Corpiya

09/25/2026

Nobody loses an entity. They lose the record of it.

A group with 14 entities across five countries can usually tell you, immediately, how many entities it has. Ask three harder questions and the answers get slower:

— Which of them have a filing due in the next 90 days?
— Who is the registered director of each, as recorded at the registry today rather than as decided at a board meeting two years ago?
— If an acquirer asked for the complete corporate record of entity number nine, how long would it take?

The cost of not knowing is rarely a fine. Fines are usually small. The cost is the deal that slows for six weeks while somebody reconstructs a document trail, the bank that freezes an account over an out-of-date signatory list, and the director who is personally on the hook for a filing nobody assigned.

What a single corporate record changes isn't the filing. It's who has to remember.

Explore Corpiya's Entity Management System → https://corpiya.com/tech/ems/

09/24/2026

New York's LLC Transparency Act has a 31 December 2026 deadline — and for most groups, nothing needs filing.

Finding out is a records job, not a legal one. Pull every LLC, record where each was formed (not where it operates), then filter to the ones formed outside the US that hold a New York Certificate of Authority. That's your list.

The entity that gets missed is always the dormant one nobody thinks about anymore.

Read the full breakdown → https://corpiya.com/blog/united-states-new-ubo-requirements-for-new-york-llcs/

09/23/2026

When an EOR stops being the right answer

An Employer of Record is the correct first move into most markets. It is rarely the correct fifth year.

Headcount. Past roughly 10–15 people in one country, the per-employee fee usually exceeds what an entity plus local payroll administration would cost. The exact number varies by market; the crossover is real everywhere.

Function. EOR works well for sales and support. It works badly the moment you need people who sign contracts, hold local licenses, serve as directors, or handle regulated activity — none of which the EOR's legal employer can do for you.

Equity and retention. Long-tenure staff employed through a third party notice that they are. In markets where seniority-based entitlements accrue, they also notice whose balance sheet those entitlements sit on.

Customers. Some buyers — public sector especially — require a local legal entity on the contract. That requirement tends to appear in the middle of a deal rather than before it.

The conversion is the part to plan. Moving employees from an EOR to your own entity means terminating and re-hiring in most jurisdictions, which triggers accrued entitlements, resets seniority in some markets and preserves it in others, and needs the entity, payroll registration and bank account live before the first transfer date.

It is a three to six month project. It's a nine month project if you start it after the crossover instead of before.

See how we handle payroll and hiring across borders → https://corpiya.com/business/hr/peo-eor/

09/22/2026

We are available for in-person consultations in Miami and Fort Lauderdale area.

Practical business support and ongoing legal counsel, backed by a modern AI-driven entity management system—so you can operate, scale, and stay compliant with confidence.

09/21/2026

Mexico's shorter workweek is a payroll and scheduling project, not a legal one

Last week, Corpiya's founder Gaddini set out what the reform does. This is what it means for the people who have to implement it.

The legal change is simple to state: 46 hours from 1 January 2027, stepping down to 40 by 2030, with no reduction in pay. The operational change is not simple at all.

Scheduling. If you run continuous operations, two hours a week per employee has to come from somewhere — additional headcount, redesigned shift patterns, or overtime at double rate. The cheapest of those three needs the most lead time.

Timekeeping. From the same date, start and end times must be recorded electronically for every employee. If your Mexican operation still runs on paper sign-in or a supervisor's spreadsheet, this is a systems procurement with a 1 January 2027 deadline — and procurement inside a foreign subsidiary always takes longer than anyone plans.

Documents. Employment contracts, internal work regulations and any collective bargaining agreement that fixes hours all need review. Where hours sit in an agreement, the change is negotiated.

Companies that treat this as a 2027 legal deadline will spend 2027 paying overtime. Companies that treat it as a 2026 operations project won't.

Save this for your Mexico planning cycle.

09/18/2026

Chile's data protection law was going to apply from 1 December 2026. On 1 September the government filed a bill to push it to 1 December 2027.

Here is why that is not a reason to slow down.

Law 21.719 was published on 13 December 2024 with a two-year runway. That runway is now mostly gone, and the postponement is a bill — it sits in the Senate, not in force. Until it passes and is published, 1 December 2026 is the operative date.

The same bill also builds the regulator out rather than standing it down. The Personal Data Protection Agency's council goes from three members to five, and its power to issue written warnings extends to all obligated parties rather than only smaller companies during the first year.

What to do in the next 90 days, whichever date holds:

— Build the record of processing activities. It's the longest task and nothing else can be evidenced without it.
— Identify and write down your legal basis for each processing activity.
— Get processor agreements in place with your vendors.
— Decide now who answers a data subject request within 15 business days, and a breach notification within 72 hours.

None of that is wasted if the date moves. All of it is impossible to do well in eight weeks if it doesn't.

Full analysis of Law 21.719 → https://corpiya.com/blog/data-protection-reinvented-chiles-new-privacy-law-sets-a-higher-standard/

09/16/2026

What company formation in Mexico actually involves

The incorporation itself is the short part. Here is the sequence that determines your real start date.

Before you can incorporate
— Name authorization from the Ministry of Economy
— A power of attorney for whoever will sign in Mexico, apostilled and translated
— Identity and address documentation for every shareholder, in the format the notary will accept

Incorporation
— The deed is executed before a Mexican notary or corredor público
— Registration in the Public Registry of Commerce
— Registration with SAT and issue of the RFC, which is what makes the company real for every other purpose

After incorporation, before you can operate
— Employer registration with IMSS
— A bank account, which is normally the longest single step and cannot start until the RFC exists
— Electronic signature (e.firma) for filings
— Foreign investment registry filing where applicable

Where timelines actually slip: the apostilled power of attorney, and the bank account. Both depend on parties outside the process. Companies that assemble the documentation package before they choose a notary consistently start operating weeks earlier than companies that do it in order.

Explore company formation → https://corpiya.com/business/corporate/company-formation/

09/14/2026

Most expansion decisions get made on market size — which tells you almost nothing about how the first year will actually go.

Five better questions: Who signs in-country? How long does a bank account really take? How long can you run on an EOR? What does exit cost? And who is personally on the hook for the annual filing?

If you can answer all five without making a call, you're ready to pick your next market.

09/09/2026

Diligence got faster. Have your records kept up?

Buyers are running tighter, risk-based diligence on shorter windows. What you can't produce quickly doesn't get a pass — it gets priced, indemnified or escrowed.

Four questions worth answering before a buyer asks:
✓ Are your corporate records current?
✓ Can you produce signed contracts on demand?
✓ Is your cap table reconciled and verifiable?
✓ Are change-of-control consents mapped?

Transaction readiness isn't a project that starts after the LOI. It's a standing discipline — the kind a general counsel maintains all year.

Corpiya Counsel provides it on a flat monthly fee, with no hourly clock: https://corpiya-counsel.com/