Hiring the best person for the job shouldn’t be limited by geography. As more companies compete for top talent, building a global team is no longer a luxury, it’s a strategic advantage. But international expansion comes with major hurdles, from complex local labor laws to setting up foreign bank accounts and payroll. This is where Employer of Record (EOR) service providers become essential partners, allowing you to hire talent anywhere, compliantly and quickly, without setting up a local legal entity.

What is an Employer of Record (EOR) and How Does It Work?

An Employer of Record, or EOR, is a third party organization that legally hires employees on your company’s behalf in another country. Think of them as your international HR department. While you manage your employee’s day to day tasks, projects, and performance, the EOR handles all the legal and administrative responsibilities of employment.

This includes:

• Running payroll in local currency.
• Withholding and paying all required taxes.
• Administering statutory benefits like health insurance and pensions.
• Ensuring employment contracts comply with local labor laws.
• Managing onboarding and offboarding according to local regulations.

Essentially, the EOR is the registered, legal employer, assuming the risks and liabilities of international employment so you can focus on growing your business.

Benefits and Limitations of Using an EOR

Using EOR service providers offers a powerful shortcut to global expansion, but it’s important to understand both the advantages and the tradeoffs.

Key Benefits

• Fast Market Entry: The most significant advantage is speed. Setting up a foreign legal entity can take months and cost tens of thousands of dollars. With an EOR, you can legally onboard new employees in a new country in a matter of days. For example, one startup built a full engineering team in under five weeks.
• Reduced Costs: You avoid the steep upfront costs of entity registration, legal consultations, and opening foreign bank accounts. Annual operational costs for a legal entity can exceed $50,000, a cost that an EOR helps you avoid.
• Compliance Guaranteed: Navigating the maze of international labor laws is a massive challenge. EOR service providers have local experts who ensure you are fully compliant with payroll taxes, benefits, and termination requirements, mitigating the risk of heavy fines and legal trouble. In fact, 65% of companies use EORs primarily to reduce regulatory and compliance risks.
• Access to Global Talent: An EOR allows you to tap into a vast pool of skilled professionals without geographical limits. This is a huge competitive edge for startups and tech companies looking for specialized skills.

Potential Limitations

• Indirect Employer Relationship: Because the EOR is the legal employer, employees’ contracts and pay stubs will carry the EOR’s name. It’s crucial to find a partner that prioritizes a positive employee experience to ensure your team feels connected to your company’s culture.
• Limited Control Over Benefits: While EORs provide statutory benefits, the specific packages are managed by them. Companies that want to offer highly customized or uniform global benefits packages might find this restrictive.
• Dependency on a Third Party: Your ability to compliantly employ staff in a country is tied to your EOR provider. Choosing a reputable and stable partner is critical for long term success.

Costs and Pricing for EOR Services

The cost of working with EOR service providers varies, but most fall into two common pricing models. Understanding them helps you budget effectively and avoid hidden fees.

• Flat Monthly Fee: This is the most transparent and popular model. The provider charges a fixed fee per employee, per month. This makes costs predictable and easy to manage. For example, some modern platforms like Bolto offer a clear flat rate like $599 per employee, which simplifies budgeting for startups and growing companies.
• Percentage of Salary: Some providers charge a percentage of the employee’s gross salary, often between 10% and 20%. This model can be effective, but costs will scale directly with salary increases and can sometimes be less predictable than a flat fee.

Be sure to ask potential EOR service providers about any additional costs, such as setup fees, offboarding charges, or currency exchange markups. The best partners offer clear, all inclusive pricing.

How to Choose the Right EOR Provider

Selecting the right EOR partner is a strategic decision. With the global EOR market projected to grow significantly, reaching over $10 billion by 2035, more providers are entering the space. Here are key criteria to consider when evaluating your options:

Selection Criteria for Your Business

1. Country Coverage and Expertise: Does the provider have a strong legal presence and deep expertise in the countries where you want to hire? Some EORs own their own local entities, while others use a partner network. Owned entities often provide more control and consistency.
2. Platform and Technology: A modern, user friendly platform can save significant time on onboarding, payroll, and reporting. Look for providers that integrate with your existing HR systems. An all in one platform that unifies recruiting, EOR, and payroll, like the one offered by Bolto, can eliminate fragmented toolchains.
3. Transparent Pricing: Demand clarity. A good provider will have a simple, transparent fee structure without hidden charges. Ask for a full breakdown of costs before signing a contract.
4. Quality of Support: When an issue arises, you need responsive, expert support. Does the provider offer a dedicated account manager or just a generic support ticket system? For startups, founder led support can be a game changer.
5. Employee Experience: How will the EOR treat your employees? A good partner ensures a smooth onboarding process, timely pay, and access to quality benefits, reflecting positively on you as the managing employer.
6. Scalability: Choose a provider that can grow with you. They should be able to support you as you scale from one international hire to dozens across multiple countries.

