How to get hired by a company in a different European country (2025 guide)
Cross-border hiring is now normal.
Plenty of teams will consider you even if you live in another European country, sometimes through an employer of record (EOR), sometimes as a direct employee, and sometimes as a contractor. This guide is written for you, the job seeker. You’ll learn where to look, what contract types mean for your rights and pay, the paperwork that usually comes next, and the new EU rules that quietly work in your favour.
A quick SEO note for those Googling: if you keep seeing employer of record Europe 2025 in job ads, it simply means the company can legally hire you where you live without opening a local entity. From your side, that affects who signs your contract and whose benefits you get - more on that below.
And a further note, for all readers: this information is designed to help you navigate a fast-moving and confusing scene. However none of this constitutes legal or immigration advice for you as an individual. Check our country pages and communities for professional recommendations where we have them, and do your own due diligence, always.
First decision: do you want to move, or stay where you are?
Plenty of European employers will hire you without relocation. If you’re an EU/EEA or Swiss citizen, you can normally take up work or look for a job in any other EU country without a work permit. That freedom of movement makes relocating straightforward if that’s what you want.
If you’re a non-EU national, the picture depends on visas in the country you’d move to (for example an EU Blue Card or a national permit).
If you’ll stay living where you are and work remotely for a company based elsewhere in Europe, immigration is usually simpler because you’re not changing country of residence—but you and your employer still have to get tax and social security right. Use the EU Immigration Portal for official routes if relocation is on the table.
The three ways companies hire across borders (and what each means for you)
Direct employment (company’s local entity)
You sign a standard employment contract with the company’s subsidiary in your country. You’ll be paid via local payroll, on local terms and benefits. This is common when a company already has a presence where you live, or they’re asking you to relocate.
Employer of record (EOR)
You sign with a local EOR that employs you on behalf of the company. Day-to-day you report to the company; the EOR runs payroll and handles statutory benefits. In Germany, this is often treated as labour leasing and the EOR needs an AÜG licence from the Federal Employment Agency—use this language when asking a recruiter “which licence does your EOR hold?” (it shows you know your stuff).
In France, you might see portage salarial (an umbrella-style employment model) used for independent professionals—legally recognised and regulated.
In the Netherlands, payrolling is a specific legal setup where you’re the payroll company’s employee but must get at least the same employment terms as comparable direct hires, and “adequate” pension rules apply. Good EORs there will explain your parity rights clearly.
In Spain, authorities police unlawful labour lending (cesión ilegal). A 24 October 2024 Court of Justice ruling made waves by clarifying that EU Temporary Agency Work rules can apply even where the provider lacks national authorisation—useful context if a Spanish recruiter mentions EOR; expect extra scrutiny and ask how your contract complies.
Independent contractor (freelancer)
You invoice the company for services. This can be fine for project work if you set your own schedule, tools and methods. If the company wants set hours, tools, holiday approvals and ongoing management, employment is the safer, fairer fit.
Where to find roles that truly accept cross-border candidates
Job boards increasingly mark roles as “remote in EU” or “remote, Europe”. Go beyond that label:
Scan the benefits section. Phrases like “EOR-supported countries” or “we work with local payroll partners” are promising.
Check time zone notes (e.g., “within CET±2”).
Ask the recruiter, “Can you employ me where I live, and if so will it be direct, EOR, or contractor?” That one sentence moves the process along quickly.
Our related reads for honing your pitch: How to be a remote-first employer and Remote work skills that hiring managers value.
What new EU rules change for you in 2025–2026
Pay Transparency Directive (affects all kinds of employers).
Employers will have to provide the initial pay or range in job info and won’t be allowed to ask about your pay history once your country transposes these rules. You’ll also get stronger rights to request information about pay for equal work or work of equal value. Member States must implement by 7 June 2026—some will move earlier. When a recruiter stonewalls on salary, it’s reasonable to say: “The EU Pay Transparency Directive requires ranges; have you set one yet for this role?”
Platform Work Directive (if you work via an app/marketplace).
If you do platform/gig work, the EU has adopted new rules, including a presumption of employment where there’s direction and control, plus limits on algorithmic decision-making and a right to human review. Countries now have two years to turn this into national law (deadline 2 December 2026).
If an app “de-activates” you or cuts earnings by algorithm, you’ll gain clearer rights to explanations and human checks.
Social security for cross-border telework (the A1 and the <50% option).
Only one country’s social security law applies at a time in the EU system, proved by an A1 certificate. There’s also a multilateral framework that lets employees who live in one signatory country and are employed in another telework up to 49.9% from home and remain covered by the employer country’s system—if both countries signed and your employer applies.
This is handy for hybrid cross-border setups; ask HR/EOR whether an A1 will be requested for your pattern.
What to expect in offers and contracts
If it’s direct employment.
You’ll get a local employment contract in your country of residence (or the country you relocate to), local payroll, statutory leave and social insurance. Relocation benefits vary; ask about probation, notice, sick pay, holiday carry-over, and pension.
