About Asia EOR Hub

We write about employing people in Asia for the readers who have to get it right: the HR lead adding a first hire in Singapore, the finance director trying to understand why a Shanghai salary costs thirty per cent more than it says on the contract, and the founder who has just been told the word “dispatch” for the first time.

Why a site about Asia specifically

There is no shortage of global EOR comparison content. Almost all of it is written at the level of “Asia is a diverse region with varying employment laws” and then moves on. That is true and useless.

What actually determines whether an Asian hire works is narrower and more specific. Whether your provider employs the person through its own licensed entity in that country or through a partner you have never heard of. Which dispatch regime applies in China, Japan or Korea, and what time limit comes with it. Which city’s social-insurance rates you are paying. Whether the bonus is guaranteed or discretionary, and what that means in law. Those are the questions we write about.

Where the expertise comes from

This site is written by people who work in international employment for a living — the side of it that involves reading dispatch regulations in the original, reconciling city-level contribution bases, and explaining to a client why a Korean exit is going to be negotiated rather than announced. Asia is where that experience has been concentrated, and it is the reason for the emphasis here on structure and regime rather than on feature grids.

How we assess providers

• Published criteria, applied consistently. Every provider in a ranking is scored against the same list, and the list is on the page.
• Own-entity coverage weighted above software. A beautiful platform sitting on top of a subcontracted employer in Shanghai is a beautiful platform sitting on top of a problem.
• Unverified means unverified. Entity ownership cannot be checked programmatically in most Asian jurisdictions. We record providers’ claims as claims and tell you how to verify them.
• Disagreement stays on the page. Where a lower-ranked provider beats a higher-ranked one on a criterion, we write that in the higher-ranked entry rather than removing it.

How the guides fit together

1. Start with legalityIs EOR legal in Asia? explains which countries license the arrangement and what limits apply. It changes the shortlist, so it comes first.
2. Then the providerEOR providers if you have no entity; PEO providers if you do.
3. Then the numbersEmployer costs and employee benefits get you from a salary figure to a real cost and a competitive offer.
4. Then the mechanicsEmployment law in Asia covers contracts, probation, working time, termination and classification.