HR & People · 15 tools ranked
Best Employer of Record Services in 2026
Deel ranks first in employer of record services, followed by Remote and G-P (Globalization Partners). Employer of record services legally employ your staff abroad, handling contracts, payroll and local tax so you can hire without an own entity.
The top three
How this list is ordered: by our editorial assessment of fit for organizations of 50 to 1,000 people. Vendors can pay for more visibility; how that works is explained in our disclosure, linked above every ranking. No commission is earned on clicks or purchases, and we do not work as an affiliate.
1. DeelDeel leads because it publishes a $599 starting price, asks for no minimum term and bundles payroll, contractor payments, benefits and visas around its employer of record service.
2. RemoteRemote ranks second for a published $599 EOR price, an Amsterdam imprint with a Dutch registration number, and a product set that reaches from contractors to a US PEO.
3. G-P (Globalization Partners)G-P takes third place for the widest stated EOR reach, 180+ countries, a published $599 starting fee and no minimum for EOR, though final terms come by quote.What is employer of record services?
Employer of record services let a company hire people in another country without its own legal entity there. The provider becomes the legal employer, signs the local contract, runs payroll, withholds taxes and administers statutory benefits, while the client directs the daily work. It suits first hires in a new country and short tests of a market, and it is usually replaced by an own entity once headcount grows.
How we ranked these
Hiring someone in another country without your own legal entity there is the problem an employer of record, or EOR, solves. The provider employs the person locally, runs payroll and tax, and you direct the work.
Choosing one is hard because the fees look alike while the contracts, entities and exit terms differ. We ranked fifteen providers for a buyer with 50 to 1,000 staff who expects to hire in a handful of countries.
We looked at published prices, stated country coverage, whether an employing entity is named, and what the vendor says about moving the employee onto your own payroll later. Payroll is a side note here, because most EOR products include it.
Where a provider is mainly a payroll or payments company, we say so, and our payroll software ranking covers that need. This page is not legal advice.
Employment status, tax residency and permanent-establishment risk depend on the country and the person, so have counsel confirm any structure before the first hire.
Setup: how fast you can employ someone, and what the first week involves
Setup is the time from signed order form to a compliant employee contract in the country you picked. Vendors advertise days, but we found no page that states a guaranteed number, so treat speed claims as sales language. Deel says it can hire anywhere in days, and RemoFirst and Playroll sell fast starts too, yet each depends on the country, the role and whether a work visa is needed. Ask for a written timeline per country.
Check who drafts the employment agreement, who signs it, and what the employee sees on day one. Confirm with your own counsel that the contract terms match local law, because a template written for the vendor is not a legal opinion.
The real price: the monthly fee is only the first line of the cost
The advertised fee is a starting point, and the real cost adds employer taxes, benefits, equity handling and sometimes a deposit. Published entry prices run from $199 at RemoFirst and Skuad to $699 at Oyster, with $599 at Deel, Remote, G-P and Atlas HXM, and $349 at Rivermate. Pebl and Safeguard Global publish no price at all. Fees are charged per employee per month on top of the salary and statutory employer costs, which the vendor passes through.
Ask for a full quote for your country and salary, ask what happens to the fee when an employee leaves, and ask about conversion fees if you later hire the person directly.
Getting your data out: leaving, converting and keeping records
Leaving an EOR means moving a living employee, not just exporting a spreadsheet, so check the conversion terms before you sign. Many providers allow you to move the employee to your own entity, but fees, notice periods and non-solicitation clauses vary and few pricing pages explain them. Also ask for payslips, contracts, leave balances and tax records in a usable format, and for how long the vendor keeps them after termination. If the person was hired through a local partner, the records may sit with that partner.
Request a written offboarding process and an export sample now, not at the moment of exit.
Independence from the vendor: who actually employs your people
The key independence question is who the legal employer is, and whether it is the vendor, a sister company or a local partner. Pebl says 90% of employees sit on its own entities, Rivermate claims 38 owned entities, and Atlas HXM claims directly owned entities in 160+ countries. RemoFirst says it uses exclusive partners instead. Deel and G-P name no entity on the legal pages we read.
