Foreign Staff Leasing for Factories and Manufacturing
in Ukraine
Asia Work is the official employer for workers from Asia. You get a ready crew, one monthly invoice, and zero HR bureaucracy.
What Is Industrial EOR and How Does It Protect Your Business?
Industrial EOR (Employer of Record) is a model where Asia Work becomes the official employer for foreign workers at your facility. We carry full legal responsibility, manage HR records, and interact with government authorities.
You get stable workforce without your own HR department, risk of immigration law violations, or unpredictable costs.
- Asia Work is the official employer in all documents
- You interact only as a service customer, not an employer
- Full compliance with Labor Inspectorate and Migration Service
From Application to Production Line
Four steps — and your factory gets workers ready to go, with zero HR bureaucracy.
Application & Selection
You describe the need — headcount, specialty, timeline. We select from a database of 5,000+ vetted specialists.
Onboarding to AW Payroll
We handle all documents — from D-03 work visa to employment contract. Labor Inspectorate and immigration are our responsibility.
On the Production Line
Workers arrive already onboarded. We support them through every stage of adaptation — from housing to induction.
One Monthly Payment
Each month — a single service completion act and one invoice. No payroll taxes, vacation pay, or HR paperwork.
Industrial EOR vs Traditional Hiring
Why companies with production needs choose staff leasing over hiring foreign workers independently.
Frequently Asked Questions
Everything you wanted to ask about Industrial EOR before submitting a request.
01Who is liable if an employee violates labor discipline or the law?
Asia Work, as the official employer, bears responsibility in labor and immigration relations. Your company is a service customer under an outstaffing agreement — a fundamentally different legal status. All Labor Inspectorate and immigration service matters are handled by us.
02What happens if an employee gets sick or resigns?
Within the 3-month guarantee — we provide a free replacement from the reserve candidate pool. Replacement turnaround time is from 48 hours. Sick pay and severance costs are ours, not yours.
03How does payment work? Are there hidden fees?
Each month — one service completion act and one invoice. The price includes salary, contributions, logistics, and documents. No surprises: all costs are discussed upfront and fixed in the contract.
04How long does it take for the first worker to start?
From application to first day on the job — an average of 3–6 weeks depending on specialty and headcount. Urgent needs are filled from reserve within 48 hours.
05Can we increase or decrease headcount during the contract?
Yes, this is one of the key benefits of the outstaffing model. You pay for actually engaged people. Scaling from 10 to 100+ is agreed via an addendum to the main contract.
Ready for Stable Change?
Leave a request, and we will select the optimal cooperation model.