Most companies don't hesitate to switch Employer of Record (EOR) providers because they want to stay with their current one. They hesitate because they have questions.
What happens to my employees? Will payroll be interrupted? How long will this take? What happens to unused vacation?
These are the questions we hear every day from HR and People leaders considering an EOR migration. Some have straightforward answers. Others depend on local employment laws and your specific workforce.
Below are the questions we get asked most often and what we've learned after helping organizations migrate their global teams.
Employment & Employees
Will my employees have to resign?
Yes. Because your legal employer is changing, employees will typically resign from their current Employer of Record before signing a new employment agreement with their new provider.
While that sounds significant, a well-managed migration carefully coordinates those steps so employees experience a smooth transition with no unnecessary gaps in employment.
How Oyster helps
Every migration is carefully planned before employee communications begin. Our migration specialists prepare localized employment agreements, coordinate timelines, and guide every employee through the onboarding process with dedicated support.
Will my employees lose their seniority?
Not necessarily. Where local law allows, Oyster includes continuation of employment provisions that recognize an employee's original start date, helping preserve seniority, notice periods, and certain employment rights.
Because employment laws differ by country, this isn't something any provider can guarantee everywhere. Each country needs to be reviewed individually before migration.
How Oyster helps
Before you commit, we review employment continuity country by country so you understand exactly what's possible — and where local legislation requires a different approach.
Will salaries or benefits change?
Salary generally remains the same throughout the migration. Benefits are reviewed country by country. In some cases, adjustments may be needed because benefit structures differ between providers or local regulations require different arrangements.
The important thing is that these conversations happen during planning, not after employees have already signed new agreements.
How Oyster helps
We prepare benefits comparisons before migration so you understand any differences, discuss available options, and can communicate changes clearly to employees.
What happens if an employee is on parental leave or medical leave?
These situations don't prevent a migration. They simply require additional planning and, in some countries, additional legal review. Identifying these situations early gives everyone more flexibility and helps avoid unnecessary complications later in the project.
How Oyster helps
Our migration specialists review these situations before the project begins and work with local experts where additional planning is required.
Payroll & Timing
Will payroll be interrupted?
A well-planned migration is designed to avoid payroll disruption. Migration specialists coordinate the outgoing provider's final payroll with the incoming provider's first payroll while aligning employee notice periods and onboarding timelines.
How Oyster helps
Payroll continuity is one of the first things we plan because employees should notice the migration, not payroll problems.
How long does an EOR migration usually take?
Every migration is different. The timeline depends on factors including the number of employees, countries involved, notice periods, and workforce complexity.
Most migrations take between four and twelve weeks, although larger or more complex projects may take longer.
How Oyster helps
Rather than applying a standard timeline, we build a migration plan around your workforce, countries, and business priorities before asking you to commit.
Will all employees migrate at the same time?
Not always. For larger or more complex organizations, migrating employees in phases can reduce operational risk and create a smoother experience for both HR teams and employees.
How Oyster helps
Where appropriate, we recommend phased migrations and coordinate each group separately to keep the workload manageable and minimize disruption.
Costs & Planning
What migration costs are commonly overlooked?
The biggest surprise for many organizations is accrued but unused PTO. In many countries, unused vacation balances can't simply transfer to a new employer. Instead, they need to be paid out by the outgoing Employer of Record as part of the termination process.
Other considerations can include:
- Notice periods
- Outstanding bonuses
- Equity vesting events
- Country-specific employment obligations
How Oyster helps
We review these items during migration planning so you understand potential costs before making a decision.
Is migrating expensive?
That depends on your current setup. Migration itself isn't usually the biggest financial consideration. Existing obligations with your current provider such as notice periods or accrued employee entitlements often have a greater impact than the migration project itself.
How Oyster helps
Before asking you to commit, we work with you to estimate migration costs and identify any obligations that should be factored into your planning.
Do I need to prepare everything before speaking to a new provider?
No. One of the biggest misconceptions is that you need a fully developed migration plan before contacting a new EOR. In reality, a good migration partner should help you build that plan.
How Oyster helps
Before you sign anything, we help you review your current setup, understand your obligations, identify country-specific considerations, and map out a realistic migration timeline.
Choosing Your Next EOR
What should I look for in my next EOR?
Platform features matter. But after helping organizations migrate from providers of all sizes, we've found that long-term satisfaction usually comes down to something else:
- The quality of the people behind the platform
- Local employment expertise
- Transparent pricing
- Strong employee support
- Clear communication
- A provider that acts as a long-term partner — not just a software vendor
How Oyster helps
We combine modern technology with experienced HR, payroll, legal, and People Services professionals who help customers navigate global employment long after implementation is complete.
Why does migration support matter when choosing an EOR?
Your migration is your first experience working with a new provider. A well-managed migration builds confidence from day one. A poorly managed one can create unnecessary disruption for your HR team and your employees.
How Oyster helps
Every migration is led by dedicated migration specialists who coordinate planning, onboarding, payroll readiness, employee communications, and country-specific compliance throughout the project.
Should I prioritize technology or customer support?
The best EORs don't force you to choose. Technology should simplify repetitive work. Experienced people should provide judgment when situations become more complex. That's the balance we believe creates the best customer experience.
What happens after implementation?
Migration isn't the end of the relationship. It's the beginning.
Once your migration is complete, your Customer Success and People Services teams continue supporting your organization as your global workforce grows — helping you navigate employment questions, compliance updates, new countries, and employee lifecycle events.
Working with Oyster
What kind of support will we receive during migration?
Every Oyster migration is supported by a dedicated migration team that works alongside your HR team from planning through go-live. That includes migration specialists, onboarding experts, payroll professionals, and customer success managers who coordinate every stage of the transition.
Can we speak to someone before deciding to switch?
Absolutely. One thing we've learned is that organizations make better decisions when they fully understand what migration would look like before making a commitment.
That's why we're happy to review your current setup, answer your questions, and help you understand the timeline, costs, and considerations for your specific workforce, no obligation required.
Still have questions?
Every migration is different. The questions above cover the topics we hear most often, but your organization may have country-specific considerations, employee situations, or contractual obligations that deserve a more detailed conversation.
Our Employer of Record Migration Guide explores the migration process in greater depth, including common myths, planning considerations, timelines, and what to look for in a migration partner.
Download the Employer of Record Migration Guide →
Want to discuss your own migration?
If you'd like to talk through what a migration would look like for your specific workforce, our experts are happy to answer your questions, review your current setup, and help you understand your options, no commitment required.
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