None of this is wrong, but it changes who carries the liability and who answers a labor authority. Ask for the named employer for your country, and for the audit rights your counsel needs.
Note also that some vendors have recently changed names or owners.
Who it's for: matching the provider to your hiring plan
An EOR fits a company that wants to test a country with one to ten hires before deciding on an own entity. For a team of 300 hiring across six countries, a broad platform with published terms such as Deel, Remote or G-P is the usual start. A team with two hires and a tight budget may compare Rivermate, RemoFirst or Playroll. A company already running payments through one vendor may prefer Papaya Global or Skuad.
If you will hire dozens of people in one country, an own entity will usually be cheaper, so ask each vendor for its entity-setup route and have counsel run the numbers.
Compared at a glance
| # | Product | Best for | Pricing | Free option | HQ |
|---|---|---|---|---|---|
| 1 | Deel | Teams hiring in many countries at once | Per employee / month | None | United States |
| 2 | Remote | Mid-sized teams wanting a clear price list | Per employee / month | None | Netherlands |
| 3 | G-P (Globalization Partners) | Firms hiring in unusual countries | Per employee / month | Free trial | United States |
| 4 | Oyster | Companies hiring remote staff in 120+ countries | Per employee / month | None | United States |
| 5 | Papaya Global | Payroll-heavy global teams adding EOR | Per employee / month | None | United States |
| 6 | Pebl (formerly Velocity Global) | Buyers who value owned entities | Quote only | None | Not stated |
| 7 | Safeguard Global | Companies planning to move from EOR to own entities | Quote only | None | Not stated |
| 8 | Atlas HXM | Buyers who want owned entities and mobility | Per employee / month | None | United States |
| 9 | Rivermate | Cost-conscious teams with a few hires abroad | Per employee / month | None | Netherlands |
| 10 | Lano | Finance teams consolidating payroll providers | Per employee / month | None | Germany |
| 11 | Playroll | Smaller teams wanting a low start price | Per employee / month | None | United Kingdom |
| 12 | RemoFirst | Startups wanting the lowest entry price | Per employee / month | Free plan | United States |
| 13 | Skuad | Teams already using Payoneer payments | Per employee / month | None | Singapore |
| 14 | RemotePeople | Buyers who also want recruitment | Per employee / month | None | United States |
| 15 | Rippling | Existing Rippling customers adding a foreign hire | Per employee / month | None | United States |
The 15 tools, reviewed
How this list is ordered: by our editorial assessment of fit for organizations of 50 to 1,000 people. Vendors can pay for more visibility; how that works is explained in our disclosure, linked above every ranking. No commission is earned on clicks or purchases, and we do not work as an affiliate.
-
Month to month150+ countriesWide product set
Why #1: Deel leads because it publishes a $599 starting price, asks for no minimum term and bundles payroll, contractor payments, benefits and visas around its employer of record service.
- Best for
- Teams hiring in many countries at once
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- United States
- Key features
- Employer of record, Global payroll, Contractor payments, Benefits, Visa and mobility
- Falls short
- The legal page we read does not name the employing entity, a registered address or a registration number, and the homepage mentions owned entities without listing them.
- Wrong for
- Buyers who must see the named employing entity and its registration on paper before signing.
Full assessment of Deel
Deel is the safest first call for a company of 300 people that expects to add hires in five or six countries over a year. The pricing page publishes a starting fee and says there is no long-term commitment, which lets a finance lead model the cost before talking to sales.
The homepage claims coverage in more than 150 countries and sells contractor payments, benefits and visas on the same account, so a contractor can be converted to an employee without changing vendor. That breadth, rather than any single feature, is why it sits first.
Where it falls short
The legal page we read does not name the employing entity, a registered address or a registration number, and the homepage mentions owned entities without listing them. The fee is a starting price, so country, benefits and equity can raise it.
A broad platform also means more modules to decline during a sales call.
Wrong for
Buyers who must see the named employing entity and its registration on paper before signing. Ask Deel for that document first, or compare a provider that publishes its entity structure.
-
Published pricesAmsterdam imprintEOR plus PEO
Why #2: Remote ranks second for a published $599 EOR price, an Amsterdam imprint with a Dutch registration number, and a product set that reaches from contractors to a US PEO.
