If a contractor works full-time and exclusively for you, they may already be considered an employee under local law. RemoFirst can transition them to full-time employment in 185+ countries.
From contractor agreement to compliant employment.
Here’s what happens when you convert an international contractor to an employee with RemoFirst.
We review the local requirements
Employment and classification laws vary by country. We review the requirements for this specific person and role before making the switch.
A new compliant contract is drafted
We generate a local employment contract that reflects their new status, including the statutory benefits and protections they’re now entitled to.
They transition, without missing a beat
Once the contract is signed, they move to employee status without disrupting their day-to-day work or their relationship with your company.
Some contractor relationships look more like employment. But without the protections.
If the way you work with a contractor points to employee status, it may be time to make the switch.
Employee status comes with more than a new contract.
Depending on local law, that can include statutory benefits, paid leave, and greater job protections.
See how RemoFirst hires and manages full-time employees.
Contracts, benefits, compliance, and payroll, once they’re converted.
Questions about converting contractors.
If the working relationship looks more like employment, local authorities may classify the contractor as an employee regardless of what the contract says. That can lead to fines, back taxes, and benefits owed retroactively. Converting them proactively can help reduce that risk.
No. Conversion changes their legal employment status, not the work they do. They'll retain the same role and responsibilities while gaining the benefits and protections that come with employee status.
Once we’ve reviewed the local requirements, drafting and signing the new employment contract typically takes a few days. There’s no need to pause their work during the transition.
No. Conversion may be appropriate when a contractor’s role starts to look more like employment, such as when they work full-time and exclusively for your company on an ongoing basis. Contractors hired for specific projects or who work with multiple clients can remain contractors when the relationship meets local classification requirements.
Once converted, RemoFirst’s Employer of Record pricing starts at $199 per employee per month, in addition to their salary. You’ll see the full employment cost for their country before moving forward with the conversion.
