Remote maintains a large team of global benefits and legal specialists across regions worldwide. They bring deep expertise on which benefits are competitive and compliant in each market, and continuously update our plans to reflect market needs. We also partner with best-in-class providers to administer benefits tailored to employees in every country.

Remote leverages our strong relationships with global providers combined with our large headcount to offer competitive large-group pricing to our customers. We also don't charge a premium on our benefits or add extra costs for benefits management. Our customers and their employees receive the same great deals we get for our own team members.

At Remote, we oversee every element of benefits administration — from researching local norms and laws, building relationships with leading vendors, negotiating terms, administering benefits, managing employee enrollment, providing ongoing employee support, handling annual renewals, and much more — so you can offer your team the best without the operational burden.

At Remote, we’re leading the way in practicing fair equity, ensuring our customers can offer the statutory and supplemental benefits that all their employees need to thrive — no matter where they live.

Yes — compliance is our foremost priority. Our team of legal and benefits experts work to ensure that our benefits plans are fully compliant in every country we hire in, even as laws change.

Yes. In most markets we are able to offer multiple options, like standard and premium packages for health plans. In some of our larger markets, like the US, Canada, UK, and others, we can provide an even greater number of plan types and flexibility. In many countries we also allow customers to decide whether or not they wish to offer our benefits to their employees. We are continually improving and adding to our offerings to increase customer and employee flexibility while remaining fully compliant with local labor laws.

The short answer is — it depends. There are some countries where for legal and/or social reasons, we are required to offer basic benefits (such as healthcare) to all employees hired through Remote. In these cases, we offer low-cost options that will work for our customer’s budgets. In many other markets, we do not require customers to offer benefits outside of standard payroll deductions for statutory social programs. You will see the benefits options when onboarding your employee and can reach out to our team with any questions.

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

In the employee dashboard, staff can click the “benefits” tab to view what benefits are available to them, along with clear instructions on how to enroll, use their coverage, add dependents, and more. Our team of benefits specialists are available to assist 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.