Remote EOR services
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, per month
£559
per employee/month
Employ people in more than 90 countries without setting up a local legal entity
Onboarding overseen by a dedicated specialist
Local payroll paid promptly, every time
Built-in compliance protections
Competitive and flexible benefits, localised for each market
Dedicated in-house experts providing local support
HR Essentials included as standard
Join organisations that use Remote to scale with confidence and compliance across the globe.
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 contract term. You may employ a single person or 100, for a month or indefinitely.
In most countries, onboarding averages under two days. The pace depends in part on you (the employer) and your employees: the sooner the required documents are provided, the sooner we can proceed.
Certain countries have local requirements that extend timelines beyond our control, such as Vietnam, which may require a physical wet-ink signature sent by post. Your dedicated local specialist will explain what to expect in each country where you hire.
For the most current details, see our performance tracker.
Local employment law determines termination procedures, and these vary considerably between jurisdictions. Notice periods, entitlement to redundancy pay and settlement of accrued benefits, such as untaken holiday, differ by country and can also depend on length of service and the reason for leaving. As the legal employer, Remote manages the entire process: we identify the legal obligations in each case, prepare the necessary documentation, lead the discussion with the employee, and process final wages and any redundancy payments via payroll. You approve the proposed approach and the terms.
Yes. Tax treatment of equity differs across jurisdictions, and as the legal employer Remote is responsible for ensuring compliance. We verify whether your equity plan is compatible with the employee's country, handle withholding and payroll when a grant vests, is exercised or settles, and submit the reports required by the local authorities. This is covered by Remote Equity at $39 per employee per month for EOR employees who receive equity, on top of your base EOR fee. You can connect your cap table through Carta or Pulley so grant data flows in automatically.
Our team are happy to help.
