Compare approaches
A global HR or employer-of-record platform covers payroll, contracts and benefits across many countries, and immigration is one module among many. Specialist immigration software goes deep on each country's permit steps, deadlines, document checks and salary monitoring. Use a broad platform when employing people abroad without a local entity is the main need; use specialist software when work permits and compliance in a country are the hard part.
Two approaches
By category. Many employers use both.
Watch for: Check how deep each country's permit steps go, who files, whether salaries are checked against permit terms every month, and whether it supports your local language.
Fits best: Hiring in a country where you have no entity; payroll and contracts across many countries.
Watch for: It does not run payroll or employ people for you; connect it to your HR system instead.
Fits best: Employers and agencies whose hard part is the permit: steps, documents, deadlines, salary terms and renewals.
What to check
Ask to see a country's steps with their sources and the date they were last checked.
Monthly checks catch the issues that end in a refused extension.
Know whether you, an agency or the vendor files, and in which e-service.
Newcomers act faster in their own language.
Ask for the region, the DPA and the subprocessor list.
Be fair
An employer-of-record arrangement solves employment itself, which software alone cannot.
A broad platform keeps contracts and pay in one place.
Who it suits
FAQ
Yes. A broad HR platform can run payroll and contracts while specialist software runs the permit plan, documents and monitoring, connected through the HR system.
No. Settio is software: your own company or your agency stays the employer.
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Informational only. This guide is not legal advice. Always verify requirements with official government sources before acting. Facts checked 11 October 2026. About this information