12 Best Employer of Record (EOR) Companies in 2025 to Hire Globally
Choosing the right Employer of Record (EOR) can simplify global hiring, ensure compliance, and help businesses scale internationally without setting up local entities. Here’s a quick guide to the 12 best EOR companies in 2025:
- Deel: Covers 150+ countries with transparent pricing starting at $599/month. Known for its all-in-one platform and compliance expertise.
- Remote: Operates in 80+ countries with flat-fee pricing and direct legal entity ownership for better compliance.
- Papaya Global: Serves 160+ countries with advanced payroll tools, starting at $599/month.
- Oyster HR: Supports hiring in 180+ countries, with pricing starting at $499/month. Ideal for startups transitioning contractors to employees.
- Rippling: Combines EOR services with a full HR platform, supporting 90+ countries.
- Globalization Partners: Premium service covering 180+ countries. Pricing starts at $1,500/month.
- Omnipresent: Covers 160+ countries with custom pricing. Offers flexible service packages.
- Velocity Global: Supports 185+ countries with pricing starting at $1,500/month. Ideal for large enterprises.
- Native Teams: Budget-friendly option starting at $79/month, focused on small businesses.
- Remote People: Covers 150+ countries with pricing starting at $99/month, offering cost-effective services.
- Safeguard Global: Operates in 187 countries with pricing starting at $550/month. Backed by 17+ years of experience.
- Remotely Talents: Specializes in Europe and Latin America, starting at $1,000/month for recruitment-focused services.
Quick Comparison
| Provider | Countries Supported | Starting Price (USD) | G2 Rating | Key Features |
|---|---|---|---|---|
| Deel | 150+ | $599/month | 4.8/5 | All-in-one platform, strong compliance |
| Remote | 80+ | $599/month | 4.6/5 | Flat-fee pricing, direct entity ownership |
| Papaya Global | 160+ | $599/month | 4.2/5 | Advanced payroll tools |
| Oyster HR | 180+ | $499/month | 4.4/5 | Ideal for startups |
| Rippling | 90+ | $500/month | 4.6/5 | Full HR platform integration |
| Globalization Partners | 180+ | $1,500/month | 4.6/5 | Premium compliance services |
| Omnipresent | 160+ | Custom Pricing | 4.3/5 | Flexible packages |
| Velocity Global | 185+ | $1,500/month | 4.3/5 | Enterprise-ready |
| Native Teams | 60+ | $79/month | 4.5/5 | Affordable for small businesses |
| Remote People | 150+ | $99/month | 4.4/5 | Cost-effective |
| Safeguard Global | 187 | $550/month | 4.2/5 | Experienced provider |
| Remotely Talents | Europe & LATAM | $1,000/month | N/A | Recruitment-focused services |
These providers cater to different business needs, from startups to large enterprises, with varying pricing and coverage. Evaluate based on your target regions, compliance needs, and budget to find the best fit for your global hiring goals.
Deel vs Remote EOR Comparison 2025: Which is the right pick for you?
How EOR Services Work
For businesses eyeing global expansion, understanding the role of Employer of Record (EOR) services is a game-changer. Essentially, an EOR acts as the legal employer for your international workforce, managing all the legal and administrative employment tasks. Meanwhile, you retain full control over your employees' daily responsibilities and performance. Here's a closer look at how EORs handle contracts, payroll, benefits, and compliance.
When you engage an EOR, they take on the responsibility of ensuring employment contracts align with local labor laws and standards. They also simplify the often-complicated processes of payroll and benefits management.
Payroll Management Made Simple
Handling payroll across borders can be a logistical nightmare. EORs ensure employees are paid accurately and on time, manage currency conversions, and issue pay slips that comply with local regulations. They also handle tax systems, social security contributions, and year-end filings, saving you from navigating these complexities in multiple countries.
Benefits Administration
EORs manage both mandatory and optional employee benefits, such as health insurance and retirement plans, to ensure your international team receives proper care. They also uphold privacy standards like GDPR, adding an extra layer of protection and compliance.
Staying Compliant
Compliance is critical - missteps can lead to hefty fines or even criminal charges in some regions. EORs monitor changing regulations and keep you informed about any potential impacts. This is especially important given that 10% to 30% of businesses have been flagged for employee misclassification.
EOR vs. Traditional Hiring Methods
EORs offer a streamlined alternative to traditional hiring models. Setting up a legal entity in a foreign country can take 6–12 months, but EORs can deploy staff in just days or weeks. This speed can be a decisive factor for companies looking to seize market opportunities quickly.
| Aspect | EOR Services | Setting Up Local Entity |
|---|---|---|
| Time to Market | Days to weeks | 6–12 months |
| Initial Investment | Flexible monthly fees | High upfront costs |
| Compliance Risk | EOR handles compliance | Full responsibility on company |
| Operational Flexibility | Highly scalable | Requires local infrastructure |
| Control Level | Shared employment model | Complete control |
EORs are also cost-effective. While they charge service fees, companies avoid the steep costs of incorporation, local tax representation, and setting up HR and payroll systems. It's no surprise the global EOR market is projected to reach $6.6 billion by 2029.
EOR Operating Models
EORs operate through direct, indirect, or hybrid models. In direct models, the EOR establishes legal entities in target countries. Indirect models involve partnerships with local providers, while hybrid approaches combine the two, tailored to specific market needs.
Comprehensive Employee Lifecycle Management
EORs manage every stage of the employee lifecycle, from onboarding to offboarding. This includes drafting employment contracts, setting up payroll, enrolling employees in benefits programs, assisting with immigration and visa needs, and handling termination processes when necessary. They also provide ongoing HR support, offering guidance on employee relations, performance management, and local HR policies.
Key Features to Consider When Choosing an EOR
Choosing the right Employer of Record (EOR) is a critical decision that can impact compliance, efficiency, and costs. To make an informed choice, it’s important to evaluate key features that ensure global compliance and smooth operations.
Compliance Expertise and Legal Knowledge
Compliance is a top priority when working with an EOR. Failing to adhere to local labor laws, tax codes, or benefits regulations can lead to penalties and harm your company’s reputation. A reliable EOR should have a solid understanding of local labor laws, tax requirements, and benefits administration. This includes handling payroll taxes, statutory contributions, and applying double taxation treaties to prevent employees and employers from being taxed twice on the same income.