Trends in EOR Services

The EOR industry is evolving rapidly to meet the demands of a globalized workforce.

• Integrated Platforms: The market is shifting away from single service providers toward all in one platforms. Companies increasingly want a single system to recruit, hire, pay, and manage their entire global team. For a deeper comparison of payroll options, read our guide to best global payroll services. More than 60% of EOR vendors had rebuilt their platforms as SaaS solutions by late 2024 to enable this integration.
• AI and Automation: Artificial intelligence is streamlining EOR services, from generating compliant employment contracts to automating payroll and onboarding. Nearly half of providers are already embedding AI for tasks like contract analysis and benefits modeling.
• Expansion into Emerging Markets: EOR service providers are rapidly expanding their footprint in high growth regions like Southeast Asia, Latin America, and Eastern Europe, which are becoming hubs for skilled tech talent.
• Focus on Startups and SMBs: While traditionally used by large enterprises, EORs are now essential for startups and small to medium sized businesses. They provide the infrastructure to compete for global talent without the massive overhead.

Top 15 EOR Service Providers

Now that you understand the key factors to consider when selecting an Employer of Record, it’s time to explore the leading providers in the market. The following 15 companies have established themselves as industry leaders through their comprehensive service offerings, extensive global reach, and commitment to customer support. This curated list will help you navigate your options and identify the EOR partner best suited to facilitate your global expansion goals.

1. Bolto

Bolto bundles EOR, contractor management, and global payroll into one streamlined platform built for US startups and SMBs that value speed and price clarity. It shines for teams scaling engineering hires in India and Latin America, with broad reach that likely leans on a partner-led EOR model, so it’s smart to confirm specifics for Eastern Europe if that’s on your roadmap.

Snapshot

• Best for: US startups and SMBs wanting integrated recruiting, EOR, and payroll
• Coverage/key regions: 150+ countries; strong in India and LatAm
• EOR model: Not disclosed (likely partner-led)
• Starting EOR price: From $599/month
• Onboarding time: A few days
• Minimum commitment / setup fees: No hidden fees advertised

Standout Capabilities

• Global EOR with localized contracts, payroll, and benefits
• Contractor management with multi-currency payouts and compliance
• US payroll and PEO alongside global employment for a single system of record
• Consolidated multi-country payroll if you own entities
• Integrations with major HR and accounting systems
• Lightweight HRIS for records, PTO, and essentials

Pros

• Transparent, published starting prices
• Onboarding measured in days
• Practical fit for India and Latin America hiring

Cons

• Partner reliance may introduce variability by country
• Newer vendor with a shorter compliance track record
• Limited public detail on integrations

2. Deel

Deel is a category leader for hiring employees and contractors without local entities, combining wide coverage with a largely direct EOR footprint. It’s built for speed, making it a go-to for startups through enterprise, especially US teams adding engineers across India, Latin America, and Eastern Europe.

Snapshot

• Best for: Startups to enterprise teams hiring globally
• Coverage/key regions: 150+ countries (100+ with owned entities)
• EOR model: Mainly direct via owned entities
• Starting EOR price: From $599/employee/month
• Onboarding time: From 1 business day
• Minimum commitment / setup fees: None; month-to-month

Standout Capabilities

• Direct EOR in 100+ countries with automated compliance and localized contracts
• Unified experience for EOR employees and international contractors
• In-house immigration with case tracking
• IP protection and misclassification guidance embedded in workflows
• Integrations with leading ATS/HRIS/accounting tools
• Analytics, cost calculators, and optional device management

Pros

• Large direct-entity footprint for consistency
• Transparent starting prices; flexible terms
• Fast onboarding plus strong immigration support

Cons

• Partner coverage in select markets
• Timelines vary by country complexity
• Terminations often require 30-day notice

3. Remote

Remote runs on fully owned entities for most markets, giving companies faster onboarding and tighter control over compliance and IP. It’s a strong pick for startups and mid-market teams scaling quickly across India, LatAm, and Eastern Europe, without sacrificing transparency.

