Remote EOR solutions
Partner with in-country experts across your markets rather than outsourced intermediaries. With established on-the-ground knowledge, you will receive support that acts like an extension of your HR team.
Global companies grow with Remote
Maintain sole ownership of your IP, held by local entities and governed by legal agreements that are continuously reviewed.
You needn't choose between uniformity and local expertise. Remote provides both, managed by a single accountable team.
Manage expenses, contract amendments, documentation, reporting and approvals centrally within Remote.
Because we own the infrastructure, there are no hidden or pass-through fees. Expect consistent pricing, wherever you hire.
Employer of Record — per employee/month
For hiring employees in countries where you don't yet have a legal entity.
Starting at £479
Employee per month, for annual contracts
Employ in 90+ countries without a local entity
Onboarding overseen by a dedicated specialist
Local payroll paid promptly, every time
Built-in compliance safeguards
Flexible, competitive and localised benefits
In-house experts providing ongoing support
Remote Platform included, no base fee
Join others who use Remote to scale confidently and compliantly, worldwide.
Our former EOR had subcontracted the payroll for that country to the cheapest provider they could find, which produced poor service. Transferring staff from the previous EOR to Remote was straightforward. Because Remote maintains its own entities in each country, you are part of Remote, not handed to an unknown third party.
We had been using another platform to manage our employees and contractors and needed a better solution. With Remote, we are ensuring full legal compliance.
The EOR market offers an astonishing number of options. Remote provided exactly the right approach, delivering stability, flexibility and the appropriate attitude. They met everything we were looking for and proved to be the perfect match.
Our former EOR had subcontracted the payroll for that country to the cheapest provider they could find, which produced poor service. Transferring staff from the previous EOR to Remote was straightforward. Because Remote maintains its own entities in each country, you are part of Remote, not handed to an unknown third party.
We had been using another platform to manage our employees and contractors and needed a better solution. With Remote, we are ensuring full legal compliance.
The EOR market offers an astonishing number of options. Remote provided exactly the right approach, delivering stability, flexibility and the appropriate attitude. They met everything we were looking for and proved to be the perfect match.
Our former EOR had subcontracted the payroll for that country to the cheapest provider they could find, which produced poor service. Transferring staff from the previous EOR to Remote was straightforward. Because Remote maintains its own entities in each country, you are part of Remote, not handed to an unknown third party.
We had been using another platform to manage our employees and contractors and needed a better solution. With Remote, we are ensuring full legal compliance.
The EOR market offers an astonishing number of options. Remote provided exactly the right approach, delivering stability, flexibility and the appropriate attitude. They met everything we were looking for and proved to be the perfect match.
No. Remote EOR does not impose a minimum employee count or mandatory contract length. You may employ a single person or 100, for one month or indefinitely.
In most countries onboarding averages under 2 days. The pace depends in part on you (the employer) and your hires: the quicker the required documents are submitted, the sooner we can proceed.
Certain countries have local requirements that can add time 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 where you hire.
For the latest information, check our performance tracker.
Termination rules are determined by local labour law and vary considerably. Notice periods, severance rights and payment of accrued benefits such as untaken holiday differ by country, and often by length of service and reason for leaving within the same country. As the legal employer, Remote manages the process: we determine the legal requirements for the specific case, prepare the documentation, conduct the discussion with the employee, and process final wages and severance via payroll. You approve the proposed approach and the terms.
Yes. Equity is taxed differently in every country, and as the legal employer Remote is responsible for ensuring compliance. We assess whether your plan works in the employee's country, manage withholding and payroll processing when a grant vests, is exercised or settles, and file the reports required by that jurisdiction. This is covered by Remote Equity at £31 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 flows in automatically.
Our team is happy to help!
