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Professional Employment
Outsourcing

The turnkey solution for operating a successful international workforce CONTINUE THE JOURNEY
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Management
We're not finding clients for our solutions,
but we're creating solutions for our clients.
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Services
One point of contact for 500 experts from 150 countries. BACK TO THE FIRST SLIDE

About us

OUR MISSION: MAKE INTERNATIONAL MOBILITY SIMPLE
Mobility HR is formed by a multicultural and multilingual team of experts
in international mobility around the world, with more than 15 years of experience.

What we do

We support businesses handle and optimize the management of their international staff and their global growth through our global employment solutions, consulting, audit and immigration services.

Our Concept

We’re not finding clients for our solutions, but we’re creating solutions for our clients.

Our Philosophy

Our teams have simplicity, freedom, openness and professionalism in everything they do, from our customer approach to the finalization of our services, only the happiness of our customers makes us proud.

Our Integrity

We are fully transparent about the potential of success of each file in order to enable our clients to make informed decisions.

Our services

Manage your international staff in flexibility with Mobility HR

Global Employment Services

  • Professional Employment Outsourcing Solutions
  • Employer of Record Services
  • Compensation & Benefits

Professional Immigration Services

  • Visa and Work Permit Applications
  • Resident Permit Applications
  • Dependent Pass Applications

Human Resources services

  • Compliance Audits
  • HR Consultancy
  • HR External Department

International mobility Management

  • Translations & Legalisations
  • Relocation
  • Expats Services
PROFESSIONAL EMPLOYMENT OUTSOURCING
Professional Employment Outsourcing Graphic
1Implementation in 5 steps
2Client's needs analysis
3Signature of the services agreement
4Implementation of the solution
5Onboarding of the collaborator (EoR)
6PEO File management
Professional Employment Outsourcing SVG
  1. Implementation in 5 steps
  2. Client's needs analysis
  3. Signature of the services agreement
  4. Implementation of the solution
  5. Onboarding of the collaborator (EoR)
  6. PEO File management

PARTNERS SERVICES

SERVICES OFFERED THROUGH MOBILITY HR CERTIFIED PARTNERS

EXTERNAL HR SERVICES

  • Outsourcing of the operational management of expatriates
  • Calculation of packages, advice on social protection and
    international taxation.
  • Drafting and auditing of International Mobility policies
  • Support for International Mobility managers
    when they take up their posts
  • Assistance in the recruitment of the I.M. manager
  • Interim management
  • Management of international payroll
  • Supporting managers and executives in negotiating
    their contracts abroad

INTERNATIONAL EMPLOYER HUB (IEH)

If your international projects regularly require you to recruit employees and send them abroad, the International Employer Hub is the solution.

Your HEI will allow you to optimise the management of your international teams in terms of costs and time, as well as to harmonise and homogenise the conditions offered to your international teams.

  • Set up and implementation of your IEH
  • Domiciliation, administration and monitoring of
    the day-to-day operations of your IEH
  • Setting up contracts and conditions for
    your international teams

INTERNATIONAL HR CONSULTING

  • Personalised support for the management
    of international transfers
  • Practical advice to optimise the management
    of your international employees
  • Analysis of your international HR management processes
  • Advice and assistance to payroll and recruitment teams
  • Advice to all HR professionals who have to manage
    complex international situations

TRAINING / E-TRAINING MULTILINGUAL

  • Introduction to International Mobility
  • International Remuneration
  • International social protection
  • International taxation
  • Client-defined topics

How we work

Our methodology is based on a single goal: customer satisfaction

Analysis

  1. Identification of the type of mobility (if applicable).
  2. Guidance on legal requirements.
  3. Optimization of the remuneration package.
  4. Analysis of potential needs for mobility-related services.
  5. Suggestion of appropriate PEO solutions.

