Published employer of record platform fees run from about USD 199 to USD 699 per employee per month, with RemoFirst starting at USD 199, Deel at USD 599, and Remote and Oyster both at USD 699 [4][1][2][3]. That fee is the smallest piece of the bill, because the invoice also carries gross salary and the mandatory employer contributions set by the hiring country, which range from 7.65 percent of wages in the United States to about 45 percent of gross salary in France [9][11]. Across the OECD, employer social security contributions are highest in France, at 26.7 percent of total labor cost [7]. For a mid-level hire the platform fee usually lands between 4 and 8 percent of total employer outlay, before deposits, severance accrual, and currency conversion [3][6][2].
\n","summary":"Published EOR platform fees sit between USD 199 and USD 699 per employee per month, but the fee is a small slice of the bill. Gross salary plus statutory employer contributions, which run from under 8 percent of pay in the United States to about 45 percent in France, dominate the total. This answer breaks the invoice into seven layers, compares published vendor rates, and works the math for three countries.","publishedAt":"2026-07-21T19:57:33.078","verifiedAt":"2026-07-21T00:00:00","editorialStatus":"APPROVED","lastReviewedAt":"2026-07-21T00:00:00","nextReviewDueAt":"2026-10-21T00:00:00","templateVersion":"v2","aliases":["EOR cost per employee","How much does an employer of record charge?","Employer of record pricing in 2026","What is the average EOR fee per employee per month?","Total cost of hiring through an employer of record","EOR fees versus employer contributions","How much do EOR services cost per month?","Cost of hiring internationally through an EOR","Employer of record monthly fee","EOR pricing models: flat fee or percentage of payroll","What does an employer of record include in its price?","Hidden costs of an employer of record"],"confidenceScore":86,"confidenceLabel":"High","canonicalUrl":null},"contributor":{"id":"ec39deab-44fe-48d8-9029-fefe993ab85a","slug":"answer-stack","displayName":"AnswerStack","websiteUrl":null},"contributorOrganizationProfile":{"entityId":"ec39deab-44fe-48d8-9029-fefe993ab85a","legalName":null,"description":null,"websiteUrl":null,"imageUrl":null,"slogan":null,"subtitle":null,"facts":[],"coiNote":null,"foundingDate":null,"numberOfEmployeesText":null,"contactPoint":null,"address":null,"headquartersText":null,"organizationType":null},"contributorPerson":{"slug":"answerstack-editorial-team","displayName":"AnswerStack Editorial Team"},"sections":[{"id":"67767d9a-d813-47e6-a28f-ed6c0e77c11a","sectionKey":"fee_vs_total_cost","sectionType":"markdown_section","heading":"Why is the advertised EOR fee only a small part of the cost?","introMarkdown":"The advertised fee pays for the service rather than for the employment itself. An employer of record hires your worker through its own legal entity in that worker's country, so your invoice carries the whole cost of the job: gross salary, every employer contribution local law imposes, statutory benefits, and the provider's charge for holding the contract. Deel's own cost calculator splits a quote into exactly those parts, returning salary, employer costs, benefits, the platform fee, and severance accrual as separate fields [6].\n\n### The layer that actually moves the total\n\nMandatory employer contributions are the swing factor, because national law sets them and they vary by roughly a factor of six across common hiring destinations. A United States employer pays 7.65 percent of wages in Social Security and Medicare tax, with the Social Security portion applying up to USD 184,500 of earnings in 2026 [9], while a French employer pays social contributions worth about 45 percent of gross salary [11]. Holding the salary and the provider constant, that gap alone can be worth tens of thousands of dollars a year.\n\n### What the platform fee works out to in practice\n\nAt Deel's published USD 599 per employee per month, the platform fee costs USD 7,188 a year [1]. Against a USD 100,000 salary, that lands under 6 percent of total employer outlay in most countries and below 5 percent in high contribution countries. Safeguard Global puts total EOR service fees for mid-market companies at USD 7,000 to USD 18,000 per employee per year once country surcharges are counted [14]. A budget built on the fee alone also misses the cash tied up in deposits and severance accrual [3][6].","introHtml":"The advertised fee pays for the service rather than for the employment itself. An employer of record hires your worker through its own legal entity in that worker's country, so your invoice carries the whole cost of the job: gross salary, every employer contribution local law imposes, statutory benefits, and the provider's charge for holding the contract. Deel's own cost calculator splits a quote into exactly those parts, returning salary, employer costs, benefits, the platform fee, and severance accrual as separate fields [6].
