Question 1

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

Accepted Answer

G-P's Global Employment Platform 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.

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 handle 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.

グローバルな組織構造を合理化する

戦略的資産から高額な負担へ

経済的負担と隠れたコスト

複雑な法的難題

人材流出のリスクが高い

事務処理の過負荷

コンプライアンス上の大惨事

現地の専門知識の不足

組織の合理化によって価値を高める

会社が人員ではなく経費を削減する方法をご覧ください。

退去時に50のスタッフを維持

円滑な事業売却移行

アジャイルな事業拡大

最初から最後まで法令遵守の出口戦略

エンティティのオーバーヘッドを排除する

コンプライアンスを効率化

才能ある人材を維持しましょう

AIを活用した人事ガイダンスを入手しましょう

移行を効率化する

コスト予測の精度向上

雇用代行業者（EOR）対エンティティ：戦略的選択

貴社の事業清算に関するご質問にお答えします。

私は地元の事業体を閉鎖します。その国にいる従業員や請負人をどのように維持すればよいでしょうか？

この移行期間中、私の会社にはどのような法的責任が生じますか？

従業員の異動プロセスが法令遵守していることをどのように確認しますか？

従業員の勤続年数、在職期間、福利厚生はどうなるのでしょうか？

変化に不安を感じている従業員を定着させるには、どうすれば良いでしょうか？

スタックを同期して世界規模で展開。

グローバルな組織構造を合理化する​​

戦略的資産から高額な負担へ​​

経済的負担と隠れたコスト​​

複雑な法的難題​​

人材流出のリスクが高い​​

事務処理の過負荷​​

コンプライアンス上の大惨事​​

現地の専門知識の不足​​

組織の合理化によって価値を高める​​

会社が人員ではなく経費を削減する方法をご覧ください。​​

退去時に50のスタッフを維持​​

円滑な事業売却移行​​

アジャイルな事業拡大​​

最初から最後まで法令遵守の出口戦略​​

エンティティのオーバーヘッドを排除する​​

コンプライアンスを効率化​​

才能ある人材を維持しましょう​​

AIを活用した人事ガイダンスを入手しましょう​​

移行を効率化する​​

コスト予測の精度向上​​

雇用代行業者（EOR）対エンティティ：戦略的選択​​

貴社の事業清算に関するご質問にお答えします。​​

私は地元の事業体を閉鎖します。その国にいる従業員や請負人をどのように維持すればよいでしょうか？​​

この移行期間中、私の会社にはどのような法的責任が生じますか？​​

従業員の異動プロセスが法令遵守していることをどのように確認しますか？​​

従業員の勤続年数、在職期間、福利厚生はどうなるのでしょうか？​​

変化に不安を感じている従業員を定着させるには、どうすれば良いでしょうか？​​

スタックを同期して世界規模で展開。​​