Trusted by 600+ teams getting their headspace back

Hire full-time employees anywhere. Without “anywhere” becoming your problem

Kleos puts your people on local payroll in 15+ countries. Employment law, taxes, benefits, compliance — handled

Talk to us about EOR

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Companies with 50+ employees scaling internationally

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Established businesses with budget for full employment costs

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Teams converting key contractors to full-time employment

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Companies entering new markets without local entities

An Employer of Record becomes the legal employer on your behalf. On paper, Kleos employs them. In practice, they work for you. Payroll, taxes, benefits, contracts — we run it. You run the team.

You keep:

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Who you hire

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Roles & goals

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Daily management

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Compensation decisions

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Compensation decisions

EoR handles:

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Compliant contracts

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Worker classification

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Cross-border payments

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Tax docs & audit trail

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IP transfer clauses

When you actually need an EOR

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Your best hire demands employment

A valuable specialist insists on being on payroll. They’re worth the cost. You can’t say no — and you shouldn’t have to.

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You’re restructuring

Closing a local entity, moving people to umbrella employment, reorganizing a distributed team. EOR absorbs the complexity.

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You’re testing a new market

2–3 people in a new country. Not enough to justify an entity. EOR lets you start now and figure out the structure later.

Your contractor should really be an employee

Fixed hours, your tools, your manager. The engagement has evolved. Time to make it official before a regulator does.

Be honest about whether you need this

You probably don’t need EOR if

The work is project-based with a clear end date

The person is genuinely independent and invoices multiple clients

You already have a local entity in that country

EOR makes sense when

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Today, 2pm

The role is full-time and deeply integrated with your team

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Today, 2:15pm

Local law requires formal employment, not contracting

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Tomorrow, 10am

A contractor needs to be converted before regulators notice

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Tomorrow, 11am

You’re testing a market with 2–3 hires, no entity

Get your Tuesdays back

EOR vs. opening your own entity

An entity makes sense when you have 10+ people in one country and plan to stay. For everything else, there's EOR

Time to hire

Setup cost

Ongoing overhead

Minimum headcount needed

Flexibility to exit

Local entity

Time to hire

3–6 months

Setup cost

€15k–50k+

Ongoing overhead

Accountants, lawyers, filings

Minimum headcount needed

Usually 5+ to justify

Flexibility to exit

Liquidation process

EOR

Time to hire

Days

Legal relationship

Zero

Ongoing overhead

One monthly fee

Minimum headcount needed

1 person

Flexibility to exit

End the agreement

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How it works with Kleos

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Step 1

Tell us who you’re hiring and where

Share the role, location, and compensation — we confirm availability and local requirements

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Step 2

We draft a compliant employment contract

Tailored to local labor law: probation, notice periods, benefits, country-specific clauses.

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Step 3

Your employee starts. We handle payroll

Salary, tax withholding, social contributions, statutory benefits — paid on time, every month.

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Step 4

You manage the work. We manage the compliance

Law changes, filings, benefit adjustments, and if needed — compliant offboarding.

Make a test payment

EOR pricing

One monthly fee per employee. Your employees pay nothing

For companies

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From

€200

/ per employee

Depends on country. Get a quote.

Full legal employment without local entity

Local labor law compliance

Payroll processing & tax filings

Benefits administration

Employment contracts per jurisdiction

Onboarding & offboarding managed

IP protection provisions

Ongoing HR & legal support

One B2B invoice for your books

FX conversion no more than 3.5% — locked at signing

For employees

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€0

/ always

Your employees never pay a cent.

Zero fees deducted from salary

Full statutory benefits included

Local employment contract

Paid in local currency, on time

Full visibility into payslips

Same protections as any local employee

Everything else you're wondering

How fast can I hire someone through EOR?

5–10 business days from contract to first day, depending on country and work permit requirements.

What benefits do EOR employees get?

Statutory benefits required by local law — pension, healthcare, paid leave. We can support supplementary benefits depending on the country.

Can I convert a contractor to an employee?

Yes. We handle the transition — new contract, proper classification, payroll setup — with minimal disruption.

Who decides compensation?

You do. We advise on local minimums and market benchmarks so your offer is competitive and compliant.

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Hire anywhere. Legally

Full-time employees on local payroll, compliant from day one. No entity required.