Global Workforce
The Best Employer of Record (EOR) Services of 2026
A shortlist of employer of record services ranked from verified provider data, so you can compare what each one handles, how fees and currency are stated, and how the contract treats IP, termination and moving staff to your own entity. Each score traces to a fact we checked on the provider's own pages.
- products compared
- 13
- with a published score
- 8
- per employee per month
- $199–$699
- last updated
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LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings never depend on whether a vendor pays us.
Our top picks
- Best overall
Highest LeadChange Score here (8.9/10), with 12 of 12 core employer of record capabilities verified.
From $699/employee/mo (Employer of Record plan)
- Best for small businesses
Globalization Partners (G-P)
by Globalization Partners LLC
Highest score among products that list small businesses as a target segment, with pricing and fit weighted more.
From $599/employee/mo
- Best for enterprises
Deel
by Deel, Inc.
Highest score among products that list enterprises as a target segment, with security and integrations weighted more.
From $599/employee/mo (EOR plan)
- Best value
Velocity Global
by Velocity Global (now Pebl)
Lowest published list cost at 25 employees ($9,975/mo) among products scoring at or above the median.
From $399/employee/mo
LeadChange Score: editorial assessment based on public information.
Employer of Record (EOR) ranked by LeadChange Score
Ranked by LeadChange Score from verified facts; products with too few verified facts are not scored yet and come last. Prices are list prices as published by each vendor.
Filter by verified facts
Remote
Best for Companies hiring employees abroad without a local entity
Remote fits companies that hire abroad without opening entities and want the price on the page: EOR is $699 per employee per month in 90+ countries, through entities Remote owns. Contractors, payroll for your own entities, a US PEO and equity sit in the same account, and Remote holds SOC 2 Type 2 and ISO 27001.
- Pricing model
- Per employee
- SOC 2 Type II
- Yes
Velocity Global
Best for Companies hiring employees in countries where they have no entity
Velocity Global, rebranded as Pebl, fits companies that hire employees abroad without opening an entity and want a published starting price: EOR is from $399 per employee a month, with no setup or offboarding fees.
- Pricing model
- Per employee
- SOC 2 Type II
- Yes
Deel
Best for Companies hiring in 130+ countries via EOR
Deel is a global people platform for companies hiring across borders, with contractors, EOR and a US PEO plus payroll, HR, IT and benefits modules. The trade-off is cost at the employment end, with EOR at $599 per employee per month, and several modules show no public price.
- Pricing model
- Per employee
- SOC 2 Type II
- Yes
Globalization Partners (G-P)
Best for Companies hiring employees in many countries without local entities
G-P is an employer of record that covers 180+ countries and also offers contractor management and an AI compliance product, for companies from startups to enterprises. EOR starts at $599 per employee per month, and bundles and volume discounts are by custom quote.
- Pricing model
- Per employee
Atlas HXM
Best for Companies hiring employees in 160+ countries through a direct EOR
Atlas HXM fits companies that want a direct employer of record with its own legal entities in 160+ countries, plus an Agent of Record service for contractors that includes classification checks and up to $100,000 of Classification Protection per contractor.
- Pricing model
- Per employee
Playroll
Best for SME and enterprise teams hiring in 180+ countries without an entity
Playroll fits small and enterprise teams hiring employees in 180+ countries that want a published EOR price and named people to call: EOR starts at $399 per employee a month with no minimum commitment and no onboarding or offboarding fees, and every client gets a Customer Success Manager and every employee an…
- Pricing model
- Per employee
- SOC 2 Type II
- Yes
Papaya Global
Best for Enterprises running payroll in many countries from one platform
Papaya Global fits enterprises that pay employees and contractors in many countries and want payroll, EOR and payments on one platform: Papaya is the legal employer in 180 countries and pays through its own licensed rails. EOR starts at $499 per employee a month and Payroll Plus at $29.
- Pricing model
- Per employee
- SOC 2 Type II
- Yes
Justworks
Primarily a PEO service; employer of record module is secondary
Best for Small businesses that want a PEO with published per-employee prices
Justworks fits US small businesses that want a PEO with published per-employee prices, or plain payroll they can grow into a PEO. Payroll costs $50 a month plus $8 per employee; PEO Basic is $79 and PEO Plus $124 per employee a month, with no base fee and no setup fee.
