Mercans' Employer of Record (EOR)

Grow and Expand your business reach

Hire, Manage and Onboard best-in-class talent across 160+ countries, while facilitating payments in 100+ currencies through Mercans' EOR solutions. From employees to contractors, our all-encompassing services provide global coverage, streamlining remote team operations..

Mercans’ Employer of Record (EOR)

Mercans stands as a renowned global Employer of Record (EOR), offering a seamless solution for businesses aiming to hire employees and hire independent contractors across borders. Mercans, with 121 local entities globally, simplifies workforce expansion by eliminating entity setup complexities, offering compliant and efficient solutions. With comprehensive offerings encompassing payroll, HR, recruitment, and more, our EOR services streamline operations while maintaining adherence to local regulations. Navigating the intricate landscape of global employment, Mercans empowers organizations with its extensive presence and expertise.

What is an Employer of Record?

In basic terms, an employer of record can be described as a firm that assumes the role of overseeing the financial and legal operations required for establishing and operating a foreign office. This entity, often referred to as an EOR company, manages tasks such as payroll processing, the management of employee perks, and the completion of tax paperwork.

When it comes to project-related work, the EOR agency refrains from getting involved in the actual work processes, granting entrepreneurs and business proprietors complete autonomy in managing their operations.

Employer of Record Roles and Responsibilities

An Employer of Record (EOR) holds pivotal responsibilities when it comes to facilitating seamless international business operations. Their duties encompass various crucial aspects:

Employment Contracts

The EOR formulates and manages employment contracts, ensuring that they adhere to both local regulations and the company’s policies.

Benefits Administration

They handle the administration of employee benefits, making certain that employees receive the entitled perks and benefits, fostering a positive work environment.

Payroll Processing and Management

The EOR takes charge of payroll processing, managing timely and accurate salary disbursements, along with deductions and statutory contributions.

Intellectual Property Protection

EORs can assist in safeguarding the company’s intellectual property rights and trade secrets, providing legal guidance and support.

Work Permit Support for Foreign Employees

For foreign employees, the EOR aids in obtaining necessary work permits, navigating immigration regulations smoothly.

Compliance with Local Labor Laws

Ensuring adherence to local labor laws is a core function of the EOR, preventing legal complications and promoting ethical practices.

An effective EOR not only streamlines administrative procedures but also fosters a conducive environment for businesses to thrive while staying compliant with legal frameworks.

Benefits of an Employer of Record

Mercans, as an Employer of Record (EOR) provider, brings a multitude of benefits to businesses looking to expand their operations internationally:

Efficient Workforce Expansion

When entering new markets, hiring local staff for diverse roles becomes essential. Mercans simplifies this process by swiftly onboarding new employees into your workforce. The paperless onboarding system and exemption from establishing local legal entities expedite talent acquisition.

Simplified Compliance

Mercans handles the complex web of compliance regulations, from labor laws to financial reporting and benefits administration, ensuring legitimacy in international operations.

Operational Time Reclamation

By automating HR, compliance, and tax-related tasks, Mercans relieves top-level stakeholders from time-consuming administrative work, allowing them to focus on strategic growth.

Overhead Cost Reduction

Streamlining processes through Mercans reduces HR workloads, indirectly saving on overhead costs and enabling employees to contribute more effectively to profit-oriented tasks.

Accurate Payroll Processing

Reliable global payroll processes enhance employee morale and reputation. Mercans ensures timely, accurate payroll processing, bolstering trust and compliance.

Lean Organizational Structure

Partnering with Mercans eliminates the need for an expansive in-house HR team, optimizing staffing needs and promoting efficient international growth.

Cutting-Edge HR Platforms

Mercans’ proprietary platforms offer cutting-edge technology and expert support, ensuring data security and system reliability.

Expert Guidance

Mercans provides expert support in employee relations, performance management, and compliance, enhancing employee experiences and overall organizational performance.

Embracing the advantages of an Employer of Record service like Mercans allows businesses to navigate global expansion with ease, focusing on core competencies, innovation, and growth while ensuring compliance and efficient workforce management.

EOR VS PEO – What’s the Right Choice for Your Organization?

