Context
Explaining the WorkGlobal deposit to a customer or prospect.
T&Cs clause. 5.1: "Prior to the start date of the respective Talent, Client shall pay to WorkMotion an initial, one-time, and refundable deposit per Talent (the “Deposit”). The Deposit for each Talent shall equal the number of months of notice period that applies to that Talent multiplied by the total monthly cost of employment of that Talent. For example, if the applicable notice period is three (3) months and the total monthly cost of employment of that Talent is EUR 5,000, the deposit for that Talent shall be three (3) times EUR 5,000, i.e. EUR 15,000".
Talk Track
VERSION 1: Compliance & Transparency Focus
Pillars: Compliance, Transparency, Trust
Our deposit is simple, and it plays an important role in keeping everything compliant and predictable for you and your talent. Under the Employer of Record (EOR), we are the legal employer, which means we are fully responsible for paying your talent accurately and on time. The deposit helps us guarantee that, even if there is a delay on your side, your talent is never affected.
The deposit is a one time, fully refundable amount. It is calculated based on the total monthly employment cost and the legal notice period in the country where the talent works. The minimum is one month, rounded up to the nearest 500 in the invoicing currency. If you decide to offer a longer notice period than the legal minimum, the deposit simply adjusts to match that. In a few countries, the statutory notice period is already longer than one month, so the deposit reflects that.
Think of it as a compliance safeguard. It is there to protect your setup and ensure salaries are always paid on time. When the talent offboards or resigns, the deposit is returned to you in full.
VERSION 2: Effortless Experience + Stability
Pillars: Effortless, Customer & Talent Experience, Trust
Let me break down how the deposit works, because it is straightforward and designed to make your life easier. As the legal employer under the Employer of Record (EOR), we take responsibility for paying your talent. The deposit is what ensures they always get paid on time, even if there is an unexpected delay with an invoice. It keeps everything running smoothly.
It is a one-time, refundable deposit based on the total employment cost and the legal notice period in that country. The minimum is one month, rounded up to the nearest 500 in the invoicing currency. If you choose a longer notice period, the deposit increases accordingly. In some countries, the statutory notice period is naturally longer, so the deposit reflects that too.
It is really just a safety net. You keep full ownership of the funds, and once the talent is offboarded, the deposit comes straight back to you. It is a simple way to protect both your business and your talent’s experience.
VERSION 3: Strategic Risk Management + Long-Term Partnership
Pillars: Compliance, Trust, Effortless
Here is the simplest way to think about the deposit. When you hire through the Employer of Record (EOR), WorkMotion becomes the legal employer, and we take on the responsibility of paying your talent. The deposit ensures that, regardless of any payment timing issues, salaries are always covered. It is a practical risk management tool that keeps your operations stable.
It is a one-time, refundable deposit based on the total monthly employment cost multiplied by the applicable notice period. The minimum is one month, rounded to the nearest 500 in the invoicing currency. If you set a longer contractual notice period, the deposit adjusts. In countries with longer statutory notice periods, the deposit naturally matches those requirements.
It is there to protect your talent and your business. You get complete transparency on the amount before onboarding, and once employment ends, the deposit is returned to you in full. It gives you long-term stability and removes any uncertainty around payroll obligations.