I have an existing payroll account from my previous company, and I can convert it to my new payroll account. However, I still haven’t receive my final pay from the previous company so I would like to retain it as it is. Is it okay to create a new payroll account for my new company while keeping the old one active?

Please help. Thank you!

I have around four years of experience across backend development, data science, and AI engineering, working with Java and Spring Boot on the backend and Python for ML and LLM work. I'm based in Bengaluru and have been going through interview processes over the past few weeks.

A pattern I keep running into is roles where the payroll company and the actual work are two different organisations. The payroll company is a staffing or consulting firm, and the deployment is at a client that is usually a well-known name. The payroll firms themselves vary a lot. Some are large service-based companies, others are small outfits with almost no public footprint. The compensation being discussed is reasonable, which is why I'm taking these conversations seriously rather than dismissing them.

What I have not been able to find a clear answer on is how the arrangement plays out over time. On paper the client name looks good, but the employment relationship sits with the vendor, and I'm unclear on what that means practically. Appraisals, promotions, and any kind of internal growth presumably run through the payroll company rather than the client, but I don't know how that works when the person evaluating your work and the person deciding your raise are in different organisations entirely. Similarly with what happens at the end of a project, whether there is a bench period, and how notice periods and benefits typically compare to direct employment.

The other thing I'm unsure about is how this reads later. If someone spends a couple of years on a vendor payroll while deployed at a large client, how is that interpreted when they interview elsewhere? Does the client engagement carry the weight, or does the vendor name on the offer letter become the limiting factor? I've also seen conversion to direct payroll mentioned during these conversations and I don't know how often that actually materialises.

Would appreciate hearing from anyone who has worked in this setup, particularly on what you'd approach differently in hindsight.

I am currently on the payroll of Randstad, and deputed to a client. So now I am in the client place since april and I am not liking the job, too much pressure. I plan to abscond from this job. Today is July 22nd, can Randstad withhold my salary for July if I abscond? I intend to return client’s assets, the laptop. But I really dont think I can continue to work here.

I am currently on the payroll of Randstad, and deputed to a client. So now I am in the client place since april and I am not liking the job, too much pressure. I plan to abscond from this job. Today is July 22nd, can Randstad withhold my salary for July if I abscond? I intend to return client’s assets, the laptop. But I really dont think I can continue to work here.

We’re a small remote company with team members in a few different countries. Instead of setting up local entities, we went the global payroll / Employer of Record route.

Honestly, it’s been pretty smooth so far. Payroll runs fine, compliance isn’t on our plate, and hiring across borders feels way easier.

That said, I’m wondering what we’re not seeing yet. For founders using an EOR long term, were there any surprises like costs stacking up or legal gray areas? Would really love real world feedback.

Need to do some digging into finding some 401k providers for my company and was wondering if anyone had any good leads. We are mid sized company with a handful of branches in 2 states. Roughly 200 employees. We want to keep our current payroll provider. Thanks!