There may arise situations where you find it necessary to tailor your EOR employment contracts to align more closely with your unique needs. Understanding the boundaries of what can and cannot be customized is pivotal in maintaining a seamless and compliant global workforce.
In this comprehensive guide, we will walk you through the aspects that can be adjusted according to your requirements and those that remain non-negotiable. It's essential to bear in mind that while certain modifications are permissible, they might entail an increased deposit due to their potential implications on employee terminations.
Items that can be customized ✅
Contract duration: One of the key elements that can be adjusted to suit the needs of both parties is the contract duration. Whether you need a fixed-term engagement or an indefinite commitment, discussing and aligning on the contract duration is a customizable aspect.
Removing the probationary period: You may find it beneficial to skip the probationary period for certain hires. However, it's important to recognize that this customization requires thorough evaluation by the Omnipresent team. The decision to remove a probationary period will depend on the rationale provided and the specific circumstances surrounding the request.
Recognition of seniority: Acknowledging an employee's previous experience and seniority is a customizable element in EOR employment contracts. However, it should be noted that this can impact various aspects of employment, including benefit entitlements and termination requirements.
Working hours: We offer flexibility when choosing the working hours for your employees. The options range from standard fixed hours to flexible schedules based on your needs.
Place of work: With the rise of remote work, specifying the place of work is an important customization. Whether it's a traditional office setting or a remote location, defining the work location in the contract ensures clarity for all parties involved.
Leave entitlements: Customizing leave entitlements allows for adaptation to individual needs and local regulations. Whether it's vacation days, sick leave, or other types of time off, this aspect can be tailored to align with both the employer's policies and local requirements.
Notice period: The notice period is a critical component of employment contracts, and it can be customized based on the mutual agreement of the employer and the employee. Tailoring the notice period provides flexibility and aligns with the expectations of both parties.
What cannot be customized ❌
Payment frequency: The frequency of salary payments is usually standardized and cannot be customized. This ensures compliance with local financial regulations and practices.
Payment in different currencies: While various aspects of compensation can be negotiated, the currency in which payment is made is non-negotiable.
Overtime: Overtime regulations are often governed by local labor laws, and attempting to customize this aspect may lead to legal complications. It's important to adhere to Omnipresent’s established rules regarding overtime pay.
Mentioning client details in scope of work: In EOR employment contracts, the Scope of Work must remain generic to the role and should not include specific client details. While there might be flexibility in certain jurisdictions, strict regulations in some countries prohibit the inclusion of client information due to legal restrictions.
EOR employment contracts facilitated by Omnipresent offer a great deal of flexibility to accommodate your evolving business needs. Understanding what can and cannot be customized ensures that your employment arrangements remain compliant and efficient.