Remote EOR
Collaborate with in-country experts across your target markets rather than outsourced intermediaries. With strong local presence and expertise, you will receive support that operates like an in‑house HR team.
Global companies scale their operations with Remote
Keep sole ownership of your IP, protected by local entities and overseen by continuously monitored legal agreements.
You do not have to choose between consistency and local expertise. Remote delivers both, managed by a single accountable team.
Manage expenses, contract amendments, documents, reporting and approvals centrally within Remote.
Having owned infrastructure eliminates hidden or pass-through fees. Enjoy consistent pricing, no matter where you hire.
Employer of Record — charged per employee/month
For onboarding employees in countries where you don't yet have a local entity.
Starting at SGD805
Employee per month, for annual contracts
Hire across 90+ countries without a local entity
Onboarding support from a dedicated specialist
Local payroll processed on time, every time
Built-in protections for compliance
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 former EOR subcontracted the payroll function in that country to the lowest-cost provider, and the service was poor. Transferring staff from the previous EOR to Remote was effortless. Because Remote maintains its own entities in each country, you are officially part of Remote—not an unfamiliar third party.
We had been using another platform to manage employees and contractors and needed a better solution. With Remote, we ensure full legal compliance.
The EOR market presents an overwhelming number of options. Remote delivered the precise combination we required: stability, flexibility and the right approach. They provided everything we were looking for and proved to be the ideal match.
Our former EOR subcontracted the payroll function in that country to the lowest-cost provider, and the service was poor. Transferring staff from the previous EOR to Remote was effortless. Because Remote maintains its own entities in each country, you are officially part of Remote—not an unfamiliar third party.
We had been using another platform to manage employees and contractors and needed a better solution. With Remote, we ensure full legal compliance.
The EOR market presents an overwhelming number of options. Remote delivered the precise combination we required: stability, flexibility and the right approach. They provided everything we were looking for and proved to be the ideal match.
Our former EOR subcontracted the payroll function in that country to the lowest-cost provider, and the service was poor. Transferring staff from the previous EOR to Remote was effortless. Because Remote maintains its own entities in each country, you are officially part of Remote—not an unfamiliar third party.
We had been using another platform to manage employees and contractors and needed a better solution. With Remote, we ensure full legal compliance.
The EOR market presents an overwhelming number of options. Remote delivered the precise combination we required: stability, flexibility and the right approach. They provided everything we were looking for and proved to be the ideal match.
No. Remote EOR does not impose minimum employee counts or contract terms. You may hire a single employee or 100, for one month or for a lifetime.
In most countries, onboarding typically completes in under 2 days. Speed depends in part on you (the employer) and your employees: the sooner required documents arrive, the sooner we can proceed.
Some countries have local requirements that add time beyond our control, for example Vietnam, which may require a physical wet-ink signature sent by post. Your dedicated local specialist will explain what to expect in each country where you hire.
For the latest details, please check our performance tracker.
Local employment law defines termination procedures, and those rules can differ greatly between countries. Notice periods, redundancy entitlements and the payout of accrued benefits, such as untaken holiday, vary by jurisdiction and often depend on length of service and the reason for departure. As the legal employer, Remote manages the full process: we determine the legal requirements for the specific case, prepare the necessary documents, lead the conversation with the employee, and disburse final wages and any redundancy pay through payroll. You approve the proposed approach and the terms.
Yes. Equity is taxed differently in every country, and as the legal employer Remote is responsible for ensuring compliance. We confirm whether your plan is compatible with the employee's country, manage withholding and payroll when a grant vests, is exercised, or is settled, and file the reports required by the jurisdiction. This service is provided under Remote Equity at SGD 52 per employee per month for EOR employees who receive equity, in addition to your base EOR fee. You can link your cap table through Carta or Pulley so grant data flows in automatically.
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