Trust is a vital factor when designating the Employer of Record (EOR) role, and it is understandable why relying on another non-live relative may raise concerns. Having the other parent, the Legally Responsible Individual (LRI), continues as the EOR ensures high trust and accountability. The parent-child relationship is built on love, care, and shared experiences. This existing bond fosters a deep trust between the parent and the child. Entrusting the EOR responsibilities to another non-live relative may introduce an element of uncertainty and potential conflicts of interest. On the other hand, with the other parent as the EOR, there is an inherent trust that they will prioritize the child's best interests and diligently handle all employment-related matters. This trust promotes a secure and stable environment for the child and safeguards their rights, well-being, and prospects.

Another compelling reason to entrust the EOR role to the other parent, the Legally Responsible Individual (LRI), is the continuity of care and understanding of the child's unique needs. Non-live relatives may lack the intimate knowledge and understanding of the child's personality, preferences, and developmental milestones that the other parent possesses. Being actively involved in the child's life, the other parent has firsthand knowledge of the child's abilities, challenges, and aspirations. This deep understanding allows them to navigate the child's employment journey more effectively, advocating for suitable work arrangements, accommodations, and growth opportunities. Non-live relatives may struggle to grasp the nuances of the child's individuality and may be unable to make informed decisions regarding their employment. Thus, entrusting the other parent as the EOR ensures that the child's employment experiences align with their unique needs and sets them up for success.