EOR vs GEO
EOR vs GEO, which international employment model do you need
Many providers use the terms interchangeably. Both describe a third-party organisation that employs your workers across borders and handles payroll and compliance. When they differ, the split is this: an EOR creates a new employment relationship in a country where you have no entity. GEO services also cover managing existing employees sent to work temporarily in another country, such as secondments and international assignments, where the home contract is often kept alive.
1,000+ companies advised
- New hire vs existing
- The deciding question: are you hiring someone new in a country, or moving an existing employee there temporarily?
- 57
- Countries where Teamed operates its own legal entities, the EOR backbone for new hires abroad, plus vetted partners across a 180+ footprint.
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- Teamed rated 4.8 on G2 for service. Real HR and legal experts on every EOR plan.
EOR vs GEO: what is the difference and which one do I need?
Many providers use the terms interchangeably. Both describe a third-party organisation that employs your workers across borders and handles payroll and compliance. When they differ, the split is this: an EOR creates a new employment relationship in a country where you have no entity. GEO services also cover managing existing employees sent to work temporarily in another country, such as secondments and international assignments, where the home contract is often kept alive.
At a glance
EOR
EOR: a new hire, a new employment relationship
Best for: hiring someone new in a country where you have no legal entity. The EOR creates a fresh local employment relationship through its own entity and becomes the legal employer, so you can hire compliantly without incorporating first.
GEO
GEO: new hires and internationally mobile existing employees
Best for: the broader category of international employment services, which includes EOR-style arrangements for new hires AND managed secondments and international assignments, where an existing employee moves temporarily to another country with the home employment contract often kept alongside a host-country shadow payroll.
Shared by both: Payroll and tax compliance handled by the provider · Statutory benefits administered locally · HR and compliance support across countries
| Where it matters | Who leads | Why |
|---|---|---|
| Hiring a new employee in a country where you have no entity | EOR | This is the EOR use case. The provider employs through its own entity and becomes the legal employer so you can hire without incorporating. |
| Sending an existing employee to work temporarily in another country | GEO | A secondment or international assignment typically keeps the home employment contract live and runs a shadow payroll in the host country. That is a GEO-specific product, not a standard EOR arrangement. |
| Speed to hire in a brand new market | EOR | An EOR can onboard a new hire in a country in days because the entity already exists. International assignment processing tends to involve more immigration and tax steps. |
| Managing tax equalization and cost-of-living for globally mobile staff | GEO | GEO providers typically include expat cost modelling, tax equalization frameworks and cost-of-living adjustments as a managed service. Pure EOR products do not. |
| Visa, work permit and immigration logistics | GEO | International assignment management within GEO often includes coordinated immigration support as part of the package. EOR providers vary; confirm what is included in your contract. |
| Multi-country coverage for permanent headcount | Draw | Both models reach a broad country footprint for employment. The deciding factor is the type of engagement, not coverage. |
| Clarity on the legal employer | EOR | Under an EOR the legal employer is unambiguous: the provider. Under a GEO secondment the home employer may remain the legal employer in both countries, creating a shared-employer situation that needs careful drafting. |
| Path to your own entity | EOR | A good EOR models the crossover to your own entity and can set one up when the economics flip. GEO services are designed for ongoing mobility rather than entity graduation. |
EOR on G2
Who EOR is for
This guide is for fast-growing companies with an international footprint who have seen both terms and want a plain answer. If you are hiring someone new in a country where you have no entity, you need an EOR. If you are managing an existing employee who moves internationally for a stint, you need GEO assignment services. If you are not sure which situation you are in, this page helps you work it out.
Not the right fit if
- Already know you need to send an existing employee abroad temporarily?. Focus on GEO providers with a managed international assignment and secondment product, and ask specifically about tax equalization, immigration coordination and whether they maintain or replace the home employment contract.
- Already know you need to hire someone new in a country where you have no entity?. That is the EOR use case. Ask about pricing, FX policy, the deposit terms and what access you have to real HR and legal experts when a situation gets complicated.