For U.S.-based companies, the EOR must also comply with federal laws like the Fair Labor Standards Act (FLSA), Occupational Safety and Health Administration (OSHA) standards, and the Americans with Disabilities Act (ADA), alongside state-specific regulations.
System Integration Capabilities
The ability to integrate seamlessly with your existing systems can save time and reduce errors. Leading EOR providers offer solutions that connect with major HR platforms, allowing for smooth data transfer and automation. When assessing integration options, consider how well the EOR's tools align with your current HRIS, HCM, or HRMS systems, as well as corporate workspace and performance management tools. Some providers offer open APIs for custom integrations, while others rely on pre-built connections.
Onboarding Speed and Efficiency
A streamlined onboarding process can make a significant difference, especially when expanding into new markets. Setting up a legal entity in another country is often complex, but top EOR providers simplify this with efficient onboarding processes that cut down deployment times. Look for providers who can handle documentation requirements quickly and accurately to help you scale faster.
Global Reach and Local Expertise
An EOR’s geographic coverage determines where you can expand. While some providers operate in many countries, the depth of their local expertise varies. Providers with direct operations in specific regions typically offer better compliance and service quality compared to those relying on indirect partnerships. It’s not just about the number of countries supported but also the quality of service in each market.
Benefits Administration and Employee Support
Managing benefits is a crucial part of keeping your international workforce satisfied. High-quality EOR providers offer comprehensive benefits packages that meet local standards, including ACA-compliant health plans for U.S. employees covering medical, dental, vision, and mental health services. They also handle mandatory and optional benefits in other regions, such as health insurance, retirement plans, and statutory requirements. A responsive and efficient approach to benefits administration ensures employees feel supported and valued.
Transparent Pricing Models
Understanding an EOR’s pricing structure is essential to avoid unexpected costs. Most providers charge a monthly fee per employee, but the details can differ. Some offer flat rates covering all services, while others charge separately for benefits, compliance updates, or other HR services. Request a detailed breakdown of costs, including setup fees, monthly charges, and any additional expenses. This will help you plan your budget and ensure the pricing scales predictably as your team grows.
Termination and Offboarding Processes
Handling terminations properly is just as important as onboarding. A good EOR will ensure that termination procedures comply with local laws, avoid discrimination, and manage final paychecks and accrued PTO according to specific deadlines. They should also oversee offboarding tasks like equipment return, access revocation, and final documentation. These processes protect your company and ensure smooth transitions for departing employees.
U.S.-Specific Compliance Needs
Operating in the U.S. comes with its own set of challenges. EOR providers must accurately manage overtime calculations under the FLSA, ensuring that bonuses are included in the regular pay rate for overtime purposes. Employment contracts must meet both federal and state requirements, taking into account variations like employment-at-will provisions, non-compete agreements, and wage regulations. The complexity of U.S. laws highlights the need for an EOR with specialized expertise in this area.
1. Remotely Talents
Remotely Talents is a recruitment-as-a-service platform designed to help U.S. businesses build global teams by connecting them with pre-vetted professionals from Europe and Latin America. While it doesn’t handle payroll, benefits, or legal employment responsibilities like a full-service Employer of Record (EOR), it plays a key role in sourcing top talent and conducting initial vetting. This makes it a valuable partner for companies that plan to use an EOR for onboarding and compliance later.
With 74% of U.S. companies facing challenges in finding skilled talent and 27% already employing remote teams, Remotely Talents helps bridge the gap by providing access to qualified, English-fluent professionals.
Global Reach and Supported Regions
The platform focuses on talent from Europe and Latin America, offering expertise in fields like Marketing, IT, Finance, Operations, and Sales. Professionals from these regions provide strong time zone alignment and a work style that resonates well with U.S. businesses. For example, European workers align conveniently with U.S. East Coast hours, while Latin American professionals cover all U.S. time zones effectively.
By matching the strengths of each region with specific business needs, companies can tap into a pool of skilled professionals ready to meet their goals.
Transparent Pricing and Cost Efficiency
Remotely Talents offers two straightforward pricing plans:
- On-Demand Plan: $1,450 per month per open role, with no long-term commitment. This includes a 90-day replacement guarantee.
- Partner Plan: $1,000 per month with a 12-month commitment, allowing unlimited hiring for one active role at a time.
Both plans provide access to senior-level recruiters, account management, weekly updates, and the delivery of 3–4 qualified candidates within two weeks. These pricing options not only simplify hiring but can also reduce recruitment costs significantly - potentially cutting staffing expenses by up to 70% by leveraging talent from regions with competitive salary expectations.
Guidance on Local Employment Laws
Although Remotely Talents is not a full-service EOR, it offers valuable guidance to help businesses navigate the complexities of international hiring. This includes advice on labor laws and contract requirements in Europe and Latin America. For payroll processing and ongoing compliance, companies typically need to work with a separate EOR provider or establish their own legal entity.
With its deep understanding of labor laws and hiring practices in these regions, Remotely Talents helps businesses make informed choices and integrate new team members more smoothly. However, for complete payroll and compliance management, pairing their services with a dedicated EOR provider is essential.
2. Deel
Deel is an Employer of Record (EOR) platform designed to help businesses manage global teams efficiently. It has processed over $10 billion in global payroll and consistently earns high ratings - 4.8/5 stars on platforms like G2, Trustpilot, and Capterra.
What sets Deel apart is its proprietary technology and vast global infrastructure. It's the only platform that integrates payroll, HR, performance management, and compliance for all worker types across more than 150 countries.
Global Reach and Supported Regions
Deel simplifies global hiring by supporting operations in over 150 countries through its network of 110+ Deel-owned entities. With native payroll engines in more than 100 countries, it ensures compliance with local regulations while streamlining payroll processes. Deel combines its own entities with strategic partnerships to enable hiring across diverse regions. Its global hiring guide provides best practices and details on supported markets, encouraging businesses to connect with Deel if their target market isn’t yet covered.
