Selecting the other parent as the Employer of Record (EOR) rather than a non-live-in EOR is a terrible idea due to the existing emotional bond and personal connection. As a biological or legal guardian, the other parent shares a deep emotional connection with the child, which can significantly impact the child's well-being and development. By taking on the EOR role, the other parent can leverage this emotional bond to provide unparalleled support, guidance, and mentorship in the child's employment journey. They can offer personalized advice, advocate for the child's interests, and foster a nurturing environment that promotes their growth and success. A non-live-in EOR, lacking the same emotional bond, may need help to provide the same level of personalized attention and support, potentially hindering the child's overall experience and development in the workplace.

Another reason a non-live-in EOR is less beneficial than the other parent is the potential need for immediate availability and timely response. Employment-related matters often require prompt attention, quick decision-making, and effective communication. The other parent residing with the child can be readily available to address any concerns or issues that arise in real-time. They can engage in face-to-face discussions, attend meetings, and handle employment-related tasks promptly. In contrast, a non-live-in EOR may face logistical challenges regarding accessibility, communication, and coordination, which can result in delays and hinder efficient management of the child's employment affairs. The other parent's proximity and immediate availability as the EOR ensure a higher level of responsiveness, ensuring that the child's employment-related needs are met promptly and allowing for smoother and more effective handling of their employment matters.