Question 1

I’m closing my local entity.  How can I retain my employees and contractors in that country?

Accepted Answer

G-P offers compliant solutions to keep your employees and contractors after an entity wind-down:  For employees, G-P EOR™ is the ideal solution. We transfer your team members to our compliant local entity, and G-P becomes their employer of record. We handle all local HR, payroll, benefits, and legal compliance. You retain your most valuable employees without needing to maintain your own entity.  For contractors, you can use G-P Contractor™.  Guarantee project continuity and easily manage contracts, track invoices, and pay contractors in 190+ markets. This removes the administrative burden and compliance risks of managing international contractors after your entity is closed.

Question 2

What’s my company’s legal liability during this transition?

Accepted Answer

G-P reduces your liability. By transitioning your team to G-P, we take on the legal employer responsibility for all ongoing employment matters. This includes payroll, taxes, and compliance with local labor laws.

Question 3

How do you make sure the employee transfer process is compliant?

Accepted Answer

Our in-house legal and HR experts manage every step. We advise on the correct transfer method for every country (e.g., tripartite agreements). We draft locally compliant employment agreements and make sure every action is compliant with local law.

Question 4

What happens to employee seniority, tenure, and benefits?

Accepted Answer

We work with you to create competitive and compliant benefits packages that match local standards. Our contracts can be structured to recognize prior service and seniority where legally permissible.

Question 5

How do you help me retain employees who are anxious about the change?

Accepted Answer

We give expert guidance and communication templates to make sure a transparent process is in place for your team. Our in-country HR specialists act as a direct, local resource for employees. Our team provides reassurance and support throughout the transition.

Question 6

What does the transition process look like for my employees?

Accepted Answer

It starts with clear communication on the change. This is followed by the issuance of new, locally compliant employment agreements. Once signed, we make sure a seamless transition to our payroll and benefits system takes place with no interruption for the employee.

Question 7

How quickly can my team transition to G-P?

Accepted Answer

Our process is built for speed and efficiency. Once you've made the strategic decision, we can transition and onboard employees in a matter of days.

Question 8

How does G-P create immediate cost savings?

Accepted Answer

You can begin dissolving your entity by transitioning your team members to G-P EOR. This instantly eliminates all your entity maintenance costs: local accounting fees, legal retainers, administrative overhead, and any staff you were paying to manage that entity. You replace a high-cost burden with a single, predictable service fee — while retaining your team.

Question 9

Does G-P handle the legal dissolution of the corporate entity structure?

Accepted Answer

Our expertise is focused on the employment aspect of your wind-down. G-P manages the compliant transition and ongoing employment of your team. You’d still need to engage a corporate legal or accounting firm to manage the formal dissolution of the legal entity structure.

Question 10

As a small business why should I use G-P instead of managing this with local law firms or consultants?

Accepted Answer

A local law firm can dissolve your entity, but they can't solve your employment problem.  G-P gives you a single solution.  Instead of handling multiple local consultants across different countries, you get one partner who takes on legal employer responsibilities and manages all ongoing HR tasks and payroll. This reduces complexity, lowers risk, and is more cost-effective.

簡化您的全球結構。

從策略資產到昂貴負擔。

財務消耗和隱藏成本。

複雜的法律雷區。

人才流失的高風險。

行政超載

合規災難

缺乏當地專業知識

透過實體合理化獲得價值。

看看公司如何減少經常開支，而不是裁員。

離開時保留了 50 多名員工。

無縫剝離過渡。

敏捷的切出擴展。

從開始到結束的合規退出。

免除實體的經常性開支。

保證合規。

留住您的人才。

取得人工智能驅動的人力資源指引。

簡化過渡。

獲得成本可預測性。

名義僱主與實體：戰略選擇。

您的實體清盤問題，已回答

我即將關閉我的本地實體。如何在該國保留我的員工和承包商？

在過渡期間，我公司的法律責任是什麼？

您如何確保員工調動流程合規？

員工資歷、任期和福利會怎樣？

您如何幫助我留住對改變感到焦慮的員工？

準備好加速成長了嗎？