Implementation

  1. Signature of the Mobility HR framework agreement.
  2. Drafting and signing of local employment contracts.
  3. Setting up the expatriation package. (if expatriate)
  4. Implementation of the Immigration Procedures. (if expatriate)
  5. Relocation assistance. (if expatriate)

Onboarding

  1. Registration of the collaborator toward the local authorities
    (social and fiscal).
  2. Completion of the immigration process (if expatriate)
  3. Relocation assistance. (if expatriate)
  4. Monthly payroll management.

Monitoring

  1. Online access to the contract elements (Contract, pay slips, ...).
  2. Ongoing guidance during the contract (change of law, geopolitical situation, compliance, ...).
  3. Emergency Management - Customer Service 24/7.
  4. Follow-up on post-contract (closing of the local contract,
    declaration of local taxes, ...).

Feedback

  1. Evaluation and improvement of processes efficiency.
  2. Improvement of the customer experience.
  3. Improvement of the solutions.

Our HR Solutions

have assisted thousands
of customers in more
than 150 countries

150
Countries

500
Experts

2103
Files Succeed

97 %
Satisfied Customers

Thousands of customers in over 150 countries have benefited from our HR solutions.

Our Market

Our market coverage is extensive.
We have ten executive international offices and a local presence in each country.
  • Algeria
  • Angola
  • Benin
  • Botswana
  • Burkina Faso
  • Burundi
  • Cabo Verde
  • Cameroon
  • Central African Republic (CAR)
  • Chad
  • Comoros
  • Democratic Republic of the Congo
  • Cote d'Ivoire
  • Djibouti
  • Equatorial Guinea
  • Eritrea
  • Ethiopia
  • Gabon
  • Gambia
  • Ghana
  • Guinea
  • Guinea-Bissau
  • Kenya
  • Lesotho
  • Libya
  • Madagascar
  • Malawi
  • Mali
  • Mauritania
  • Mauritius
  • Morocco
  • Mozambique
  • Namibia
  • Niger
  • Nigeria
  • Rwanda
  • Senegal
  • Seychelles
  • Sierra Leone
  • South Africa
  • Tanzania
  • Togo
  • Tunisia
  • Uganda
  • Zambia
  • Zimbabwe
  • Argentina
  • Belize
  • USA
  • Bolivia
  • Brazil
  • Canada
  • Chile
  • Colombia
  • Costa Rica
  • Ecuador
  • El Salvador
  • Guatemala
  • Honduras
  • Jamaica
  • Mexico
  • Nicaragua
  • Panama
  • Paraguay
  • Peru
  • Uruguay
  • Venezuela
  • Afghanistan
  • Armenia
  • Azerbaijan
  • Bangladesh
  • Cambodia
  • China
  • Georgia
  • Hong Kong
  • India
  • Indonesia
  • Israel
  • Japan
  • Kazakhstan
  • Kyrgyzstan
  • Laos
  • Macao
  • Malaysia
  • Mongolia
  • Myamar
  • Nepal
  • Pakistan
  • Philippines
  • Singapore
  • South Korea
  • Sri Lanka
  • Taiwan
  • Tajikistan
  • Thailand
  • Turkmenistan
  • Uzbekistan
  • Vietnam
  • Andorra
  • Albania
  • Austria
  • Belarus
  • Belgium
  • Bosnia and Herzegovina
  • Bulgaria
  • Croatia
  • Czech Republic
  • Denmark
  • Estonia
  • Finland
  • France
  • Germany
  • Gibraltar
  • Greece
  • Hungary
  • Iceland
  • Ireland
  • Italy
  • Latvia
  • Liechtenstein
  • Luxembourg
  • Malta
  • Monaco
  • Moldova
  • Montenegro
  • Netherlands
  • North Macedonia
