10+ Best Employer of Record (EOR) Services for 2025
The best employer of record services hand-picked by our experts. Find feature comparisons, pricing info, and more below.
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Top Employer of Record Companies
Employer of record (EOR) services act as third parties that legally employ your staff in countries where you lack a presence. This means you can hire talent overseas without the headache of setting up a legal entity there. The best EOR services manage payroll, benefits, and taxes for your international employees, while also offering support with visa applications, legal compliance, and other HR tasks.
If you're considering international team expansion, explore some of the best EOR services recommended by our experts to find your ideal match for global growth!
The best EOR services made this shortlist based on dozens of demos and numerous in-depth conversations with product teams and HR experts.
Key factors we considered when comparing EOR companies include the number of countries where they offer first-hand services, pricing transparency, customer support, and the quality of their user interface.
- Payroll aggregators or in-house entities?: Many EOR and global payroll companies aggregate the services of third-party entities to offer services that reach hundreds of countries. We prioritized companies that own all the entities they use to hire people on your behalf, so they provide those services first-hand.
- Pricing transparency: In dealing with payroll, it’s essential to be able to see exactly what fees you’re paying and why. The best EOR services have no issues when it comes to providing peace of mind to their customers.
- Customer support: While many tools in the space promote a self-service approach, we favored companies with a strong customer focus. Few business aspects are as touchy as payroll, so vendors with a white-glove approach get prioritized.
- User interface: The best EOR companies tie all of the above together through nice-looking and modern software tools. These products are where you can keep track of everything going on with your international payroll.
You can find more details on how we vet tech vendors here.
Deel
Omnipresent
Multiplier
Remote
Remofirst
Oyster
Rippling
Borderless
Globalization Partners
GoGlobal
PapayaGlobal
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Deel
Deel can operate as an employer-of-record in over 150 countries. They own entities in 90+ countries and have focused on global-first companies for a long time. They have been tech-oriented from the beginning, boasting a stellar platform, coupled with solid services.
PROS
- Deel has outstanding customer service. Users benefit from 24/7 in-app assistance and an impressively swift onboarding process, typically taking only 2-3 days.
- Local payroll experts are available in various jurisdictions to offer comprehensive support.
- Deel integrates with over 100 HR platforms. It further offers custom integrations and APIs.
- Deel also caters to the self-service approach. Newer users can quickly dive into its features without going through lengthy calls and demos. We have consistently found the setup process to be hassle-free, with identity verification often completed within 24 hours or even minutes.
- Automated invoicing, available in English, simplifies financial tasks for both companies and contractors.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Deel HR is free for companies of all sizes.
- Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
- User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
- Automated invoices simplify payments, provided they're in English.
CONS
- Certain advanced features cost extra, including onboarding automation.
- Deel's rigidity in altering contracts or service agreements might be restrictive for companies seeking more adaptable terms. Modifications often necessitate addendums, potentially causing administrative complexities.
- Deel imposes a $5 fee per payout, which can accumulate over time and impact cost-effectiveness, particularly for businesses handling frequent payouts.
- Deel currently supports invoice generation exclusively in English, potentially posing constraints for organizations requiring multi-language invoicing capabilities.
- Deel doesn’t own the entities they use for an EOR setup in all the jurisdictions they operate in. Depending on the country, a third-party company may have to be included in the mix.
- Key features like onboarding automation are add-ons, which may increase costs.
- Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
- Invoices cannot be generated in languages other than English.
When it comes to global payroll, Deel is one of the pioneering companies. They offer a comprehensive solution that includes contractor and freelancer management, as well as EOR and PEO capabilities.
For an EOR setup, they act as the legal entity that would hire your international teammates in their country of residence. They can do this in over 90 of the countries they currently operate in, so it’s best to check their exact list if you’re positive about wanting to go the EOR route.
Moreover, their sleek design has always made them stand out in the category. Many companies in this space started out offering EOR services and then developed a software product for clients to stay in the loop and perform basic tasks. Deel is one of the companies that started as a tech product from the get-go, which means the platform is quite robust and can handle a variety of international payroll use cases.
Deel is used by over 35,000 companies, including Brex, Google, Homelight, Duffel, and Andela.
Deel EOR costs $499 per month, which enables international hiring without an entity and includes payroll, taxes, and benefits.
Best For
Deel's EOR services are best for businesses that want excellent support and the ability to manage both global, full-time employers and contractors within the same platform.
We use Deel to pay our international contractors. When we process our bi-weekly payroll for our company, we run a separate payroll in Deel for these individuals. We have contractors in multiple countries, such as Jamaica, Brazil, Dominican Republic, and Uruguay. The tool is used by myself as the Head of People as well as our Controller and Assistant Controller.
Deel makes it easy for us to pay our international contractors. It ensures we are adhering to each country's legal and compliance standards. It is very easy to process separate payroll along with our regular payroll system. The tool is affordable and straightforward, and it only charges us for what we use each month.
We implemented Deel in order to pay our international contractors. The software we were using did not offer international payroll services and it became a necessity for us to look for one that offered such a feature. In addition, we also had to adhere to the compliance and pay standards of other countries, so we needed a third-party payroll system. We've been using Deel for over 2 years now, helping us solve all the problems we had before.
It does not integrate with our HRIS, Rippling. It does integrate with several other HRIS tools, however. No other negative feedback to share.
I like how simple Deel is. I can create contracts and payment schedules for contracts easily. I can terminate a contractor quickly and I feel confident that I am doing so in a compliant way. It is easy for new admins to be added to the tool so my finance team is involved with payments and contracts.
You should use Deel if you have international contractors. If your current payroll tool does not offer an easy or affordable way to pay global employees, consider using Deel.
Some new features I've seen in the tool include an onboarding tracker and a global payroll feature with more robust offerings. They add new countries as well and service 90+ countries currently.
One with global contractors.
If you do not have international employees or contractors, you would not benefit from this tool.
Omnipresent
Omnipresent offers a strong blend of automation and expert human support, making fully compliant global employment accessible for businesses of all sizes. Thanks to their robust compliance focus, highly customizable configuration, and deep expertise in the European markets, we find them to be a unique player in the EOR space.
PROS
- Human Support: Access to in-house experts for payroll, benefits, and compliance in 160+ countries. Winner of G2's Best Support award in 2024.
- Customization: Flexible, country-specific employment contracts and benefits while ensuring compliance with local laws.
- Transparent Invoicing: Detailed invoice breakdowns clarify all costs associated with global employment in an easy-to-read format.
- HRIS Integrations: Over 50 pre-built HRIS integrations, including tools like HiBob, reducing data entry duplication.
- Global Coverage: Payroll and compliance support in 160+ countries, including contractor management.
- Human Support: Direct access to in-house experts for payroll, tax, and legal issues.
- Virtual EOR (VEO): Efficient virtual EOR product for simplified international hiring.
- Transparent Invoicing: Clear breakdowns of payroll costs, enhancing financial transparency.
- Integrations: Seamless connections with 50+ HRIS platforms, reducing data duplication.
CONS
- Cost Considerations: Not the cheapest option; better suited for companies prioritizing quality support over minimal pricing.
- No Free Trials: Unlike some competitors, Omnipresent does not offer free trials.
- Partner Use in Niche Markets: This strategy relies on partners in less in-demand countries, which may affect consistency in rare regions.
- Pricing: Higher cost compared to some competitors; suited for companies prioritizing quality.
- No Free Trials: Unlike some providers, Omnipresent does not offer free trials.
- Support Limitations: No phone support, which may be a drawback for some users.
- Partner Reliance: In niche markets, service consistency depends on third-party partners.
Founded in the UK, Omnipresent combines cutting-edge technology with comprehensive human support to simplify global employment. Their platform enables companies to hire talent in 160+ countries without establishing local entities, effortlessly managing payroll, benefits, and compliance.
During our demo, key differentiators stood out. Unlike tech-only EORs such as Deel or Remote, Omnipresent offers a human-centric approach. Clients access subject matter experts for complex payroll or compliance issues, ensuring high-touch support. The platform’s transparent invoicing and OmniCalculator further streamline financial oversight, addressing common challenges for global HR teams.
