Quick, hassle-free onboarding

We simplify adding an employee’s details to Remote and send an automated invite by email to your new starter

Once your employee signs in to the platform, Remote prompts them to provide administrative details and upload the necessary supporting documentation

Remote conducts a right-to-work check to confirm workers hold the permissions, work permits or visas required for their location

The employment agreement is prepared and sent to the employee for an official signature

The employee is enrolled into payroll and benefits programmes, and their status is set to active in Remote.

Depending on where you plan to hire, employee onboarding software lets you bring new employees into your organisation in full compliance with applicable employment laws. For local hires this is usually straightforward (or at least familiar) for most businesses. New employees typically sign an employment agreement and upload important documents, all managed by the software used to onboard staff. Employee onboarding software often remains in use once the employee starts, because many onboarding features are part of a broader employment software package.

Matters become more complex when companies try to onboard remote employees in countries where they do not have a legal entity. A lack of familiarity with local laws and customs can make it difficult to onboard quickly while remaining compliant. In such situations, employers commonly engage an employer of record, or EOR, to onboard new workers. An EOR enables businesses to employ workers in other countries by acting as the local employer while handling functions such as payroll, benefits, tax withholding, compliance and stock options.

New employees do not automatically know what is expected when they begin a role. Even in small organisations, onboarding is the first chance to address administrative matters, set clear expectations and communicate company culture. In many jurisdictions, onboarding involves deadlines for paperwork and registrations, so companies hiring across multiple countries must be vigilant when onboarding new workers.

Few things frustrate a new employee more than issues with payroll and benefits. You want new employees to have a positive experience and to feel an immediate sense of care and belonging.

If you cannot pay their first salary on time or they are unable to enrol for insurance because of administrative errors, new team members will quickly lose trust and motivation. Efficient onboarding processes create a positive experience from day one and establish a welcoming environment.

Onboarding remote employees can be as straightforward as onboarding in-office staff — or considerably more complex, depending on where you hire and how prepared you are. If hires live in the same city or state as the rest of your team, the process is fairly routine: provide the necessary equipment and ensure they feel welcomed and included; the legal aspects (for example, signing the employment agreement) will usually be the same.

Onboarding remote employees in other locations, such as another state or a different country, introduces additional challenges. You must account for time zones and the paperwork and registrations associated with a distributed hire. For example, some countries require a medical examination as part of a new employment offer, even for remote roles.

In many cases, certain documents must be filed with government authorities by strict deadlines, and employees must be enrolled in social programmes within a set period after starting. To onboard employees in a country where your company does not hold a legal entity, you can hire abroad with confidence using an employer of record, or EOR like Remote.

Begin with the fundamentals when onboarding remote employees. Do you have all the legal and administrative arrangements in place to employ this person?

For contractors, onboarding is typically quick and straightforward. You can use an international contractor management platform like Remote to pay your contractors in their local currencies.

Onboarding full employees who work remotely is more complex. The key is to understand the regulations that apply in the country or region where the employee lives and works. If you own an entity in that country, you will be responsible for local compliance, payroll, taxes, benefits administration and various types of paperwork. Because of these requirements, companies hiring remote employees overseas usually work with an employer of record.

Remote is purpose-built to remove the cost, risk and complexity from global employment so you can manage compliance with certainty.

Onboarding independent contractors is generally easier than onboarding full-time employees, but remain cautious. Failing to define the correct boundaries of the working relationship can be costly — not only in fines, but potentially in loss of intellectual property (IP).

To onboard independent contractors, first prepare and sign an official agreement with the chosen contractor. The contract should address pay rates, deliverables and ownership of created work. Rules vary by country, so when hiring internationally use an

You may wish to convert contractors to employees in due course. If that occurs, you will need to onboard the contractors into their new roles and complete the necessary paperwork according to the relevant country’s requirements.