Hire across Europe, licensed where compliance is hardest
Two badges most EOR providers can't show you
Germany's labour leasing licence
The Arbeitnehmerüberlassungsgesetz (AÜG) governs placing a worker under a client’s direction in Germany. Without it, the arrangement is unlawful labour leasing.
PamGro holds the AÜG licence through its own German entity so consultants and employees directed by your client stay compliant, not exposed.
The Netherlands labour standards certification
SNA (Stichting Normering Arbeid, under NEN 4400-1) certifies that a company pays Dutch payroll taxes and legal wages correctly. It shields clients from chain liability, the risk of being held responsible for a supplier’s unpaid taxes.
PamGro’s SNA certification means hiring in the Netherlands through us protects you, not just your worker.
Everything it takes to build an European Team
The parts that catch foreign employers out
Employing in Europe is more than a salary. We carry the parts that create liability, from works councils to the exits where tribunals get involved so compliance is handled, not hoped for.
Coverage others claim.
Licences others don't hold.
20+
European countries covered
200+
In-house legal and tax experts
24×7
Dedicated customer support
120+
Currencies to pay your employees
Coverage others claim. Licences others don't hold.
Licensed where it’s hardest
AÜG in Germany and SNA in the Netherlands, held directly, not borrowed from a partner. The liability sits with PamGro.
Own entities, one owner
Employment sits with PamGro-owned entities across Europe, so there’s no third party between you and compliance.
Local depth, global reach
Europe is one of our strongest regions, backed by coverage in 150+ countries, scale beyond Europe on the same relationship.
A named human
A dedicated RM and in-country experts, from a works-council question to a severance calculation.
Onboard your European hire in days, not months
Share the role
Country, compensation, and start date. That’s all we need.
Get a compliant contract
Drafted to that country’s law and any applicable CBA, ready before the start date.
Onboard and verify
Background checks, registrations, and social-security enrolment handled in parallel.
Get paid, every cycle
Payroll run and statutory dues filed on time, tracked on one dashboard.
Frequently Asked Questions
What is an Employer of Record (EOR) in Europe?
An EOR in India legally employs your team on your behalf, so you hire without setting up an Indian entity. PamGro handles the contract, payroll, PF, ESI, gratuity, professional tax, and state compliance, while you manage the work. It’s how companies worldwide build India teams in days.
What is the AÜG licence, and why does it matter?
Yes. PamGro acts as the legal employer on its own registered India entity, so a company anywhere can hire Indian employees without registering in India. We run payroll and statutory filings and keep everything compliant with central and state law, from day one.
What is SNA certification in the Netherlands?
Hiring in India involves Provident Fund (PF), Employees’ State Insurance (ESI), gratuity, professional tax, and TDS withholding. Rates vary by salary and state. PamGro calculates, deducts, files, and pays each on India’s schedule, so employees get what local law requires and you stay compliant.
Can I hire in Europe without setting up a local entity?
Most standard India hires start within days. Our contracts are pre-built to Indian central and state law and we employ through our own India entity, so there’s no entity setup or drafting delay. We register the employee for PF and ESI as part of onboarding.
How does PamGro handle GDPR and European data protection?
Most standard India hires start within days. Our contracts are pre-built to Indian central and state law and we employ through our own India entity, so there’s no entity setup or drafting delay. We register the employee for PF and ESI as part of onboarding.
How fast can I hire an employee in Europe?
Most standard India hires start within days. Our contracts are pre-built to Indian central and state law and we employ through our own India entity, so there’s no entity setup or drafting delay. We register the employee for PF and ESI as part of onboarding.