  • Norway
  • Poland
  • Portugal
  • Romania
  • Russia
  • Serbia
  • Slovakia
  • Slovenia
  • Spain
  • Sweden
  • Switzerland
  • Ukraine
  • United Kingdom
  • Bahrain
  • Egypt
  • Israel
  • Jordan
  • Kuwait
  • Lebanon
  • Oman
  • Qatar
  • Saudi Arabia
  • Syria
  • Turkey
  • UAE
  • Australia
  • Marshall Island
  • New Caledonia
  • New Zealand
  • Tonga
Africa
  • Algeria
  • Angola
  • Benin
  • Botswana
  • Burkina Faso
  • Burundi
  • Cabo Verde
  • Cameroon
  • Central African Republic (CAR)
  • Chad
  • Comoros
  • Democratic Republic of the Congo
  • Cote d'Ivoire
  • Djibouti
  • Equatorial Guinea
  • Eritrea
  • Ethiopia
  • Gabon
  • Gambia
  • Ghana
  • Guinea
  • Guinea-Bissau
  • Kenya
  • Lesotho
  • Libya
  • Madagascar
  • Malawi
  • Mali
  • Mauritania
  • Mauritius
  • Morocco
  • Mozambique
  • Namibia
  • Niger
  • Nigeria
  • Rwanda
  • Senegal
  • Seychelles
  • Sierra Leone
  • South Africa
  • Tanzania
  • Togo
  • Tunisia
  • Uganda
  • Zambia
  • Zimbabwe
America
  • Argentina
  • Belize
  • USA
  • Bolivia
  • Brazil
  • Canada
  • Chile
  • Colombia
  • Costa Rica
  • Ecuador
  • El Salvador
  • Guatemala
  • Honduras
  • Jamaica
  • Mexico
  • Nicaragua
  • Panama
  • Paraguay
  • Peru
  • Uruguay
  • Venezuela
Asia
  • Afghanistan
  • Armenia
  • Azerbaijan
  • Bangladesh
  • Cambodia
  • China
  • Georgia
  • Hong Kong
  • India
  • Indonesia
  • Israel
  • Japan
  • Kazakhstan
  • Kyrgyzstan
  • Laos
  • Macao
  • Malaysia
  • Mongolia
  • Myamar
  • Nepal
  • Pakistan
  • Philippines
  • Singapore
  • South Korea
  • Sri Lanka
  • Taiwan
  • Tajikistan
  • Thailand
  • Turkmenistan
  • Uzbekistan
  • Vietnam
Europe
  • Andorra
  • Albania
  • Austria
  • Belarus
  • Belgium
  • Bosnia and Herzegovina
  • Bulgaria
  • Croatia
  • Czech Republic
  • Denmark
  • Estonia
  • Finland
  • France
  • Germany
  • Gibraltar
  • Greece
  • Hungary
  • Iceland
  • Ireland
  • Italy
  • Latvia
  • Liechtenstein
  • Luxembourg
  • Malta
  • Monaco
  • Moldova
  • Montenegro
  • Netherlands
  • North Macedonia
  • Norway
  • Poland
  • Portugal
  • Romania
  • Russia
  • Serbia
  • Slovakia
  • Slovenia
  • Spain
  • Sweden
  • Switzerland
  • Ukraine
  • United Kingdom
Middle East
  • Bahrain
  • Egypt
  • Israel
  • Jordan
  • Kuwait
  • Lebanon
  • Oman
  • Qatar
  • Saudi Arabia
  • Syria
  • Turkey
  • UAE
Oceania
  • Australia
  • Marshall Island
  • New Caledonia
  • New Zealand
  • Tonga

Our references

Some of our major clients include :

Why choose us ?

We're not finding clients for our solutions, but we're creating solutions for our clients.

Speed of operation

Express quote
Fast-track administration
Fast onboarding

Tailored Solution

Customized Solution
No minimums required
Flexibles fees

Customer Support

Customer services 24/7
Multilingual team
Online file tracking

One stop Solution

Single point of contact
500 experts in 150 countries
One Framework agreement

Contact us

Please don't hesitate to contact us; we're here to assist,
free consultation could be very helpful.