Snapshot

• Best for: Startups and mid-market teams prioritizing speed and transparent pricing
• Coverage/key regions: EOR in 90+ countries; strong in India & LatAm
• EOR model: Owned entities
• Starting EOR price: $599/employee/month (annual plan)
• Onboarding time: ~3 working days
• Minimum commitment / setup fees: None

Standout Capabilities

• Local payroll and benefits administration in-country
• Contractor management with multi-currency payments and guardrails
• Compliance automation with proactive legal updates and localized contracts
• Immigration support for select country moves
• Integrations with Workday, Greenhouse, BambooHR, NetSuite, QuickBooks
• In-app cost calculator, variance reports, and market salary data

Pros

• Direct entities speed up and standardize onboarding
• Strong IP protection framework
• Clear pricing with no setup fees

Cons

• Country-specific pricing can exceed base rate
• Immigration support limited to select lanes
• Live support is 24/5, not 24/7

4. G-P (Globalization Partners)

G-P pioneered global EOR and is engineered for companies that need rigor and in-country expertise at scale. With a hybrid of owned entities and partners, it serves US teams hiring engineers across India, LatAm, and Eastern Europe with an emphasis on compliance and enterprise-grade support.

Snapshot

• Best for: Mid-market and enterprise needing compliance-first EOR
• Coverage/key regions: 180+ countries; strong in India, LatAm, Eastern Europe
• EOR model: Hybrid (owned entities + partners)
• Starting EOR price: Pricing by quote
• Onboarding time: A few days to two weeks
• Minimum commitment / setup fees: Varies by quote

Standout Capabilities

• Global payroll, localized benefits, equity handling, and consolidated invoicing
• Contractor management in 190+ markets
• AI-driven compliance, localized contracts, and IP protection
• Immigration sponsorship and renewals as legal employer
• Integrations with systems like Workday, BambooHR, UKG
• Robust reporting for cost and workforce oversight

Pros

• Expansive footprint with deep compliance expertise
• 24/7 support and enterprise integrations
• Strong IP and policy controls

Cons

• Quote-based pricing slows comparisons
• Onboarding varies by country nuance
• Hybrid model means partner reliance in select markets

5. Velocity Global

Velocity Global supports fast, compliant hiring through EOR, contractor management, and payroll in 185+ countries. US companies scaling engineering teams in India, LatAm, and Eastern Europe get broad reach, high-touch support, and a hybrid model that balances owned entities with vetted partners.

Snapshot

• Best for: Startups to enterprises needing hands-on compliance and immigration
• Coverage/key regions: 185+ countries, including India, LatAm, Eastern Europe
• EOR model: Hybrid (owned entities + partners)
• Starting EOR price: From $599/employee/month (quote-based)
• Onboarding time: As little as 48 hours
• Minimum commitment / setup fees: None; setup fees may be waived

Standout Capabilities

• EOR with strong compliance (ISO 27001, SOC 2) and IP protection
• Contractor management with localized contracts and conversion paths
• Immigration and visa support for hires and relocations
• Integrations with Greenhouse, BambooHR, Workday
• Global cost calculator to forecast total employment expense

Pros

• Wide coverage and quick starts
• Strong compliance and IP safeguards
• Mature integrations ease HR ops

Cons

• Hybrid model can introduce variability
• Quote-based pricing differs by market
• Fast onboarding not guaranteed for complex cases

6. Papaya Global

Papaya Global unifies payroll, payments, and EOR into a single platform designed for complex, multi-country teams. For US companies hiring engineers in India, LatAm, and Eastern Europe, its payments reliability and hybrid EOR footprint make global scaling more predictable.

Snapshot

• Best for: Mid-market to enterprise needing unified payroll, payments, SLAs
• Coverage/key regions: 160+ countries
• EOR model: Hybrid (owned entities + partners)
• Starting EOR price: From $599/employee/month
• Onboarding time: Starts within weeks
• Minimum commitment / setup fees: No deposit required for EOR

Standout Capabilities

• Unified payroll plus regulated payments wallet for reliable, same-day delivery
• Contractor management with AI-driven onboarding and classification
• Compliance engine with localized contracts and immigration support
• Integrations with Workday, NetSuite, and leading HRIS/ATS tools
• Real-time BI for workforce and contingent spend

Pros

• Payments infrastructure reduces payroll risk
• Broad coverage with owned depth in key markets
• Fast, robust integrations

Cons

• Final pricing often requires a quote
• Service can vary in partner-covered countries

7. Oyster HR

Oyster HR packages EOR and contractor management for companies that want clear pricing and fast hiring, without the headache of local entities. Its hybrid Direct+ model blends owned entities and partners, a solid option for US startups and mid-market teams hiring engineers across India, LatAm, and Eastern Europe.

