Question 1

Why should I convert my international contractors to employees?

Accepted Answer

Converting contractors is the best way to remove the legal and financial risks of worker misclassification. It builds long-term loyalty, so you can retain your most important global talent.

Question 2

I just learned my company has a high misclassification risk with a few contractors. How does G-P solve this problem fast?

Accepted Answer

G-P is the fastest way to fix this. Our proprietary AI classification engine can assess your contracts in seconds to identify risks and give you actionable compliance guidance. G-P EOR allows you to compliantly convert those contractors to full-time employees in days. As the legal employer of record, we generate a compliant local contract and handle all statutory HR, payroll, and tax requirements. This immediately addresses your misclassification exposure and protects your business. We have an EOR and a Contractor solution to cover all your workforce needs.

Question 3

What if a contractor is hesitant to convert to a full-time employee?

Accepted Answer

Our in-country HR experts can help you build compensation packages that highlight the value of the employment offer.   Alternatively, if the professional qualifies as an independent contractor and prefers that arrangement, you can use G-P Contractor to manage payments and contracts compliantly.  That way you can respect individual preferences and keep key talent.

Question 4

Do I have to use two different systems if I have employees and contractors on my team?

Accepted Answer

No. Our global employment platform supports all worker types. You can use G-P EOR to manage your full-time team members and G-P Contractor to hire and pay project-based workers. With us, you get one solution to manage everyone, strengthening compliance and simplifying your operations.

Question 5

How quickly can I convert a contractor to an employee with G-P?

Accepted Answer

Our process is built for speed. Once you give the necessary details,  we can generate a locally compliant employment contract in minutes. Then, you can onboard the new employee in as little as a few days.

Question 6

Can I offer competitive benefits to my newly converted employees?

Accepted Answer

Yes. G-P manages all benefits and offers a range of supplemental benefits packages — including medical, dental, vision, and retirement plans — that are competitive in the local market. This helps you create an attractive and equitable global benefits strategy to retain your top talent.

Question 7

What’s the total cost of converting a contractor to an employee?

Accepted Answer

The total investment includes the employee’s salary, all employer social contributions (taxes, social security, etc.), and the G-P flat-rate service fee. We give a detailed breakdown of all costs upfront, so you can budget with no surprises.

Question 8

How is my company's intellectual property (IP) protected after conversion?

Accepted Answer

Our employment agreements are drafted by legal experts with the strongest enforceable IP protections available under local law. All intellectual property created by the professional is contractually assigned to your company. With us, your assets are secure.

Question 9

What functions does G-P manage and what remains under my control?

Accepted Answer

G-P manages the administrative side of employment: the compliant contract, payroll, benefits, taxes, and ongoing HR support. Your team continues to manage the employee's day-to-day role, responsibilities, performance, and integration within your company structure.

Question 10

I’ve contractors in several countries. Is the conversion process the same everywhere?

Accepted Answer

No. Every country has unique labor laws, notice periods, and requirements for establishing an employment relationship. Our in-country HR and legal experts navigate these local complexities for you. We make sure every conversion is compliant, no matter the location.

留住頂尖人才。從承包商到員工。

一個錯誤。無止盡的頭痛。

稽核與處罰。

人才流失。

未來的成長受阻。

不平等和脫離。

營運延遲。

系統中斷連線。

消除承包商的錯誤分類風險

留住人才並排除風險

新市場的合規成長

無縫過渡到薪資發放

從承包商到員工的合規路徑。

輕鬆轉換承包商。

將錯誤分類風險降至最低。

提供具有競爭力的全球福利。

員工和承包商的合作夥伴。

簡化您的人力資源營運。

取得人工智慧合規指南。

您的承包商轉換問題 - 已回答。

我為何應該將國際承包商轉換為員工？

我剛得知我的公司與幾位承包商之間存在高度的錯誤分類風險。 G-P 如何快速解決此問題？

如果承包商對轉換為全職員工猶豫不決怎麼辦？

如果我的團隊中有員工和承包商，我是否必須使用兩種不同的系統？

我可以多快將承包商轉換為 G-P 員工？

準備好建立您的全球團隊了嗎？

留住頂尖人才。 從承包商到員工。

一個錯誤。 無止盡的頭痛。