Move your offshore contractors onto a compliant structure

The trigger is usually one of four things. Someone resigns badly and mentions entitlements. An accountant asks how the offshore payments are being treated. A client or insurer asks about data handling and offshore staff. Or the team grows past the point where quietly hoping is a strategy.

The awkward part is that the cheapest time to move is when everything is fine. Once a dispute starts, you're negotiating from behind, and the history of how you engaged the person is already written.

What doesn't change: who works for you, what they do, who they report to, their hours, their tools, their day-to-day. From the client side, Monday looks identical to Friday.

What changes: our Philippines entity becomes the legal employer. Payroll runs through us. SSS, PhilHealth, Pag-IBIG, 13th month pay and tax withholding are handled under Philippines law. NDAs and IP assignment get signed properly. The classification risk that was sitting on your desk moves onto the entity that can actually hold it.

Usually an upgrade, and worth saying out loud when you tell them. They get a real employment contract, statutory benefits, 13th month pay and government contributions that count toward their retirement and healthcare. Most Filipino staff who have been contracting for years see this as their arrangement finally being taken seriously. That matters for retention more than most Australian employers expect.

We map what you have now: how many people, what they're paid, how they're paid, what the contracts say. We tell you which roles genuinely need EOR and which can sit as a properly structured COR, because putting everyone on the most expensive option isn't advice, it's a sales tactic.

Then we agree a transition date, issue the new Philippines contracts, walk the team through what's changing, and move payroll on the first cycle after signing. Two to four weeks end to end for most teams. No gap in pay, no gap in work.

An EOR costs more per month than a bank transfer to a contractor. That's the whole objection, and it's a fair one. What the bank transfer doesn't price in is back pay and unpaid statutory benefits if the relationship gets reclassified, penalties under the Fair Work Act for sham contracting, and the cost of losing a good person who has no reason to stay.

Pricing depends on headcount, role and structure, so we quote it against your actual team rather than a table. On the lift and shift pathway, your first full month of management fees is free.

We hold the employment, the statutory obligations, the payroll and the classification risk on the EOR arrangement. We provide the cyber baseline through NordLayer and managed devices where the role warrants it. What stays yours: your own data governance, your obligations to your customers, and how you lead the person day to day. We'd rather say that plainly than sell you a compliance blanket that doesn't exist.