Leaving Multiplier without losing the record

Leaving Multiplier is a data export sitting on top of a much larger question about employment. The export is quick: the employee and contractor records, the payment history, the documents and the balances all come out while the account is live. The larger question is whether your people are employed through Multiplier as their employer of record, because if they are, they are legally employed by provider entities, and moving off means transferring that employment, onto your own entity or another provider, with notice, new contracts and continuity of service under local law. Separate the two from the start. Export the data up front so you hold the history, and treat the employment transfer as the project that actually sets your timeline.

One note on sourcing. What follows about Multiplier’s own product is our reading of their public material, read in September 2026, and gathered through search because direct access to their help sites is blocked from where this was written. Their documentation is the authority, and you should confirm the current article before planning around a menu path. Everything else here is about your obligations and your data, which do not move when a vendor ships a redesign.

Separate the employees from the contractors, and both from the data

A global employment platform usually holds two populations, and they move differently:

• Contractors. An engagement you can usually end and re-paper directly, so moving a contractor to a direct engagement is the lighter job. You still need their engagement history, payment records and any tax paperwork the platform produced.
• Employees under employer of record. Legally employed by provider entities, so moving them is a transfer of employment: your own entity or another provider, fresh contracts, correct notice, and continuity of service, accrued leave and benefits handled under each country’s law. Take local advice per country.
• The data, for both populations, which you export regardless of what you decide about the relationship.

Everything below covers the data and the contractors. The employee transfer is yours and your advisers’, and it drives the schedule.

What you are actually moving (the data)

• The directory, employees and contractors, who is engaged how, in which country, on what terms, as your master index.
• Payment and payroll history, what each person was paid, per closed month, per country, held wherever the platform recorded it.
• Tax and statutory paperwork, whatever the arrangement produced for each person and each country.
• Documents, engagement and employment agreements, identity papers, policy acknowledgements. Under an employer of record the employment contract is with the provider entity, so keep copies you can reconstruct from.
• Leave balances and policies, for employees, the numbers and the accrual rules, because accrued leave usually transfers with the person.
• The year-to-date position, per person, the running totals that carry through each country tax year.

The export checklist, in order

Do all of this while the account is active and paid.

1. Directory first, both populations, full detail, as your index.
2. Payment and payroll history, per closed month, per country, filed by month.
3. Tax and statutory paperwork, each item paired with its reference.
4. Documents, including copies of agreements, tested on one profile before you size the job.
5. Leave balances, for employees, exported with the accrual rules written out.
6. The year-to-date pack, one spreadsheet per country, one row per person, reconciled before you accept it.

Timing: the transfer sets it, not the renewal

The binding constraint is the transfer of employment, so the timing follows notice periods, contract requirements, continuity-of-service rules and the date your own entity is operational, country by country. Contractors can often move quickly; employees cannot be rushed without legal risk. Where you can align a country transfer with that country tax-year boundary, do, to keep the year-to-date arithmetic clean, but the legal requirements lead. Take the data export up front and independently, so a data-access deadline never pressures a transfer that needs to be done carefully.

Where Capstan fits, and where it does not

Capstan is a system of record for people you employ in your own entity and contractors you engage directly. It is not an employer of record and never becomes the legal employer of anyone, so it cannot take on the employment Multiplier holds. If you still need a legal employer where you have no entity, keep or replace that service.

After the transfer, for the people you now employ or engage directly, Capstan holds the roster, the employment, leave, attendance, documents and workflows, with contractor management and all fourteen modules on every plan including the free one, and it hands payroll to your partner: it compiles the inputs, receives the computed results back onto each record, and holds no statutory rate, slab or formula in any country. Employer of record, explained sets out the difference, and hiring employees internationally covers employing directly across borders.

Where it tends to be hard

The employee transfer is the real work. Contractors move lightly; employees under an employer of record do not. Budget for the legal project, not just the export.

Accrued leave and service dates travel with employees. Export them precisely, because they feed obligations that move with the person.

Contractor paperwork is easy to overlook. Their payment history and tax documents still have to come out, even though the engagement itself is simple to re-paper.

Access ends on a schedule. Read your contract for the retrieval window, diarise it, and finish the data export well before it.

What you have to keep, whoever you buy from

Employment and tax records carry retention obligations that differ by country, some of which follow you even though the provider held the relationship. Keep your own dated archive outside any vendor, per country and tax year, sub-foldered by month. Confirm the periods and your own obligations with local advisers rather than with any vendor, including us.

Standing up the replacement

For the people you now employ or engage directly, use the implementation checklist for the order and read this as the overlay. Validate the export, then load the new system in parallel. With Capstan that is a spreadsheet import with a dry run that previews every row and fails bad rows individually; contractors are created as their own identity class, documents load per person, opening leave balances are entered as adjustments with a reason, and effective-dated history is not imported, so your export stays your archive of it. What imports and what does not is written out in full. Hand your payroll partner a past month of inputs per country and compare before you rely on the new arrangement.

Who should stay where they are

Be fair to the arrangement you are leaving. If you still need a legal employer where you hold no entity, a global employment platform is doing a job a system of record cannot, and leaving it before your own entities are in place is the wrong order. Move off when you have decided to own the relationship directly and want a portable record with a payroll partner for it. The Multiplier comparison sets the two published models side by side, including where Capstan is the wrong tool, and it says plainly that Capstan offers no employer of record at any price.

Where to go next

Whatever you buy, start your shortlist with the export is the habit worth keeping. If part of your move is deciding where to set up entities, hiring employees internationally is the map, and read how to read an HR pricing page before you compare totals. Capstan’s figures are on one public pricing page.