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Guide

EOR vs sponsorship

Sponsorship brings someone into your country under your immigration permission. An Employer of Record (EOR) employs someone in their country on your behalf when you lack an entity — or want speed without building one.

This is general information for employers, not legal or immigration advice. Rules, fees, and thresholds change — confirm the current position on official government sites before you act.

Last reviewed: 2026-07-28

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01

Guide section

Choose sponsorship when…

  • The work must be done onshore (site, regulated presence, customer location).

  • You want the worker employed directly by your UK (or local) entity.

  • You are ready for licence duties and visa timelines.

02

Guide section

Choose EOR when…

  • The role can be performed in the candidate’s country.

  • You need speed and payroll/compliance handled locally without an entity.

  • You are testing a market before incorporating.

Sponsorship strengths

  • Onshore presence

  • Direct employment control

  • Path for long-term UK workforce

EOR strengths

  • Faster country entry

  • No sponsor licence required for that overseas hire

  • Local employment compliance bundled

03

Guide section

Cost tools

Estimate destination costs with the international hiring cost planner. For multi-country employment cost modelling, employers also use partners such as Oyster’s employment cost calculator (third-party; not advice).

Next step

Put this into action on Global Sponsor Hub

Start free with a company profile, connect roles you already advertise, or review Growth / Scale when you want on-platform applications and hiring tools.

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What's next

Related guides and links

More on this site: related guides, official government pages to double-check rules and fees, and quick links to jobs and partners.

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Common questions

Can we move from EOR to sponsorship later?+

Often yes, if the role later requires onshore work and you hold (or obtain) the right licence. Plan the conversation with the candidate early.