EOR Platforms

H-1B workers laid off must act within 60 days to preserve their legal ability to work.

The right platform depends on your entity structure and who bears compliance risk.

Employers must prove no qualified U.S. workers exist before hiring foreign talent.

Startups sponsor foreign workers to fill specialized roles their domestic labor market can't supply.

ICE enforcement capacity tripled under new law, making I-9 audits a structural risk.

Enforcement actions tenfold in 2025 force employers to tighten immigration compliance now.

Employer size and classification determine H-1B costs more than any other factor.

H-1B sponsorship moves workers into the U.S.; EOR handles payroll where they already are.

Four variables separate EOR platforms more than country count or price alone.

EOR services let companies hire abroad fast without setting up a local legal entity.

Remote I-9 verification now requires E-Verify enrollment and faces accelerating enforcement.

Wage tiers now determine H-1B lottery odds, reshaping who gets selected in 2027.

Large employers pay up to $15,000 total; workers cover their own visa and dependent fees.

Control over how and when work happens is the decisive factor across all jurisdictions.

Employers must document qualifying corporate structure, continuous foreign employment.

Rising ICE enforcement and penalties make spreadsheet-based immigration tracking a costly liability.