26 Best Employer of Record (EOR) Services in 2025: Reviewed & Compared
Best Employer of Record Services (EOR Services) Shortlist
Here’s my shortlist of the 10 best Employer of Record service providers I’ve covered in detail, out of the 26 options I assessed:
Get free help from our HR software advisors to find your match.
If you’re searching for the best Employer of Record (EOR) services to help you hire global employees without the legal and operational headaches, you’re in the right place. Whether you're expanding into new markets or trying to simplify compliance for an existing global team, EOR providers make international hiring faster, safer, and easier.
EOR services act as the legal employer for your overseas talent — handling everything from payroll and tax filings to local employment contracts, terminations, and benefits administration — so you don’t need to set up a legal entity in each country. That means you can scale across borders while staying compliant and reducing risk.
I wrote this guide to help HR professionals like you navigate the crowded EOR market with clarity. After spending years analyzing global hiring platforms that support international expansion, I’ve reviewed and compared the top EOR services to help you find the right partner to support your goals, and avoid the compliance traps that can derail them.
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Best Employer of Record Services: Comparison Chart
This comparison chart summarizes pricing, trial, and demo details for my top EOR service providers to help you find the best EOR service for your budget and business needs.
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for global hiring, payroll, and compliance | Free trial + demo available | From $29/month | Website | |
| 2 | Best for budget-conscious remote team expansion | Free demo available | From $25 - $199/user/month | Website | |
| 3 | Best AI-driven EOR platform | Free trial available | From $579/month | Website | |
| 4 | Best for global expansion support | Free demo available | Pricing upon request | Website | |
| 5 | Best for global compliance and risk aversion | Free demo available | From $8/user/month (billed annually) | Website | |
| 6 | Best for flexible global payment options | Free demo available | Pricing upon request | Website | |
| 7 | Best for fast and compliant global hires | Free trial available | From $29/user/month | Website | |
| 8 | Best for hiring and paying in 160+ countries | Free demo available | From $199/employee/month or $19/contractor/month | Website | |
| 9 | User Experience & Support | 30-day free trial | From $25/employee/month | Website | |
| 10 | Best for global onboarding | Free demo available | From $20/user/month (billed annually) | Website |
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Rippling
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
Paycor
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.1 -
edays
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.3
Reviews of the Best Employer of Record Services
To make your search easier, I’ve highlighted my top 10 EOR providers—complete with details on what each one offers and how they can support your HR team. You’ll also find an additional 16 providers listed below if you’re looking to explore even more options.
Deel is a well-established employer of record platform that enables companies to rapidly employ people in 150+ countries. Employers can expand internationally without ever needing to establish a new entity, allowing them to leverage the skills and knowledge of a global workforce.
Why I picked Deel EOR: Deel offers free calculator tools to help you estimate the cost of an international worker. You can compare different country costs and see what benefits and withholdings are required.
Deel uses local legal experts to generate compliant contracts and keep track of regulatory changes, and will ensure all legal obligations are met on your behalf.
The well-established business has launched several new offerings over the past year, including global payroll, global mobility support, integrated Slack tools, and advanced integrations.
Their global payroll offering brings in-house expertise, which can greatly help companies with existing payroll setups to streamline their accounting and reporting procedures.
Deel Key Services:
Deel offers end-to-end management for your international team covering everything from onboarding to termination. Their web app is user-friendly and provides a range of features to help businesses manage their workers effectively. These include international benefits, contract management, and expense tracking.
Their integrated contract management function supports advanced customizations such as stipends, signing bonuses, and stock options, with all files saved into their document cloud for easy access from anywhere.
Their EOR platform also includes electronic signature capabilities, reducing the need to print out any sensitive documents.
In addition, Deel is known for its fast support. They offer 24/7 customer support and live chat.
RemoFirst is a global EOR service provider on a mission to free employers from geographical boundaries so they can access global talent with ease.
Their EOR platform is set up to help you hire and manage full-time employees or global contractors in 180+ countries, eliminating the need to set up a local entity in every country you want to source talent from.
Why I picked RemoFirst: For budget-conscious businesses wanting to scale their remote teams, RemoFirst helps you avoid the high costs of setting up local entities.
They help you hire employees globally, manage payroll, and ensure you stay compliant with local labor laws. Their team of legal experts and HR professionals also stay on top of changing regulations with compliance documentation accessible at all times through your secure dashboard.
You'll have the option to summarize and aggregate your invoices into one payment (rather than making multiple individual payments), and they'll automatically calculate your team’s hours, time off, holidays, bonuses, and commissions so you don’t have to worry about it. Instead, you only need to review their monthly invoice and approve it for payment.
RemoFirst Key Services:
In addition to their EOR services, RemoFirst also provides international payroll and invoice management, global benefits management (including insurance and equity plans, plus time-off management), visa and work permit support, and employee assistance with other immigration documentation.
They can even help you with provisioning equipment to your distributed employees around the world, or conduct background checks on your top international candidates.
Plus, their customer support team is available 24/7 in case you need additional help. All clients also receive a dedicated account manager as their main point of contact.
Borderless AI is an AI-powered EOR platform that helps companies hire, manage, and pay employees in over 170 countries without setting up local entities. It handles contracts, payroll, taxes, and compliance, allowing your team to focus on core operations.
