EOR service providers

Advertised prices, verified

How to choose an EOR provider, step by step

1. Start from the countries, not the brand. List every country where you expect to employ in the next year or two. Provider coverage is uneven: a vendor that is excellent in Western Europe may serve Southeast Asia through partners with a different service standard. Shortlist only providers that cover your actual map.
2. Ask who the legal employer is in each country. The single most consequential difference between providers is owned entity versus partner entity. With an owned entity, your contract, your data and your escalation path stay inside one company. With a partner model, a third party you never chose holds the employment; ask for the entity name per country in writing.
3. Verify the price on the vendor's own page. Advertised EOR prices are starting tiers. Check the vendor's published pricing yourself, then ask the sales team what a real invoice looks like: deposits, onboarding fees, currency conversion margins and benefits administration are where quotes diverge from headlines. The index here links each figure to its source page.
4. Test statutory competence before you sign. Pick your hardest country and ask the provider to walk through notice periods, mandatory benefits and termination costs there, in writing. A provider that answers precisely, with the local rules named, is showing you its operating depth; one that answers in generalities will run your payroll the same way.
5. Read the exit terms as carefully as the entry. One day you will leave: to your own entity, or to another provider. Check the notice the contract requires, what happens to accrued employee entitlements, whether the provider supports transferring staff to your new entity, and what final invoices look like. Good providers publish this; weak ones improvise it.

What actually separates providers

Pricing model is the visible difference: flat per-employee monthly fees at one end, quotes tied to salary or country at the other. The structural differences run deeper. Owned-entity providers control their own compliance and support chain; aggregators move faster into long-tail countries but add a layer between you and the employer of your staff. Some providers are strong on platform, with clean integrations into your HR and accounting stack, while others compete on named account managers and hands-on local expertise. None of these positions is wrong; they fit different buyers, which is why the comparison has to start from your countries and headcount rather than from a ranking.

Watch the compliance posture too. Serious providers are transparent about how they handle each country's limits on outsourced employment, publish who the employing entity is, and will decline arrangements that do not fit the local rules. A provider that promises every country, instantly, with no caveats, is describing its marketing rather than its legal structure.

How this site's comparison works

Every price in the index was read from the vendor's own public pricing page and is linked to it, so you can confirm the figure yourself and see what the vendor bundles at that tier. Where a vendor does not publish pricing, the index says so rather than guessing; an unpublished price is information in itself, because it usually means quotes are negotiated per deal.

The index is a starting shortlist, not a verdict. Two or three providers that cover your countries at a sane verified price are worth a real evaluation: a demo with your actual scenario, a statutory walkthrough of your hardest market, and a draft contract read end to end. The table gets you to that shortlist in minutes instead of a week of sales calls; a policy or service decision should rest on the contract documents, not on any summary here.

Common questions

What does an EOR service provider actually do?

Its local entity legally employs your hire: compliant contract, payroll, tax withholding and filings, statutory benefits and the legal employer obligations. You direct the day-to-day work and receive one invoice for salary costs plus the provider's fee.

Owned entity or partner network, which is better?

Owned entities give you one accountable company and are usually the safer default for your core countries. Partner networks reach more countries sooner. Many buyers mix both, choosing owned-entity coverage where headcount matters and accepting partners for one-off hires.

Why do quotes differ so much from advertised prices?

Advertised figures are starting tiers. Deposits, onboarding fees, currency conversion, benefits administration and premium-country surcharges are added at quote time. Ask every provider for a full sample invoice for a specific salary in a specific country.

How many providers should I evaluate?

Two or three that cover your countries, shortlisted on verified pricing and entity model, is enough for a real comparison. Evaluating ten providers shallowly finds less than evaluating three properly, because the differences that matter only show up in contracts and statutory detail.

Coverage by country

• Employer of record vendors covering Singapore
• Employer of record vendors covering Mexico
• Employer of record vendors covering Spain
• Employer of record vendors covering Colombia
• Employer of record vendors covering United Kingdom
• Employer of record vendors covering France
• Employer of record vendors covering Hungary
• Employer of record vendors covering New Zealand