Remote maintains a large team of global benefits and legal specialists across regions worldwide. They have deep knowledge of which benefits are competitive and compliant in each market and continuously update our plans to reflect local needs. We also partner with best-in-class providers to administer benefits that meet employees’ needs in every country.

Remote leverages strong relationships with global providers and our significant headcount to secure competitive large-group pricing. We don’t add a premium to our benefits or levy extra fees for benefits management. Customers and their employees receive the same great deals we negotiate for our own team members.

At Remote, we handle every part of benefits administration — from researching local norms and laws, building relationships with top vendors and negotiating deals, to administering benefits, managing employee enrolment, providing ongoing employee support and handling annual renewals — so you can give your team the best without the hassle.

At Remote, we’re leading the way in practising fair equity, which means ensuring our customers can offer statutory and supplemental benefits that all their employees need to thrive — no matter where they live.

Yes — compliance is our top priority. Our legal and benefits experts work to ensure our plans remain fully compliant in every country where we hire, even as laws evolve.

Yes. In most markets we can offer multiple options, such as standard and premium health-plan packages. In larger markets like the US, Canada and the UK, we provide an even wider range of plan types and flexibility. In many countries customers can choose whether to offer our benefits to their employees. We continually enhance our offerings to boost customer and employee flexibility while staying fully compliant with local employment laws.

The short answer is — it depends. In some countries, for legal or social reasons, we must provide basic benefits (such as healthcare) to all employees hired through Remote. In those cases we offer low-cost options that suit customers’ budgets. In many other markets, customers aren't required to provide benefits beyond standard payroll deductions for statutory social programmes. You'll see benefits options when onboarding your employee and can contact our team with any questions.

Yes. In most countries, employees can add a spouse and/or children to their health plan at competitive rates. Employees are responsible for dependent costs. If you want to help offset family-coverage costs, we can work with you to implement a compliant solution.

In the employee dashboard, team members can click the “benefits” tab to see which benefits are available, along with instructions on how to enrol, use their cover, add dependents and more. Our benefits specialists are available to help with any questions or concerns. Alongside benefits management, we provide ongoing support throughout the employee journey.

Yes — in most countries we can help your contractors access international health cover at discounted rates, while ensuring compliance with misclassification laws.