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
$699
per employee/month
Engage talent in over 90 countries without opening a local entity
Employee onboarding managed by a dedicated specialist
Local payroll processed and paid punctually, every time
Built-in compliance protections
Localised benefits that are competitive and flexible
Dedicated in-house experts providing local support
HR Essentials included as standard
Join organisations that use Remote to expand with confidence and in compliance across the globe.
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 require a minimum employee count or any long-term contracts. You may hire one employee or 100, for a month or indefinitely.
In most countries, onboarding averages under 2 days. The pace of onboarding depends partly on you (the employer) and the employee—when required documents are submitted promptly, we can proceed more quickly.
Certain countries impose local requirements that extend timelines beyond our control—for example, Vietnam may require a physical wet-ink signature delivered by post. Your dedicated local specialist will explain what to expect in each country where you hire.
For the most current information, see our performance tracker.
Please be advised that termination provisions are governed by local employment law and vary significantly. Notice periods, entitlement to redundancy pay and the settlement of accrued benefits, such as untaken holiday, differ by country and can also depend on length of service and the reason for leaving within the same jurisdiction. Remote, as the legal employer, leads the process. We determine the specific legal requirements for each case, prepare the necessary documentation, conduct the discussion with the employee, and remit final wages and any redundancy payments via payroll. You approve the proposed approach and the terms.
Yes. Equity is taxed differently across countries, and as the legal employer Remote is responsible for ensuring correct tax treatment. We review whether your plan functions in the employee's country, manage withholding and payroll processing when a grant vests, is exercised or settles, and file 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 help.
