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Switch EOR providers with a clear transition plan.

We coordinate both EORs, review your contract and compare payroll calculations before employees move. The plan covers benefits, prior service and follow-up after the switch. We agree a fixed fee upfront and take no commission from the incoming provider.

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  • 90Days, in the standard plan
  • $798 Example overlap fee per employee ($599 old + $199 new)
  • 1–2 Parallel payroll cycles
  • 1 Point of contact, start to finish

No destination-provider commission for this switch engagement.

Why managed

Three risks to plan for when switching EORs.

Double-paid (or unpaid) staff

When two payrolls overlap, staff can be paid twice for the same earnings or miss an amount due. We reconcile both providers’ calculations against the legal transfer date and the periods each employer owes.

Reset tenure & broken vesting

Local transfer rules may preserve employment and service. In the UK, a qualifying TUPE transfer preserves continuity, including between unrelated employers. Contractual service credit is not automatically the same as statutory continuity.

Missed notice and renewal deadlines

Your signed agreement sets the notice period, renewal date, exit charges, deposits and final settlement, and these terms can differ by plan, country and contract date. The transfer route and employee obligations also affect timing, so confirm the cutover date before giving notice.

The employee experience

Four questions employees may have about the move.

"Does my tenure reset?"

Not automatically. Local transfer rules may preserve service and employment rights, and a change of provider does not by itself justify a new probation period.

"Does my vesting continue?"

Vesting, eligibility, continued service, termination treatment and required approvals can change when the legal employer changes, depending on the grant and plan rules. We map those documents and flag what needs confirmation from the issuer, both providers and legal or tax advisers before cutover.

"Does my net pay change?"

Net pay can change even when gross pay stays the same. We model each employee’s pay on both providers, including tax treatment, pension or benefit deductions and any required transition steps, and flag differences to resolve before payday.

"Who do I talk to now?"

One named contact for the whole migration, plus a written FAQ in each employee's language where needed.

The migration plan
A payroll comparison sheet with coins, illustrating service pricing and process.
1

Review your current EOR contract

We pull the notice period, auto-renewal date, termination fees and non-solicitation clauses from your current MSA, and confirm the destination provider. The legal transfer route, employee requirements and any work-permission changes also determine the cutover date.

Week 0–1 · Discovery
2

Prepare contracts, employee updates and data

Before the move, we coordinate with both providers and your advisers on the transfer documents or new contracts that the country and transfer route require, prepare employee communication, and agree the data-transfer plan.

Week 1–3 · Preparation
3

Employee notice and consultation

The standard plan allows at least 30 days for employee communication about the rationale, timing, changes and contacts. Local law sets the required information, consultation and employee consent, and it overrides the example week ranges.

Week 3–4 · Employee announcement
4

Check payroll when the providers hand over

We run parallel payroll calculations for 1–2 cycles and reconcile earnings and liabilities against each employee’s legal transfer date before payment, to avoid paying the same earnings twice when final and first payments come from different employers. Work for the new employer starts only when the transfer and any required work permission are in place.

Week 4–8 · Parallel run & cutover
5

Check in after the switch

We check in with every employee at day 15 and day 30, then confirm in writing that the old provider is closed out and its final liabilities settled.

Day 15 & Day 30 post-cutover · Follow-up
Scope

What we run, what stays with you.

Timeline

How long it takes

90 days

Standard plan; illustrative range 45–120 days. Legal transfer and work-permission requirements can extend this.
1
Plan based on notice, transfer duties and permission to work
2
Parallel payroll period of 1–2 cycles
3
Day-15 and day-30 post-cutover check-ins
4
30 days of follow-up after close-out

Included

What we run

1
Review of current-contract notice and termination provisions
2
Coordination of required transfer documents or new contracts with the providers and your advisers
3
Employee communication covering tenure, equity, pay and contacts
4
Employee-data transfer planning with both providers
5
Parallel payroll calculations and reconciliation
6
Old-provider close-out and confirmation of final liabilities

Not included

What stays with you

1
Choosing the destination provider; Broker or Audit can help you compare options
2
The new EOR’s own onboarding workflow
3
Renegotiating your commercial terms with the new EOR
4
Licensed legal advice on local employment law
5
US-domestic PEO moves; we handle EOR switches only
6
Hiring replacements for anyone who resigns during the change
Pricing

A fixed project fee, based on the work your move needs.

We don’t publish a rate card for this service. Your quote confirms the project fee.

Fixed fee Per project · scoped to headcount & countries

A fixed fee for the agreed migration.

The scope and fee are quoted before work starts, based on your headcount, countries and the work involved. We take no commission from the destination provider for this switch engagement.

Need to compare destinations first? The free EOR Broker shortlist includes access to discounts of up to 30% on eligible provider service fees, with terms confirmed in the provider quote. A paid EOR Audit can help assess your current setup.

Plan your EOR switch.

Start with your current provider, notice period, headcount and countries. We’ll come back with a dated migration plan and a fixed quote, usually within one business day. Scope and dates are agreed before work starts.

Fixed project fee
no provider commission
NDA-first
Request switch quote
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Frequently asked

The questions before a switch.

Request switch quote

Will switching EOR reset my employees' tenure?

Not automatically. Applicable transfer law may preserve employment and service. A qualifying UK TUPE transfer preserves the original start date and continuous employment even when the employers are unrelated. Not every EOR switch qualifies. A change of provider does not by itself justify a new probation period. Additional contractual service credit can be agreed, but it is not automatically equivalent to statutory continuity.

What happens to equity vesting during the switch?

A change of legal employer can affect eligible service, vesting and exercise rights, and may require approvals or new documents. The grant agreement, issuing company, plan rules and the employee’s country decide the outcome, and conditions differ between instruments and tax-advantaged schemes. A credited employment start date does not make an employee eligible for equity. Before the move, we map the existing documents and flag issues for the issuer, both providers and qualified legal or tax advisers.

How do you avoid double-paying people in the switch month?

We reconcile the parallel payroll calculations before payment, against the periods and liabilities each employer owes under the applicable employee-transfer rules. A final payment from the old employer and a first payment from the new one can fall in the same month; the reconciliation checks that they do not cover the same earnings.

How long does a managed switch take?

The standard plan is 90 days, with an illustrative range of 45–120 days. Contractual notice, the legal transfer route, required information and consultation, employee consent where needed and work permission set the actual dates, and any of them can extend the timetable. Where sponsorship or change-of-employer rules require new permission, it must be in place before work starts. The UK Skilled Worker change-of-employer guidance gives one example.

Do our employees have to re-sign contracts?

Not always. Employment may transfer automatically under applicable law; otherwise local law may require an agreed termination and a new contract. Confirm the route, required documents, consultation and any employee consent before giving notice or collecting signatures. Do not terminate employment that transfers automatically. Employee objection and refusal rights depend on the jurisdiction and transfer route. Our switching guide explains the checks.

Can you also pick the new provider, or only run the move?

We coordinate the migration to the provider you choose. If you need to compare destinations first, the free EOR Broker shortlist or a paid EOR Audit can help you assess the options.