When contemplating global expansion, the “how” can often be a daunting challenge. However, the solution can be remarkably straightforward when considering the benefits of an Employer of Record (EOR) service provider.

An EOR company takes on the responsibility of managing legal, HR, tax, and local compliance matters for your workforce in foreign countries where you lack a legal presence. For businesses with international aspirations, partnering with an EOR offers an efficient pathway for international hiring while maintaining cost-effectiveness.

Conversely, a Professional Employer Organization (PEO) collaborates primarily with small and medium-sized enterprises to provide comprehensive HR services encompassing regulatory compliance, recruitment, training, payroll management, tax filing, and more. A PEO functions as an outsourced HR department, delivering specialized services in a cost-effective manner.

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In the PEO model, the company retains operational control while the PEO handles diverse HR responsibilities. On the other hand, EOR providers specialize in facilitating global hiring through a network of regional partners. Unlike PEOs, EOR solutions enable international recruitment without the requirement of establishing a local business presence or co-employment arrangement.

The choice between EOR and PEO largely depends on your organization’s long-term objectives. It’s important to note that PEOs necessitate a local business presence and co-employment agreement, whereas EOR offers the advantage of global recruitment without these prerequisites.

While EOR and PEO are often used interchangeably due to their employment-focused nature, EOR providers extend their scope beyond HR operations. EOR’s primary mission is to assist businesses in navigating the complexities of international expansion, utilizing their network of regional partners to streamline the process.

In essence, if your aim is to hire internationally without establishing a local entity, EOR presents itself as the optimal solution. For comprehensive EOR services, Mercans is at your service, ensuring smooth workforce management across borders while addressing compliance concerns. To explore our tailored solutions, get in touch with us today.

Entity Setup vs Employer of Record

When comparing Entity Setup with an Employer of Record (EOR) service, Mercans distinguishes itself as an industry pioneer, offering an unparalleled approach. Our unwavering commitment to client security is evident in our strategic practices. By leveraging in-country Full-Time Equivalents (FTEs) equipped with extensive compliance knowledge and foregoing the use of local service providers (LSPs), we proactively mitigate financial risks.

At Mercans, safeguarding your funds is paramount. Our native delivery system guarantees your money’s security, eliminating exposure to jeopardy. With a rapid payroll processing cycle completed within 72 hours or less, we ensure accuracy and timeliness. Reflecting our client-centered ethos, we enable funds to be retained until a mere two days before the payroll date, optimizing cost-effectiveness and cash flow management.

Mercans’ Employee Benefits Program harmoniously blends a global workforce perspective with hyperlocal expertise. Our streamlined and compliant EOR service empowers businesses to expand across 160 countries seamlessly, circumventing the intricacies of traditional entity setup. The choice is clear: trust Mercans for innovative solutions that protect your finances, fuel growth, and transcend conventional boundaries.

In the Entity Setup versus Global PEO comparison:

Self-Managed Approach

  • Entity Setup: Manage all aspects, including hiring and onboarding.
  • Mercans Global PEO: We handle hiring and onboarding for you.

Slow to Scale

  • Entity Setup: Local incorporation is time-consuming for each expansion.
  • Mercans Global PEO: Swift scalability with us as the local Employer of Record.

High Risk vs Low Risk

  • Entity Setup: Handling compliance, legalities, and local customs carries higher risks.
  • Mercans Global PEO: We ensure compliance with lower risks through local expertise.

Slow Moving vs Speed to Market

  • Entity Setup: Direct hiring can be time-consuming and long-term.
  • Mercans Global PEO: Quick hiring of contractors or temporary workers for rapid market entry.

Costly vs Cost Saving

  • Entity Setup: Local payroll management leads to incurred costs.
  • Mercans Global PEO: Efficient global payroll management results in cost savings.

Best for Market Entry vs Trial or Short Stints

  • Entity Setup: Ideal for assured market entry.
  • Mercans Global PEO: Valuable for trials, uncertainties, or short-term initiatives.

One-time Fixed Cost vs Market Cost

  • Entity Setup (Market Cost): Incorporation, compliance, registration, and office setup expenses.
  • Mercans Global PEO (One-time Fixed Cost): Streamlined, affordable implementation fees.