- Best for
- Mid-sized teams wanting a clear price list
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- Netherlands
- Key features
- Employer of record, Global payroll, Contractor management, US PEO, Local gross-to-net
- Falls short
- Country counts differ between the homepage hero, which says 150+, and the payroll FAQ, which says 100+, so check your country in writing.
- Wrong for
- Companies that need a provider with partner entities in a niche country the pricing page does not name.
Full assessment of Remote
Remote suits a finance-led buyer who wants every product priced on one page. Its imprint lists an Amsterdam address and a Dutch chamber of commerce number, which is more identity than several rivals show.
The EOR fee matches the market floor for the larger platforms, and the same account can hold payroll-only entities, contractors and a US PEO. We rank it second because the pricing, the imprint and the product range are all visible before a sales call.
Where it falls short
Country counts differ between the homepage hero, which says 150+, and the payroll FAQ, which says 100+, so check your country in writing. The imprint copyright reads Remote Technologies, Inc., and the terms page cites a San Francisco business address, so confirm the contracting entity.
Support quality is not something the pages let us judge.
Wrong for
Companies that need a provider with partner entities in a niche country the pricing page does not name. Ask for a country-by-country coverage list before assuming Remote can employ there.
-
180+ countriesQuote for final priceContractor product
Why #3: G-P takes third place for the widest stated EOR reach, 180+ countries, a published $599 starting fee and no minimum for EOR, though final terms come by quote.
- Best for
- Firms hiring in unusual countries
- Pricing
- Per employee / month
- Free option
- Free trial
- Headquarters
- United States
- Key features
- G-P EOR, G-P Contractor, G-P Gia, Local tax handling, Contract generation
- Falls short
- Prices are starting points, and volume or annual discounts are only available on request, so the real quote can differ a lot.
- Wrong for
- Buyers who want a fixed all-in price before any sales call.
Full assessment of G-P (Globalization Partners)
G-P is the old hand of the group and the one to test when your next hire is in a country smaller providers do not list. The homepage states EOR in 180+ countries and contractors in 190+, and the platform handles contracts, local taxes and regulation for each hire.
The pricing page says EOR has no minimum term and that contractor fees apply only in months invoiced. A privacy notice gives a Boston office address, so the company is easy to place.
Reach and a clear starting price earn third place.
Where it falls short
Prices are starting points, and volume or annual discounts are only available on request, so the real quote can differ a lot. The legal page names the LLC but no entity structure for the countries where your employee will sit.
The seat-priced Gia product is a separate purchase and adds noise to the buying conversation.
Wrong for
Buyers who want a fixed all-in price before any sales call. Look at providers that publish a lower entry fee, such as Rivermate or RemoFirst, and compare the quotes.
-
120+ countriesFree to create an accountMisclassification cover
Why #4: Oyster is fourth: it states 120+ countries of compliant employment and publishes a price, but the $699 EOR fee is the highest on the list.
- Best for
- Companies hiring remote staff in 120+ countries
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- United States
- Key features
- Employer of record, Contractor payments, Multi-currency payroll, Compliant employment in 120+ countries, Global HR tools
- Falls short
- The $699 fee is the highest published EOR entry price in this list, which matters at scale: ten hires cost about $84,000 a year in fees alone.
- Wrong for
- Teams hiring in a country outside the 120+ employment list, or cost-sensitive buyers placing many hires.
Full assessment of Oyster
Oyster is built for companies whose staff are spread across home offices rather than concentrated in a few hubs. The site states compliant employment in 120+ countries, payroll in 120+ currencies and contracts in 180+ countries, and the account is free until you engage someone.
A Charlotte address appears in the privacy policy. It sits fourth because the offer is clear and credible, yet the entry price is $100 above the starting fees of the three providers ahead.
Where it falls short
The $699 fee is the highest published EOR entry price in this list, which matters at scale: ten hires cost about $84,000 a year in fees alone. The compliant-employment country count of 120+ is well below the 180+ claimed by others.
The site still trades as Oyster HR, so confirm the contracting entity at signing.
Wrong for
Teams hiring in a country outside the 120+ employment list, or cost-sensitive buyers placing many hires. A provider starting at $349 to $499 gives more room.
