Remote EOR
Collaborate with local specialists in each market rather than outsourced intermediaries. Their on-the-ground expertise delivers support comparable to an in-house HR team.
International companies scale with Remote
Keep sole ownership of your IP; rights are held by local entities and legal agreements are monitored continuously.
There is no need to choose between consistency and local expertise; Remote provides both, managed by a single accountable team.
Manage expenses, contract amendments, documents, reporting and approvals centrally within Remote.
Owned infrastructure eliminates hidden or pass-through fees. Enjoy consistent pricing wherever you hire.
Employer of Record — per employee/month
$699
per employee/month
Employ staff in 90+ countries without establishing a local entity
Receive onboarding from a dedicated specialist
Local payroll is processed and disbursed on schedule, every time
Built-in compliance safeguards
Localised benefits that are competitive and flexible
In-house experts dedicated to local support
HR Essentials included as standard
Join peers using Remote to expand confidently and in compliance across the globe.
Our former EOR subcontracted the payroll work for that country. They used the cheapest entity available, which delivered substandard service. Transferring staff from the previous EOR to Remote was seamless. Since Remote maintains entities in every country, you are treated as part of Remote rather than by an unknown third party.
We had been using another platform to administer our employees and contractors, and we required a better solution. With Remote, we ensure full legal compliance.
When assessing the EOR market, the number of available options is overwhelming. Remote delivered the precise formula we needed, providing stability, flexibility and the right approach. They met everything we sought and offered the ideal combination.
Our former EOR subcontracted the payroll work for that country. They used the cheapest entity available, which delivered substandard service. Transferring staff from the previous EOR to Remote was seamless. Since Remote maintains entities in every country, you are treated as part of Remote rather than by an unknown third party.
We had been using another platform to administer our employees and contractors, and we required a better solution. With Remote, we ensure full legal compliance.
When assessing the EOR market, the number of available options is overwhelming. Remote delivered the precise formula we needed, providing stability, flexibility and the right approach. They met everything we sought and offered the ideal combination.
Our former EOR subcontracted the payroll work for that country. They used the cheapest entity available, which delivered substandard service. Transferring staff from the previous EOR to Remote was seamless. Since Remote maintains entities in every country, you are treated as part of Remote rather than by an unknown third party.
We had been using another platform to administer our employees and contractors, and we required a better solution. With Remote, we ensure full legal compliance.
When assessing the EOR market, the number of available options is overwhelming. Remote delivered the precise formula we needed, providing stability, flexibility and the right approach. They met everything we sought and offered the ideal combination.
No. Remote EOR does not impose minimum employee numbers or fixed contract lengths. Hire a single person or 100, for a month or indefinitely.
In most countries, onboarding averages under 2 days. The pace depends partly on you (the employer) and your employees — the sooner required documents are submitted, the sooner we can proceed.
Some jurisdictions impose local requirements that can extend timelines beyond our control — for example, Vietnam may require a physical wet-ink signature sent by post. Your assigned local specialist will explain what to expect for each country where you hire.
For the latest details, consult our performance tracker.
Termination rules are determined by each jurisdiction’s employment law and can differ substantially. Notice periods, redundancy pay entitlements and settlement of accrued benefits such as untaken holiday are set by the country and may also vary according to tenure and the reason for departure within the same jurisdiction. As the legal employer, Remote oversees the procedure. We determine the statutory obligations for the specific situation, prepare the necessary paperwork, conduct the discussion with the employee, and process final wages and redundancy payments via payroll. You approve the proposed approach and the terms.
Yes. Equity is treated under different tax regimes across jurisdictions, and as the legal employer Remote is responsible for ensuring compliance. We check whether your equity plan operates correctly in the employee's country, handle withholding and payroll processing when grants vest, are exercised or are settled, and submit the reports required by the jurisdiction. 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 is happy to assist!
