Quick, hassle-free onboarding

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

Once your employee logs in to the platform, Remote prompts them to add administrative details and upload the required supporting documentation

Remote performs 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 on payroll and benefits programmes, and their status is set to active in Remote.

Depending on where you plan to hire, employee onboarding software enables you to bring new employees into your organisation in full compliance with relevant employment laws. For local hires this is usually a familiar process for most businesses. New employees typically sign an employment agreement and upload key documents, all managed by the onboarding software the employer uses. Employee onboarding software often remains in use once the employee begins working, since onboarding is generally a feature of a larger employment software package.

The situation becomes more complicated when companies try to onboard remote employees in countries where they do not own a legal entity. Lack of familiarity with local laws and customs can make it hard to onboard new employees quickly while remaining compliant. In those cases, employers typically use an employer of record, or EOR, to onboard new workers. An EOR allows businesses to employ workers in other countries by acting as a local employer while handling functions such as payroll, benefits, tax withholding, compliance and share options.

New hires rarely know what to do immediately when they start a new role. For organisations of any size, onboarding is the first opportunity to handle administrative matters, set clear expectations and communicate company culture. In many jurisdictions, onboarding involves a series of deadlines for paperwork and registrations, so companies hiring across multiple countries must be vigilant when bringing on new workers.

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

If their first pay cheque is not delivered on time or they cannot sign up for insurance because of administrative mistakes, new team members will quickly lose trust and motivation. Efficient onboarding processes deliver a positive experience from the outset, creating a welcoming environment from day one.

Onboarding remote employees can be as straightforward as onboarding in-office staff — or it can be significantly more difficult, depending on where you hire and how prepared you are. If remote employees live in the same general area as the rest of your team (for example, the same city or province), the process is relatively simple. You will need to provide the new employee with the appropriate equipment and ensure they feel welcomed and included, while the legal aspects of onboarding (such as signing the employment agreement) are generally the same.

Bringing remote employees on in other locations, such as another province or an entirely different country, presents fresh challenges. Not only must you adjust for time zones, but you also need to allow 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, specific documents must be filed with government agencies by strict deadlines, and employees must be enrolled in social programmes within a set period after employment begins. To onboard employees in a country where your company has no legal entity, you can hire abroad with confidence using an employer of record, or EOR such as Remote.

Begin with the basics when onboarding remote employees. Do you have all the legal requirements in place to employ this person?

Onboarding contractors is usually quick and straightforward. You can use an international contractor management platform such as Remote to pay your contractors in their local currencies.

Onboarding full-time remote employees can be more complex. The key is to understand the regulations that apply in the country or region where your new employee lives and works. If you operate an entity in the country where you plan to hire, you will be responsible for tasks including local compliance, payroll, taxes, benefits administration and various paperwork. Because of these barriers, companies onboarding remote employees in other countries typically 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 confidence.

Bringing independent contractors onboard is generally easier than onboarding full-time employees, but don’t be complacent. Failing to establish the correct boundaries of a working relationship can be costly — not only in fines, but potentially in ownership of your intellectual property (IP).

Start by drafting and signing a formal agreement with the contractor. The contract should cover pay rates, deliverables and ownership of created work. Rules differ by country, so if you hire internationally use an international contractor management tool — not just a payment service that provides no contractual context or protections.

You might choose to convert contractors to employees at some point. If that happens, you have several options. You will need to onboard the contractors into the new roles, including any new paperwork required by the country.