How to Switch From Your Current EOR Provider to Toku

Why Teams Switch EOR Providers

Most teams wait too long to switch EOR providers. They tolerate slow support, rising costs, and systems that cannot handle token compensation because they assume the transition will be chaotic. The fear is understandable. Switching EOR providers touches payroll, employment contracts, compliance documentation, and employee expectations across multiple countries.

At Toku, we turn EOR migrations into managed projects with clear timelines, dedicated owners, and zero payment disruption. You get out of a system that treats digital assets as bolt-ons, and into a platform built for both fiat and token compensation from day one. The switch takes four to six weeks with proper planning, and your team gets paid on time throughout the entire transition.

This is how it works.

TL;DR

• The problem: Legacy EOR providers struggle with poor service, hidden fees, and no native support for token grants or stablecoin payroll
• What makes Toku different: Native token compensation, stablecoin payroll via API, 100+ countries, dedicated migration owner
• The migration process: Four structured phases over 4-6 weeks with no payment disruption
• What transfers: All payroll data, employment records, token grant schedules, tax filings, and compliance documentation
• Timeline: Discovery and planning (1-2 weeks), contracting and employee communication (1-2 weeks), data migration (2-3 weeks), first live payroll
• Post-migration: Ongoing optimization, account management, and access to local employment specialists

The Breaking Points That Trigger an EOR Switch

Companies switch EOR providers for three main reasons: poor service, rising costs, and lack of support for digital assets.

Poor service shows up as slow response times, support routed through chatbots, and no clear owner when something breaks. If your current EOR treats every issue like a support ticket instead of a managed relationship, you are probably dealing with this.

Rising costs come from hidden fees that pile up over time. Many legacy EORs charge per employee, per country, per payroll run, and per token event. What looked like a simple monthly fee at ten employees becomes unmanageable at fifty or one hundred.

Lack of digital asset support is the breaking point for crypto-native companies. Legacy EOR platforms were designed for vanilla fiat payroll. When you add token grants, vesting schedules, and stablecoin payouts, these systems either block the functionality entirely or push it into manual, off-system processes. That creates compliance risk, reporting gaps, and frustrated employees who do not understand why their token compensation is handled through side letters and spreadsheets.

Toku exists to solve all three. You get dedicated account management, transparent pricing with no per-transaction token fees, and native support for fiat, tokens, and stablecoins across more than one hundred countries.

What Makes Toku Different From Legacy EOR Providers

Toku is the only global EOR platform built specifically for companies that pay in both fiat and digital assets.

Native token compensation. Token grants, vesting schedules, and withholding are linked directly to employment profiles and payroll. No side letters. No spreadsheets. No scrambling the night before a vesting event.

Stablecoin payroll integration. Toku connects to your existing payroll systems like ADP, Workday, Gusto, and Rippling via API. Payroll calculations stay where they are. Toku handles stablecoin settlement, compliance, and tax withholding behind the scenes. Employees get paid in seconds instead of days, and you save sixty to eighty percent on cross-border payment costs.

One hundred plus countries, one platform. Whether you have employees in the US, contractors in Southeast Asia, or full-time staff across Europe and Latin America, Toku provides compliant employment agreements, local benefits, tax withholding, and payroll in every jurisdiction.

Dedicated migration owner. You are not handed off to a support queue. From day one, you get a dedicated account manager who owns the entire transition and stays with you after go-live.

If your current provider treats tokens and stablecoins like experimental add-ons, Toku is built for exactly that.

The Four-Phase Migration Process

Toku treats every EOR migration as a formal project with a start, a plan, and a finish. Here is how it works.

Phase One: Discovery and Planning (1-2 Weeks)

Your dedicated account manager meets with your finance, HR, and legal teams to map your current footprint and build a migration plan.

