Satisfaction guaranteed
No deposits or hidden fees
Zero onboarding or offboarding fees
Compliant equity incentives support including withholding and reporting
Built-in security and compliance
Fast onboarding (average 2-3 days)
Flexible, localized benefits
Compliantly hire, manage and pay anyone, anywhere
Imagine you found the perfect developer in Denmark, a brilliant marketer in Morocco, or a top sales rep in Singapore. Now what?
We own legal entities around the world so you don't have to.
We handle payroll, taxes, benefits, compliance, and more, for one flat monthly price.
We're so confident you'll love our simple, yet powerful platform that if you’re not completely satisfied, we’ll refund our management fees for your first 90 days.
With just a few clicks, you can start onboarding your new hire, risk free.
Get visibility into the entire employment lifecycle
Onboard in days, not weeks
Invite new starters to complete onboarding in seconds
All local right-to-work and identity checks included
Customize job role, probation periods, salary, benefits, and more
Manage HR tasks in one place
Approve time off and expense requests
Process job description and compensation changes, and support relocations
Get expert guidance on unique labor laws for each country
Pay your team on time, in their local currency
Understand your payroll costs, including employer taxes and other fees
Offer benefits that fit your budget and employer value proposition
Reward employees with incentives, bonuses, and other stipends
Offboard employees in compliance with local laws
Raise probation and performance issues in confidence
Receive expert advice through the termination process
See the status of any resignation requests, terminations, and outstanding costs
Offer benefits and perks to attract and retain top talent
Remote lets you hire the best person for the job — no matter where in the world they live. But how do you ensure they're happy and invested? We’ve got you covered.
Flexible benefits packages
Take advantage of our group rates to offer cost-effective benefits in each country. Our flexible benefits plans help you save money and time.
Equity incentives
Reward and motivate your team by offering equity globally and let us handle the tax and reporting requirements.
Time off
Offer unlimited leave or generous time off. Employees can request and you can approve quickly and easily in-platform.
Expense reimbursement
Offer expense budgets for home office equipment, co-working allowances, learning, and more. Employees can easily submit claims and get reimbursed.
Don’t just take our word for it
Loved by thousands of global organizations
- "We needed one provider to help us scale; with the support, the roadmap, and the ability to support multiple countries — and handle all the compliance wherever we wanted to hire. Remote immediately ticked all those boxes."
- "We looked at a number of providers. It was important to us that our new partner had their own legal entities in the countries that we were considering. We didn’t want them to have subcontracted that relationship to somebody else. Compliance was, of course, crucial. And finally, it was important for myself and our employees that the UX was really good and easy to use."
- “It was important to have a partner that we could really rely on when it comes to compliance, benefits, contracts, amendments, and so on for the specific hiring locations."
- “The way that the process has been handled and the fact that we can offer incentives that match what our employees have in the UK — that has made everyone feel like they're part of one company.”
Give every employee a first-class experience
They’ll feel guided, cared for, and empowered to manage all aspects of their employment from our user-friendly platform and mobile app.
Employees can self-serve with ease
Self-onboard
Manage benefits and provide payroll deposit methods
View personal details
Manage and request time off
Track working hours and submit timesheets
Submit expenses for reimbursement
View payslips
Request documents like employment verification
Access the Remote Help Center
Integrations
Manage all your global HR tasks from a single platform
Employee profiles
View employee profiles and update employment details instantly
Local benefits
Offer country-specific benefits packages at specially-negotiated rates
Stock options
Offer equity to global team members — we’ll help you stay compliant
Tax calculation
Pay hourly or salaried workers — we’ll handle location-specific taxes and withholding
Time and attendance
Approve time off requests, track working hours, and monitor attendance
Expenses
Approve and pay expense reimbursements and incentives
Salary benchmarking
Leverage the Compensation Calculator to see how far your money will go in different markets
Helpful support
Get the help you need any time through chat, requests, or our self-service Help Center.
Making global employment easy
Hiring internationally can be confusing. Our tools, guides, and expert support are here to guide you through your global hiring journey.
See how easy it is to get started
Fair Price Guarantee
Get peace of mind with our fair and transparent pricing.
Low, flat-rate pricing
Hire, manage, and pay contractors and employees for one low, monthly rate.
No hidden fees or surprises
Unlike other providers, we don’t charge extra for services like offboarding or equity management.
No Minimums
No minimum contract amounts or lengths, number of hires, or exclusivity agreements. Companies of all sizes can use Remote in the way that works for them.
Pay as you go
We don’t require upfront deposits for every employee. Instead, we use intelligent risk scoring and may require a reserve in rare circumstances. Keep your cash and use it to grow your business.
EOR Satisfaction Guarantee
Try Remote risk-free. If you’re not completely satisfied, we'll refund all management fees for the first 90 days.
Only pay for what you use
Unlike other vendors, we only charge you for the contractors you work with in a given month, saving you money automatically.