Why I picked Borderless AI: One thing that stands out is Borderless AI's approach to compliance. It partners with local experts from a Big 4 accounting firm to ensure adherence to regional labor laws and tax regulations. This means you can hire internationally with confidence, knowing that employment contracts, benefits, and payroll are managed according to local standards.
Additionally, the platform offers real-time compliance updates, reducing the risk of legal issues as your team expands globally.
I also like the platform's payment infrastructure. Borderless AI allows you to pay employees quickly and securely in their local currencies, without requiring upfront salary deposits. This five-day pre-funding model enhances cash flow efficiency, making it easier to manage finances while ensuring your team is compensated promptly.
Borderless AI Key Services:
Other than its EOR services, Borderless AI offers services like Alberni, an AI agent that generates compliant employment contracts and answers HR questions in multiple languages, which can help simplify the onboarding process and day-to-day HR management.
The platform also offers a mobile app, enabling you and your team to manage HR tasks on the go, such as approving payroll and tracking expenses.
Additionally, Borderless AI provides tools for managing time off and expense reimbursements directly within the platform, eliminating the need for third-party software.
Velocity Global is a global HR platform designed to help companies hire, manage, and pay employees in multiple countries. It focuses on making it easier for businesses to expand internationally, offering a range of services, including employer of record (EOR), global payroll, and immigration support.
Why I picked Velocity Global: As a client of Velocity Global, you won’t have to juggle different systems—instead, Velocity Global takes care of payroll, tax, and compliance in every country you operate in, helping you scale efficiently.
They offer a range of features to support global expansion efforts, including multi-country payroll, making it simple for you to pay employees in different currencies. In addition, their international onboarding system is user-friendly, ensuring that your new hires are legally employed in their country while still working for you.
Another reason Velocity Global stands out as an EOR provider is their local benefits management. When you hire globally, Velocity Global ensures your team gets the right benefits packages, whether that’s healthcare, pensions, or other perks, customized to each country. This feature not only helps you attract top talent but also keeps your workforce engaged and compliant with local regulations.
Velocity Global Key Services:
In addition to its EOR services, Velocity Global offers other key solutions that further support your global operations, such as immigration support services to help your team navigate visa and work permit processes.
They also provide assistance with global equity programs, allowing you to offer stock options to employees no matter where they are.
Their Global Work Platform also integrates with key tools like Workday, ADP, Oracle, NetSuite, BambooHR, SAP SuccessFactors, and Greenhouse.
Rippling provides Employer of Record services via their well-known HR, payroll, and IT platform. Using their all-in-one platform, you can manage a global workforce and run payroll easily, with each distributed team or employee paid in their local currency.
For global organizations that already have a legal entity established abroad, Rippling offers both PEO and global payroll services as well.
Why I picked Rippling: Rippling offers enterprise-grade security, scalability, and operational efficiency with its unified platform, allowing you to manage payroll and benefits, time-tracking, and reporting for your entire workforce from a single user interface.
In addition, Rippling’s payroll processing doesn’t require you to feed the system with employee data manually and doesn't require manual calculations. Everything is done automatically, as the system syncs all HR data with the payroll system. All you need to do is set the right pay periods for your employees, review the payroll, and approve it.
Rippling Key Services:
Their combined EOR services and software include compliance monitoring, risk aversion, automated tax filings, accurate time tracking, and reporting.
Their HR platform also automatically assigns required country-specific compliance training for EOR employees. This means you don’t have to figure out if a country requires employee compliance training. You don’t even have to find a separate system to enable that kind of training, since everything is handled by Rippling EOR.
G-P’s AI-enabled global employment and Employer of Record (EOR) products help companies navigate the complexities of global employment. They help companies quickly and compliantly onboard, hire, and manage employees in 180+ countries without setting up an entity.
Why I picked G-P: You can onboard in days, with locally compliant contracts. Global payroll is easy with flexible options like Venmo or bank transfers. I also appreciate G-P's knowledge hub, Globalpedia, which gives a broad overview of labor laws, norms, and regulations in different countries.
I also like that G-P offers AI directly in its platform through G-P Assist to guide customers and professionals as they move through workflows and complete tasks like onboarding, providing real-time, country-specific guidance.
G-P Key Services:
G-P EOR provides all the essential technology, tools, and expertise for you to hire and manage global teams around the world. This includes handling employment contracts, employee onboarding, benefits, payroll, taxes, and compliance with local market laws and regulations. G-P also provides custom reports and insights to help guide your global employment plans.
They even support contractor hiring, so you can expand your team in a way that works for you—whether you're looking to fill short-term positions for specific projects or long-term roles.
Remote’s EOR solution allows companies of all sizes to hire, pay, and manage full-time and contract workers in any country where they don’t have a legal entity.
Remote takes care of international payroll, benefits, taxes, stock options, and compliance, so you can focus on providing a best-in-class global employment experience. Remote’s ironclad intellectual property protections and security guarantee also give you peace of mind across the globe.
Why I picked Remote: Remote helps companies become global powerhouses by expanding their access to talent beyond their borders, allowing them to hire anyone from anywhere. They own local legal entities in all their covered countries to avoid third-party handoffs and ensure your protection.
Their EOR service helps companies remain competitive in the international talent market by lending access to competitive benefits packages. They also offer quick and compliant onboarding for new hires, ensuring they can get started with your company within minutes instead of weeks.
They can help you offer health insurance, dental insurance, vision insurance, life and disability coverage, and mental health support services for your EOR employees.