Customization is another highlight. Omnipresent allows flexible contract creation while maintaining strict compliance with local laws—an advantage in heavily regulated markets like Italy and Germany. This feature is particularly useful for large, complex deals requiring tailored solutions.
However, there are a few drawbacks. Omnipresent's pricing is higher than that of some competitors, which might deter cost-sensitive companies. They also rely on partner networks in niche markets, potentially affecting service consistency. Additionally, there’s no free trial available, and customer support, while highly rated, lacks phone-based assistance, which some users might find limiting.
American Eagle, Soundtrap, Tchibo, Zoopla, European Broadcasting Union, Polaroid.
Pricing starts at approximately $600 per employee per month, with volume discounts bringing it down to $400 for larger teams (20+ employees). Contractor management is $25 per contractor per month.
Best For
Omnipresent suits a wide range of company sizes, from SMBs to enterprises and across any industry needing global employees. It’s especially compatible with organizations prioritizing ensured compliance and top-notch customer support over budget constraints.
Multiplier
Multiplier’s EOR platform helps you send contracts in minutes, run payroll, offer insurance, and manage tax contributions in compliance with tax laws in over 150 countries. They also offer 24/5 customer service.
PROS
- Compliance, payroll, onboarding, and timesheets, all in one platform
- Multi-currency payments in over 150 countries
- Multi-lingual contracts made instantly
- Multi-currency payments in local currencies
- Multi-lingual contracts made instantly
- Compliance, payroll, onboarding, and timesheets, all in one platform
CONS
- Limited integrations: Multiplier only integrates with a few other HR tools, although they are always working on adding more. For instance, back in 2022 they only integrated with BambooHR, and now they have added Workday, Personio, and HiBob into the list.
- Lack of tailored options: Customers would like more customization options, especially concerning contract clauses and leave types.
- A few users reported a slow response time from the customer support team.
- Limited integrations. As of Summer 2024, Multiplier only integrates with BambooHR, Personio, Workday, and HiBob for HCM-type tools, although they are working on adding more.
Multiplier’s Employer of Record solution helps you hire, onboard, manage, and pay employees, as well as manage taxes, allowances, bonuses, social contributions, and statutory deductions in over 150 countries.
For a company that was founded in late 2020, they have made significant strides in their industry, one of which is securing over $70 million in funding from 14 investors. We’ve been happy to see them grow with time, and their EOR services with an APAC focus have always been at the center of the tool. After a couple of demos and numerous conversations, we can attest to the seriousness of their team and the robustness of their software.
Multiplier can function as the middle-man employer to process payroll, benefits, and other expenses required to manage global workforces. Multiplier also helps businesses with local entities process local payroll in the specific markets they are hiring.
Multiplier is used by many companies with a global footprint, including Amazon, PWC, ServiceNow, Korn Ferry, and Orange Business Services.
Multiplier offers two price plans for their EOR services. They are flat rates priced on a per monthly basis. The amount stays the same regardless of the number of employees you manage. You get to cancel anytime, and no credit card is required for initial sign-up.
Note that, in addition to these plans, you will pay additional costs for the employee insurance package (also offered as a stand-alone tool). It starts from $20 per month for the basic coverage plan, and the prices vary with additional coverage. Prices may also vary with location.
Global Payroll is also offered as a stand-alone product for businesses with or without local entities - starting at $20 per employee per month.
Best For
Multiplier is an excellent option for companies seeking to expand their global workforce, particularly in the Asia-Pacific region, although they do cater to clients outside of that area as well. Their platform offers a range of features that benefit startups, mid-sized businesses, and enterprises alike.
We use Multiplier to find international talent. After we find who we are looking for, Multiplier helps us with our onboarding process for both new employees and contractors and gives an easy and secure way for our payroll to get our employees paid worldwide.
- Multiplier allows us to find talent worldwide.
- It helps us with our onboarding process.
- We can securely and easily pay talent anywhere in the world.
My organization started using Multiplier because we needed a reliable way to onboard international talent. We had several needs for talent worldwide on the contracting side and we were running into trouble finding reliable talent and a streamlined way to pay the talent.
- We have had some higher turnover on talent we have found through Multiplier.
- Not often but we have had to use other avenues to find talent because we did not find what we needed for a specific project.
- Multiplier does not have the best tools for language barriers between us and new employees.
I think the biggest way is that it’s a one-stop shop with being able to hire, onboard, and pay.
The biggest thing you need to consider is what type of people you’re trying to hire whether it be contractors or new employees. This will make a big difference in price.
N/a
If your organization is in constant need of international talent and if you're looking for a secure way to hire onboard and pay contractors worldwide, this platform might be for you.
If you do not need to hire internationally or if your hiring needs are not out of control.
Remote
Remote is among a small number of EORs that operate as a local entity in the countries they service. They offer numerous global HR solutions in addition to payroll, including onboarding, taxes, and equity plans.
PROS
- Remote owns 100% of the entities for which the platform offers EOR services.
- Flat fee structures don’t require a deposit.
- The benefits packages are country-specific.
- Supports ironclad IP and invention rights protection.
- Responsive customer support via email and live chat.
- Supports equity incentive planning across countries, including tax withholding.
- Easy-to-use employee mobile app.
- Fast and compliant payroll in 170+ countries.
- Live chat support with local payroll experts.
- Flexible, localized benefit packages.
- Flat-rate pricing structure, no deposits or hidden fees.
- Mobile app streamlines expense reimbursement with autofill from receipt photos.
CONS
- The platform supports direct deposit and wire transfers but doesn’t support off-cycle pay runs.
- No phone support is available.
- There are limited integration options but using their open API doesn’t incur in additional charges.
- Doesn’t have a free trial.
- Redundant for organizations solely recruiting within the U.S.
- Help center documentation isn’t easiest to understand.
Remote is a globally distributed HR hub where businesses can process payroll, perform salary simulations, onboard new hires, manage benefits, and take care of most of the administrative tasks of having an internationally distributed team. One of the things we’ve always liked best about Remote is that it wholly owns local legal entities in the 60+ countries it covers. This frees them up to offer more flexibility and speed in services and prices, (which is something most top EOR vendors should have in most of their jurisdictions, we’d argue).
Now, Remote’s EOR services are not the most budget-friendly, but we appreciate the platform's flat fee structure. Users know exactly how much they’ll pay monthly, with no billing surprises. For businesses that meet their creditworthiness criteria (exact standards are unknown to all but Remote), no deposit is necessary.
Though Remote no longer offers free payroll for contractors, it does offer a couple of other benefits we appreciate. Some startups and nonprofits are eligible for discounts, and incentives are provided for businesses that employ refugees.
Loom, GitLab, DoorDash, HelloFresh, Workato, Semrush, Teamway
- Employer of Record: Starts at $599/employee/month (when paid annually)
- Global Payroll: $50/employee/month
- Contractor Management: $29/contractor/month
- Contractor Management Plus: $99/contractor/month (Everything in Remote Contractor Management with added indemnity coverage)
- Remote Talent: Starts at $119/month
- HRIS: Free
- Startup and nonprofit discount: Eligible startups and nonprofits can get 15% off EOR and Contractor Management services for 12 months.
Best For
Remote’s an excellent value for money for remote-first enterprises to get a full-fledged and trusted EOR, thanks to its 100% owned-entity model in 60+ countries.
We use Remote to maintain and track payroll and PTO for our international hires.
- Very organized to track international payroll and PTO.
- User friendly for both hiring manager and employee.
- Great dashboard and easy to navigate.
We made international hires. Remote provided a safe space for us to negotiate, track and provide timely payments to our international employees. Remote provides similar HR/Payroll usage as another in-house system for example like TriNet.
- If you’re unfamiliar with international payroll processing, it can be confusing.
- Invoices need to be attended to so employees do not miss timely payouts.
- Benefits and policies can be different country to country.
Remote is the only platform I have used for international hiring purposes.
- What does the hiring manager and employee need access to regarding payroll, benefits and HR purposes when hiring internationally.
- Confirmation that Remote can support the respective country you are hiring someone
I’ve used Remote for about 6 months now and it’s worked like a charm. They provide a great customer support team that is responsive and knowledgeable about everything related to hiring and payroll policies with respect to regions and countries.
Companies that are looking to expand hiring internationally.