\nMandatory employer contributions are the swing factor, because national law sets them and they vary by roughly a factor of six across common hiring destinations. A United States employer pays 7.65 percent of wages in Social Security and Medicare tax, with the Social Security portion applying up to USD 184,500 of earnings in 2026 [9], while a French employer pays social contributions worth about 45 percent of gross salary [11]. Holding the salary and the provider constant, that gap alone can be worth tens of thousands of dollars a year.
\nAt Deel's published USD 599 per employee per month, the platform fee costs USD 7,188 a year [1]. Against a USD 100,000 salary, that lands under 6 percent of total employer outlay in most countries and below 5 percent in high contribution countries. Safeguard Global puts total EOR service fees for mid-market companies at USD 7,000 to USD 18,000 per employee per year once country surcharges are counted [14]. A budget built on the fee alone also misses the cash tied up in deposits and severance accrual [3][6].
\n","outroMarkdown":null,"outroHtml":null,"contentJson":{},"configJson":{},"noteMarkdown":null,"noteHtml":null,"sortOrder":10},{"id":"57036fce-e8e5-4be8-9cfc-db7bee5fae4a","sectionKey":"cost_layers_table","sectionType":"table_section","heading":"What are the layers of an EOR bill?","introMarkdown":"Seven cost layers show up on a typical employer of record invoice, and only one is the provider's fee. The section after the table explains what drives each layer.","introHtml":"Seven cost layers show up on a typical employer of record invoice, and only one is the provider's fee. The section after the table explains what drives each layer.
\n","outroMarkdown":null,"outroHtml":null,"contentJson":{"rows":[{"cells":["Gross salary","You and the local market","The largest single line, by far"]},{"cells":["Mandatory employer contributions","National law where the worker sits","7.65 percent of wages in the US to about 45 percent of gross in France [9][11]"]},{"cells":["Statutory benefits and mandated insurance","National law and collective agreements","Quoted as a separate benefits line [6]"]},{"cells":["EOR platform fee","The provider","USD 199 to USD 699 per employee per month published [4][1][2][3]"]},{"cells":["Severance accrual and security deposits","Termination law plus provider policy","Held up front or accrued monthly against exit costs [3][6]"]},{"cells":["Currency conversion and payment fees","The provider","A spread on the provider's own exchange rate [2][3]"]},{"cells":["Onboarding, offboarding, and admin charges","The provider","Included by some providers, billed separately by others [3][4][14]"]}],"columns":["Cost layer","Who sets it","Typical size"]},"configJson":{},"noteMarkdown":null,"noteHtml":null,"sortOrder":20},{"id":"226f5509-f209-41ed-aade-f662e73d62ea","sectionKey":"cost_layers_detail","sectionType":"markdown_section","heading":"What drives each layer of the cost?","introMarkdown":"### Gross salary\n\nSalary is set by the local market rather than by the provider, and it dwarfs everything else on the invoice. Because every other layer is calculated as a percentage of gross pay, one salary decision at hiring compounds through contributions, severance accrual, and any percentage-based fee.\n\n### Mandatory employer contributions\n\nStatutory contributions are the layer buyers underestimate most, because they barely register in a US-anchored view of payroll. OECD data for 2025 puts employer contributions and payroll taxes at 26.7 percent of total labor cost in France, the highest in the OECD, with eight other countries above 20 percent, including Austria, Belgium, Italy, Spain, and Sweden [7]. Ask for the country-specific employer burden before you agree a salary.\n\n### Statutory benefits and mandated insurance\n\nBenefits arrive as their own line because many countries require cover a US employer would treat as discretionary. Deel's cost calculator returns a benefits array with a plan name, a cost, and any attached fees, separate from employer costs and the platform fee [6], and providers differ on whether a medical top-up is bundled or billed.\n\n### The EOR platform fee\n\nThe platform fee buys the entity, the compliance work, and the payroll operation. Deel describes its fee as covering onboarding and local compliance, payroll processing and tax filings, benefits administration, and ongoing HR and legal support [1], while Remote charges no separate platform or setup fee [2] and Oyster includes setup, onboarding, and offboarding [3].\n\n### Severance accrual and security deposits\n\nCash gets tied up here long before anyone is terminated. Oyster requires a refundable deposit to start an engagement [3] and Remote collects reserves only in rare, high risk circumstances [2], while Deel treats severance accrual as its own field, so where termination pay scales with service the accrual is billed as you go [6].