Simple, direct answers to common questions regarding international employment, hiring processes, and local tax compliance.

We handle invoice verification, tax documentation, and payment disbursement in the contractor’s local currency, while allowing you to fund payments centrally in USD, EUR, GBP, or other major currencies.

Under EOR, Kharis becomes the legal employer and your worker receives statutory benefits, payroll tax withholdings, and protections. Under AOR, the worker remains genuinely self-employed — we verify that the role qualifies as contractor work, issue the contractor agreement, and process payments, without creating an employment relationship.

We review the scope of work, degree of control, and engagement terms against local labor law tests before onboarding. If an engagement looks more like employment than contracting, we’ll flag it and recommend moving that worker onto our EOR service instead, so you’re never left exposed.

Yes. Beyond statutory requirements (like basic health insurance and pensions), we can structure supplemental benefits packages—including private medical insurance, performance bonuses, and custom stipends—tailored to your company policies.

We provide secure multi-currency payroll pipelines, distributing salaries in local currencies while allowing you to fund payments in USD, EUR, GBP, or other major currencies. This simplifies currency management and protects against local exchange rate fluctuations.

We provide secure multi-currency payroll pipelines, distributing salaries in local currencies while allowing you to fund payments in USD, EUR, GBP, or other major currencies. This simplifies currency management and protects against local exchange rate fluctuations.

Our local entities automatically calculate, deduct, and remit all required contributions — including PAYE, social security schemes (like SSNIT or PENCOM), health insurance, and payroll tax allocations — directly to local authorities, keeping your business compliant in both EOR and PEO arrangements.

Once salary terms and statutory benefits are confirmed, we can draft locally compliant contracts and complete initial employee onboarding within 48 to 72 hours.

You can legally hire and run payroll across our established compliance network, including Ghana, Ivory Coast, Nigeria, Liberia, Togo, Sierra Leone, South Africa, Mauritius, Canada, the United Kingdom, the United Arab Emirates, and the Netherlands.

You can legally hire and run payroll across our established compliance network, including Ghana, Côte d’Ivoire, Nigeria, Liberia, Togo, Sierra Leone, South Africa, Mauritius, Canada, the United Kingdom, the United Arab Emirates, and the Netherlands.

We provide a smooth offboarding and transition pathway. When your local entity is registered, we transfer employment contracts seamlessly from our EOR entity to your internal structure without work disruptions.

Under EOR, Kharis is the legal employer of record — you don’t need a local entity at all, which is the faster route into a new market. Under PEO, you already have (or are setting up) your own registered entity, and we co-employ your staff to handle payroll, tax, and statutory compliance on your behalf. Most clients start with EOR and move to PEO once they’ve incorporated locally.

Yes. Our Employer of Record (EOR) and Global Outsourcing frameworks allow you to hire, deploy, and manage full-time talent or technical contractors legally without the capital expenditure, administrative delay, or tax complexity of incorporating a local subsidiary.

We maintain strict corporate governance protocols aligned with global data protection standards (including GDPR and local data protection frameworks). All candidate, employee, and payroll records are processed through secure, encrypted environments with strict capability-based access controls.

Operating in foreign jurisdictions without proper legal structures can trigger severe tax audits and corporate liabilities. We protect your business by employing your team members through our fully compliant domestic entities or structuring technical service agreements that strictly align with local labor codes and tax treaties.

We specialize in supporting high-growth, heavily regulated, and technically demanding sectors, including Telecommunications, Upstream Oil & Gas, Maritime & Offshore Services, Infrastructure Engineering, Financial Technology, and International Development.

Unlike software-only global HR platforms that rely on third-party aggregators, Kharis Global Group maintains actual physical office locations, registered legal entities, and on-the-ground compliance teams across our operational markets. We combine seamless administrative processes with real human support to manage physical onboarding, local protocol, and regulatory interfaces directly.

We offer direct operational coverage across 12 primary markets:

• Africa: Ghana, Nigeria, Ivory Coast (Côte d’Ivoire), Liberia, Sierra Leone, Togo, Mauritius, and South Africa.

• Europe & International Gateways: United Kingdom, Canada, United Arab Emirates (UAE), and the Netherlands.

We can source industry-ready, pre-screened technical and skilled manpower against your project specifications, and we manage the full deployment lifecycle for staff you have already identified including mobilization, welfare support, and rotation scheduling.

Our on-ground teams coordinate housing, transport, rotation schedules, and day-to-day welfare support for deployed staff, with dedicated points of contact so issues on-site get resolved locally rather than escalating back to your head office.

EOR and PEO are about the legal employment relationship for a given hire. Global Staff Management is broader. It covers sourcing, deploying, and administering a full workforce (expatriates, TCNs, and local staff together), including welfare, logistics, and on-site coordination, whether that workforce sits under our EOR, your PEO entity, or a hybrid of both.

Yes. We draft and process legally verified letters of invitation through our domestic entities. We also arrange pre-approved Visa on Arrival validation letters, allowing your technical specialists to clear airport customs easily.

Yes. We handle complete corporate quota applications, temporary residence permits, re-entry visas, and local alien identity cards required for multi-year expat assignments.

Our automated tracking system flags permit expiration dates 90 days in advance. Our immigration leads coordinate with your team early to gather updated records and submit renewal applications before existing permits expire.

Setting up unauthorized business visits or using incorrect visa classes can trigger tax investigations. We match every traveler with the correct visa class, ensuring their physical presence doesn’t create unwanted corporate tax liabilities for your business.

We handle dependent visa applications, family residence permits, and local school or housing authorization filings to ensure a smooth relocation for your executives and their families.

Timelines vary by jurisdiction. In West African hubs like Ghana and Nigeria, work permit processing generally takes between 3 to 6 weeks. We utilize established channels to expedite document reviews and avoid deployment delays.

Timelines vary by jurisdiction. In West African hubs like Ghana and Nigeria, work permit processing generally takes between 3 to 6 weeks. We utilize established channels to expedite document reviews and avoid deployment delays.

Yes. Our local support teams assist with hardware procurement, device provisioning, secure physical delivery, and administrative check-ins to ensure your team has the tools they need on day one.

Because our teams live and work in your operational markets, we respond immediately to local workforce issues, statutory labor disputes, or sudden regulatory shifts. Our physical presence allows us to interface directly with local authorities, labor offices, and healthcare providers without delay.

Team members submit digital receipts and structured expense reports through our standardized admin workflow. Our localized payroll managers review each item for local tax compliance before converting and disbursing reimbursements alongside regular salary runs.

Our legal counsel and compliance specialists actively track changes in local tax rates, statutory benefit rules, and labor codes. When adjustments occur, we update your employment agreements and payroll structures proactively, notifying your team well in advance.

Standard account inquiries and support tickets are addressed within 2 to 4 business hours. For emergency field protocols, airport logistics, or urgent immigration clearances, our local response teams are available 24/7.

We provide multi-channel support including dedicated account managers, responsive email helpdesks, local office phone support, and rapid-response WhatsApp channels for urgent on-the-ground operational or emergency logistics needs.

We run tax health checks to assess your current standing, identify outstanding filings or exposure, and work with local authorities to bring your business back into good compliance standing.

Tax management runs on the same statutory calendar as our payroll services, so PAYE, social security, and other payroll-linked filings are calculated once and remitted correctly the first time. It also covers standalone corporate tax obligations for businesses that do not use our payroll services at all.

We handle corporate income tax registration and filings, payroll-related withholdings like PAYE, statutory social security remittance, and other indirect tax obligations depending on jurisdiction, coordinating directly with local revenue authorities throughout.