Build Your Global Team Without a Local Entity
Expand your reach and tap into a world of talent without the complexities of setting up a local entity. Our Employer of Record (EOR) and payroll services allow you to:
- Recruit and onboard top talent globally.
- Manage payroll with compliance and peace of mind.
- Handle HR operations like contracts and benefits administration.
- Ensure global workforce compliance with local regulations.
Trusted by over 1000+ businesses
How We Work
Unlock global talent without the stress. Let us take care of your EOR needs so you can drive your business forward. Contact us today!
Perfect Recruitment
Find the perfect talent in your target market. We source, screen, and interview candidates to ensure they meet your specific requirements.
Seamless Onboarding
We handle all the paperwork for a smooth onboarding process, ensuring your new hire is compliant and ready to work from day one.
Streamlined Payroll
We manage payroll processing, taxes, deductions, and benefits administration, so you can focus on running your business. This includes essential benefits like provident funds, social security, and salary.
Ongoing HR Support
Our dedicated team is always available to answer your questions and provide guidance on all HR matters, ensuring compliance and peace of mind.
Smooth Onboarding Process for Your Team
1. Share Your Needs
Briefly tell us about your ideal candidate
2. Seamless Interviewing
Evaluate candidates efficiently through our streamlined process
3. Onboard with Confidence
We handle onboarding paperwork and compliance, ensuring a smooth start
4. Simplified Payroll
Receive a clear and transparent invoice for your employee’s monthly payroll
5. Ongoing Support
Our dedicated team is always here to answer your HR questions and provide expert guidance
Ready to Start Hiring?
Book A CallWhat is an EOR?
Facilitates Formal Employment in Foreign Countries
If your company is legally registered in Hong Kong and you wish to hire an employee in Malaysia, you can utilize our EOR service.
Client Company Retains Control
You will have full control over the employee’s daily activities, including tasks, meetings, performance evaluations and termination decisions.
Assume Responsibility for Administration
EOR service providers will handle the following administrative complexities of managing a foreign workforce. You can focus on your business activities. Seamlessly expand your international team with us!
- Payroll Management: Processing employee salaries, benefits, and deductions.
- Compliance: Ensuring all employment practices adhere to local labor laws and regulations.
- Employee Contracts: Drafting, managing, and maintaining employment contracts.
- HR Administration: Managing employee records, onboarding, and terminations.
- Tax Management: Handling all payroll tax filings and payments.
Benefits of Using EOR Services in Hong Kong
Faster Hiring
EOR streamlines the talent acquisition process, allowing you to swiftly onboard skilled individuals with minimal administrative burden and legal prerequisites.
Cost Reduction
Save costs by eliminating the need for setting up entities, managing compliance filings, and hiring lawyers and accountants in every country.
Simplified Oversight
Our unparalleled global expertise efficiently manages your global workforce in a single, convenient platform.
Simplified Compliance
EOR ensures adherence to local labor laws, reducing the risk of legal issues and penalties.
Reduced Administrative Burden
EORs handle payroll, tax filings, employee benefits, and other HR tasks, reducing the administrative load on the company.
Expertise in Local Regulation
EOR possesses in-depth knowledge of local employment laws and practices, ensuring compliance and best practices.
Traditional Hiring Requirement in Hong Kong and Overseas
When hiring employees in Hong Kong, businesses must comply with several key legal and tax requirements:
1. Legal Entity Setup
Businesses must establish a legal entity before hiring regular employees in Hong Kong.
2. Business Registration Number
Business must obtain a business registration number from the Inland Revenue Department for financial purposes.
3. Local Bank Account
Employers must set up a local bank account before hiring individuals and conducting business operations.
4. Employment Contracts
While written employment contracts are not mandatory under Hong Kong’s labor laws, they are preferred to provide legal protection for both employers and employees.
5. Mandatory Provident Fund Contributions
Employers are generally required to contribute to their employees’ pensions through a mandatory retirement savings scheme, such as the Mandatory Provident Fund (MPF) for their employees’ pensions.
6. Income Taxes
Employers must deduct income taxes from employees’ salaries and submit them to Hong Kong’s taxation authorities.
7. Local Employment Laws
Adherence to local labor laws and regulations is essential. This includes compliance with minimum wage requirements, benefits, working hours, and employment termination policies.
Why Use FastLane for EOR Services in Hong Kong?
Hiring in Hong Kong or overseas usually requires establishing a legal entity, which involves registering an office address, opening local bank acounts, and managing local payroll and tax regulations which can be complex and time-consuming.
With FastLane, you can hire and onboard employees without needing to set up your own legal entity in the selected country. Partnering with us ensures a fully compliant hiring process and facilitates a seamless expansion into the Hong Kong or overseas market.
