Speed of action
Unlike in-house recruitment, hiring a contractor is a very quick process. The company contacts its network or a contractor who has already worked for it, or the employer of record company, which forwards the assignment offer to its network of contractors. Once negotiations have been completed and the commercial service contract signed, the assignment can begin quickly. The company does not have to compile an administrative file, as is the case when a candidate is selected.
For a company, employer of record is a way to respond to a call for tenders even if it does not have the skills in-house. Assignments can be set up very quickly, which is an advantage when it comes to subcontracting.
Possibility of planning the assignements
Knowing that it will be calling on a contractor to carry out certain tasks, the company can easily plan its annual activities.
A reasonable timeframe
Legislation states that a contractor can work in a company for a maximum of three years. This is long enough to bring expertise and added value to the company.
A versatile service provider
Calling on an external service provider who has already carried out a number of assignments for other companies is an ideal opportunity to gain a fresh viewpoint. He/she can bring new methods to the table and enable the client to evolve, particularly in terms of its corporate culture.
A legal framework
Companies are increasingly turning to employer of record because it has a legal framework and is therefore reassuring. This status has been in place for 30 years, and has been enshrined in the French Labour Code since 2008. Given its growing popularity, the regulations are evolving.
An increasingly regulated status
The French Government Ordinance and the Collective Agreement confirm the importance of employer of record in the labour market by giving it greater legal legitimacy. The new regulations take account of the three parties to the contract, giving them greater security and encouraging companies to call on employer of record. In addition, the legal framework has been made more flexible, particularly as regards the level of qualifications required, allowing new profiles and new sectors of activity to emerge. The scope of application is widening and, as a result, more companies are likely to consider employer of record as a solution in their human resources strategy.
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