We document:

• Countries and headcount. Where you have employees and contractors today, and how many are in each jurisdiction.
• Current contracts and benefits. Employment agreements, benefit packages, allowances, and any local directors or special arrangements.
• Token compensation structure. Grant terms, vesting schedules, cliffs, upcoming unlock events, and how token withholding is currently handled.
• Stablecoin payouts. If you already run stablecoin payroll or plan to, we map which employees want wallet payouts and which jurisdictions allow it.
• Payroll cycles and cut-off dates. When your current provider runs payroll, when approvals happen, and when employees expect to be paid.
• Special situations. Immigration sponsorships, equity rollovers, complex tax treatment, or multi-country reporting requirements.

On our side, we mirror that into a country-by-country transition plan. That includes when current contracts should end and new Toku contracts should begin, how local employment law affects notice periods and required changes, how to handle accrued paid time off and benefits continuity, and how to align your payroll cycle with Toku so there is no gap between your last run with your current provider and your first run with Toku.

By the end of this phase, you have a clear picture of what is changing, when it happens, and who needs to do what. No surprises. No guesswork.

Before selecting an EOR provider, most companies should evaluate critical factors beyond just migration logistics. Learn more about the key questions to ask before choosing an EOR service.

Phase Two: Contracting and Employee Communication (1-2 Weeks)

The part people fear most about switching EOR providers is telling employees. Toku makes that simple.

You get:

• Templated communications that explain the change in plain language. Employees understand what is staying the same, what is improving, and what is changing around their compensation and benefits.
• Localized guidance for countries where employment law requires specific notice periods, consultations, or approvals.
• Token compensation clarity. If employees have token grants, vesting schedules, or stablecoin payout options, we make sure those are explicitly addressed in the new employment agreements instead of hidden in side documents.

Employees receive new Toku employment agreements that reflect local law, your policies, and their full compensation package including tokens and digital assets. Our team is available to answer questions so your HR team is not stuck on back-to-back calls explaining vesting events or wallet setup.

For employees who will receive stablecoin payouts, we also handle wallet onboarding. They understand how they will be paid, what portion will be in stablecoins if applicable, and how taxes are calculated and withheld on both fiat and digital asset components.

From the employee perspective, this feels like a smooth transition to a better system, not a disruptive change.

Understanding who is legally responsible when you hire through an EOR helps clarify the division of responsibilities during and after the transition.

Phase Three: Data Migration and System Setup (2-3 Weeks)

Payroll and data migration is where most EOR switches go wrong. Toku treats this as a structured handoff, not a file dump.

We:

• Pull payroll data from your current provider and reconcile it against your HRIS and internal records. That includes employee profiles, tax codes, benefits elections, allowances, deductions, and year-to-date payroll totals.
• Recreate the right setup in Toku for each country. Local tax treatment, statutory benefits, employer contributions, and compliance documentation are configured correctly from day one.
• Import token grant data and link it to employment profiles. Vesting schedules, grant terms, cliffs, and withholding rules are pulled into the system so token events can be processed automatically alongside regular payroll.
• Align cut-off dates and approval workflows. Your payroll approvals, funding instructions, and employee payment timelines stay consistent. There is no gap, no double payment, and no missed cycle.

For customers using Toku's Stablecoin Payroll API, we also connect to your existing payroll systems. If you run payroll calculations in ADP, Workday, Gusto, Rippling, or another platform, those systems stay exactly as they are. Toku receives net pay, tax withholding, and funding instructions via API, then routes payments onto stablecoin rails where you choose. All movements reconcile automatically in payroll with proper records for both fiat and digital asset components.

The result is continuity. Same or better data quality, smoother funding flows, and a clear, auditable connection between employment agreements, payroll, token grants, and payouts.

Phase Four: First Live Payroll and Go-Live

The first live payroll run with Toku is a controlled event, not a gamble.

Before the first live run, we perform a parallel or shadow payroll where possible. That means:

• We run payroll calculations as if Toku were already live.
• We include any token vesting events or stablecoin payouts scheduled for that cycle.
• We compare the results to your current provider's numbers.
• We resolve any discrepancies before money moves.