This tool would not be a fit for departments outside of talent acquisition, payroll and/or HR. Remote is primarily used for hiring and tracking invoices of international hires. It would not make sense for someone in sales, marketing or CS to ever use remote.
Remofirst
Remofirst makes an all-inclusive EOR platform aimed toward making remote global hiring a seamless reality. Its standout features include budget-friendliness and exceptional customer support, where every client is privileged with a dedicated 24/7 account manager.
PROS
- Employers can conveniently remunerate Remofirst in USD, GBP, EUR, CAD, and SGD.
- Remofirst disburses payments to each international employee in their local currency.
- Their coverage spans more than 150 countries.
- Embracing a youthful disposition, Remofirst boasts a modern, sleek UI that's visually appealing.
- Employers are able to pay Remofirst in USD, GBP, EUR, CAD, and SGD.
- In turn, Remofirst pays each global employee in their local currency.
- Over 150 countries serviced
- Since it’s a young product, the UI looks quite modern, sleek, and generally easy on the eye.
CONS
- Being a comparatively newer player, Remofirst is progressively unveiling integrations and features from its monthly roadmap, resulting in current limitations.
- As a younger company than others in the industry, Remofirst are still rolling out new integrations and features from their roadmap every month. Hence, these are somewhat limited for now.
Remofirst effectively straddles the realms of a software platform and Employer of Record provider. It extends comprehensive compliance solutions to global teams seeking to recruit personnel and contractors in regions devoid of their own legal entities.
We’ve been lucky enough to witness their product evolution since its inception in 2021. After a demo and a couple of conversations with their product team, we’ve noted transformations like a revamped UI, expedited same-day onboarding, and enhanced 24/7 customer support.
On the services front, we’ve heard praise from several users for Remofirst’s transparent operations and exceptional customer service. They also boast extensive country coverage and a reasonably priced offering.
The notable clientele of Remofirst includes Microsoft, Mastercard, ZocDoc, QED, Labster, and Byrd.
Remofirst's pricing model is worth checking out. For EOR services, the pricing tier initiates at $199 per employee per month. Contract workers can start using the platform for $19 per month.
A conventional free trial is absent, but Remofirst is still a cost-friendly tool. For example, there are no monthly charges for hiring global contractors. Hence, you can perform a low-commitment evaluation of the platform's offerings before transitioning to full EOR services.
Best For
Remofirst caters effectively to organizations aiming to onboard remote global workers while maintaining adherence to compliance regulations, whether they are full-time staff, contractors, or a mix of both.
The platform serves a diverse clientele, encompassing large enterprises, small businesses, and even bootstrapped startups. Predominantly, its clients consist of tech-sector companies with employee counts ranging from 100 to 200. Nevertheless, the platform scales flexibly, accommodating scenarios from hiring a single employee or contractor and onward.
Remofirst is used daily by staff to access policies, procedures, employee information, timesheets, and payslips. The primary function we rely on is payroll, which allows us to manage multiple currencies for our global workforce. Managers benefit from the tool's comprehensive HR information, which helps them navigate relevant legislation and policies in each country. The ability to recruit staff in different countries easily is another significant advantage for our management team.
- The global integration was the key solution for us.
- Managers can easily access HR legislation and policies relevant to their countries.
- The platform simplifies hiring and payroll across different countries, providing a consistent experience for all employees.
The organization I worked for needed a global HR and payroll solution because we were setting up offices in India. We required a system that could seamlessly integrate across all offices and provide a consistent employee experience, particularly regarding payroll. Remofirst was the most suitable option, meeting all our needs for global operations. It enabled us to pay employees in different countries according to their local currencies and offered a clean, user-friendly platform for all staff. The company has continued using Remofirst for the past 10 years.
- There isn't much to dislike, but the cost may not be feasible for small businesses or startups.
- Depending on your existing HR platforms, integration with Remofirst might take some time.
- The tool may not be a good fit if you're not dealing with global operations.
Remofirst stands out due to its global presence and employer of record service. The platform's ability to manage employment contracts, recruitment, and payroll across different countries differentiates it from other solutions.
Consider whether you need a platform that can streamline HR functions globally. Remofirst is ideal for managing recruitment, payroll, and compliance with local legislation across multiple global offices.
Remofirst has made continuous improvements over time, focusing on enhancing user experience and expanding integration capabilities with other platforms. Their commitment to evolving their product based on user feedback has made the tool more adaptable and efficient.
Remofirst is best suited for established global companies. It excels in providing a streamlined service for organizations with multiple global locations, offering a consistent experience across all offices.
Remofirst may not be suitable for startups or small teams without a global presence. The cost and features might be unnecessary for businesses that do not operate internationally.
Oyster
Oyster partners with local entities in over 180 countries, making it a legal employer you can rely on to handle compliance, onboarding, payroll, benefits, and terminations. You will also love the platform’s generous discounts if you’re hiring refugees or a nonprofit.
PROS
- Oyster’s interface is intuitive and easy to navigate.
- Simple and competitive flat rate for employees and contractors.
- Smooth onboarding and offboarding with helpful guidance from lawyers and accountants regarding the labor laws in your hiring countries.
- Non-profits get to hire their first full-time team member for free for a year.
- You can hire refugees in countries where Oyster has direct entities at no or discounted cost.
- Helpful Academy with easily accessible help docs.
- Responsive customer support. Highest-price plan users also are assigned a dedicated account manager.
- The employee cost calculator lets you quickly estimate detailed costs of hiring in a new country.
- Doesn’t charge extra fees for setup or cancellation.
- Intuitive: The platform is easy to navigate and makes logical sense.
- competitively priced: The flat rate for employees and contractors makes cost comparisons simple, and is competitive in the market.
- Targeted for a remote workforce: Whether your employees are in one country or 100, Oyster can accommodate them accordingly, and this is a feature few platforms can boast.
CONS
- Some delays in local currency payment can be expected.
- No phone support for immediate communication is available.
- There’s a refundable security deposit required to initiate the engagement.
- No native time-tracking feature. Only offers an in-app time-off tool.
- If you’re looking to co-employ your employees and partially outsource HR responsibilities, Oyster might not be for you. They are more of an Employer or Record (EOR) rather than a Professional Employer Organization (PEO).
- Slight delays in processing times for payments in the local currency are somewhat common.
- Immediate communication via phone support is not an option, but they do offer live support via Zoom when necessary.
- An initial security deposit is necessary to begin the engagement and is refundable.
- The platform lacks native time-tracking functionality and provides only an in-app tool for managing time off.
- If you’re looking to co-employ your employees and partially outsource HR responsibilities, Oyster isn’t for you. They are more akin to employer of record services (EOR) than a Professional Employer Organizations (PEO).
Oyster is a flexible and user-friendly platform businesses can rely on to compliantly hire global contractors and employees and handle onboarding, house payroll, benefits, and employee information — all these things under one roof. We’re glad the platform didn’t lie when it said it’s designed with end users in mind. We found no difficulty navigating each of its service tools and were especially impressed with Oyster’s customer support. They got back within a few hours to our ticket and were very helpful in assisting with foreign employment law and regulatory aspects.
Diving into more details on Oyster’s EOR services, the first thing that stood out to us was its smooth onboarding process. There are no setup fees, but you’ll be expected to pay a security deposit (equal to one month of your total employment cost) by the first month of your team members. It will be used to fund the team member's payroll should any unexpected payment issues of the customer invoice and will be refunded once all final invoices have been settled, which does make sense.
We liked how Oyster could carry many services: from hiring to onboarding, benefits, time off management, payroll, and offboarding, while maintaining a comfy UI. Our experience with the platform’s cost calculator tool was also positive: it let us quickly estimate potential costs and risks of hiring employees and contractors in specific countries. Another reason for Oyster making it to this guide is the EOR’s remote work regulation guide: it provides remote work policies and regulations in different countries — very up-to-date, and even packs tips for hiring, paying, and managing global workers.
Our experience using Oyster was good overall, yet we still didn’t enjoy some parts of the EOR module. First, while the help center and customer service are punctual, there is currently no phone support. Dedicated account managers are also limited to the highest-tier plans. Another drawback is that you must pay for local benefit plans as add-ons, which cost $80 per month or more. We also expected to see a native time-tracking system, but the current Oyster only supports a time-off management service.
