Kiribati EOR & PEO

An EOR in Kiribati works as an intermediary between local workers and foreign employers to arrange a network of mutually beneficial relationships. From the initial recruitment to ongoing workforce management and exit processes, the EOR ensures the efficient and stress-free maintenance of a productive workforce throughout its agreement with any client.

The fundamental aspects of this service include:

1. Hire your employees. Once a client seeking to hire in Kiribati engages the services of an EOR, recruitment begins almost immediately. Whether handpicking the right workers for each role from an established talent pool, or advertising for applications from new candidates, the EOR will continue this process until it has found the workers it needs.
2. Manage employment contracts and onboarding. Once the right workers have been found for a client, the Kiribati EOR will handle employment negotiations, draw up contracts, and have all documents signed so service can begin. Once the legal requirements of onboarding are complete, workers will be assigned roles with the client company.
3. Process payroll and handle employment taxes. After a worker in Kiribati is handed over to the foreign business seeking their service, they will act as staff members of that business in accordance with their job description and contracted terms. Despite this, the EOR will remain the worker’s official employer and maintain responsibility for completing payroll and fulfilling all tax requirements.
4. Administer benefits. As the legal employer, an EOR will also ensure any required and agreed benefits are arranged and managed for each worker throughout their contract. The client company will ultimately bear the costs but the EOR must conduct the administration. Benefits handled by an EOR can include but are not limited to, bonuses, annual leave, health plans, and pension or social security contributions.
5. Take care of exit procedures. For one reason or another, every term of employment ends. Sometimes this is due to the actions of the employee, sometimes because of changes in the business, and sometimes through no fault at all. However this occurs, the final responsibility of the EOR is to ensure all exit procedures are undertaken, and legal compliance is continued until the termination process is complete. If required, they will then begin the cycle again by hiring any necessary replacements.