Multiplier alternatives for EOR: a fair 2026 comparison

What does Multiplier offer, and what does it cost?

Multiplier is a global employment platform, founded in Singapore in 2020, that handles local compliance, labour contracts, payroll, benefits and taxes for distributed teams through a single dashboard.1 It provides Employer of Record and contractor management; a third-party review dated February 2026 puts its coverage at 150+ countries.2 Because the company was founded in Singapore, it is often shortlisted by teams whose hiring centres on the Asia-Pacific region, though it markets itself for hiring worldwide.

On price we have to be candid. Multiplier's own pricing page did not open for us — every automated request we made to it was refused — so we cannot quote a figure from Multiplier's own page. For a number, we rely on third parties, clearly labelled. A comparison dated 26 September 2026 lists Multiplier EOR at about US$459 (Core) and US$519 (Growth) per employee per month, billed annually.3 An earlier review in February 2026 reported a lower figure and noted the plan tiers had moved during the year,2 which is itself a reason to confirm the current number with Multiplier directly rather than trust any second-hand price, including the ones here. Whatever the platform fee, it sits on top of each worker's gross salary and the local employer taxes and statutory contributions, which differ by country. For a Vietnam-specific view, see how to choose an EOR in Vietnam and the wider best EOR services compared.

Why do buyers compare Multiplier with alternatives?

Once the dashboards start to look alike, five things do the real work of separating providers. Score your shortlist against them in writing rather than on headline price alone — especially when, as with Multiplier, the headline price is not published where you can simply read it.

• Price per employee per month, and where it is published. Published EOR fees run from roughly US$199 to US$699, over and above salary and employer on-costs, per a third-party comparison dated 26 September 2026.3 A provider that puts its price on an open page is easier to budget for than one you must request a quote from, and a lower platform fee does not always mean a lower total once benefits and local charges are added.
• Support model. A named account team and local HR help, versus a mostly self-serve dashboard — both valid, for different team sizes.
• Entity ownership. Whether the provider owns its own legal entity in your country or employs through a local partner, which affects the liability chain and where employee data flows. This matters most outside a provider's home region.
• Contract terms. Minimums, annual lock-ins, deposits, setup and offboarding charges, the FX spread on salary, and the notice to exit.
• Product scope. Whether you need only EOR, or also contractor management, global payroll on entities you already own, or a wider HR and IT suite.

How did we choose the “best for” labels?

We do not publish a numbered ranking: the “best” EOR depends on where you hire, how many people and which criteria matter most to you — and since we sell a competing service in one market, any ranking we produced would carry a conflict of interest. Instead each provider gets a plain “best for” label for the use case it fits, drawn only from facts we could open: published price band, stated country reach and product mix. The labels are a shortlisting shortcut, not a score, and the list is alphabetical.

The ten alternatives, A–Z

Deel

Best for: broad coverage from one widely-used platform. Deel is a global HR platform for hiring employees and contractors without a local entity, operating in 150+ countries with full legal employment in 130+. Published prices are EOR “$599 per EOR employee per month”, contractor management “$49 per contractor per month” (or “$325 per contractor of record per month” where Deel takes on the misclassification liability) and a US PEO at “$125 per US PEO employee per month”.4 Watch-out: it sits among the higher per-seat fees, and the breadth you pay for may exceed what a single-country hire uses. We cover it in depth in our Deel alternatives guide.

G-P (Globalization Partners)

Best for: enterprises that want broad, mature coverage. One of the older global EOR platforms, G-P runs employment, payroll, benefits and statutory filings across 180+ countries, with a separate contractor product reaching 190+. Published prices are EOR “starting at USD 599 per employee/month” and contractor “USD 39 per contractor/month”.5 Watch-out: top-of-market pricing, shaped around larger multi-country programmes, so a single hire may pay for scope it does not use.

Oyster

Best for: distributed teams that prefer a documentation-heavy, self-serve flow. Oyster is a global EOR covering 120+ countries, with a contractor product reaching 180+. Published prices are EOR “USD 699 per employee/month” and contractors “free for 30 days then USD 29 per contractor/month”.6 Watch-out: the EOR headline is at the top of the range, and its EOR country reach is narrower than several rivals, including Multiplier's reported figure.

Papaya Global

Best for: finance teams that lead with payroll and add EOR on top. Papaya is a payroll-first global workforce platform that also offers EOR. The 26 September 2026 third-party comparison lists Papaya EOR from about US$499 per employee per month.3 Watch-out: Papaya's centre of gravity is payroll and payments, so weigh whether you are buying an EOR or a payroll platform with EOR attached, and confirm the current fee with Papaya directly.

Pebl (formerly Velocity Global)

Best for: buyers wanting a managed, higher-touch service across a very wide footprint. The company covers 185+ countries and now states plainly that “Velocity Global is now Pebl”. It does not publish a per-employee price on its own site — it describes “one predictable monthly fee” and directs buyers to a quote7 — while the September 2026 third-party comparison lists it at about US$399 per employee per month.3 Watch-out: it is mid-rebrand, so confirm the brand and employing-entity names on your contract are current.