Quora, Wagestream, Impala, and Grover are some companies on Oyster’s long list of customers.
Oyster has three pricing plans:
- Contractor: Starts at $29 per contractor/month. It includes hiring contractors in 180+ countries, drafting, editing, signing compliant contracts, processing invoices, and paying contractors in 120+ currencies.
- Employee: Starts at $499 per employee/month billed annually. The plan enables you to hire full-timers in 130+ countries with compliance and liability coverage, get automation, and IP protection, set up global payroll, and manage expenses, allowances, and bonuses in 130+ countries.
- Scale: It has custom pricing and comes with a discounted rate, dedicated guidance, and support to navigate global employment and bulk hiring.
- Benefits packages are available as paid add-ons for Employee and Scale plans.
- You can create an account, explore the platform, and access Oyster’s global HR tools and resources for free. Fees will only kick in once you’ve engaged a contractor or employee.
- There are special discounts for nonprofits and businesses hiring refugees.
Best For
Small and medium-sized businesses looking to scale their global workforce would find Oyster’s EOR services helpful. Nonprofit organizations and organizations that are recruiting refugees can also take advantage of the platform’s generous discounts.
I used Oyster daily. I spoke with their compliance and payroll teams at least twice weekly (more during payroll weeks). Key workflows were Benefits, Global EOR for EE's and Contractors, and Multi-Country Payroll. They made hiring and keeping track of our global applicant pool easy. Tasks were sorted by country.
I like the user experience. I like that the platform takes a fun approach (not cookie-cutter). I really love that I can set up a page for each country we do business in but have all the pages in one portal.
Our organization had many pain points as a startup. We needed the flexibility to hire people outside of the US quickly. Oyster was super user-friendly and was a wonderful EOR for us. I can't say enough nice things about their product and people! I have personally used them for just over a year.
Cons of having an EOR (or a PEO) are that we have less control over growing costs year over year (especially benefits costs - you are pretty much stuck with their recommendations). Another disadvantage of Oyster is the detailed customization usually wanted in smaller businesses. The cost of the tool is also steep.
Oyster is different from Atlas, for example, in the user interface. Oyster is more fun to use! In HR, so much of what we do is serious, urgent, and complex - high stress. This tool makes the work a bit more enjoyable.
Do you need an EOR? Have you researched EOR versus PEO, and why is an EOR more of a fit for your company?
They seem to be making continual improvements. Not stagnant.
Oyster can be a great fit for a company with employees, contractors, or vendors in multiple countries worldwide.
If a company has US based employers only, Oyster wouldn't be necessary.
Rippling
When Rippling entered the global payroll and EOR space, competition got harder. They are able to offer first-hand EOR services backed by a platform that’s already widely known as a best-in-class HRIS and payroll suite.
PROS
- Full HRIS on top of a global payroll suite
- Operation support for work authorization with the local authorities
- Local HR advisors for topics like immigration, performance improvement plans, termination, complaints, and several kinds of leave (parental, sick, unpaid, etc.).
- You can also pay contractors or part-time employees overseas.
- As of Fall 2023, the platform also offers a robust ATS
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Rippling as an EOR or Global Payroll suite is only available as part of a comprehensive package, and cannot be purchased separately. This means that businesses interested in using the Rippling system will need to commit to the entire Rippling HRIS.
- Moreover, it may not be a suitable option for very small businesses experiencing slow growth, as the cost and complexity of the platform may outweigh the benefits for these companies.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Rippling's platform can manage every element of the compensation process for a company. This goes from monitoring employees' and contractors' working hours to performing tax and PTO calculations. This has long been the case with the US-based company, but they can now do this internationally. When processing payroll globally, you as the HR manager or business owner get to choose how to pay employees overseas. You can run payroll through Rippling’s own EOR entities in the country of destiny, or have them help you set up your own local entity and manage everything through the platform.
This contrasts with most global payroll companies; since the majority only act as intermediaries between multiple third-party vendors. What they do is unify all those processes in a single platform, so you get to see everything on a dashboard that's way easier on the eye. Don't get us wrong, that was quite novel not so long ago, and it's still a useful way of employing people internationally while making sure you're abiding by all local tax regulations.
Rippling’s approach, however, is new in the sense that local EOR entities are set up and handled by themselves. They provide the local contracts and thus avoid acting as an intermediary. This approach also lets them offer benefits management, stock options, and global support, with more flexibility; and all this on top of the entire HR suite they are famous for. We were happy to demo it once again in late 2022, and can confirm that their global payroll and EOR offering is worth looking into if you're also in the market for a new HRMS.
Proxy, Dwell, Superhuman, Expensify, Checkr
Rippling starts at $8 per user per month. However, the final fee you'll pay is determined by the specific modules you choose to use. The full platform includes the HR cloud but also their IT and Finance products. It's easy to get a free quote via the pricing page of their website.
Best For
Rippling is an excellent choice for SMBs that value a seamless user experience and seek comprehensive HR tools in a unified platform. The product is thoughtfully designed for accessibility across the entire organization, encompassing a wide array of essential HR functions.
We use Rippling for many different things, but some of the most important are payroll and benefits. If we didn't have Rippling, we would likely need to hire a full-time payroll person who could also manage benefits administration. Additionally, because we are so small, we likely wouldn't have great options for benefits whereas with Rippling we have more options.
It is very comprehensive, providing everything I need, which eliminates the need to connect multiple different platforms. Also, the site is clean, and it runs smoothly and quickly.
We use Rippling for a variety of functions including employee offer documents, onboarding, payroll, PTO, expense reimbursements, and benefits. Without it, we would need to hire several different people, which isn't feasible as we are a smaller company. It makes sense for us to use Rippling instead of hiring a large number of support staff.
There's nothing I really dislike about it; I feel like it gets everything I need done without any headaches.
With one of the companies I used in the past, it felt like I still needed many other tools and platforms to connect to it, whereas Rippling seems to have everything integrated already.
I think it depends on the cost-benefit for you. For us, as a small company, it makes sense to use Rippling rather than multiple different platforms and people. However, for a larger company, it might be more cost-effective to manage these processes in-house.
I haven't noticed any changes myself.
I think it's best for small to mid-size organizations that would benefit from having everything in one place with one provider.
Maybe a larger company, as they may have more economies of scale where the cost-benefit of using different platforms or hiring more support staff could be more beneficial to them.
Borderless
Borderless is a service-focused EOR firm that has made one of the most remarkable pivots in the world of international payroll software. While their GPT-like AI-powered tool is very easy to use, one of the key differentiators for us is that their human assistance is always readily available.
PROS
- Questions and technical issues are handled by in-country Borderless account and success managers.
- They have partnered with local experts from the Big Four accounting firms for accounting and tax compliance.
- The platform doesn’t require that clients pre-fund payroll 30 days in advance as many vendors in the space do. Their idea is that customers should use their cash as they see fit and fund their account only when they need to.
- Both the web platform and the mobile app are intuitive, quick to figure out, and easy on the eye.
- Questions and technical issues are handled by in-country Borderless account and success managers.
- They have partnered with local experts from the Big Four accounting firms for accounting and tax compliance.
- The platform doesn’t require that clients pre-fund payroll 30 days in advance as many vendors in the space do. Their idea is that customers should use their cash as they see fit and fund their account only when they need to.
- Both the web platform and the mobile app are intuitive, quick to figure out, and easy on the eye.
CONS
- Unlike several EOR software vendors, Borderless doesn’t offer HRIS integrations.
- The reporting and analytics features could be more robust. Right now, they do provide a global view of the payroll process, but it could be easier to use and go into more detail.
- Unlike several EOR software vendors, Borderless doesn’t offer HRIS integrations.
- The reporting and analytics features could be more robust. Right now, they do provide a global view of the payroll process, but it could be easier to use and go into more detail.
Started as a service-focused EOR, Borderless has remarkably embraced the SaaS model that revolutionized the global payroll space. They are likely the first major Employer of Record company to incorporate generative artificial intelligence into the mix. Through their in-house created conversational AI agent, Alberni, HR professionals anywhere can process payroll for employees and contractors in hundreds of countries. While many of these workflows can be done manually through the tool, they can also be processed more easily through Alberni— simply by having a chat with the conversational interface.
