Remote EOR
Partner with in-country specialists across your global markets, not outsourced intermediaries. With extensive local presence, you’ll receive support that feels like an extension of your HR team.
How global businesses scale internationally with Remote
Keep full ownership of your IP, held by local entities and supported by legal agreements that are continuously reviewed.
You don't have to choose between consistency and local expertise. Remote provides both, managed by a single accountable team.
Manage expenses, contract amendments, documents, reporting and approvals — all within Remote.
With owned infrastructure there are no hidden or pass-through fees. You will receive consistent pricing, wherever you are hiring.
Employer of Record — per employee/month
A$1,069
per employee, per month
Employ people without setting up a local entity in over 90 countries
Onboarding supported by a dedicated specialist
Local payroll processed and paid on time, every time
Compliance protections integrated as standard
Competitive, flexible and localised employee benefits
Dedicated in-house experts providing local support
HR Essentials included as standard
Join other organisations that use Remote to scale confidently and compliantly across the globe.
Our former EOR had outsourced the payroll work in that country to the cheapest provider they could find, and the service was dreadful. Shifting people from the old EOR across to Remote was effortless. Because Remote operates entities in each country, you genuinely are part of Remote — not an unfamiliar third party.
We had been using a different platform to manage our employees and contractors and needed a better solution. With Remote, we can ensure we are fully compliant with legal requirements.
The EOR market presents so many options it can be overwhelming. Remote delivered the precise formula we needed, providing stability, flexibility and the right attitude. They offered everything we were after — the perfect combination.
Our former EOR had outsourced the payroll work in that country to the cheapest provider they could find, and the service was dreadful. Shifting people from the old EOR across to Remote was effortless. Because Remote operates entities in each country, you genuinely are part of Remote — not an unfamiliar third party.
We had been using a different platform to manage our employees and contractors and needed a better solution. With Remote, we can ensure we are fully compliant with legal requirements.
The EOR market presents so many options it can be overwhelming. Remote delivered the precise formula we needed, providing stability, flexibility and the right attitude. They offered everything we were after — the perfect combination.
Our former EOR had outsourced the payroll work in that country to the cheapest provider they could find, and the service was dreadful. Shifting people from the old EOR across to Remote was effortless. Because Remote operates entities in each country, you genuinely are part of Remote — not an unfamiliar third party.
We had been using a different platform to manage our employees and contractors and needed a better solution. With Remote, we can ensure we are fully compliant with legal requirements.
The EOR market presents so many options it can be overwhelming. Remote delivered the precise formula we needed, providing stability, flexibility and the right attitude. They offered everything we were after — the perfect combination.
No. Remote EOR has no minimum employee requirements or fixed contract terms. You can hire one person or 100, for a month or for the long term.
In most countries, onboarding averages under 2 days. The speed partly depends on you (the employer) and your employees: the sooner the required documents are provided, the sooner we can proceed.
Some countries have local requirements that can extend timelines beyond our control — for example, Vietnam may require a physical wet‑ink signature sent by post. Your dedicated local specialist will guide you through what to expect in each country you’re hiring in.
To view the latest information, see our performance tracker.
Local employment laws determine how terminations are handled, and there’s a lot of variation between jurisdictions. Notice periods, redundancy entitlements and payments for accrued benefits — for example, unused annual leave — differ from country to country and can also depend on length of service and the reason for the employee’s departure within the same jurisdiction. As the legal employer, Remote manages the process. We establish the legal requirements for each case, prepare the paperwork, lead the discussion with the employee, and process final wages and any redundancy payments through payroll. You approve the proposed approach and the terms.
Yes — equity is treated differently in each country, and as the legal employer Remote is responsible for ensuring compliance. We check whether your plan is suitable for the employee's jurisdiction, manage withholding and payroll when a grant vests, is exercised or is settled, and lodge any statutory reports the country requires. This is covered by Remote Equity at $39 USD per employee per month for EOR employees who receive equity, in addition to your base EOR fee. You can connect your cap table through Carta or Pulley so grant data syncs automatically.
Our team would be happy to help!
