Remote EOR
Partner with in-country specialists across your global markets, not outsourced intermediaries. With hands-on local knowledge, you receive support that operates like your internal HR team.
International firms scale their operations with Remote
Keep sole ownership of your IP, safeguarded by local entities and governed by legal agreements that are regularly reviewed.
You do not have to choose between consistency and local expertise. Remote provides both, managed by a single accountable team.
Manage expenses, contract amendments, documents, reporting, and approvals centrally in Remote.
Owned infrastructure means no hidden or pass-through fees. Get consistent pricing, wherever you’re hiring.
Employer of Record — per employee/month
For hiring employees in countries where you do not yet have a local entity.
Starting at $599
employee per month, for annual contracts
Hire in 90+ countries without a local entity
Onboarding with a dedicated specialist
Local payroll paid on time, every time
Built-in compliance protections
Competitive, flexible and localised benefits
In-house experts for ongoing support
Remote Platform included, no base fee
Join others who use Remote to scale confidently and compliantly, worldwide.
Our previous EOR had subcontracted payroll administration in that country. They had picked the cheapest Entity available, and the service was poor. Transferring people from the prior EOR to Remote proved effortless. Because Remote maintains Entity structures in each country, you are directly part of Remote rather than handled by an unfamiliar third party.
We had been using a different platform to manage our employees and contractors. We required a better solution. With Remote, we are ensuring full legal compliance.
When you survey the EOR market, you encounter an astonishing range of options. The variety is staggering. Remote provided the precise mix we needed — the stability, flexibility and the right approach. They fulfilled all our requirements and represented the ideal combination.
Our previous EOR had subcontracted payroll administration in that country. They had picked the cheapest Entity available, and the service was poor. Transferring people from the prior EOR to Remote proved effortless. Because Remote maintains Entity structures in each country, you are directly part of Remote rather than handled by an unfamiliar third party.
We had been using a different platform to manage our employees and contractors. We required a better solution. With Remote, we are ensuring full legal compliance.
When you survey the EOR market, you encounter an astonishing range of options. The variety is staggering. Remote provided the precise mix we needed — the stability, flexibility and the right approach. They fulfilled all our requirements and represented the ideal combination.
Our previous EOR had subcontracted payroll administration in that country. They had picked the cheapest Entity available, and the service was poor. Transferring people from the prior EOR to Remote proved effortless. Because Remote maintains Entity structures in each country, you are directly part of Remote rather than handled by an unfamiliar third party.
We had been using a different platform to manage our employees and contractors. We required a better solution. With Remote, we are ensuring full legal compliance.
When you survey the EOR market, you encounter an astonishing range of options. The variety is staggering. Remote provided the precise mix we needed — the stability, flexibility and the right approach. They fulfilled all our requirements and represented the ideal combination.
No. Remote EOR does not impose minimum employee counts or contract lengths. You may hire a single employee or 100, for a month or indefinitely.
In most jurisdictions, onboarding averages under 2 days. The onboarding pace depends partly on you (the employer) and your employees: the sooner required documents are provided, the sooner we can proceed.
Certain countries have local requirements that add time beyond our control — for example, Vietnam may require a physical wet-ink signature sent by post. Your dedicated local specialist will guide you through what to expect in every country where you hire.
For the most current information, see our performance tracker.
Local employment law determines termination rules, and these differ considerably across jurisdictions. Notice periods, entitlement to redundancy pay, and the payout of accrued benefits such as untaken holiday vary from country to country and can also depend on an employee's length of service and the reason for leaving within the same jurisdiction. As the legal employer, Remote manages the process. We determine the legal requirements for the specific case, prepare the documentation, hold the conversation with the employee, and pay final wages and any redundancy pay through payroll. You approve the approach and the terms.
Yes. Tax treatment for equity differs by country, and as the legal employer Remote is responsible for ensuring compliance. We verify whether your plan is workable in the employee's jurisdiction, manage withholding and payroll processing when a grant vests, is exercised, or is settled, and file the reports the country requires. This is covered by Remote Equity at $39 per employee per month for EOR employees who receive equity, on top of your base EOR fee. You can connect your cap table through Carta or Pulley so grant data flows in automatically.
Our team is happy to help!
