A non-live-in EOR may be less beneficial than the other parent due to the potential for compromised confidentiality and security of sensitive information. As the EOR, one needs access to personal data, such as Social Security Numbers (SSNs) and other sensitive documentation, to fulfill employment-related responsibilities. Entrusting this sensitive information to a non-live-in EOR, who is not directly connected to the family, introduces risk. There is a potential danger of mishandling or unauthorized disclosure of personal information, leading to identity theft, fraud, or other harmful consequences. Conversely, the risk of compromising the family's sensitive data is significantly reduced by having the other parent as the EOR, who already possesses the necessary trust and familiarity. The other parent is more likely to handle confidential information responsibly and prioritize the security measures required to protect the family's SSNs and personal details.

Another reason a non-live-in EOR is less beneficial than the other parent is the potential for lack of familiarity with the child's unique needs and circumstances. Each child has a distinct set of talents, challenges, and developmental requirements. Being actively involved in the child's daily life, the other parent deeply understands their strengths, weaknesses, and aspirations. This knowledge is crucial when managing the child's employment-related matters effectively. A non-live-in EOR, who may have limited exposure to the child's personal experiences and growth, may need help to fully comprehend the child's unique needs and provide tailored support. This could result in inadequate guidance, missed opportunities, or mismatched employment arrangements that do not align with the child's goals and aspirations. The other parent's close connection to the child allows them to better advocate for their interests, provide personalized advice, and ensure that the child's employment experiences align with their overall development and long-term success.