-
Payments focus180+ countriesQuote for final price
Why #5: Papaya Global lands fifth: EOR starts from $499 in 180+ countries, but it is sold beside payments and payroll products that shape the whole sales conversation.
- Best for
- Payroll-heavy global teams adding EOR
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- United States
- Key features
- Global payroll, Employer of record, Contractor of record, Contractor management, Global payments
- Falls short
- The pages push payments and workforce tools next to EOR, and the pricing page shows only a starting-from figure with a quote button.
- Wrong for
- Teams wanting an employer of record and nothing else.
Full assessment of Papaya Global
Papaya Global fits a company that already runs several payrolls and wants one vendor to consolidate them while adding EOR for new countries. The pricing page lists EOR, contractor of record, payroll and payment tiers together and states 180+ countries.
Its $499 starting price undercuts the first four entries. Because EOR is one product among several, the platform logic leans toward payments, which is a strength for multi-payroll buyers and a distraction for others.
That keeps it mid-table.
Where it falls short
The pages push payments and workforce tools next to EOR, and the pricing page shows only a starting-from figure with a quote button. The about page lists offices in New York and Hong Kong but no registered entity name, and the legal page returned an error when we read it.
Wrong for
Teams wanting an employer of record and nothing else. A narrower EOR-first provider will present a simpler contract and fewer add-ons.
-
Quote only185+ countriesRebranded
Why #6: Pebl ranks sixth because it states 185+ countries and Pebl-owned entities for 90% of employees, yet shows no price and no pricing page.
- Best for
- Buyers who value owned entities
- Pricing
- Quote only
- Free option
- None
- Headquarters
- Not stated
- Key features
- Employer of record, Global payroll, Benefits, Compliance, Reporting
- Falls short
- No price could be found, so budgeting needs a sales call.
- Wrong for
- Buyers who need a price on the page before a call, or whose target country may fall in the 10% not served by owned entities.
Full assessment of Pebl (formerly Velocity Global)
Pebl is the new name of Velocity Global, and the homepage says so in plain words. Its pitch is control: the site states that 90% of employees are supported through Pebl-owned entities, which means fewer third-party partners between you and the employee's contract.
Coverage is stated as 185+ countries, and payroll, benefits and compliance sit in one platform. It ranks sixth because the entity claim is one of the stronger ones, tempered by the missing price.
Where it falls short
No price could be found, so budgeting needs a sales call. The remaining 10% of employees are not tied to named partner entities, and the footer reads Pebl (Velocity Global, LLC) without a registered address, so the contract party needs checking.
A very recent rename also means old documents carry the earlier name.
Wrong for
Buyers who need a price on the page before a call, or whose target country may fall in the 10% not served by owned entities. Ask which entity would employ the person.
Full Pebl (formerly Velocity Global) profile · Visit website
-
Quote only187 countriesEntity setup
Why #7: Safeguard Global is seventh for service depth, 187 countries and entity setup next to EOR, but it offers only a cost calculator in place of a price.
- Best for
- Companies planning to move from EOR to own entities
- Pricing
- Quote only
- Free option
- None
- Headquarters
- Not stated
- Key features
- Employer of record, Global pay, Contractor management, Entity setup, Global recruitment
- Falls short
- There is no published price, only a calculator, and the legal page links to a global affiliate directory without saying who owns those affiliates.
- Wrong for
- Teams that want to sign up, see a price and hire the same week.
Full assessment of Safeguard Global
Safeguard Global describes itself as having pioneered global EOR, and its service list shows the habit of a firm that has been doing this a long time. EOR sits next to entity setup, tax and accounting, so a company that expects to open its own subsidiary in a country can start with EOR and graduate without changing adviser.
The homepage cites 187 countries and territories. Service depth earns seventh place, held back by the lack of a published fee.
Where it falls short
There is no published price, only a calculator, and the legal page links to a global affiliate directory without saying who owns those affiliates. The privacy and legal pages we read gave no postal address.
The long service list suits an adviser relationship better than a quick self-serve start.
Wrong for
Teams that want to sign up, see a price and hire the same week. Look at a provider with a published fee and a self-serve flow instead.
