Employer of record and global employment providers for hiring where you have no entity
Employer of record providers employ, pay and insure people for you in countries where you have no entity; many also manage contractors and global payroll. Every company below is listed free by our editors, A–Z. Every company below is listed free by our editors, A–Z — no one pays for a position, and you can request a listing by email.
All employer of record (eor) & global employment
Free listings · A to Z · sponsor yours from $5/dayAtlas
Chicago-based global employment platform offering direct EOR, contractor (AOR), payroll and visa services.
Deel
San Francisco-based global HR platform for EOR, contractor management, global payroll and benefits.
G-P
Globalization Partners: US-based EOR, contractor payments and AI compliance tools for hiring abroad.
Multiplier
Singapore-based EOR, contractor-of-record and global payroll platform with immigration support.
Native Teams
UK-registered platform for EOR, global payroll and contractor payments through its own local entities.
Oyster
Remote-first global employment platform and B Corp offering EOR, contractor hiring and benefits advice.
Pebl
Denver-based EOR platform, formerly Velocity Global, for hiring, paying and supporting employees abroad.
Plane
US payroll, contractor payments and EOR on one platform for US-based companies; formerly Pilot.
RemoFirst
US EOR and global payroll provider with contractor payments and add-on benefits, visas and devices.
Remote
Fully remote global HR company offering EOR, contractor management, global payroll and HR software.
RemotePeople
New York-based EOR and contractor-of-record provider that also offers international recruitment and US PEO.
Rippling
San Francisco-based HR, IT and finance platform with US PEO, global payroll and EOR on one employee record.
Rivermate
Amsterdam-based EOR, contractor-of-record and visa support provider for hiring without a local entity.
Safeguard Global
US-based provider of EOR, global payroll, contractor management and entity set-up for multinationals.
WorkMotion
Berlin-born EOR and contractor management platform for hiring employees in other countries.
Not on this list yet? Getting listed is free. Email [email protected] with your name, website and a one-line description and our editors will review it. How to get listed · Listing policy.
Want the practitioner view first? Read Hiring abroad without an entity · Employer of Record explained in the Finding the Right Person hub.
What does an employer of record actually do?
An employer of record (EOR) is a company with a local legal entity that becomes the formal employer of a person you have chosen, in a country where you have no entity of your own. The EOR issues a locally compliant employment contract, registers the employee for social security, runs payroll, withholds income tax, provides mandatory benefits and handles statutory leave, sick pay and, if it comes to it, termination under local law. You still recruit the person, set the salary and direct the work.
You receive one monthly invoice that combines gross salary, employer contributions, any benefits and the provider’s service fee. Behind that invoice sit four jobs you would otherwise do yourself: payroll and tax filings, statutory and supplementary benefits, employment-law compliance (contracts, working time, leave, notice and severance) and the chain of intellectual property and confidentiality obligations that lets the work reach your company.
Most global employment platforms also sell contractor management (contracts, payments and classification checks), global payroll for your own entities, visa support and equipment provisioning.
Should you use an EOR, contractors or your own entity?
Decide per person and per country, based on how long the role will last, what the person will do and how many people you expect to hire there.
| Model | Legal employer | Typically fits | Watch out for |
|---|---|---|---|
| Independent contractor | Nobody: the person invoices you | Defined projects done by genuinely independent professionals | Misclassification tests; IP must be assigned in writing |
| Contractor management platform | Nobody, or the platform as intermediary | Many contractors across several countries | Tidier payments do not cure a misclassified relationship |
| Employer of record | The provider’s local entity | First hires, market tests and small teams per country | Permanent-establishment risk, local caps, exit and transfer fees |
| Foreign-employer payroll registration | Your company, without a local subsidiary | Small teams where the law allows it, such as the UK or Germany | Every employer duty falls on you directly |
| Own subsidiary or branch | Your local entity | Permanent teams, sales functions, roughly five to ten people or more | Set-up time, accounting, tax filings and directors |
A professional employer organisation (PEO) is often confused with an EOR. In the United States a PEO co-employs your staff to handle payroll, tax filing and benefits administration, and can give a small employer access to larger group health plans. It assumes you already have a US entity, an employer identification number and state registrations. A PEO outsources HR administration; it is not a way to hire without incorporating. Some platforms sell both, so check which model a quote covers.
