Remote employs a large team of global benefits and legal specialists across regions worldwide. They have in‑depth knowledge of which benefits are competitive and compliant in each market and continually update our plans to reflect market needs. We also partner with best-in-class providers to administer benefits that match employee requirements in every country.

Remote combines strong relationships with global providers and substantial headcount to secure competitive large‑group pricing for customers. We do not add a premium to our benefits or charge extra management fees. Our customers and their employees receive the same favourable deals we obtain for our own team members.

At Remote, we oversee the full benefits administration lifecycle — from researching local norms and legislation, establishing vendor relationships and negotiating terms, to administering benefits, handling employee enrolment, providing continuous employee support, managing annual renewals and much more — so you can offer your team the best without the hassle.

Remote champions fair equity by ensuring our customers can provide the statutory and supplemental benefits that every employee needs to thrive, regardless of where they live.

Yes — compliance is paramount. Our legal and benefits teams work to keep our benefits plans 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 like the US, Canada and the UK we can offer an even greater variety of plan types and flexibility. In many countries customers may choose whether or not to offer our benefits to their employees. We continually improve and expand our offerings to increase choice while remaining fully compliant with local employment laws.

Short answer — it depends. In some countries, for legal or social reasons, we must offer basic benefits (such as healthcare) to employees hired through Remote. In those cases we provide low-cost options that suit customer budgets. In many other markets, customers are not required to offer benefits beyond standard payroll deductions for statutory social programmes. You will see available benefits options during onboarding and can contact our team with any questions.

Yes. In most countries employees can add their spouse and/or children to their health plan at competitive rates. The employee is responsible for dependent costs. If you would like to help offset family coverage costs, we can work with you to implement a compliant solution.

In the employee dashboard, staff can select the “benefits” tab to view available benefits and find guidance on how to enrol, how to use their cover, how to add dependants, and more. Our team of benefits specialists are also available to help with any questions or concerns. Alongside benefits management, we provide continuous support throughout their journey.

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