Remote employs a large team of benefits and legal specialists across the world. They have deep knowledge of which benefits are competitive and compliant in each market and continually update our plans to reflect local needs. We also partner with leading providers to administer benefits that match employee needs in every country.

Remote uses strong partnerships with global providers and our sizeable headcount to secure competitive large‑group pricing for our customers. We do not apply a premium to our benefits or add extra charges for benefits management. Customers and their employees benefit from the same favourable rates we negotiate for our own team.

At Remote we oversee every aspect of benefits administration — from researching local norms and legislation, establishing relationships with leading vendors and negotiating terms, to administering plans, managing employee enrolment, providing ongoing employee support and handling annual renewals — so you can offer your team the best without the administrative burden.

Remote is at the forefront of fair equity practice, ensuring customers can provide statutory and supplemental benefits that every employee needs to thrive — wherever they live.

Yes. Compliance is our primary concern. Our legal and benefits experts work to ensure our benefit plans remain fully compliant in every country where we hire, adapting as laws change.

Yes. In most markets we can provide multiple options, such as standard and premium health packages. In larger markets — for example the US, Canada and the UK — we can offer an even wider range of plan types and greater flexibility. In many countries customers may choose whether to offer our benefits to their employees. We continually expand and refine our offerings to increase customer and employee flexibility while remaining fully compliant with local labour laws.

In short — it depends. In some countries, for legal or social reasons, we must provide basic benefits (for example healthcare) to all employees hired through Remote. In those cases we offer low‑cost options that suit customers’ budgets. In many other markets, customers are not required to provide benefits beyond standard payroll deductions for statutory social programmes. Benefit options appear during employee onboarding, and you 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 wish to help offset family coverage costs, we can work with you to implement a compliant solution.

Within the employee dashboard, staff can select the “benefits” tab to see which benefits are available, together with instructions on enrolment, using their cover, adding dependents and more. Our benefits specialists are also available to assist with any questions or concerns. Alongside benefits management, we provide ongoing support throughout their journey.

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