EOREmployer of Record — Middle East
Employer of Record across the Middle East and MENA.
Employ the person you chose, in the market they live in, without registering a company there. Local employment contracts, payroll, statutory compliance, IP assignment and confidentiality — arranged through approved regional partners.
- No local entity required
- Regional labour-law expertise
- Payroll & benefits handled
- IP rights stay with you
How it works
One compliant way to employ people across the region
Employment rules differ sharply between Middle Eastern markets — contract requirements, end-of-service entitlements, visa and residency rules, social-insurance obligations and termination procedures are all local. Getting them wrong is expensive and slow to unwind.
An Employer of Record removes that exposure. An approved local partner becomes the legal employer in the person's country, while the team member works exclusively for you under your management.
This is the practical route for companies building distributed MENA teams, converting long-term contractors into employees, or making a first regional hire before deciding whether to set up an entity at all.
Market by market
Coverage and scope are confirmed per country during intake — we tell you what's supported before you commit.
Local compliance
Contracts, statutory benefits, working-time rules and termination handled under local labour law.
IP protection
Invention-assignment and confidentiality terms written into the employment paperwork.
No misclassification risk
Ongoing full-time work through a proper employment relationship instead of a long-running contractor invoice.
Bring your own employee — in four steps
- 01
You bring the person
You choose who joins your team — a new hire, a referral, or an existing contractor you want to employ properly.
- 02
We confirm the market
We confirm availability, requirements, cost structure and timeline for the specific country involved.
- 03
Compliant employment
An approved local partner issues the employment contract and runs payroll, benefits and statutory obligations.
- 04
You run the team
Management, goals, reviews and product decisions stay entirely with you.
What's covered
- Local employment contracts
- Payroll and tax coordination
- Statutory and market benefits
- Labour-law compliance
- Onboarding and offboarding
- Leave and working-time administration
- IP assignment and confidentiality
- Ongoing HR administration
Honest limitations
Coverage is market-dependent
EOR availability depends on approved partners and local rules. We confirm your specific country in intake rather than claiming full regional coverage.
You already have a local entity
If you're registered in that market, direct employment is usually the better route and we'll say so.
You need short-term contractors
EOR is built for ongoing employment relationships, not short project engagements.
EOR in the Middle East — common questions
Which countries are supported?
Coverage depends on approved partners in each market. We confirm the specific country and scope with you during intake instead of publishing a claim that might not hold.
Do we need a local entity?
No — that's the point of EOR. The local partner is the legal employer, so you can employ someone without registering a company there.
Who owns the work product?
Your company. IP assignment and confidentiality terms are built into the employment paperwork.
Can we convert a contractor to an employee?
Yes, and it's one of the most common reasons companies use EOR — it removes misclassification risk for long-running engagements.
Employing someone in the region?
Tell us the country and who you want to employ. We'll confirm what's supported and the exact scope on the intake call.