Employ Candidates Compliantly in Moldova

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  1. Overview: Moldova
  2. Global HR Compliance
  3. Global PEO and Payroll
  4. Work permit for hiring expats via PEO
  5. Expand without a company set up
  6. Contractor vs. employee: which is better?
Other counrtries

Global PEO and Payroll in Moldova

When you consider the ever-growing international market, you may find that your business is poised to benefit from overseas expansion. However, with so many countries to choose from and a vast difference in cultural norms and laws, it can be hard to know where to start.

Given that many potential international locations have different regulations, accounting systems, and tax structures, getting the right help is crucial. The first step is finding the right partner for your business. Here are some basic concepts related to expanding internationally that any business should be familiar with before starting down the road of global expansion.

9 Steps to Help You Navigate through Global Expansion Journey

  1. Determine Your Global Expansion Strategy
  2. Building a Global Expansion Team
  3. Choose the most business-friendly and cost-effective countries
  4. Determine the most effective mode of entry, keeping the ease of exit in mind.
  5. Determine the right talent engagement model
  6. Develop a robust global talent acquisition strategy. Find an experienced and reliable partner.
  7. Compliantly hire local and foreign talent in multiple jurisdictions
  8. Create Global HR Compliance and Employment Risk Management Strategies
  9. Maintain reliable talent management systems. Adhere to local labor laws and HR compliance regulations.
  10. Global Talent Retention Programs

What is a Global PEO?

A PEO, or ProfessionalEmployment Organization, is a company that contracts with other businesses to provide human resources services. These include payroll and benefits administration, tax reporting, workers’ compensation insurance, unemployment insurance claims management, employee screening, legal and regulatory compliance assistance, HR consulting, immigration services, and other financial services. Businesses can focus on their core competencies and goals by outsourcing these time-consuming and complex tasks to a global PEO.

How Does a Global PEO Work? What Is the “Co-employment” Model?

Co-employment is an excellent way for growth companies to enjoy the benefits of a professional HR solution on a long-term basis while maintaining direct control over day-to-day operations. A PEO is an organization that provides HR and payroll services but doesn’t hire or terminate employees independently. Those responsibilities are shared between the employer and the PEO.

Organizations that partner with a Global Professional Employer Organization (PEO) enjoy many benefits. By working with a PEO, businesses can take advantage of a co-employment relationship which can free up time and resources that can be better spent on strategic decision-making and business growth. Global PEOs are responsible for payroll, withholding and paying payroll taxes, managing compensation and benefits coverage, and providing HR compliance guidance.

The global PEO becomes a co-employer of the organization’s employees, and PEO shares the employment responsibilities of the client organization. PEOs assume many administrative and HR compliance tasks that businesses would otherwise have to handle, giving business owners and management teams more time to focus on running their companies.

In addition, Professional Employment Organisations can provide valuable services and expertise that businesses might not be able to access on their own in Moldova. Using a PEO can be a great way for businesses to improve efficiency, save time and money, and gain access to valuable resources and expertise.

Acumen’s Global PEO and Payroll solution was designed especially for companies like yours to smooth the way for quick, easy, and risk-free business operations in Moldova without establishing a legal entity.

PEO vs EOR: What’s the Difference Between a PEO & EOR?

Businesses looking to shift some of their HR responsibilities to another company in the same country where their business is registered are more closely aligned with a PEO. A PEO is a co-employment model that allows sharing the risks between the client organization and a PEO service provider and outsourcing HR functions and day-to-day operations. This is a key distinction between an EOR and a PEO.

