Swivelt FAQs

An employer of record legally employs staff on your behalf in a country where you have no entity of your own. You choose the person and manage their daily work. The EOR holds the contract and runs payroll, tax, benefits, and local compliance.

An EOR is for hiring where you have no legal entity. Global payroll is for paying people where you already do. With an EOR, Swivelt is the legal employer. With global payroll, you stay the employer and Swivelt runs payroll inside your own entities.

Yes. Through Swivelt’s EOR service, we employ the person through our own local entity, so you do not register a company there. You direct their work; we handle the contract, payroll, tax, and compliance.

In most countries, within one to two weeks once we have the candidate’s details, because our own entity is already set up in each market. Local document or visa requirements can add time.

Swivelt is, through its entity in that country. You keep full control of the person’s day-to-day work. We hold the formal employment relationship and carry the compliance responsibility.

Swivelt employs through its own direct in-country entities, with no third parties. That gives you one accountable partner instead of a chain of vendors, and direct control of compliance in each market with no partner markup in between.

Swivelt operates in 60+ countries for both EOR and payroll, across Asia Pacific, the Middle East, Europe, Africa, and the Americas, and is still adding more. Every one runs through a Swivelt-owned entity.

EOR pricing is usually a fixed monthly fee per employee or a percentage of the employee’s pay. Swivelt offers both, so you can pick what fits your hiring. Current rates are on the Swivelt pricing page.

Swivelt manages the local contract, income tax, social contributions, statutory benefits, and filings in each country. Because we run our own entities, we apply local law changes directly rather than waiting on a third party to pass them on.

Yes. If you already work with a contractor abroad, Swivelt can employ them through our local entity, which lowers misclassification risk and gives them a compliant contract, payroll, and benefits.

They get the statutory benefits and paid leave required in their country, and you can add more on top. Swivelt sets these up per market, since the minimums for leave, insurance, and contributions differ from country to country.

Check four things: whether they own their entities or use third parties, how many of your target countries they cover directly, how they handle compliance when laws change, and how responsive their support is. Ask each provider which countries are direct versus partner-run, since that drives both accountability and cost.