Why an Outsourcing?

Hiring a company that is specialized in staff administration is a beneficial decision for small, medium and large companies. It’s 100% legal and it’s regulated by the Federal Labor Law. Discover the benefits that outsourcing staff administration offers for the company and the employees:  

Company

  • Fewer risks when working in an outsourcing-based company, which means that the labor, civil and fiscal responsibility is not directly of the client.
  • The priority of our clients is their business, that’s why one of the greater advantages is that they will be able to dedicate more time to the company.
  • We function as a barrier between authorities and the client.
  • We are flexible and we adapt to the client’s processes.
  • We always work with the latest technology and updates.
  • Advice to avoid labor conflicts.
  • Lower costs, because the client won’t need labor structure to administrate the Human Factor.
  • All receipts are stamped.
  • Thanks to the alliances with external providers, we can offer benefits superior to the law.
  • Fulfillment of Mexican legislation.

Employees

  • Law benefits: Social Security, bonus, Afore (Funds for Retirement), INFONAVIT (Institute of the National Fund for Housing for Workers), vacations and holiday bonus.
  • Possible benefits superior to the law.
  • Written labor contract.

How is our Outsourcing Process?

Elaboration of offer

Elaboration of offer

Incidents

Incidents

Payroll calculation

Payroll calculation

Dispersion and stamping

Dispersion and stamping

Payment of fees

Payment of fees

Frequently Asked Questions

Is a scheme in which a third party assumes the administrative, legal, fiscal, and labor responsibility of the employees of a company or organization.

RHS Latam offers a pure Outsourcing scheme, and it is 100% transparent according to the Federal Labor Law.

It can include one or more of the following aspects:
• Recruitment and staff selection.
• Contracts.
• Calculation of payroll.
• Payment to employees (dispersion).
• Payment of fees and employer obligations.
• Management of possible labor conflicts.

Social Security, Afore (Funds for Retirement), INFONAVIT (Institute of the National Fund for Housing for Workers), vacations and holiday bonus.

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