An important reason not to trust another non-live relative to be the Employer of Record (EOR) is the potential for conflicts of interest. Non-live relatives may have agendas, priorities, or biases that could influence their decision-making as the EOR. There is a risk that they may prioritize personal interests or the interests of other family members over the child's best interests in employment-related matters. On the contrary, the other parent, the Legally Responsible Individual (LRI), and the child's biological or legal guardian clearly focus on the child's welfare and well-being. Their decisions as the EOR are guided by the child’s best interests, free from external influences or conflicts of interest. This ensures objectivity, fairness, and dedication to the child's professional growth and success.

Trusting another non-live relative as the EOR may introduce logistical challenges and communication gaps. Effective management of the child's employment-related matters requires regular communication, coordination, and timely decision-making. Non-live relatives may not be readily available or easily accessible, making it difficult to maintain seamless communication and handle employment-related tasks efficiently. In contrast, having the other parent as the EOR ensures a smoother workflow and more effective coordination. They are already intimately involved in the child's life, enabling swift and direct communication between the parent, the child, and other relevant parties involved in the employment process. This accessibility and efficient communication minimize the potential for delays, misunderstandings, and errors, ensuring that the child's employment affairs are handled promptly and accurately.