Monthly Recurring Cost

  • Entity Setup (Market Cost): Office, legal, financial expenses, internal staff and payroll management.
  • Mercans Global PEO (Monthly Recurring Cost): Cost-effective monthly fee per employee.

In summary, Mercans offers a streamlined, compliant EOR service that outperforms traditional entity setup or Global PEO usage. With us, you gain local expertise, risk mitigation, scalability, and cost efficiency, facilitating a seamless and prosperous journey into global expansion.

How to Choose an Employer of Record?

Selecting the right Employer of Record (EOR) for hiring remote talent is a critical decision that warrants careful consideration. Factors you must consider when choosing an Employer of Record for a successful partnership:

Global Expertise

Look for an EOR with a strong understanding of international labor laws, regulations, and compliance standards in the countries you plan to expand into.

Comprehensive Services

Assess the range of services the EOR offers, including payroll management, benefits administration, tax compliance, and legal support.

Technology Integration

A tech-savvy EOR with advanced systems and tools can streamline onboarding, payroll processing, and reporting.


Seek an EOR that tailors its services to match your business needs, enabling flexibility in managing remote talent.

Network of Partners

An EOR’s local network of legal experts and professionals can simplify intricate regulatory landscapes.

Financial Security

Ensure the EOR has safeguards in place to protect your funds and prevent any potential risks.

Reputation and References

Research the EOR’s track record and gather references to gauge their reliability and professionalism.


A transparent EOR should provide clear pricing models, contracts, and a breakdown of services.

When employing remote talent through an EOR, these factors collectively guide the decision-making process, ensuring a productive and compliant employment relationship that supports your global expansion goals.

Countries to hire remote employees and skills on demand

Talk about minimum wages, talent availability, ease of getting work visa, employment cost and average salary of a software engineer.

Employer cost

When delving into the realm of hiring remote employees across different countries, numerous considerations influence the decision-making process. Key factors such as minimum wages, talent availability, ease of obtaining work visas, employment costs, and the average salary of specific skills play pivotal roles in shaping the landscape of remote employment.

Minimum Wages and Employment Costs

  • Countries like Armenia, Macedonia, and Lithuania offer minimum wages as low as 0.00% to 1.77%, attracting attention as cost-effective destinations for hiring remote talent.
  • Conversely, Luxembourg (12.22% to 15.30%) and Switzerland (10.463% to 14.463% + 31 CHF per employee) present high minimum wages, impacting employment costs.

Talent Availability and Skills on Demand

  • Countries like India (16.75%) and the Philippines (13.50% + 425 PHP) shine as hubs of software engineering expertise.
  • Germany (20.65%) and the United States exhibit substantial demand for skilled software engineers, varying across states.

Ease of Getting Work Visas

  • Germany and the United States provide diverse work visa options tailored to attract skilled professionals.
  • Japan stands out with specific visa programs catering to foreign IT professionals, facilitating the remote hiring process.

Average Salary of a Software Engineer

  • The United States boasts an average salary range spanning from $80,000 to over $120,000 annually, reflecting the country’s dynamic employment market.

Employment Costs and Taxation

  • France (29.50% – 31.30%) and Italy (29.40% – 32.40%) demonstrate higher employment costs and taxation.
  • Countries such as Belize (5.0% – 8.13%) and Hong Kong (5.00% + 1500.00 HKD) offer relatively lower rates.

Considering the broader picture, the choice of countries for remote hiring should be based on a holistic evaluation of these multifaceted factors. Thorough research into the specific requirements of your business and the skillsets you seek is crucial for making informed decisions on where to hire remote employees.

Incorporating insights from the London startup ecosystem, notable for its innovation and business growth, adds depth to the discussion. The London ecosystem, as per Startup Genome, boasts a flourishing startup landscape, driven by diverse talent and a robust support network. Access to venture capital, top-notch universities, and a vibrant tech scene positions London as an appealing hub for remote talent acquisition. The city’s collaborative atmosphere, coupled with a forward-thinking approach to business, offers an enticing backdrop for global businesses seeking remote employees.

When exploring the landscape of hiring remote employees across different regions, a multitude of considerations shape the decision-making process. Key factors, such as minimum wages, talent availability, ease of obtaining work visas, employment costs, and the average salary of specific skills, play pivotal roles in determining the attractiveness of each region for remote employment.


