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Employ Candidates Compliantly in Kuwait

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  1. Overview: Kuwait
  2. Expand without a company set up
  3. Global HR Compliance
  4. Global PEO and payroll
  5. Work permit for hiring expats via PEO
  6. Contractor vs. employee: which is better?
  7. Global Payroll Calculator
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Employer of Record in Kuwait

Businesses in the process of expanding globally often face challenges when it comes to compliantly onboarding employees in foreign countries. In most cases, legal compliance requires establishing a legal in-country business entity, a complex, costly and time-consuming process many employers are not ready to undertake.

Our integrated Employer of Record (EOR) services in Kuwait offer a streamlined pathway for your business to establish its presence in the market. Instead of navigating the complexities of setting up a local entity, you can rely on us to be the formal employer for your international team members. Our robust and comprehensive Global Employment solution ensures your operations fully comply with Kuwait’s local laws and regulations.

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Understanding Global Employer of Record: Beyond Traditional EOR Services

What Is an Employer of Record (EOR)?

An Employer of Record (EOR) is an organization that serves as the legal employer for your external workforce. An EOR assumes various responsibilities, such as payroll, tax filings, and compliance with local employment laws. While your company retains operational control over the employees (i.e., you direct them in their day-to-day roles), the EOR manages the administrative and legal aspects. This model is particularly useful when hiring employees in a country where your company does not have a legal entity, including Kuwait.

What Is a Global Employer of Record (Global EOR)?

A Global Employer of Record furthers the EOR model by offering these services across multiple countries. This third-party organisation helps businesses employ staff in different jurisdictions without establishing a local entity in each country. Global EORs ensure compliance with each country’s specific employment laws, manage multi-currency payroll, and typically offer a centralised solution for global HR tasks. Essentially, a Global EOR can act as your international HR department, making it easier for you to tap into global talent pools and expand into new markets without establishing a legal entity.

Key Differences Between EOR and Global EOR

  1. Geographic Scope
    • EOR: Typically operates within a single country or a limited number of countries.
    • Global EOR: Operates in multiple countries, sometimes even offering global coverage.
  2. Compliance Management
    • EOR: Manages compliance according to local laws and regulations.
    • Global EOR: Manages compliance across multiple jurisdictions, keeping track of diverse employment laws and regulations.
  3. Payroll Handling
    • EOR: Manages payroll in one country
    • Global EOR: Capable of managing multi-country payroll and consolidation.
  4. Service Breadth
    • EOR: Offers services usually limited to a specific set of HR functions in one jurisdiction.
    • Global EOR: Provides a comprehensive set of HR services across multiple countries, often via a unified platform.
  5. Strategic Alignment
    • EOR: Ideal for businesses looking to expand or hire within a single country.
    • Global EOR: Suited for businesses with a global footprint or those that aim for international expansion.

Employing Overseas: When Should You Rely on a Global Employer of Record

Expanding your workforce overseas doesn’t have to be an overwhelming task. A Global Employer of Record can be the helping hand you need. Here are twelve key scenarios where their assistance can make all the difference.

1 Unhappiness with the Current Provider You have hired an employee but are unhappy with your current service provider and looking for better options.
2 Contractor Compliance You have decided to hire an independent contractor instead of a full-time employee, and you need help ensuring compliance with local labour, tax, and immigration laws.
3 Quality Improvement You seek to enhance the quality of employment services while avoiding the risk and hassle of dealing with multiple service providers in different jurisdictions.
4 Budget Constraints Your company can no longer afford to maintain a fully-fledged legal operation in the target country and needs a more cost-effective solution.
5 Temporary Projects You have a temporary or short-term project in a foreign country that does not warrant setting up a full legal entity.
6 Hiring Foreign Workforce You must hire a foreign workforce for a new international project and ensure legal compliance.
7 Business Transitions Your company is undergoing a business transition such as mergers, acquisitions, or shutdowns, and you want to ensure smooth and compliant employee transitions.
8 NGO Staffing You are an NGO that needs to hire professionals in different locations across the globe quickly.
9 Interim Employment Solution You are in the process of establishing a legal entity in a foreign country but need an interim solution for hiring and payroll.
10 Scaling up Operations Your company is rapidly growing and needs to hire in countries where you don’t have an established presence yet.
11 Remote Work Expansion You want to leverage the global talent pool by enabling remote work, but you need help with the employment regulations in each worker’s country.
12 Reducing Legal Liability Your company wants to reduce potential legal liabilities related to international employment and seeks expert assistance.