Also worth noting, Remote does not add any markup to their benefits premiums or administration costs, making them a cost-effective choice. The platform also never charges percentages or fees. It has one flat rate to help you control your budget so you can focus on growing your business.
Remote Key Services:
Services include global payroll processing, employer of record and contractor of record services, talent sourcing tools, and country-specific benefit packages that are local and competitive. Remote also provides rapid onboarding and payment for international freelancers, as well as managing the entire HR lifecycle with their HRIS system.
Additional tools, such as the Employee Cost Calculator, Country Explorer, and Salary Explorer, provide valuable insights for planning international expansion. With an in-house team of legal, finance, and HR experts, Remote ensures compliance and smooth operations in any country.
Skuad is a global HR platform that offers EOR services and HR compliance across 160+ countries. Its unique selling point lies in its ability to provide the best global HR compliance, making it the ideal tool for companies with international remote teams.
Why I picked Skuad: I included Skuad in this list because it's well-situated to support global HR compliance due to its unified approach to employment setup. Their EOR services cover compliance, payroll, and HR administration, which addresses the challenges of hiring and managing a global workforce.
I also appreciate Skuad's Global Hiring Toolkit, which equips businesses with essential resources for international HR compliance.
Skuad Key Services:
Skuad's services include acting as an Employer of Record (EOR) or Agent of Record (AOR), handling onboarding, cross-border payroll, compliance, and benefits management.
Additionally, Skuad offers support for visa and immigration processes, background verification, and global payments in over 100 currencies, catering to the needs of tech, HR, finance, and legal teams.
The platform aims to simplify the complexities of global employment outsourcing and provides dedicated support to ensure compliance with local employment laws in over 160 countries.
Oyster is a global employment platform to hire, pay, and care for international employees while delivering exceptional team member experiences across the full employee lifecycle.
Why I picked Oyster EOR: You can manage the entire process from Oyster’s dashboard, which allows you to check on your international employees, approve payroll, and view your compliance status.
Compliance headaches will be a thing of the past though since Oyster EOR manages all that on your behalf. They even offer employment liability insurance in the countries where they work, as well as intellectual property (IP) protection through confidentiality and IP agreements.
Oyster also shares useful financial tools that help you determine the full cost of hiring a new employee in any country, or whether it would be more cost-effective to fill a position with an international contractor rather than an employee.
Oyster Key Services:
Oyster's services include access to an automated global hiring platform, compliant global employment contracts, onboarding international new hires, contractor misclassification, and compliance monitoring.
On top of this, the Oyster Academy is a helpful resource for companies that are new to the international work-from-anywhere scene, and includes training courses on ‘how to prepare for distributed work’, and ‘how to create a company culture in a distributed environment’.
Multiplier is a global employer of record (EOR) company that streamlines HR and payroll processes for businesses expanding internationally. With a user-friendly platform, Multiplier simplifies workforce management by consolidating HR, payroll, and compliance services into one technology-driven solution.
Why I picked Multiplier EOR: They have local entities in over 150 countries, enabling them to offer locally compliant HR and payroll services to businesses that want to expand to new geographic locations or employ more workers abroad.
By outsourcing your core HR responsibilities to Multiplier, you can reduce your exposure to the legal and financial risks associated with employing workers in different jurisdictions.
In addition, their onboarding services for EOR employees are very fast, with the ability to employ new talent in less than 24 hours in certain countries, offering a significant advantage for businesses looking to scale quickly. Their 4-step onboarding process is also intuitive and easy to follow, providing a good experience for your new employees.
Multiplier Key Services:
Their EOR services include payroll processing, tax compliance, benefits administration, and worker's compensation. Their dedicated team of experts provides ongoing support and guidance, ensuring local compliance with employment laws and regulations and helping businesses navigate any challenges they may face.
They also have several helpful resources on their website — including their international TalentWiki and their Work Permit database — which offer valuable insights into hiring requirements across different countries, making them a trusted partner for global expansion.
Other Employer of Record Companies
Here are some other EOR service providers that didn't make the top list, in case you'd like a few more suggestions:
- Papaya Global
For enterprises
- Atlas HXM
For scaling internationally
- Agile Hero
For global mobility support
- Worksome
For the UK and US
- FoxHire
For technical and healthcare workers
- Omnipresent
For hiring without local entities
- Remunance
For compliance management in India
- Headway Workforce Solutions
For hospitality-focused roles
- Airswift
For energy and technology industries
- Safeguard Global
For multi-country payroll
- Shield GEO
For simplifying international hiring
- Wisemonk
For hiring in India without local setup
- Worksuite
For worker classification accuracy
- Lano
For compliant hiring across Europe
- ANSR
For sourcing talent
- Native Teams
For managing global employees and contractors
Related HR Software Reviews
If you're looking for better HR tools in addition to services, check out these other core HR offerings, that we've tested and evaluated:
- HR Software
- Payroll Software
- Recruiting Software
- Applicant Tracking Systems
- Workforce Management Software
- Learning Management Systems
Selection Criteria for EOR Services
Choosing the right Employer of Record (EOR) service is key to expanding globally without the cost and complexity of setting up a legal entity in each country. The best EORs simplify hiring, manage compliance, streamline payroll, and support onboarding—giving HR teams the confidence to scale internationally with less risk and effort.
To create this list, I analyzed the latest EOR market data and evaluated which providers offer the most value to organizations entering or managing global markets.
