Solutions
Compare EOR, payroll and immigration routes
Choose the operating model that fits your target country, worker type, timeline, and compliance burden. We scope Employer of Record, payroll, immigration support, and contractor engagement across 11 MENA countries.
Global Kinect offers three modules: HRIS for employee records and workforce data, Payroll Bureau for fully managed compliant payroll across MENA, and EOR for hiring without a local entity. All three share the same platform, data, and workflow — clients choose one or all.
How we operate
A compliance-led operating layer — not a provider list
Every solution shares the same operating philosophy: clear ownership, consistent evidence, and predictable workflows across every country. All four models run through the Global Kinect platform — one login, one view of your entire workforce, one submission per pay cycle.
Ownership stays clean
We define what you own vs what we own — entity risk, employment risk, payroll steps, approvals, and reporting. No grey areas.
Evidence is consistent
Every onboarding step, contract, registration, and payment generates documentation. Execution is auditable and repeatable.
Workflows are predictable
Runbooks, calendars, and defined inputs/outputs — so expanding into new countries doesn't become chaos.
Four core models
A model for each hiring shape
Each solution has its own detail page with scope, workflows, compliance requirements, and frequently asked questions.
Employer of Record (EOR)
Employ people compliantly in the UK, UAE, Saudi Arabia and other markets without setting up a local entity. We handle contracts, payroll, statutory compliance, and ongoing employment administration.
Immigration Support
Visa sponsorship, work permit coordination, and immigration compliance for international employees across the UK, UAE, Saudi Arabia and other markets.
Contractor Engagement
Compliant contractor agreements, classification guidance, and payment processing to reduce misclassification risk across international markets.
Quick comparison
Which model fits your scenario?
| EOR | Immigration | Contractors | ||
|---|---|---|---|---|
| You need an entity? | No | Yes | No (EOR sponsors) | No |
| Worker is your employee? | Legally ours, operationally yours | Legally yours | Depends on model | No — independent |
| Best for | Full-time hires, new markets | Existing entities | Visa-required roles | Project-based work |
| Typical timeline | 2–6 weeks | 1–2 weeks setup | 2–12 weeks | 1–2 weeks |
Frequently asked questions
What is the difference between EOR and PEO?
With EOR, the provider is the sole legal employer — you don't need an entity. With PEO, you co-employ through your own entity. EOR is the right model when you don't have a local entity in the target country.
How quickly can you set up in a new country?
EOR onboarding typically takes 2–4 weeks for countries without visa requirements, and 4–8 weeks when immigration is involved. Payroll setup takes 1–2 weeks for existing entities.
Can I switch between models?
Yes. Common transitions include contractor-to-EOR (when classification risk increases), EOR-to-entity (when you establish your own local presence), and adding payroll services alongside EOR as your team grows.