-
Owned-entity claim160+ countriesMobility services
Why #8: Atlas HXM is eighth: it claims directly owned entities in 160+ countries and publishes a price, yet its $599 fee gives no discount over the leaders.
- Best for
- Buyers who want owned entities and mobility
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- United States
- Key features
- Employer of record, Agent of record, EOR payroll, Visa and global mobility, Employee self-serve tools
- Falls short
- The pricing page does not make the minimum term clear, though an agent-of-record terms page mentions a 12-month option.
- Wrong for
- Buyers who must read a fixed contract length on the pricing page before talking to anyone.
Full assessment of Atlas HXM
Atlas HXM pairs EOR with an agent-of-record service for contractors and with visa and mobility work, which suits companies that move people across borders as well as hire locally. The about page and homepage both claim fully owned and operated legal entities in 160+ countries, and the pricing page publishes the $599 platform fee.
A Chicago headquarters is stated on the about page. It lands eighth because it offers the same price as the leaders with a smaller stated footprint.
Where it falls short
The pricing page does not make the minimum term clear, though an agent-of-record terms page mentions a 12-month option. The company runs a comparison page listing competitor starting prices, which we treat as marketing rather than evidence.
The legal page was missing when we looked, so we could not confirm the registered entity.
Wrong for
Buyers who must read a fixed contract length on the pricing page before talking to anyone. Compare Deel or G-P, which state no minimum for EOR.
-
Low entry pricePayroll includedOwned entities claim
Why #9: Rivermate is ninth: its $349 EOR price is the lowest of the established group, with payroll included, but the legal identity is hard to verify.
- Best for
- Cost-conscious teams with a few hires abroad
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- Netherlands
- Key features
- Employer of record, Contractor of record, Payroll in 120+ currencies, Visa and immigration, Currency toggle
- Falls short
- The imprint and legal pages returned errors, so the registered entity name could not be read, and the footer gives only an Amsterdam street name in our notes.
- Wrong for
- Relocation-heavy hiring, where visa pricing is on request, and buyers who require a documented legal entity before any commitment.
Full assessment of Rivermate
Rivermate is the value pick for a team of 80 that needs three or four hires abroad and does not want to pay for a platform it will not use. The pricing page starts EOR at $349 per employee per month, and the homepage says payroll is included.
It also claims 180+ countries supported through 38 owned entities, which is a specific, checkable-sounding claim. The low price earns ninth place only because the surrounding evidence is thinner than for the names above.
Where it falls short
The imprint and legal pages returned errors, so the registered entity name could not be read, and the footer gives only an Amsterdam street name in our notes. Prices vary by country, headcount and whether the hire is an expat or local, so the $349 figure is a floor.
Visa work is quote only.
Wrong for
Relocation-heavy hiring, where visa pricing is on request, and buyers who require a documented legal entity before any commitment. Ask for the contracting entity in writing.
-
Euro pricingBerlin imprintPayroll first
Why #10: Lano ranks tenth: it publishes a EUR 499 EOR price and a full Berlin imprint, but leads with payroll consolidation, not employment.
- Best for
- Finance teams consolidating payroll providers
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- Germany
- Key features
- Payroll consolidation, Global payroll, Employer of record, Contractor management, Payments
- Falls short
- The homepage sells payroll consolidation first, so EOR can feel like a side product.
- Wrong for
- Teams that want only an employer of record.
Full assessment of Lano
Lano is the one on this list with a complete imprint: Lano Software GmbH in Berlin, a commercial register number and a VAT number are all printed. The homepage leads with payroll consolidation, and EOR is presented as a way to hire abroad without local entities in 170+ countries.
For a payroll manager who already uses several local providers, the reporting and API are the draw. As an EOR buyer's first call it ranks tenth.
Where it falls short
The homepage sells payroll consolidation first, so EOR can feel like a side product. Final prices come from a proposal, and the minimum term is not stated.
The SWIFT fee of EUR 25 per transaction adds up for contractor payments. The legal page returned an error, though the imprint was readable.
Wrong for
Teams that want only an employer of record. A provider that leads with EOR will present a simpler proposal and a clearer onboarding path.
-
No minimumLow start priceImmigration support
Why #11: Playroll is eleventh: it starts at $399 with no minimum commitment, but never states how many countries its EOR covers.