  • Talent Hubs: India, the Philippines, and Indonesia stand out as bustling hubs for software engineering expertise. These countries offer skilled professionals and competitive salaries, with India’s average salary at 16.75% and the Philippines at 13.50% + 425 PHP.
  • Cost Efficiency: Countries like Cambodia (5.40%), Vietnam (21.50%), and Uzbekistan (12.10%) offer a range of minimum wages, providing cost-efficient options for hiring remote talent.


  • Variety of Options: Europe boasts a diverse range of countries with varying talent availability and employment costs. Germany (20.65%) and the United Kingdom are known for their demand for skilled software engineers, while countries like Belarus (34.00%) and Ukraine (22.00%) offer opportunities for remote employment at relatively lower costs.
  • Innovation Centers: The London startup ecosystem, as per Startup Genome, stands out in Europe for its vibrant startup landscape. The city’s collaborative atmosphere, access to venture capital, and top-tier universities position it as an attractive hub for remote talent acquisition.

Latin America

  • Software Expertise: Countries like Brazil (36.58% – 41.08% +1480 BRL) and Argentina (26.91% – 29.91% +100 ARS) are home to skilled software engineers, making them potential hubs for remote hiring.
  • Cost Benefits: Belize (5.0% – 8.13%) and Mexico (36.1 – 44.73%) offer contrasting cost structures, making them suitable for businesses seeking cost-efficient talent.

Middle East and North Africa (MENA)

  • Tech Prowess: Countries in the MENA region, such as the United Arab Emirates (12.50%) and Israel (20.88% to 24.33%), exhibit both technological prowess and varying employment costs.
  • Talent Diversity: The region presents a diverse talent pool, with varying languages and skills available for remote employment.

North America

  • Dynamic Market: The United States features prominently with an average software engineer salary range spanning from $80,000 to over $120,000 annually. The dynamic employment market reflects the country’s tech-driven economy.
  • Innovation Hotspots: Cities like San Francisco, New York, and Seattle offer rich ecosystems for remote talent acquisition, featuring access to top talent and supportive startup environments.


  • Hub for Innovation: Australia (15.85% average tax) and New Zealand (4.00% average tax) are hubs of innovation, offering favorable environments for remote hiring with competitive salaries and advanced tech ecosystems.
  • Global Reach: These countries enable businesses to tap into a global network while leveraging their local expertise and workforce.

In conclusion, navigating the complexities of hiring remote employees involves a careful balance of considerations spanning minimum wages, talent availability, work visas, employment costs, and average salaries. By understanding the unique dynamics of each country’s employment landscape and leveraging insights from thriving startup ecosystems like London, businesses can make informed choices that align with their growth objectives. Whether seeking software engineers in Asia, innovative ecosystems in Europe, cost efficiency in Latin America, or dynamic tech markets in North America, a strategic approach to remote hiring can yield substantial benefits for businesses worldwide.

To embark on this journey of global talent acquisition and ensure a smooth and successful process, reach out to Mercans now. As the industry leader with a commitment to unmatched security, we provide a streamlined and compliant Employer of Record (EOR) service that transcends conventional boundaries. With Mercans, you can confidently navigate the world of remote hiring, leveraging our hyperlocal expertise to build your global team and drive your business forward.

Best Countries to Hire Remote Talent

In the quest for exceptional remote talent, specific nations emerge as premier choices for businesses in search of adept professionals across various domains. These countries exhibit a harmonious blend of competitive compensation, robust tech ecosystems, and favorable work environments, positioning them as ideal destinations. Harnessing the expertise found in Finland, Germany, Estonia, Canada, and the UAE equips enterprises with access to skilled individuals ready to bolster growth and innovation. Whether your requirement is for software developers, designers, marketers, or other specialists, these nations offer a rich tapestry of talent essential for thriving in the contemporary global landscape

Best Countries to Hire Tech Talent

When seeking the best countries to hire tech talent, several nations consistently emerge as top choices based on industry recommendations across the web. Countries renowned for their robust technology ecosystems, skilled professionals, and conducive work environments become prime destinations for businesses seeking to bolster their tech teams. India, often referred to as the “IT outsourcing hub,” stands out for its vast pool of skilled software engineers and developers. Ukraine is recognized for its talented tech workforce and cost-effectiveness. The Philippines excels in customer support and technical roles, while Brazil offers a mix of innovation and technical expertise.