Compliance with Local Employment Laws
Navigating international labor laws can be tricky, but Deel excels at handling these complexities. It supports businesses in hiring and managing talent in over 100 countries. The platform takes care of local tax obligations, statutory benefits, visa and immigration support, and other regulatory requirements. Deel’s legal team actively monitors changes in labor laws across jurisdictions, ensuring that employment contracts remain compliant. Detailed compliance reports add transparency and help maintain audit trails for regulatory purposes. Beyond compliance, Deel also stands out with its advanced payroll and benefits management features.
Payroll and Benefits Management Capabilities
Deel’s payroll system is designed to handle payments in over 120 currencies across its operating regions. By automating tax withholding and reporting, it reduces administrative tasks while ensuring compliance across multiple jurisdictions. The platform also offers locally tailored benefits packages, including health insurance, retirement plans, and stipends, to meet regional needs. Employees can access payslips and update personal details through a user-friendly web portal. Expense submissions and approvals are seamlessly integrated into the payroll workflow. Deel even supports various payment methods, from direct bank transfers to options like Revolut, Wise, PayPal, and cryptocurrency.
Pricing Transparency and Cost-Effectiveness
Deel combines its global capabilities with transparent and straightforward pricing. Payroll services are priced at $29 per employee per month, making it easy for businesses to budget without worrying about hidden fees or complicated pricing structures. For example, Turing transitioned its entire global workforce to Deel within days and now uses the platform to manage, pay, and onboard developers in over 60 countries.
For businesses that need advanced payroll features, real-time calculations, and automated compliance, Deel is a reliable solution for scaling global operations.
3. Remote
Remote is a robust Employer of Record (EOR) platform that integrates global payroll, HR services, and compliance management, operating across more than 100 countries.
Global Reach and Supported Regions
Remote's expansive footprint spans over 100 countries, enabling businesses to tap into global talent pools with the support of its localized expertise. The platform's Global Life-Work Balance Index 2025 evaluates 60 of the world's largest economies, analyzing key factors like statutory annual leave, healthcare availability, public safety, and average weekly work hours. This research reflects Remote's dedication to helping businesses make well-informed decisions when hiring internationally.
Compliance with Local Employment Laws
Navigating the complexities of international labor laws is no small feat, and Remote simplifies this process. As Aïda Figuerola, Happiness Manager, explains:
"The rise of remote work brings key legal challenges like ensuring compliance with multi-jurisdictional labor laws, managing data privacy and adhering to health and safety standards remotely. HR departments should address these by staying updated on global regulations, implementing clear remote work policies, leveraging legal tech tools for compliance and providing training for employees and managers."
Remote tackles these challenges by implementing standardized policies tailored to regional requirements, minimizing the risk of legal complications. Beyond compliance, the platform also streamlines compensation and benefits management, ensuring businesses can operate confidently across multiple jurisdictions.
Payroll and Benefits Management Capabilities
Remote's automated payroll system guarantees accurate and timely payments for employees worldwide. By consolidating payroll, benefits, tax, leave management, and HR data into a single dashboard, the platform simplifies workforce management on a global scale.
The platform offers localized benefits packages that vary by country, typically including health insurance, pension and 401(k) plans, mental health resources, paid time off, sick leave, life and disability insurance, dental coverage, and vision care. Remote handles every stage of benefits administration, from enrollment to off-boarding, while providing ongoing support to both employers and employees. Additionally, the payroll dashboard categorizes payments by country, allowing businesses to view employee compensation in local currencies.
Marisol Jiménez highlights the platform's efficiency:
"We run monthly, semi-monthly and hourly payroll in multiple different currencies around the world and our Finance Manager has full visibility in a single platform. With Remote, you can make it happen."
Luke McKinlay underscores the financial benefits:
"If we had to manage and coordinate everything in-house, it would cost us well over $500,000 more each year. Remote not only eliminates that financial strain but also takes the operational burden off our plate, allowing us to focus on growing our business with confidence and efficiency."
Pricing Transparency and Cost-Effectiveness
Remote prides itself on transparent, upfront pricing with no hidden fees. Clients benefit from the same deals that Remote negotiates for its own employees, avoiding unnecessary premiums or additional costs.
For businesses managing contractors, Remote offers significant savings. Erik Sveen shares:
"We work with 460+ Contractors globally. I'd need to employ 5 or 6 people full time to keep on top of compliance, administration and payroll. Remote has definitely been a time and money saver for us."
The platform is available via web browser and mobile app, offering employees self-service tools like access to pay stubs, benefits enrollment, and PTO requests. While the system handles tax calculations and deposits, businesses are responsible for filing their own tax paperwork.
With its comprehensive features and user-friendly design, Remote provides a streamlined solution for companies looking to expand their global workforce.
4. Papaya Global
Papaya Global is an all-in-one Employer of Record (EOR) platform that combines cutting-edge technology with extensive global HR knowledge to help businesses manage international teams across more than 160 countries. The platform simplifies the complexities of global employment by offering a unified solution for handling both employees and contractors while ensuring compliance with local labor laws.
Global Reach and Supported Regions
With operations in over 160 countries and payroll processing in more than 130 currencies, Papaya Global provides businesses with the flexibility to pay employees in their local currency. The company's global presence is further reinforced by offices in key locations like New York, London, Hong Kong, Herzliya (Israel), Austin (USA), Krakow, Melbourne, India, Singapore, and Barcelona. Additionally, Papaya offers localized advisory services through in-country experts who help businesses navigate regional employment regulations. This extensive network not only streamlines payroll but also ensures compliance with local laws.
Compliance with Local Employment Laws
Papaya Global uses a built-in AI compliance engine alongside human expertise to ensure accurate legal validations. The platform’s compliance framework is supported by a 3-Tier Governance Model, which integrates in-country partners, an in-house legal team, and a Center of Excellence. This approach ensures that employment contracts are reviewed by legal experts and local advisors, minimizing compliance risks. The AI compliance engine also audits payroll data automatically, reducing the chances of errors.
Eynat Guez, CEO of Papaya Global, highlights the importance of understanding local regulations:
"Companies have to provide a termination notice only on the first day of the month. If you choose another date, the required notice period for termination doesn't start until the first day of the following month, which could extend the time until you can properly terminate the employee."
By validating payroll data and offering ongoing legal support through teams in the US, Israel, Europe, and Asia, Papaya Global ensures businesses remain compliant throughout the hiring and employment lifecycle. This is especially critical, as a 2017 Global HR Practices study revealed that 70% of companies face compliance risks due to limited knowledge of local regulations.
