For EOR Providers
Your local coverage in South Asia
Global providers reach markets they don’t operate in through partners on the ground. We hold the entities, employ the people, run payroll, and carry the local compliance, under your brand and your client relationship.
Owned entities Contractual SLAs with penalties Written non-solicitation
Your client stays your client
This is the first question every provider asks, so we’ll answer it before you do.
We do not approach, solicit, or contract with your clients. Not during the engagement and not after it ends. That commitment is written into the partner agreement with a defined term and a stated remedy, not left to a general confidentiality clause.
Practically, that means we don’t market to your client, we don’t invite them into our own pipeline when the arrangement ends, and we route any inbound approach from them straight back to you.
Your client relationship is your business. Delivery in South Asia is ours.
What we deliver as your local partner
The full employment layer in market, delivered to your standard and reported in your format.
Legal employment
We are the employer of record on the ground. Contracts are issued under local labor law from our own registered entities, with the terms your client requires reflected in the agreement.
Payroll processing
Gross to net, tax withholding, statutory contributions, local currency disbursement, and payslips. Each cycle is verified by a licensed accountant before release.
Statutory filings
Income tax, social security, retirement fund, and employer returns filed with the correct authority on schedule, with receipts retained and available to you.
Benefits administration
Statutory benefits plus any supplementary coverage your client specifies. Enrollment, contributions, renewals, and claims support handled locally.
Onboarding and offboarding
Contract issuance, authority registration, benefits enrollment at the start. Notice, final settlement, statutory payout, and de-registration at the end.
Immigration support
Work permits, employment visas, renewals, and dependant applications where your client’s placement requires them.
How the relationship works
One agreement between us. Your contract with your client stays untouched.
Partner agreement
We sign a master services agreement covering scope, rates, SLAs, data handling, liability allocation, and the non-solicitation term. Set up once, then every placement runs against it.
You send the placement
Role, salary, benefits level, start date, and any client-specific contract terms come to us in an agreed format. We confirm the employment cost and feasible start date, usually within one business day.
We employ and run it
The employee is contracted to our entity, registered with the authorities, enrolled in benefits, and added to the payroll cycle. You keep the client conversation throughout.
We report to you
Payroll registers, filing confirmations, and a consolidated invoice on an agreed schedule, in the format your finance and ops teams already use.
Why providers work with us
Entities we own
We employ from our own registered entities rather than reselling another party’s. That removes a layer between you and the employment relationship, and it means the compliance answers come from us instead of from someone we’re waiting on. The same Employer of Record infrastructure sits behind every placement.
SLAs with consequences
Onboarding turnaround, payroll delivery dates, filing deadlines, and query response times are committed in the agreement with financial penalties for missed targets. A commitment without a consequence is a preference.
Compliance signed by accountants
Every payroll cycle and filing is reviewed by a licensed accountant before it closes, under our Meteors Risk-Control Audit Methodology. When your client’s finance team questions a figure, you get a documented answer rather than an investigation. See how we handle compliance management.
A named team, not a queue
You get named operational contacts and a defined escalation path with response commitments attached. When something goes wrong at 6pm before a pay run, you need a person, not a ticket number.
Working together day to day
Straightforward about where we are today.
Placement instructions, payroll inputs, registers, and invoices are exchanged as structured files in agreed formats on an agreed schedule. We are not offering an API today. If programmatic exchange is a requirement for you, tell us early and we’ll be clear about what’s possible rather than promise a roadmap.
What we do commit to is consistency. The same file format, the same cutoff dates, the same reporting fields every cycle, so your operations team can build a repeatable process around it rather than handling each month as an exception.
Data is held and processed to the standards set out in the partner agreement, with access limited to the team working your account.
Partner questions
Straight answers on liability, branding, SLAs, and what happens at the end.
Ask us directly →We do, in market. As the legal employer we hold the registrations, file the returns, and carry the statutory obligations that come with employing someone locally. Allocation between us for matters outside that, including instructions you pass on from your client, is set out in the partner agreement.
Yes. The employment contract names our entity because local law requires the actual employer to be named, and that’s true of every in-country partner arrangement. Everything around it, including how the service is presented and who the client deals with commercially, stays yours.
Onboarding turnaround, payroll delivery date, statutory filing deadlines, and query response times are each committed with a defined target and a financial penalty for a miss. Exact figures are set in the agreement, since they vary with placement volume and complexity.
Employee and payroll data is processed only for delivering the placement, held for the retention period each market requires, and accessible only to the team assigned to your account. Handling standards, breach notification, and deletion on termination are defined in the agreement rather than left to policy.
A wholesale per-employee monthly rate, with the exact figure depending on market, volume, and scope. Statutory employer costs are passed through at cost with no margin added. We provide a full rate card once we understand your expected volume and the markets you need covered.
Employees either transfer to another arrangement you nominate or are offboarded to local requirements, whichever you instruct. We provide complete records for every employee we’ve held. The non-solicitation commitment continues for the term stated in the agreement, so ending the arrangement doesn’t put your client relationship at risk.
Let’s talk about coverage.
Tell us which markets you need, your expected volume, and the standards you work to. We’ll come back with a rate card, our SLA terms, and the partner agreement for your legal team to review.