agencies outsourced their payroll services to us
employers trust us with their contractors management
of payroll processed
NPR score with enterprises
All you need to know about EOR.
An Employer of Record is an organisation that legally employs a worker on behalf of another business. The EOR manages employment contracts, payroll and employment administration, while the client directs the worker’s day-to-day responsibilities.
An EOR solution is generally used when the worker has already been identified by an enterprise or recruitment agency. If sourcing support is also required, SDP can discuss the broader workforce solution with you.
You or your client manages the worker’s role, workload, performance expectations and daily activities. SDP manages the formal employment relationship and associated administration.
Yes. EOR can help organisations engage talent in markets where they do not have an employing entity. Availability and the appropriate engagement model will depend on the worker’s location and circumstances.
Not necessarily. The correct solution depends on the worker’s location, employment status, role, assignment and individual circumstances. SDP will assess the engagement before recommending an appropriate structure.
A payroll provider processes payments for workers employed by your organisation. Under an EOR arrangement, SDP becomes the worker’s legal employer and assumes responsibility for the employment contract, payroll and associated employment administration.
An EOR may allow you to employ someone without first establishing your own local employing entity. This can provide a faster and more flexible way to access talent, test a new market or support a specific project.
Yes. Your organisation manages the worker’s role, responsibilities, priorities and day-to-day performance. SDP manages the formal employment relationship, payroll and employment administration
Yes. An EOR can provide the employment infrastructure needed to engage initial employees in a new location. This can help you assess the market and establish operations before deciding whether to create your own local entity.
Potentially. EOR may be suitable when specialist talent is needed for a defined project, market-entry initiative or other time-limited requirement. SDP will review the proposed arrangement and applicable local requirements before confirming the employment structure.
Depending on the locations and existing arrangements, SDP may be able to bring multiple worker engagements under a more consistent employment and management framework. This can improve visibility, standardise processes and reduce the number of employment providers your organisation needs to manage.
EOR can reduce the internal workload associated with employment contracts, onboarding, payroll and ongoing administration. It can also give your teams clearer oversight of worker costs, employment arrangements and responsibilities.
SDP can work with you to plan an orderly transition of eligible employees from the EOR arrangement to your own employing entity, subject to local employment requirements and the circumstances of each worker.
Your agency sources the candidate and manages the client relationship. SDP employs the worker and manages the employment contract, onboarding, payroll and employment administration. The precise responsibilities and commercial arrangements are agreed before the placement begins.
No. Your agency retains the recruitment and client relationship. SDP provides the employment infrastructure behind the placement and supports the worker throughout the employment lifecycle.
Yes. Subject to the location and proposed engagement, an EOR arrangement may allow your agency to complete a placement without establishing its own employing entity in that market.
Yes. Outsourcing the employment and administrative responsibilities can help an agency accept more placements without building an equivalent internal payroll, employment and compliance operation.
No. Outsourced payroll generally processes payments for workers employed or engaged through your agency. With EOR, SDP becomes the worker’s legal employer and takes responsibility for the formal employment arrangement as well as payroll and employment administration.
This depends on the agreed operating and commercial model. SDP will work with your agency to establish clear responsibilities for employment costs, funding, invoicing and payment before the engagement begins.
Potentially. SDP can review the worker’s circumstances, location and proposed engagement to determine whether EOR—or another SDP solution—is appropriate. This gives your agency an experienced partner to consult before committing to the placement.
No workforce arrangement removes every risk. EOR creates clearer employment responsibilities and provides specialist employment and payroll infrastructure, but the agency and client must still meet their respective contractual and operational obligations.
Get in touch with our team to discuss your needs.
2004 started in Sydney
2009 NZ opens
2015 India office opens
2017, north america office opens
2020, european office opens