- Best for
- Smaller teams wanting a low start price
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- United Kingdom
- Key features
- Employer of record, Contractor management, Global entity setup, Global payroll in 45+ countries, Immigration support in 95+ countries
- Falls short
- The pages we read give no EOR country count, only 45+ for payroll and 95+ for visas, so coverage is unproven.
- Wrong for
- Buyers who need a published list of EOR countries before talking to anyone.
Full assessment of Playroll
Playroll appeals to a team of 60 with a single hire planned abroad. The pricing page lists $399 per employee per month and states no minimum commitments, which keeps the downside small.
Entity setup and immigration support sit in the same company, so a later move from EOR to own subsidiary is possible. The about-us timeline mentions opening a London headquarters, though it reads as history, not a legal address.
It ranks eleventh for its price against unproven coverage.
Where it falls short
The pages we read give no EOR country count, only 45+ for payroll and 95+ for visas, so coverage is unproven. The legal and imprint pages return errors, and the owned-entity statement on the about page is vague.
Final terms still need a quote.
Wrong for
Buyers who need a published list of EOR countries before talking to anyone. Pick a provider that states a number, then confirm the country in writing.
-
Lowest priceFree contractor tierPartner model
Why #12: RemoFirst ranks twelfth: the $199 EOR starting price is the lowest here and there are no minimums, but it works through partners, not owned entities.
- Best for
- Startups wanting the lowest entry price
- Pricing
- Per employee / month
- Free option
- Free plan
- Headquarters
- United States
- Key features
- Employer of record, Global payroll, Contractor management, RemoHealth benefits, Visa and work permits
- Falls short
- The homepage says RemoFirst relies on exclusive partners in each country, not owned entities, so the legal employer is a third party.
- Wrong for
- Buyers who need the employing entity to be owned by the provider, or who want to read a long track record.
Full assessment of RemoFirst
RemoFirst is built for a seed-stage company of 40 that needs to hire an engineer in Poland next month. The pricing page lists EOR from $199, a free contractor tier and no annual contracts or minimums, which is the gentlest start on this list.
The homepage cites 185+ countries for EOR and 110+ for visas. The terms page gives a San Francisco address for RemoFirst Inc. A partner-led model is cheaper to run, which explains the price, and the place in the table.
Where it falls short
The homepage says RemoFirst relies on exclusive partners in each country, not owned entities, so the legal employer is a third party. Speed and accuracy claims about its AI have no evidence on the page, and one product is labelled coming soon.
The copyright line reads 2024. The $199 figure varies by country.
Wrong for
Buyers who need the employing entity to be owned by the provider, or who want to read a long track record. A provider with owned entities is the safer fit.
-
Payoneer company160+ countriesRebranding
Why #13: Skuad is thirteenth: it lists EOR from $199 and is a Payoneer company, but it is now sold under the Payoneer Workforce Management name.
- Best for
- Teams already using Payoneer payments
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- Singapore
- Key features
- Employer of record, Agent of record, Global payroll in 70 currencies, Contractor payments
- Falls short
- The brand is in transition: the homepage uses the Payoneer Workforce Management logo while the site icon is the old Skuad mark.
- Wrong for
- Buyers who want a stable, standalone brand and a documented list of EOR entities.
Full assessment of Skuad
Skuad's homepage states that Skuad is now Payoneer Workforce Management and a Payoneer company, which puts a listed payments group behind a product that began as a startup. The pricing page publishes $199 per employee for EOR, $99 for an agent of record and $19 for contractor management.
The homepage says it can hire and pay anyone in 160+ countries. It suits a company that already moves money through Payoneer and wants the same relationship for hiring.
Where it falls short
The brand is in transition: the homepage uses the Payoneer Workforce Management logo while the site icon is the old Skuad mark. The currency of the prices is not named, ownership of the EOR entities is not stated, and the legal page was missing.
Names in contracts may differ from the name you search.
Wrong for
Buyers who want a stable, standalone brand and a documented list of EOR entities. A provider with a settled name and a published entity structure is a cleaner pick.
