Who approves pay rises, promotions and other employment changes?
Route a proposed employment change through the legal employer before announcing it as final. Agree the business proposal, check local law and employee involvement, document the change, then confirm payroll and benefit implementation. The client’s management decision and the employer’s contractual action should have named owners.
Use a change request that payroll can execute
Record the affected employee, legal employer, current term, proposed term, effective date, business reason and financial impact. Include changes to salary, title, duties, hours, location and reporting line where relevant. Ask for written confirmation of the required approvals and employee documentation.
Separate legal consent from a platform approval
A software workflow does not determine whether a change is lawful. Singapore’s Ministry of Manpower states that employers cannot change employment terms without employee consent. Deel’s documented amendment flow provides an example of review and signing, not a rule that every provider or jurisdiction follows the same steps.
Manage performance with a clear division of work
The client can prepare factual observations, role expectations and proposed support. Ask the legal employer to confirm the applicable process, documentation and any formal employment action. Keep grievances, health information and protected-leave issues in the appropriate confidential channel. Agree who communicates each decision to the employee.
Treat relocation as a fresh scenario
Before approving work from another country or subnational jurisdiction, ask for a reassessment of work permission, payroll, social security, employer coverage and benefits. A remote-work policy or travel allowance is not enough evidence that the existing setup continues to fit.
Worked decision
A manager proposes a promotion and salary increase effective next payroll. The release gate is a documented effective date, the necessary agreement, a revised employer-cost calculation and payroll acceptance before its cutoff. If the change misses that cutoff, ask for the lawful correction or supplementary-payment plan rather than quietly moving the agreed date.
Questions before you act
Can we reduce pay during a quiet period?
Check the contract, local consent rules and any collective terms before making a proposal. Do not submit a payroll reduction as a substitute for the employment process.
Who approves expenses and bonuses?
Agree business approval with the client and payroll treatment with the EOR. Oyster’s documentation distinguishes payroll adjustments from expense claims; confirm your provider’s equivalent workflow.
Who runs a performance improvement plan?
Agree this with the legal employer for the country and situation. Name the person responsible for feedback, records, employee communications and any formal decision.
Country-specific decisions
- Can our manager promote a Kenyan EOR employee by email?
- Does ending an Ontario client assignment end the employee’s EOR employment?
- Can a new Great Britain EOR replace transferred terms with its standard contract?
- Can we end a Dutch payroll employee’s job simply by cancelling the EOR contract?
- Is a French portage employee automatically paid between client assignments?
- Can we reduce a Singapore EOR employee’s salary without agreement?
- How should an Australian EOR fix an underpayment?
Sources
Planning guidance with scoped country examples. Provider documentation describes its own processes.
- MOM: changing employment terms — Employee consent
- Deel: EOR amendments — Review and signing flow
- Oyster: payroll changes — Payments, benefits and separate expense workflow