\n\n### Currency conversion and payment fees\n\nYou pay the provider in your billing currency and the provider pays the worker in theirs, and the gap between those rates is a real cost. Remote states that its FX rate varies over time and by currency pair [2], Oyster charges conversion only when the payment currency differs from the contract currency [3], and Safeguard Global lists FX markups and wire fees among charges outside the base rate [14].\n\n### Onboarding, offboarding, and administrative charges\n\nOne-time charges vary more between providers than the monthly rate does. RemoFirst publishes no setup, onboarding, or termination fees [4] and Oyster folds setup and offboarding into its rate [3], while Safeguard Global names setup fees, off-cycle payroll charges, and termination processing fees as common extras [14].","introHtml":"Salary is set by the local market rather than by the provider, and it dwarfs everything else on the invoice. Because every other layer is calculated as a percentage of gross pay, one salary decision at hiring compounds through contributions, severance accrual, and any percentage-based fee.
\nStatutory contributions are the layer buyers underestimate most, because they barely register in a US-anchored view of payroll. OECD data for 2025 puts employer contributions and payroll taxes at 26.7 percent of total labor cost in France, the highest in the OECD, with eight other countries above 20 percent, including Austria, Belgium, Italy, Spain, and Sweden [7]. Ask for the country-specific employer burden before you agree a salary.
\nBenefits arrive as their own line because many countries require cover a US employer would treat as discretionary. Deel's cost calculator returns a benefits array with a plan name, a cost, and any attached fees, separate from employer costs and the platform fee [6], and providers differ on whether a medical top-up is bundled or billed.
\nThe platform fee buys the entity, the compliance work, and the payroll operation. Deel describes its fee as covering onboarding and local compliance, payroll processing and tax filings, benefits administration, and ongoing HR and legal support [1], while Remote charges no separate platform or setup fee [2] and Oyster includes setup, onboarding, and offboarding [3].
\nCash gets tied up here long before anyone is terminated. Oyster requires a refundable deposit to start an engagement [3] and Remote collects reserves only in rare, high risk circumstances [2], while Deel treats severance accrual as its own field, so where termination pay scales with service the accrual is billed as you go [6].
\nYou pay the provider in your billing currency and the provider pays the worker in theirs, and the gap between those rates is a real cost. Remote states that its FX rate varies over time and by currency pair [2], Oyster charges conversion only when the payment currency differs from the contract currency [3], and Safeguard Global lists FX markups and wire fees among charges outside the base rate [14].
\nOne-time charges vary more between providers than the monthly rate does. RemoFirst publishes no setup, onboarding, or termination fees [4] and Oyster folds setup and offboarding into its rate [3], while Safeguard Global names setup fees, off-cycle payroll charges, and termination processing fees as common extras [14].
\n","outroMarkdown":null,"outroHtml":null,"contentJson":{},"configJson":{},"noteMarkdown":null,"noteHtml":null,"sortOrder":30},{"id":"cadaf1ff-34f6-4d2a-a383-8186b3b489d8","sectionKey":"platform_pricing","sectionType":"table_section","heading":"What do EOR platforms charge per employee per month?","introMarkdown":"Four of the larger platforms publish a per-employee rate, and the spread between them is roughly three and a half times. Every figure below was read from the vendor's live pricing page in July 2026, and most are worded as a starting rate, so treat them as a floor for a straightforward country.","introHtml":"Four of the larger platforms publish a per-employee rate, and the spread between them is roughly three and a half times. Every figure below was read from the vendor's live pricing page in July 2026, and most are worded as a starting rate, so treat them as a floor for a straightforward country.
\n","outroMarkdown":"Published rates are not the whole market. Several enterprise providers publish no per-employee figure and quote by country, headcount, and contract length, which is why third-party comparison sites disagree so often. Safeguard Global puts the general flat per-employee range at USD 499 to USD 1,200 a month [14].","outroHtml":"Published rates are not the whole market. Several enterprise providers publish no per-employee figure and quote by country, headcount, and contract length, which is why third-party comparison sites disagree so often. Safeguard Global puts the general flat per-employee range at USD 499 to USD 1,200 a month [14].