Here are the core criteria I used to compare EOR services:
Core Employer of Record Services (25% of total score): To be considered for inclusion in my list of the best Employer of Record services, the provider had to offer the following basic services first:
- The corporate structure to legally and compliantly hire employees in multiple countries without a local entity
- The ability to manage global payroll and taxes in compliance with local regulations
- Assistance with offering competitive and locally compliant benefits packages
- Assistance with navigating visa and work permit processes for expatriate employees
- Robust procedures to ensure data privacy and security that comply with international standards, including GDPR and other requirements
Additional Standout Services (25% of total score): To help me narrow in on the best EOR services out of the numerous options available, I also took note of any unique or less common services, including:
- Advanced technology platforms that streamline EOR payroll and other HR processes while still offering ease of use
- Specialized experience in hiring employees within specific new countries or key industries
- Services that enhance remote work compliance and global mobility needs
- Specialized customer support for complex immigration cases
- Assistance with international IT requirements, including managing computer equipment, software licenses, and other asset-tracking requirements
- A focus on eco-friendly and sustainable employment practices
Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:
- How many years their business has operated in the EOR space
- Any industry recognitions or certifications the provider may hold in international HR and payroll
- Their depth of knowledge in local labor laws across multiple jurisdictions
- Their expertise in new markets, including how many different countries they offer local expertise in
- Evidence of a strong track record managing global expansion processes
- The combined experience and credentials of their team members, if available
Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:
- The availability of comprehensive onboarding materials, such as fact sheets, guides, FAQ repositories, or other training resources
- Support for integrating the EOR provider's software with existing HR systems
- Direct access to onboarding specialists, customer support, or a dedicated account manager during the setup phase
Customer Support (10% of total score): Since the EOR provider will act as your remote workers' legal employer, it's important to ensure you'll receive timely communications and top-level support. To evaluate the level of customer support each company offered, I considered the following:
- The availability of a multilingual support team that covers different time zones
- Multiple support channels, including phone, email, and live chat
- Evidence of responsiveness and effectiveness in resolving issues, as inferred from customer reviews
- The existence of dedicated account managers to provide assistance as needed
Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:
- Transparent pricing models without hidden fees
- Comparative analysis of service offerings versus cost
- Flexibility in service packages to suit different business sizes and needs
Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. Here are the factors I considered:
- Consistently high ratings across various consumer review platforms
- Specific feedback on the ease of use of the EOR services
- Testimonials highlighting exceptional customer support and problem resolution
Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.
It is advisable to select an EOR who has been successfully employing people in the country of interest for at least 3 years. By doing this you are more likely to engage an EOR that “has seen it all” and has had a chance to go through several cycles of employment in that country.
How to Choose an EOR Service
An EOR service can simplify the process of hiring and managing international staff. To help you figure out which EOR service best fits your needs, you need to document your specific challenges first.
As you work through your own unique selection process, try to answer the following questions thoroughly:
- What problem are you trying to solve? Start by identifying the challenges you're trying to overcome. This will help you clarify where you need the most help. These challenges may include:
- sourcing international talent within a specific geographic country,
- sourcing talent with unique knowledge regardless of the country they live in,
- managing compliance with laws and regulations in unfamiliar countries,
- paying existing or future employees in multiple currencies,
- offering international benefit plans to stay competitive in your industry, or
- navigating complex visa or work permit requirements for future new hires.
- Who will benefit from the service? Consider who will manage the EOR relationship (i.e., who will be your main contact person in-house?) and how having an EOR service would improve their day-to-day work. Next, identify their key priorities to ensure all their needs will be met. Your main EOR users will likely include the following, depending on the structure of your org:
- Chief of HR Operations (CHRO),
- Payroll processing specialists or Chief Financial Officer (CFO),
- Internal legal staff or legal department, and
- Talent acquisition staff.
- What is your budget? To evaluate cost, estimate how many foreign employees you anticipate hiring. Since EOR companies typically charge a monthly fee for each new hire, this will allow you to estimate your monthly costs proactively.
- If you need help convincing your executives to partner with an EOR, here's a useful tip. Outline the cost per employee under an EOR arrangement versus the total cost of establishing a new entity abroad. The latter option is almost always more expensive in the long term.
- What outcomes are important? Review the capabilities you want to gain or improve, and how you will measure success. Being clear on your desired outcomes upfront is crucial to avoid wasting valuable time. Key outcomes you may want to measure include:
- Reduced time to hire and onboard foreign employees,
- Decreased compliance-related legal issues or an improved compliance rate,
- Increased employee satisfaction among international staff, or
- Less time spent on international HR issues by your internal HR staff.
- Would the EOR platform work with your technical requirements? Consider how the service provider's software ecosystem would work alongside your existing workflows and systems. Does their software framework integrate with your existing HR software, or would you face data management roadblocks? Key integrations to review include:
- Your existing HR management system (HRIS, HCM, or HRMS),
- Your corporate workspace (Microsoft SharePoint, Google Workspace, etc.), or
- Your performance management system.
Remember every business is different — don’t assume that a global employer of record service will work for your organization just because it's popular.
During discovery calls, try to understand how their values align with yours and ask them to share success stories but also how they handle client concerns. Share key practices and expectations of your internal team and see how that compares with their HR practices, like payroll timelines and onboarding processes. In my experience the wins and frustrations of using EORs often came down to misalignment on the above.
