What happens if you need to let an EOR employee go?
What each provider's own pages say it does when you end an employment, and what they say about severance, notice and offboarding costs, in their own words.
The employer of record is the legal employer, so it carries out the termination under local law: it checks the grounds and the notice period, prepares the documents, and pays the final salary, untaken holiday and any statutory severance through payroll. You decide and you pay: the notice period, severance and any settlement are costs of the employment, billed to you, and some contracts ask you to fund a severance reserve every month. Some providers also charge an offboarding fee; others say they charge none.
What the provider says it does
Read the wording: some lead the process end to end, some give guidance and leave the steps to you. Providers not listed say nothing about it on their public pages.
- We give you precise, country-specific guidance on notice periods, documentation, and legal steps so you can end employment without risk or worry.↗AffiliateVisit
- Typically though, you always need to pay attention to the proper termination notice, severance payouts, and managing any accrued benefits like untaken vacation days. Deel manages the entire process to ensure everything goes smoothly.↗AffiliateVisit
- As the legal employer, Remote leads the process. We assess what the law requires in that specific case, draft the documents, run the conversation with the employee, and pay out final wages and severance through payroll.↗AffiliateVisit
- By quoteAffiliateVisit
- AffiliateVisit
Severance, notice and offboarding costs
What each provider's pricing page or terms say about who pays. The country's own rules decide how much: severance pay by country and notice periods by country.
- Customer shall be responsible for any costs and expenses including legal fees related to EOR Employee(s) or termination of EOR Employees, voluntary or otherwise, and any compensation payable in connection with the termination of EOR Employee(s), whether negotiated or mandated by law or court order.↗
- Fees payable by You for Employment Services will include: Our Management Fee , the flat monthly Service Fee charged per Employee, all salaries, bonuses, incentives, taxes, levies, benefits (such as disability, sick leave, life insurance, pension, severance, and paid time off), along with any other costs paid in connection with Employment Services, and any applicable discounts.↗AffiliateVisit
- Ancillary Cost(s) include, but are not limited to, each Supported Worker's Compensation Package (e.g. Supported Worker’s salary, any bonuses, commissions, or other variable compensation and all other components of the Compensation Package), foreign exchange conversion, Employment Costs, (e.g. mandatory employer burden/contributions under Applicable Laws in the Work Location), and indirect operational costs (also referred to as operational costs), benefits cost, Offboarding Costs, and any reimbursable expenses↗AffiliateVisit
- In order to mitigate the financial impact of severance packages that may need to be paid to Talents as part of a termination, Client shall (i) pay (in case required) or (ii) have the option to pay (in case not mandatory after a Risk Assessment) a monthly accrual amount per Talent which will be displayed on the Platform (”Severance Accrual”)↗
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Get matchedRead on each provider's own pages on 4 November 2026. This is not legal advice: the grounds, notice and severance for ending an employment are set by the law of the employee's country and their contract.