Top Employer of Record Services Compared
Our HR technology experts have thoroughly evaluated and compared the leading EOR providers for this March 2025 update, focusing on pricing, global coverage, compliance features, and user experience.
Employer of Record (EOR) services let you hire globally without establishing foreign entities. Our 2025 guide compares top providers, evaluating pricing, compliance features, and global coverage across 150+ countries. Find the ideal EOR solution for your international team expansion.
Our Top 9 Employer of Record Services (EOR) for Global Hiring in 2025
- 1Deel — Best for fast-growing companies hiring globally across multiple regions with built-in payments and localized contracts in 150+ countries.
- 2Remote — Best for companies prioritizing user experience with extensive global coverage (180+ countries) and legal entities in 80+ countries.
- 3Multiplier — Best for small to mid-sized businesses expanding globally with limited HR resources and simplified compliance in 150+ countries.
- 4Omnipresent — Best for companies hiring employees in multiple countries needing comprehensive compliance support and local expertise in 160+ countries.
- 5Papaya Global — Best for enterprise organizations with complex global workforce management needs and advanced analytics requirements in 160+ countries.
- 6Justworks — Best for US-based businesses seeking comprehensive domestic HR and compliance support with health insurance benefits and payroll solutions.
- 7Remofirst — Best for budget-conscious startups and small businesses making their first international hires with transparent pricing in 150+ countries.
- 8Skuad — Best for tech companies seeking API-driven, developer-friendly global employment solutions with payroll automation in 160+ countries.
- 9Velocity Global — Best for large enterprises requiring high-touch professional services alongside global employment with immigration support in 185+ countries.
An in-depth comparison of the leading Employer of Record (EOR) providers to help you hire, pay, and manage employees globally without setting up legal entities in each country.
Selection Criteria
Our selection and rating of Employer of Record (EOR) providers is based on the following criteria:
Pricing
$ = Budget (Under $500/employee/mo)
$$ = Mid-range ($500-800/employee/mo)
$$$ = Premium ($800-1200/employee/mo)
$$$$ = Enterprise (Custom pricing)
User Rating
Based on verified reviews across G2, Capterra, and SoftwareAdvice platforms. Rating out of 5.
Usability
Ease of use rating based on user interface design, implementation complexity, and administrative burden.
Company Size
The ideal organization size where the solution performs best based on features, scalability, and pricing.
1. Deel
- Built-in payments and localized contracts
- Compliance with local tax and labor laws
- Automated payroll across 120+ currencies
- Strong API and integrations ecosystem
- Employee onboarding and management
- Global contractor payments
- Premium pricing may be high for small businesses
- Some features limited to higher-tier plans
- Newer entrant compared to traditional providers
- Support response times can vary by region
2. Justworks
- Full-service payroll and compliance
- Health insurance and benefits administration
- Time tracking and PTO management
- US-centric with strong domestic compliance
- 24/7 customer support
- Intuitive employee self-service
- Limited international capabilities
- Primarily focused on US market
- Can be expensive as team grows
- Limited custom reporting options
3. Multiplier
- Automated global payroll and compliance
- Contract management and e-signatures
- Localized benefits packages
- Self-service onboarding for employees
- Multi-currency payment options
- Expense management
- Newer platform with less market history
- Certain regions have more limited support
- Limited integrations compared to alternatives
- Interface can be complex for beginners
4. Omnipresent
- Global benefits administration
- Local compliance expertise
- Streamlined onboarding workflows
- HR support in multiple languages
- Global payroll management
- Legal entity infrastructure
- Higher price point for smaller teams
- Some regions may have longer implementation times
- Additional fees for certain services
- Mobile experience less robust than desktop
5. Papaya Global
- Unified global workforce management
- Automated payroll across currencies
- Extensive compliance knowledge base
- Advanced workforce analytics
- Tax and benefits administration
- Employee equity management
- Enterprise-level pricing may be prohibitive for small businesses
- Complex implementation for full feature utilization
- More suited for larger organizations
- Steeper learning curve for administrators
6. Remote
- Legal entities in 80+ countries
- Localized employment contracts
- Global benefits management
- Competitive pricing structure
- IP protection and invention rights
- Visa and immigration support
- Newer provider compared to traditional solutions
- Customer support response times can vary
- Some advanced features only on higher tiers
- Limited reporting customization
7. Remofirst
- Budget-friendly global employment
- Simplified contractor management
- Basic compliance tools
- Fast onboarding process
- Transparent pricing
- Direct employment in key markets
- Fewer advanced features than premium providers
- Limited customer support hours
- Smaller team with less market presence
- Fewer integrations with third-party tools
8. Skuad
- Global payroll automation
- API-first platform approach
- Country-specific employment policies
- Multi-currency payment options
- Contractor and employee management
- Global benefits administration
- Growing but still building market presence
- Some features in development
- API documentation needs improvement
- Limited localization in some regions
9. Velocity Global
- Comprehensive global workforce solutions
- White-glove service approach
- Immigration support services
- Advanced compliance management
- M&A and entity acquisition assistance
- Global entity establishment
- Premium pricing model
- Less automated than newer tech-focused providers
- Implementation can take longer
- Platform less intuitive than newer solutions
How to Choose the Right Employer of Record Provider
Define Your Global Hiring Strategy
Start by clarifying which countries you plan to hire in, both immediately and in the near future. Consider your growth timeline, budget constraints, and whether you need full-time employees or contractors. Different EOR providers have varying strengths in different regions, so matching your target markets with a provider's established presence is crucial for smooth operations.
