The Employer of Record built on 24 years of running global payroll

The MYND fee is a flat monthly amount per employee. For India it ranges from $199 to $399. For Europe, North America, and developed APAC it is $499 to $899. Middle East is $449 to $799. Africa and LATAM via partner network is $399 to $899. The flat fee covers contracts, payroll, statutory benefits, compliance, onboarding, offboarding, and a named account manager.

The total amount you pay each month is: the employee's gross salary, plus statutory employer contributions for the country, plus our flat fee. There is no setup fee, no FX spread, no off-cycle payment fee, no percentage of salary.

Median across our last 1,200 onboardings is 14 days from signed MSA to first day of work. The fastest we have done, in India with a candidate who had all documents ready, is 3 working days. The slowest, in jurisdictions with apostille requirements like Argentina or some Middle East markets, is 4 to 5 weeks.

The bottleneck is almost always candidate documentation, not our processing. We pre-collect everything in parallel with contract drafting, so the candidate is the only thing on the critical path.

MYND. The employment contract names MYND as the employer. The payslip shows MYND. Tax forms and statutory enrolments are in MYND's name. The country's tax authority and labour ministry consider MYND the employer.

From the employee's day-to-day perspective, they work for you. Their manager is your manager. They use your tools, sit in your meetings, follow your performance standards. The legal employer split is invisible in their working life until they need an employment letter for a mortgage or a visa, at which point MYND issues it within 24 to 48 hours.

30 days notice in your MSA. No minimum term. No early-exit penalty. If you are moving the employees to your own entity, we transition them cleanly: terminate the EOR contract, transfer continuity of service for statutory purposes, hand over payroll records, employment files, and statutory compliance documents. The employee experiences one day of paperwork and a continuous tenure.

Roughly 30 percent of our long-term EOR clients eventually graduate to their own entity in their highest-headcount country. We help them do it. The relationship usually continues for their other countries.

Yes. We administer equity grants issued by your parent company. Vesting schedules tracked, tax withholding on exercise, payroll integration on RSU release. We work with Carta, Pulley, and equivalents through standard integrations. For Indian employees specifically, we handle the Schedule TI reporting and the perquisite valuation at grant and exercise.

Equity is included in the flat fee for standard plans. Exotic structures (acceleration on change of control with country-specific tax treatment) might attract a one-time setup charge that we will quote up front.

You decide to terminate. You tell us the reason and the desired effective date. We execute it correctly: notice period served per the country's rule, severance calculated to the cent, gratuity provision triggered where applicable, asset recovery initiated, experience letter drafted, statutory closeout filed.

If the employee disputes the termination, MYND is the named legal defendant. Our termination defence cost is capped contractually inside your MSA. We have terminated hundreds of employees across 40+ jurisdictions without a single successful wrongful termination claim that resulted in client liability.

Yes, in 35+ countries currently. UAE employment visa, Singapore EP, UK Skilled Worker, US H-1B sponsorship (case by case, given current policy), Schengen blue cards. Visa sponsorship is an add-on service with a one-time fee that covers the immigration partner and the application cost.

We will tell you when visa sponsorship is unrealistic for the role or the country. For example, the UAE Golden Visa requires criteria we cannot manufacture, and current US H-1B costs have changed materially. The honest conversation happens before you make the offer.

MYND operates under ISO 27001 and SOC 2 Type II controls. A GDPR-aligned Data Processing Agreement is built into the MSA. EU employee data is processed in EU data residency where required. We do not pass employee data to unnamed sub-processors. The list of sub-processors is published and updated.

For India specifically, we operate under the Digital Personal Data Protection Act 2023, which has its own consent and breach-notification regime. Our data flows are documented and auditable.

Yes. Roughly 40 percent of our EOR clients arrived from another provider. The typical reasons: poor support response, mistakes on India payroll, percentage-of-salary fees that ballooned with raises, or the provider treating their client like a self-service platform user.

Migration takes 2 to 4 weeks per country. We audit your current contracts for exit terms, draft new local contracts, time the cutover to a payroll cycle boundary, run a parallel first payroll for accuracy, and close out the old provider. Tenure is preserved for statutory purposes (gratuity, severance accrual). The employee signs one new contract.

At 8 to 12 employees in a single country, you should run the math on setting up your own entity. Above 15, direct entity usually wins on total cost of ownership within 18 months. The crossover is country-specific. Entity setup is cheap in Singapore and the UK, expensive in Brazil and India.

This is the question we get asked least but answer most honestly. If you are at the crossover, we will help you decide, even if the answer is "set up your own entity and end this EOR contract." That recommendation has cost us short-term revenue and earned us long-term clients.