PEO vs EOR Comparison

ATTRIBUTE PEO EOR
Employment Model Co-employer Sole Employer
Permanent Establishment Factor Can only work with clients who have a registered in-country (state) entity Facilitates foreign expansion without setting up an entity
Key Services Global employment, payroll, benefits, immigration (visa, work permits), mobility Global employment, payroll, benefits, immigration (visa, work permits), mobility
Responsibilities Responsible for the entire array of HR functions Responsible for a portion of HR functions
Tax Administration Depending on local tax regulations may require taxes to be filed under the client’s taxpayer ID Files taxes under own Taxpayer ID Number
Payroll Funding Requires advanced payments from the client Provides payroll funding
Local Entity Establishment Required Optional
Local Entity Ownership Does not own the entities. Instead, partners with a local or global third-party provider. A PEO  does not allow you to hire in countries where you do not have a local entity. 100 % owns legal entities in the country of service. Allows hiring a workforce in other countries without setting up a business entity
Liability Shares responsibilities and liabilities Assumes all responsibilities and liabilities. EOR hires the employees in the new country under its local business entity and takes on all of the legal risks
Legal Advice Optional 100% compliance required
Global Labour & HR Compliance Optional 100% compliance required
Insurance May require the client to provide their own insurance. Provide general liability (GL) and workers’ compensation (WC) insurance coverage.
Benefits Provides higher quality  employee benefits at competitive prices Provides higher quality employee benefits at competitive prices
Short-time Worker Employment Provides no support Supports
Employment Agreement The client must draft and sign the employment agreement with an employee. Drafts and signs the employment agreement directly.
Pricing Structure
  • Fixed monthly fee per employee
  • Percentage of payroll plus applicable taxes
  • Fixed monthly fee per employee
  • Percentage of payroll plus applicable taxes

What Services Does a Global PEO (Professional Employment Organization) Provide?

  1. Global Payroll management;
  2. Compliance with local tax rules (file & deposit) in Moldova;
  3. Handling compliant employment contracts: 
  4. Background, education, and other checks; 
  5. Onboarding and termination processes, as well as employee’s compensation;
  6. Immigration services, arranging visas and work permits for employees;
  7. Ensuring the working process is organized under local labor laws;
  8. Processing workers’ medical insurance and other benefits (day-offs, bonuses, and more);
  9. Global employment process maps, matter maps, employment guides, and other documentation.

Global Employment Services: How a Global PEO can Help You in Business Transition

Companies around the globe are merging and acquiring one another to become more competitive. While this is in the company’s best interest, predicting how a merger or acquisition will affect its employees can be challenging.

A bad transition can cause many problems, including increased employee complaints and turnover. The effects on employees may also extend beyond their employment with the company. This is why employers need to ensure a smooth transition for their employees by complying with termination procedures and taking other steps to protect themselves from legal action in Moldova.

Acumen International provides business development services to companies making international transitions. Acumen protects and serves the needs of employers in transition by providing them with compliant and secure global employment services.

At Acumen International, we know how to make the most of an uncertain situation. By helping businesses navigate complex international employment laws, we can provide the global employment tools and expertise needed to succeed in every country. We’ll get you to your destination — even if there are a few unexpected stops.

We’ve helped hundreds of companies transition into new ownership with less disruption than expected — all because we’ve prepared them well in advance and given them a solid global employment framework upon which they can build their new hiring and hiring approach. We take care of all employment law compliance across multiple jurisdictions, including Moldova, so that our clients have more time and energy to devote to what matters most — keeping their customers satisfied and their business.

Acumen International – Your Professional Employer Organization in Moldova

Navigating the Moldovian legal system and adhering to regulations governing employment and taxation can be challenging for businesses, especially if you are not a native Moldovian speaker. Partnering with Acumen International as a global Professional Employer Organization (PEO) provides you with the local knowledge and support you need to conduct business in Moldova without concern for legal and compliance risks.

Whether representing international client companies or taking your business operations abroad, Acumen International’s Global PEO and payroll service allow you to hire and payroll local and ex-pat employees in Moldova. With Acumen in your corner, you can quickly and efficiently onboard and compensate your employees without the risk of legal repercussions.

Global Payroll Management & Compliance Considerations

Managing employees in different countries can be a complex and challenging task. Employees may need to be registered and taxed differently in each country, and there may be other laws that need to be followed. This can make it very hard to keep track of everything and ensure everything is done correctly.

When it comes to payroll, there are many different regulations that you must follow to avoid penalties or litigation. Each country has its laws and regulations, but some standards apply internationally. You must know and adhere to tax deadlines, withholding and reporting laws, and regulations requiring employee tax slip signatures. If you fail to adhere to these payroll compliance rules, you could face severe penalties that could negatively impact your business.

Global payroll management is a complex process that requires careful consideration of various factors. Payroll specialists must consider local regulations and taxation requirements, which can be time-consuming and difficult to navigate. However, by addressing some key challenges and partnering with a Global PEO, organizations can ensure compliant, accurate, and timely payments.

