Remote EOR
Partner with in-country experts across your global markets — not outsourced middlemen. With strong local knowledge, you’ll receive support that feels like an in‑house HR team.
International firms scale with Remote
Keep full ownership of your IP, held by local entities and protected by legal agreements under continuous review.
You don't have to choose between consistency and local expertise. Remote provides both, delivered by a single accountable team.
Manage expenses, contract amendments, documents, reporting and approvals entirely in Remote.
Because we own the infrastructure, there are no hidden or pass-through fees. You'll receive consistent pricing no matter where you hire.
Employer of Record — per employee/month
For hiring employees in countries where you do not yet have a local entity.
Starting at NZ$990
Employee per month, for annual contracts
Hire in 90+ countries, no local entity needed
Onboard with a dedicated specialist
Local payroll paid on time, every time
Built-in compliance safeguards
Competitive, flexible, and localised benefits
In-house experts providing ongoing support
Remote Platform included, no base fee
Join others who use Remote to scale confidently and compliantly, worldwide.
Our previous EOR had outsourced payroll in that country. They picked the cheapest local entity available, and the outcome was poor. Transitioning people from the old EOR to Remote was effortless. Because Remote maintains entities in each country, you are directly part of Remote rather than an unknown third party.
We had been using another platform to manage employees and contractors. We needed a better solution. With Remote, we’re ensuring we remain fully legally compliant.
When you survey the EOR market, the number of options is astonishing. Remote delivered the precise mix we needed, giving us stability, flexibility and the right attitude. They met everything we were after and it’s the perfect combination.
Our previous EOR had outsourced payroll in that country. They picked the cheapest local entity available, and the outcome was poor. Transitioning people from the old EOR to Remote was effortless. Because Remote maintains entities in each country, you are directly part of Remote rather than an unknown third party.
We had been using another platform to manage employees and contractors. We needed a better solution. With Remote, we’re ensuring we remain fully legally compliant.
When you survey the EOR market, the number of options is astonishing. Remote delivered the precise mix we needed, giving us stability, flexibility and the right attitude. They met everything we were after and it’s the perfect combination.
Our previous EOR had outsourced payroll in that country. They picked the cheapest local entity available, and the outcome was poor. Transitioning people from the old EOR to Remote was effortless. Because Remote maintains entities in each country, you are directly part of Remote rather than an unknown third party.
We had been using another platform to manage employees and contractors. We needed a better solution. With Remote, we’re ensuring we remain fully legally compliant.
When you survey the EOR market, the number of options is astonishing. Remote delivered the precise mix we needed, giving us stability, flexibility and the right attitude. They met everything we were after and it’s the perfect combination.
No. Remote EOR doesn’t require a minimum number of employees or contracts. You can hire one person or 100, whether for a month or indefinitely.
Across most countries, onboarding is typically under 2 days. Speed depends partly on you (the employer) and your hires: the sooner required documents are provided, 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 explain what to expect in each country you hire in.
For the latest details, view our performance tracker.
Local employment law determines termination procedures, and the rules can differ greatly. Notice periods, redundancy entitlements, and payment of accrued benefits such as untaken holiday vary by country, and often within the same country they depend on tenure and the reason for leaving. As the legal employer, Remote leads the process: we determine what the law requires in each case, draft the necessary documents, run the conversation with the employee, and pay final wages and redundancy through payroll. You approve the approach and the terms.
Yes. Equity is taxed differently in every country, and as the legal employer Remote is responsible for getting that right. We review whether your plan works in the employee's country, handle withholding and payroll processing when a grant vests, exercises, or settles, and file the reports the country requires. This is covered by Remote Equity at NZ$64 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.
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