Snapshot

• Best for: Startups and mid-market US teams scaling distributed engineering
• Coverage/key regions: 120+ EOR countries; strong in India/LatAm/Eastern Europe
• EOR model: Hybrid (owned entities + partners)
• Starting EOR price: $699/employee/month
• Onboarding time: As fast as 48 hours
• Minimum commitment / setup fees: None; refundable security deposit required

Standout Capabilities

• Global payroll across 140+ currencies with localized benefits
• Contractor management and payments in 180+ countries
• Compliance automation with IP protection and liability coverage
• Immigration and visa support in 60+ countries via experts
• Integrations with BambooHR, Greenhouse, NetSuite, and more

Pros

• Transparent pricing with rapid onboarding
• Broad, practical coverage in key engineering regions
• Strong integrations across HR and finance

Cons

• Partner reliance in parts of the network
• EOR footprint smaller than total platform coverage
• Requires a refundable security deposit

8. Omnipresent

Omnipresent focuses on compliance, service, and global scale, making it well-suited to VC-backed startups and mid-market US companies hiring in India, LatAm, and Eastern Europe. Its hybrid approach pairs owned entities in key markets with partners elsewhere, plus a VEO option for complex EU jurisdictions.

Snapshot

• Best for: Startups and mid-market needing compliance-first global hiring
• Coverage/key regions: 160+ countries; strong in Mexico, Brazil, Poland
• EOR model: Hybrid (owned entities + partners); VEO in EU
• Starting EOR price: From $599/employee/month
• Onboarding time: Typically 1 to 3 weeks
• Minimum commitment / setup fees: One-time setup fee and refundable deposit

Standout Capabilities

• EOR, Contractor, and PEO (US/UK) under one roof
• Localized contracts with full IP protection; SOC 2 compliance
• Contractor management with KYC and misclassification protection
• Dedicated immigration support in 50+ countries
• Native integrations with BambooHR, NetSuite, and more
• Cost calculators and consolidated invoicing

Pros

• Broad coverage with a pragmatic hybrid footprint
• Strong compliance posture and white-glove service
• Solid integrations for HR and finance

Cons

• Higher total cost due to setup/deposit fees
• Partner reliance can create process differences

9. Atlas HXM

Atlas HXM operates a direct EOR model across 160+ countries, pairing local expertise with transparent pricing: an appealing mix for compliance-focused startups and mid-market/enterprise teams. US companies hiring engineers in India, LatAm, and Eastern Europe benefit from in-country support and predictable onboarding.

Snapshot

• Best for: Mid-market & enterprise; compliance-focused startups
• Coverage/key regions: 160+ countries (India, LatAm, Eastern Europe)
• EOR model: Direct (owned entities)
• Starting EOR price: From $599/employee/month
• Onboarding time: As fast as two weeks
• Minimum commitment / setup fees: Confirm with sales

Standout Capabilities

• Direct EOR with in-country HR experts and 24-hour human support
• Unified payroll for employees and contractors with FX and expenses
• End-to-end immigration and sponsorship in 100+ countries
• Global salary and total cost calculators
• ISO 27001-certified security controls

Pros

• Direct entities reduce third-party risk
• Published base pricing with itemization
• Consistent, compliant onboarding and support

Cons

• Starting price may exceed low-cost alternatives
• Integration details aren’t deeply public
• Minimum terms not clearly published

10. Multiplier

Multiplier offers fast, flat-rate global hiring across 150+ countries and leans on 100+ owned entities to keep onboarding smooth. It’s a smart choice for US startups and mid-market teams adding engineers in India, LatAm, and Eastern Europe without wrangling multiple vendors.

