Remote.com alternatives for EOR: a fair 2026 comparison

What does Remote offer, and what does it cost?

Remote is a global HR platform for employing people and engaging contractors without your own local entity. Its distinguishing claim is structural rather than cosmetic: it states that it “directly own all of our legal entities” around the world and does not rely on third parties to employ workers, and it offers EOR hiring in 90+ countries.1 Its published list prices, as of October 2026, are: Employer of Record at “$699 per employee/month”; global payroll at “$29 per employee/month”; and contractor management at “$29 per contractor/month”, with a Plus tier at “$99 per contractor/month”.1

Every one of those fees sits on top of each worker's gross salary and the local employer taxes and statutory contributions, which differ by country. Remote's owned-entity footprint is a real strength for buyers who want a clean employer line with no partner in the middle; comparing it is not a sign it is weak, but a check on whether another provider fits your budget, country list, support model and product scope. Buyers most often test two things against alternatives: the fee — at US$699, Remote's EOR rate sits at the top of the published range — and the reach, since a wholly-owned 90+ country footprint is narrower than platforms that also use local partners. For a Vietnam-specific view, see how to choose an EOR in Vietnam and the wider best EOR services compared.

Why do buyers compare Remote 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.

• Price per employee per month. 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 2026.2 Remote sits at the top of that band, so a cheaper headline is often the first reason buyers look elsewhere — though a lower platform fee does not always mean a lower total once benefits and local charges are added.
• 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 is Remote's headline differentiator, so check how each rival employs in the specific countries you hire in rather than comparing global averages.
• Country coverage. How many countries the provider can actually employ in, and whether that reach is through its own entities or partners. Remote's 90+ owned-entity figure is deliberately smaller than the 150–185+ counts some partner-using platforms quote.
• Support model. A named account team and local HR help, versus a mostly self-serve dashboard — both valid, for different team sizes.
• Product scope. Whether you need only EOR, or also contractor management, global payroll on entities you already own, or a wider HR, IT and spend 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 on its own page: 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: teams that hire employees and contractors and want them on one dashboard. Deel is a global HR platform 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”.3 Watch-out: the breadth is wide, so a single-country hire may pay for scope it does not use; if you are weighing the two directly, see our Deel alternatives comparison.

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”.4 Watch-out: top-of-market pricing, shaped around larger multi-country programmes, so a single hire may pay for scope it does not use.

Multiplier

Best for: small teams wanting mid-market pricing across many countries. Multiplier is a global EOR and contractor platform. Its own pricing page did not load for us, so we rely on a third-party comparison dated 26 September 2026, which lists Multiplier EOR at about US$459 (Core) and US$519 (Growth) per employee per month.2 Watch-out: the figure is third-party and Multiplier is reported to have changed its tiers in 2026, so confirm the current price and country reach on its own page.

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”.5 Watch-out: the EOR headline matches Remote at the top of the range, and its EOR country reach is narrower than several rivals.

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. Its own pricing page did not load for us; the 26 September 2026 third-party comparison lists Papaya EOR from about US$499 per employee per month.2 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.

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”.6 Watch-out: it is a younger brand than Remote or G-P, so confirm whether it employs through its own entity or a partner in your country — a point that matters especially if the owned-entity model is why you looked at Remote in the first place.

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, and no minimums”; it lists visa and work-permit support in 110+ countries.7 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.

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 or a country count on its pricing page: “Tell us what services you need, and we'll send you a custom quote.”8 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. For a wider look, see our Rippling competitors guide.

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”.9 Watch-out: Skuad is now part of Payoneer and its pricing page displays under Payoneer Workforce Management, so check the current brand on your contract, and — as with other budget options — entity ownership and benefits-administration cost in your country.

Velocity Global (now Pebl)

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 quote10 — while the September 2026 third-party comparison lists it at about US$399 per employee per month.2 Watch-out: it is mid-rebrand, so confirm the brand and employing-entity names on your contract are current.

Best for the Vietnam part of a team

If your team is partly in Vietnam, you can keep Remote or another 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 insurance11 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 countries via the Philippines, Singapore and Indonesia.

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.