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Tap into a global talent pool and secure the best person for the job in 185 countries and all 50 United States.
Provide the flexibility today’s workforce desires and enable them to work anywhere in the world.
From onboarding to offboarding, ensure team members have a positive experience with your company.
Scale your team(s) to meet the ebb and flow of your business—without risk.
In-country experts ensure your global workforce is compliant with changing local labor regulations.
Easily test new markets and exit countries at any time, with no lingering costs or penalties upon exit.
Our Global Employer of Record solution enables companies to establish a presence in the U.S. and over 185 countries without the complexities and restrictions of setting up an entity. Velocity Global becomes your Employer of Record (EoR) and hires members of your distributed team on your behalf through local, compliant employment contracts.
We handle all compliance and risk mitigation, and our experts oversee payroll and benefits considerations with support available around the world. This solution allows you to tap into global talent pools and new international markets quickly, affordably, and compliantly.
Global Employer of Record benefits organizations of various sizes and sectors. However, it is particularly valuable to companies that:
Yes, once you find the candidate, we use locally compliant employment contracts to hire them and become their legal Employer of Record (EOR).
If the employer manages a worker’s day-to-day responsibilities, dictates their working hours or if the worker reports only to that employer, the worker is not a true contractor and may be classified as an employee. In this situation, employee misclassification is a risk that can result in severe fines and penalties. If you are unsure of the status of any worker, either assessing your talent or partnering with a Global Employer of Record provider ensures compliant hiring.
Yes, we withhold individual taxes monthly and follow all local tax laws in their region.
Our monthly invoices also include “employer burden”— these are mandatory taxes and other payments that are required by local governments for employers to pay into social security and other public programs. Our team of local experts maintains up-to-date information on the payment schemes in each country, calculates the amounts due based on the supported employee’s salary, and provides a detailed breakdown in your invoice.
No, there are no fees for termination. However, we do require 30 days’ notice to offboard any supported employee. Please keep in mind that the statutory notice period for the supported employee in a given country may be longer than 30 days by law. Some countries have unique mandatory severance periods and payouts, which our team helps you navigate.
If you must offboard a worker, we ensure compliance with local severance requirements and termination regulations. Whether it is voluntary or involuntary, we assist our clients through the country-specific nuances to ensure a smooth separation.
Each of our clients and supported employees rely on our global network of experts, which allows us to manage and control the customer experience. We provide our clients and supported employees with a designated Client Account Manager to act as a time zone, cultural, and language-appropriate contact.
Velocity Global’s regional teams remain up-to-date with any local employment law changes and perform quarterly reviews to ensure accuracy and compliance with these laws.
Confidently expand your business in the U.S. and over 185 countries with expert insights into
local laws, regulations, and cultural nuances.