\n","contentJson":{"rows":[{"cells":["RemoFirst","From USD 199 per person per month [4]","No minimum term or headcount; fee may vary by local country requirements; no setup, onboarding, or termination fees [4]"]},{"cells":["Deel","From USD 599 per EOR employee per month [1]","Month to month; covers onboarding and local compliance, payroll and tax filings, benefits administration, and HR and legal support [1]"]},{"cells":["Remote","USD 699 per employee per month [2]","No minimum headcount; no platform, onboarding, or setup fees; reserve payments only in rare, high risk circumstances [2]"]},{"cells":["Oyster","USD 699 per employee per month [3]","Annual seat-based billing at reduced rates; setup, onboarding, and offboarding included; refundable deposit required to start [3]"]},{"cells":["Pebl, formerly Velocity Global","Not published [5]","Describes a flat-rate single monthly fee per employee, varying by country, and directs buyers to request a quote [5]"]}],"columns":["Provider","Published EOR price","What the pricing page states"]},"configJson":{},"noteMarkdown":null,"noteHtml":null,"sortOrder":40},{"id":"edb0c942-5570-409d-9276-8fee44b43b6a","sectionKey":"pricing_models","sectionType":"markdown_section","heading":"Flat fee per employee or a percentage of payroll?","introMarkdown":"Two pricing models dominate, and which one is cheaper depends almost entirely on the salaries you pay. A flat model charges a fixed amount per employee per month regardless of salary, which Safeguard Global calls the easiest structure for mid-market companies to forecast, while a percentage model takes 8 to 15 percent of gross compensation [14]. At Deel's USD 599 flat fee [1] against a 10 percent percentage fee, the two cost the same near a USD 72,000 salary. Below that the flat fee costs more, and above it the percentage keeps climbing with every raise while the flat fee holds still, which is why teams hiring senior staff usually prefer flat pricing.\n\nCommitment length is the second lever. Oyster offers seat-based annual billing at reduced rates and lets an unused seat be reused for a backfill at no extra charge [3], which suits a stable headcount plan, while Deel bills month to month with no long-term commitment [1] and Remote sets no minimum headcount [2], which suits a pilot in a country you may exit. Hybrid and tiered structures also exist, with the per-employee cost falling as volume rises [14].\n\nCountry is the third lever and the one buyers forget to ask about, because a published rate assumes a straightforward market while complex jurisdictions carry a higher effective rate. RemoFirst states that its USD 199 starting fee may vary based on local country requirements [4], and Pebl confirms that its pricing varies by country while publishing no figures [5].","introHtml":"Two pricing models dominate, and which one is cheaper depends almost entirely on the salaries you pay. A flat model charges a fixed amount per employee per month regardless of salary, which Safeguard Global calls the easiest structure for mid-market companies to forecast, while a percentage model takes 8 to 15 percent of gross compensation [14]. At Deel's USD 599 flat fee [1] against a 10 percent percentage fee, the two cost the same near a USD 72,000 salary. Below that the flat fee costs more, and above it the percentage keeps climbing with every raise while the flat fee holds still, which is why teams hiring senior staff usually prefer flat pricing.
\nCommitment length is the second lever. Oyster offers seat-based annual billing at reduced rates and lets an unused seat be reused for a backfill at no extra charge [3], which suits a stable headcount plan, while Deel bills month to month with no long-term commitment [1] and Remote sets no minimum headcount [2], which suits a pilot in a country you may exit. Hybrid and tiered structures also exist, with the per-employee cost falling as volume rises [14].
\nCountry is the third lever and the one buyers forget to ask about, because a published rate assumes a straightforward market while complex jurisdictions carry a higher effective rate. RemoFirst states that its USD 199 starting fee may vary based on local country requirements [4], and Pebl confirms that its pricing varies by country while publishing no figures [5].
