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Switching your employer of record (EOR) provider might seem like a daunting task, but it doesn’t have to be. Whether you’re looking for better service, improved compliance support, or a smoother experience for your employees, knowing when and how to make the switch is essential. Let’s dive into when it’s time to switch and the steps to ensure the transition is as straightforward as possible. Is It Time to Transition to a New EOR?The first step in this journey is recognizing the signs that it’s time for a change. Common indicators include:Limited guidance: Your current EOR doesn’t respond promptly or provide clear guidance on how to navigate HR and benefits in the international marketplace.Compliance concerns: You’re worried about whether they’re staying up-to-date with regional regulations or have the correct legal, HR, and financial support to remain compliant.Employee dissatisfaction: Your team is struggling with payroll issues, benefits access, or unclear policies.Scalability issues: Your business’s needs have grown, but your EOR hasn’t kept up.If any of these sound familiar, it’s worth exploring a new provider.How to Choose the Right EORSelecting a new EOR provider is a critical decision that can significantly impact your business. Here are some key factors to consider:Experience and expertise: Look for a provider with a strong track record in your industry and the regions where you need employee support. Compliance knowledge: Ensure they have a deep understanding of local labor laws and tax regulations.Technology and tools: A modern platform with user-friendly features can simplify payroll, benefits, and compliance management.Employee experience: Consider how the EOR supports your team with benefits, onboarding, and ongoing communication.Support availability: Opt for a provider that offers dedicated customer support and a clear process when issues arise.By evaluating these factors, you can confidently select an EOR that aligns with your business goals.4 Steps for Switching EOR ProvidersSwitching EORs starts with understanding how to exit your current agreement. Review your existing contract and note:Notice periods: How much time do you need to provide before terminating? Most EORs require at least 30 days, but yours may differ.Termination fees: Are there any costs associated with ending the agreement?Transfer requirements: Does your current provider have specific steps for transferring employee information?Being clear on these points helps avoid surprises and ensures a smooth departure.1. Build a Rock-Solid Switchover PlanA well-thought-out plan is the backbone of an easy transition. Here’s what it should include:Timeline: Set a realistic timeline for each step of the switch.Stakeholders: Identify who needs to be involved, such as HR, finance, and legal teams.Key milestones: Break the process into manageable steps like gathering employee data, creating an internal communication plan for employees to understand the process, and onboarding employees.Having a detailed plan keeps everyone aligned and reduces the

Risk of missed steps.2. Gather the Right DocumentsOne of the most critical parts of the process is ensuring you have the correct documentation for compliance and contracts. These typically include:Summary of terms: Receive a summary of employment terms for employees that are switching under the new EOR. Compliance documentation: Collect any certifications, permits, work visas, or approvals required for hiring in the region.Employee records: Ensure you have up-to-date employee information, including:Full names and contact detailsFull-time employees vs. contractorsJob titles and descriptionsCompensation and benefits detailsTax identification numbers or relevant national IDsA new EOR should guide you on specific requirements based on regional laws.3. Understand the Resign and Rehire ProcessWhen switching EORs, employees need to “resign” from the current EOR and “rehire” under the new provider. This can sound intimidating, but here’s what it really involves:Communication: Inform employees about the switch early to manage expectations and answer questions.Seamless transition: Ensure there’s no gap in employment dates to avoid disruption in payroll or benefits.New employment contracts: Your new EOR provider will issue new updated employment agreements that clearly outline roles, compensation, and country-specific benefits. Reassure your employees that this process is administrative and won’t impact their day-to-day roles.4. Ensure HR Compliance Every Step of the WayA critical part of the transition is confirming HR compliance with local labor laws and right-to-work regulations. The new EOR should:Verify work eligibility for all employees.Ensure contracts meet local labor standards.Handle regional tax and social security obligations.Compliance missteps can lead to penalties, so working with an EOR experienced in your regions of operation is vital.Choose an EOR with Stellar SupportSwitching EORs is a team effort, and having an onboarding specialist to guide you makes all the difference. Look for a provider that offers:Dedicated onboarding support: A specialist who understands your business and acts as your main point of contact.Clear communication: Regular updates and accessible resources to keep you informed.Post-transition follow-up: Continued support to ensure everything is running smoothly after the switch.A hands-on approach ensures your team’s needs are met throughout the process.Justworks Makes Switching SimpleAt Justworks, we offer a simple JustSwitch solution for EOR customers transitioning to our all-in-one platform. We understand that transitioning EORs can feel overwhelming. That’s why we provide:Comprehensive guidance: From termination with your current provider to onboarding with us, we’re here to help every step of the way.Tailored project Plan: We offer support for the switchover with a tailored project plan that highlights key deadlines to ease the process for all employees during the transition. Streamlined processes: We simplify compliance, contracts, and employee transitions to keep your business moving forward.Dedicated support: Our onboarding specialists are ready to make your switch seamless and stress-free.Ready to Make the Move?Switching EORs doesn’t have to be complicated. With