Find your pick in 20 seconds
| If you are… | Start with | Why |
|---|---|---|
| Hiring a new employee in a country where we have no entity | EOR | The provider becomes the legal employer through its own entity. You can hire in days without incorporating. |
| Moving an existing employee to another country temporarily | GEO international assignment service | Secondments and assignments often keep the home contract live and run a shadow payroll in the host country. That is a distinct GEO product, not a standard EOR arrangement. |
| Not sure if we are hiring new or reassigning existing | EOR for new hires, GEO for assignments, ask the provider which fits | Many providers offer both under one roof. Describe the situation precisely and ask which product applies. |
| Fast expansion across several new markets with permanent new hires | EOR | One provider, many countries, no entity setup. EOR is the model for rapid international hiring of new employees. |
| Growing past 10 to 15 people in one country | EOR now, your own entity when the economics flip | The cumulative per-seat fee eventually passes the fixed cost of running your own entity. A good EOR models that crossover and can help you build and run your own entity when it does. |
What is the difference between an EOR and a GEO?
An Employer of Record (EOR) is a third-party company that legally employs your workers in another country through its own entity or a vetted local partner. It issues the local employment contract, runs payroll, remits income tax and statutory contributions, and carries the obligations of the local employer while you direct the day-to-day work. The defining feature is that the EOR provides the legal entity, so you can hire compliantly in a market before you have any presence there. This makes it the right model for companies that want to hire someone new, quickly, in a country where they have no registered company.
Global Employment Organisation (GEO) is a broader and less standardised term. Some providers use it as an exact synonym for EOR, in which case there is no practical difference between the two. Others use it to describe a wider range of international employment services that includes EOR-style arrangements for new hires AND managed secondments and international assignments for existing employees. A secondment typically keeps the home employment contract active while the employee works temporarily in another country, often with a shadow payroll in the host country and immigration coordination included. The legal employer, tax treatment and administrative product are all different from a standard EOR arrangement. So the useful question when a provider uses the term GEO is not what the acronym stands for. It is whether they offer a distinct secondment and international assignment product alongside, or instead of, a standard EOR. Describe your situation precisely: are you hiring someone new, or moving an existing employee?
When EOR and GEO mean the same thing
Many providers in the market use EOR and GEO as interchangeable labels for the same product: a third-party organisation that employs your workers in another country, handles payroll and compliance, and carries the obligations of the local employer. If you ask a provider whether they offer EOR or GEO services and they say both, they usually mean one product with two names. The practical check is simple: ask them to describe the employment contract the worker signs. If a new local contract is issued, with the provider as the named employer, you are looking at an EOR arrangement regardless of what the provider calls it.
| Detail | EOR | GEO |
|---|---|---|
| Who issues the employment contract | The EOR provider issues a new local employment contract in the host country, naming itself as the employer. | When GEO means EOR, the same: a new local contract issued by the provider. When GEO means a secondment, the home employer keeps the original contract active. |
| Who is the named legal employer | The EOR provider, in the host country. | Depends on the product: the GEO provider if it is an EOR arrangement, the home employer if it is a managed secondment. |
| The question to ask your provider | Which entity employs this person and what contract do they sign? | Same question, but also: does my existing employee keep their home contract, or does it get replaced? |
The simplest test
Ask the provider: who is the legal employer on the employment contract the worker signs? If the answer is the provider, you are looking at EOR. If the answer is you, your existing company, under a secondment agreement, you are looking at a GEO assignment service.
The secondment and international assignment case, where the models genuinely differ
When a company wants to send an existing employee to another country for a defined period, typically six months to two or three years, the standard EOR model is often not the right fit. The employee already has a home employment contract. Replacing it with a new host-country contract issued by an EOR provider can create tax and social security complications, disrupt benefit entitlements and create questions about which employment law applies if a dispute arises. A GEO provider with a managed international assignment product keeps the home contract active, issues a secondment agreement for the host country, coordinates immigration and work permits, and runs a shadow payroll in the host country to handle local tax remittance without replacing the home payroll.
| Detail | EOR | GEO |
|---|---|---|
| Home employment contract | Typically replaced: the EOR issues a new contract in the host country and becomes the employer there. | Often kept live: the home employer retains the contract and a secondment agreement covers the host-country arrangement. |
| Immigration and visa coordination | Varies by EOR provider. Some include it, some do not. Confirm in your contract what is and is not covered. | Typically included as a managed service within a GEO international assignment product. |
| Tax equalization | Not normally part of a standard EOR arrangement. The EOR remits host-country taxes under the new employment relationship. | GEO assignment services usually include a tax equalization framework so the employee does not pay more or less tax than they would at home. |
Worked example
Your UK employee wants to spend 18 months in your Amsterdam office. You do not want to replace their UK employment. A GEO secondment product keeps their UK contract live, issues an assignment agreement under Dutch law, coordinates their work permit, runs a Dutch shadow payroll for tax remittance and manages any social security coordination between the two countries. An EOR would replace the UK contract, which may not be what you want.