Payroll and Benefits Management Capabilities
Papaya Global simplifies payroll management by automating calculations and compliance across different countries. The platform provides analytics and customizable reports to help businesses make informed workforce decisions. One notable feature is its Global Health Plan, available in over 160 countries, which offers employees comprehensive physical and mental health coverage, even during travel. The system also uses a single prepaid card for all employees, eliminating the need for individual claims and reimbursements.
The platform automates payments to local authorities for taxes and regulatory fees, reducing administrative burdens. Marc Zimmermann, Head of Talent, shares his experience:
"With Papaya, we've really found a partner we can trust."
Erez Hanuka, Director of Finance, adds:
"Papaya makes our lives easier. It helps us improve the payroll process."
In April 2025, Papaya Global introduced a new Approval Ownership Type (AOT) model within its Payments platform. This feature enables fully automated, role-based invoice approvals and instant payments, further streamlining operations. These enhancements, combined with comprehensive benefits, make Papaya Global a practical choice for businesses scaling their global operations.
Pricing Transparency and Cost-Effectiveness
Papaya Global offers tiered pricing plans tailored to different company sizes:
- Grow Global Plan: Starts at $25 per employee per month (101–500 employees)
- Scale Global Plan: Starts at $20 per employee per month (501–1,000 employees)
- Enterprise Global Plan: Starts at $15 per employee per month (over 1,000 employees)
- Global Workforce Payments: Starts at $2.50 per transaction
This pricing structure allows businesses to manage their global workforce efficiently while accessing comprehensive EOR services. Papaya Global also provides flexible benefit administration options, enabling organizations to select plans that suit their specific needs.
5. Oyster HR
Oyster HR stands out as a top-tier Employer of Record (EOR) solution, enabling businesses to expand globally without needing to establish local entities. The platform allows companies to hire full-time employees and contractors in over 180 countries, blending automated compliance tools with localized expertise to simplify global workforce management - a perfect fit for businesses venturing into international markets.
Global Reach and Supported Regions
With coverage spanning more than 180 countries and support for payments in over 140 currencies, Oyster HR has successfully facilitated hires in both established and emerging markets. This broad reach is backed by a robust compliance infrastructure, ensuring that all operations align with local laws.
Compliance with Local Employment Laws
Oyster HR integrates automated compliance technology with local legal expertise to create legally sound employment agreements tailored to each country. Through partnerships with local specialists in employment and intellectual property law, the platform flags country-specific legal requirements during the hiring process. It also handles payroll compliance, including tax withholdings, social contributions, and payroll reporting. Beyond this, Oyster HR provides guidance on benefits, perks, and compensation packages that meet regional regulations. To further safeguard businesses, the platform includes insurance coverage of over $8,000,000 USD to mitigate compliance risks. In addition to legal compliance, Oyster HR excels at managing payroll and benefits on a global scale.
Payroll and Benefits Management Capabilities
Oyster HR simplifies payroll across more than 120 countries, processing payments in over 140 currencies to remove foreign exchange hurdles for employers and employees alike. The platform ensures accurate, timely payments while managing complex tax withholdings, benefits deductions, and reporting requirements. It also offers localized benefits packages, including country-specific health insurance and other mandatory benefits, tailored to each market. Employees can easily access benefits details and submit claims through the platform, reducing administrative work. Employers can also use Oyster HR’s overseas salary data to create competitive compensation packages that align with local standards while maintaining consistency across their global workforce .
Pricing Transparency and Cost-Effectiveness
Oyster HR offers straightforward pricing, starting at $25 per employee per month for Global Payroll services and $29 for Contractor Management . The platform has received high marks for user satisfaction, earning 4.5 stars on Trustpilot and a 4.4 out of 5 rating on G2 .
6. Rippling
Rippling simplifies global hiring by combining Employer of Record (EOR) services with an all-in-one HR platform. This platform manages payroll, benefits, compliance, and more, making it a go-to solution for companies looking to expand their teams internationally. One standout feature? Rippling can onboard employees and contractors in just 90 seconds.
Global Reach and Supported Regions
Rippling supports payroll in over 185 countries, offering Global Payroll for businesses with existing entities and full EOR services for those entering new markets. The platform adapts HR processes to local requirements based on employee locations. Its Global Hiring Hub is particularly useful, allowing companies to explore specific countries and check whether they can hire contractors, employees, or both. This feature helps businesses plan their global expansion strategies with ease.
Staying Compliant with Local Laws
Rippling takes compliance seriously. By working with legal experts, the platform identifies potential issues across federal, state, and local employment laws. It also enrolls employees in location-specific mandatory training and manages filings, including federal and state reporting. With the average employment case costing $160,000, these proactive measures are critical. This strong compliance framework also supports Rippling’s payroll and benefits management capabilities.
Simplifying Payroll and Benefits
Rippling's platform integrates payroll, benefits administration, onboarding, document management, and time tracking into one system. Payroll, tax withholdings, and benefits contributions are automated, saving HR teams significant time. For example, Morning Consult reported an 84% reduction in payroll processing time, while Literati streamlined administration for 160 employees.
Pricing and Value
While Rippling doesn’t publish standard EOR pricing, its efficiencies and ability to reduce overhead offer strong value for companies expanding globally. Additionally, Rippling supports international hiring through immigration services and visa sponsorship, making it an appealing choice for U.S.-based businesses looking to grow their international footprint.
7. Globalization Partners
Globalization Partners (G-P) has spent over a decade building its reputation as a trusted Employer of Record (EOR) provider, helping businesses expand internationally with ease. In 2023, the company reached $300 million in annual recurring revenue (ARR) and achieved 59% year-over-year customer growth, showcasing its strong standing in the global market.
What sets G-P apart from other EOR providers is its use of proprietary AI-driven tools and a robust legal network. Its G-P Meridian Suite™ simplifies global hiring in over 180 countries by managing legal, tax, and HR complexities. This platform blends traditional EOR services with advanced AI to make the hiring process across borders faster and more efficient.
Global Reach and Supported Regions
G-P operates in more than 180 countries and has legal entities in over 187, giving it one of the most expansive networks in the industry. With over 97% of its operations managed through its own legal entities, the company ensures smoother processes for clients.
