The EOR Offboarding Comparison tool returns, for a given provider and country, the contractual notice period required to terminate the EOR relationship, data export capabilities, document portability, and any country-specific retention obligations. Below is a representative sample output comparing four providers when offboarding employees in the United Kingdom and United States.
Sample Output: Offboarding Comparison, UK and US, Four Providers
Scenario: A company is switching EOR provider. It needs to migrate 12 employee records from its current provider: payslips, contracts, pension enrollment documents, while ensuring compliance with statutory record-retention rules. The comparison runs across Deel, Remote, Rippling, and Papaya Global.
| Provider | Notice to terminate EOR | Data export available | Export formats | Payslip portability | Self-service offboarding |
|---|---|---|---|---|---|
| Deel | 30 days (MSA Section 7.2) | Yes | CSV, XLSX | Yes (PDF download per employee) | No — requires support engagement |
| Remote | 30 days (Terms of Service) | Yes | CSV | Yes (PDF) | No — requires support engagement |
| Rippling | 30 days (Terms of Service) | Yes | CSV, Excel | Yes (PDF) | No — requires support engagement |
| Papaya Global | 60 days (Terms of Use) | Yes | Excel, CSV | Yes (PDF) | No — requires support engagement |
How Does Papaya Global’s Notice Period Differ?
Papaya Global requires 60 days’ notice to terminate versus 30 days for Deel, Remote, and Rippling. For a company on a parallel-run migration timeline, where the new provider needs to onboard employees while the old one is still running payroll, a 60-day notice period means two payroll cycles of dual billing instead of one. On a 12-person team at $599/month (Deel list rate), that is an extra $7,188 in duplicate EOR fees during the transition.
Which Country-Specific Retention Obligations Does the Tool Surface?
| Country | Statutory payroll record retention | Who holds the obligation | Practical impact on offboarding |
|---|---|---|---|
| United Kingdom | 3 years from end of the tax year to which records relate (HMRC) | The EOR as legal employer | Your former EOR must retain records after you leave. Confirm in writing what they will provide and in what format during the retention window before offboarding completes. |
| United States | 3–4 years (FLSA wage records: 3 years; IRS payroll tax records: 4 years) | The EOR as employer of record | Final pay timing is state-dependent — some states require same-day or next-day final pay on termination. The EOR’s obligation, not yours, but their execution affects your employee’s experience. |
What the Comparison Does Not Cover
Three offboarding variables the tool flags as requiring direct contract review:
Offboarding lead time per employee: The notice to the provider (30 or 60 days) is separate from the employee’s statutory or contractual notice period. If a German employee has three months’ notice, the provider’s 30-day contract notice runs concurrently but you cannot close the EOR relationship until the employment is fully terminated.
Data retention post-offboarding: None of the four providers publicly specifies how long they hold your employee data after you leave the platform. This should be confirmed in writing and mapped against your GDPR Article 5(1)(e) storage-limitation obligations before signing.
Final pay processing time: The time between an employee’s last day and their final payment varies by country banking system and provider processing windows. The tool returns the country constraint; the provider-specific SLA requires confirmation.