When you are ready to go live, the steps are clearly documented. Your account manager walks you through approvals, funding, and sign-offs. Our team monitors the entire cycle. If something looks off, we catch it early and fix it before employees are affected.

Employees get paid on time, in the right currency or stablecoins where applicable, with taxes, benefits, and token withholding handled correctly. From their perspective, it feels like a normal payday. Their token plan is intact. Their pay arrives faster if they chose stablecoin payouts. That is exactly the point.

After Go-Live: Stabilization and Ongoing Support

Once your first payroll cycle with Toku is complete, we shift from migration mode to optimization mode.

We review the first few cycles together and look for ways to make your operations smoother. That can include:

• Simplifying approval workflows and funding instructions.
• Expanding stablecoin payroll to more jurisdictions or employee groups.
• Cleaning up legacy exceptions or manual processes you inherited from your previous provider.
• Tightening the link between token vesting events and payroll for better forecasting and reporting.

You also have ongoing access to your account manager and to Toku's local employment and token compensation specialists. If you are entering a new country, updating your token plan, launching a new grant program, or changing your treasury strategy, we make sure EOR, payroll, and digital asset compensation all move together.

FAQs

Will my employees experience payment delays during the switch?

No. If you follow the structured migration process, there is no gap in payroll. Toku aligns the transition to your payroll cycles and performs parallel runs before go-live to eliminate risk.

What happens to my historical payroll data?

All employment records, payment history, tax filings, and compliance documentation transfer to Toku. You maintain full audit trails and year-to-date totals for tax reporting.

Can I switch mid-year?

Yes. While year-end is often cleaner for tax purposes, you can switch at any time with proper planning. Toku handles mid-year transitions regularly, including tax reconciliation and year-to-date rollovers.

Do I need to migrate all countries at once?

No. Some companies prefer a phased approach, starting with one or two high-priority countries and expanding from there. Toku supports both full migrations and phased rollouts.

How long does the switch take?

Most EOR migrations to Toku take four to six weeks from kickoff to first live payroll. Timeline depends on the number of countries, complexity of your token compensation structure, and any special situations like immigration sponsorships or benefit plan transitions.

What if I also have contractors or need Agent of Record services?

Toku supports both Employer of Record for employees and Agent of Record for contractors, ambassadors, and other non-employee relationships. You can handle both within one migration project.

Can I keep my existing payroll system?

Yes. If you want to keep running payroll calculations in ADP, Workday, Gusto, or another system, Toku connects via API. Your payroll workflows stay the same. Toku handles stablecoin settlement, token withholding, compliance, and global payments behind the scenes.

What risks remain if I stay with my current provider?

If your current EOR treats tokens as bolt-ons, you face ongoing risks including incorrect token withholding, off-system stablecoin flows, manual reconciliation errors, compliance gaps, and higher audit exposure. These issues compound as your headcount and token compensation scale.

Real-World Examples: How Companies Switch to Toku

Companies across Web3, fintech, and AI have successfully migrated to Toku's crypto-native EOR platform:

Protocol Labs solved complex international equity and token grant compliance across Europe using Toku's global payroll infrastructure and automated tax reporting, scaling to 50+ countries without establishing local entities.

Astar Network launched U.S. operations in two weeks with compliant token compensation and automated tax reporting, saving 30+ hours monthly on payroll administration.

Gnosis partnered with Toku to deliver Swiss employment, compliant token grants, and tax reporting for global contributors across multiple jurisdictions.

Learn more about how leading crypto companies use Toku to manage global teams and token compensation compliantly.

Ready to Make the Switch?

Move to a crypto-native EOR without disrupting payroll

Stop paying extra for token events. Stop managing spreadsheets for digital asset compensation. Get a dedicated account manager, native token compensation, and stablecoin payroll integration across 100+ countries.

Your migration plan is ready when you are.

Get Your Custom Migration Plan

Download Toku’s EOR Switching Guide