This page covers hiring through EOR, where Shor is the legal employer. If you already own an entity in the country, you can employ the person through it instead and have Shor run the payroll, at a much lower monthly fee. See Payroll on Your Own Entity.
When to Hire an Employee vs. a Contractor
Hire an Employee If
- They work set hours for your company
- You direct how the work gets done
- They use your equipment and systems
- The relationship is ongoing and exclusive
- Their country’s labor law requires employee status for the role
Hire a Contractor If
- They work for multiple clients
- They set their own schedule and methods
- They use their own tools
- The engagement is project-based or short-term
Adding an Employee
1
Start the Add Flow
From Talent → People, click Add person and pick Employee, then set the country of employment.
2
Choose the Payroll Employer
If you have an active subsidiary registered in that country, a Payroll Employer choice appears: your subsidiary, or Shor EOR. Pick Shor EOR to have Shor employ the worker on your behalf.If you don’t have a subsidiary there, this choice doesn’t appear and the hire goes through EOR.
3
Choose Full-Time or Part-Time
This affects required benefits, tax thresholds, and the contract template Shor generates.
4
Set Role and Seniority
Enter the job title and seniority level. Shor uses this for contract language, pay benchmarks, and any country-specific role classification.
5
Set Salary
Enter the salary and unit (per hour, per week, per month, or per year) along with the currency.
6
Choose Pay Frequency
Weekly, biweekly, or monthly, matched to local norms for the worker’s country.
7
Set Governing Law
Pick the jurisdiction the contract is governed by. Shor defaults to the worker’s country employment law framework, with localized clauses for probation, notice, statutory benefits, and termination.
8
Review and Send the Contract
Shor generates a country-appropriate employment contract reflecting local labor law. Review and send for signature. The summary also includes the company IP assignment described below.
Company IP Assignment
On an EOR contract summary, Shor asks a company representative to review and sign a Company IP Assignment between your company and Shor. You do this once. The completed agreement applies across your EOR hires. Click Review and sign IP Assignment. You can keep inviting employees while your company’s signature, or Shor’s countersignature, is still pending. If the agreement is still being prepared, you can keep hiring and sign once it is ready. Once it is complete, the step no longer appears on later hires. Download the completed agreement from Settings → Subsidiaries, on the Main Business card. If it is declined or expires, contact support to arrange a new one. Viewers see the step with signing disabled.Start Date on the EOR Agreement
The start date on an EOR contract follows the date on the EOR agreement while the contract is still a draft, awaiting signature, or signed and not yet active. If that date changes, Shor updates the contract and emails you and the employee that the start date moved to match the EOR contract. When the contract is already signed and those payments have not started processing, Shor rebuilds the upcoming payments from the new date.What the Employee Does Next
Your new hire receives an invitation to:- Create their Shor account
- Submit identity verification. Employee requirements stay locked until they do
- Save personal, tax, and payroll details while verification is in review. These answers are drafts and do not accept the contract. Supporting document uploads are requested after verification is approved
- Finish any remaining requirements after verification is approved, including their bank account, then sign the employment contract (electronically in most countries; in ink off this platform where local law requires it)
In some countries, Shor’s local partner contacts the employee directly to collect any remaining paperwork and finalize the agreement, instead of the employee signing in the app. When this applies, you and the employee both see a waiting item on your dashboards until the partner completes the handoff.
Statutory Benefits and Withholdings
For EOR (Employer of Record) employees, Shor handles the country-specific requirements:- Statutory leave: annual, sick, maternity, paternity as required by local law
- Public holidays: tracked automatically
- Employer contributions: pension, social security, health insurance where mandated
- Employee withholdings: income tax and statutory contributions deducted from each paycheck
- 13th / 14th month pay: where required by law
Probation, Notice, and Termination
Every employment contract reflects the country’s rules for:- Probation period: maximum length permitted
- Notice period: required notice on both sides, which typically scales with tenure
- Severance: statutory severance where applicable
- Mandatory end-of-employment filings: any local filings required when the engagement ends
Where Shor Supports Employees
Employee support varies by country. Some countries support full EOR (Shor employs the worker on your behalf); others only support contractor engagements today. A subset of our employee markets also supports managed payroll on an entity you own.Global Coverage
See which countries support employee hiring.
Payroll on Your Own Entity
Hire through your own local entity instead.
Compensation Types
How salary, hourly, and variable pay work.