Co-Employment Client
Employment risks mitigation 50% 50%
Tax compliance & payroll processing
Involvement 35% 65%
Incorporation costs
Coverage client’s home country only client’s home country only
International Payroll Client
Employment risks mitigation
Tax compliance & payroll processing
Incorporation costs own foreign entity required
Effort 20% 80%
Coverage multinational multinational
Our Global PEO&Payroll Client
Employment risks mitigation
Tax compliance & payroll processing
Incorporation costs no need for own
entities
Effort 90% 10%
Coverage 190 countries 190 countries

Global Payroll Calculator: Accurate Global Employment Cost Estimation

When hiring employees and contractors across the globe, you may not be choosing the most cost-effective and business-friendly country.

  • Do you know which country is the most cost-effective place to hire employees?
  • What are the costs of entity establishment and legal representation?
  • What are the payroll costs and management fees?
  • What are your ongoing annual tax compliance costs?
  • Are you fully aware of banking implications?
  • Did you know that labor laws and hidden costs could make your company less efficient when choosing a country to run your business?
  • Did you know that there could be a more cost-effective country to hire employees in and save up to 50%?

This is because countries have different labor laws, compliance, and tax regulations. What if, instead of limiting your company’s international expansion by cutting through the jungle of local regulatory compliance, tax, labor, and immigration requirements, you could have all the information of 190 countries at your fingertips?

Acumen International offers the Global Payroll Calculator to help businesses understand the compliance requirements for conducting business in a new country. Acumen’s research team tracks developments in 190 countries around the globe. It provides up-to-date data on local regulations related to tax, payroll regulations, benefits, hiring practices, compliance requirements, and other labor-related factors that impact an employer’s bottom line. This valuable information makes the Global Payroll Calculator an invaluable tool for businesses looking to expand internationally.

Global Payroll Calculator helps companies reduce labor costs by providing up-to-date information on hiring, compensation, and tax requirements. It is also an ideal tool for quickly locating employees in any country.

How Much Does a Global PEO Charge?

The best global PEO is worth its weight in gold because of the services it provides. Without this kind of global employment support and talent engagement model in today’s fast-paced workplace environment, you will most likely not be able to compete on a global scene with other companies that have one.

Payroll taxes and service fees can be an enormous burden for employers. Many companies use a Global PEO (Professional Employer Organization) to help with these costs. PEOs typically charge a percentage of the total payroll, including employee insurance fees. It can be challenging to determine the actual costs for these services, especially when some employer taxes are only paid on wages up to a certain threshold.

Single Global Service Agreement

Cover all your international projects within a single contract and add new employees and services as you expand your global workforce in the new countries.

No Required Minimums

At Acumen International Global PEO (professional Employmwnt Organization), we accept projects of any length with any number of employees.

Flexible Pricing

We adjust your pricing based on the project employee number, whether you need to scale up or down.

One-stop-shop Solution

We manage all your global services, including employment, recruitment, immigration, legal and global HR consulting, saving you valuable time. And Acumen International covers the cost and saves you the effort of finding and selecting local employment-related service providers.

How to Choose a Global PEO (Professional Employer Organization) in Moldova?

When looking for a professional employer organization (PEO), it can be difficult to know which one will be the best fit for your business. What questions should you ask? What are some red flags? And what do you look for in an international PEO?

­The short answer is: carefully. You need to find a global PEO company that can address your industry’s challenges. The needs of each business are unique, and the same goes for international PEOs. A good global PEO has a strong track record and fiscal stability that can provide comprehensive support and compliance expertise. Make sure they offer services and coverage in all your business areas. Get references from other clients in your industry to ensure you make the best choice for your business in Moldova.

International Global Payroll and Taxation in Moldova

Employment Taxes

Personal Income tax (PIT)

Moldovan residents (both Moldovan citizens and foreigners) are subject to taxation for their income received during the fiscal period from any sources within the Republic of Moldova, as well as from sources outside the country for their work activity effectively performed in the Republic of Moldova (except income that is expressly tax-exempt under the Moldovan law).

Moldovan citizens receiving investment and financial income from sources outside Moldova are also subject to tax on this income in Moldova.

