As global employment becomes increasingly flexible, clients frequently enquire about using Employer of Record (EOR) services for roles that involve on-site or hybrid work arrangements.
WorkMotion's EOR solution is specifically designed to support remote, desk-based positions that can be performed entirely digitally. Understanding EOR eligibility and sector-specific limitations is essential for making informed decisions about international employment structures.
On-Site Roles
Certain jobs cannot be performed under an EOR arrangement because they legally or practically require physical presence, field activity, or local licensing. Examples include:
Jobs involving on-site inspections, supervision, or direct handling of assets
Public or State functions (e.g., police, notaries, tax inspectors)
Regulated professions that require local registration or the appointment of a technical manager, such as:
Doctors, dentists, and other healthcare professionals with direct patient contact
Engineers, architects, or chemists who must hold registration with local professional councils
These activities are incompatible with remote international employment under EOR.
EOR is designed for remote, desk-based roles that are fully compatible with telework regulations and do not require a permanent physical presence. Jobs that can be done entirely through digital means — without exposure to workplace hazards, direct physical supervision, or regulatory licensing — are suitable, and are typically considered "white-collar" positions. Examples include:
IT and software development
Data analysis, research, and design
Finance, HR, admin
Marketing, business support, and consultancy
Customer or technical support (remote delivery only)
Maritime Field Roles
The maritime industry is a highly regulated environment governed by national and international maritime safety frameworks (e.g., ILO Maritime Labour Convention 2006, EU Directive 2009/13/EC, and local maritime laws such as the Merchant Shipping Acts).
As a result, roles under this umbrella cannot be hired under an Employer of Record (EOR) arrangement.
To comply legally, an employer in this sector must:
Operate under maritime-specific employment and health and safety regulations
Conduct daily onboard safety inspections
Employ certified maritime supervisors and first aiders
Ensure medical examinations and protective equipment are provided
Maintain presence and accountability on-site or on-vessel daily
WorkMotion's EOR compliance framework covers remote and office-based employees, not seafaring or vessel maintenance roles. Because these duties require a competent maritime employer with operational control and safety authorisation, our Health and Safety compliance framework would not meet requirements in any jurisdiction, and these obligations cannot be outsourced.
Under Article II(4) of the ILO Maritime Labour Convention (MLC 2006), national authorities may exclude persons whose duties are not part of a ship's routine business — such as inspectors, port officials, or shore-based technicians. This means:
Shore-based workers who only board vessels briefly for inspections or maintenance are not classified as seafarers; their work may fall under normal workplace health and safety laws
Workers who regularly operate or travel on board vessels remain seafarers, subject to full maritime labour and safety regulations
Because the definition of "sheltered waters" and "routine ship duties" can vary nationally, this classification must be assessed by a competent maritime authority.
In these cases, WorkMotion's Direct Hiring solution allows Clients to hire these roles through their own entities. Alternatively, Contractor engagement, where contractors directly manage their certifications, safety training, and insurance requirements, might also be a suitable option.