Quick, hassle-free onboarding

We simplify adding the employee's details to Remote, sending an automated invite to your new starter by email

Once the employee signs in to the platform, Remote asks them to enter administrative details and upload the necessary supporting documents

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

We prepare the employment agreement and send it to the employee for a formal 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 helps bring new employees into your organisation in full compliance with applicable employment laws. For local hires this is generally a straightforward (or at least familiar) process for most businesses. New employees usually sign an employment agreement and upload important documents, all of which is managed by the software used for onboarding. Onboarding software often stays in use once the employee begins work, because most onboarding features are part of a larger employment software package.

The situation becomes more complex when companies try to onboard remote employees in countries where they do not have a legal entity. Limited familiarity with local laws and practices can slow onboarding while increasing compliance risk. In these cases, employers commonly engage an employer of record, or EOR, to onboard workers. An EOR enables businesses to employ workers in other countries by acting as the local employer of record while handling functions such as payroll, benefits, tax withholding, compliance and stock options.

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

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

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

Onboarding remote employees can be as straightforward as onboarding in-office staff — or it can be considerably more challenging, depending on where you hire and how prepared you are. If the remote employee lives in the same general area as your team (for example the same city or province), the onboarding process is fairly simple. You will need to provide the right equipment and make sure they feel welcomed and included, while the legal aspects of onboarding (such as signing the employment agreement) are generally the same.

Onboarding remote employees in different locations, such as another province or another country, introduces new challenges. Not only must you adjust for time zones, but you also need to account for the paperwork and registrations that accompany a distributed hire. For example, in some countries employees are required to undergo a medical exam as part of a new offer of employment, even when working remotely.

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 time after employment begins. To onboard employees in a country where your company does not own a legal entity, you can hire abroad with confidence using an employer of record, or EOR like Remote.

Begin onboarding remote employees by covering the basics. Do you have the legal and administrative arrangements required to employ this person?

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

For full employees who work remotely, onboarding can be more involved. The key is to understand the regulations that apply in the country or region where your new employee lives and works. If you have an entity in the country where you plan to hire, you will be responsible for a range of functions, including local compliance, payroll, taxes, benefits administration and various types of paperwork. Because of these barriers, companies onboarding remote employees in other countries typically work with an employer of record.

Remote is 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 do not be fooled. Failing to set clear boundaries for the working relationship could cost you — not only in fines, but potentially in ownership of your intellectual property (IP).

To onboard independent contractors, start by creating and signing a formal agreement with your chosen contractor. This contract should cover pay rates, deliverables and ownership of created work. Rules differ by country, so if you hire internationally be sure to use an international contractor management tool — not just a service that sends payments without contractual protections.

You may want to convert contractors to employees at some point. If this happens, you have a few options. You will need to onboard the contractors into the new roles, completing the required paperwork as dictated by the relevant country.