Where we are

IRELAND
Lee View House,
South Terrace, Cork, TZ12T0CT

BULGARIA
10 Stefan Karadzha Str.
1000 Sofia

ESTONIA
Roosikrantsi Kesklinna Linnaosa
Tallin 10119

FRANCE
73 allée Kleber
34000 Montpellier

UNITED KINGDOM
Thomas More Square,1, 4th Floor,
London

BRAZIL
Rua Alfredo Guedes 72 CONJ 32
Sao Paulo,

KENYA
Ngong Road, 1st Floor, P.O. Box 13913
00800 Nairobi

SINGAPORE
Centennial Tower, 3 Temasek Av.,
Singapore 039190

UAE
Red Avenue Building,
Garhoud, Dubai, U.A.E

USA
4700 Millenia Blvd.
Orlando, Florida, 32839

Phone

+ 353 21 601 9409
+ 359 2 492 59 33
+ 44 (0) 203 868 6359
+ 33 (0) 1 82 88 37 79




    Privacy Policy

    Mobility HR is committed to preserving the privacy of every visitor to its website. Please read this privacy policy to understand how we use and protect the personal information that you provide to us. All references in this privacy policy: to the “website” refer to this website; to “we”, “us” and “our” refer to Mobility HR, and to “you” and “your” are to you, the user. By opening an account on this website or by sending your contact details to us by E-mail or otherwise, you grant us your consent to the collection, use and transfer of your information under the terms of this privacy policy.

    When you visit or open an account on the website, you may be asked to provide certain information about your company or yourself including your name and contact details. We may collect additional information about you from E-mails or other correspondence that you send to us and we may also collect information about your usage of the website. Your information will enable us to supply to you the information or services that you have requested by opening an account with us or by sending an E-mail to us. We may also use your information to contact you for your views on our services and to notify you occasionally about important changes or developments to the website or our services. We will also use and analyse information collected so that we can administer, support, improve and develop our business.

    Disclaimer

    Usage of this website or any website maintained by Mobility HR constitutes acceptance of the following terms and conditions. Copyright laws protect all text, graphics, design, selection, and arrangement of information on this site – © 2021 Mobility HR. All rights reserved.

    Any duplication, modification, or use of any material provided on this website, whether protected or copyright or not, for any kind for commercial purposes is strictly prohibited.

    Mobility HR accepts no liability for any loss and damage, consequential or otherwise, incurred directly or indirectly due to the material on these pages. The information on this site is for information purposes only and is not intended as professional advice of any kind.

    Mobility HR is a registered trademark. Any unauthorized use of this trademark, or of other trademarks owned by Mobility HR, is strictly prohibited.

    Frequently asked questions

    PROFESSIONAL EMPLOYMENT OUT SOURCING "PEO"

    1. Which is the activity of a company specialised in PEO ?

    A PEO company is a third party company that legally and administratively employs your staff and fulfils the legal and regulatory obligations relating to immigration, employment and payroll.

    In essence, the company is the employer fo record of your employee, but has no supervisory or management role in your employee’s activity. The original employer maintains the substantive employment relationship, making all decisions regarding compensation, job duties, plans and termination.

    In detail the PEO company:

    Handles the employee’s visa and work permit applications, either directly or by working with a specialist immigration firm.
    Registers the employment contract with the local authorities, allowing for a compliant situation with the authorities.
    Pay the income tax and social security contributions due on the basis of your employee’s remuneration.
    Ensures compliance with the host country’s labour laws relating to local contracts and worker protection.

    2. What is included in a PEO solution ?

    The solution includes two main services:

    The “EMPLOYER of RECORD” (EoR) is a third party contractor responsible for the management of the employment contract and all formalities related to it.
    The “PROFESSIONAL IMMIGRATION SERVICE” (PIS) is a full range of services for expatriate professionals and employees who are going to work abroad. Services include visa, family visa, work permit and residence applications.

    3. Who can benefit from a PEO solution ?

    This solution is equally effective for local residents and expatriates as it is in full compliance with the laws of the host country. There is no reason to risk violating labour, tax and employment regulations when there is a portage solution available in almost every country.