We got to see this live while speaking to Derrick Isaacson, CTO. Derrick’s team of engineers trained Alberni to tackle tasks like employee agreement generation and onboarding in a way specific to each worker’s local laws and regulations. Alberni feeds on a myriad of data sets and each jurisdiction’s latest employment norms, so HR professionals can use it to draft documents and automate tasks that usually take hours in a matter of minutes.
Yet, while visionary and bold in their use of AI, Borderless still make the cut for this selection due to their range of features, reasonable pricing, emphasis on customer service, and the overall philosophy behind the product. We appreciate that their service-oriented approach is ever present in their software tool. For instance, in something as straightforward as the fact that teams don’t need to pre-fund payroll to use the product and ensure their team members are paid on time and in their currency.
Borderless may seem like a relative newcomer to the software-enhanced EOR space. They’re a smaller company compared to some of the more famous names in this space, but that’s perhaps part of what makes them agile and capable of disrupting what was already an edgy marketplace. Their offering is up to par with the major players, and their bet on AI is at least worth consideration if you’re looking to employ people in the territories they currently cover.
Raya, Presto, JCMPower
Borderless starts at $49 per contractor per month if you only hire people that way. To engage employees through an EOR it starts at $579 per month.
That said, the final price will depend on your headcount and the jursidctions you need to operate in.
Best For
Borderless can work for businesses of all sizes and jurisdictions. That said, their AI compliance assistant is currently only versed in California and Canadian laws, but it’s constantly being expanded to cover more territories.
Globalization Partners
Globalization Partners stands as the driving force behind an expansive global Employer-of-record platform called G-P Meridian. It’s remarkable for blending professional services with AI capabilities that extend far beyond the realm of payroll management.
PROS
- Their G-P Meridian platform is heavily focused on the EOR space, but it’s offered in several plans that can cater to varying needs, even those that might only need to hire people as contractors.
- Using their tool also implies access to a team of HR and legal professionals with significant experience in each country they operate in.
- Their UX has evolved continuously and gotten more intuitive and modern each time we delve into the product.
- Their G-P Meridian platform is heavily focused on the EOR space, but it’s offered in several plans that can cater to varying needs, even those that might only need to hire people as contractors.
- Using their tool also implies access to a team of HR and legal professionals with significant experience in each country they operate in.
- Their UX has evolved continuously and gotten more intuitive and modern each time we delve into the product.
CONS
- Customizing a contract is only possible with the G-P Meridian Prime plan.
- Features like background checks, equity management, and IT equipment— to name a few— are only available as add-ons.
- There is no way to try out the software product unless you sign up for a demo and request a proposal.
- Customizing a contract is only possible with the G-P Meridian Prime plan.
- Features like background checks, equity management, and IT equipment— to name a few— are only available as add-ons.
- There is no way to try out the software product unless you sign up for a demo and request a proposal.
Globalization Partners offers a holistic approach by seamlessly integrating professional HR services and worldwide payroll solutions through an innovative AI-driven platform. Spanning a remarkable count of over 180 countries, their comprehensive offering enables businesses to effortlessly hire and onboard team members across the globe.
Their platform extends its capabilities beyond the confines of payroll, providing invaluable support for diverse aspects such as onboarding, management, benefits administration, and compliance.
A distinguishing feature lies in their extensive presence, with a business entity established in nearly every country. This unique advantage facilitates the swift and efficient global talent acquisition process, often culminating within a matter of days. The most remarkable aspect is that this entire process unfolds devoid of any burdens related to legal, tax, or HR intricacies, as Globalization Partners shoulders these responsibilities seamlessly.
Since we first came across this tool in early 2021, we’ve witnessed its continuous growth and expansion. In 2023, they offer a wider variety of plans that can accommodate the needs of organizations big and small. Their UX has also improved significantly, and they keep adding new people to their team in all corners of the Earth.
Globalization Partners is used to do global payroll at companies like Distek, Udemo, Zoom, Neurala, and more. Their website has use cases for all of these companies, so be sure to check them out.
While specific pricing details are not disclosed by Globalization Partners, their commitment to tailored solutions shines through. The most prudent path forward for those interested is to engage in a demo.
Best For
Globalization Partners presents an ideal match for enterprises in pursuit of an employer-of-record partner that not only offers a comprehensive platform but also excels in overseeing the intricacies of the entire spectrum of HR operations.
The primary use was payroll. We added the employee to the system under Globalization Partners' legal entity in Canada, dictated how often they'd be paid and what their salary was, and Globalization Partners handled the rest, including benefit offerings. We also used the platform to process bonus payments, as we have a yearly bonus that is paid to all employees. Although Globalization Partners does offer other services, such as background checks, integrations, and reports, we did not use those features.
The breakdown of costs is easy to understand, as the pay slip provides the cost of wages, social fees and taxes, and the management fee. It is easy to add new employees to the solution, as the onboarding process is straightforward. The widespread coverage of Globalization Partners is very good, as they cover many countries, making setup easy.
We had a key member of our staff relocate to Canada, where we did not have a legal entity set up to pay them. We needed to continue to payroll this employee, provide benefits, and comply with Canadian employment laws. Globalization Partners was able to do this on our behalf for a reasonable price, and we did not have to manually process any payroll. They handled engaging our employee, paying them directly, and addressing any disputes raised by the employee or the government. We used them for just over a year.
Payroll is cumbersome, and there is no clear way to learn how to do it without trial and error. Adding something as simple as a bonus was unclear. Customer service is slow and unprofessional. Without a phone line, emergency situations are not resolved quickly, and their answers to questions are short and incomplete. The website is also hard to navigate, as you lose the navigation panel whenever you go into a module.
Globalization Partners is similar to other global payroll/HCM systems but is more cumbersome than the competition. The price isn't better to warrant this lack of intuitiveness either. They recently added a direct Advisor feature, which is very nice, but other competitors have had this feature for some time.
If you are doing business outside of your home country, you need to invest in an EOR/HCM system that is responsive and easy to navigate. It's hard enough to learn each country and their payroll/compliance laws. The partner you pick needs to be engaging and responsive. Globalization Partners is on the lower end of the responsiveness scale. I suggest increasing your budget for an EOR tool because of this, as cheaper is not always better.
Yes, they recently added an Advisor feature that will help streamline client issues moving forward.
It is suitable for businesses and HR admins that need to expand to other countries where they do not have a legal entity. Outside of that, Globalization Partners is not better than any other HCM service.
If you are looking for a payroll solution or an HCM solution to support your legal entity in a country you operate in, there are far better options than Globalization Partners.
GoGlobal
GoGlobal is the world’s fastest-growing privately-owned EOR provider. They are among the true pioneers of the space and have substantial expertise in many markets.
PROS
- GoGlobal is a rapidly growing EOR provider with substantial expertise, particularly in the Asia Pacific region, operating in over 100 countries.
- Despite being smaller, GoGlobal leverages its size to be responsive and adaptable to client needs with a remote workforce of around 250 individuals.
- GoGlobal offers custom-based pricing, providing clear breakdowns and open communication about charges.
CONS
- GoGlobal may have somewhat limited integration options, potentially causing compatibility issues with existing HR software.
- It’s also been noted by some users that GoGlobal’s services are not a great fit for companies with revenues below 100,000 EUR.
- GoGlobal’s EOR services are only available in around 100 countries. This might seem limited compared to other companies. However, it does imply a strong focus on these markets, and therefore a considerable level of expertise.
- GoGlobal lacks phone support for immediate communication, potentially affecting clients in urgent situations.
GoGlobal started providing EOR services in Asia Pacific, quickly becoming highly sought-after experts in the region by companies from the West wanting to hire top talent there. They've been expanding rapidly while sticking to their credo of doing things themselves. They rarely turn to third-party firms to establish a presence in a new territory; since they actually have people in most places they operate in.
We first came across them in 2020, smack dab in the center of the pandemic, when the EOR space was suddenly experiencing a boom thanks to the sudden necessary normalcy that remote work acquired. Being founded in 2018 and with decades of experience in international hiring, we noticed these guys had everything to ride out this wave.
Back then, they could only offer services in 50 countries, but we were told they were adding a new territory nearly every week. A couple of years later, they operate in more than 100 nations. Now, they continue to grow rapidly, constantly adding new countries and clients. As a self-funded venture, GoGlobal has always been nimble, responsible, and adaptable to what its clients need. Their workforce of approximately 250 passionate and fully remote individuals spans the entire globe.