This extensive reach means businesses can hire talent in new markets without going through the hassle of setting up their own subsidiaries. G-P's established presence in target countries simplifies every stage of global expansion - from hiring to ongoing management of employees.
Compliance with Local Employment Laws
G-P takes compliance seriously, using a multi-pronged approach that includes expert teams, risk reduction protocols, automatic reviews, and 24/7 local support. The company employs hundreds of HR, finance, and legal professionals with expertise in employment, tax, benefits, and contract laws across its supported regions.
A standout offering is G-P Gia, an AI-powered Global HR Compliance Advisor. G-P Gia provides tailored HR and legal insights for over 50 countries and all 50 U.S. states. This tool automates complex tasks, assisting HR professionals with everything from hiring to policy creation and even terminations.
"With Gia, G-P is closing a major gap in global and cross-border workforce planning and organizational readiness by delivering new workforce legal compliance automation." - Zachary Chertok, senior research manager for employee experience, IDC
CEO Nicole Sahin elaborates:
"We developed G-P Gia with our proprietary knowledge base and deep expertise in AI to uniquely solve complex problems, mitigate risk, and reduce the need for HR organizations to depend on manual processes or external consultants - yet retain the human touch. Built for the next era of HR, Gia will forever change the future of work."
This robust compliance framework also supports precise global payroll and customized benefits management.
Payroll and Benefits Management Capabilities
G-P boasts 99% payroll accuracy, handling payments in multiple currencies while adhering to local tax regulations. Its platform ensures seamless international payroll processing, guaranteeing timely and accurate payments in local currencies.
In addition, G-P offers competitive benefits packages tailored to local standards, including healthcare, pensions, and other perks designed to attract top talent in each region. For companies already using ADP payroll, G-P provides smooth integration, ensuring continuity in existing workflows.
Pricing Transparency and Cost-Effectiveness
G-P offers straightforward pricing with three service tiers, making it easier for businesses to choose the right plan for their needs:
| Plan | Monthly Cost per Employee | Key Features |
|---|---|---|
| G-P Meridian Core | $400 - $600 | Payroll management, basic compliance |
| G-P Meridian Prime | $700 - $900 | Flexible payments, bulk payroll changes |
| Contractor Plan | $200 - $300 | International contractor management |
Customer satisfaction ratings highlight G-P's reliability and expertise. The platform scores 4.6/5 on G2 (295 reviews), 3.8/5 on Trustpilot (28 reviews), and 4.3/5 on Glassdoor (256 reviews). These ratings underline G-P's dedication to providing dependable EOR services backed by cutting-edge technology and a deep understanding of global compliance.
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8. Omnipresent
Omnipresent is a global employment platform that helps companies hire, pay, and offer benefits to international teams without needing to establish local legal entities. Launched in 2019, the platform operates in more than 160 countries and achieved a valuation of $44 million by 2024. Its hybrid approach - combining owned entities with strategic local partnerships - broadens its global capabilities .
Global Reach and Supported Regions
With operations spanning over 160 countries, Omnipresent provides full Employer of Record (EOR) services through an extensive network. This reach is enhanced by the OmniAtlas tool, which allows businesses to explore supported countries by region, simplifying the process of planning for global expansion. Companies can also connect directly with Omnipresent to kickstart their international hiring strategies. This wide network forms the backbone of its commitment to maintaining strict compliance with local employment laws.
Compliance with Local Employment Laws
Omnipresent prioritizes compliance by utilizing expert teams and local partnerships to stay updated on regulatory changes. The platform’s compliance team oversees the creation of legally sound employment contracts, manages tax registrations, and handles filings . Its compliance framework covers a broad range of employment needs, including labor contracts, benefits, terminations, supplementary pay, exchange rate agreements, and flexible work arrangements. All of this is centralized through the OmniPlatform, which consolidates employee data, payroll, and compliance management.
Payroll and Benefits Management Capabilities
Omnipresent automates global payroll processes, such as tax withholdings and salary payments, ensuring accuracy in local currencies. Its international payroll team ensures compliance with regional regulations, while customized benefits packages offer localized perks like health insurance and retirement plans . The OmniPlatform further simplifies tasks like leave management and expense reporting. However, some users have reported occasional communication delays and inconsistencies in payments. Despite these issues, the onboarding process is generally smooth, and the platform remains a valuable tool for managing global teams.
Pricing Transparency and Cost-Effectiveness
Omnipresent provides clear pricing with two main tiers: EOR services at $499 per employee per month and contractor management at $29 per contractor per month. While positioned as a premium service, its flexible EOR, PEO, and VEO solutions offer strong value for businesses. User reviews highlight its comprehensive service coverage, making it especially appealing to tech startups and remote-first companies.
| Review Platform | Rating | Number of Reviews |
|---|---|---|
| G2 | 4.5/5 | 195 |
| Trustpilot | 4.4/5 | 414 |
| Capterra | 5/5 | 1 |
Overall, Omnipresent garners praise for its responsive support and wide-ranging services. While pricing and occasional communication challenges are noted, its strong compliance framework and global reach make it a solid choice for businesses looking to expand internationally .
9. Velocity Global
Velocity Global stands out as an Employer of Record (EOR) provider with a vast international footprint and a strong focus on compliance. By combining direct entity management with localized expertise, the company simplifies global hiring for its over 1,000 clients, including Roku, Udemy, and SoFi.
Global Reach and Supported Regions
Operating in more than 185 countries, Velocity Global offers direct entity support in over 75 jurisdictions. To further expand its reach, the company collaborates with strategic in-country partners. This extensive network ensures businesses can hire and manage employees globally while maintaining compliance.
"Our global reach and local expertise across 185+ countries make it simple to compliantly hire, pay, and manage employees, anywhere." - Velocity Global
Compliance with Local Employment Laws
Velocity Global takes compliance seriously, holding 18 employment licenses and employing over 200 legal, HR, and payroll experts worldwide. The company undergoes more than 70 financial audits and holds SOC 2 and ISO 27001 certifications, while adhering to GDPR standards across its operations. Its legal team specializes in labor law and global mobility, ensuring that local employment, tax, and data privacy regulations are consistently monitored and followed. Additionally, over 2,210 employees across 25 countries have received Health and Safety protocol training.