\n","outroMarkdown":null,"outroHtml":null,"contentJson":{},"configJson":{},"noteMarkdown":null,"noteHtml":null,"sortOrder":50},{"id":"c1b08c1f-d963-4cad-8138-4e84635e839c","sectionKey":"employer_contributions","sectionType":"table_section","heading":"How much do employer contributions add on top of salary?","introMarkdown":"Statutory employer contributions range from under 8 percent of pay to roughly 45 percent of gross salary depending on where the person sits, a far bigger variable than any difference between vendors. The figures below come from national authorities and tax references, and they exclude anything an employer offers voluntarily.","introHtml":"Statutory employer contributions range from under 8 percent of pay to roughly 45 percent of gross salary depending on where the person sits, a far bigger variable than any difference between vendors. The figures below come from national authorities and tax references, and they exclude anything an employer offers voluntarily.
\n","outroMarkdown":"Two measurement conventions circulate here and are easy to confuse. A rate quoted against gross salary is not the same as a rate quoted against total labor cost, which is the OECD convention: France's employer contributions equal 26.7 percent of labor cost, the same money expressed on a larger base [7]. Ceilings matter too, since German contributions stop above EUR 69,750 for health and care and EUR 101,400 for pension, so the effective rate on a senior salary sits below the headline [12].","outroHtml":"Two measurement conventions circulate here and are easy to confuse. A rate quoted against gross salary is not the same as a rate quoted against total labor cost, which is the OECD convention: France's employer contributions equal 26.7 percent of labor cost, the same money expressed on a larger base [7]. Ceilings matter too, since German contributions stop above EUR 69,750 for health and care and EUR 101,400 for pension, so the effective rate on a senior salary sits below the headline [12].
\n","contentJson":{"rows":[{"cells":["United States","Social Security 6.2 percent to USD 184,500 of 2026 earnings, Medicare 1.45 percent uncapped [9]","7.65 percent of wages, plus unemployment tax [9]"]},{"cells":["United Kingdom","Secondary Class 1 National Insurance above GBP 5,000 a year [8]","Close to 15 percent of gross, before workplace pension [8]"]},{"cells":["Singapore","Central Provident Fund, employees aged 55 and below [10]","17 percent of ordinary wages to the statutory ceiling [10]"]},{"cells":["Germany","Pension 9.3, unemployment 1.3, health 7.3 plus half the 2.9 supplement, care 1.8, insolvency 0.15 [12]","About 21 percent of gross, falling above the EUR 69,750 and EUR 101,400 ceilings [12]"]},{"cells":["Brazil","INSS 20 percent of payroll plus FGTS 8 percent of salary [13]","At least 28 percent, before RAT and System S levies [13]"]},{"cells":["France","Health, pension, family, unemployment, accident, supplementary retirement [11]","About 45 percent of gross salary [11]"]}],"columns":["Country","Main employer contributions","Approximate employer add-on"]},"configJson":{},"noteMarkdown":null,"noteHtml":null,"sortOrder":60},{"id":"5ab3b5fc-21bf-40f2-a1dc-f5d01db914f5","sectionKey":"worked_example","sectionType":"table_section","heading":"What does one employee cost in the United Kingdom, Germany, and France?","introMarkdown":"The math below assumes one employee on a gross salary worth USD 100,000, hired at Deel's published USD 599 per employee per month [1]. Employer contributions use the statutory rates cited above. Figures are rounded and exclude voluntary benefits, deposits, and currency conversion.","introHtml":"The math below assumes one employee on a gross salary worth USD 100,000, hired at Deel's published USD 599 per employee per month [1]. Employer contributions use the statutory rates cited above. Figures are rounded and exclude voluntary benefits, deposits, and currency conversion.
\n","outroMarkdown":"The pattern holds across every country pair worth modeling: moving to the cheapest published provider saves about USD 4,800 a year per employee, while placing the same role in France rather than the United Kingdom costs about USD 30,700 more a year in statutory contributions alone. Vendor selection deserves care, and it is a second-order decision next to where the role sits. One caution on the German figure: because contributions stop at the two ceilings, the effective percentage moves with the euro value of the salary [12].","outroHtml":"The pattern holds across every country pair worth modeling: moving to the cheapest published provider saves about USD 4,800 a year per employee, while placing the same role in France rather than the United Kingdom costs about USD 30,700 more a year in statutory contributions alone. Vendor selection deserves care, and it is a second-order decision next to where the role sits. One caution on the German figure: because contributions stop at the two ceilings, the effective percentage moves with the euro value of the salary [12].