Snapshot

• Best for: Startups & mid-market valuing flat pricing and speed
• Coverage/key regions: 150+ countries (APAC, LatAm, Europe)
• EOR model: Hybrid (100+ owned entities + partners)
• Starting EOR price: $400/employee/month
• Onboarding time: 48–72 hours
• Minimum commitment / setup fees: None

Standout Capabilities

• Global payroll and benefits built on a large direct-entity base
• Contractor management with multi-currency payments and risk controls
• Automated compliance with localized contracts and IP protection
• In-house immigration across 140+ countries
• Integrations with BambooHR, QuickBooks, plus API
• Unified analytics and single, consolidated invoice

Pros

• Clear, flat pricing and no minimums
• Fast onboarding in key regions
• All-in-one platform for EOR, contractors, and payroll

Cons

• Not every market is direct; some partner coverage
• Support is 24/5, not round-the-clock
• Flat fees may not always be the lowest option

11. Safeguard Global

Safeguard Global brings deep in-country expertise to EOR, making it a dependable option for US startups and mid-market firms operating in 187 countries. Its hybrid footprint (including owned entities in key hubs) supports engineering hiring across India, LatAm, and Eastern Europe with white-glove guidance.

Snapshot

• Best for: SMB/mid-market & enterprise needing high-touch support
• Coverage/key regions: 187 countries; strong in India, LatAm, Eastern Europe
• EOR model: Hybrid (70+ owned entities)
• Starting EOR price: From $499/employee/month; pricing by quote
• Onboarding time: 2 days to 2 weeks
• Minimum commitment / setup fees: Provided by quote

Standout Capabilities

• Localized contracts, payroll, and benefits with on-the-ground HR support
• Contractor payments in 187 countries with transparent tiers
• Compliance controls aligned to GDPR/SOC standards
• Employer-sponsored visa and immigration guidance
• EOR-vs-Entity cost calculator for planning

Pros

• Extensive coverage with owned entities in key markets
• Onboarding commonly completes within two weeks
• Mature analytics and cost modeling

Cons

• Pricing not fully transparent online
• Partner reliance in some markets

12. Shield GEO

Now part of Velocity Global (Pebl), Shield GEO remains a compliance-first EOR option with hands-on support. It’s well-suited to US startups and SMBs hiring engineers in India, LatAm, and Eastern Europe, using a hybrid model to maintain breadth without sacrificing guidance.

Snapshot

• Best for: Startups/SMBs needing high-touch compliance support
• Coverage/key regions: 185+ countries
• EOR model: Hybrid (owned entities + partners)
• Starting EOR price: $599/employee/month
• Onboarding time: As little as 48 hours
• Minimum commitment / setup fees: None; no long-term commitments

Standout Capabilities

• Compliant global payroll and benefits with support from 240+ in-country experts
• Contractor onboarding, classification, and payments
• Compliance automation with SOC 2/ISO and IP-safe contracts
• In-house and partner-led immigration where available
• Integrations with Greenhouse, BambooHR, and more

Pros

• Transparent pricing and quick starts
• Coverage across 185+ countries
• Strong integrations and expert support

Cons

• Hybrid network can produce uneven experiences
• Onboarding speed varies by jurisdiction
• Visa sponsorship availability is case-by-case

13. Skuad

Skuad delivers cost-conscious global hiring for startups and SMBs, operating a hybrid EOR model strengthened by its Payoneer acquisition. For US teams expanding engineering headcount in India, LatAm, and Eastern Europe, it pairs fast onboarding with improved cross-border payments.

Snapshot

• Best for: Cost-sensitive startups and SMBs hiring globally
• Coverage/key regions: 160+ countries
• EOR model: Hybrid (local partners + some owned entities)
• Starting EOR price: From $199/employee/month
• Onboarding time: As fast as 24 hours
• Minimum commitment / setup fees: None

Standout Capabilities

• Global payroll in 70 currencies with localized benefits
• Contractor management with automated invoicing and payouts
• Localized contracts with IP and compliance protections
• Immigration and visa support where applicable
• Integrations with HRIS/accounting, including QuickBooks Online
• Single invoice and cost calculators for planning

Pros

• Very competitive entry pricing
• Fast onboarding in priority regions
• Strong payments stack post-Payoneer

Cons

• Partner reliance can affect consistency
• Country-level EOR prices may exceed the floor
• Support is 24x5 without public SLA guarantees

14. WorkMotion

WorkMotion is built for compliant hiring with European strength, offering EOR, direct employment, and contractor management. US and EU-based SMBs and mid-market teams get exceptionally fast onboarding in Europe via owned entities, plus partner reach for India and LatAm.