2House Edge by Card Removed Card Removed Winning Dragon Losing Dragon Total House Adv. 1 111,068,343,867,648 4,815,237,648,815,950 4,926,305,992,683,600 -0.075620 2 110,900,807,733,248 4,815,405,184,950,350 4,926,305,992,683,600 -0.077010 3 110,879,201,710,336 4,815,426,790,973,260 4,926,305,992,683,600 -0.077190 4 110,686,449,371,648 4,815,619,543,311,950 4,926,305,992,683,600 -0.078790 5 110,691,915,602,560 4,815,614,077,081,040 4,926,305,992,683,600 -0.078750 6 110,618,934,007,296 4,815,687,058,676,300 4,926,305,992,683,600 -0.079360 7 110,577,900,912,896 4,815,728,091,770,700 4,926,305,992,683,600 -0.079700 8 111,654,703,169,536 4,814,651,289,514,060 4,926,305,992,683,600 -0.070740 9 111,583,436,417,536 4,814,722,556,266,060 4,926,305,992,683,600 -0.071330 10 111,112,191,215,104 4,815,193,801,468,490 4,926,305,992,683,600 -0.075250 Table 2 allows us to compute the effect on the house edge for the Dragon bet by removing each card. Table 3 gives these results. The middle column (EOR) shows the change in house edge when the indicated card is removed. The final column (EOR x 1000) indicates potential card-counting tags to use in an optimal system.Table 3Effect of Removal Card Removed EOR EOR x 1000 1 0.000500 0.5 2 -0.000900 -0.9 3 -0.001080 -1.1 4 -0.002680 -2.7 5 -0.002630 -2.6 6 -0.003240 -3.2 7 -0.003580 -3.6 8 0.005380 5.4 9 0.004790 4.8 10 0.000860 0.9 Table 3 indicates the extreme importance of ridding the shoe of 8’s and 9’s. Also, the 7 is the most important card, as expected, to remain in the shoe. The other cards diminish in value as their pips go down, presumably because they are used in fewer and fewer situations to draw to a dealer total of 7. Working against intuition, the counter’s situation improves as zero-valued cards are removed from the deck.Looking at the values in the last column of Table 3, and adjusting slightly to make it balanced, we get card counting “system 1” with tags (0.5, -0.9, -1.1, -2.7, -2.7, -3.3, -3.6, 5.4, 4.8, 0.9). The reader will most likely consider it daunting to use system 1 in practice. However, as a baseline counting system, it is worthwhile to see how it performs. In an effort to

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Entire organization. Price: DialMyCalls offers a pay-as-you go plan, which starts at $10. Alternatively, you can opt for the monthly subscriptions, which entail the following:Contact Based: $7.49/monthCredit Based: $9.99/monthVisit DialMyCalls Website >>#9) DeelBest for Managing EOR Employees and Contractors.Deel is an HR platform that comes jam-packed with tools necessary for companies to expand their presence globally.The software basically allows companies to hire and pay employees as well as contractors globally without having to establish legal entities in the engine. The software comes with built-in compliance tools to ensure companies aren’t violating region-specific laws when onboarding.Features:Automate HR WorkflowsAutomate InvoicingGet Visa support globallyRun payroll in 90+ countriesPrice:Deel For contractors starts at $49Deel for EOR Employees Starts at $599Free for companies with less than 200 employees.Verdict: Deel is a great software, especially for companies who want to scale globally. It streamlines hiring, payroll, and other HR-related processes necessary to manage a global workforce.Visit Deel Website >>#10) Rippling HRBest for managing all employee operations.Rippling HR is an all-in-one employee management platform that contains the HR products such as Payroll, Benefits, Time & Attendance, and Talent Management. It can be integrated with more than 400 apps.With this solution, you will get a unified employee database and capabilities of customizable reports & graphs and customizable fields & alerts. Its custom reports and graphs functionality will help you generate reports as per your needs such as employee turnover, app usage, finance, etc. Rippling also offers a mobile app.Features:Rippling has features for document management for digitally sending, signing, and storing all documents.It has features for automating the onboarding of new employees.It has features for process automation, task management, and custom reports.Price:Starts at $8 per month per user.A demo will be available on request.Verdict: Rippling HR provides one platform to help you with managing your data and operations from