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.

לשמר את הכישרונות המובילים. לעבור מקבלנים לעובדים.

טעות אחת. כאבי ראש בלתי נגמרים.

ביקורות ועונשים.

נשירת כישרונות.

סכנה לצמיחה עתידית.

אי שוויון וניתוק.

עיכובים תפעוליים.

מערכות מנותקות.

להסיר סיכון לסיווג שגוי של קבלן

שימור כישרונות והסרת סיכונים

צמיחה תואמת בשווקים חדשים

מעבר חלק לשכר

המסלול התואם שלך מהקבלן לעובד.

המרה קלה של קבלן.

מזער את הסיכונים לסיווג שגוי.

הציעו הטבות גלובליות תחרותיות.

שותף אחד לעובדים ולקבלנים.

ייעול פעולות משאבי האנוש שלך.

קבלו הנחיות תאימות מבוססות בינה מלאכותית.

שאלותיכם בנוגע להסבת קבלן - נענו.

למה כדאי לי להמיר את הקבלנים הבינלאומיים שלי לעובדים?

זה עתה נודע לי שלחברה שלי יש סיכון גבוה לסיווג שגוי עם כמה קבלנים. איך G-P פותר את הבעיה הזו במהירות?

מה קורה אם קבלן מהסס להמיר את העסקתו לעובד במשרה מלאה?

האם עליי להשתמש בשתי מערכות שונות אם יש לי עובדים וקבלנים בצוות שלי?

כמה מהר אני יכול להמיר קבלן לעובד עם G-P?

עבודה ללא גבולות