCEEmployment operations
This monthβActive peopleβIllustrative workspace
CountriesβIllustrative workspace
Payroll statusβIllustrative workspace
Workforce footprintGlobal view
Distributed teamsConnected markets
Payroll statusExample
12days left
Ready for reviewIllustrative pay cycle
Compliance workflowReview path visible
βIllustrative product preview. Example interface and workflow states do not represent live customer data.
THE WORK COUNTRY DECIDES THE FILE
Payroll, leave, and extra pay follow local statute, not a regional average.
An Employer of Record still has to run the national system: CPF in Singapore, PAYE in the United Kingdom, eSocial in Brazil, IMSS in Mexico. Start from the mechanism, then the offer.
Singapore Β· CPF
Employer CPF follows age and citizenship or PR status. Work-pass holders generally sit outside CPF and need a separate authorization path.
United States Β· work stateWage notices, overtime, leave, and final-pay timing stack by state. Form I-9 is due within three business days of the first paid workday.
United Kingdom Β· PAYEPAYE and employer National Insurance run on HMRC calendars. Pension auto-enrolment and sponsorship are separate tracks from ordinary payroll.
Germany Β· social insuranceHealth, pension, unemployment, and long-term care enrolment uses employee-specific facts. Works-council rights can appear as the establishment grows.
Mexico Β· IMSS and aguinaldoSocial-security employer setup, INFONAVIT, and aguinaldo belong in the annual cost model. PTU is not a flat monthly percentage.
Brazil Β· eSocialStarters, pay changes, absences, and exits create government events. Budget the 13th salary and vacation-related pay as statutory items.
Philippines Β· four-agency payrollSSS, PhilHealth, Pag-IBIG, and BIR withholding run in parallel. 13th-month pay is statutory, not a discretionary bonus pool.
India Β· labour codes and EPFThe four labour codes effective 21 November 2025 are the baseline. EPF, state professional tax, and the CTC split still need establishment review.
Australia Β· award and superModern award coverage and job classification come before the offer. Superannuation Guarantee and state payroll tax sit outside base salary.
START WITH THE DECISION
The right hiring model depends on what you already have.
Use EOR to enter a market without an entity. Use payroll outsourcing when your local entity already exists. Farlinko helps you identify the cleaner path before implementation begins.
β
Employer of Record
Farlinko coordinates the local employment relationship while your company directs the employee's day-to-day work.
- Enter a new country with limited initial headcount
- Launch before an entity is ready
- Keep payroll and employment administration coordinated
β
Payroll Outsourcing
Your entity remains the employer while Farlinko supports recurring payroll calculations, filings, records, and operational handoffs.
- Consolidate fragmented local payroll workflows
- Add operational capacity without rebuilding a team
- Improve visibility across pay cycles and markets
HIRING SITUATIONS
Start from the problem, then choose EOR or payroll.
Service pages describe what Farlinko operates. Situation pages describe the case your team is actually in.
First international hire
Classify the work and collect records for a first employee where you have no entity.
Market entry before an entityEmploy people while testing a market, and keep commercial and tax questions on a separate list.
Multi-country payrollKeep your entities as employers and coordinate calendars, filings, and reconciliation.
China outbound hiringA Chinese headquarters directing overseas work, with local employment in the work country.
Industry notesSoftware, go-to-market, and professional-services mechanics that change employment design.
Hire across Asia-PacificStatutory funds, work passes, and extra pay follow the work country.
What is an EOR?The working definition, plus what the model does not automatically close.
How an EOR worksIntake, local employment, payroll, lifecycle events, and exit or transfer.
ONE EMPLOYMENT LIFECYCLE
From offer to offboarding, the local details stay connected.
EOR is more than a contract and a monthly payment. It is an operating system for the moments where country rules, payroll inputs, and people decisions meet.
01
Hire & onboard
Country-aware offer inputs, local employment documents, required records, work-authorization checks, and benefits enrollment.
02
Pay & administer
Payroll calculations, payslips, statutory deductions and contributions, approved expenses, leave, and recurring records.
03
Change & support
Structured review for compensation changes, relocation, leave, performance processes, and other employment events.
04
Exit responsibly
Country-specific process, documentation, notice, final pay, severance inputs, and a clear responsibility path.
WHY FARLINKO
Clarity before commitment. Control after launch.
Global employment becomes risky when responsibilities, costs, and exceptions are buried. Farlinko makes each of them visible.
How Farlinko worksCosts you can explain to Finance
Separate salary, statutory employer costs, benefits, service fees, and case-specific items so the total is useful for planning.
A visible responsibility boundary
Know what Farlinko coordinates, what your team controls, what the employee must provide, and what needs local confirmation.
Automation with accountable review
Use structured tools for speed and consistency while keeping specialists involved in work authorization, classification, discipline, and exits.
COUNTRY COVERAGE
Build the plan market by market.
Compare local hiring context and statutory-cost planning across 81 markets, then confirm service availability for the role.
Explore all markets β01
Full hiring guide
βUnited States
Work-state wage notices, Form I-9, FICA/FUTA, and final-pay timing sit on top of federal payroll. A nationwide burden rate is not a U.S. quote.
02
Full hiring guide
βSingapore
CPF follows age and citizenship or PR status. Employment Pass and levy questions sit on a different path from citizen payroll.
03
Full hiring guide
βHong Kong
MPF enrolment, wage records, employer tax notifications, and visa conditions share one worker file. Relevant-income caps apply to MPF.
04
Full hiring guide
βJapan
Work rules, welfare pension, health insurance by prefecture, and resident-tax withholding run on the establishment calendar.
05
Full hiring guide
βGermany
Written terms, social-insurance enrolment, time recording, and works-council rights at the establishment shape German hiring more than a job title.
06
Full hiring guide
βUnited Kingdom
PAYE, employer National Insurance above the secondary threshold, pension auto-enrolment, and sponsorship are separate operating tracks.
PLAN THE FULL COST
A salary is only one line of the hiring budget.
Build a directional view of employer taxes, statutory contributions, benefits, and total employment cost before you request a scoped quote.
Base compensation
Employer taxes & contributions
Benefits
EOR service scope
Illustrative structure only. Actual costs vary by country and case.DIRECT ANSWERS
Global hiring, without the vague parts.
Settle the important questions before choosing an EOR.
Browse the full FAQ βWhat does an Employer of Record actually do?+
The EOR becomes the local legal employer and administers the agreed employment, payroll, statutory, and benefits obligations. Your company still selects the person and directs their day-to-day work.
When is EOR better than opening an entity?+
EOR often fits limited initial headcount, market testing, urgent hires, or a bridge while an entity is being established. Durable scale or broader local operations can make an entity more suitable.
How much does EOR cost?+
Total cost includes compensation, statutory employer costs, benefits, the service fee, and any case-specific items. Farlinko scopes these as separate components because country and employee circumstances matter.
How quickly can an employee start?+
Timing depends on the country, work authorization, notice period, payroll cutoffs, background checks, benefits, and completed documents. Confirm the start date after those dependencies are reviewed.
Does one EOR contract cover work in several countries?+
Employment, payroll, and statutory funds follow the work country. CPF in Singapore, PAYE in the United Kingdom, and eSocial in Brazil are different operating files. A location change is a new employment case.
YOUR NEXT MARKET STARTS HERETell us the country.
Tell us the country.
Weβll map the employment path.
Share the role, work location, compensation, and target date. Weβll help identify the employing model, cost components, and open verification items.