- Pricing model
- Base fee + per employee
Show all 13 products
- Safeguard GlobalNot scored yet (16 of 26 facts verified)Safeguard Global pricing
- MultiplierNot scored yet (15 of 26 facts verified)From $459/employee/moWhat Multiplier costs
- Oyster HRNot scored yet (15 of 26 facts verified)From $699/employee/moWhat Oyster HR costs
- RivermateNot scored yet (11 of 26 facts verified)From $319/employee/mo (Employer of Record (EOR) plan)Rivermate plans and prices
- SkuadNot scored yet (11 of 26 facts verified)From $199/employee/mo (Employer of Record (EOR) plan)What Skuad costs
LeadChange Score: editorial assessment based on public information.
Find your fit
By company size
By country
Compare the top 8 side by side
| Product | Score | Starting price per employee | Pricing model | Open API | SOC 2 Type II | Contractor payments | EOR countries | ISO 27001 |
|---|---|---|---|---|---|---|---|---|
| Remote | 8.9 | $699/employee/mo | Per employee | 90+ countries | ||||
 | 8.9 | $399/employee/mo | Per employee | Not verified | 185 | |||
 | 8.7 | $599/employee/mo | Per employee | 130+ countries | ||||
| Globalization Partners (G-P) | 8.7 | $599/employee/mo | Per employee | Not verified | 180 | |||
| 8.5 | $599/employee/mo | Per employee | Not verified | Not verified | 160+ countries | ||
 | 7.9 | $399/employee/mo | Per employee | 180+ countries | Not verified | |||
 | 6.8 | $499/employee/mo | Per employee | 180 | ||||
 | 4.0 | $599/employee/mo | Base fee + per employee | Not verified | Not verified | 43 | Not verified |
Pricing at a glance
Monthly list cost from each vendor’s published base and per-employee prices, before discounts.
10 employees
$1,990–$6,990/mo
Median $5,490/mo
Published list prices of 12 products at 10 employees
50 employees
$9,950–$34,950/mo
Median $27,450/mo
Published list prices of 12 products at 50 employees
200 employees
$39,800–$139,800/mo
Median $109,800/mo
Published list prices of 12 products at 200 employees
- Per employee per month11 of 13 products
- A flat monthly service fee for each employee, on top of salary, employer taxes and benefits. Deel, Remote, Oyster, Multiplier and Velocity Global publish this kind of starting price.
- Percentage of salary
- A fee set as a share of gross pay. The cost rises with seniority and pay raises, so ask how the fee is calculated.
- Tiered by volume
- Lower fees for more employees or longer commitments, such as annual billing. Compare the monthly and annual prices.
- One time plus monthly
- A setup or onboarding fee plus the monthly fee. Remote, for example, states no setup or onboarding fees for its EOR, so ask each provider.
How to choose employer of record (EOR) services
An EOR carries legal risk for you, so compare providers on who owns what when something goes wrong, not on the price per employee alone.
Check whether the provider employs people through its own entity or a partner, because that determines who is responsible for compliance and how fast problems get fixed.
Own entities versus partner network
A provider with its own entity in a country controls compliance and payroll directly; partners add a layer.
Country coverage and local expertise
Employment law, notice periods and benefits are country-specific.
Compliance liability and indemnification
You need to know who pays if the employment relationship is challenged.
Payroll accuracy and pay frequency
Late or wrong pay damages trust and may breach local law.
Benefits and statutory entitlements
Local norms for leave, pension and insurance affect hiring success.
Termination and offboarding process
Dismissal rules vary widely and mistakes are costly.
Requirements by company size
Small businesses
- Transparent monthly fee and a clear quote
- Fast onboarding for one or two hires
- Support in plain language
Watch out for
- Deposits and minimum terms that are heavy for a single hire
- Fees that rise with add-ons such as equity administration
Mid-sized companies
- Multi-country coverage under one contract
- Integration with your HRIS and payroll
- Reporting by country and cost center
Watch out for
- Inconsistent service between countries
- No clear path to convert to your own entity
Enterprises
- Own-entity coverage in priority countries
- Security, audit and data transfer terms
- Dedicated account support and service levels
Watch out for
- Contract terms that cap liability below your risk
- Data protection obligations across borders
Red flags
- The provider will not say which entities it owns in your target country.
- The contract limits liability to a small fraction of fees.
- Fees are quoted without taxes, benefits or deposits.
- No sample employment contract is available before signing.
- Termination support is described only as available on request.
- The provider cannot say whether a local labor-leasing permit applies in your target country.
Popular alternatives
Integrations for employer of record (EOR)
Apps with documented integrations across the products ranked on this page.