European countries like Poland, Romania, and Ukraine have gained traction for their skilled software development and engineering professionals. In Asia, China and Vietnam are known for their emerging tech talent and competitive costs. Additionally, countries in Latin America such as Mexico and Colombia have rapidly growing tech sectors with a focus on software development and IT services.

In conclusion, when it comes to hiring tech talent, considering countries with established tech ecosystems, skilled professionals, and competitive costs can significantly benefit businesses aiming to expand their technical capabilities.

Countries That Offer Remote Work Visas

As the realization dawns that many jobs, even beyond the realm of technology, can be performed remotely, the appeal of working from any location is stronger than ever. Governments worldwide are taking note and adapting their policies to accommodate the rise of remote work. Here’s a comprehensive list of countries and their remote work visa programs, each presenting a unique opportunity for professionals seeking to work from a new and exciting locale.


  • Taiwan: Known for its unique culture and cuisine, Taiwan offers the Gold Card, allowing remote workers to reside and work for up to 36 months, promoting a rich cultural experience alongside work.


  • Estonia: Building on its successful e-residency program, Estonia introduces the Digital Nomad visa for stays ranging from 90 days to a year, catering to those who want to embrace the lifestyle change.
  • Germany: Offering the Freelancer Visa, Germany entices freelancers and remote workers for up to one year, providing access to a rich cultural and economic landscape.
  • Portugal: Entrepreneurs and digital nomads can benefit from Portugal’s renewable residence permit and temporary resident visa, fostering a vibrant European experience.
  • Norway: While Norway’s high living costs are balanced by exceptional public services, the country offers a remote work visa for independent contractors for stays of up to 180 days.

North America

  • Mexico: An ideal spot for relaxation, Mexico combines work and leisure, allowing remote workers to stay for 12 months, blending work productivity with a vibrant culture.
  • Panama: Welcoming remote workers through its Short Stay Visa, Panama’s beautiful landscapes and cityscapes make it an attractive destination for an 18-month stay.
  • Montserrat: With its Remote Work Stamp program, Montserrat beckons remote workers to enjoy its beauty while contributing to its tourism sector, offering a year-long experience.


  •  Barbados: Through the Barbados Welcome Stamp, remote workers are invited to experience a year of work in paradise, contributing to both their careers and the local economy.
  • Antigua & Barbuda: The Digital Nomad Resident program grants a two-year visa, provided remote workers earn over $50,000 annually, combining work and Caribbean living.


  • Seychelles: With its workcation program, Seychelles invites remote workers to stay for a year, immersing themselves in the beauty of this Indian Ocean island.


  • Australia: Offering a Working Holiday Visa, Australia lets remote workers explore its natural wonders while working for up to 12 months, with the option to renew.

Latin America

  • Costa Rica: With its Rentista visa, Costa Rica opens its doors to freelancers and independent contractors, providing a renewable 24-month stay in its tropical paradise.
  • Dominica: Banking on its friendly people and iconic landscapes, Dominica’s Work In Nature scheme offers a year of remote work and exploration.

These countries, each with its unique charm, regulations, and attractions, pave the way for a new era of work flexibility. As the world adapts to the changing work landscape, these remote work visa programs provide professionals with the chance to broaden their horizons, experience diverse cultures, and contribute to local economies across approximately 39 global destinations. Exploring these options can be an exciting opportunity for those seeking a change of scenery while maintaining their professional commitments.


In the dynamic world of remote work, choosing the best countries for talent acquisition and exploring destinations with remote work visas can open doors to unparalleled opportunities. Whether you’re a business looking to build a diverse and skilled team or an individual eager to experience new cultures while working remotely, these recommendations provide valuable insights. To embark on this journey of global talent acquisition or international remote work, consider leveraging the expertise of Mercans. Contact us today to navigate the complexities and maximize the benefits of hiring remote talent or working from captivating international destinations.

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