Optional local employment for your assistant.
Prefer your assistant to be a locally employed team member? ExecWing can arrange employer-of-record (EOR) employment in the country where they live, with local payroll, statutory benefits and employment paperwork handled for you.
Same assistant. Same management. Local employment, if you want it.
An employer of record (EOR) is a locally registered employing entity that becomes your assistant's legal employer in the country where they live. In plain English: someone on the ground runs the employment paperwork, local payroll and statutory items that come with being an employee there, while you keep directing the day-to-day work.
Every ExecWing placement works without this add-on. Some clients want more: a locally employed assistant with a formal employment relationship, local payroll and the statutory benefits that come with it.
With the optional employer-of-record add-on, a locally registered employing entity arranged by ExecWing becomes the assistant's legal employer in their home country. You still direct the day-to-day work, and ExecWing still recruits, onboards, quality-reviews and supports the placement.
Optional. Every ExecWing placement works without add-ons. Add any of them to one placement or all of them, on a plan customized to your needs and budget.
This page is general information, not legal, tax or immigration advice. Availability depends on the assistant's country. Final terms are set in a written agreement.
Contractor (default) vs optional EOR
Both give you a dedicated, managed assistant on a customized schedule based on your needs and budget. The difference is the employment relationship and how local payroll and statutory items are handled.
| Topic | Contractor model (default) | Optional local employment (EOR) |
|---|---|---|
| Legal relationship | Dedicated assistant engaged as a contractor through ExecWing's managed model | Assistant employed locally by an employing entity arranged with ExecWing |
| Who directs daily work | You | You |
| Who manages quality & coverage | ExecWing (recruiting, onboarding, weekly QA, support, replacement) | ExecWing (same) |
| Payroll & statutory items | Handled under the contractor arrangement; no local employee payroll by default | Local payroll, statutory contributions and mandated benefits typically run by the employment partner |
| Employment contract | Contractor agreement as applicable | Local employment agreement under the rules of the assistant's country |
| Leave & holidays | Agreed in the placement plan | Tracked under applicable local employment rules, as confirmed for that country |
| Best when | You want a dedicated, managed assistant without a local employment relationship | You want a formal local employment relationship and statutory benefits where the assistant lives |
| Required? | Default model — works for most placements | Optional add-on — never required to work with ExecWing |
EOR is optional — here's when each path usually fits
When clients often choose optional EOR
- You want the assistant to be a locally employed team member with a formal employment relationship.
- Your internal policy, insurer, customer or investor expects local employment rather than a contractor arrangement.
- You want local payroll and typical statutory benefits (such as social security and health contributions, year-end or 13th-month pay where mandated, and paid leave) handled in-country.
- You are planning a longer placement and prefer employment continuity under local labor rules.
These are common reasons, not requirements. Your account lead confirms what applies for your assistant's country.
When the contractor model is usually enough
- You want a dedicated, managed assistant and do not need a local employment relationship.
- Day-to-day direction, quality management and coverage matter more than local employee status.
- You prefer the simpler default ExecWing placement without adding employment-partner administration.
- Your role, industry and policies do not call for local employment.
Most ExecWing placements run on the contractor model. You can add EOR later if needs change.
Local employment admin, so you can focus on the work
Exact scope depends on the assistant's country and is confirmed in writing. The items below are typical — not a promise for every market.
Local employment contract
- Employment agreement prepared under local rules
- Onboarding paperwork and identity documents collected
- Start date coordinated with your placement plan
Payroll & statutory items
- Local payroll run in the assistant's currency
- Statutory contributions and withholdings handled locally where required
- Payslips and employment records kept for the assistant
Mandated benefits & leave
- Statutory benefits that apply in that country
- Leave and holiday tracking under local rules
- Changes and offboarding handled under local requirements
Local labor compliance (typical)
- Employment admin aligned with applicable local labor rules for the agreed arrangement
- Questions from the assistant routed to the right team
- Scope confirmed in writing before anything starts
Typical responsibilities of a local employment partner include the local employment contract, payroll, statutory contributions, mandated benefits, leave and compliance with local labor law — framed as typical and dependent on country. ExecWing coordinates the add-on; the employing entity is the legal employer.
Philippines, Mexico and Colombia
ExecWing places dedicated assistants in these three markets. Mandatory benefits such as social security and health contributions, 13th-month or year-end pay, and paid leave exist and vary by country. We do not publish rates or figures here; your written proposal confirms what applies.
Philippines
Local employment typically involves statutory social security and health-related contributions, mandated year-end pay (often called 13th-month pay), and paid leave under Philippine labor rules. Exact entitlements and contribution rules vary and change over time.
Mexico
Local employment typically involves social security and health contributions, year-end or profit-sharing style entitlements where mandated, and paid leave under Mexican labor rules. Exact entitlements and contribution rules vary by situation and change over time.
Colombia
Local employment typically involves social security and health contributions, year-end pay where mandated, and paid leave under Colombian labor rules. Exact entitlements and contribution rules vary by situation and change over time.
These notes are general and non-numeric. They are not legal advice. Availability and statutory benefits depend on the assistant's country and are confirmed in writing before anything starts. See also where our talent is.
Your dedicated assistant. ExecWing management.
Switching to optional EOR changes the employment relationship — not the teammate or how ExecWing runs quality.