They have worked with some of the most well-known companies across various industries including social media companies, food delivery technology companies, streaming companies, and one of the largest liquor producers.
GoGlobal's pricing is custom-based since it varies depending on the number of people you're looking to hire and the location. One thing we can say is that they tend to be very transparent about their pricing, consistently providing breakdowns and being very open about what is charged.
Best For
GoGlobal’s services can be helpful for businesses of all sizes and geographies. That being said, they tend to find great matches with VC-backed SaaS companies with a remote global workforce.
We use GoGlobal daily at our company. The key workflows include managing payroll for our international team, which GoGlobal handles by automating tax calculations and compliance checks. Onboarding new crew members from different countries is another important task for us; the platform manages all the paperwork and legal requirements, allowing us to focus on getting them up to speed. We also rely on it for tracking employee records and ensuring everyone’s benefits are properly managed. It has become an essential tool in keeping everything running smoothly across our diverse projects.
- Effortless Payroll Handling: It simplifies managing international payroll, automating complex tax calculations and compliance tasks.
- Faster Onboarding: It handles all the onboarding documentation and legalities, saving us significant time and effort.
- Top-Notch Compliance Support: The platform keeps us aligned with local regulations across different countries, which is a huge relief from a legal perspective.
We bought GoGlobal because managing our international crew was becoming a significant hassle. With projects spread across various countries, we needed a tool that could handle the complexities of different payrolls and regulations without adding extra work. GoGlobal provided a solution that took care of compliance, payroll, and onboarding, which was a massive relief. I've been using GoGlobal for about a year now, and it has been smooth. The platform has streamlined our processes, saving us time and reducing errors, which was exactly what we needed.
- Limited Customization Options: It can be frustrating that we can't tweak things as much as we'd like to fit our specific needs.
- Slow Customer Support: The support team can be slow to respond, which is frustrating when we need quick solutions.
- Steep Learning Curve: The interface can be overwhelming for newcomers, making the learning curve steeper than it should be.
GoGlobal really stands out compared to other tools like Deel, Rippling, and Velocity Global. While those platforms have their merits, GoGlobal handles the complexities of international payroll and compliance better. Unlike Deel and Rippling, which often miss the mark on seamless automation, GoGlobal automates tax calculations and legal requirements flawlessly. Their onboarding process is much more streamlined and efficient compared to Velocity Global. Overall, it hits the sweet spot between simplicity and powerful features.
- User-Friendliness: Choose a platform that’s intuitive and easy to navigate; it’ll save you time and hassle.
- Process Automation: Ensure it automates tasks like tax calculations and compliance checks to reduce manual effort and errors.
- Support Quality: Evaluate the effectiveness and responsiveness of the support team, as prompt assistance is vital for resolving international issues.
- Growth Potential: Make sure the tool can scale with your business, handling more employees and expanding into new regions effortlessly.
- Regulatory Compliance: Robust compliance features are crucial for staying in line with local laws and regulations, especially with global operations.
The automation features have continued to evolve, keeping up with the competition. The onboarding process has also improved significantly. Overall, they seem to listen to feedback, as I've noticed some of my suggestions being implemented, which is encouraging.
GoGlobal is perfect for organizations with a diverse, international workforce. It's ideal for companies that operate in multiple countries and need a reliable solution for handling complex payroll and compliance issues across different regions. Businesses that prioritize seamless onboarding, efficient payroll management, and staying compliant with various local laws will find GoGlobal to be a fantastic fit. If you're managing a global team and need a tool to simplify intricate HR tasks, it's a great choice.
GoGlobal might not be the best fit for very small businesses or startups that operate solely within one country. If your organization doesn't have a complex international presence or diverse regulatory needs, the platform's advanced features might be more than you require. It is also not very budget-friendly.
PapayaGlobal
Papaya Global does more than cross-border payments. The platform incorporates employee payroll, advisory services, and compliance tools, making it a solid EOR solution for large enterprises to hire, onboard, and manage employees and contractors in over 160 countries.
PROS
- Papaya Global packs the EOR services you need to do global payroll and employment compliantly in over 160 countries.
- Automated payments in over 100 currencies, 80 of them directly to the worker's bank account through its global banking partners.
- Dedicated customer support providing locations-specific knowledge regarding employment and payroll.
- End-to-end payroll guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, making the platform more affordable and scalable.
- Papaya Global packs the EOR services you need to do global payroll and employment compliantly in over 160 countries.
- Automated payments in over 100 currencies, 80 of them directly to the worker's bank account through its global banking partners.
- Dedicated customer support providing locations-specific knowledge regarding employment and payroll.
- End-to-end payroll guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, making the platform more affordable and scalable.
CONS
- No free trial or free plan.
- Doesn’t own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.
- No free trial or free plan.
- Doesn’t own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.
Papaya Global has been chosen as one of our recommended EOR solutions for three main reasons: a complete suite of services for global employment, a straightforward and flexible pricing structure, and distinctive customer service.
From our experience testing the platform, Papaya Global excels at providing a range of EOR services that businesses need to ensure their global employment is compliant without having to establish a local entity in the hire's country. The platform allows businesses to hire contractors and employees in 160+ countries. While the self-service portal is not new in this space, Papaya Global has made it helpful and engaging for end users. Employees can finish their country-specific onboarding, check their company org chart, time and attendance report, and access payslips, wage and tax statements, and employment documents. The platform has also rolled out its mobile app, with new features coming, to allow employees to access those features on the go.
While we would like to see Papaya Global offer 24/7 customer support, its current support service is already impressive. The global support center and knowledge base are available for all plans. Those purchasing EOR and Payroll solutions will have dedicated experts working in country-specific time zones to provide local expertise regarding employment and payroll.
Microsoft, Intel, Toyota, Wix, Fiverr, Johnson & Johnson, Deezer
- Employee of Record is one of Papaya Global's plans. It enables businesses to manage their EOR locations on one platform. The platform’s in-country partners function as employers of record, being responsible for payroll, workforce management, benefits, compliance, and more. This plan costs between $770 and $1000 per employee per month.
- Other than the Employee of Record plan, Papaya Global offers Contractor Management (starts at $25 per employee per pay cycle) and Global Expertise Services (priced at $250 for an annual plan or $320 quarterly per location).
- PapayaGlobal has added four standalone services in addition to its three plans: Full-Service Payroll (starts at $12 per employee per month), Payroll Platform License (starts at $3 per employee per month), Data and Insights Platform License (starts at $150 per employee per location), and Payments-as-a-Service (starts at $3 per employee per month).
Best For
The price point of Papaya Global’s EOR plan makes it work best for medium to large teams looking to hire international contractors/employees or ones wanting to send staff to work in their international offices.
I primarily used Papaya Global to ensure we were hiring the right people globally while complying with local labor laws. It was invaluable when onboarding new employees, making sure everyone felt welcome and informed, no matter their location. The tool’s reporting capabilities were also extremely useful, particularly when reviewing compensation to ensure fair and competitive pay.
Additionally, it helped manage day-to-day HR tasks like monitoring employee well-being and managing benefits. It was essential in keeping everything organized and transparent across the company, regardless of where employees were based. I used it frequently, as it was like a Swiss Army knife for all HR tasks, especially for managing global operations.
I liked the main dashboard because it was user-friendly, allowing me to access important information quickly. Papaya Global integrated well with the client's existing HR tools, making it easier for everyone and ensuring smooth data flow. The reporting was accurate, providing the exact details needed for decision-making. Lastly, the tool had great scalability, adapting to the client’s needs as they grew without any issues.
I used Papaya Global while working with a client as a freelancer in HR. They started using it because managing HR tasks across different countries was becoming overly complicated and time-consuming. They struggled to keep up with the various labor laws and maintain communication with their team spread around the globe. The tool was a lifesaver, providing a single platform to handle everything and keep everyone aligned.
Personally, I’ve been using it for about two years, and it has been incredibly helpful. It automates repetitive tasks that used to take up a lot of my time, all with the click of a button. It also integrates seamlessly with their other HR systems, allowing information to flow smoothly. It has saved both me and the client significant time and effort.