Trends in Employer of Record Services
As global expansion becomes a strategic priority for many companies, the demand for streamlined, compliant, and scalable solutions to manage international hiring has surged. In response, EOR providers are altering their services to meet the needs of modern HR teams tasked with managing global workforces.
Today’s top EOR providers are increasingly offering the following services:
- Immigration Support: There is a growing demand for assistance with immigration services like visa and work permit sponsorships, simplifying global talent acquisition processes for client companies immensely.
- Specialized Services for Diverse Needs: Several EOR companies have begun to offer IP and invention rights protection and equity incentive planning services, to cater to the specific needs of their client companies.
- Enhanced Employee Benefits Packages: There's a growing trend in global EOR services going beyond standard healthcare coverage to offer a full spread of enterprise-level medical and health benefits, stock options, and even one-time benefits like moving bonuses. This trend demonstrates an understanding of the importance of attracting and retaining top talent globally.
- AI-Backed Knowledge Bases: Some global EOR services (including Deel EOR) are beginning to offer legally vetted knowledge bases or information wikis that use artificial intelligence to surface answers to common questions quickly. This helps customers source details on hiring within a specific country fast, without relying on human-run support systems.
As the market continues to evolve, these trends are likely to shape the future of international employment, making it easier for businesses to navigate the challenges of global expansion. For a closer look at specific EOR companies that are capitalizing on these trends, I recommend reading our in-depth reviews of Atlas HXM, and RemoFirst EOR.
What is an Employer of Record Service?
An Employer of Record (EOR) service is a third-party provider that legally employs your international workers on your behalf.
Companies use EOR services to manage global payroll, taxes, employment contracts, terminations, compliance, and benefits administration, without having to set up a local legal entity.
HR teams rely on EORs to expand into new countries quickly while reducing risk, staying compliant with local labor laws, and easing the administrative burden of international hiring.
An employer of record processes invoicing and salaries but reduces complexity by handling simpler payroll types, often focusing on salaried employees.
Key Employer of Record Services
By leveraging an EOR service, companies can manage international payments, ensure compliance with local labor laws, provide competitive benefits, and optimize their new hire onboarding process.
Here are the most important services to look for in an EOR service provider:
- Global Payroll Management: Arguably one of their most important tasks, an EOR service will ensure your employees are paid accurately and on time in their local currency. This service is essential for maintaining employee satisfaction and financial stability in diverse geographic locations.
- Tax Compliance and Withholding: An EOR service will also manage employee income tax withholdings and employer tax obligations per local laws, preventing legal issues and ensuring smooth operations across different tax jurisdictions.
- Local Labor Law Compliance: EOR service providers offer country-specific knowledge of employment laws and regulations. This knowledge protects businesses from legal disputes and fines, ensuring a respectful and lawful work environment for all employees. Knowledge of these laws also applies to monitoring employee work hours, including timesheets and time-off requests.
- International Talent Acquisition & Background Checks: An EOR service will work with their client company to source additional talent from the global market as needed. As part of this process, many EOR services include background checks for potential new hires to confirm their credentials and ensure they're suitable for their role. Once approved, an EOR will also manage your country-specific employment contracts as well.
- Visa and Work Permit Sponsorship: Many EOR companies offer assistance with obtaining necessary visas and work permits for expatriate employees. This service is critical for facilitating the legal employment of foreign nationals and ensuring a seamless relocation process.
- Onboarding and Offboarding: An EOR will also manage the processes of integrating new hires into their client's company or managing their departure. This ensures a smooth transition for both employees and the organization and gives peace of mind that employee terminations are handled as per the labor laws of each jurisdiction.
- Benefits Administration: By leveraging economies of scale, EOR service providers can access competitive, region-specific health insurance benefits packages to cover your international employees. Tailored employee benefits are crucial for attracting and retaining top talent, enhancing job satisfaction, and meeting legal requirements for employee welfare.
- HR Support and Consultation: EOR specialists are a valuable resource as they can provide ongoing human resources support and expertise on international employment practices. This support ensures that businesses can navigate complex HR issues, deal with grievances effectively, and maintain positive employee relations without affecting their employer brand.
- Risk Management and Insurance: Since EOR providers assume legal responsibility for your foreign staff, this also includes managing employment-related risks, handling workers' compensation matters, and maintaining certificates of insurance, including both professional indemnity and public liability. This coverage is vital for protecting businesses and employees against unforeseen circumstances.
- Multi-Language Support: Many EOR companies offer services in multiple languages to help organizations operate efficiently in a global marketplace and serve the needs of a diverse workforce. This can include translation services for your corporate policy documents, as well as localized assistance in your international employees' native language, to prevent possible miscommunications.
As you can see, EOR service providers offer a full set of comprehensive services to help businesses expand their operations globally without the burden of navigating international workforce laws and practices on their own.
By securing an EOR partner to cover these critical services, you'll gain peace of mind, and more time to concentrate on your core business objectives.
Leveraging employer of record (EOR) services is critical to ensure compliance with international labor laws.
Benefits of an EOR Service
EOR services are a smart solution for companies expanding globally since they remove the complexities of local labor laws, payroll systems, and compliance requirements. Whether you’re hiring your first international employee or scaling across multiple regions, EORs make it faster and safer to build a global team.
Here are several benefits you can expect when using an EOR service:
- Quick Market Entry: For organizations aiming to test new markets or hire talent in new countries where they have no legal presence, an EOR offers a swift and efficient solution to initiate operations, saving time and resources.
