Surrogate Employer Services are generally adopted to meet local staffing needs in foreign jurisdictions where a local subsidiary is not desirable because of:

  • Lack of long term visibility of requirements
  • Insufficient financial and human resources available for set up and management of local operations
  • Mitigation of risk from exposure of the corporation to potential liabilities in an unfamiliar jurisdiction
  • Management of local immigration, corporate and individual compliance, and related services and expertise seem daunting

This model can give smaller companies a competitive edge by allowing them to offer corporate-quality HR support on an entrepreneur's budget. Additionally, it frees businesses from the task of building and maintaining internal resources to provide local in-house HR, immigration, accounting and tax professionals. This reduces cost and enables executives to focus on growing their core business instead of managing personnel issues.