Expand into Asia — EOR & Payroll Guide for International Companies

For US, European, and worldwide HQs hiring in Asia: start with Employer of Record, then graduate to a local entity and multi-country payroll outsourcing.

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Built for US, European, and other international companies expanding into Asia — not a worldwide payroll network. Asia Payroll Hub helps you hire and pay across 15+ Asian markets with Employer of Record (EOR) when you have no local entity, or multi-country payroll outsourcing once you do.

Choose your expansion path

1) Hire without an entity (EOR)

First hires, pilots, and bridge employment while you decide on incorporation.

Explore EOR Asia →

2) Open a local entity

When headcount, control, or local contracting require your own company.

EOR vs local entity →

3) Outsource payroll on your entity

Run CPF, EPF, BPJS, SSS, BHXH and more with one regional process.

Multi-country payroll Asia →

90-day expansion checklist for Western HQs

  1. Pick first market(s) and headcount (1–5 vs multi-country pod).
  2. Run PE / tax posture with advisors — see PE risk for remote Asia hires.
  3. Decide EOR vs entity using EOR vs payroll outsourcing.
  4. Model employer cost (statutory + bonuses + service fees).
  5. Onboard via EOR (typically 2–4 weeks) or start entity + payroll setup.
  6. Set a review gate to convert EOR hires to your entity later.

Guides by HQ location

Popular first markets

Also useful

EOR ASEAN · EOR vs PEO for Asia hiring · Asia specialist vs global platform · EOR vs contractor · AI citation checklist