-
150+ countriesSOC 2 Type IIRecruitment option
Why #14: RemotePeople is fourteenth: it states 150+ countries, SOC 2 Type II and ISO 27001, with EOR from $499, but bundles recruitment and incorporation.
- Best for
- Buyers who also want recruitment
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- United States
- Key features
- Employer of record, Global payroll, Contractor of record, Recruitment with EOR, Company registration
- Falls short
- The pricing page does not name its currency and no minimum term is stated.
- Wrong for
- Buyers who want an EOR-only quote with a named, documented contracting entity.
Full assessment of RemotePeople
RemotePeople suits a company that wants one vendor to find a person abroad, employ them and later register a subsidiary. The homepage title promises EOR and payroll in 150+ countries and cites SOC 2 Type II and ISO 27001, which a security reviewer will want.
The pricing page lists EOR Global from $499 and a US PEO from $99. Breadth with a security statement gets it into the list, though thin evidence keeps it low.
Where it falls short
The pricing page does not name its currency and no minimum term is stated. The relationship to joinhorizons.com is unconfirmed, because that domain serves the same RemotePeople page.
The address comes from a site footer, not a legal page, so treat it as unconfirmed. Recruitment bundling distracts from EOR.
Wrong for
Buyers who want an EOR-only quote with a named, documented contracting entity. Request the entity details in writing, or compare a provider with a full imprint.
-
HR suiteNo EOR priceCustom quote
Why #15: Rippling is last: EOR appears in its Payroll and Global menus, but our pages show no EOR price, country count or dedicated product page.
- Best for
- Existing Rippling customers adding a foreign hire
- Pricing
- Per employee / month
- Free option
- None
- Headquarters
- United States
- Key features
- HRIS and employee data, Onboarding with device shipping, Global HRIS, Employer of record, Document management
- Falls short
- The pages we read show EOR only as a menu item: no EOR price, no country count and no dedicated product page.
- Wrong for
- Companies that only need an EOR for a few hires and have no plan to move HR and payroll.
Full assessment of Rippling
Rippling is a suite first and an employment provider second, so we place it last for an EOR search while noting why customers still ask. If your 400 staff already run HR, payroll and device management in Rippling, one more hire abroad inside the same system avoids a second vendor.
The homepage lists Employer of Record under the Payroll and Global menus. Rippling People Center Inc. is the footer entity.
Where it falls short
The pages we read show EOR only as a menu item: no EOR price, no country count and no dedicated product page. That makes claims impossible to compare with specialists.
The suite price is modular and rises with each product added, and a full replacement of your HR system is a heavy price for one foreign hire.
Wrong for
Companies that only need an EOR for a few hires and have no plan to move HR and payroll. A specialist with a published fee will be easier to compare.
Full Rippling profile · Rippling alternatives · Visit website
What the data says about this market
Fifteen providers are listed here. Eleven publish an entry price in dollars on a pricing page we could read, Lano publishes one in euros, Pebl and Safeguard Global publish none, and Rippling shows no EOR price at all. These counts come from the vendor pages we opened, not from third-party surveys.
Published entry fees cluster around for four providers (Deel, Remote, G-P and Atlas HXM), with a lower group at to and a single higher one at . A lower fee often comes with a partner model: RemoFirst says it works through partners in each country, whereas Pebl, Rivermate and Atlas HXM claim owned entities. The pages do not let us tell whether the lower fees cost more in practice.
Two vendors on this list changed name or ownership: Pebl was Velocity Global, and Skuad is now Payoneer Workforce Management. Treat contract party names as something to verify, since old documents may carry the earlier name. Our related rankings cover payroll, PEOs and onboarding, which sit next to EOR.
How to choose
1. List the countries and the headcount you plan for the next 24 months
Start from the hiring plan, not from the vendor list. Write down each country, the number of hires, their salary band and whether any need a visa. A provider that covers 187 countries is of no use if its quote for your single country is double a rival's. Group the plan into countries with one hire, which suit an EOR, and countries with ten or more, which may justify your own entity.
Share the plan with counsel early, so they can flag permanent-establishment or worker-classification risks before you start asking vendors for quotes.
