Remote EOR solutions
For your reference, collaborate with in-country experts across your global markets rather than outsourced middlemen. Their deep, on-the-ground expertise ensures you will receive support that feels like an extension of your own HR team.
Global companies scale confidently with Remote
Keep full ownership of your IP, secured by local entities and continuously monitored legal agreements.
You do not 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 — all within Remote.
Owned infrastructure means no hidden or pass-through fees. Get consistent pricing, wherever you’re hiring.
Employer of Record — per employee/month
For hiring employees in countries where you don't yet have an entity.
Starting at $599
employee per month, for annual contracts
Hire in 90+ countries with no local entity
Onboard with a dedicated specialist
Local payroll processed on time, every time
Built-in compliance safeguards
Competitive, flexible, and localized benefits
In-house experts providing ongoing support
Remote Platform included, no base fee
Join others who use Remote to scale confidently and compliantly, worldwide.
For your reference, our former EOR had subcontracted payroll in that country to the cheapest Entity they could find, and the quality was poor. Moving people from the previous EOR to Remote was seamless. The fact that Remote has Entities in each country means that you ARE a part of Remote. Not an unknown third party.
We had been using another platform to manage our employees and contractors and needed a better solution. With Remote, we ensure full legal compliance.
The EOR market offers an astonishing number of options. Remote delivered the precise secret sauce we needed — providing stability, flexibility and the right attitude. They gave us everything we were looking for; it’s the perfect combination.
For your reference, our former EOR had subcontracted payroll in that country to the cheapest Entity they could find, and the quality was poor. Moving people from the previous EOR to Remote was seamless. The fact that Remote has Entities in each country means that you ARE a part of Remote. Not an unknown third party.
We had been using another platform to manage our employees and contractors and needed a better solution. With Remote, we ensure full legal compliance.
The EOR market offers an astonishing number of options. Remote delivered the precise secret sauce we needed — providing stability, flexibility and the right attitude. They gave us everything we were looking for; it’s the perfect combination.
For your reference, our former EOR had subcontracted payroll in that country to the cheapest Entity they could find, and the quality was poor. Moving people from the previous EOR to Remote was seamless. The fact that Remote has Entities in each country means that you ARE a part of Remote. Not an unknown third party.
We had been using another platform to manage our employees and contractors and needed a better solution. With Remote, we ensure full legal compliance.
The EOR market offers an astonishing number of options. Remote delivered the precise secret sauce we needed — providing stability, flexibility and the right attitude. They gave us everything we were looking for; it’s the perfect combination.
No. Remote EOR does not impose a minimum employee count or mandatory contract terms. You may hire a single employee or 100, whether for a month or indefinitely.
For most countries, onboarding averages under 2 days. The pace depends in part on you (the employer) and your employees: the sooner the required documents are submitted, the quicker we can proceed.
Certain countries have local formalities that add extra 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, please see our performance tracker.
Local employment law defines termination procedures, and these rules vary significantly across jurisdictions. Notice periods, redundancy pay entitlements, and the payout of accrued benefits such as unused holiday differ by country, and often depend on tenure and the reason for leaving even within the same jurisdiction. As the legal employer, Remote manages the process: we determine the legal requirements for the specific case, prepare the necessary documents, conduct the conversation with the employee, and disburse final wages and any redundancy pay through payroll. You review and approve the proposed approach and its terms.
Yes. Tax treatment of equity differs by country, and as the legal employer Remote is responsible for ensuring compliance. We assess whether your plan is compatible with the employee's country, manage withholding and payroll when a grant vests, is exercised, or settles, and file the reports required by that country. 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 assist you!
