Aspire EOR supports both employees and contractors, but choosing the correct classification is critical for compliance and risk management. This guide helps you understand the differences and make the right choice.
Key differences between Employee vs Contractor
Employees
Relationship:
Work exclusively or primarily for your company
Integrated into your organization
Follow your work schedule and processes
Subject to your supervision and control
Legal Status:
Employed through Aspire EOR as legal employer
Protected by local labor laws
Entitled to statutory benefits
Have employment rights (notice period, severance, etc.)
Costs:
Gross salary
Employer costs (pension, social security, etc.)
EOR platform fee (starting at USD 399/month)
Benefits and insurance
Best for:
Long-term positions
Core team members
Roles requiring close supervision
Positions with set hours and a location
Contractors (Independent Workers)
Relationship:
Independent business relationship
Work for multiple clients
Control their own schedule
Provide specialized services
Legal Status:
Self-employed or running a business
Responsible for own taxes
Not entitled to employee benefits
Contract-based relationship
Costs:
Agreed contract rate/fee
No employer costs
EOR platform fee (starting at USD 399/month)
No benefits required
Best for:
Project-based work
Specialized expertise
Flexible arrangements
Short-term engagements
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