2. Ask three vendors for a written quote and the named employer for your country
Compare full written quotes, not starting prices. Pick three providers from the top of the list and one cheaper alternative. For each, ask for the monthly fee at your salary level, employer taxes, benefits cost, deposit, notice period and the legal name of the employing entity. Ask whether that entity is owned by the vendor or a partner.
Compare answers in a table. A vendor that cannot name the entity before signing has told you something, and so has one that refuses to share a sample contract.
3. Test the exit before you sign
Treat the exit terms as part of the price. Ask what it costs to convert an EOR employee into your own payroll, how long the notice period is, and what the vendor does with records afterward. Request a sample offboarding checklist and a data export. Have counsel read the conversion and non-solicitation clauses.
If the vendor will not put the conversion fee in writing, pick another. Revisit the choice after the first year, when you know whether the country deserves an entity of your own.
Frequently asked questions
What is the best employer of record service in 2026?
Deel is our first choice, followed by Remote and G-P. Deel publishes a $599 starting fee, no minimum term and a wide product range. Remote publishes every price and an Amsterdam imprint, and G-P states the widest EOR reach, 180+ countries. Choose Rivermate, RemoFirst or Playroll when budget matters more than documentation, and Pebl or Atlas HXM when owned entities matter.
Always get a written quote for your country, because starting prices are not final.
What is an employer of record?
An employer of record is a company that legally employs your worker in another country on your behalf. It signs the contract, runs payroll, pays local taxes and handles statutory benefits, while you manage the daily work. It lets you hire without opening a subsidiary. It does not remove your responsibility for how you direct the person, so check the arrangement with counsel.
How much does an employer of record cost?
Published entry fees on this page run from $199 to $699 per employee per month, plus salary and employer costs. Rivermate starts at $349, Lano at EUR 499 and Playroll at $399. Pebl and Safeguard Global publish no price. Starting fees rise with country, benefits and headcount, so ask for a full quote before comparing.
Is an employer of record the same as a PEO?
No, a PEO co-employs people inside one country, while an EOR employs them in a country where you have no entity. PEOs are mostly a United States model sharing HR duties and benefits with you. An EOR is the legal employer abroad. Some providers, such as Remote and RemotePeople, sell both.
Our PEO ranking covers the US side.
When should we open our own entity instead?
Once you have a steady group of hires in one country, an own entity is usually cheaper than paying EOR fees per head. The break-even depends on local setup, accounting and legal costs, which vary a lot. Ask your counsel and the vendor, since Safeguard Global, Playroll and RemotePeople sell entity setup too.
Do vendors own the legal entities they employ through?
Some claim to, some use local partners, and many do not say. Pebl says 90% of employees sit on its owned entities, Rivermate claims 38 owned entities and Atlas HXM claims owned entities in 160+ countries. RemoFirst says it uses partners. Ask each vendor to name the employer for your country in writing.
Can we convert an EOR employee to our own payroll later?
Usually yes, but the terms differ and few vendors publish them. Expect a notice period and possibly a conversion fee. Ask for the clause before signing, and have counsel check any non-solicitation wording. Plan the move early, because opening an entity and registering with local authorities takes time.
What should we check on a vendor's contract?
Check the named employer, the fee schedule, the notice and conversion terms, indemnities and data handling. Look for who bears the cost of a worker-classification or tax mistake and whether there is insurance. Ask for the data-processing terms, particularly if employee data leaves the country. Counsel should review it, since this page is not legal advice.
Is an EOR the right way to pay contractors?
No, contractors are a different relationship and the EOR fee is not meant for them. Many vendors here sell a cheaper contractor product, for example G-P from $39 and Rivermate from $149 for contractor of record. Misclassifying an employee as a contractor is a legal risk, so ask counsel before choosing.
How do we compare providers with different prices and models?
Use the same salary and country for every quote, then compare total yearly cost and the named employer. Add the fee, employer taxes, benefits, deposits and conversion fees. A lower monthly fee with a partner model may be fine for one hire and a poor fit for twenty. Write the answers into one table.
Are these rankings paid for?
Vendors can pay for more visibility; how that works is explained in our disclosure, linked above every ranking. No commission is earned on clicks or purchases, and we do not work as an affiliate. No tool on this page is marked as paid. The order reflects published prices, stated coverage, named entities and the exit terms we could read.