Speed and the new-hire use case, where EOR is the cleaner fit
If you are hiring someone new in a country where you have no entity, and they have no previous employment relationship with you to protect, an EOR is the faster and more direct model. The EOR employs them through its own entity from day one, with a local contract that is compliant from the start. There is no prior relationship to thread through, no shadow payroll to set up alongside a home payroll, and no immigration path to plan because the hire lives in the target country already. For companies expanding into new markets, this is the model built for the job.
| Detail | EOR | GEO |
|---|---|---|
| Does the worker already work for you | No. They are a new hire. An EOR creates the employment relationship from scratch in the target country. | Often yes. GEO assignment services are designed for existing employees moving internationally. |
| Time to first compliant hire | Days. The entity already exists and onboarding is fast for a straightforward new hire. | Longer. International assignments involve immigration steps, assignment letters, tax planning and often inter-company agreements. |
| Best fit | Hiring a new person in a market where you have no entity. Fast, clean, provider carries the local-employer obligations. | Relocating an existing employee to another country for a fixed term while protecting their home employment terms. |
The fast path
If the person you want to hire has never worked for you before and lives in the target country, an EOR is straightforwardly the right model. Tell the provider the country, the role and the start date. They issue the contract, run the payroll and handle compliance from day one.
Cost, FX and what to ask before you sign
Whether you use an EOR or a GEO assignment service, the biggest cost variable is often the one not on the invoice: foreign exchange on salary conversions. An undisclosed spread typically runs 1.5 to 3% of salary across the market and does not appear as a named line item unless you ask. For a GEO assignment with a shadow payroll running in parallel, there may also be two sets of payroll fees. The fix is the same in both cases: ask for the full fee schedule, the FX policy and any deposit, setup, minimum-term or early-exit terms in writing before you sign.
| Detail | EOR | GEO |
|---|---|---|
| Typical fee structure | EOR: a per-employee monthly fee. Teamed charges $599 USD or £479 GBP, flat, with FX absorbed at zero markup. | GEO assignment: often a per-assignment fee or a monthly retainer, sometimes with separate immigration and tax advisory costs. Ask for the full schedule. |
| FX on salary conversions | Varies by provider. Ask whether the applied rate is shown against the mid-market reference on every invoice. | Same question applies. With a shadow payroll running in two currencies, FX may arise at more than one point. |
| Deposit and contract terms | An EOR commonly takes a refundable deposit of about one month of salary, which is standard for the model. Teamed does. | Ask about setup fees, minimum assignment terms and what happens if the assignment ends early. |
The number you cannot see
On a $190,000 salary, an undisclosed 2% FX spread is about $3,800 per employee per year. Across five employees that is roughly $19,000 per year you cannot see on the invoice. Ask for the FX policy in writing for any EOR or GEO arrangement before you sign.
When you outgrow both models and want your own entity
Neither EOR nor GEO assignment services are permanent structures. As permanent headcount in a country grows, the cumulative per-seat fee approaches the fixed cost of running your own entity: incorporation, a local director where needed, bookkeeping and annual filings. At that point, your own entity gives you full control of employment terms, IP assignment and data residency, and can be cheaper at scale. A good EOR models that crossover per country and can set up and run your own entity when the economics flip, so your people never re-onboard. GEO assignment services, by contrast, are designed for ongoing mobility rather than market settlement.
| Detail | EOR | GEO |
|---|---|---|
| Crossover to your own entity | A good EOR flags the month your own entity becomes the better structure per country. Teamed models this and offers GEMO to build and run it in 90+ countries. | GEO assignment services are designed for temporary international arrangements, not for settling permanently in a market. Ask a different provider about entity setup. |
| When permanence is the goal | If the hire is long-term and headcount grows, model the crossover to your own entity. EOR is the right bridge, not the final destination. | If the assignment is genuinely temporary and the employee returns home, a GEO arrangement can stay in place for its term without triggering an entity question. |
| Migration without re-onboarding | Teamed migrates employees from EOR to your own entity on the same system, with no gap in coverage and no re-onboarding. | GEO assignment: when the assignment ends, the employee returns to the home employment relationship. No entity transition needed. |
EOR is a stage, not a destination
Most EOR providers earn only while you stay on EOR, so they have little reason to tell you when your own entity wins. Teamed models the crossover and, via Global Entity & Employment Operations (GEMO), builds and runs your own entity in 90+ countries when it becomes the better structure.
