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Three remote realities (pick one)
| Model | Where they live | Who employs | Immigration usually |
|---|---|---|---|
| Local entity remote | Their country | Your entity there | Local right-to-work in that country |
| EOR remote | Their country | EOR as employer of record | Local right-to-work; EOR runs payroll |
| Onshore remote | Your destination country | Your local entity | May still need sponsorship/permit to live/work there |
Entity, tax, and payroll gates
If the employee lives in another country, you typically need a local entity, an EOR, or another lawful engagement model. Remote is not a free pass on payroll tax, social contributions, or employment status.
Permanent establishment risk: Sales or “creating presence” activities can raise tax questions — take specialist advice early.
IP and confidentiality: Contracts and handbooks must fit the employment model (especially under EOR).
Benefits & termination: Local law often controls notice, leave, and severance — budget for it.
Equipment & data: Cross-border data and device policies still apply.
Label the work mode honestly on Global Sponsor Hub
Say where someone must live, whether you sponsor, and whether relocation is offered. Use the globally remote checklist before publishing.
- 1
Allowed countries: List them — or say “UK only,” “EU only,” etc.
- 2
Employment model: Entity / EOR / contractor (if lawful) — internally, even if the ad stays high-level.
- 3
Sponsorship: Only if this requisition truly supports a visa/permit path.
- 4
Time zones / travel: If quarterly onsite is required, say so — it changes candidate economics.
Remote → sponsorship transition
Common pattern: hire remotely, then bring onshore when the role requires presence.
Write the path early: Candidates relocate life decisions on your words — ambiguity becomes attrition.
Re-run eligibility: Salary, occupation, and duties must fit the destination route when you switch.
New cost envelope: Sponsorship is a second project: fees, counsel, relocation, timeline buffer.
Do not stretch a CoS: Do not assume a destination sponsorship covers long-term work in a different country.
When sponsorship still wins
Choose onshore sponsorship/permit when clients, regulated sites, labs, security, or culture require presence — and you can absorb timeline risk. Remote is a tool, not a moral high ground.
Next step
Put this into action on Global Sponsor Hub
Start free with a company profile, add your careers website for the company directory, or review Growth / Scale when you want on-platform applications and hiring tools.
Need immigration or relocation support? Browse mobility partners or list your firm.
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.
Guides that pair well with this page
- EOR vs sponsorshipEmployer Success Centre guidance for sponsorship and international hiring.Open guide
- Globally remote checklistChecklist before advertising a role as open to international remote candidates.Open guide
- International Hiring HubRole × country workflow: licence need, costs, partners, and next actions.Open guide
- US hiring playbookUS employer playbook: petitions, obligations, cost shape, and next steps.Open guide
Keep exploring
Everything in one place
Employer jobs stay on the hub. External roles open elsewhere but say so. Partners list in the directory. Guides sit next to search.
Ready to act
Explore employer toolsCommon questions
Can we sponsor someone to work remotely abroad?+
Sponsored UK routes generally expect the role to meet UK sponsorship rules and work patterns. Do not assume a UK CoS covers living and working permanently overseas — take advice.
Is contractoring the easy remote answer?+
Only when the engagement is genuinely a contractor relationship under local law. Misclassification risk is real — especially for full-time exclusive roles.