    4. In which scheme can the PEO solution be very beneficial ?

    Hiring and employing a person in a country where you do not have a legal entity.
    Hiring staff in a foreign country where costs are prohibitive.
    Hiring staff in a country where the practice of ‘remote payroll’ (done from the home country) is rarely allowed, especially for long-term assignments.
    Sending an employee to develop a new market in a country where you do not have a legal entity.
    Sending employees on assignment to a country where you do not have a legal entity.

    The reasons for using an PEO solution are mainly to overcome the regulatory and financial obstacles encountered when hiring employees in a foreign country. It is the perfect solution to ensure a legally compliant situation for your employees (local or foreign) and is certainly the most reliable and cost effective solution to deploy employees abroad quickly.

    5. Should the PEO be considered as one of the key solutions in the framework of an international expansion policy ?

    The PEO is becoming an integral part of the international expansion plan as companies have to adapt to the new work culture (international outsourcing, home working,).

    The future of the PEO is assured, as a majority of countries are changing national immigration and employment regulations to prevent abuse and loss of tax revenue. Companies need to equip themselves with new means of action to overcome this challenge of international expansion. PEO is therefore becoming one of the key strategies in managing expatriate and local worker contracts.

    6. Is there a minimum or maximum period for using a PEO solution ?

    At Mobility HR, the minimum is 3 months with no maximum.

    7. What is the minimum number of people needed to benefit from the PEO service ?

    At Mobility HR, there is no minimum, it can be used with one employee.

    IMPLEMENTATION OF A PEO SOLUTION

    1. What are the stages and responsibilities in the implementation of a PEO solution?

    STAGES YOU MOBILITY HR
    Select the employee and agree on the basic conditions for the assignment (role, duration, salary).
    Determine which visa or work permit your employee needs.
    Draft an employment contract that complies with local regulations and meets your requirements.
    Rassembler les documents nécessaires, demandons et obtenons un permis de travail pour votre employé.
    Gather the necessary documents, apply for and obtain a work permit for your employee.
    Ensure compliance with all host country regulations, including employment, tax and salary regulations.
    Manage the monthly payroll of your employee, prepare the pay slip and inform the various administrations.
    Manage the employee on a daily basis.
    Answer any questions about employment, salary and taxes that you or your employee may have.
    Keep informed on a daily basis of updates on changes in the host country’s legislation.
    Renew the visa or work permit if necessary.
    Decide to end the employment contract with your employee or our company.
    Complete the administrative steps to terminate the employment contract and settle the payroll.

    IMPLEMENTATION OF A PEO FILE (Immigration)

    1. Does Mobility HR handle the immigration formalities related to the PEO solution ?

    The Mobility HR solution always takes care of the immigration files of an employee with an PEO contract at Mobility HR.

    2. Does Mobility HR sponsor work permits ?

    Mobility HR can sponsor work permits in over 150 countries.

    3. Does Mobility HR sponsor the work permit on behalf of a third party company ?

    Under an PEO solution, Mobility HR must be the employer of record and manage the employee’s contract and payroll in the host country to obtain a work permit.

    However, if you have your own structure in the host country and only want assistance with immigration procedures, this service is possible in a non-PEO framework.

    4. Does Mobility HR use business visas for its PEO solutions ?

    We try to minimise the use of a short-term business visa as all employees will be issued with a valid work permit. This avoids any complications with the authorities around the overuse of business visas for multiple stays in the country.

    In some countries, it is sometimes necessary to enter the country on a business visa if the presence of the applicant is required to initiate the work permit application from the host country.

    In some cases, it is even possible for an employee to start working in the host country from the moment the work permit application is submitted.

    MANAGEMENT OF A PEO FILE (Local Contract)

    1. Will Mobility HR be the local employer ?

    We act as the official local employer in the host country through our local entities.

    2. Is the staff in PEO solution employed under a local employment contract ?

    In almost all cases, a local employment contract is required to meet the employment obligations and labour laws of the host country.

