Remote EOR solutions
Collaborate with in-country specialists across your international markets rather than outsourced intermediaries. With practical local expertise, you will receive support that operates like an extension of your HR team.
Remote helps global companies expand
Maintain sole ownership of your IP, protected through local entities and governed by legal agreements that are continuously reviewed.
There is no need to choose between consistent delivery and local expertise; Remote provides both, managed by a single accountable team.
Manage expenses, contract amendments, documentation, reporting and approvals centrally in Remote.
Owned infrastructure means no hidden or pass-through fees. Get consistent pricing, wherever you’re hiring.
Employer of Record — per employee/month
When hiring employees in countries where you do not yet have an entity.
Starting at $599
employee per month, for annual contracts
Hire across 90+ countries with no local entity
Onboarding with a dedicated specialist
Local payroll paid on time, every time
Built-in compliance protections
Competitive, flexible and localised benefits
In-house experts for ongoing support
Remote Platform included, no base fee
Join others who use Remote to scale confidently and compliantly, worldwide.
The previous EOR had subcontracted payroll for that country to the lowest-cost provider, which proved to be substandard. Transitioning staff from the former EOR to Remote was seamless. Because Remote operates legal entities in each country, you are directly part of Remote rather than being managed by an unfamiliar third party.
Previously we used a different platform to manage employees and contractors and required a superior solution. With Remote, we are ensuring full legal compliance.
The EOR market presents a bewildering array of choices. Remote delivered the precise differentiator we needed, supplying stability, flexibility and the right attitude. They met every criterion we had; it was the ideal combination.
The previous EOR had subcontracted payroll for that country to the lowest-cost provider, which proved to be substandard. Transitioning staff from the former EOR to Remote was seamless. Because Remote operates legal entities in each country, you are directly part of Remote rather than being managed by an unfamiliar third party.
Previously we used a different platform to manage employees and contractors and required a superior solution. With Remote, we are ensuring full legal compliance.
The EOR market presents a bewildering array of choices. Remote delivered the precise differentiator we needed, supplying stability, flexibility and the right attitude. They met every criterion we had; it was the ideal combination.
The previous EOR had subcontracted payroll for that country to the lowest-cost provider, which proved to be substandard. Transitioning staff from the former EOR to Remote was seamless. Because Remote operates legal entities in each country, you are directly part of Remote rather than being managed by an unfamiliar third party.
Previously we used a different platform to manage employees and contractors and required a superior solution. With Remote, we are ensuring full legal compliance.
The EOR market presents a bewildering array of choices. Remote delivered the precise differentiator we needed, supplying stability, flexibility and the right attitude. They met every criterion we had; it was the ideal combination.
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!