Playroll

Best for: buyers who want a clearly published flat fee with no minimum. Playroll is a global EOR across 180+ countries; its pricing page reads “From $399 per month” with “No Minimum Commitments”.8 Watch-out: it is a younger brand than Deel or G-P, so confirm whether it employs through its own entity or a partner in your country.

Remote

Best for: teams that specifically want a provider which owns its own entities. Remote states it “directly owns all of our legal entities” and offers EOR hiring in 90+ countries. Published prices are EOR “$699 per employee/month”, with global payroll and contractor management at “$29” each.9 Watch-out: the EOR fee is top of range, and a wholly-owned footprint of 90+ countries is smaller than platforms that also use partners to extend reach. See our Remote alternatives guide for more.

RemoFirst

Best for: cost-led buyers hiring across a wide set of countries. RemoFirst offers EOR reaching 185+ countries with a free contractor tier. Published prices are EOR “starts at $199 per person/month” and contractors free or “$25 per person/month”, with “no setup, onboarding, or termination fees, no annual contracts, and no minimums”.10 Watch-out: at the budget end, confirm which countries it serves through its own entity versus a partner, and how separately-quoted benefits and insurance add to the headline fee. We also keep a RemoFirst alternatives page.

Rippling

Best for: companies that also want one system for HR, IT and spend. Rippling's EOR is a module within its wider platform, billed per employee per month. It does not publish an EOR price: “Tell us what services you need, and we'll send you a custom quote.”11 Watch-out: the missing public price makes like-for-like comparison harder, and the value case leans on adopting Rippling's broader suite rather than EOR alone. Our Rippling competitors page goes further.

Skuad

Best for: lean teams wanting a low published EOR fee. Skuad is a global EOR across 160+ countries, with Agent-of-Record and contractor tools alongside. Published prices are EOR “starting from $199 per employee/month”, Agent of Record “$99 per contractor/month” and contractor management “$19 per contractor/month”.12 Watch-out: as with other budget options, check entity ownership and benefits-administration cost in your country. If you are hiring your first engineers, our best EOR for startups guide may help.

Best for the Vietnam part of a team

Multiplier buyers are often building across the Asia-Pacific region, and Vietnam is frequently part of that picture. If your team is partly in Vietnam, you can keep a global platform for the rest of the world and use a Vietnam-only specialist for the Vietnamese hires. That is where EOR Vietnam — the publisher of this guide — fits, and the only place we include ourselves. We employ people in Vietnam only, so for a multi-country team we are a complement to one of the platforms above, not a replacement.

Our fee is a flat US$149 per employee per month for Vietnamese nationals — the same whatever the salary, role, location or headcount, not a percentage of payroll. Foreign nationals who need a Vietnamese work permit are quoted separately, because work-permit, visa and residence handling differs case by case. There are no setup, onboarding, offboarding, contract or payslip fees. A refundable deposit equal to two months of the employee's employment cost — gross salary plus statutory employer contributions — is held for the engagement and returned at the end, less any unpaid amounts. Everything else is passed through at cost: the gross salary and the roughly 23.5% employer on-cost for Vietnamese staff — the 21.5% social, health and unemployment insurance13 plus the 2% trade-union contribution. We employ through a Vietnam-registered entity named in your written quote. See what an EOR costs in Vietnam or request a costed quote, and compare the market in other APAC countries via the Philippines, Singapore, Indonesia, Malaysia, India, Japan, Australia and Hong Kong.

How to switch EOR providers without disrupting staff

Changing provider is rarely a file hand-off. Because a compliant EOR employs your worker through its own legal entity, moving usually ends one labour contract and starts a fresh one with the new entity — so continuity is protected by how you document the move, not by an automatic right. Treat it as a coordinated re-hire with a single cut-over:

1. Set one cut-over date

   Pick a single date aligned to a month-end payroll cycle, so there is no gap or overlap in pay or insurance.

2. End the outgoing contract cleanly

   Close the old contract, usually by mutual agreement, and have the outgoing entity settle final pay, unused-leave cash-out and any amounts owed.

3. Sign the new contract

   The incoming entity signs a fresh contract that, where local law and your policy allow, waives re-probation, carries the leave balance and records the original start date.

4. Keep payroll and contributions continuous

   The new entity picks up payroll, tax withholding and statutory contributions from the cut-over month, under the employee's existing record where one exists.

5. Hand over HR data lawfully

   Transfer only the personnel data the new entity needs, with a lawful basis and clear notice under local data-protection rules.

The exact mechanics are country-specific. For the Vietnamese rules — what carries across, how the social-insurance record follows the person, and how severance is settled — work through switching EOR providers in Vietnam, or browse the Vietnam employer guides.