Farlinko provides Employer of Record and payroll outsourcing. We publish the country mechanics that change a hireβCPF, PAYE, eSocial, IMSS, awards, labour codesβand we operate the employment file once the case is in scope.
Cross-border hiring goes wrong when the work country, the legal employer, and the payroll calendar are treated as one βglobal HRβ problem. CPF is not MPF. Aguinaldo is not a U.S. bonus. A Singapore company does not employ someone working in Jakarta.
Farlinko publishes country guides with official sources, two planning calculators, and an editorial policy that states how those pages are researched. The commercial service then runs the employment or payroll file for the markets in scope.
Intake tools organize the case. Specialists review work authorization, classification, and exits. Local employment administration runs against the agreed scope.
Farlinko is the local legal employer. Your team selects the person and directs the work. Contracts, payroll, statutory contributions, and employment administration sit in the EOR file.
Your company remains the legal employer. Farlinko runs agreed calculations, filings, payslips, and finance handoffs for entities you already operate.
39 guides cite official sources and show a review date. The labor-cost calculator covers 81 markets with stated assumptions. Corrections follow the editorial policy.
Clients contract with Farlinko. Where country specialists or providers support local filings, Farlinko coordinates that work. You do not have to manage the network as a set of separate vendors.
Scope the hire from work location, role, compensation, worker status, and target date.
Choose EOR or payroll from whether a local employing entity already exists.
Run the calendar for documents, pay cycles, changes, and exits, with human review on authorization, classification, and termination.
Use a country guide and the labor-cost calculator before you request a scoped quote. Farlinko currently operates Employer of Record and payroll. Entity incorporation, immigration sponsorship, and tax-presence opinions are confirmed case by case, not assumed from the EOR model.
Open the work-country guide and name the statutory system.
Separate salary, employer on-cost, extra pay, and service fee.
EOR where there is no entity; payroll where your entity already employs.
Run the local calendar, filings, and employee records.
Route material events through the local process before communicating them.
Currency, location, compensation, benefits, authorization status, and service scope are reviewed before a figure is treated as a quote.
Country pages cite primary authorities and show a verification date. Calculator rows state the rate model and the caveats.
Work authorization, worker classification, discipline, and exits are not closed by a workflow checkbox.
Outbound teams from mainland China can plan in Chinese against the same country files used on the English site.
We will map the likely employing model, the statutory items that belong in year one, and the items that still need local confirmation.