Evaluate Compliance Expertise
Compliance is the primary reason to use an EOR service. Assess how the provider handles local employment laws, tax regulations, and benefits requirements in your countries of interest. Look for providers with owned legal entities (rather than partners) in key markets, robust compliance documentation, and a proven track record of adapting to regulatory changes.
Consider the Employee Experience
Your international employees will interact directly with the EOR platform and support team. Evaluate the onboarding process, employee self-service capabilities, and the overall user experience. The best EOR providers offer localized support, transparent payment processing, and comprehensive benefits that make remote employees feel valued despite geographic distance from headquarters.
Analyze Total Cost Structure
Beyond the base per-employee fee, understand the full cost implications. Look for hidden charges related to implementation, currency exchange, benefits administration, and termination processes. Some providers offer transparent all-inclusive pricing, while others have a more complex fee structure. Calculate the total cost of employment across different providers based on your specific hiring scenarios.
Frequently Asked Questions About Employer of Record Services
What is an employer of record in the US?
An Employer of Record (EOR) in the US is a third-party organization that takes on the legal and administrative responsibilities of employing workers on behalf of another company. The EOR becomes the official employer for tax, compliance, and legal purposes, handling payroll processing, benefits administration, tax filing, and ensuring compliance with federal, state, and local employment laws. This arrangement allows businesses to hire employees in states or countries where they don't have a legal entity, significantly reducing compliance risks and administrative burdens.
What is the best employer of record?
The best employer of record depends on your specific business needs, global reach requirements, and budget. Based on our comparison, Remote stands out for its extensive global coverage (180+ countries) and excellent platform usability (4.7/5). For US-focused operations, Justworks offers comprehensive domestic compliance features. Companies seeking advanced analytics might prefer Papaya Global, while businesses with budget constraints could consider Remofirst. We recommend evaluating providers based on the countries you need to hire in, integration capabilities with your existing systems, and the level of support required for your global workforce strategy.
Who are the largest employers of record?
The largest employers of record in terms of global reach and market presence include Velocity Global (operating in 185+ countries), Remote (180+ countries), Papaya Global and Omnipresent (both covering 160+ countries). These providers have established extensive networks of legal entities worldwide, allowing them to offer compliant employment solutions across multiple jurisdictions. The EOR market has seen significant growth and consolidation in recent years, with many providers securing substantial funding to expand their global footprint and enhance their technological capabilities to better serve multinational clients and organizations embracing remote work.
What is the employment record in the US?
In the US, an employment record (sometimes called an employment file or personnel record) is a comprehensive documentation of an employee's work history with a company. It typically includes personal information, employment applications, resumes, offer letters, signed employment contracts, I-9 and W-4 forms, performance evaluations, disciplinary actions, promotions, transfers, training records, and termination documentation. Under federal law (specifically FLSA, ADEA, ADA, and Title VII), employers must maintain certain employment records for specified periods, generally 1-3 years. Additionally, each state may have different requirements regarding employee access to these records and retention periods.
What is the difference between a PEO and an EOR?
The main difference between a Professional Employer Organization (PEO) and an Employer of Record (EOR) is the employment relationship structure. A PEO operates on a co-employment model where both the PEO and client company share employer responsibilities; the client company maintains day-to-day control over employees while the PEO handles HR functions. PEOs typically require companies to have a legal entity in the country of operation. In contrast, an EOR becomes the sole legal employer, taking full responsibility for employment compliance, payroll, and taxes. EORs enable companies to hire in countries without establishing a legal entity, making them ideal for international expansion and remote hiring strategies.
What is the employment record in the UK?
In the UK, an employment record contains documentation related to an employee's work history with an organization. UK employers are legally required to maintain specific records under various regulations, including the Employment Rights Act 1996 and the Data Protection Act 2018. These records typically include personal details, employment contracts, pay records, working time documentation, leave records, tax information, and National Insurance contributions. The GDPR and UK data protection laws require that employee data be kept secure, processed fairly, and retained only as long as necessary. Most employment records must be kept for at least 3-6 years after employment ends, while payroll and tax records must be kept for at least 3 years from the end of the tax year.
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