How do Job Title adjustments work in an Employer of Record (EOR) setup?

When hiring through Remote People as your Employer of Record (EOR), employees are legally employed by us rather than your company.

Because of this structure, some job titles may need to be adjusted to ensure compliance with local labor laws and to reduce legal and financial risks.

This most commonly applies to senior or executive-level roles, such as C-suite and Vice President titles.

Job title adjustments help protect you, the employee, and Remote People by ensuring the role aligns with local regulations and does not create unintended legal exposure.

Using executive titles (e.g. CEO, CFO, CTO) may indicate that the employee has decision-making authority for your company in another country.

This can increase the risk of Permanent Establishment (PE) or co-employment claims, potentially creating unexpected tax and legal obligations.

Executive roles are often less tied to clearly defined deliverables or reporting structures.

This can make terminations more complex and harder to justify under local labor laws, increasing the risk of disputes.

In some countries, senior titles imply authority to act on behalf of the legal employer.

Since Remote People is the legal employer, this could unintentionally give employees the authority to act on behalf of Remote People, creating legal and financial risk.

Certain executive titles may expose employees to personal legal responsibilities, including accountability for company decisions or compliance issues.

Adjusting titles helps ensure employees are not placed at unnecessary risk.

During onboarding, Remote People works with you to assign a title that:

The goal is to maintain the integrity of the role while ensuring full compliance.

Job title adjustments are a standard part of the EOR model and are essential to:

If you have questions about a specific role or title, our team is happy to guide you through the best compliant option.