- The same dedicated assistant on a customized schedule based on your needs and budget.
- You still direct day-to-day work inside your tools.
- ExecWing still recruits, vets, onboards, weekly QA-reviews and supports the placement.
- Named account lead and replacement path stay with ExecWing.
- Other optional workplace add-ons (equipment, health, coworking and more) can still be combined.
From request to local employment
- Tell us you want local employment. Mention it on your fit call, in a proposal request, or later from the client portal for a new or existing placement.
- We confirm country scope. We confirm what is available where the assistant lives and what a local employment partner would typically handle.
- Customized proposal. Optional EOR is included in a plan customized to your needs and budget. Nothing starts until you approve in writing.
- Employment set-up. The local employment partner onboards the assistant; you approve the start date and keep directing the work.
- Work as usual. Payroll, statutory items and employment admin run in the background. ExecWing continues managing quality and support.
Already a client? Request this add-on from the client portal.
Scope & guardrails
Optional. Your managed-assistant placement does not depend on EOR.
Availability and statutory benefits depend on the assistant's country and are confirmed in writing before anything starts.
This page is general information, not legal, tax or immigration advice. Final terms are set in a written agreement.
Responsibilities by party
Clear lanes keep the placement simple. Exact duties are confirmed in your written agreement.
You (the client)
- Define the role, tools and success criteria.
- Direct day-to-day work and priorities.
- Approve the customized plan and start date in writing.
- Provide access and context the assistant needs.
- Raise fit or quality issues with your account lead.
ExecWing
- Recruit, vet and present candidates.
- Onboard, weekly QA and named account support.
- Coordinate the optional EOR add-on.
- Confirm country scope before anything starts.
- Cover and replacement paths for the placement.
Local employment partner
- Act as the legal employer in the assistant's country (typical).
- Local employment contract and onboarding paperwork.
- Local payroll, statutory contributions and mandated benefits as applicable.
- Leave tracking under local rules.
- Employment admin and offboarding under local requirements.
Read this before you decide
General information only. Misclassification and employment rules are country-specific; this is not legal advice.
Misclassification awareness
Some countries treat worker classification (employee vs contractor) carefully. Choosing optional EOR is one way clients create a formal local employment relationship when that better matches their policies or the local rules that apply. Whether EOR is needed for your situation depends on facts we cannot decide on a webpage — talk with counsel if you need legal advice.
Other limits
- Laws and statutory benefits change; we confirm current scope in writing.
- Outcomes depend on the assistant's country and the employing entity's capabilities there.
- ExecWing is not a law firm, tax adviser or immigration adviser.
- No guarantees of government approvals, timelines or specific benefit amounts.
- Contracts and final terms stay in a written agreement — not on this site.
Pair it with
Background & pre-hire checks
Identity, sanctions, reference, record and education checks before your assistant starts.
Learn more →Equipment & devices
Laptops and accessories sourced, pre-configured, shipped, serviced and recovered.
Learn more →Visa & immigration support
Help with work permits, residency and relocation when a team member moves.
Learn more →Local employment (EOR): common questions
Do I need the EOR add-on to work with ExecWing?
No. Employer of record is an optional add-on. Standard ExecWing placements work on a contractor model without it.
Who directs my assistant's daily work?
You do. The local employment partner handles employment, payroll and statutory items; ExecWing continues to manage quality, coverage and support.
Can I add local employment to an existing placement?
Usually, yes. Ask your account lead or request it from the client portal; we confirm what applies in the assistant's country first.
How is it priced?
Plans are customized to your needs and budget. Your account lead includes any optional add-ons in your written proposal.
What does employer of record mean?
An employer of record is a locally registered employing entity that becomes the assistant's legal employer in their home country. It typically handles the employment contract, local payroll, statutory contributions, mandated benefits and leave under local labor rules, while you direct the day-to-day work.
Is the contractor model still the default?
Yes. ExecWing's core model is a dedicated, managed assistant on a contractor basis. Local employment (EOR) is an optional add-on you can choose when you want a formal local employment relationship.
Which countries can this cover?
Availability depends on where your assistant lives. ExecWing places assistants in the Philippines, Mexico and Colombia; we confirm what applies in writing for that country before anything starts.
What stays the same if we switch to EOR?
Your dedicated assistant, the customized schedule, ExecWing recruitment, onboarding, weekly QA and account support stay the same. What changes is the employment relationship and how payroll and statutory items are handled locally.
Is this legal, tax or immigration advice?
No. This page is general information. Final terms are set in a written agreement, and availability depends on the assistant's country.
Who is responsible for what?
You direct the work and approve scope. ExecWing manages the placement and coordinates the add-on. A local employment partner typically acts as the legal employer and runs local payroll and statutory items, subject to country rules and the written agreement.
Does EOR guarantee compliance in every situation?
No. Local employment is set up to follow applicable local employment rules for the arrangement we agree, but laws vary by country and change over time. We confirm scope in writing; this is not a guarantee or legal advice.
Can I combine EOR with other workplace add-ons?
Yes. Local employment can be combined with optional add-ons such as equipment, health coverage or custom benefits, or used on its own.
Add local employment to your placement.
Book a 20-minute fit call or request a proposal. Every add-on is optional and included in a plan customized to your needs and budget.