- Simplified Global Payroll: Using an EOR service simplifies the complex process of managing international payroll, including tax deductions, withholdings, and currency conversions for your employees worldwide.
- Global Compliance & Risk Mitigation: By managing compliance, an EOR service provides expertise in navigating the intricacies of employment laws, tax regulations, and insurance requirements in multiple jurisdictions, helping businesses safeguard their operations against compliance-related risks.
- Enhanced Benefits Negotiation: By leveraging their extensive networks and purchasing power, EORs can negotiate better international insurance rates and secure competitive benefit packages on your behalf, enhancing your ability to attract and retain top talent worldwide.
- Improved Cost Effectiveness: Using an EOR service is a cost-effective way for businesses to enter new markets, compared to the significant costs of establishing a new foreign entity. The latter option involves significant upfront legal fees, plus other costs related to office infrastructure, staffing, and local benefits and insurance coverage.
Understanding the benefits of an EOR service is crucial for strategic planning and operational efficiency. As businesses look towards international markets for growth opportunities, partnering with an EOR provider offers a streamlined, cost-effective, and compliant pathway to global expansion.
Need a bit more firepower to convince your upper management to partner with an EOR service? Focusing on the costs of hiring a foreign employee and how an EOR can simplify the hiring process might just be the winning strategy you need.
Costs & Pricing for EOR Services
Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.
In general, EOR services cost between $199 to $650/employee/month. However, key factors that can influence the pricing of an employer of record service include:
- Geographic Location: Costs can vary significantly based on the EOR country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
- Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
- Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
- Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized employer of record solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.
If you want a deeper breakdown of how pricing works, check out my full guide to EOR pricing models.
When evaluating providers, make sure to consider how these pricing structures align with your business goals and budget. Anticipating the scale and complexity of your global hiring plans will also help you choose an EOR that offers both value and flexibility.
New & Noteworthy Product Updates
Below, I've summarized the most recent release notes and product updates for my top EOR service recommendations. Discover what’s now possible through new service improvements, software features, and other company updates, and why it matters for EOR services.
2025 Q2: EOR Software Updates
Deel Update Notes
Deel recently rolled out several enhancements to its EOR services to simplify contract management and strengthen global compliance for teams hiring internationally.
The update includes automated flows for processing EOR contract amendments, reducing manual steps and speeding up approvals. Deel also added autofill functionality for tax forms and introduced automated compliance check-ins, job title guidelines, and new worker security tools to help ensure adherence to local employment laws.
These improvements make it easier for users to manage international hires efficiently and with greater confidence. By automating time-consuming tasks and reinforcing compliance, Deel helps companies scale global operations with less administrative burden.
Verdict: These updates save time, reduce manual work, and improve the worker experience for EOR employees and their client companies.
Remote Update Notes
Remote has launched a new manager expense dashboard within its mobile app to simplify company expense tracking. This update aims to solve the common challenge of limited visibility into real-time spending, which often requires manual data collection and analysis.
The dashboard gives managers a centralized view of spending across their teams, including total expenses, average spend per employee, and categorized expense breakdowns. It helps identify budget trends, spot anomalies, and track expenses like travel, software, and office costs—all from a mobile device.
With real-time insights and on-the-go access, managers can make quicker, more informed financial decisions. The update strengthens transparency and improves budget oversight, supporting more efficient and proactive expense management.
Verdict: This new mobile-friendly functionality will improve the ease of expense tracking, particularly for managers who are frequently away from their desks.
Rippling Update Notes
Rippling recently rolled out several product updates, including a new integration with QuotaPath that streamlines commission payments, and expanded global payroll and EOR capabilities.
By connecting QuotaPath’s commission tracking features directly to Rippling, teams can automate commission calculations and payments, eliminate manual data entry, reduce the risk of errors, and ensure accurate, timely compensation for sales employees. This helps businesses manage complex commission structures more efficiently while maintaining data consistency across platforms.
In addition, Rippling has added global payroll and EOR support for 19 new countries, including Belgium, Italy, Norway, and Switzerland, allowing businesses to hire and pay employees compliantly in more regions.
The automation of commission payments helps organizations stay compliant and boosts employee satisfaction through precise and timely payouts. Meanwhile, the ability to onboard and pay employees in 19 additional countries enhances Rippling’s appeal for businesses looking to expand internationally without setting up local entities.
Verdict: These updates help by removing administrative burdens and expanding the reach of EOR services.
Skuad Update Notes
Skuad recently rolled out updates to improve time tracking and onboarding management for global teams. These changes aim to simplify how hours are logged and tasks are monitored across the platform.
Key updates include a new clock-in/clock-out feature for easier attendance tracking and automatic detection of work hours based on time entries. In addition, a new "Bulk Tasks" section allows clients to track the status of new hires added through the bulk upload feature.
These updates help reduce manual work, minimize errors, and give users better visibility into time tracking and onboarding progress—making it easier to manage teams at scale.
Verdict: While seemingly small, these new features create a smoother management experience for managing EOR hires.
FAQ: Employer of Record Services
Here are some answers to frequently asked questions people often have about EOR services and how they work:
What does an Employer of Record do?
An Employer of Record (EOR) is a third-party provider that legally employs international workers on your behalf in countries where your business has no legal entity. It’s ideal for companies expanding globally without setting up local offices.
The EOR handles key employment tasks—like payroll, tax deductions, onboarding, and compliance—while you retain control over day-to-day work. This lets you hire global talent quickly and legally, without taking on the full legal risk of international employment.
