Yes. An EOR can be used to employ workers in the United States where the company does not have the appropriate employing entity or infrastructure.

If the company already has its own US entity and is primarily looking for payroll, HR, benefits, and compliance support, a PEO may be a more suitable model depending on the organization’s requirements.

The answer depends on the organization’s expansion model, workforce size, and existing infrastructure.

An EOR can reduce the need to establish a new entity when entering a market. A PEO may be more cost-effective for organizations that already have an entity and want to reduce internal HR and administrative workload.

The right comparison should consider not only service fees, but also entity costs, payroll administration, compliance resources, and operational complexity.

Yes. Both EOR and PEO arrangements can support payroll, employee benefits, and HR administration.

The difference is the legal structure under which these services are provided. In an EOR arrangement, the EOR is the legal employer. In a PEO model, employment responsibilities are typically shared through a co-employment relationship.