Choosing the other parent as the Employer of Record (EOR) over a non-live-in EOR is advantageous due to the existing legal responsibilities and obligations. As the Legally Responsible Individual (LRI), the other parent is legally bound to provide for the child's welfare, including financial support. By assuming the EOR role, they can seamlessly integrate their legal responsibilities with the child's employment-related matters. This alignment ensures a consistent approach to meeting the child's needs and allows for efficient management of financial aspects such as payroll, taxes, and benefits. In contrast, a non-live-in EOR may need more legal authority and familiarity with the child's specific financial obligations, potentially leading to complications, mismanagement, or additional administrative burdens.

An additional reason why a non-live-in EOR is less beneficial than the other parent relates to the potential for a fragmented approach to the child's upbringing. The other parent, actively involved in the child's daily life, comprehensively understands their personality, values, and development. By assuming the EOR role, they can seamlessly integrate the child's employment experiences into their upbringing, ensuring a unified and coherent approach to their personal and professional growth. On the contrary, a non-live-in EOR may need more visibility into the child's life outside of employment matters, resulting in a disconnected or disjointed approach to their development. The other parent's continuous involvement as the EOR enables them to provide consistent guidance, support, and mentorship, aligning the child's employment experiences with their broader life goals and aspirations.