The EOR Migration Checklist: What to Do Before, During, and After

Why a checklist matters

EOR migrations fail when things are forgotten, not when they're planned badly. The most common issues — overlapping payroll, gaps in benefits, employees left on the old system — are all the result of missing a step rather than a fundamental process failure. Use this checklist to ensure nothing slips.

Before you start

• Identify your reasons for switching and document the requirements your new provider must meet
• Run a provider comparison to shortlist 2–3 alternatives — use Compareor's comparison tool
• Check your current contract for the notice period and any termination fees
• Identify the transfer date — ideally the first working day of a new payroll cycle
• Ensure the new provider has confirmed entity readiness and compliance capability in all target countries before signing
• Negotiate the new contract start date to align with your notice period to the old provider

During the migration

• Notify all affected employees in writing at least 4 weeks before the transfer date
• Ensure new employment contracts are issued and signed before the transfer date — not after
• Confirm the final payroll run date with your existing provider and reconcile all outstanding expenses
• Verify benefits continuity: pension enrolment, health insurance, and any group life cover must not lapse
• Test the first payroll run with the new provider on a subset of employees if possible
• Confirm IT access and expense management tools are updated to the new provider

After the migration

• Verify the first full payroll run — check each employee's net pay against the previous pay period
• Resolve any discrepancies within 24 hours — communicate proactively to affected employees
• Obtain a termination certificate and final invoice from your previous provider
• Archive all employee records, payslips, and compliance documents from the previous provider
• Update internal documentation (employee handbooks, onboarding guides) to reference the new provider
• Schedule a 30-day and 90-day review with the new provider to assess performance