"HR compliance isn't a checkbox at Velocity Global. We set the industry standard for compliant EOR services through regular audits, certifications, and employment licensing. Unlike third-party providers, we manage our own entities to exceed employment requirements, leading the EOR industry in global HR compliance."
Payroll and Benefits Management Capabilities
Velocity Global provides centralized, multi-currency payroll processing that simplifies tax calculations and ensures compliance. The platform integrates seamlessly with existing HR and finance systems, making multi-country payroll operations efficient. On top of that, the company offers tailored benefits packages, including locally compliant medical, insurance, and social security options. With 66% of employees valuing comprehensive benefits, these offerings contribute to higher job satisfaction and loyalty.
"Velocity Global takes a huge burden off my plate because I know our teams are well taken care of without having to worry about day-to-day administration." - Ellen Bockleman, Chief People Officer
Pricing Transparency and Cost-Effectiveness
Velocity Global charges $599 per employee per month, offering a suite of services that deliver exceptional value through its direct entity model. The platform’s 4.7/5 rating on G2 highlights customer satisfaction and the confidence clients have in its ability to navigate complex compliance requirements.
"Our CEO loves the fact that working with Velocity Global means we don't need to handle everything ourselves, employ HR people in-country, or worry about compliance." - Ellen Bockleman, Chief People Officer
10. Native Teams
Native Teams is making waves as an Employer of Record (EOR) provider, aiming to become the "Shopify for Employment." With over 150,000 users worldwide, the platform combines international hiring and workforce management into one seamless solution.
"Our goal is to be like a 'Shopify for Employment', giving employers the full basket of tools they need to employ people well." - Jack Thorogood, Founder and CEO of Native Teams
Expanding Global Reach
Operating in more than 85 countries, Native Teams offers extensive global hiring coverage. While rooted in Europe, the company is steadily expanding its focus to include the US, India, and broader regions in Asia. In Africa, it has established operations in five major markets: Algeria, Nigeria, Kenya, Morocco, and South Africa. Its Knowledge Base provides up-to-date resources on local labor laws, helping businesses navigate the complexities of cross-border employment.
Navigating Compliance with Local Laws
Native Teams takes compliance seriously, ensuring businesses meet local employment regulations across its entire network. The company supports this by maintaining legal entities in all 85+ countries it operates in and employing experts familiar with regional legal requirements. Employment contracts are meticulously designed to cover job responsibilities, benefits, compensation, and data protection standards. Employers also benefit from ongoing updates through its Knowledge Base, which provides insights into taxes, contracts, and salary regulations.
"Native Teams' wide global reach, expertise, and experience in the global market helped us ensure compliance with local laws, avoid the potential legal risks of operating in foreign markets, and gain valuable insights for navigating the global landscape in future." - Santiago Chacon, Global Head of Sales at RecruitGo
Streamlined Payroll and Benefits Management
The platform simplifies payroll and benefits management, automating contracts, payroll processes, and compliance tasks - reducing administrative workloads by up to 90%. Some standout features include automated payroll processing across multiple countries, handling tax withholding, social security contributions, and statutory deductions, all with bulk payment options. Employers receive detailed payslips that break down earnings, deductions, and taxes, while the platform ensures social security contributions and benefits align with local requirements. A Global Payroll Calculator is also available for accurate salary estimations. Additionally, the platform offers Euro IBAN accounts for secure international payments, minimizing currency conversion costs.
Transparent Pricing and Cost Savings
Native Teams offers competitive pricing: $99 per employee per month for EOR services (covering payroll and tax compliance) and $19 per contractor per month for invoice handling, compliant agreements, and global payments. This tiered structure can deliver significant savings - users have reported cutting costs by 40–60%, with some achieving as much as 50–70% savings while still receiving comprehensive service coverage. These pricing options highlight the value of EOR solutions in simplifying global hiring without breaking the budget.
11. Remote People
Remote People is an Employer of Record (EOR) solution designed to make hiring global talent more affordable and efficient. By simplifying the complexities of international HR and payroll, it opens the door for businesses of any size to expand globally without breaking the bank.
Global Reach and Supported Regions
Operating in over 150 countries, Remote People covers major regions like Southeast Asia, Eastern Europe, Latin America, and Africa, among others. This broad reach allows companies to tap into international talent pools while potentially reducing staffing costs by as much as 70%. Its extensive network ensures smooth compliance and payroll integration, no matter where your team is based.
Compliance with Local Employment Laws
Managing a remote workforce across multiple countries can be a legal minefield, but Remote People tackles these challenges head-on. Britton Bloch, Vice President of Global Talent Acquisition Strategy and Head of Recruiting at Navy Federal Credit Union, highlights the complexity:
"HR departments face several legal challenges with remote work, including compliance with labor laws across different states or countries, managing worker classification (employee vs. contractor), ensuring proper wage and hour tracking and safeguarding data privacy and security."
Remote People stays ahead of local regulations, offering a compliance framework tailored to each region. It addresses everything from legal requirements to time zone differences and cultural considerations. With a combination of local expertise and advanced technology, the platform ensures a smooth path for global expansion.
Payroll and Benefits Management Capabilities
Remote People also simplifies payroll and benefits management, offering centralized global payroll in local currencies. It provides competitive employee benefits, including health insurance, retirement contributions, and paid time off. The platform handles tax withholdings, social security contributions, and statutory deductions across its 150+ supported countries, removing the need for businesses to set up legal entities in each location. Notably, 72% of businesses report improved productivity after leveraging EOR services to hire international talent.
12. Safeguard Global
Safeguard Global has built a solid reputation as one of the most experienced Employer of Record (EOR) providers, backed by over 17 years of expertise. With a team of more than 400 in-house professionals supporting over 2,000 organizations worldwide, the company is known for its focus on compliance and dependable service.
What truly sets Safeguard Global apart is its ability to help smaller companies compete on a global scale. Ståle Hansen, Founder & CEO, captures this sentiment perfectly:
"We are a small company, yet we operate globally, which is very important to us. And that is the value that Safeguard Global can provide for us."
This wealth of experience enables them to support businesses of all sizes as they expand into international markets.
Global Reach and Supported Regions
Safeguard Global facilitates hiring in 187 countries, giving businesses access to talent across key regions such as North America, Europe, Asia-Pacific, Latin America, and Africa. Their local HR experts in each region provide hands-on support, helping clients navigate the often-complicated regulatory landscapes of different countries.
