Employ with compliance, speed and confidence — worldwide

In short, yes — but you must either set up your own legal entity in that country or engage workers as contractors. Each option has its advantages and drawbacks.

If you establish your own legal entity, you’ll be accountable for running the whole operation in that country — hiring lawyers, payroll experts, benefits administrators and other professionals. That can make sense if you plan to hire hundreds of people, but for a small team (even a few dozen), an EOR is usually more cost effective.

Hiring workers as contractors requires careful attention. International contractor misclassification is a serious issue that can lead to substantial fines and penalties. Using an EOR protects your business from compliance risks by ensuring workers are properly employed as employees.

An Employer of Record, or EOR, is a company that legally employs workers for another business.

It's important to understand that not all Employers of Record operate in the same way, and there are significant differences in how EOR services are provided. Some EORs, like Remote, own their own legal entities in each country they operate in, while others act as intermediaries and don’t own entities. Some providers use a mix of their own and partner entities. It’s essential to pick an EOR that matches your compliance needs in the countries where you intend to hire.

An Employer of Record (EOR) can employ people on your behalf in other countries, whereas a Professional Employer Organization (PEO) often cannot. Some firms label themselves 'international PEOs' while actually providing EOR services. Others using the 'international PEO' term only work with companies that already have legal entities abroad.

Put simply: if you must hire in a country where you lack a legal entity, you need an EOR. If you already have a local entity and want help managing HR tasks like payroll and benefits, that’s when a PEO is appropriate. A PEO offers many services similar to an EOR but typically doesn’t take on legal employment responsibilities in foreign countries.

Learn more about the differences between an EOR and a PEO in our helpful guide.

Employer of Record (EOR) fees typically take two forms: a flat fee or a percentage‑based model. Flat fees are charged per employee regardless of role or salary. Percentage models apply a fee as a share of the employee’s salary and can vary by level and pay.

Be cautious with percentage‑based EOR pricing. Global employment costs can shift significantly, but a dependable EOR will factor those costs in and give you a clear view of your bill up front. Percentage fee structures can incentivise keeping worker salaries low while increasing payments to third‑party providers.

Remote’s EOR fees are $599 USD per month if you pay annually, or A$1,069 when billed monthly. There are no hidden fees, minimums, contract lengths or exclusivity agreements. Choose the plan that best fits your team’s needs. View our pricing page to see how straightforward, fast and affordable it is to grow your global team.

An Employer of Record (EOR) primarily acts as the legal employer for your workers in other countries. Your EOR shields your business from liability and compliance risks by legally employing staff on your behalf.

An EOR also manages the complex HR tasks involved in hiring across jurisdictions. Regulations differ widely — from pay cycles and acceptable currencies to paid time off requirements and more. EORs handle these complexities so you can spend less time on admin and more time recruiting to grow your business.

An EOR does not manage day‑to‑day tasks or performance — you engage with employees just as you would any other team member. The only difference for employees hired via an EOR is who handles the paperwork.

An Employer of Record (EOR) is a third‑party provider legally responsible for another organisation’s employees. Among other duties, an EOR manages payroll administration for employees in other countries. When you hire via an EOR, you supply the funds and the EOR distributes salaries, including necessary tax deductions, social security payments and retirement contributions.

Partnering with an EOR lets you handle international payroll complexities with confidence and in line with local laws. An EOR enables you to employ people abroad without becoming an expert in every country’s payroll rules — you find the right candidate and your EOR manages the details.

When comparing employer of record services, look at how many countries they serve directly, the breadth of HR solutions they offer — payroll, benefits administration, onboarding and local tax support — how rigorously they maintain compliance in each market, and the quality of their user interface.

Only partner with an EOR that owns local entities in the countries where you want to hire. Otherwise your employees might be employed through an unknown third party, leaving you with limited oversight and control over their experience.

Furthermore, your EOR should offer strong protections for your intellectual property.

Without strong protections, you could end up in protracted legal disputes over IP ownership across jurisdictions — a major risk for any business. Here are a few questions to ask:

• Do you own an entity in this country, or do you outsource employment and compliance to a third party?

• How do you safeguard intellectual property and invention rights in this country?

• Do you share employee data with any third parties?

• Do you store all employee documents from every country in a single, easy‑to‑access location?

Remote owns all our entities, delivers industry‑leading IP protection and data security, and provides best‑in‑class global employment software to meet your needs.

Yes, using an Employer of Record is completely legal in most countries. However, the strongest legal compliance normally comes from EORs that own local entities in the countries where you plan to hire.

Before you start with an EOR, confirm they own a local entity and have the expertise to manage localised payroll, health benefits, taxes and any other compensation you may offer, such as stock options.

If you are unsure when to use an employer of record, learn more about why an EOR is often the most straightforward approach to international employment.

When you partner with Remote, you’ll be guided through an efficient five‑step process that sets the foundation for long‑term success.

• Personalized start: You’ll receive a welcome message from your named Customer Success Implementation manager to kick off your journey with us.

• Comprehensive overview: You’ll meet your Remote expert to walk through the implementation programme, providing clear guidance and setting expectations for a successful partnership.

• Product walkthrough: Get a detailed demo of the key EOR features to deliver fast, effective results for your team.

• Ongoing support: Access educational resources and prompt assistance whenever you have questions, for continuous support and reassurance.

• Smooth onboarding: Your implementation manager will guide you through your first EOR onboarding, ensuring a seamless setup and a strong foundation for future hires.

After your first employee is onboarded, you’ll work with your named Customer Success Manager who will be your trusted adviser for all employment matters.