EOR compliance, assessed from the entity side, not the sales side.
Most companies evaluating Employer of Record arrangements are relying on their provider’s own claims about what’s compliant. Nova Satus EOR gives you an independent view, built on thirty-five years running the entity infrastructure EOR depends on.
Who we work with
- Companies using or considering an EOR provider who want independent confirmation the arrangement is actually compliant
- Companies burned by a provider failure who need to understand their exposure and get compliant fast
- Contractors and employees placed via EOR who want to understand whether their arrangement holds up
What we provide
- Independent compliance review of existing EOR arrangements
- Provider due diligence before you sign, checking what’s actually legally deliverable in your target jurisdictions
- Entity and employment structuring for direct compliance, where EOR isn’t the right long-term answer
- Rapid response for companies affected by a provider failure or shutdown
The “hire fast, fire fast” problem
A lot of EOR providers sell speed in both directions: fast hiring, fast termination. Hiring quickly is usually achievable. Firing quickly almost never is, and any provider implying otherwise is setting you up for a problem you’ll only discover when you actually need to end an employment relationship. Local labor law generally protects employees far more than a sales deck will admit, notice periods, severance obligations, and procedural requirements don’t disappear because a contract says termination is “at will.”
The contracts themselves are often part of the problem. Service agreements and employment agreements from EOR providers are frequently drafted heavily in the provider’s favor, limiting their liability while leaving the client exposed. I’m not a lawyer, and I don’t draft or interpret contracts as legal advice. What I can do, from having operated on the entity side of dozens of these arrangements, is read a service agreement or employment contract and tell you plainly where the weaknesses are, one-sided liability clauses, unrealistic termination language, gaps between what’s promised and what’s enforceable, so you can take that directly to your lawyer with a clear list of what to push back on.
How we work
I’ll tell you directly if an arrangement isn’t compliant, if a provider is overpromising, or if EOR isn’t the right structure for your situation, even if that’s not what you want to hear. That’s the difference between advice from someone who’s sold EOR and advice from someone who has run the entities behind it.