Employer of Record · Latin America

Hire Talent in Venezuela. Expand Across Latin America.

Your trusted Employer of Record (EOR) partner for compliant hiring, payroll, and workforce management—without establishing a local company. Over 20 years of experience helping multinational companies build and manage compliant workforces in Colombia, Panamá, Perú, Puerto Rico and Venezuela.

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20+

Years in Venezuela

LatAm markets

F500

Fortune 500 clients

LatAm

Regional presence, local execution

Venezuela is our flagship market. We operate as Employer of Record in Panama, Peru, Puerto Rico and Colombia, and support independent contractor payments in additional international markets.

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Flagship market

Venezuela

With over 20 years in the Venezuelan market, Grupo IERG deeply understands the country's regulatory, currency, and labor complexity. We are the trusted operational bridge for multinationals maintaining or growing local presence with full compliance.

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How EOR works

One model, three layers of responsibility

The Employer of Record separates legal responsibility for the employment from the operational direction of the work. You keep the team; we absorb the complexity.

Local hiring

We sign a locally compliant employment contract with your talent — in the correct language, currency, benefits structure, notice period and termination clauses for each jurisdiction.

Payroll & compliance

We calculate salaries and deductions, withhold income tax and social security, pay in local currency and file on time with every authority — payroll unified across multiple countries.

Ongoing administration

Statutory and competitive benefits, vacation, leaves, audits and — when the time comes — clean offboarding with the correct settlements, notices and legal closure.

Services provided

End-to-end EOR services

We employ, pay and stay compliant on your behalf in every jurisdiction — no local entity or in-country HR operation required.

Employer of Record

We become the formal legal employer of your talent: we sign the local contract, answer to authorities and absorb the legal complexity. You keep full operational direction of the team.

Payroll & multi-currency payments

Salaries and deductions, tax withholding, on-time local-currency payments and consolidated reporting across multiple countries — one auditable operation.

International labor compliance

Minimum wage, statutory benefits, vacation and leave, social security and every piece of labor documentation each authority requires — kept current in each jurisdiction.

Localized employment contracts

Contracts drafted under each country's legal framework: language, currency, salary structure, benefits, probation period, termination causes and notice periods correct from day one.

Onboarding & offboarding

Onboarding — contract, registration and first payroll — resolved in business days. Terminations executed with correct settlements, notices and formal legal closure.

Global contractor payments

Where a full EOR solution isn't required, we support payments to independent contractors in additional international markets, with proper documentation and compliance.

Use cases

When the EOR model fits

The common denominator: you need to employ someone legally in a country without absorbing the cost and time of setting up your own entity.

Remote talent, no entity

Hire specialists in countries where you have no legal presence — without opening one.

Test a new market

Validate demand or run a pilot before committing capital to a permanent structure.

M&A retention

Keep key personnel employed and compliant while post-merger integration is defined.

Fast technical build

Onboard specialized engineering or operational teams in days, not months.

Regional expansion

Roll out into multiple LatAm markets under one unified employment and payroll layer.

Contractor regularization

Convert misclassified contractors into fully compliant local employees before an audit does.

Why Grupo IERG

Hiring in another country instantly activates a set of obligations — entity setup, registrations, contracts, payroll, benefits, terminations — that few companies are ready to absorb. Grupo IERG offers a third path between "don't hire" and "build a full structure": hire now, compliant from day one, backed by two decades of local operation in regulated Latin American markets.

Honest disclosure

What an EOR does — and does not — solve

The EOR model significantly reduces exposure to permanent-establishment risk, but does not eliminate it in absolute terms. If personnel in-country generate revenue, close deals, negotiate or sign contracts, or if decision-makers operate continuously from that jurisdiction, tax authorities may still consider a taxable presence exists — regardless of the EOR arrangement.

Likewise, an EOR is not a substitute for an integral tax strategy, does not cover every operational risk, may have restrictions for regulated activities, and in some jurisdictions has limits for very long relationships or local director roles. Acknowledging these limits makes the proposition stronger: it lets us structure each engagement where the model adds the most value and complement it with other solutions where appropriate.

FAQ

Frequently asked questions

What is an Employer of Record (EOR)?+

An Employer of Record is a company that acts as the legal employer of your staff in a given country. It signs the local contract, runs payroll, withholds taxes and contributions and answers to labor authorities, while your company keeps day-to-day direction of the work.

Do I need to open a legal entity to hire?+

No. With the EOR model you can onboard people without incorporating a local company, registering for local taxes or building an in-country administrative structure.

How long does onboarding take?+

Once the role terms are agreed and candidate documentation is received, onboarding is usually completed within business days: local contract, mandatory registrations and payroll enrollment.

Who carries the labor and compliance risk?+

Grupo IERG assumes the formal employer obligations (contract, payroll, contributions, documentation). Your company retains responsibility for business decisions and operational management of the team.

Is the EOR model right for every situation?+

It is not a substitute for your own entity when there are regulated activities, local licensing requirements or a large permanent operation. In those cases EOR is typically a bridge while entity setup is evaluated.

Representative experience

Grupo IERG's team has supported EOR, workforce administration, and contractor-payment programs involving companies and partners such as:

EOR clients