One major downside is that Papaya Global is quite expensive for what it offers. It doesn’t have enough advanced features to fully justify the cost. Additionally, it’s not very customizable, so it can be difficult to adapt it to specific business needs. While it automates some tasks, many actions still need to be done manually, which is disappointing considering the price. It also has a steep learning curve, so new users might struggle to get accustomed to it quickly, which can slow down adoption. Finally, customer support is not very responsive, which can disrupt workflows when issues arise.
Papaya Global stands out for its Employer of Record feature, which is especially helpful for managing legal compliance overseas. It effectively handles the regulatory challenges of working across different countries, providing peace of mind without the need for a large legal team. Although I haven’t used other tools, this one excels in handling international employment and compliance. The biggest advantage is the confidence it offers in ensuring compliance globally. Managing complex HR tasks across different countries is much easier with this tool, making it invaluable to our company.
When considering a tool like Papaya Global, it’s crucial to assess your company’s global footprint and ensure the tool can handle payroll, legal matters, and hiring across multiple countries. It’s also important to choose a tool that works in locations where you don’t have an office, as this helps you stay compliant with local laws.
Usability is another key factor; a user-friendly tool will help your HR team get up to speed quickly and keep operations running smoothly. Lastly, verify that the tool integrates well with your existing HR systems to allow for seamless data transfer.
By expanding to more countries, Papaya Global has stayed ahead of the competition. It now offers a broader range of services, helping companies manage global offices effectively. Over time, it has improved its legal compliance capabilities, which is critical when dealing with different countries' regulations. The tool has also become smarter with automation and reporting, streamlining processes and freeing up users to focus on more important decisions.
In addition, the platform has been enhanced to make navigation easier, even as it grows more powerful. This has made it a go-to choice for companies with employees spread across the globe.
Let's not forget about the look and feel of the thing. Papaya Global has put a lot of effort into making sure that using their platform is as easy as pie. It's all about making it simple to understand and navigate, even as it gets bigger and more powerful. This has turned it into a go-to choice for companies with employees scattered across the globe.
Papaya Global is ideal for large businesses that deal with complex salary management, especially when they operate in multiple countries. It’s perfect for companies with a diverse global workforce that need a robust system to comply with various labor laws and regulations.
Businesses that value seamless integration with existing HR systems and require advanced technology to handle complex tasks will find this tool especially beneficial. Even if a company doesn’t have offices in every country they hire from, this tool can manage payroll effortlessly.
Papaya Global might not be the best pick for companies with basic payroll needs because it could come with more bells and whistles than they actually need. If you're a small business with a tight wallet, the price might seem a bit steep, especially if you're not looking to manage payroll across different countries.
Plus, if your team isn't full of tech personnel or HR minded individuals, you might find it a bit tricky to use and might not get the most out of all its fancy features. For places like that, something simpler and easier on the budget might be the way to go.
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Atlas
Atlas combines industry expertise and technology in its offering, empowering companies to hire and pay employees beyond their borders while keeping them compliant with local labor laws.
PROS
- Atlas has legal entities in over 160 countries. They’ll help you take care of employee onboarding and payroll processing in any of those countries, eliminating the need to engage any local service providers.
- The platform simplifies how you hire, manage, and pay employees and contractors abroad, without needing to set up an operation where they are located.
- Atlas helps you stay compliant with local labor laws and frees you from employer liability.
- Atlas has legal entities in over 160 countries. They’ll help you take care of employee onboarding and payroll processing in any of those countries, eliminating the need to engage any local service providers.
- The platform simplifies how you hire, manage and pay employees and contractors abroad, without needing to set up an operation where they are located.
- Atlas helps you stay compliant with local labor laws and frees you from employer liability.
CONS
- Atlas currently doesn’t offer globally managed payroll for non-EOR clients; so if your company doesn't need Atlas to function as the employer of record in a particular region, but you still need to use Atlas' global payroll services, you can't do so at this time. However, the team at Atlas told us they’re planning to offer this service next year.
- Atlas currently has limited prebuilt integration modules but they do offer API access for users to plug in third-party tools.
- Atlas currently doesn’t offer global managed payroll for non-employer of record (EoR) clients; so if your company doesn't need Atlas to take on from you as EoR, but need to use Atlas' global payroll services, you can't do so at this time. Do note though that the team at Atlas is planning to offer this service next year.
- Atlas currently has limited prebuilt integration modules but they do offer API access for users to plug in third-party tools.
Atlas is a 100% direct employer of record (EOR) and international payroll platform that enables companies to hire and pay talent almost anywhere in the world. They’ll assume the role of legal employer on your behalf; this means once you find employees that you want to hire, they’ll help you manage those employees’ lifecycle, from onboarding to payroll processing - all while keeping you compliant with local labor laws.
We first came across Atlas a couple of years ago, and it’s been nice to see their UX evolve into the modern and sleek look they boast today. Also, they have long been one of the few companies to guarantee a direct EOR model, which wasn’t so common in the early days of the space.
Atlas is used by over a thousand companies, including Toyota, CACI, Bath & Body Works, Coupa, PAE, and Namely.
- Essential: For $99 per month, this plan encompasses features and services that help users navigate the labor & employment laws in over 160 countries (+50 US States), manage employee lifecycle, compliance information between countries, be compliant with their accounting for travel and business expenses, receive personalized notifications, as well as have moderate access to expert insights and HR templates (which are priced separately).
- Premium: For $149 per month, this plan packs everything in the Essentials plan, plus compliance audit interactive checks, people analytics and planning features as well as dedicated account management.
- Enterprise: The pricing of this plan varies according to the number of purchased licenses and customer needs. You can reach out to Atlas’ Sales team for a custom price quote.
Add-ons:
- Contractor Pay: Starting at $49 per contractor per month
- Employer of Record: $595 per employee per month
- Visa & Mobility Sponsorship: Starting at $2,500 per visa
Best For
Companies of all sizes can avail of Atlas’ offering. If you’re looking to compliantly hire and pay employees globally, Atlas is worth checking out.
Atlas HXM is primarily used for two key purposes: managing our global payroll and ensuring compliance. I check it almost daily. The platform provides frequent compliance updates and streamlines both payroll and compliance processes, offering an overview of all compliance requirements in one place. Many companies use Atlas HXM as a one-stop solution for managing their global workforce.
Atlas HXM has an employee self-service portal, which reduces the daily headaches of HR. It is present in most prominent countries. It is very useful when it comes to global payroll and compliance, which used to consume a lot of HR's time, leaving little time for strategic discussions. It also gives country-specific labor and employment updates.
My organization was in the expansion phase when Atlas HXM was introduced. The main pain point for HR was maintaining global compliance and managing global payroll. Our organization was initially in the US and India, and we were planning to expand to the UK and South Africa.
Hence, we were looking for reliable options to help ease the admin-related activities of employees with respect to payroll and compliance. The best part of using Atlas HXM was that it provided country-wise labor and employment updates, which was always helpful. Since Atlas HXM helped us with compliance, HR had a lot more bandwidth for strategic activities.
There is a certain amount of time required for training and gaining acceptance for Atlas HXM. It could be simpler than it is currently. It might be a little costly for a small organization or a start-up. It doesn’t have many options for customization.
I haven't used any similar tools that could be implemented internationally so easily and in a way that gives us an overview of all the locations.
- How much are you ready to invest in compliance?
- If going international, how are you going to manage compliance?
- Which countries are you planning to expand to?
- Customer service of the tool.
- How much cost can you bear?
The firm has used Atlas HXM for a limited time and hasn't seen much evolution.
Organizations that have employees in multiple countries will find Atlas HXM to be a great fit.
A small organization that isn't planning international expansion won’t benefit from Atlas HXM.
Benefits of Using Top EOR Services
Key benefits of using the best employer of record services on the market include easy workforce expansion, handling of legal responsibilities, flexibility and scalability, cost-effectiveness, local market knowledge, and recruitment support.
Easy Workforce Expansion
The main benefit of using an EOR company is the ability to easily expand your workforce outside of its home country or jurisdiction. In other words, employer of record makes hiring international employees easier.
For instance, a U.S.-based company wishing to expand its operations into Europe can engage an EOR to employ staff in different countries without navigating complicated legal frameworks.