Compliance with Local Employment Laws
As the employer of record in 187 countries, Safeguard Global takes on full legal responsibility for its clients' international hires. Their local experts ensure compliance with wage rules, bonuses, paid leave, severance, and more, tailoring their approach to the specific requirements of each market. This includes managing employment contracts, benefits, and HR policies in line with local laws and tax regulations. Renuka Iyer, Chief Human Resources Officer, underscores their value:
"We can just do the work that we need to do, knowing that Safeguard Global is helping us manage risk in the countries we want to go to."
This localized expertise ensures businesses remain compliant while respecting local norms and expectations.
Payroll and Benefits Management Capabilities
Safeguard Global enhances its compliance services with streamlined payroll and benefits management. Their payroll system automates tax compliance and reporting across their global network, consolidating records and payroll data into a single platform. This simplifies HR processes by integrating work hours and time-off data with payroll systems. Experts across more than 150 labor markets ensure accuracy.
Unlike traditional PEO arrangements, where workers are treated as co-employees, Safeguard Global assumes full responsibility for international hires through its Global EOR solution. Their benefits administration services help businesses balance mandatory packages with competitive local options. Additionally, their HR support team is available 24/7 in workers' native languages, ensuring a high level of service. This commitment to quality is reflected in their G2 rating of 4.2/5 (79 reviews) and a Glassdoor score of 3.7/5 (301 reviews).
EOR Provider Comparison Table
Here’s a detailed comparison of top Employer of Record (EOR) providers to help you navigate the options and choose the best fit for your business needs.
| Provider | Countries Supported | Starting Price (USD) | G2 Rating | Key Differentiators | Best For |
|---|---|---|---|---|---|
| Remotely Talents | Europe & Latin America | $1,000/month | N/A | Recruitment-as-a-Service model, dedicated senior recruiters, 90-day replacement guarantee | Companies hiring consistently in Europe/LATAM |
| Deel | 150+ countries | $599/month | 4.8/5 | Complete HR suite, 90% customer satisfaction score, seamless platform integration | Businesses needing all-in-one HR solutions |
| Remote | 80+ countries | $599/month | 4.6/5 | Owns legal entities directly, transparent flat-fee pricing | Companies prioritizing compliance reliability |
| Papaya Global | 160+ countries | $599/month | 4.2/5 | Scalable payroll engine, enterprise-focused features | Large organizations with complex payroll needs |
| Oyster HR | 180+ countries | $499/month | 4.4/5 | Cost calculator tool, free contractor management plan | Startups transitioning contractors to employees |
| Rippling | 90+ countries | $500/month | 4.6/5 | Strong U.S. integrations, comprehensive HR platform | U.S. companies expanding globally |
| Globalization Partners | 180+ countries | $1,500/month | 4.6/5 | Legal compliance excellence, premium service model | Enterprises requiring top-tier compliance |
| Omnipresent | 160+ countries | Custom pricing | 4.3/5 | Flexible service packages, regional expertise | Mid-market companies with specific regional needs |
| Velocity Global | 185+ countries | $1,500/month | 4.3/5 | Enterprise hiring support, extensive country coverage | Large corporations with global expansion plans |
| Native Teams | 60+ countries | $79/month | 4.5/5 | Budget-friendly pricing, simplified onboarding | Small businesses and startups |
| Remote People | 150+ countries | $99/month | 4.4/5 | EOR broker service, up to 40% cost savings | Cost-conscious companies comparing multiple providers |
| Safeguard Global | 187 countries | $550/month | 4.2/5 | 17+ years of experience, 400+ in-house professionals | Established businesses seeking proven expertise |
Key Takeaways from the Comparison
Pricing: The cost of EOR services varies widely. Budget-conscious businesses might lean toward Native Teams ($79/month) or Remote People ($99/month). On the higher end, premium providers like Globalization Partners and Velocity Global charge $1,500/month, offering advanced compliance and enterprise-level support.
Geographic Reach: For businesses with global hiring needs, Safeguard Global tops the list, covering 187 countries, while Velocity Global supports 185+ countries. Providers like Remotely Talents focus on specific regions, excelling in Europe and Latin America.
Compliance and Transparency: Providers like Remote stand out for owning legal entities directly, which can simplify compliance. Keep an eye on pricing structures - hidden fees may arise from currency exchange rates, added insurance, or local taxes.
Customer Satisfaction: Ratings on G2 provide a good snapshot of user experience. Deel leads with a 4.8/5 rating, backed by a 90% customer satisfaction score. Remote, Rippling, and Globalization Partners follow closely at 4.6/5.
Specialization: The right provider often depends on your business focus. For U.S.-based companies, Rippling offers strong HR integrations tailored to the U.S. market. Startups may find Oyster HR or Native Teams ideal for their affordability and contractor-focused tools. Larger enterprises often turn to Velocity Global or Globalization Partners for their premium services.
Matching your needs - whether it’s budget, compliance, geographic coverage, or customer support - with the strengths of these providers is the key to making the best choice for your organization. Comprehensive platforms like Deel and Remote work well for businesses hiring across multiple regions, while niche providers like Remotely Talents are better suited for specific markets like Europe and Latin America.
Use Cases and Best Practices for US Businesses
Let’s explore how US businesses can make the most of Employer of Record (EOR) services, which are becoming increasingly popular for accessing global talent. With the EOR market expected to hit $8.59 billion by 2030, it’s clear that American companies are embracing this approach to meet their international hiring goals.
Rapid Market Expansion Without Legal Entities
For US companies looking to expand quickly into foreign markets, EORs offer a major advantage: the ability to hire internationally without setting up local subsidiaries. Establishing a legal entity in another country can be both expensive and time-consuming. EORs remove this hurdle, allowing businesses to onboard talent faster.
Take tech startups, for example. When breaking into European markets, these companies can focus on scaling their operations while the EOR handles employment compliance, payroll, and benefits. This streamlined process not only saves time but also helps businesses allocate resources more efficiently.
Accessing Global Talent Pools Cost-Effectively
Hiring internationally through EORs often comes with financial perks. The cost of using EOR services typically ranges from $500 to $2,500 per employee per month, which can be more affordable than hiring domestically.