Most integrated apps
- BambooHR
- HiBob
- ADP Workforce Now
- NetSuite
- Personio
- Slack
- Workday
- Ashby
Related subcategories
- Global Payroll
Run payroll in several countries from one platform.
10 products ranked
- Contractor Management & Payments
Onboard, contract and pay independent contractors worldwide.
11 products ranked
- PEO Services
Co-employment partners that take on payroll, benefits and HR compliance.
11 products ranked
- HRIS Software
Systems of record for employee data, self-service, time off and HR workflows.
20 products ranked
- Payroll Software
Software that calculates pay, withholds and files payroll taxes and pays employees.
19 products ranked
- Benefits Administration
Enrollment, eligibility and carrier connections for employee benefits.
14 products ranked
- Global HR Software
Platforms to hire, pay and manage people abroad, with or without local entities.
- Global Mobility & Relocation
Relocation, assignments and move management for employees.
Learn
- GuideEOR vs PEO
EOR vs PEO compared on legal employer status, tax liability, entity requirements, and cost structure, with a decision framework for US HR teams.
Frequently asked questions
What is an employer of record?
An employer of record is a company that legally employs your worker in a country where you have no entity. It issues the contract, runs payroll, pays taxes and provides benefits, while you manage the work. You pay a fee for the service.
EOR vs PEO: what is the difference?
A PEO co-employs workers within the United States and typically serves companies that already have a U.S. entity. An EOR is the legal employer, often abroad, where you lack an entity. The choice depends on where the worker is located.
What is the difference between an EOR and a payroll company?
A payroll company pays your employees through your own entity, so you stay the employer and need to be registered in the country. An EOR is the legal employer itself. It signs the contract, runs payroll through its own or a partner's entity, and handles local benefits and filings. Use payroll when you have an entity; use an EOR when you do not.
Is an EOR the same as a staffing agency?
No. A staffing agency finds the worker and usually supplies them for a set assignment. With an EOR, you find and choose the person, set the work and keep them long term, while the EOR is the legal employer. In some countries the law treats both as placing workers with a client, so a permit may apply.
EOR vs contractor: which should I use?
Use a contractor only if the person is genuinely independent under local law. If the person works under your direction on set hours, local law may treat them as an employee, and an EOR is safer. Ask local counsel about the specific role.
Do I need an employer of record?
You need one when you want to employ someone in a country without setting up an entity. If you have an entity there or hire a true contractor, you do not. Compare EOR fees with entity costs at your expected headcount.
Is an employer of record worth it?
It is worth it for small teams, fast starts and market tests, where an entity would cost more or take too long. At larger headcounts in one country, an entity may be cheaper. Model both with a full quote.
Do U.S. citizens abroad still pay U.S. tax if hired through an EOR?
Generally yes. The IRS taxes U.S. citizens and resident aliens on worldwide income wherever they live. An EOR handles local payroll taxes but you and the employee should confirm U.S. filing duties with a tax adviser.
Can I move employees from an EOR to my own entity later?
It is often possible when you open your own entity, but terms differ by provider and country. Read the contract for notice periods, transfer fees and how accrued leave, seniority and benefits carry over under local law. Our capability check marks which providers state that they support entity conversion.
Is using an EOR legal in every country?
Not in the same form everywhere. Some countries regulate placing an employee with another company as labor leasing. For example, Germany's Temporary Agency Work Act requires a permit for employers that lend workers to a third party. Ask the provider how it employs people in your target country and which permits it holds.
Can an employee abroad create a tax presence for my company?
It can. Tax treaties use the idea of a permanent establishment, and the OECD's 2025 update to its Model Tax Convention explains when a person working from a home in another country can create one. An EOR handles payroll taxes, but it does not remove this risk for your company. Ask a tax adviser before a senior or sales role starts.
Which employer of record (EOR) services in our ranking integrate with BambooHR?
Deel, Globalization Partners (G-P), Papaya Global, Playroll, Remote, and 2 more list BambooHR among their notable integrations, the most common connection among the 13 products in our ranking.
How we research
Ranked by the LeadChange Score, computed only from verified facts: capability coverage (30%), pricing and value (20%), integrations and API (15%), security (15%), fit and support (10%) and data confidence (10%), times a category fit. Products with too few verified facts are not scored yet and come last. Payment never changes a score or a position.
Facts, not impressions
Every input is a fact verified against vendors’ official documentation, with the date we last checked it.
Missing data is never assumed
Unverified items are left out of the score and lower its coverage; below 60% coverage a product is not scored yet.
Independent of revenue
Rankings never depend on whether a vendor pays us.
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