Remote has a large team of global benefits and legal specialists across regions worldwide. They possess deep knowledge of which benefits are competitive and compliant in each market and continually update our plans to reflect market needs. We also partner with best‑in‑class providers to administer benefits that match employee requirements in every country.

Remote uses strong relationships with global providers and our substantial headcount to secure competitive large‑group pricing for customers. We do not add a premium to our benefits or impose extra management fees. Customers and their employees receive the same favourable deals we secure for our own team.

At Remote we manage all aspects of benefits administration — from researching local norms and legislation, forming relationships with leading vendors and negotiating deals, to administering benefits, handling employee enrolment, providing ongoing employee support, managing annual renewals and more — so you can offer your team the best without the operational burden.

At Remote we lead the way in practising fair equity, ensuring our customers can offer the statutory and supplemental benefits every employee needs to thrive — wherever they live.

Yes. Compliance is our top priority. Our legal and benefits experts work to ensure plans remain fully compliant in every country where we hire, even as legislation evolves.

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

The short answer is — it depends. In some countries, for legal or social reasons, we must provide basic benefits (for example healthcare) to all employees hired through Remote. In those cases we offer low‑cost options compatible with customer budgets. In many other markets, customers are not required to offer benefits beyond standard payroll deductions for statutory social programmes. You will see benefits options during employee onboarding and can contact our team with any questions.

Yes. In most countries employees can add a spouse and/or children to their health plan at competitive rates; the employee is responsible for dependent costs. If you want to help offset family coverage costs, we can work with you to implement a compliant solution.

From the employee dashboard, staff can click the “benefits” tab to see what is available, with guidance on how to enrol, use cover, add dependents and more. Our benefits specialists are on hand to help with any queries or concerns, and we provide continuous support throughout the employee journey.

Yes — in most countries we can assist your contractors to access international health cover at discounted rates, while ensuring compliance with misclassification laws.