EOR procurement evidence: 16 questions before signing
Version 1.2 · Published 20 October 2026
EORI-RB-2026-10-B
https://eorinsight.com/resources/en/eor-procurement-evidence/

Record the answer, supporting clause and unresolved action for every material point. A complete log helps you decide what to clarify before committing; it is not a certification that a provider or arrangement is legally compliant.

Scenario: country / precise work location / role / start / planned duration
Provider: employer entity / contracting entity / quote reference
For each question: answer | document, date and clause | status | responsible person | next action and date
Decision record: unresolved material issues / written resolution needed / reviewer and date

Record the evidence status
Supported for this scenario: A relevant dated document supports the answer and identifies the responsible entity. State its scope; this is not independent legal approval.
Pending: The answer or evidence is missing or unclear. Name the owner and follow-up date.
Conflict: Marketing, quote or contract disagree. Request written resolution and the controlling document before relying on the answer.
Not applicable: Record the scenario-specific reason. An empty field does not establish that a requirement is inapplicable.

1. Who is the legal employer?
Evidence to request: Legal names of the employer, contracting party and invoicing party; any partner chain.
Why it changes the decision: Know which entity owes each obligation and whether the documents name the same parties.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

2. How is the arrangement classified?
Evidence to request: Written description of supervision, integration into your team and allocation of duties.
Why it changes the decision: The EOR label alone does not determine legal treatment. Check the actual working arrangement.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

3. Which permits and duration rules apply?
Evidence to request: Relevant permit, entity match, validity, assignment history and explanation of any exception.
Why it changes the decision: Country coverage is not evidence of permission for this role or assignment length.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

4. How are employer contributions calculated?
Evidence to request: Tax year, employee category, earnings thresholds and pension basis, itemised in the quote.
Why it changes the decision: A flat percentage of all gross pay can misstate the employer cost.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

5. What exactly is the local quote?
Evidence to request: Dated country-specific quote, currency, inclusions, exclusions and expiry.
Why it changes the decision: A global starting price is not confirmation of the price for your employee.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

6. What is the minimum commitment?
Evidence to request: Minimum seats, billable months, renewal, unused seats and annual-fee refund rules.
Why it changes the decision: Use committed fees for the planned duration, not just a monthly equivalent.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

7. When must funds arrive?
Evidence to request: Calendar for deposits, payroll prefunding, service fees and subsequent invoices.
Why it changes the decision: Check that cash is available before each deadline; identify duplicated funding.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

8. When is the deposit returned?
Evidence to request: Calculation base, adjustment rights, deductions, trigger and refund/credit timetable.
Why it changes the decision: Distinguish a cash refund from an invoice credit and record amounts still at risk.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

9. How does currency conversion work?
Evidence to request: Payroll and invoice currencies, reference rate, fixing date, spread and transfer fees.
Why it changes the decision: Keep currencies separate until the conversion assumption is explicit.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

10. Which extras are mandatory?
Evidence to request: Setup, insurance, benefits, equipment or support charges and charging basis.
Why it changes the decision: A low service fee may exclude necessary items; avoid counting included items twice.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

11. Who handles payroll problems?
Evidence to request: Cutoff dates, correction process, responsible party and contractual support response.
Why it changes the decision: Check whether the process can meet your payroll timetable and escalation needs.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

12. What happens on exit?
Evidence to request: Service cancellation and employment termination terms, notice, settlement and residual fees.
Why it changes the decision: Stopping a subscription does not automatically end employment obligations.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

13. What happens to data and IP?
Evidence to request: Data-processing terms, locations/transfers, access rights and intellectual-property chain.
Why it changes the decision: Verify the required protections in the documents for the actual parties.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

14. Are the role and work location accepted?
Evidence to request: Written acceptance of location, travel, immigration needs and any regulated activities.
Why it changes the decision: Country availability alone does not confirm eligibility for this employee.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

15. Can you move to another employer?
Evidence to request: Migration process, consent where applicable, accrued rights, timing and fees.
Why it changes the decision: Plan the move to your entity or another provider before assuming a seamless exit.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________

16. Which document controls?
Evidence to request: Signed order, local schedules, version dates, precedence, amendments, liability and disputes.
Why it changes the decision: Resolve contradictory promises in the controlling documents before signing.
For each question: answer | document, date and clause | status | responsible person | next action and date
____________________


Country checks
Germany: where the actual arrangement is employee leasing under AÜG, a permit is generally required. Section 1 uses integration and instructions as criteria. The default 18-month limit for the same worker and hirer has exceptions; prior assignments can count where breaks are no more than three months. Ask for the basis applicable to your case, not a blanket “all EOR is 18 months” claim.
UK: request the National Insurance category, tax year and earnings bands, and the pension scheme’s earnings basis. Confirm the employer and written employment particulars. Record the work location and applicable jurisdiction; Northern Ireland has separate employment-law guidance. None of these documents alone proves that an EOR arrangement is suitable.

Use this with a country comparison
Germany: compare and plan a budget
https://eorinsight.com/en/#budget
UK: compare and plan a budget
https://eorinsight.com/uk/en/#budget

EORInsight prepared this practical synthesis with AI assistance from public sources and the stated fictional assumptions. It has not received independent legal, tax or native-language expert review. It is a preparation aid, not advice or a provider compliance assessment. Obtain advice for the actual arrangement where needed.
Official country sources reviewed on 20 October 2026. Provider prices and terms remain in the country comparisons with their own evidence dates. This page does not independently verify individual provider permits or private quotes.

AÜG § 1
https://www.gesetze-im-internet.de/a_g/__1.html
Bundesagentur für Arbeit · Arbeitnehmerüberlassung
https://www.arbeitsagentur.de/unternehmen/personalfragen/pflichten-arbeitgeber/arbeitnehmerueberlassung/erlaubnis-arbeitnehmerueberlassung
GOV.UK · National Insurance rates and categories
https://www.gov.uk/national-insurance-rates-letters
GOV.UK · Workplace pensions: contribution basis
https://www.gov.uk/workplace-pensions-employers/how-to-enrol-staff
GOV.UK · Written statement of employment particulars
https://www.gov.uk/employment-contracts-and-conditions/written-statement-of-employment-particulars
nidirect · Employment contracts (Northern Ireland)
https://www.nidirect.gov.uk/articles/employment-contracts

Edition 1.2 adds the country applicability notes to the procurement download, and the full worked example and country-budget links to the downloadable records. The original reference briefs date from 18 October 2026. Cite the specific language URL and version.

Suggested citation: EORInsight. EOR procurement evidence: 16 questions before signing. EORI-RB-2026-10-B. v1.2. 2026-10-20. https://eorinsight.com/resources/en/eor-procurement-evidence/