Immigration and Visa Services

Immigration and Visa Services within an Employer of Record (EOR) context provide comprehensive support for businesses hiring foreign employees across international borders. These services handle the complex administrative and legal processes required to secure work permits, visas, and immigration compliance for employees working in countries where they are not citizens or permanent residents. An EOR with immigration capabilities acts as the legal employer while managing all visa sponsorship requirements, documentation preparation, government filings, and ongoing compliance monitoring throughout the employee’s tenure.

For companies expanding globally without established legal entities in target countries, immigration and visa services are essential to legally employ foreign talent. The service removes the burden of navigating unfamiliar immigration systems, understanding country-specific regulations, and managing time-sensitive application processes. This is particularly valuable for organizations lacking in-house immigration expertise or those hiring in multiple jurisdictions simultaneously.

The primary business value lies in speed-to-hire, risk mitigation, and cost efficiency. Rather than establishing a legal entity and developing immigration expertise independently—a process that can take months and require significant capital investment—companies can leverage an EOR’s existing infrastructure and expertise to compliantly employ international workers within weeks. This approach reduces legal exposure from inadvertent immigration violations, prevents costly delays in talent acquisition, and allows businesses to focus resources on core operations rather than administrative complexity.

Immigration and visa service costs through an EOR typically consist of several components: government filing fees, professional service fees, and ongoing compliance management charges. Government fees vary dramatically by country and visa type, ranging from a few hundred dollars for straightforward work permits in some jurisdictions to several thousand dollars for specialized visa categories in countries like the United States, United Kingdom, or Australia. These mandatory fees are generally passed through to the client at cost. Professional service fees for EOR-managed immigration services typically range from $1,500 to $8,000 per visa application, depending on complexity, urgency, and the specific country’s requirements.

Pricing models vary among EOR providers. Some charge fixed fees per visa type and country, offering predictability for budget planning. Others use hourly billing for immigration attorney time, which can range from $200 to $500+ per hour depending on jurisdiction and specialist expertise. Many EORs bundle basic immigration support into their standard per-employee monthly fees (typically $300-$800 per employee per month) while charging separately for complex cases requiring specialized legal counsel. Premium services such as expedited processing, dependent visas, or appeals can add 50-150% to baseline costs.

Businesses should budget for both initial visa acquisition costs and ongoing expenses. Initial costs include application fees, document translation and authentication, medical examinations, and potential relocation support. Ongoing costs encompass visa renewals (typically every 1-3 years depending on visa type), compliance monitoring, and potential pathway-to-permanent-residency services. For a single international hire, total first-year immigration costs typically range from $5,000 to $15,000, with subsequent years costing $2,000-$5,000 for renewals and compliance. Organizations hiring multiple foreign employees across various countries should budget 8-12% of total international employment costs for comprehensive immigration services.

Immigration and visa services through an EOR provide businesses with expert navigation of complex, constantly changing immigration regulations across multiple jurisdictions. Professional immigration specialists maintain current knowledge of country-specific requirements, processing times, quota systems, and documentation standards that vary significantly between countries and visa categories. This expertise prevents common errors that lead to application rejections, costly resubmissions, and employment start date delays. Additionally, EOR providers typically maintain established relationships with immigration authorities and understand the nuances of local processing procedures, which can expedite approvals and resolve issues more efficiently than businesses attempting to manage applications independently.

Comprehensive documentation management represents another significant benefit. Immigration applications require extensive paperwork including employment contracts, educational credential evaluations, professional certifications, financial statements, and employer sponsorship letters—all formatted to meet specific regulatory requirements. EOR immigration services handle document collection, review, translation, notarization, and proper submission to relevant authorities. This systematic approach ensures completeness and accuracy while reducing the administrative burden on both the employer and employee. Many providers offer employee self-service portals where workers can upload documents, track application progress, and receive real-time updates on their visa status.

