Employer of Record: Outsource Hiring with Weepo

Employment Particularities in Dubai

Working in Dubai offers unique opportunities, but working conditions are strictly regulated. Contracts, written in Arabic or English, must comply with local standards, with a weekly duration of 48 hours, spread over 6 days, and 30 days of annual leave after one year of service. Hours are reduced during Ramadan for Muslim employees. Compensation often includes benefits such as housing, transportation, mandatory medical insurance, and an end-of-service gratuity, essential in the absence of a pension or social security system for expatriates. Every foreign employee must have a work visa sponsored by the employer, a requirement that can be complex to manage. To simplify this process, Employer of Record (EOR) solutions allow companies to recruit without creating a local entity. The EOR manages contracts, payroll, legal compliance, and visa sponsorship, ensuring smooth management and compliant working conditions, while allowing companies to focus on their core business.

Specifics of Moroccan Labor Law

Moroccan labor law requires a deep understanding of its particularities to avoid any risk of non-compliance. For example, employment contracts can be drawn up in several languages, but they must always comply with local legal provisions. Regarding pay slips, they must include mandatory information, such as working hours, gross salary, deductions for social security and income tax, as well as the net salary to be paid.

In terms of compensation, specific ceilings must be considered, particularly for contributions to the CNSS (Caisse Nationale de Sécurité Sociale). Paid leave is governed by strict rules, including a legal minimum number of annual leave days, while employee representation imposes obligations on companies exceeding a certain number of employees, such as the election of staff representatives.

Obligations in Tunisia

Another example is Tunisia. The employment contract must comply with mandatory mentions (qualification, working hours, compensation, etc.) under penalty of nullity. The employer is required to affiliate their employees with the CNSS (social security) and declare it on the dedicated site. Again, contributions vary depending on the sector and status (executive or non-executive).

Labor Inspection in Algeria

In Algeria, it is the labor inspection that ensures compliance with regulations. Any hiring must be declared to the local services. The employer is responsible for the payment of social contributions, medical visits, and leave. These obligations are sometimes unknown to foreign companies.

Key Advantages of Our EOR

For everyone, the advantages are clear:

• Reduced time-to-market: by relying on our network of already established entities, you can recruit in just a few days.
• Maximum legal security: our local experts ensure total compliance throughout the employment cycle. The risk of litigation or requalification is eliminated.
• Unmatched flexibility: you can adjust your workforce up or down depending on the evolution of your activity. With Weepo EOR, you variabilize your payroll.
• A rewarding employee experience: by offering them a real local employment contract, you retain your best talents. The sense of belonging is strengthened.
• Controlled costs: by integrating wage portage fees, our simulator allows you to establish a hiring budget without possible drift. The amount billed is fixed, you only pay for the services performed.

All with a single point of contact, wherever your employees are based. A one-stop shop to centralize the HR management of your international teams. That's the added value of Weepo!

Occasional EOR

To recruit local profiles for a specific mission or project, without a duration commitment. It's the ideal solution to test a new market.

Recurrent EOR

To employ collaborators sustainably, with the possibility of transferring them under your own legal entity as soon as it is operational. An effective springboard before an establishment.

Management EOR

To outsource all or part of the HR administration of an existing subsidiary. You relieve your local teams of legal-administrative constraints.

Whatever your context, we adapt the EOR to your situation. VIE, seconded employees, freelancers, interns: our solutions align with your recruitment strategy, for a seamless employee experience.