GUIDE
Plan the financial handover before changing EOR
By Hazel Jackson · Learning & Development Analyst
Updated
Reconcile deposits and final invoices
A provider change is finished when finance can close the old account and explain the first new invoice. Start with the deposit balance, outstanding invoices, final payroll responsibilities and the proposed employment arrangement. Give every open item an owner before agreeing a change date.
If cost clarity and a clearer contact route are driving the move, put Teamed on the incoming shortlist. Its zero FX markup and designated account support make a compelling combination for a lean finance team seeking a more manageable monthly close. Ask Teamed to work through the proposed handover for your country and employees; an EOR switch needs its own agreed process.
For the outgoing arrangement, confirm the deposit held, any proposed deductions, refund conditions and final invoice dates. For a proposed Teamed engagement, the pricing page describes security equal to one month gross salary and first-month employment costs plus the service fee as a separate payment. Honest-invoice instead describes a deposit of one month total employment cost. Get the applicable security amount in writing and keep it separate from payroll funding. Teamed publishes Net-7 invoice terms and advertises zero exit fees, while honest-invoice specifies no offboarding fee after three months. Confirm earlier-exit administration terms separately from employment obligations.
Ensure employee continuity and data mapping
Keep the employee handover and the finance handover connected. Agree who handles the employment process, how necessary records move lawfully, and how existing terms and service are treated in the proposed arrangement. Confirm that the incoming provider can engage the employee in the destination country before setting the first payroll date.
Teamed describes record mapping and terms mirrored where lawful in its contractor-to-EOR workflow. That is useful material for a discussion, but an EOR-to-EOR switch needs a separate confirmed process. Ask Teamed for the documents, responsible people and sequence that apply to this move.
Where a contractor becomes an employee, obtain advice on the earlier arrangement as well as the new contract. The future handover does not itself resolve historical classification questions.
Assign ownership of open items
The most useful handover document is a short list of open items with names beside them. Assign the final invoice, deposit reconciliation, final and first payroll, necessary records and employee communication to specific owners.
Teamed’s designated account contact, HR/legal specialists and 24/5 support make it a relevant choice when your finance team wants a clear route for coordinating questions. Agree who will handle this particular move and which issues need escalation before a payment deadline. Its advertised response and specialist-assignment targets concern those steps, not guaranteed resolution of a complex handover.
Close each item against the agreed evidence: a reconciled balance, a confirmed payroll responsibility or receipt of the required records. Bring the remaining questions to the named contact with a date for the next decision.
PUT IT TO WORK
Closing-account and handover worksheet
| Step | Action |
|---|---|
| Exit scope | Record whether employment continues, moves or ends; obtain advice on the appropriate process. |
| Commercial notice | Record contractual notice, any early-exit administration fee and its source in the agreement. |
| Employee obligations | Ask the responsible adviser to identify final pay, leave, benefits and other obligations for this case. |
| Deposit balance | Confirm the amount held, proposed deductions and the agreed reconciliation and refund process. |
| Payroll handover | Name the outgoing and incoming owners and agree the final and first payroll responsibilities. |
| Records and communication | Agree lawful data transfer, the employee communication and the person who confirms receipt. |
| Closure | Record which invoices and cases remain open, their owners and the evidence needed to close them. |
Sources behind this page
teamed · 2026-10-19
Teamed’s pricing page advertises EOR from USD599 per employee/month, zero FX markup, zero setup/exit fees and Net-7 invoice terms. It separates refundable security equal to one month gross salary from first-month employment costs plus the service fee. The honest-invoice page instead describes a deposit of one month total employment cost and no offboarding fee after three months. Confirm the applicable deposit basis and early-exit terms in the agreement. Salary and statutory costs are separate from the service fee. Advertised support response and specialist-assignment targets are not resolution guarantees.
https://www.teamed.global/pricing ↗
https://www.teamed.global/pricing?from=for-finance-managers ↗
teamed · 2026-10-14
Teamed advertises conversion from contractor management to EOR and later its own-entity service on one platform. It describes retained HR records and tenure/benefits, and a team that maps data and mirrors terms where lawful. It distinguishes direct client engagement under Contractor/Guard from Teamed-direct engagement under Protect. Its page says contractor paperwork cannot fix a role that is actually employment. These are provider workflow claims, not a finding on an individual relationship.
teamed · 2026-10-13
Teamed.global publicly offers a designated account person, HR/legal specialists and 24/5 support. Its HR-manager page says specialists are assigned within 24 hours. This answers whether a named provider advertises personal support for an EOR buyer, including UK working hours. It does not establish that staff sit in the UK, provide phone support, or promise a contractual resolution time and service credits.