At the same time, individuals qualifying as non-residents for Moldovan personal income tax (PIT) purposes are subject to Moldovan tax for the income derived from Moldovan sources (e.g., income received from property located in Moldova, remuneration for activity performed in Moldova, interest, and royalties received from Moldovan legal entities).

Non-taxable Payments

For inbound expatriates, there are no types of exempt income. For outbound expatriates, the following benefits are considered nontaxable if the employer bears: transportation costs, per-diem visa fees, and accommodation, if granted under the law and if supporting documents are available. These expenses are considered nontaxable only if they are incurred for business purposes.

Social Security Contributions

Contributions to the Social Security Budget are mandatory for Moldovan citizens; however, unlike taxes, they have an exact destination and are available for refund to the taxpayer in the form of pensions, allowances, etc.

Payroll Cycle in Moldova

Wages are paid regularly directly to the employee or his authorized representative based on a certified warrant, at the employee’s workplace, on the working days established in the collective or individual labor contract, but:

  • not less than two times a month — for workers who get hourly or piecework payment;
  • not less than once a month — for workers who are paid based on monthly or official salaries.

The employer is obliged to notify the employee about the size of the wage payments, the form of payment, the procedure of calculating wages, periodicity and place of payment, other conditions of wage payment, and their modifications.

At wages payment, the employer is obliged to inform in writing each employee about the components of the wages due to him for the corresponding period, the size and the bases of deduction made, the total sum due to him, and also to introduce the corresponding records in accounting registers and annually — in the work-record cards of employees.

Payment of wages for occasional work, continuing for more than two weeks, is made immediately upon work termination.

In case of death of the employee, wages and other payments due to him are paid in full size to the spouse, children, or parents of the dead person, and in case of their absence — to other successors according to the current legislation.

Non-payroll Taxes in Moldova

The standard VAT rate in Moldova is generally applied to local supplies of goods and services and to importing goods and services through a reverse-charge mechanism.

Some supplies are VAT-exempt with deduction rights, including international transportation and exports of goods or services. Certain supplies are VAT-exempt without deduction right.

Input VAT

Input VAT incurred on acquisitions of goods and/or services may be deducted, provided it is incurred by a VAT-registered payer to perform VATable supplies within its business activity.

If input VAT relates to acquisitions destined to perform mixed supplies (i.e., both VATable and VAT-exempt ones), the input VAT deduction right is allowed on a pro-rata basis.

VAT Refunds

VAT refunds. Should a company register a deductible input VAT exceeding its output VAT, this balance can be partially refunded only if the company carries out a specific range of business activities (e.g., export supplies, international transportation services, production of bakery and dairy products, leasing activity). Otherwise, such VAT amount may be carried forward to the following months, offset against the company’s future output VAT liabilities.

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10 Benefits of Using a GEO (Global Professional Employment Organisation) Solution in Moldova

  1. Global Presence. Local Expertise
  2. Facilitated and unified global mobility administration
  3. Centralized control over the global workforce
  4. Enhanced international employee and employer compliance
  5. Proactive global workforce cost management
  6. Alignment of global talent with opportunities
  7. Advice on favorable tax, benefit, and social security locations
  8. Reduced permanent establishment exposure risk
  9. Simplified global reward structure and administration
  10. Multi-location compliance risk management.

Compensating your local and ex-pat workforce in Moldova and closely adhering to Moldovian taxation requirements can divert your attention and resources from activities that help your business grow. A reliable global employment solution like Acumen’s Global PEO and Payroll service can take a substantial burden off your shoulders so you can focus on running your company.

Outsourcing the administrative and compliance tasks involved in employee payroll is one approach, but we have a better solution. Acumen International offers a global PEO and payroll solution that goes beyond outsourcing. We hire and compensate your global workforce on your behalf and take care of all the payroll details while ensuring full compliance with Moldovian labor and taxation laws.

It is important to note that Acumen does not provide international global payroll services as a standalone solution but only as a part of our global PEO and Payroll solution.

Our comprehensive global PEO and payroll services are just some benefits of partnering with Acumen International. We make it easy for you to achieve your business goals in Moldova by officially employing and compensating your best selected global talent – locals and ex-pats – without concerns for legal and compliance risks faced by global employers.

Disclaimer: Any of the above information is subject to changes imposed by Moldovian laws. To get the latest updates on taxation in Moldova and in 190 countries worldwide, contact Acumen’s team of global employment experts.

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