The requirement for a non-live-in External Employer of Record (EOR) in the proposed changes presents significant drawbacks compared to the other parent assuming the EOR role. Non-live-in EORs are nonpaid positions that burden families seeking suitable candidates willing to take on this responsibility without compensation. The absence of financial remuneration can result in challenges in finding qualified individuals with the necessary dedication and commitment to fulfilling the EOR duties. On the other hand, when the other parent serves as the EOR, their existing role as a caregiver is already compensated, allowing for a seamless transition of responsibilities without incurring additional financial strain. This arrangement preserves the stability and continuity of care for the needy individual while alleviating the burden on families to find and secure nonpaid EORs.