What should you compare before shortlisting an EOR provider?
Country counts on a homepage say little about the service you will receive in the three or four countries you actually need. Compare providers country by country.
| Criterion | Why it matters | What to ask |
|---|---|---|
| Own entity or partner | Partner networks add a layer between you and the employee | Do you employ through your own entity in each country we need? |
| Country benefit sheets | Statutory-only packages rarely match what local candidates expect | What is included per country, and which top-ups can we add? |
| Visa sponsorship | Not every local entity is eligible to sponsor | Can you sponsor a work permit here, and who carries the obligations? |
| IP and confidentiality chain | The employee’s work must reach your company | How do employee IP assignments flow from you to us? |
| Termination and conversion terms | Exit costs are the most common surprise | How are notice and severance handled, and what are exit and transfer fees? |
| Contractor and payroll modules | Mixed teams are easier to run on one system | Can contractors and own-entity payroll sit on the same platform? |
| Data protection and security | Payroll and identity data are highly sensitive | Where is data hosted, which sub-processors are used and what certifications apply? |
How are EOR services priced?
The usual model is a flat monthly fee per employee, charged on top of gross salary and employer contributions. Some providers price as a percentage of salary instead, and many set higher fees in countries with complex payroll or benefits. Annual commitments or volume can lower the rate. Contractor management is typically charged per active contractor per month, and global payroll for your own entities per employee per month.
The fee is only part of the total cost. Security deposits of one to three months of employment cost are common, and there may be onboarding fees, supplementary benefit premiums, visa and relocation charges, equipment, currency-conversion margins, offboarding fees and a transfer fee when you move people to your own entity.
Ask each provider for a full employment-cost estimate for a real role, then model the EOR against your own entity at three, five and ten employees per country.
What risks remain when you use an EOR?
An EOR removes the need for an entity, not every risk. Permanent establishment is the main one: a taxable presence can arise from what a person does for you, regardless of who employs them. Someone who habitually negotiates or concludes contracts with local customers can create a permanent establishment even through an EOR. The OECD’s 2025 commentary on home offices adds a working-time test for remote staff. Take tax advice before hiring sales or business-development roles abroad.
Misclassification is the second risk. Long, exclusive, full-time contractor arrangements are the ones most often reclassified, with back contributions and penalties to follow. Moving such people into EOR employment is often the cleanest fix.
Finally, plan the exit before you sign. Notice periods and severance apply under an EOR just as under direct employment. When you open your own entity, employees need new contracts, recognised continuity of service, matched benefits and a secure transfer of payroll records. Agree conversion terms and any transfer fee at the outset.
Frequently asked questions
What is the difference between an EOR and a PEO?
An EOR is the sole legal employer through its own local entity, so you need no entity in the country. A PEO, mainly a US model, co-employs staff alongside your company and handles payroll and benefits administration, but it requires your own US entity and registrations first.
Who owns the intellectual property created by an EOR employee?
The employee’s contract is with the EOR, so rights usually pass first to the provider and then to you under the service agreement. Check that both documents contain express assignment, confidentiality and moral-rights clauses that work under local law.
Can an EOR sponsor a work visa?
Sometimes. Sponsorship is possible only where the provider’s local entity is eligible, and some providers do not sponsor at all. Confirm capability, timelines and who carries the sponsor’s obligations before you make an offer.
Can we move EOR employees to our own entity later?
Yes, and many companies plan for it. The move needs new employment contracts, recognition of prior service where required, matching benefits and a payroll handover. Agree the transfer process and any conversion fee in the original contract.
How this directory is compiled
Every company on this page was added by our editors from publicly available information: the company name, what it does in one line, and a link to its own site. No company paid to be listed, none was asked for approval, and inclusion here is not a recommendation — it is a starting point for a shortlist you should verify yourself.
No position on this page can be bought: the list is always alphabetical and every entry is free. Advertising on kurums.com appears only in clearly labelled ad units, separate from the listings, and has no influence on our editorial guides or on the Kurums Trust badges, which are earned against published criteria and are never for sale.
Plans, features and availability change often in this category, so vendor descriptions here are kept short and factual. Check each provider's own site before you decide, and treat any directory — including this one — as a list of candidates rather than an answer.
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