If it’s EOR employment.
Your contract is with the EOR in your country. Day-to-day work is for the hiring company, but benefits and policies come via the EOR—and should meet local minimums. In Germany, check the EOR’s AÜG licence; in France, portage salarial contracts come with a defined three-party structure and minimums; in the Netherlands, payrolling means parity with direct employees. In Spain, expect more questions about role control and assignment to avoid unlawful lending.
If it’s a contractor agreement.
You’ll invoice for deliverables. Make sure you have a separate IP assignment so your work can be used, and read the control clauses carefully. If the company sets fixed hours, approvals, and ongoing duties, suggest switching to EOR or employment.
The simple path to being hired from another European country
Aim for clarity early.
Tell the recruiter where you live (duh!), whether you’re open to relocation, and your right-to-work status. If you’re EU/EEA/Swiss, mention that you can work in other EU countries without a work permit if moving; if you’ll stay put, ask if they support EOR employment in your country.
Use salary ranges to your advantage.
If a range isn’t in the ad, ask for it. The Pay Transparency Directive sets the tone across Europe, so this is an entirely reasonable question in 2025.
Make the onboarding admin easy for them.
Have scans of ID, proof of address, bank details formatted correctly for local payroll (IBAN/BIC), and your tax numbers ready. If you’ll work cross-border, ask whether they or the EOR will request an A1 certificate and whether your pattern uses the <50% telework option under the EU framework.
A candidate’s checklist you can copy/paste into your notes
Contract type offered (direct, EOR, contractor) and in which country you’ll be employed or registered
Salary range and bonus/commission plan; ask when they plan to publish ranges in line with EU rules
Benefits via EOR or direct payroll: holiday, sick pay, parental leave, pension, health cover
Equipment and allowance (laptop, home-office stipend, travel budget)
Time zone expectations and core meeting hours
Data/algorithmic tools used to manage performance or scheduling; if it’s platform work, ask about human review rights
Cross-border admin: who handles A1 and social security; whether the <50% telework arrangement applies
Local compliance quirks: in Germany confirm the EOR’s AÜG licence; in France ask if it’s portage salarial; in the Netherlands confirm payrolling parity; in Spain ask how the model avoids unlawful assignment (cesión ilegal)
IP and confidentiality clauses, and how they adapt to your country’s law
Probation and notice periods, and what happens if the company closes the entity or ends the EOR arrangement
What about taxes and social security if you’re staying put?
Two quick truths:
Within the EU coordination system, only one country’s social security applies at a time, evidenced by an A1 certificate for cross-border cases.
A new framework lets eligible cross-border teleworkers stay under the employer country’s social security while teleworking <50% from their residence state—if both countries signed and your employer files the request. It’s not automatic; it’s a helpful option to discuss.
For income tax, rules depend on residence and (sometimes) where work is performed. Employers often prefer EOR employment because local payroll withholds the right contributions without headaches. If you’re unsure, ask HR for the payroll country and whether your payslips will show local taxes and social security.
How to talk about money and benefits across borders
Salaries differ by country. Many companies now set country bands or location multipliers. This is unfair, but it’s the reality.
You can absolutely ask:
“Which country band would you place me in if I remain in [Your Country]?”
“Does your comp framework equalise for skills/scope, with cost-of-labour adjustments?”
“Which pension and leave entitlements apply under your EOR or local payroll?”
Thanks to the Pay Transparency Directive, it’s fair to expect clarity on starting pay ranges and how decisions are made.
If your work is coordinated by algorithms, you have growing rights
Candidates in platform-style work (delivery, ride-hailing, online marketplaces, or app-scheduled shifts) should know about the Platform Work Directive. Expect national rules by December 2026 that strengthen your hand on employment status, data transparency, and human review of automated decisions. Flag any algorithmic monitoring in interviews and ask how you can contest decisions.
Final thoughts
Plenty of European companies will hire you wherever you live. Your job is to spot genuine cross-border readiness (direct, EOR, or contractor), use salary transparency, and get the admin right so payroll and social security run smoothly. If you get offered EOR, think of it as a delivery vehicle for your employment rather than a downgrade. And if you work through a platform, remember stronger rights are on the way.
Looking for a warm-up before you apply? Don’t forget about our Remote Job Interview Toolkit. A Remote Clarity Day could also help you to hone your personal approach to your job search and negotiation process, in a rapidly changing world.
You’ve got this, so make sure you get the terms you deserve.
Sources mentioned
Pay Transparency Directive (Directive (EU) 2023/970): salary range disclosure; ban on pay-history questions; transposition by 7 June 2026. https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/
Platform Work Directive (Directive (EU) 2024/2831): presumption of employment and algorithmic transparency; two-year transposition window to 2 December 2026.
A1 certificate & social security: “one country at a time”; official guidance for workers; cross-border telework framework enabling <50% telework from residence with coverage in employer state when both countries sign and an A1 is issued. https://europa.eu/youreurope/citizens/work/social-security-and-benefits/country-coverage/index_en.htm,