    We draft an employment contract in accordance with the country’s regulations, including, where possible, any additional conditions you may wish to include.

    We can also assist with the drafting of assignment letters, suspension of employment contracts, etc.

    3. Is the employee covered by insurance ?

    The employee will be covered by a national insurance scheme if this is compulsory, through social security contributions, as well as by any other insurance related to the employment contract required by the host country’s legislation, such as workmen’s compensation or health insurance.

    4. Are there any options in terms of supplementary insurance ?

    Yes, we can help clients provide their employees with a full range of supplementary or private insurance (travel, health, repatriation, family coverage, etc.).

    5. Does Mobility HR manage the staff on a daily basis ?

    Although the staff is legally employed through our company, we are only the employer of record . The day-to-day management of the employees’ working hours, methods and projects is always carried out by the client, who remains the principal.

    6. Is Mobility HR responsible for ensuring that employees are compliant in the host country ?

    The client remains primarily responsible for the activity, conduct and situation of the employee in the host country.

    Once the employee has signed the contract of employment, we, as the employer of record, are directly responsible for the employee, primarily with respect to immigration, tax or labour issues related to the contract.

    We inform our clients of the legal requirements of the host country, such as working time restrictions, annual leave entitlements, etc.

    7. How are leave and other requests managed ?

    Leave requests are managed and controlled by our clients as principals and forwarded to us for inclusion in the payroll.

    8. Does Mobility HR inform its customers of changes in employment law related to the contract ?

    We inform our clients of any changes affecting employees in the host country of the expected effective date, the impact on the existing engagement (if any) and the options available to mitigate the impact.

    MANAGEMENT OF PEO FILE (Administration)

    1. On which basis is the invoicing done ?

    Mobility HR invoices monthly on the basis of the purchase order .

    The purchase order is based on an offer that includes the salary simulation, the salary costs and the tariff conditions of our services.

    2. What are the standard invoicing and payroll dates ?

    Invoices are issued in Euro, USD or Sterling.
    Information must be confirmed by the last day of the month.
    – Invoices are sent on the 15th of the month (M-1)
    – Invoices must be paid by the 20th of the month (M)
    – Salaries are paid by the last day of the month, but this varies from country to country.

    3. Does Mobility HR provide payslips ?

    Mobility HR provides payslips from the host country in accordance with its legal requirements.

    4. Can the local salary be defined in a foreign currency ?

    In most cases we have to pay employees in the local currency of the country and the salary has to be specified in local currency in the employment contract. If possible, the employee will be paid in the currency of his/her choice, taking into account the exchange rates and bank charges involved.

    5. Can we modify the payment cycle ?

    Mobility HR can process salary payments outside the normal payroll cycle, except in certain countries.

    6. Can Mobility HR pay the salary in a country other than the host country ?

    Mobility HR can pay salaries in a foreign country if the labour law of the host country allows it.

    7. How are taxes and social security contributions handled for employees under a PEO solution ?

    At Mobility HR, we manage employer, employee and tax charges in accordance with host country requirements. Employee income tax and social security are deducted (withheld) from gross salary in the monthly payroll process and remitted to local authorities as required. These deductions are declared on the employees’ payslips.

    In countries where the employee is responsible for his or her own tax returns, we help employees calculate their taxes and submit their returns to the authorities.

    8. How are business expense reimbursements handled at Mobility HR ?

    We review the expenses and check whether they are taxable or not according to the tax regulations of the host country.

    Non-taxable expenses are processed and reimbursed net of tax or charges.

    Taxable” expenses must be “added” to the salary to be treated as part of the payroll and reimbursed after deduction of taxes and charges.

    9. Can the client reimburse directly the business expenses of employees under a PEO solution ?

    We recommend that expenses are reimbursed through our PEO solution but this is not mandatory in all countries.

    If you manage the reimbursement of expenses to your employees yourself, therefore we will not be responsible for their proper management and compliance.