Why Choose a Global EOR?

Choosing a Global EOR enables your business to be agile and scalable across borders. It alleviates international expansion’s legal complexities and compliance challenges, allowing you to focus on core business objectives. Whether you are hiring talent in one country or multiple, a Global EOR provides the flexibility and scope needed to manage a diverse and distributed workforce effectively.

By understanding the nuances between an EOR and a Global EOR, businesses can make informed decisions that align with their growth strategies and operational needs.

We offer a comprehensive global employment solution via our Global Employer of Record (EOR), designed to help you circumvent the legalities of direct hiring, eliminating the need to establish a legal entity in Kuwait to conduct business there.

Key Benefits of Using Express Global Employment EOR in Kuwait

  1. Compliance Assurance: Ensures all employment practices align with local Kuwaiti laws, offering peace of mind when operating in diverse international landscapes.
  2. Speedy Market Entry: Bypass the lengthy process of setting up a local entity, enabling a more efficient market entry or remote workforce hiring.
  3. Cost-Efficiency: Eliminate the significant expenses and administrative burdens of establishing and maintaining a foreign subsidiary.
  4. Operational Focus: Divert your attention to your core business goals, as the Employer of Record in Kuwait takes care of all HR-related responsibilities.
  5. Risk Mitigation: As the formal employer, we assume the legal and financial employment risks, including employee misclassification and permanent establishment, thus reducing your company’s liabilities.
  6. Scalability: Adapt your workforce to fluctuating business needs, thanks to our EOR services’ flexibility.

Global Employment Services in Kuwait

1. Recruitment

2. Global Mobility

3. Checks

4. Onboarding

5. Payroll Administration

6. Working Time & PTO Processing

7. Benefits Administration

8. Tax Administration & Reporting

Offboarding

Talent skilled in highly-specialized areas Employee Work Visa and Work Permit sponsorship Health checks Employment Agreement drafting In-country registration with statutory bodies Working hours Mandatory Benefits Tax Reporting frequency and requirements; Employment agreement termination:
Executive search Dependent Visa Criminal record checks Compliant worker onboarding on your behalf Day-to-day payroll management Overtime Health insurance Employer taxes & contributions Dismissal – by the employer
Contingency workforce Visa extension Background checks Account setup in the payroll and HR system​ Monthly pay slips or other pay frequency Public holidays Workers’ compensation Employee taxes & contributions Resignation – by the employee
Application for a sponsor license for a foreign national Education checks Employee data entry and records maintenance Accruals Annual leave Unemployment insurance Withholding tax Termination by mutual agreement
Relocation assistance Managing probation periods Allowances Parental leave Voluntary Benefits Local tax payments and reporting to local authorities Notice period handling
13th and 14th salary Sick leave Share plans for executives End of financial year reporting Final settlement & severance payments
Additional leave Bonuses & Equipment provision De-registration with statutory bodies
Expenses reimbursement & business trip processing
Health insurance, dental treatment

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Spotlight on Kuwait

Kuwait is a sovereign Arab state situated in the northeast of the Arabian Peninsula in Western Asia. It borders Iraq to the north and west, Saudi Arabia to the south, and the Persian Gulf to the east. Kuwait is divided into six governorates, with Kuwait City as the capital.

  • Capital: Kuwait City.
  • Population: 4,450,000.
  • Local currency: Kuwaiti dinar (KWD; KD).
  • Industries: Agriculture is very limited in the country due to a lack of water and fertile land. The country’s industry is primarily based on oil exploitation.

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