Get A QuoteWhat Do Our Clients Say About Us
Segovia Financial Services
Arcadia Consulting Limited
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Frequently Answered Questions
How quickly can I onboard international employees through FastLane’s EOR?
Once you select a candidate, FastLane can onboard and integrate them into your team within a few days. Our efficient processes and local expertise ensure your new employees can start contributing to your projects without delay.
Why should I use FastLane’s EOR services?
FastLane’s EOR services simplify the complexities of international hiring, ensuring full compliance with local labor laws and regulations. This allows you to focus on growing your business while we handle all HR and administrative tasks.
How does FastLane ensure compliance with local labor laws?
FastLane’s EOR services are managed by experts with in-depth knowledge of local labor laws and regulations. We ensure that all employment practices adhere to legal requirements, minimizing the risk of non-compliance and legal issues.
Who is the employer in a PEO scenario?
The PEO service provider would be the employer legally however the company will have the full discretionary of the employee’s job duty.
How will the employee know that they are working for me if Fastlane’s name is used as the employer legally?
The employer and the PEO become co-employers of the employee so the owner would be known as the Executive and the PEO is known as the Employer of Record (EOR).
How long does it take to get started once I choose a PEO?
It takes about 5-30 days to implement the PEO service due to the multiple steps required that need to be completed such as collecting and verifying forms for each employee, onboarding and enrollment meetings and finally selecting the benefits for each employee.
How do I know that I will have authority over the worksite, brand, quality, etc if Fastlane’s name is used as the employer’s name legally?
It takes about 5-30 days to implement the PEO service due to the multiple steps required that need to be completed such as collecting and verifying forms for each employee, onboarding and enrollment meetings and finally selecting the benefits for each employee.
Why use PEO instead of paying a worker as a contractor?
PEO employment services help the company to make sure they are following legal compliance properly and not fall into legal risks.
PEO is especially attractive for your case if you are looking to hire foreign talent in another country but have no business set up there or only looking to hire a foreign employee for a specific project-based work where the worker controls when, where, and how the work is done. PEO arrangement can promote better staff loyalty as it means a longer-term employment arrangement than a contractor which is usually a one-off or temporary setup.
Can I hire employees in other countries without an EOR?
Yes, but the process is complex and expensive. Attempting to employ international talent on your own can also lead to legal issues due to non-compliance. Partnering with an EOR allows businesses to enter new markets quickly without establishing local entities. It reduces risks and administrative burdens, enabling companies to focus on core activities and growth.
What countries does FastLane’s EOR service cover?
FastLane’s EOR services cover a wide range of countries, including Australia, Hong Kong, Singapore, Malaysia, and Taiwan. We are continuously expanding our reach to support your global hiring needs.
How do I get started with FastLane’s EOR services?
To get started with FastLane’s EOR services, contact our team for a consultation. We will guide you through the process, understand your specific needs, and provide a tailored solution to help you hire and manage your international workforce.
Who needs a PEO?
Employers in need of specialised HR workers — If your company or organisation has employees outside the human resources sector working on HR and compliance issues rather than the responsibilities you hired them for, consider hiring a PEO.
Small and medium-sized enterprises (SMEs) that desire to be more competitive — Many small businesses collaborate with PEOs in order to expand their benefits packages, such as healthcare and retirement plans, giving them a competitive advantage over bigger competitors. Small businesses can join a PEO Hong Kong and gain access to retirement plans, insurance, and other perks that can help them compete against larger corporations..
What is the difference between PEO and HR outsourcing companies?
The services are similar since they all focus on HR however there are differences as well.
The main difference between PEO services and HR outsourcing is that HR outsourcing companies handle specific HR functions but don’t assume co-employer responsibilities or offer any additional HR support whereas PEO offers the employer both of the services.
What happens if I fire an employee or if they quit?
Both scenarios will depend on what the employment contract consists of so if an employee quits then typically there is an agreed-upon notice period whereas if an employee is fired then the PEO will handle the termination and compliance.
Why do I need a PEO if I already have an HR manager?
The aim of the PEO HR services isn’t to replace your HR team but it is to work hand in hand with them. PEOs can focus on nuanced aspects of the HR function and free up your internal team for matters related to their specialized skills. PEOs can handle payroll, taxes and compliance while leaving your people with the time and space they need to develop your company.
Your HR team will still be in charge and have the ultimate control while the PEO can be there just like an assistant to provide your team with the support they need, help assist you in making a benefits package for your employees and make sure that your outsourced HR functions meet full regulatory compliance.
PEOs can also help your company reduce costs through their competitive packages of employee benefits, especially on healthcare and workers’ compensation so this helps attract better talent and growth for the business and minimize employee turnover.
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