Can EOR services help with employee relocation?
Yes, EOR services can assist with employee relocation, especially when it involves international moves. EORs are adept at managing the complexities of hiring across borders, including immigration and visa processes, ensuring compliance with local employment laws, and facilitating the smooth transition of employees.
By leveraging their global expertise and infrastructure, EORs can help businesses expand their operations into new markets without needing to establish local entities. This support extends to handling all the administrative and legal aspects of employment, making it easier for companies to relocate employees globally.
Does an EOR service include access to software?
Yes, most EOR providers include access to their software through a client portal. These platforms help manage payroll, time tracking, and compliance while giving you visibility into employee data and streamlined communication.
Some EORs offer full access at no extra cost, while others may charge for advanced features—so it’s worth clarifying during the selection process. Look for systems that integrate with your existing HR tools or offer API connections to avoid data silos and manual updates.
If you need detailed time tracking for invoicing, ensure the platform supports it and syncs with your internal systems in real time.
What's the process of terminating an employment contract through an EOR?
Terminating an employment contract through an EOR involves the EOR managing all legal and procedural aspects in compliance with local labor laws. This includes handling severance, notice periods, and any required legal documentation.
The EOR’s expertise ensures that the termination process is conducted fairly and in line with the specific regulations of the EOR country where the employee is based. Businesses benefit from this arrangement by minimizing their legal risks and administrative burden during the termination process.
Do EOR providers offer other types of global HR services?
Yes, many EOR service providers also offer professional employer organization services (also known as PEO services), as well as global payroll services.
PEO services are a way of outsourcing portions of your HR function to support your international teams. They can help you with international compliance issues, benefits administration, workers’ compensation, and other HR administrative tasks.
Global payroll service providers help global businesses compensate remote workers and freelancers in their local currency of choice, all within a single payroll cycle. These services also handle local compliance regulations and tax requirements on your behalf, making the international payroll process much easier.
How big is the EOR services market and which regions are experiencing the most growth?
With organizations across many sectors looking to capture top talent from new markets, the EOR service market has risen in size. As of 2024, EOR market data was valued at $4474 million USD, with an expected value of $7076 million USD by the end of 2031! This represents a compound annual growth rate of 6.8% during that seven-year period.
Other EOR research pinpointed the growth of EOR services for both small-to-medium enterprises and large enterprises in the following key geographical areas:
- North America (the USA, Canada, and Mexico)
- Europe (the UK, France, Germany, Italy, Russia and Turkey)
- Asia-Pacific (China, Japan, Korea, India, Indonesia, Thailand, Vietnam, Malaysia, the Philippines, and Australia)
- South America (Brazil, Argentina, and Colombia)
- The Middle East (Saudi Arabia, and the United Arab Emirates)
- Africa (South Africa, Nigeria, and Egypt)
Interested in hiring within a specific country? We’ve created specialty lists covering the best EOR services in Canada, the best UK EOR services, and the best service providers for EOR in Australia, EOR in India, EOR in Italy, EOR in France, EOR in Spain, EOR in Portugal, EOR in Germany, EOR in Switzerland, EOR in the Netherlands, EOR in Turkey, EOR in Brazil, EOR in Chile, EOR in Colombia, EOR in Singapore, EOR in Indonesia, EOR in the Philippines, EOR in China, EOR in Hong Kong, EOR in Japan, and EOR in the UAE as well.
Is a global employment organization (GEO) or global employer of record (GEOR) the same as an EOR company?
A global employment organization (GEO), also known as a global employer of record (GEOR), provides the same core services as a traditional EOR (for example, handling payroll, taxes, benefits, and compliance) but typically operates at a broader, multi-country scale.
Some providers use the terms interchangeably, but here’s how to spot the difference:
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EORs often focus on specific countries or regions.
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GEOs/GEORs emphasize global workforce management across multiple jurisdictions.
To assess the scope:
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Check their country coverage and service descriptions.
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Look for global benefits support or workforce mobility services.
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Review client logos—multinational clients may indicate GEO capabilities.
If you’re unsure, reach out directly. Most EORs offer consultations and country directories on their websites, which can help confirm whether they meet your global expansion needs.
How do EOR services handle data privacy and security?
EOR providers take data privacy seriously, following global and local regulations like the GDPR in the EU. They use safeguards such as data encryption, secure storage, and role-based access controls to protect sensitive employee information.
Because EORs manage personal and financial data across borders, compliance with privacy laws is a top priority. Most providers also conduct regular audits and update their systems to stay aligned with evolving security standards.
When evaluating an EOR, ask about their compliance protocols, security certifications, and how they manage cross-border data transfers. For more guidance, see our detailed guide on EOR risks and data security considerations.
What are some of the consequences of non-compliance?
Hiring international employees without following local labor laws can expose your company to serious risks. Non-compliance (intentional or not) can result in:
- Fines and penalties
- Legal actions such as lawsuits or other litigation proceedings
- Mandatory corrective measures or compliance orders
- Loss of business licenses or operating permits
- Reputational damage from public exposure
- Increased government scrutiny
Because labor laws vary by country, staying compliant is complex, and ignorance isn’t a valid legal defense. This is why many businesses use EOR services: they reduce legal risk by ensuring local compliance on your behalf.
Are there any risks to using an Employer of Record service?
