Question 1

I’m closing my local entity.  How can I retain my employees and contractors in that country?

Accepted Answer

G-P offers compliant solutions to keep your employees and contractors after an entity wind-down:  For employees, G-P EOR™ is the ideal solution. We transfer your team members to our compliant local entity, and G-P becomes their employer of record. We handle all local HR, payroll, benefits, and legal compliance. You retain your most valuable employees without needing to maintain your own entity.  For contractors, you can use G-P Contractor™.  Guarantee project continuity and easily manage contracts, track invoices, and pay contractors in 190+ markets. This removes the administrative burden and compliance risks of managing international contractors after your entity is closed.

Question 2

What’s my company’s legal liability during this transition?

Accepted Answer

G-P reduces your liability. By transitioning your team to G-P, we take on the legal employer responsibility for all ongoing employment matters. This includes payroll, taxes, and compliance with local labor laws.

Question 3

How do you make sure the employee transfer process is compliant?

Accepted Answer

Our in-house legal and HR experts manage every step. We advise on the correct transfer method for every country (e.g., tripartite agreements). We draft locally compliant employment agreements and make sure every action is compliant with local law.

Question 4

What happens to employee seniority, tenure, and benefits?

Accepted Answer

We work with you to create competitive and compliant benefits packages that match local standards. Our contracts can be structured to recognize prior service and seniority where legally permissible.

Question 5

How do you help me retain employees who are anxious about the change?

Accepted Answer

We give expert guidance and communication templates to make sure a transparent process is in place for your team. Our in-country HR specialists act as a direct, local resource for employees. Our team provides reassurance and support throughout the transition.

Question 6

What does the transition process look like for my employees?

Accepted Answer

It starts with clear communication on the change. This is followed by the issuance of new, locally compliant employment agreements. Once signed, we make sure a seamless transition to our payroll and benefits system takes place with no interruption for the employee.

Question 7

How quickly can my team transition to G-P?

Accepted Answer

Our process is built for speed and efficiency. Once you've made the strategic decision, we can transition and onboard employees in a matter of days.

Question 8

How does G-P create immediate cost savings?

Accepted Answer

You can begin dissolving your entity by transitioning your team members to G-P EOR. This instantly eliminates all your entity maintenance costs: local accounting fees, legal retainers, administrative overhead, and any staff you were paying to manage that entity. You replace a high-cost burden with a single, predictable service fee — while retaining your team.

Question 9

Does G-P handle the legal dissolution of the corporate entity structure?

Accepted Answer

Our expertise is focused on the employment aspect of your wind-down. G-P manages the compliant transition and ongoing employment of your team. You’d still need to engage a corporate legal or accounting firm to manage the formal dissolution of the legal entity structure.

Question 10

As a small business why should I use G-P instead of managing this with local law firms or consultants?

Accepted Answer

A local law firm can dissolve your entity, but they can't solve your employment problem.  G-P gives you a single solution.  Instead of handling multiple local consultants across different countries, you get one partner who takes on legal employer responsibilities and manages all ongoing HR tasks and payroll. This reduces complexity, lowers risk, and is more cost-effective.

精简全球结构。

从战略资产到昂贵的负担。

资金流失和隐性成本。

复杂的法律雷区。

人才流失的风险很高。

行政负担过重

合规灾难

缺乏当地专业知识

通过实体合理化获得价值。

看看公司是如何削减开支的，而不是人员的。

退出期间保留50+ 工作人员

无缝剥离过渡

敏捷分割扩展

从头到尾合规退出。

消除实体管理费用。

保证合规。

留住你的人才。

获取人工智能驱动的人力资源指导。

简化过渡。

获得成本可预测性。

专业雇主与实体：战略选择。

实体收尾问题解答

我要关闭我在当地的实体。我怎样才能在那个国家/地区留住我的员工和合同工？

在此过渡期间，我公司的法律责任是什么？

如何确保员工调动流程合规？

员工的工龄、聘用期和福利会怎样？

你们如何帮助我留住对变革感到担忧的员工？

工作无极限