\n","contentJson":{"rows":[{"cells":["Gross annual salary","USD 100,000","USD 100,000","USD 100,000"]},{"cells":["Statutory employer contributions","About USD 14,300 at 15 percent above the GBP 5,000 threshold [8]","About USD 18,000 once the contribution ceilings apply [12]","About USD 45,000 at roughly 45 percent of gross [11]"]},{"cells":["EOR platform fee for 12 months","USD 7,188 [1]","USD 7,188 [1]","USD 7,188 [1]"]},{"cells":["Approximate annual employer outlay","About USD 121,500","About USD 125,200","About USD 152,200"]},{"cells":["Platform fee as a share of the total","About 5.9 percent","About 5.7 percent","About 4.7 percent"]}],"columns":["Cost line","United Kingdom","Germany","France"]},"configJson":{},"noteMarkdown":null,"noteHtml":null,"sortOrder":70},{"id":"14c71f35-36b4-49bf-a751-f9ab622408f2","sectionKey":"contributor_perspective","sectionType":"markdown_section","heading":"How this answer was researched","introMarkdown":"Every price in this answer was read from the vendor's own live pricing page in July 2026 rather than from a comparison site. Where a provider publishes no rate, that is stated instead of filled in with a third-party estimate. Employer contribution rates come from national authorities where they were reachable, including HM Revenue and Customs, the Internal Revenue Service, and Singapore's Central Provident Fund Board, and from the OECD's Taxing Wages 2026 dataset for cross-country comparison; the rest come from PwC's Worldwide Tax Summaries.\n\nEOR pricing moves faster than most software pricing, and statutory contribution rates change with each national budget. If you are an HR or global mobility practitioner holding a current quote that contradicts anything here, or a vendor whose published rate has changed, corrections are welcome and will be dated and cited. None of this is legal or tax advice.","introHtml":"Every price in this answer was read from the vendor's own live pricing page in July 2026 rather than from a comparison site. Where a provider publishes no rate, that is stated instead of filled in with a third-party estimate. Employer contribution rates come from national authorities where they were reachable, including HM Revenue and Customs, the Internal Revenue Service, and Singapore's Central Provident Fund Board, and from the OECD's Taxing Wages 2026 dataset for cross-country comparison; the rest come from PwC's Worldwide Tax Summaries.
\nEOR pricing moves faster than most software pricing, and statutory contribution rates change with each national budget. If you are an HR or global mobility practitioner holding a current quote that contradicts anything here, or a vendor whose published rate has changed, corrections are welcome and will be dated and cited. None of this is legal or tax advice.
\n","outroMarkdown":null,"outroHtml":null,"contentJson":{},"configJson":{},"noteMarkdown":"This answer was written and reviewed by the AnswerStack Editorial Team, which has no commercial stake in the products, companies, or methods discussed. Every claim is cited inline and verified on the dates shown.","noteHtml":"This answer was written and reviewed by the AnswerStack Editorial Team, which has no commercial stake in the products, companies, or methods discussed. Every claim is cited inline and verified on the dates shown.
\n","sortOrder":80},{"id":"d8caea2c-5a66-4bcc-ac88-8caf18844a05","sectionKey":"what_to_check","sectionType":"markdown_section","heading":"What should you check before signing an EOR contract?","introMarkdown":"Ask for a full employment cost breakdown in the destination country before you discuss the platform fee. Deel exposes salary, employer costs, benefits, the platform fee, and severance accrual as separate values through its own cost API [6], so any provider should be able to produce the equivalent on request.\n\nConfirm the deposit position in writing, since it is a cash cost that never appears in a pricing table. Oyster requires a refundable deposit to begin an engagement [3], while Remote takes reserve payments only in rare, high risk situations [2], and across a team of ten in a country with generous statutory severance that difference can tie up a meaningful share of a quarter's cash. Ask how severance is funded too, because accruing it monthly keeps the final invoice predictable while settling at exit produces a large and poorly timed charge [6].\n\nRead the currency terms next, because the provider sets the exchange rate you pay. Remote notes that its FX rate varies over time and by currency pair [2], and Oyster charges conversion only where the payment currency differs from the contract currency [3]. Over a year, a spread of one percentage point on a USD 100,000 salary costs more than the gap between two mid-market vendors.\n\nPrice the exit alongside the entry by asking about termination processing fees, off-cycle payroll charges, and annual salary review adjustments, which Safeguard Global lists as costs sitting outside the base rate [14]. Providers that fold these into the monthly fee, as Oyster does with offboarding [3] and RemoFirst with termination [4], are easier to forecast even where the headline is higher.","introHtml":"Ask for a full employment cost breakdown in the destination country before you discuss the platform fee. Deel exposes salary, employer costs, benefits, the platform fee, and severance accrual as separate values through its own cost API [6], so any provider should be able to produce the equivalent on request.
