Employment documentation should identify the actual employer and the authority behind hiring and payroll decisions. Connect contracts, permits and approvals to the entity’s records, then define custody where administration is outsourced. Employment-related treatment requires appropriate review; a group relationship does not by itself allocate every workforce obligation.
Identify the legal employer before payroll setup
Clarify which entity contracts with each worker and how management or group-company arrangements operate. Recruitment administration and outsourcing should not obscure the company responsible for employment obligations.
Align authority and employee records
Employment terms, payroll approvals and access rights should reflect the company’s actual signing arrangements. Review applicable WPS, social insurance, pension, gratuity and insurance questions with the appropriate specialists.
Maintain records through the full employment lifecycle
Keep appointment, variation, permit and exit evidence in a controlled file. The entity should remain able to explain its responsibilities even when payroll or HR administration is outsourced.
Specific enquiries within this scope
Choose the task that matches your situation. Availability, responsible providers and any required professional permissions must be established in the written scope.
If the entity will employ staff or sponsor a group benefit arrangement, identify the employer of record and who has authority to approve commitments. Distinguish company governance from pension-product selection and statutory social-insurance treatment. Employment and appropriately licensed financial specialists must review the arrangement; constitutional powers alone do not establish a compliant or suitable employee savings plan.
The choice between a new subsidiary, branch or transferred operation can affect how employment records and existing obligations need review. Identify the actual employer, service continuity and compensation records before assigning responsibility in the entity documents. Qualified employment and accounting advice should resolve treatment. A formation scope cannot determine final benefits or erase pre-existing employee entitlements.
Define which entity will purchase insurance, employ the covered people or hold the insured assets before requesting specialist advice. Clarify signing authority and any parent-company policy relationship. Coverage, exclusions and placement remain matters for appropriately authorised insurance providers. An entity chart helps identify the contracting party but does not establish cover or recommend a product.
Scope to agree in writing
- Legal employer record map
- Payroll approval authority checklist
- Employment document index
- Outsourced record custody questions
Prepare for the enquiry
- Proposed roles and work locations linked to the proposed entity
- Employment terms and policies showing current record versions
- Payroll and permit records and relevant authority evidence
- Benefits and insurance information with document inconsistencies flagged
Before you take the next step
Which entity should appear as employer?
Identify the company actually entering the employment arrangement and bearing the responsibilities. Group management practices or outsourced administration should not obscure the legal employer in the documents.
How should payroll approval reflect signing authority?
Check who may authorise employment terms, changes and payments under the company’s records. Maintain evidence so operational access does not silently replace the intended approval structure.
What should remain in the company file when HR is outsourced?
Relevant contracts, approvals, permit evidence and current employee records under an agreed custody process. The company should still understand its responsibilities and how records can be retrieved or corrected.
Continue your planning
PRO and government liaison
Connect government instructions to the company’s authority records. Organise employer, signatory and submission evidence so administrative coordination remains traceable and workforce assumptions are not mistaken for established permissions.
02Investor, work and family residency
Separate shareholder status, employer authority and individual immigration routes. Link the relevant company records to applicant evidence while treating family sponsorship and Golden Residency as distinct eligibility enquiries.
03Accounting, VAT and tax coordination
Define the entity’s transaction boundary and evidence for related-party funding. Connect bookkeeping and opening records with qualified tax review, professional reporting responsibilities and an intelligible corporate financial file.