Hire international talent across Europe without opening your own local entity where a lawful EOR and immigration route is available. xpath.global assesses eligibility and coordinates employment, work authorization, visas, payroll, tax, social security and ongoing mobility compliance through one accountable team.
Sometimes. An EOR does not automatically grant visa sponsorship. Whether sponsorship is possible depends on the actual employing entity, its sponsor status and the country's immigration and staffing rules — including whether the arrangement counts as labour leasing. Before any promise, the worker's nationality and status, the role, salary, worksite and employer structure must be reviewed.
Most hiring delays happen in the gap between "we can employ them" and "they can legally work here". We close that gap by assessing both questions together and coordinating every step afterwards.
We review the country, worker status, role, salary and worksite before anyone signs — so the route is chosen on facts, not hope.
We identify an eligible local employing entity and confirm who holds employer and any sponsor responsibilities.
Where a route is available, our immigration team prepares and coordinates permit, visa and registration steps.
Local payroll, income tax, social contributions and statutory benefits run through the same case.
When relevant: family permits, housing, schooling and settling-in, so the move works for the person too.
One accountable contact and platform case tracking for status, documents, deadlines and renewals.
"Hiring in Europe" covers very different legal situations. Identifying which one you're in is the quickest way to a realistic plan.
Hiring a non-EU national? Read our employer guide to EOR for non-EU workers
Your preferred candidate is outside the EU and has no right to work in the target country. The deciding questions are whether the role and salary fit a permit category, and whether the employing entity is allowed to sponsor them for this arrangement. If EOR sponsorship isn't permitted, we look at direct sponsorship or another lawful route instead.
You want to hire in Europe before incorporating. For EU/EEA citizens and people who already hold independent work rights, EOR employment is often the fastest compliant option. For hires needing a new permit, we check the country's sponsor and staffing rules before committing to a start date.
The UK and Serbia run their own immigration regimes, separate from EU free movement and the EU Blue Card. Sponsor duties, permit categories and the treatment of client-site work differ, so these hires are assessed under each country's own rules.
Eligibility comes before contracts. That order is what keeps start dates realistic and avoids costly restarts.
Country of work, the worker's nationality and current status, the role, worksite, start date and proposed salary.
We evaluate the immigration options, who the real employer is, whether a sponsor is eligible and whether labour-leasing or staffing rules apply.
You receive a recommendation — EOR employment, EOR plus permit where eligible, or an alternative such as direct sponsorship — with responsibilities, costs and timing set out.
Where a permit is needed, applications, visas and registrations are prepared and filed. The worker does not start until valid authorisation is in place.
Locally compliant contract, onboarding and payroll, followed by tracking of renewals, permit conditions and changes in role or salary.
No country offers blanket EOR sponsorship. These notes show what we look at first in each market — the final answer always depends on the individual case.
True labour supply generally needs an AÜG employee-leasing permit, and where Federal Employment Agency consent is required, approvals for leased workers are restricted. The structure is assessed before any non-EU route is offered.
EOR in GermanyThe Highly Skilled Migrant route requires an IND-recognised sponsoring employer and meeting the scheme's criteria. The 30% facility is a separate tax question with its own conditions.
EOR in NetherlandsSkilled Worker sponsorship cannot be used to supply a worker to a third-party client for an ongoing routine role. The sponsor and the real working arrangement are reviewed first.
EOR in United KingdomWork authorisation and employment eligibility are assessed under current rules for each worker and role. Employment is recorded through REGES-ONLINE.
EOR in RomaniaPermit type, employer obligations and client-site arrangements are assessed locally, case by case.
EOR in PolandWork authorisation, the employing entity and any temporary-work rules are reviewed locally before a route is confirmed.
EOR in FranceA national regime outside the EU. Permit and employer requirements are assessed under Serbian rules for each case.
EOR in SerbiaA quick way to see where your case is likely to land before the formal assessment.
| Situation | Likely route | What it means |
|---|---|---|
| Worker already has independent work rights (EU/EEA citizen, or a permit not tied to one employer) | EOR employment | Usually the most direct option; we still confirm the permit's conditions. |
| Worker needs a new permit and the employing entity can lawfully sponsor this arrangement | EOR + immigration | Eligible route coordinated end-to-end by one case owner. |
| Sponsorship through EOR is restricted, for example by labour-leasing or sponsor rules | Alternative structure | Direct sponsorship, a local entity, a lawful posting or another country. |
Need a permit without EOR? See our immigration and work permit services. Hiring people who already have work rights? Start with Employer of Record services in Europe.
Processing times vary and no authority approval can be guaranteed. What we can do is give you an honest estimate once the facts are known, and confirm every fee before you proceed.
Per employee, per month, for employment, payroll and compliance administration.
Per application, renewal or family member, for preparing and coordinating the case.
Set by the authorities and paid at cost; they vary by country and permit type.
EOR with immigration is one part of what we deliver in-house. Explore our wider global mobility, immigration and tax services.
Hire compliantly in 150+ countries without setting up a local entity.
Work permits, visas and posted-worker filings in 100+ countries.
Income tax, social security and cross-border tax positions.
End-to-end moves — home search, schools, shipping and more.
On-the-ground support for employees and their families.
One case owner across every vendor and every country.
Short-term travel authorisations for global teams.
Apostille, legalisation and document authentication.
Tell us the country, the role and the worker's status. Our specialists review the case and set out the lawful options, costs and realistic timing.
