Apart from those parties that are directly involved in any EOR setup:

• the client / user company
• the service provider
• the employee

.. recognize a variety of other stakeholders, that may more or less be struggling while dealing with the concepts of EOR in their own context.  

Examples of such stakeholders are:

• regulators
• federations
• labour lawyers

Although the concepts of EOR / AOR have been developing for quite a number of years already, particularly in the last few years the effects of their principles start to really ripple through at every level, also at these stakeholders. 

I’ve had the pleasure of discussing aspects of EOR with Regulators for example, that had been or are struggling with properly classifying the concept of EOR vis-a-vis existing labour regulations. As in most countries, EOR behaves very differently from existing labour market concepts, on which regulation is often designed and developed. Which leads EOR providers to often use the argument ‘EOR is not defined in labour law’, so how can it be forbidden. A position that regulators and labour lawyers may have their personal views on. 

For federations that unite the typical/traditional HR Services industry (those on temporary agency work), the discussion is often focused on ‘level playing field’ and ‘unfair competition’ in the labour market. Positions around which one could state that EOR and Agency work in fact are totally different games, with very different purpose, behaviour, dynamics. Requiring very different rules.