Risk mitigation and compliance assurance are perhaps the most critical features of EOR-managed immigration services. Immigration violations—even unintentional ones—can result in substantial penalties, deportation of employees, inability to sponsor future workers, and reputational damage. EOR providers implement compliance frameworks that monitor visa expiration dates, work authorization restrictions, reporting obligations, and regulatory changes. They ensure employees maintain valid work authorization throughout their employment, manage timely renewals before expiration, and adapt to sudden policy changes that might affect existing visa holders. This proactive compliance management protects businesses from legal exposure while providing employees with security and continuity in their work authorization status.

The most common scenario for EOR immigration services involves companies hiring specialized talent in foreign markets without establishing a local legal entity. For example, a U.S.-based technology company seeking to hire software engineers in Poland can use an EOR to employ these workers legally while the EOR manages any necessary work permits or residence authorizations. Similarly, companies expanding into new geographic markets often hire local sales representatives, operations managers, or market research specialists who may require visa sponsorship if relocating from the company’s home country. This approach allows businesses to test market viability and build initial teams without the significant investment and timeline required to establish a foreign subsidiary.

Another frequent use case involves relocating existing employees to international locations for specific projects or market development initiatives. Companies may need to transfer senior executives, technical specialists, or project managers to foreign offices or client sites for extended periods. For instance, a consulting firm might need to deploy a team of analysts to a client location in Singapore for an 18-month engagement, requiring appropriate work visas and employment authorization. The EOR handles both the immigration aspects and legal employment in the destination country, ensuring the employees work compliantly while the company maintains operational control over the project. This is particularly valuable for temporary assignments where establishing permanent infrastructure would be impractical.

International remote work arrangements represent a growing use case for EOR immigration services. As remote work becomes more prevalent, companies increasingly hire individuals who wish to work from countries where the employer has no legal presence. For example, a UK-based marketing agency might hire a content strategist who wants to work remotely from Portugal, or a Canadian company might employ a designer who plans to work from Mexico. While these employees work remotely, they still require proper work authorization in their country of residence. EOR immigration services ensure these remote workers obtain appropriate visas or work permits (such as digital nomad visas or self-employment authorizations) while the EOR serves as the local legal employer, creating a compliant employment structure that benefits both employer and employee.

When selecting an EOR provider for immigration and visa services, geographic coverage and demonstrated expertise in your target countries should be the primary consideration. Evaluate whether the provider has established legal entities, immigration specialists, and operational experience in the specific countries where you need to hire. Request case studies or references from clients who have successfully obtained visas in those jurisdictions through the provider. Providers with in-country immigration attorneys or partnerships with reputable local immigration law firms typically deliver better outcomes than those relying solely on generalist HR staff. Ask specific questions about their experience with the visa categories relevant to your needs—whether skilled worker visas, intra-company transfers, or specialized occupation permits—as requirements and success factors vary significantly between visa types.

Transparency in pricing, processing timelines, and success rates should guide your evaluation. Reputable providers clearly outline all costs upfront, distinguishing between government fees, professional service charges, and potential additional expenses. They should provide realistic timelines based on current processing conditions rather than optimistic estimates that create false expectations. Request information about their historical approval rates for visa applications in your target countries and understand how they handle denials or delays. Providers offering guaranteed approval should be viewed with skepticism, as legitimate immigration processes involve government discretion beyond any provider’s control. Instead, look for providers who demonstrate thorough preparation processes, quality control measures, and contingency planning for complications.

Technology capabilities and communication practices are equally important selection criteria. Effective EOR immigration services require coordinated information exchange between the provider, employer, employee, and immigration authorities. Evaluate the provider’s technology platform for document management, application tracking, deadline monitoring, and status updates. Systems that provide visibility into application progress, automated reminders for expiring documents, and centralized communication reduce anxiety and prevent oversights. Assess their responsiveness and communication style during the sales process, as this typically reflects the service experience you’ll receive. Red flags include providers who cannot clearly explain country-specific processes, offer unrealistically low prices, lack transparent fee structures, show limited technology infrastructure, or cannot provide verifiable references from existing clients with similar immigration needs.