Employ compliantly, quickly and confidently – worldwide

In short, yes — but you would either need to open your own legal entity in that country or engage the workers as contractors. Both approaches carry advantages and disadvantages.

If you establish your own legal entity, you take on responsibility for the entire operation in the new country. That includes hiring solicitors, payroll specialists, benefits administrators and other professionals. This may be sensible if you plan to hire hundreds in a country; for only a few hires, an EOR is usually more cost‑effective.

Hiring workers as contractors demands vigilance. International contractor misclassification is a serious issue and can result in significant fines and penalties. Using an EOR shields your business from potential compliance risks by ensuring workers become properly established employees.

An Employer of Record (EOR) is a company that legally employs workers on behalf of another business.

Not all Employers of Record operate identically; there are major differences in how EOR services are delivered. Some EORs, like Remote, own their own legal entities in each country they operate in, while others act as intermediaries without owning entities. Some may use a mix of owned and partner entities. It is crucial to select an EOR that matches your compliance needs in the countries where you plan to hire."

An Employer of Record (EOR) can legally employ staff on your behalf in other countries, whereas a Professional Employer Organisation (PEO) may not. Some firms call themselves 'international PEOs' and provide EOR services; others with that label only support companies that already have local legal entities.

Put simply: if you need to hire in a country where you do not have a legal entity, you require an EOR. If you already have a local entity but need help managing HR functions—payroll and benefits administration—a PEO is the suitable choice. Essentially, a PEO offers many of the same services as an EOR but does not handle the legal employment of your employees in other countries.

Learn more about the differences between an EOR and a PEO in our helpful guide.

Employer of Record (EOR) fees typically follow either a flat fee per employee or a percentage‑based model. Flat fees are charged per employee regardless of role or salary. Percentage models charge based on a portion of the employee’s salary and can vary by level and pay.

Be cautious of percentage‑based EOR pricing. Global employment costs fluctuate, but a reliable EOR will reflect those costs and provide clear figures upfront. Percentage fees can incentivise lower worker salaries while increasing payments to third parties.

Remote’s EOR pricing is $599 per month when paid annually, or S$940 when paid monthly. There are no hidden fees, minimums, contract lengths, or exclusivity agreements. Choose the plan that best fits your team’s needs. View our pricing page to see how easy, quick, and affordable growing your global team can be.

The primary role of an Employer of Record (EOR) is to act as the legal employer for your staff in other countries. Your EOR shields your company from liability and compliance risk by legally employing workers on your behalf.

An EOR also manages complex HR duties associated with hiring across jurisdictions: pay frequency, acceptable currencies, statutory leave and more. EORs handle these complexities so you can spend less time on administration and more on recruiting.

Note that an EOR does not manage employees’ daily duties or performance. You manage employees hired through an EOR just as you would any other; the only difference is who handles the paperwork.

An Employer of Record (EOR) is a third‑party provider legally responsible for another organisation’s employees. Among other duties, an EOR administers payroll for employees in other countries. When you hire someone through an EOR, you supply the funds and the EOR handles salary distribution, including tax deductions, social security contributions and retirement funding where required.

Working with an EOR lets you manage international payroll complexities confidently and in compliance with local laws. You simply find the right candidate and the EOR takes care of the payroll and legal details.

When comparing Employer of Record services, consider the countries where they operate directly, the breadth of global HR solutions—payroll, benefits administration, onboarding and local taxes—and how rigorously they ensure local compliance. Also assess the quality of the user interface.

Only partner with an EOR that owns local entities in the countries where you want to hire. Otherwise, your employees might be employed through an unknown third party, reducing your oversight and control over their experience.

Furthermore, your EOR should provide robust protections for your intellectual property.

Without robust protections, you could face protracted legal disputes over intellectual property ownership across jurisdictions—a significant risk for any business. Here are a few questions to consider:

• Do you own an entity in this country, or do you outsource employment and compliance to a third party?

• How do you safeguard intellectual property and invention rights in this country?

• Do you share employee data with any third parties?

• Do you store all employee documents for every country in a single, easy‑to‑access location?

Remote owns all our entities, provides industry‑leading IP protection and data security, and offers best‑in‑class global employment software to meet your needs.

Yes — using an Employer of Record is completely legal in most countries. However, the highest level of legal compliance is usually offered by EORs that own local entities in the countries where you want to hire.

Before you start working with an EOR, ensure they own a local entity and have the necessary expertise to manage localised payroll, health benefits, taxes and any other compensation you may offer, such as share options.

If you are unsure when to use an Employer of Record, learn more about why an EOR is often the most straightforward approach to international employment.

When you partner with Remote, you will be guided through an efficient five‑step process to establish the foundation for long‑term success.

• Personalised Start: Receive a welcome message from your named Customer Success Implementation manager to begin your engagement with us.

• Comprehensive Overview: You’ll meet your Remote expert to review the implementation programme, receiving clear insights and preparing for a successful partnership.

• Product Walkthrough: Get a detailed demo of key EOR features to achieve quick, effective results for your team.

• Ongoing Support: Benefit from educational resources and prompt assistance to ensure ongoing support and peace of mind.

• Smooth Onboarding: Your implementation manager will guide you through the first EOR onboarding to ensure a seamless setup and a solid base for future hires.

After the first employee is onboarded, you will work with your named Customer Success Manager who will act as your trusted adviser for employment matters.