Get a free account
Create a free account and start managing your team right away; pay as you go for additional products like Employer of Record, Contractor Management, and Global Payroll
Hire internationally with Remote EOR
Employer of Record FAQs
The short answer is yes, but doing so either requires you to open your own legal entity in the country or employ the workers as contractors. Both strategies have their pros and cons.
If you open your own legal entity, you will be responsible for managing your entire presence in the new country. That means hiring lawyers, payroll specialists, benefits administrators, and other professionals. Doing so may make sense if you plan to hire hundreds of people in a new country, but if you only plan to employ a handful (or even a few dozen), an EOR is more cost effective.
Hiring workers as contractors requires you to be diligent. International contractor misclassification is a serious issue and can lead to hefty fines and penalties. Going through an EOR insulates your business from potential compliance risks by making workers fully fledged employees.
EOR is shorthand for “employer of record.” Some employers of record may use different abbreviations, such as “international PEO,” but the actual services provided all fall under the same banner of EOR.
That is not to say all EORs operate the same way, however. Some EORs own their own legal entities, while others act as intermediaries and do not own any entities. Other EORs may use a mix of their own entities and partner entities, which can be confusing to HR departments and employees — and may lead to issues of compliance.
An employer of record (EOR) can hire employees on your behalf in other countries, while a professional employer organization (PEO) may not. Some companies call themselves “international PEOs” and provide EOR services. Others using the term “international PEO” only provide services for companies that already own legal entities in other countries.
Think of it this way: if you want to hire a person in a country where you do not own a legal entity, you need an EOR. If you want help managing HR functions, like payroll and benefits administration, in a country or region where you already own your own entity, you need a PEO. Basically, a PEO offers most of the same services as an EOR, but does not handle the legal employment of your employees in other countries.
Learn more about the differences between an EOR and a PEO in our helpful guide.
Most EOR service providers use one of two pricing models: flat fee structures or percentage pricing. Flat fees are more transparent and tend to be lower, while percentage pricing can be very expensive.
Be cautious before working with any employer of record that charges a percentage instead of a flat fee. Global employment costs can be variable, but a good EOR accounts for these costs and can tell you what your bill will be up front. Percentage-based fee structures encourage companies to keep worker salaries low while funneling more money to third-party providers.
Remote’s EOR services are $599 per month (paid annually) or $699 (paid monthly). No hidden fees, minimums, contract lengths, or exclusivity agreements. Ever. Choose the plan that works for your team. View our pricing page to see how surprisingly affordable growing your global team can be.
Your employer of record’s biggest responsibility is acting as the local employer on paper for your employees in other countries. Your EOR shields your company from liability and compliance risks by employing workers legally on your behalf.
In addition, an employer of record handles the complicated HR work that accompanies hiring workers in other countries. Different places have different rules for things like how often employees should be paid, which currencies are allowed, how much paid time off employees must receive, and so on. Your employer of record manages all of these complexities on your behalf, so you can spend less time on administrative work and more time on growing your business.
Importantly, an EOR is not involved in the management of the employee’s tasks or performance. You work with employees employed through an EOR the same way you work with any of your other employees. The only difference between an employee in your office and an employee under an EOR in another country is in who handles the paperwork.
In payroll, an EOR manages the administration of employee pay in other countries. When you employ someone in another country through an EOR, you provide the funds, but your EOR handles the distribution of the employee’s salary, along with any necessary tax deductions, social security contributions, and retirement accounts.
Working with an EOR allows you to handle international payroll in compliance with the laws of countries beyond your own. With an EOR, you can hire workers in other countries without having to become an expert in the payroll laws and customs of those countries. You simply find the right person for the job, then let your EOR take care of the details.
When comparing employer of record services, you should consider the breadth of global HR solutions they offer — like payroll and benefits administration, onboarding, and local taxes — as well as the thoroughness of their local compliance.
Only work with an EOR that owns its own local entity in the country where you want to hire. Otherwise, you may end up with your own workers employed by an unknown third party in a country where you have limited oversight or control over the quality of their experience.
In addition, your EOR should be able to provide exemplary protections for your intellectual property.
Without those protections, you could be drawn into uncomfortable situations and lengthy court battles related to ownership of your IP in different countries — a nightmare scenario for any business.
Here are a few questions you may want to ask:
An employer of record can perform a number of HR and legal functions, including:
Do you own an entity in this country, or do you outsource the employment and compliance to a third party?
How do you protect intellectual property and invention rights in this country?
Do you share employee data with any third parties?
Do you keep all employee documentation for employees in all countries in one easy-to-access hub?
Remote owns all our own entities, provides the strongest IP protections and data security in the industry, and offers best-in-class global employment software to meet your needs.
Yes, it is legal to hire employees in other countries through an EOR. Some EORs are more compliant than others, though.
Only EORs that own their own entities can guarantee the maximum level of compliance everywhere they operate. Before you begin working with an EOR, make sure your EOR owns a local entity and has sufficient knowledge to handle localized payroll, benefits, taxes, and compliance, as well as stock options, if you offer stock to your employees.
Still have more questions? Contact support.