EOR to Your Own Entity
Move from an employment route to your own Brazilian entity without disrupting the team.
The point of starting on an employment route is that you can change it. Transition is a project with dates, costs and employee communication, not a contract cancellation.
- When a transition makes sense
- The signals are usually a combination, not a single number.
- How the transition runs
- Sequenced so employees experience continuity: timing, benefits mapping, payroll cutover, documentation and communication planned before anything is announced.
- What SIBRA can keep doing afterwards
- Payroll and HR administration, recruiting, contingent capacity and managed delivery can continue on your entity after the transfer.
Sustained headcount that makes per-employee service fees the larger cost
Local contracting, invoicing or tax positions that require a Brazilian company
Long-term commitment to the market beyond a proof phase
A local leader in place who can carry country responsibilities
Next step
Put the workforce behind your Brazil operation.
Connect local hiring, operating support and the next stage of your market entry in one delivery scope.
See approved Gracemark Global Group delivery results and how each one is attributed.
Questions on this stage
Do employees lose anything in the transfer?
The plan is built to preserve continuity of terms and service where possible; anything that cannot be preserved is identified before the announcement.
How long does an entity take to open?
Timelines vary with structure and registrations. The plan sequences hiring around that so growth does not pause.
Can we transfer only some employees?
Yes. Mixed models are common during a phased transition.