Remote maintains a sizeable team of global benefits and legal specialists across multiple regions. They possess in-depth knowledge of what is competitive and compliant in each market and continually revise our plans to reflect local needs. We also partner with best-in-class providers to administer benefits aligned with employee requirements in each country.

Remote uses strong relationships with global providers and our large headcount to secure competitive large-group pricing for customers. We do not add a premium to our benefits or apply extra management fees. Customers and their employees obtain the same advantageous deals we arrange for our own team members.

At Remote, we manage the entire benefits administration lifecycle — from researching local norms and laws, building vendor relationships and negotiating terms, to administering benefits, handling employee enrolment, providing ongoing employee support, overseeing annual renewals and more — so you can offer top benefits without the complexity.

Remote leads on fair equity by ensuring customers can provide the statutory and supplemental benefits employees need to thrive, no matter where they live.

Yes. Compliance is our highest priority. Our legal and benefits specialists work to keep our plans fully compliant in every country where we hire, adapting as laws evolve.

Yes. In most markets we can present multiple options, such as standard and premium health plan packages. In larger markets like the US, Canada, UK and others, we offer even more plan types and flexibility. In many countries, customers can choose whether to make Remote benefits available to their employees. We continually expand and refine our offerings to increase customer and employee flexibility while remaining fully compliant with local employment laws.

The short answer is — it depends. In some countries, legal or social requirements mean basic benefits (for example healthcare) must be provided to all employees hired through Remote. In such cases, we provide low-cost options that align with customer budgets. In many other markets, we do not require customers to offer benefits beyond standard payroll deductions for statutory social schemes. You will see benefits options during employee onboarding and can contact our team with any questions.

Yes. In most countries, employees may add a spouse and/or children to their health plan at a competitive rate, with the employee covering dependent costs. If you would like to assist with family coverage costs, we can work with you to implement a compliant solution.

Within the employee dashboard, staff can select the “benefits” tab to view available benefits, plus guidance on how to enrol, use their coverage, add dependents and more. Our benefits specialists are also on hand to answer any questions or concerns. Alongside benefits management, we provide continuous support throughout their journey.

Yes. In most countries we can assist your contractors in obtaining international health coverage at discounted rates, while ensuring compliance with misclassification laws.