Open the crossover calculatorWhy the comparison matters
Behind every line item is a real person, in a real place.
The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is the comparison worth running.
What each stakeholder evaluates
| Criterion | Legal | Finance | People Ops | Security |
|---|---|---|---|---|
| New hire vs existing employee going international | The contract structure is fundamentally different. An EOR issues a new host-country contract, making the provider the legal employer. A secondment keeps the home contract live and adds a secondment agreement. Confirm which applies before signing anything, and check which employment law governs a dispute. | EOR converts entity setup into a predictable per-seat fee. GEO assignment services often carry separate immigration and tax advisory costs. In both cases, get the full fee schedule including FX policy in writing before you compare. | For a new hire, the EOR handles onboarding from scratch. For an existing employee going on assignment, the GEO provider needs to manage continuity: benefits, pension, any equity schemes, and the return-home transition at the end. | Ask where employee and payroll data sits under each arrangement. Under EOR data lives in the provider environment with configurable residency. Under a GEO assignment with a shadow payroll in two countries, data may sit in multiple systems. |
| Cost transparency before you sign | Ask for the FX policy and the full fee schedule in writing for either model, including any deposit, setup, minimum-term and early-exit terms. The honest provider shows you the total cost rather than a headline number. | An undisclosed FX spread typically runs 1.5 to 3% of salary and does not appear as a line item. On a $190,000 salary that is roughly $2,850 to $5,700 per year per employee. Teamed, as an EOR, absorbs FX at zero markup and shows the applied rate against the mid-market reference on every invoice. | For international assignments, ask whether the employee will be tax-equalized and who manages the calculation. An employee who ends up with a surprise tax bill at year end is a retention risk. | A timestamped applied rate shown against a public mid-market reference is an auditable record. An undisclosed spread is not. Ask which you are getting, under either model. |
| When you plan to stay in a market for the long term | EOR is a bridge, not the destination. As permanent headcount grows, model whether your own entity becomes the better structure. Ask whether your EOR will tell you that proactively and can help you set one up. | Below roughly 10 to 15 employees in most European markets, EOR is usually cheaper than running your own entity. Above that, the cumulative per-seat fee can pass the fixed entity cost. Model it per country against your real salary mix. | A managed transition from EOR to your own entity on the same system means your people stay employed throughout, with no re-onboarding. That matters for morale and retention. | Your own entity gives you full control of data residency and employment contracts in that country. Ask your EOR whether their entity-setup service migrates data and contracts without a gap. |
How to decide between an EOR and a GEO service
The decision comes down to three questions. Answer them in order and the right model becomes clear.
Step 1
Identify the situation
Is the worker a new hire you are bringing on for the first time in that country, or an existing employee you are sending there temporarily? New hire means EOR. Existing employee going on a fixed-term assignment means you may need GEO assignment management.
Step 2
Check what the provider means by GEO
When a provider uses the term GEO, ask two things: do they issue a new host-country employment contract or keep the home contract live? And do they offer a distinct secondment and international assignment product separate from their standard EOR? The answers tell you which product you are buying.
Step 3
Get the cost in full before you compare
Ask for the complete fee schedule, the FX policy, the deposit terms and any minimum-term or early-exit clauses in writing for any arrangement. The EOR or GEO that shows you the real all-in cost upfront is the one to work with.
Step 4
Plan the longer-term path
Decide now whether EOR or assignment services are the right permanent structure or a bridge to your own entity. A good EOR models the crossover per country, tells you when your own entity wins, and can set it up via Global Entity & Employment Operations (GEMO). A GEO assignment product is designed to end when the assignment does.
Dyke Yaxley · UK chartered accountancy
Audit capacity doubled. No entity setup. No GEO assignment complexity.
