Remote maintains a large team of global benefits and legal specialists across regions worldwide. They have a deep understanding 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 leverages our strong relationships with global providers combined with our large headcount to offer competitive large-group pricing to our customers. We also don't charge a premium on our benefits or add extra costs for benefits management. Our customers and their employees receive the same great deals we get for our own team members.

At Remote, we oversee every part of the benefits administration process — from researching local norms and laws, establishing relationships with top vendors, negotiating deals, administering benefits, handling employee enrolment, offering continuous employee support, dealing with annual renewals, and much more — so you can give your team the best without the hassle.

At Remote, we lead in practising fair equity — ensuring our customers can provide the statutory and supplemental benefits all their employees need to thrive, no matter where they live.

Yes — compliance is our top priority. Our legal and benefits experts work to ensure our benefits plans remain fully compliant in every country where we hire, even as laws change.

Yes. In most markets we are able to offer multiple options, like standard and premium packages for health plans. In some of our larger markets, like the US, Canada, UK, and others, we are able to offer an even greater number of plan types and flexibility. In many countries we are also able to offer the ability for customers to decide whether or not they wish to offer our benefits to their employees. We are also always improving and adding to our offerings to increase customer and employee flexibility while remaining fully compliant with local labour laws.

Short answer — it depends. There are some countries where for legal and/or social reasons, we are required to offer basic benefits (such as healthcare) to all employees hired through Remote. In these cases, we offer low-cost options that will work for our customer’s budgets. In many other markets, we do not require customers to offer benefits outside of standard payroll deductions for statutory social programmes. You will see the benefits options when onboarding your employee and can reach out to our team with any questions.

Yes. In most countries employees can add their spouse and/or children to their health plan at a competitive rate. The employee will be responsible for covering dependent costs. If you would like to help offset the costs of family coverage, we can work with you to enact a compliant solution.

In the employee dashboard, staff can click the “benefits” tab to view what benefits are available to them, along with guidance on how to enrol, how to use their cover, how to add dependants, and more. Our team of benefits specialists are also available to help with any questions or concerns they may have. Along with benefits management, we provide continuous support throughout their journey.

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