Snapshot

• Best for: SMBs and mid-market firms prioritizing Europe
• Coverage/key regions: 160+ countries; strong European footprint
• EOR model: Hybrid (owned in EU, partners elsewhere)
• Starting EOR price: From €499/employee/month
• Onboarding time: Contract generation in minutes
• Minimum commitment / setup fees: None

Standout Capabilities

• Payroll and benefits administration with measurable service quality
• Full contractor lifecycle with multi-currency payments
• Compliance automation with IEC Gold Certification and IP protection
• Guided onboarding, instant contract generation, and offboarding tools
• Integrations with Personio, BambooHR, HiBob, Workday
• Cost visibility with net salary calculators

Pros

• Transparent pricing and no setup fees
• Lightning-fast onboarding in Europe
• Strong compliance and data security focus

Cons

• Partner reliance outside core EU markets
• Final pricing can vary by currency/verification
• Immigration handled via external specialists

15. Playroll

Playroll combines transparent pricing with fast, multi-country onboarding, serving startups and SMBs as well as mid-market teams that need dedicated support. For US companies hiring engineers, owned-entity presence across India, LatAm, and Europe means localized compliance without slowing down growth.

Snapshot

• Best for: Startups and SMBs prioritizing speed and price clarity
• Coverage/key regions: 180+ countries; strong in India, LatAm, EMEA
• EOR model: Owned entities
• Starting EOR price: From $399/employee/month
• Onboarding time: 2 to 5 days
• Minimum commitment / setup fees: None; refundable security deposit required

Standout Capabilities

• Local payroll with statutory deductions and premium benefits options
• Contractor onboarding and multi-currency payments
• SOC 2 and GDPR compliance with built-in IP protection
• In-house immigration and visa support in 40+ countries
• Integrations with BambooHR and HiBob, plus open API
• Global analytics, cost calculators, salary benchmarks

Pros

• Competitive, transparent pricing with no setup fees
• Fast onboarding ideal for rapid team expansion
• Strong on-the-ground support in key hubs

Cons

• Refundable deposit adds upfront cost
• No public, detailed entity-by-country list
• Reporting customization could go deeper

Conclusion: Picking the Best Fit EOR for Your Growth Plan

Choosing from the many EOR service providers is a critical step in your global expansion strategy. The right partner does more than just process payroll; they act as a strategic enabler, allowing you to access top talent anywhere in the world, reduce administrative burdens, and scale your team with speed and confidence.

By prioritizing transparent pricing, robust compliance, excellent support, and an integrated platform, you can find an EOR that aligns with your company’s goals. For startups and growing companies looking to hire software engineers and build a global team efficiently, an all in one solution is often the smartest path forward.

Ready to build your global team without the complexity? Learn how an integrated platform can help you recruit, hire, and pay talent worldwide by visiting Bolto.

Frequently Asked Questions (FAQ)

What is the main difference between an EOR and a PEO?

An Employer of Record (EOR) legally employs workers on your behalf in countries where you don’t have a legal entity. A Professional Employer Organization (PEO) co employs your workers in countries where you do have a legal entity, bundling HR services for your existing employees.

How quickly can I hire someone using an EOR?

The timeline can be incredibly fast. While traditional international hiring can take months, hiring through an EOR can often be completed in days to a few weeks, once all documents are submitted. Some EOR providers can onboard a new employee in as little as 72 hours.

Are EOR service providers only for large corporations?

Not at all. EOR services are increasingly vital for startups and small to medium sized businesses. They level the playing field, allowing smaller companies to hire the best global talent without the high cost and complexity of setting up foreign entities.

What happens when an employee’s contract ends with an EOR?

The EOR manages the entire offboarding process in full compliance with local labor laws. This includes final payroll, termination paperwork, and ensuring all legal notice periods and severance requirements are met, protecting you from wrongful termination claims.

Can I use EOR service providers to pay international contractors?

Many EOR providers also offer contractor management services. This allows you to pay both full time employees and international contractors through a single platform, ensuring compliance and simplifying payments across your entire global workforce. If you’re deciding between hiring employees or contractors in specific countries, see our guide on employees vs contractors in India.

How do EOR service providers handle different local labor laws?

Expertise in local laws is a core function of an EOR. They employ local HR and legal experts who constantly monitor changes in regulations related to employment contracts, working hours, termination, paid leave, and mandatory benefits to ensure your company remains compliant.