- Audit capacity in 2024
- +100%
- Compliance issues across the engagement
- 0
- South Africa hires, both retained
- 2
- Entity setup required
- None
Challenge
Dyke Yaxley, a UK chartered accountancy with over a century of history, needed to expand audit capacity in 2024 to meet client demand. Local UK talent supply for qualified auditors had not kept pace. The hires they needed were new recruits in South Africa, not existing employees being relocated. That distinction mattered: there was no home employment contract to preserve, no immigration path to coordinate, and no tax equalization to plan. The right product was a clean EOR arrangement, not a GEO assignment service.
Approach
Dyke Yaxley partnered with Teamed to hire two qualified audit professionals in South Africa via EOR. Teamed issued compliant South African contracts, ran local payroll, remitted statutory tax obligations and managed onboarding end to end, through its own entity. No South African entity setup, no legal counsel on retainer, no permanent-establishment exposure, and no GEO assignment complexity because the hires were new recruits, not relocated staff.
Result
Both hires exceeded expectations on technical work, client satisfaction and cultural fit. Audit capacity doubled in 2024. Zero compliance issues across the engagement. The firm demonstrated that choosing the right model for the situation, EOR for new hires abroad, not a GEO assignment product for new recruits, removes unnecessary cost and complexity from the outset.
Interactive tool
Model when your own entity beats EOR
Whether you are on EOR or a GEO arrangement, the crossover point is the same: the month your cumulative per-seat fee passes the fixed cost of running your own entity in that country. The crossover calculator shows you that number per country.
Decision checklist
- Use an EOR when you are hiring someone new in a country where you have no legal entity. The provider issues a new local contract, becomes the legal employer and handles payroll and compliance from day one.
- Use GEO international assignment services when you are sending an existing employee to work temporarily in another country and want to keep their home employment contract active. This is a different product with different paperwork, different tax treatment and different costs.
- When a provider uses the term GEO, ask whether they mean their standard EOR product under a different name, or whether they offer a distinct secondment and international assignment service. Many providers offer both.
- In both cases, ask for the full fee schedule, the FX policy and any deposit or exit terms in writing before you sign. An undisclosed FX spread typically runs 1.5 to 3% of salary across the market and does not appear as a line item unless you ask.
- If you want an EOR built for fast-growing companies, Teamed absorbs FX at zero markup on every invoice, gives real HR and legal experts on every plan, and models the crossover to your own entity when the economics flip. When they do, GEMO builds and runs it in 90+ countries.
Honest take
When GEO assignment services are the better choice
- Use GEO assignment services, not a standard EOR, when you are relocating an existing employee to another country for a fixed term and want to preserve their home employment contract, benefits and pension continuity. Replacing the home contract with a new EOR contract may not be what you want, and may have unintended tax or social security consequences.
- Use GEO assignment services when immigration and visa coordination is part of the job. An internationally mobile employee typically needs a work permit in the host country and a coordinated approach to social security between home and host. GEO providers with a managed assignment product handle this as part of the package; standard EOR products often do not.
- Use GEO assignment services when the employee needs tax equalization, that is, a guarantee that the international posting does not leave them better or worse off on net pay than they would have been at home. That calculation runs across two tax systems and is a distinct product that a standard EOR arrangement does not normally include.
EOR and GEO answer different questions. If you are hiring someone new in a country where you have no entity, EOR is the cleaner and faster model. If you are managing a globally mobile existing employee, GEO assignment services may serve you better. The honest answer is to match the product to the situation, and to pick a provider who can tell you clearly which one you need.
Questions to ask any EOR before you sign
- 1Am I hiring someone new in this country, or am I moving an existing employee there? That question decides which model I need.
- 2Does this provider offer EOR only, or do they also have a distinct international assignment and secondment product?
- 3Under EOR, who is the legal employer on paper, the provider or me, and which statutory obligations sit with each party?
- 4Under a GEO assignment, does the home employment contract stay live or get replaced by a new host-country contract?
- 5What is the all-in monthly cost, including any deposit, setup, offboarding or early-exit terms in the contract?
- 6Will you show me the FX rate on every salary conversion, in writing, against the mid-market reference?
- 7For international assignments, what immigration and visa coordination is included, and who manages any tax equalization?
