Question 1

Why should I convert my international contractors to employees?

Accepted Answer

Converting contractors is the best way to remove the legal and financial risks of worker misclassification. It builds long-term loyalty, so you can retain your most important global talent.

Question 2

I just learned my company has a high misclassification risk with a few contractors. How does G-P solve this problem fast?

Accepted Answer

G-P is the fastest way to fix this. Our proprietary AI classification engine can assess your contracts in seconds to identify risks and give you actionable compliance guidance. G-P EOR allows you to compliantly convert those contractors to full-time employees in days. As the legal employer of record, we generate a compliant local contract and handle all statutory HR, payroll, and tax requirements. This immediately addresses your misclassification exposure and protects your business. We have an EOR and a Contractor solution to cover all your workforce needs.

Question 3

What if a contractor is hesitant to convert to a full-time employee?

Accepted Answer

Our in-country HR experts can help you build compensation packages that highlight the value of the employment offer.   Alternatively, if the professional qualifies as an independent contractor and prefers that arrangement, you can use G-P Contractor to manage payments and contracts compliantly.  That way you can respect individual preferences and keep key talent.

Question 4

Do I have to use two different systems if I have employees and contractors on my team?

Accepted Answer

No. Our global employment platform supports all worker types. You can use G-P EOR to manage your full-time team members and G-P Contractor to hire and pay project-based workers. With us, you get one solution to manage everyone, strengthening compliance and simplifying your operations.

Question 5

How quickly can I convert a contractor to an employee with G-P?

Accepted Answer

Our process is built for speed. Once you give the necessary details,  we can generate a locally compliant employment contract in minutes. Then, you can onboard the new employee in as little as a few days.

Question 6

Can I offer competitive benefits to my newly converted employees?

Accepted Answer

Yes. G-P manages all benefits and offers a range of supplemental benefits packages — including medical, dental, vision, and retirement plans — that are competitive in the local market. This helps you create an attractive and equitable global benefits strategy to retain your top talent.

Question 7

What’s the total cost of converting a contractor to an employee?

Accepted Answer

The total investment includes the employee’s salary, all employer social contributions (taxes, social security, etc.), and the G-P flat-rate service fee. We give a detailed breakdown of all costs upfront, so you can budget with no surprises.

Question 8

How is my company's intellectual property (IP) protected after conversion?

Accepted Answer

Our employment agreements are drafted by legal experts with the strongest enforceable IP protections available under local law. All intellectual property created by the professional is contractually assigned to your company. With us, your assets are secure.

Question 9

What functions does G-P manage and what remains under my control?

Accepted Answer

G-P manages the administrative side of employment: the compliant contract, payroll, benefits, taxes, and ongoing HR support. Your team continues to manage the employee's day-to-day role, responsibilities, performance, and integration within your company structure.

Question 10

I’ve contractors in several countries. Is the conversion process the same everywhere?

Accepted Answer

No. Every country has unique labor laws, notice periods, and requirements for establishing an employment relationship. Our in-country HR and legal experts navigate these local complexities for you. We make sure every conversion is compliant, no matter the location.

Pertahankan talenta terbaik. Beralih dari kontraktor ke karyawan.

Satu kesalahan. Sakit kepala yang tak berkesudahan.

Audit dan penalti.

Penggeseran talenta.

Mempertaruhkan pertumbuhan masa depan.

Ketidaksetaraan dan ketidakterlibatan.

Penundaan operasional.

Sistem yang terputus.

Hilangkan risiko kekeliruan klasifikasi kontraktor

Talenta yang dipertahankan & menghilangkan risiko

Pertumbuhan yang sesuai di pasar baru

Transisi yang mulus ke penggajian

Jalur kepatuhan Anda dari kontraktor ke karyawan.

Konversi kontraktor dengan mudah.

Minimalkan risiko kekeliruan klasifikasi.

Menawarkan manfaat global yang kompetitif.

Satu mitra untuk karyawan dan kontraktor.

Sederhanakan operasi SUMBER DAYA MANUSIA Anda.

Dapatkan panduan kepatuhan yang didukung AI.

Pertanyaan konversi kontraktor Anda - terjawab.

Mengapa saya harus mengubah kontraktor internasional saya menjadi karyawan?

Saya baru saja mengetahui perusahaan saya memiliki risiko kekeliruan klasifikasi yang tinggi dengan beberapa kontraktor. Bagaimana G-P mengatasi masalah ini dengan cepat?

Bagaimana jika kontraktor ragu-ragu untuk beralih menjadi karyawan purnawaktu?

Apakah saya harus menggunakan dua sistem yang berbeda jika saya memiliki karyawan dan kontraktor di tim saya?

Seberapa cepat saya dapat mengubah kontraktor menjadi karyawan dengan G-P?

Bekerja tanpa batas