Handling of Legal Responsibilities
The EOR service provider bears all legal responsibilities. That means using one to access a foreign talent market can be significantly quicker than establishing your own legal entity with all the associated compliance and regulatory hoops to jump through.
Given laws regarding employee rights and benefits vary significantly in different countries, by using an EOR, your company can ensure that your hiring practices comply with these laws, reducing the risk of legal disputes or fines.
Flexibility and Scalability
The flexibility and scalability of an EOR are evident in how these global employment organizations support various staffing needs, whether for contracts or full-time employment.
For instance, a client facing fluctuating staffing requirements for a new project in another country can utilize an international EOR service provider to quickly hire and pay temporary, international contractors as needed, without the commitment of long-term employment contracts. Later, if the client decides to hire full-time salaried employees in that country or even in other regions, the global EOR company can assist with that, too.
Cost-Effectiveness
For many companies and reasons, partnering with an EOR can be more cost-effective than setting up a fully functional subsidiary.
Let’s say you’re a small e-commerce business wanting to hire staff in Australia. You’ll most likely find the costs associated with establishing a local entity prohibitive due to administrative and legal fees. On the other hand, by using an EOR, your company can hire employees in the country while only paying for the EOR's service fees.
Recruitment Support
Finally, while an employer of record service company is not a staffing agency, some of them can indeed help with recruitment. Some have in-house capabilities, while others partner with staffing agencies in relevant territories, which we’ll detail in the next key benefit.
Local Market Knowledge
Another advantage of partnering with an employer of record company is the local market knowledge and know-how in terms of employment, payroll, and benefits administration the EOR provider can share with you. This can be very helpful, particularly for growing companies.
For instance, a startup scaling rapidly might not have the resources to manage payroll for employees in multiple locations. An EOR can handle everything from salary distribution to offering employee benefits and perks tailored to each region without straining the startup’s internal team.
Best Use Cases for EOR Service Companies
Building remote-first teams, exploring new markets, scaling quicker, acquiring assets, and maintaining compliance are all solid use cases for employers of record:
- Building Remote-First Teams: EOR services are ideal for organizations that prioritize hiring remote employees from the start. Setting up full operations in multiple countries is unnecessary if you have only a handful of employees in each location.
- Exploring New Markets: For businesses aiming to establish a foothold in a foreign country, EOR services offer a valuable starting point. They provide insight into operating within a new market without the need for extensive initial investments.
- Starting and Scaling Quickly: When a company needs to launch operations swiftly—especially after identifying potential workers in a foreign jurisdiction—an EOR can facilitate a rapid start.
- Supporting Acquisitions: In the acquisition process, if a deal doesn’t include establishing a new legal entity in the target country but involves acquiring a local workforce, an EOR provider can maintain the employment relationship smoothly.
- Ensuring Compliance: Top employer of record companies are beneficial for teams with numerous independent contractors abroad who do not plan to convert them into full-time employees, such as many remote startups. An EOR can help mitigate non-compliance risks related to local regulations.
Risks Associated With Using EOR (and How to Mitigate Them)
The risks of using an EOR service include limitations on your company's ability to engage in certain business activities and enforce compliance or rule changes for EOR-hired staff. However, EOR services can become cost-efficient as teams grow larger.
- Regulated Professions: It may not be possible to hire workers in regulated professions via an EOR company. In some jurisdictions, this restriction can be solved by the EOR company itself receiving the necessary licenses, but beware of the added costs that may be incurred.
- Lack of Control: On balance, the fact that an EOR company takes on all legal and compliance obligations is a strong selling point for the services it offers. However, in situations where you want to enforce new HR policies or change working conditions, this hands-off approach could become problematic. Issues may also arise with respect to data protection if sensitive information is being shared between your business and a third party.
- Scalability Issues: As your teams grow larger, EOR services that charge on a per-employee basis may become cost-efficient. At a certain point, the advantages of having full control over your operations in that jurisdiction, with the legal obligations that this entails, become more financially prudent than outsourcing.
So, even with an EOR company, hiring people overseas is no picnic. Here are some suggestions for how some of the issues above can be mitigated:
- Knowing Local Laws: Just because the employer of record service provider will be doing the work for you, doesn’t mean you shouldn’t be aware of what that work is. As an employer or HR professional, you should know what laws and regulations you need to adhere to in each country where you’ll be employing someone through an EOR.
- Know Your Costs: Try and calculate how much you’d spend if you choose to go with individual providers in each country rather than an EOR service, or even set up an operation there and handle it in-house. Among these costs, you should also consider the fines that you would incur if you become non-compliant, or even the potential cost of churn if your employees and/or contractors leave you for not providing the full range of benefits.
- Be Mindful of Data Protection: Data protection laws, especially GDPR, should be one of your concerns if you’re planning on hiring people in new markets. If you’re trusting a software company with your employees’ personal data, you should know which laws are being obeyed when it comes to said data’s safekeeping. You should also know what kind of practices are put into keeping it safe, beyond the legal requirements.
These are only some of the pitfalls you should consider when going the employer-of-record route.
How to Determine The Best EOR for Your Business
Here are some of the key things to investigate when you’re looking for an EOR company:
Factor #1. Expertise in Local Regulations
How much do they know about the country (or countries) you’re expanding in? Ideally, they should be true experts in tax laws, work permits, payroll processing, benefits insurance, background checks, employee onboarding, and everything about the employment relationship within the foreign country.
One easy place to check this is the company website—do they post any thought leadership or content that demonstrates their expertise in the space?
Factor #2. Local Entity Presence
Do they have a permanent local entity in the country you’re looking into? Some EOR companies rely on local partnerships instead of having an entity of their own. This is common if the company is new in the jurisdiction or hasn’t seen much interest in that geography from their current clients.
Ask if they have some type of legally incorporated entity within the country. The answer will reveal how much of a priority your target country is for them (and therefore your likely quality of EOR service).
Factor #3. EOR Cost Structure
What cost structure does the EOR employ? Typical cost structures include per-contractor/per-employee or flat rates, while some vendors will offer custom pricing models. The best pricing structure for your business depends on the number of people you intend to employ through the EOR and the type of work that they will be doing (extra costs may be incurred if things like professional licenses are required).
Factor #4. Cultural Fit
Is the EOR service a good cultural fit? It pays to do extensive due diligence on any third party you are engaging for services, and an EOR company is no different. You should make sure that nothing in their terms of service or modus operandi will clash with your organizational culture and employer brand-building efforts.
Factor #5. Exit Strategies
Are potential exit avenues clear? Before you commit to an EOR company, you should assess potential exit strategies should the relationship not work out for any reason. Enquire about things like fees for early termination from fixed terms and exclusionary clauses.
EOR Services FAQs
What is an EOR?
EOR stands for employer of record. An EOR is defined as an entity that acts as a legal employer on behalf of a client company in a jurisdiction where that client has no presence. Employer of record companies take full responsibility for all aspects of employment in the relevant territory, including payroll, taxes, and legal compliance.
What are the differences between EOR and PEO?
In essence, the main difference between employer of record companies and professional employment organizations is that an EOR enables you to hire staff in other countries without establishing a legal entity there, whereas a PEO is a full-service co-employment arrangement for overseas workers.
How much does an employer of record cost?
Employer of record costs vary by provider and country of hire. Typically, EOR services for contract workers range from $25 to $50 per month, while full-time employee costs range from $199 to $599 per month. There may also be a fixed monthly fee per employee or a percentage of payroll added.
What are the top employer of record companies?
Some of the best EOR companies include: Papaya Global for global EOR services across 140+ countries, Deel for savvy local expertise tailored to remote international companies, Multiplier for APAC expansion, Remofirst for top-notch customer support, and Remote for international HR and payroll services.
Last Advice on EOR Companies
Ultimately, the question of whether to engage an EOR services firm, pick a global payroll solution, or hire people as independent contractors, is one that will require a lot of self-examination and planning.
You have to think about the level of liability and workload that you’d like to keep and consider the cost of doing it in-house versus the quote from an top employer of record company.
We recommend reaching out to the companies listed here that you may have found interesting, getting a quote based on your current global expansion plans, and examining how you feel while interacting with these people. An EOR services firm will become a crucial part of your relationship with your employees, so it’s important that you feel comfortable with them.
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