- 8If headcount in one country grows, will you model when my own entity becomes the right structure and help me build it?
Frequently asked questions
What is the difference between EOR and GEO?
Many providers use EOR and GEO interchangeably to describe the same product: a third-party organisation that employs your workers in another country and handles payroll and compliance. When the terms do differ, the split is this: an EOR creates a new employment relationship in a host country, with the provider as the named legal employer. GEO services can include that same EOR model, plus a distinct product for managing existing employees sent to work temporarily in another country, called an international assignment or secondment. Under a secondment, the home employment contract often stays active and a shadow payroll runs in the host country. If a provider uses both terms, ask which product applies to your situation.Is GEO the same as EOR?
Often yes, but not always. Many companies and providers use GEO as a synonym for EOR, both describing a third-party employer that handles employment, payroll and compliance in another country. Where the terms diverge is in international assignment and secondment management: GEO providers may offer services for existing employees moving temporarily to another country, with the home contract kept active and immigration and tax equalization coordinated. A standard EOR product is typically for new hires only. If you ask a provider whether they offer EOR or GEO and they say both, ask them to explain what they mean and which product fits your situation.When should I use a GEO instead of an EOR?
Use GEO international assignment services rather than a standard EOR when you are sending an existing employee to work temporarily in another country and want to preserve their home employment contract. A secondment or managed assignment keeps the home contract active, coordinates immigration and work permits, runs a shadow payroll in the host country for local tax remittance, and often includes tax equalization so the employee does not pay more or less tax than they would at home. A standard EOR replaces the home contract with a new host-country contract, which may not be appropriate for a temporary assignment where you expect the employee to return.Which model is faster for hiring abroad?
For new hires, an EOR is faster. The employing entity already exists, so the provider can issue a compliant contract and start payroll within days. International assignment management involves more steps: assignment letters, immigration applications, tax planning and often inter-company agreements between the home and host employer. Those steps take longer, especially where a work permit is needed. If you are hiring someone new who already lives in the target country, an EOR gets them working far sooner than any GEO assignment process.Do I need a GEO if I already use an EOR?
It depends on whether your needs expand from new hires to internationally mobile existing employees. If you use an EOR to hire new people in other countries, and later want to send one of your home-country employees abroad for a posting, you may need a GEO assignment service for that specific move. Your existing EOR may offer that as an additional product, or you may need a separate provider. The question to ask is: does my EOR provider offer managed international assignments and secondments, or only employment of new local hires? Many large providers offer both; smaller EOR-only providers may not.When should I move from an EOR to my own entity?
As a rough guide, an EOR stays the simpler structure below roughly 10 to 15 full-time employees in most European markets. Above that, the cumulative per-seat fee approaches the fixed cost of a registered entity: incorporation, a local director where needed, bookkeeping and annual filings. At that point, your own entity can be cheaper and gives you full control of contracts, benefits, IP assignment and data residency. A good EOR models this crossover per country, tells you the month your own entity wins, and can help you set it up via Global Entity & Employment Operations (GEMO) in 90+ countries so your people never re-onboard.
Common questions
EOR vs GEO, what is the difference and which do I need?
Many providers use EOR and GEO interchangeably, both describing a third-party organisation that employs your workers in another country and handles payroll and compliance. When they differ, the split is between two types of work: hiring someone new in a country where you have no entity, which is the EOR use case, and managing an existing employee who moves temporarily to another country on a secondment or international assignment, which is where GEO services add something beyond standard EOR. For the new-hire use case, an EOR issues a new local contract and becomes the legal employer in days. For a secondment, a GEO provider keeps the home contract active, coordinates immigration and tax, and runs a shadow payroll in the host country. If you are not sure which situation you are in, the question to ask yourself is simple: is this a new recruit or an existing employee being moved? That decides which model you need.Which international employment model is right for my company?
The answer is usually one of three: an EOR for hiring new employees in countries where you have no entity, GEO international assignment services for sending existing employees to work temporarily in another country, or your own entity once you have enough permanent headcount in a market to justify the fixed cost. Many fast-growing companies use EOR to enter new markets quickly and compliantly, then graduate to their own entity when headcount in a market grows. For internationally mobile existing staff, a GEO provider with a managed assignment product handles the complexity of running employment across two countries at once.
For the buying committee
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