“We would switch tomorrow, but moving our people sounds like a year of pain.”
Switching is easier than staying unhappy.
A migration managed end to end by a dedicated lead: terms matched, payroll sequenced, employees reassured. Your part takes hours, not months.
How hard is it to switch EOR providers?
Far easier than most decision-makers expect. A well-run migration is an audit, a set of matched contracts, and a cutover sequenced around payroll cycles, all managed by the receiving provider. With LanceSoft, a dedicated transition lead runs the whole move onto our own entities in 60 countries, terms are matched or improved, no employee misses a payday, and your team’s involvement is measured in hours.
The fear is understandable: employment contracts, accrued leave, payroll timing and anxious employees all feel like things that could go wrong at once. But every one of those risks is a sequencing problem, and sequencing problems are solved by planning, not luck. The audit happens before anything moves. The communication happens before the contracts. The cutover happens on the payroll calendar, not against it.
Staying with a provider that is not working has a cost too, and it compounds quietly: employee trust erodes with every late answer, invisible compliance gaps accumulate, and your team spends hours chasing a vendor instead of running the business. The migration is a few weeks of managed, mostly invisible work. The status quo is forever.
The fear, and how it actually runs.
What decision-makers fear
- Employees panic when the letter arrives
- A payday gets missed somewhere in the cutover
- Leave balances and tenure lost in translation
- The old provider slow-walks the exit
How LanceSoft runs it
- Briefed early by a person; terms matched or improved
- Every move sequenced around the payroll calendar
- A line-item audit before anything moves
- Notice terms planned around from day one
In writing, before you sign
Statutory exposure check
Not sure where your compliance gaps are?
A 30-minute call with a Regional SPOC maps your exposure country by country: classification, filings, benefits and remittances. No deck, no pitch.
Your path from here
Every employee, contract, benefit and accrual mapped, plus your notice terms
New contracts on our entities, terms matched or improved, employees briefed by a person
Sequenced around payroll cycles; onboarding done within 3 working days of each acceptance
The first payroll reconciled line by line, so the migration ends with proof, not hope
All we need from you
- A copy of your current contracts and invoices
- A target window for the switch
- An hour with your HR lead for the audit
- A yes when the dated plan looks right
Everything else is ours to carry: the audit, the matching, the communication, the cutover and the verification.
Zero onboarding fees · exit with statutory notice only · terms in writing before you commit
Stay put, switch alone, or switch managed
The problems you know, indefinitely
Trust erodes with every late answer
Compliance gaps accumulate invisibly
Best only if the issues are truly minor
You coordinate two providers yourself
Notice terms and payroll timing on your desk
Employee communication left to chance
Best for nobody with more than a few employees
One dedicated lead owns the whole move
Audit, matching, timing and comms handled
Your part measured in hours, not months
Best when you want it done properly, once
Why LanceSoft
- A dedicated lead, start to finishOne owner for the whole migration, on direct dial.
- Onto our own paper60 own-entity countries, so you know exactly who employs your people.
- Sequenced, never rushedPhased around payroll cycles and notice periods per country.
- Employees arrive reassuredBriefed by a person, welcomed by a dedicated care partner.
- Proof, not promisesFirst payroll reconciled line by line and reviewed with you.
60 own entities · 100+ countries
Where do you need people next?
Own entities in 60 countries, a disclosed partner network in 50+ more. Check the map before you plan the quarter.
Quick answers
Is switching EOR providers disruptive for employees?
Not when it is sequenced properly. Employees keep their salary, benefits and tenure treatment, hear a clear story before anything changes, and meet their dedicated care partner before the switch, not after. They judge the move by their first payslip and their first answered question, and we make both good.
How long does an EOR migration take?
After a short audit you receive a dated migration plan per country. Transitions are phased around payroll cycles and notice periods, and each employee’s onboarding completes within 3 working days of acceptance. Most of the elapsed time is your current provider’s notice terms, not the work itself.
What does switching to LanceSoft cost?
Nothing to migrate: zero onboarding fees and zero offboarding fees, in writing. Ongoing pricing is broken down per country before you sign, with EOR from $299 per employee per month.
Can our current provider make leaving difficult?
Notice terms are planned around from day one and document requests are prepared early, so the handover runs on your timeline. Before you commit, we also help you put six precise questions to your current provider in writing; the answers usually settle the decision.
What happens to accrued leave, tenure and benefits?
They are mapped in the line-item audit and carried across under each country’s continuity rules by our Regional SPOC. Nobody’s leave balance, seniority or allowance falls through the gap, and we tell you plainly where local law treats the move differently.
What do we actually have to do?
Share your current contracts and invoices, agree the target window, and give us an hour with your HR lead. The audit, matching, communication, cutover and verification are ours to carry.
Tell us the role. Humans handle the rest.
A dedicated team member replies within one business day with answers and a custom quote.