While EORs reduce many international hiring risks, they’re not entirely risk-free. Here are some key areas to watch:
- Hidden fees for onboarding, offboarding, or HR support
- Mandatory benefits costs added to salary and service fees
- Currency fluctuations that affect payroll expenses
- Data security concerns, especially if the EOR lacks strong encryption, certifications (e.g. ISO 27001), or incident response protocols
- Loss of control over HR processes for EOR employees
- Reputation risk if your EOR mishandles issues or provides a poor employee experience
Choosing a reputable EOR with clear pricing, strong security practices, and transparent communication can help you minimize these risks.
What's the difference between an EOR and a staffing agency?
An EOR and a staffing agency both help businesses hire employees, but they operate differently:
- An EOR takes on legal responsibility for employees, handling everything from payroll, taxes, and compliance with local labor laws. The company remains in charge of the day-to-day management of the employees, but the EOR is the official employer on paper.
- A staffing agency, in contrast, primarily sources and recruits temporary or contract workers for short-term projects or to fill skill gaps. The staffing agency typically handles the hiring process but does not act as the legal employer for long-term employees.
In what scenarios is it better to use an EOR service instead of a staffing agency?
An EOR service is the better choice when you want to hire full-time employees in countries where you don’t have a legal entity. It allows for quick onboarding while ensuring full compliance with local employment laws—ideal for long-term hiring and international expansion.
Staffing agencies, on the other hand, are typically used for short-term or project-based roles, where fast placements are needed and compliance requirements are minimal.
For a detailed breakdown of both models, check out our full guide comparing EOR and staffing agency services.
Why would you use an EOR service to pay an international contractor?
Using an EOR service to pay contractors, in addition to your international employees, can be beneficial for several reasons:
- Simplified Payment Processes: With your EOR already managing payments for your international staff, adding a few additional independent contractors onto your EOR payroll register is an easy and cost-effective solution that ultimately removes additional hassles from the desk of your in-house HR staff.
- Lower Service Costs: Many EOR services will manage contractor payments for substantially lower fees than what they charge for an EOR employee. For example, Remote charges $599 per EOR employee/month, but only $29 per contractor/month, with similar pricing differentials offered by other popular EOR providers too, including Deel, Papaya Global, RemoFirst, Multiplier EOR, and others.
- Compliance Assistance: Just because we're referring to contractors instead of employees, that doesn't mean there are no compliance requirements. An EOR service can assist with the required tax filings for remote workers and those required for independent contractors, including Form 1099, Form 1096, and many others.
- Risk Mitigation: EOR services are also well-positioned to help their clients avoid employment-related risks, such as the potential misclassification of workers as contractors when they should technically be considered full-time employees. Their specialized knowledge of labor laws can help organizations avoid the costly legal and financial repercussions that misclassification often entails.
EOR vs. PEO Services
The main difference between EOR and PEO services is the legal status of the parent company. If you're interested in hiring remote employees in a country where you don't have a legal entity established, then an international Employer of Record service is what you need.
On the flip side, if your organization already has a legal entity established in a foreign country and your in-house HR staff just need additional help with hiring and managing international talent, you can opt to outsource specific parts of your HR services through a PEO agreement.
Under a PEO agreement, your organization and the PEO company enter a co-employment situation where each party has distinct legal responsibilities.
To help you make that choice, take a closer look at our detailed comparison of PEO vs EOR services to figure out which service is the right one for you.
What is Co-Employment?
A co-employment relationship is a situation where two separate entities share employer responsibilities for the same employee, such as in an EOR or PEO scenario. Under a co-employment arrangement, the responsibilities are divided between the client company and the other legal body (the EOR or PEO company).
The client company controls the employee's workload and day-to-date activities. This includes supervising the employee, assigning work, and making decisions about the employee's role within the company.
The PEO or EOR company manages administrative and HR-related functions such as payroll processing, benefits administration, compliance with employment laws, and tax filing.
Tips for Selecting the Best EOR Service Provider for You
To help you select the best EOR service provider to work with, you need to have a clear idea of your specific needs so you can be sure the EOR provider addresses them. To help you hone in on that quickly, try answering the following questions:
- Are you interested in hiring new employees within a specific country? If so, how much experience does the EOR have in that country?
- Does the EOR have a proven track record in the region you're interested in, such as North America or Asia?
- Is the Employer of Record company a global employer of record, or are they only active in specific regions?
- How long has the EOR been in business for?
- Does the EOR have a permanent local entity in the country you're interested in hiring in, or are they using a local partnership instead?
- Does the EOR handle all the areas you need support with, including sourcing top talent, international payroll & taxes, work permits, health benefits, background checks, and more?
- Will the EOR provider assist you if you do decide to open up a foreign entity of your own? Could you retain their services under a PEO agreement instead?
- How do their services and fees compare to other international EOR providers you're considering?
Use these questions to vet your top three choices for EOR providers and the best choice for you should become clearer. And if you'll mostly be working with contractor or freelance workers, contractor management software might also be something to consider using.
Other Resources & HR Services
With international employment on your mind, I recommend checking out these other helpful articles too:
- Best Global HR Service Providers
- Best Compliance Software for HR Departments
- Best Benefits Administration Software
Simplify Your International Operations with EOR Services
Now, you should have a better sense of how EOR services can alleviate the typical hassles of hiring international employees. They're truly a valuable resource, whether you're an enterprise organization striving for the best global talent, or a small business or startup trying to compete in the global talent marketplace.
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