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How to hire remote employees in
Laws about hiring are complicated, and the same is true in Armenia. But there are ways to sidestep the headaches—if your company hasn’t already established a physical presence in Armenia, you have two real options when it comes to hiring. We’ll detail both below.
If you want to successfully hire in
Armenia
, you have two options:
Laws about hiring contractors are significantly more simple in
Armenia
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Armenia
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Armenia
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Armenia
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Armenia
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Armenia than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Armenia.
The minimum annual leave is 20 working days for a five-day working week and 24 working days for a six-day working week.
Extended annual leave of up to 25 working days for a five-day working week, or 30 working days for a six-day working week (in exceptional cases, 35 working days for a five-day working week, or 42 working days for a six-day working week) is given to employees in working conditions, deemed stressful or high risk.
There are 20 public holidays, 14 of which are non-working.
Employees provide paid sick leave to their employees from the 2nd to the 5th day. After the 6th employees are covered by social insurance.
Pregnant employees receive 140 days (70 days of pregnancy, 70 days of childbirth), 155 days (70 days of pregnancy, 85 days of childbirth) – complicated childbirth, 180 days (70 days of pregnancy, 110 days) in case of having more than one child at a time.
In case of premature birth, unused days of maternity leave are added to the days of maternity leave.
The daily benefit is 100% of the insured’s average monthly earnings (regardless of the number of years of covered employment) divided by 30.4 (average number of days in a month).
Fathers can take 5 days of paid leave within the first 30 days after the child is born.
Parents is entitled to 5 days paid leave within the first month of the child’s birth.
None.
None.
None.
In order to terminate an employee, an employer must have sufficient reasons and provide notice.
The notice period is determined by the length of employment.
up to 1 year of employment – no less than 14 days notice
1-5 years employments – 35 days notice
5-10 years of employment – 42 days notice
10-15 years of employment – 60 days notice
Severance pay is determined based on the grounds of termination.
liquidation of the organization/reduction in the number of employees/recovery of the employee in the previous job
an employee for non-compliance with the position held/Long-term disability of the employee/The employee is entitled to an old-age pension/Significant working conditions to change/employee to be called up for compulsory military service –
The probationary period is generally set at three months in the employment contract. Before the expiration of the probationary period, the employment contract can be terminated by notifying at least 3 days in advance.
Full Time employment is considered 40 hours weekly, and 8 hours daily.
Employees earn 150% of their normal hourly rate for each hour of overtime work. Employees earn 130% of their normal hourly rate for each hour of night work.
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