For example, businesses targeting talent in regions like Latin America or Europe often find value in specialized EOR providers. Companies like Remotely Talents offer tailored services, including senior recruiters and a 90-day replacement guarantee, starting at $1,000 per month. This makes international hiring more predictable and budget-friendly.
Compliance Risk Mitigation
Navigating labor laws, tax regulations, and benefits requirements in foreign countries can be overwhelming. EORs help US companies stay compliant by managing these complexities. It’s worth noting that 80% of employers face challenges keeping up with labor law changes each year. Partnering with an EOR significantly reduces the risk of legal missteps.
"Leveraging employer of record (EOR) services is critical to ensure compliance with international labor laws." - Jesse Ajebon, Founder & CEO at People Street
Streamlined HR Operations
EORs also simplify HR processes for companies managing international teams. By automating tasks like payroll, tax filings, and benefits administration, EORs not only cut down on legal risks but also create operational consistency.
In fact, 82% of organizations plan to invest in technology to enhance compliance operations. EORs align with this trend, offering integrated platforms that handle HR tasks across multiple countries, saving businesses time and resources.
Best Practices for EOR Selection
Choosing the right EOR partner is essential for achieving your hiring and business goals. Here are some tips to guide your decision:
- Focus on geographic expertise: Look for EORs with deep knowledge of your target regions, such as Europe or Latin America.
- Prioritize transparent pricing: Opt for providers with clear, flat-fee pricing to avoid hidden costs like currency exchange fees or unexpected tax charges.
- Check technology compatibility: Ensure the EOR’s platform integrates smoothly with your existing HR, payroll, and applicant tracking systems.
- Understand local entity ownership: Determine whether the EOR operates through its own legal entities or relies on local partners, as this can impact control and insight.
- Assess support needs: Decide if you need dedicated account management for high-volume hiring or if a self-service platform with responsive support will suffice.
"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." - Alice Ferretti, Founder, HumansR
Implementation Strategy for US Companies
To get the most out of EOR services, consider these steps:
- Start small: Test the waters with one or two international hires to evaluate the EOR’s performance before scaling up.
- Establish clear communication: Schedule regular check-ins to discuss compliance updates, payroll accuracy, and employee satisfaction.
- Keep detailed records: Document hiring decisions, performance reviews, and disciplinary actions to ensure compliance and maintain business continuity.
- Plan for transitions: Be prepared to manage employee changes, whether it’s a shift in roles, locations, or status from contractor to full-time employee.
Conclusion
Choosing the right Employer of Record (EOR) can reshape how U.S. businesses approach global expansion. This guide highlights how top EOR providers can support your international hiring goals.
The 12 EOR providers featured here offer a range of services - from cost-efficient access to talent for startups to comprehensive compliance solutions for larger enterprises. These platforms take on the heavy lifting of managing legal, payroll, and HR complexities tied to hiring across borders.
EORs eliminate the need to set up foreign subsidiaries, ensuring compliance with local labor laws, tax codes, and employment regulations. With typical costs ranging from $500 to $2,000 per employee per month, EOR services often prove to be a cost-effective way to tap into global talent pools compared to traditional domestic hiring.
The advantages go beyond just cost savings. By reducing administrative burdens, EORs allow your team to focus on scaling your business rather than navigating the challenges of international employment.
"Deel supports our global business ambitions by enabling us to retain Hong Kong talents in overseas markets while compliantly hiring and onboarding the best software engineers in Southeast Asia." - Jack Cheung, Co-founder at App Bar
When assessing EOR partners, prioritize those with strong experience in your target regions, reliable technology platforms, and responsive customer support. Key factors to consider include geographic reach, pricing transparency, seamless integration capabilities, and a proven record in managing payroll and employee benefits effectively.
As the EOR market evolves, providers are continually improving their technology and expanding their global reach. With the right EOR partner, U.S. companies can build agile, diverse international teams while staying fully compliant and operationally efficient in their global growth efforts.
FAQs
What should you look for when selecting an Employer of Record (EOR) for global hiring?
When selecting an Employer of Record (EOR) for your global hiring needs, there are several key aspects to keep in mind to ensure everything runs smoothly and stays compliant. Start by assessing their knowledge of local labor laws and compliance requirements. This helps you avoid legal complications and ensures your operations remain hassle-free.
Next, check their geographic reach. It's essential that the EOR can support hiring in all the countries where your business plans to expand. Beyond that, take a close look at their pricing structure - clarity here is crucial - and their data security protocols to safeguard sensitive information.
It's also worth considering how well their system integrates with your existing HR tools. Reliable customer support and a history of helping companies scale internationally are equally important. At the end of the day, the ideal EOR should align with your company’s ambitions, providing the flexibility and dependability you need to successfully grow your global team.
How do Employer of Record (EOR) services compare to setting up a local entity in terms of time and cost?
Why Choose EOR Services for Global Expansion?
EOR (Employer of Record) services offer a quicker and more economical alternative to establishing a local entity. With an EOR, companies can onboard international employees in just days or weeks, whereas setting up a local entity often drags on for months due to intricate legal, administrative, and compliance hurdles.
From a cost perspective, EORs are perfect for short-term projects or smaller-scale expansions. They cut out expenses like legal registration, licensing fees, and ongoing compliance costs. That said, if you're planning a long-term operation with a larger team, creating a local entity might eventually prove more cost-efficient.
In short, EORs provide a practical and time-saving option for businesses aiming to expand globally without the hefty upfront investment or lengthy timelines tied to setting up shop in a new country.
What compliance risks can businesses avoid by using an Employer of Record (EOR) for global hiring?
Using an Employer of Record (EOR) can help businesses sidestep the tricky compliance challenges that come with hiring internationally. An EOR takes on the legal responsibilities of employment, ensuring everything aligns with local labor laws, tax rules, and payroll requirements. This significantly lowers the risk of fines, penalties, or legal issues tied to non-compliance.
When companies partner with an EOR, they gain the ability to:
- Avoid the risks of misclassifying workers as either contractors or employees.
- Handle tax filings accurately and on time across different countries.
- Keep pace with changing employment laws in various regions.
This partnership frees businesses to focus on growth and operations while leaving the complexities of international labor compliance to the experts.
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