Simplified Agent of Record solutions in Poland and Baltics
Compliant contractor engagement and payment management in Poland, Lithuania, Latvia, and Estonia without misclassification risk
What is an Agent of Record (AOR)?
Agent of Record services enable companies to hire independent contractors internationally while remaining compliant with local labor, tax, and commercial regulations.
When you work with Go-EOR as your AOR partner, your contractors remain independent service providers while we act as the contractual and administrative intermediary. We ensure the contracts are properly structured, payments are handled correctly, and engagements align with the local classification rules to reduce the risk of misclassification, penalties, and reputation damage.
Unlike our Employer of Record (EOR) and Professional Employer Organization (PEO) services, our AOR services are designed for independent contractors, freelancers, and consultants, not employees.
Why use an Agent of Record?
Hiring contractors across borders can be a fast and flexible way to access talent, but it can also be risky if not done correctly. Local authorities often audit contractor arrangements, and misclassification can result in fines, back taxes, social contributions, and the contractor's reclassification.
Companies that want to hire contractors often face challenges such as non-compliant service agreements, improper payment structures or invoicing, and difficulties in classifying the contractor vs employee relationship and local tax and reporting obligations due to a lack of local legal and regulatory expertise.
Ready to streamline your international HR operations?
Join 100+ teams growing globally with Go-EOR
Hire in Poland and the Baltics: fast and fully compliant
Expanding into Poland or the Baltic states?
Local labor laws, payroll, and compliance can slow you down. Our Employer of Record (EOR) service takes care of the admin and legal employment so you can hire quickly, stay compliant, and focus on growth - in as little as 5 - 10 business days.
Work with an EOR partner built for every stage
Growing a team without building a local entity?
Whether you’re a startup hiring your first employee abroad, a mid-sized company scaling fast, or an enterprise expanding across multiple markets, the requirements can quickly get complex. Our Employer of Record (EOR) service flexes to your needs - handling compliant employment, payroll, and local obligations - so you can hire confidently and scale smoothly, in as little as 5 - 10 business days.
Beyond EOR, we’ve got your people covered
Need help managing the day-to-day employee experience?
Hiring is just the beginning - onboarding, policies, documentation, time off, employee questions, and local HR best practices all take time and local knowledge. Alongside our Employer of Record (EOR) service, we provide practical HR support to keep your team supported and your operations consistent - so you stay compliant, reduce risk, and free up your internal bandwidth, in as little as 5 - 10 business days.
Why choose Go-EOR as your Agent of Record partner?
Compliance-first contractor engagement
We structure the engagements to meet local classification rules and best practices.
Local expertise
Our regional specialists understand local law and how contractors are evaluated by local authorities.
Flexible, scalable model
Easily onboard or offboard contractors as projects evolve.
End-to-end contractor admin
Full cycle contractor administration from creation to payment processing and compliance oversight.
Why companies trust Go-EOR?
Proactive team
We don’t wait for issues to appear. Our team flags risks early, shares clear recommendations, and keeps hiring, onboarding, and payroll moving smoothly across Poland and the Baltics.
Full compliance
We ensure full compliance with local labor laws and conduct recurring compliance reviews with our local advisors, so you can expand your business with confidence.
Cost-effective
Get transparent pricing built around the essentials. You won’t pay for bundled “platform features,” unnecessary modules, or hidden add-ons—just reliable EOR service that works.
Easy hiring
A streamlined process designed for speed and clarity. We provide a simple checklist, quick turnaround times, and fewer handoffs - so you can get talent hired and productive without delays.
Dedicated support
You’ll have a consistent point of contact who understands your setup and responds fast. We resolve edge cases quickly and keep communication clear—no ticket ping-pong or endless escalations.
Add-ons
Full solutions with a dedicated point of contact, including talent sourcing, HR, payroll, benefits, immigration support, local language support, and offboarding.
How does it work?
Additional support for your business
Need operational outsourcing? We can also support finance, accounting, tax, HR ops, and admin to ensure your international expansion runs smoothly.
Financial Services
Automate your financial management in your company.
Tax Services
Simplify tax complexities with our all-around international and local tax management services.
HR Services
We offer flexible, experience-proven, and cost-effective solutions to manage your human resource operations.
Operational Outsourcing
We hire high-level, dedicated remote employees who strive to provide the assistance you need.
FAQ
An Agent of Record (AOR) is a third-party organization authorized to act on behalf of a business in managing contractual and administrative relationships with independent contractors. Unlike an Employer of Record, an AOR does not employ workers directly. Instead, it serves as the official intermediary that handles contractor agreements, payments, tax documentation, and compliance — while the contractor retains their independent status.
When a business engages an AOR, the AOR assumes responsibility for formalizing and managing the relationship between the business and its independent contractors. This includes drafting and executing contractor agreements, processing payments, issuing required tax forms, and ensuring that the engagement adheres to applicable legal and regulatory standards. The client business continues to define the scope of work and direct project outcomes, while the AOR manages the administrative and compliance framework surrounding the engagement.
The primary distinction lies in the nature of the working relationship. An EOR employs workers directly as employees, assuming full employer responsibilities including payroll taxes, statutory benefits, and labor law compliance. An AOR, by contrast, manages engagements with independent contractors, preserving their non-employee status. Businesses should carefully assess whether a worker qualifies as an employee or a contractor before determining which model is appropriate, as misclassification carries significant legal and financial consequences.
Engaging independent contractors without proper documentation and oversight exposes businesses to worker misclassification risks, tax liability, and regulatory penalties. An AOR helps mitigate these risks by ensuring that contractor agreements are properly structured, that payment and tax reporting obligations are fulfilled accurately, and that the terms of engagement align with the legal definition of independent contractor status in the relevant jurisdiction. This is particularly important as regulatory scrutiny of contractor classifications continues to increase globally.
Yes. An AOR is well-suited for businesses that engage independent contractors across multiple countries, as compliance requirements for contractor engagements vary considerably by jurisdiction. A qualified AOR with international capabilities can manage cross-border contractor relationships, ensure locally compliant agreements, handle multi-currency payments, and fulfill tax reporting obligations in each relevant country — reducing the administrative complexity of managing a global contractor workforce.
The appropriate solution depends on the nature of the workforce and the business's operational needs. An AOR is the right choice when engaging independent contractors whose non-employee status must be preserved and properly managed. An EOR is more appropriate when hiring full-time or part-time employees — particularly in jurisdictions where the business lacks a legal entity. A PEO is best suited for businesses that already have a domestic legal presence and wish to outsource HR administration under a co-employment structure. In many cases, businesses may utilize a combination of these models to manage different segments of their workforce effectively.
Our services
Professional Employer Organization
Manage employees in Poland, Lithuania, Latvia, and Estonia with full local HR, payroll, and compliance support, using your own legal entity.
Agent of Record services
Compliant contractor engagement and payment management in Poland, Lithuania, Latvia, and Estonia without misclassification risk.
Payroll services
Run payroll for your entire international workforce, accurately, on time, and fully compliant.
Tax and compliance services
Simplify tax complexities and ensure compliance.
HR services
Get full HR support for your international employees from onboarding to performance and contract management.
Employer of Record
Hire employees in Poland, Lithuania, Latvia, and Estonia without setting up a local entity.