By Anton van Heerden, Managing Director at DNA EOR
So, you’re thinking about going global with your career – but staying right here in South Africa? Whether it’s the flexibility of remote work, the appeal of foreign salaries, or the chance to join a dynamic global team, international job opportunities are more accessible than ever.
But here’s the thing: just because a company is happy to hire remote workers, doesn’t mean they can legally employ someone in South Africa. And that’s where things can get tricky.
In this blog, we’ll walk you through how to land a remote job with an international company – from right here in SA – and why it’s essential to ask the right questions about legal employment, compliance, and payroll before you sign anything.
Let’s get into it.
Step 1: Define the Job You Want
Are you looking for:
- A permanent remote job with a company based in the US, UK, or EU?
- A part-time contract role with global flexibility?
- A long-term freelance relationship with an international employer?
There’s no wrong answer, but knowing your goals will help you target the right kind of companies (and understand what support you’ll need).
Spoiler: If the company doesn’t have a registered legal entity in South Africa, they’ll need an Employer of Record (EOR) – but more on that in a minute.
Step 2: Use the Right Job Platforms
Here’s where to start looking:
- LinkedIn Jobs (Pro tip: filter for “remote” and international)
- We Work Remotely
- Remote.co
- AngelList (great for startups)
- Job portals that focus on remote talent across Africa or the Global South
And don’t forget referrals. If someone you know is already working for a global company remotely, ask how they got in.
Step 3: Do a Legitimacy Check
Once you spot an opportunity, do your homework. That means checking:
- Has this company hired South Africans before?
- Are they offering an actual employment contract – or asking you to work as a “contractor” without benefits or tax compliance?
- Do they mention how they’ll handle payroll and local compliance?
Here’s where red flags often pop up. If a company says, “We can’t hire you directly, but can you just invoice us monthly?” – pause.
That might sound easy, but it’s not legal employment. You could be held liable for your own taxes, won’t have protection under South African labor law, and likely won’t have access to benefits.
This is where an EOR comes in.
What Is an EOR – and Why Should You (Really) Care?
If the company you’re applying to doesn’t have a South African legal entity, they can’t legally employ you under South African labor law. That’s where an Employer of Record (EOR) like DNA EOR steps in.
We act as the legal employer on behalf of the international company. You get a fully compliant contract, salary paid in rands (with taxes, UIF, etc. handled properly), and all the rights a South African employee should have. The international company? They get to work with top talent like you, without setting up shop locally.
We handle:
- Employment contracts (aligned with South African law)
- Monthly payroll and PAYE deductions
- Leave, benefits, and contributions (like UIF, SDL, and COIDA)
- Day-one onboarding and regular check-ins
- Offboarding, should that day ever come
You work day-to-day for your international employer, while we take care of the paperwork that protects you – and them.
Step 4: Ask These Questions Before You Accept the Job
- Who will be my legal employer?
- Will I be employed under South African law?
- How will you manage payroll, taxes, and statutory benefits?
- What support is available if I have questions about HR or compliance?
If the answer to any of these is unclear, suggest they partner with an EOR. (You can even recommend us – just saying.)
Step 5: Get Ready to Thrive in a Remote Environment
Once you land the job, make sure you’re set up for remote work success:
- Have a dedicated, quiet workspace
- Get your time zones straight – especially with UK, EU or US employers
- Be proactive about communication; most international teams use Slack, Zoom, or Teams
- Ask about local public holidays – these can differ from global HQs
- Set boundaries. Just because you’re remote doesn’t mean you need to be “on” 24/7.
A good EOR helps here, too. At DNA EOR, we onboard you before day one, make sure your expectations are clear, and stay in touch to make sure you’re thriving.
Step 6: Prep for the Cultural Shift
Working with an international team means adapting to new work cultures, communication styles, and expectations.
In South Africa, for example:
- Communication tends to be warm but direct.
- Diversity in language and background is a strength (there are 11 official languages!).
- Time zones align well with European markets, making collaboration smoother.
Ask your new employer (or your EOR onboarding specialist!) for tips on navigating the local work culture. It’ll make the first few weeks way less stressful.
Final Thoughts
International companies want South African talent. And more and more, they’re open to hiring remotely. But legal hiring across borders isn’t always straightforward, and you deserve more than a workaround.
If the company doesn’t have a local entity, make sure they’re using a trusted Employer of Record partner. That way, you get paid on time, stay compliant with SARS, and still enjoy the benefits and protections of being a properly employed South African professional.
We believe borders shouldn’t limit talent. And we’re here to help make your global career ambitions a legal – and fulfilling – reality.
*PS – If you’re an international company looking to hire top South African talent, our team can support you with recruitment too, not just compliance and employment. Let’s help you find (and keep) the right people.