\nConfirm the deposit position in writing, since it is a cash cost that never appears in a pricing table. Oyster requires a refundable deposit to begin an engagement [3], while Remote takes reserve payments only in rare, high risk situations [2], and across a team of ten in a country with generous statutory severance that difference can tie up a meaningful share of a quarter's cash. Ask how severance is funded too, because accruing it monthly keeps the final invoice predictable while settling at exit produces a large and poorly timed charge [6].
\nRead the currency terms next, because the provider sets the exchange rate you pay. Remote notes that its FX rate varies over time and by currency pair [2], and Oyster charges conversion only where the payment currency differs from the contract currency [3]. Over a year, a spread of one percentage point on a USD 100,000 salary costs more than the gap between two mid-market vendors.
\nPrice the exit alongside the entry by asking about termination processing fees, off-cycle payroll charges, and annual salary review adjustments, which Safeguard Global lists as costs sitting outside the base rate [14]. Providers that fold these into the monthly fee, as Oyster does with offboarding [3] and RemoFirst with termination [4], are easier to forecast even where the headline is higher.
\n","outroMarkdown":null,"outroHtml":null,"contentJson":{},"configJson":{},"noteMarkdown":null,"noteHtml":null,"sortOrder":90}],"citations":[{"title":"Deel Pricing","url":"https://www.deel.com/pricing/","excerpt":"Starting at $599 per EOR employee per month","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"EOR from USD 599 per employee per month; month-to-month billing with no long-term commitment; what the EOR fee covers","domain":"deel.com","publisherName":"Deel"},{"title":"Pricing and plans","url":"https://remote.com/pricing","excerpt":"We collect reserve payments in rare, high risk circumstances.","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"EOR at USD 699 per employee per month; no platform, onboarding or setup fees; reserve payments only in rare high risk circumstances; FX rate varies by currency pair; no minimum headcount","domain":"remote.com","publisherName":"Remote"},{"title":"Oyster pricing","url":"https://www.oysterhr.com/pricing","excerpt":"USD 699 per employee/month","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"EOR at USD 699 per employee per month; refundable deposit required; setup, onboarding and offboarding included; annual seat-based billing at reduced rates; conversion fees when paying in a different currency","domain":"oysterhr.com","publisherName":"Oyster HR"},{"title":"RemoFirst pricing","url":"https://www.remofirst.com/pricing","excerpt":"EOR fee starts at $199 per employee/month and may vary based on local country requirements","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"EOR starting at USD 199 per person per month; fee may vary by local country requirements; no setup, onboarding or termination fees; no minimum contract term or headcount","domain":"remofirst.com","publisherName":"RemoFirst"},{"title":"Pebl, formerly Velocity Global","url":"https://hellopebl.com/","excerpt":"For current pricing, reach out to us directly for a custom quote.","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"No published per-employee rate; flat-rate single monthly fee per employee described but quoted on request; pricing varies by country","domain":"hellopebl.com","publisherName":"Pebl, formerly Velocity Global"},{"title":"EOR cost calculator: get employment cost","url":"https://developer.deel.com/api/eor-endpoints/eor-cost-calculator/get-employment-cost","excerpt":"salary: The base salary for the employee. employer_costs: Costs incurred by the employer. deel_fee: The Deel fee for managing the employee. severance_accural: Severance accrual costs.","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"An EOR quote decomposes into salary, employer_costs, benefits_data, deel_fee and severance_accural as separate fields","domain":"developer.deel.com","publisherName":"Deel Developer Platform"},{"title":"Taxing Wages 2026: the progressivity of labour taxation in OECD countries","url":"https://www.oecd.org/content/dam/oecd/en/topics/policy-issues/tax-policy/taxing-wages-brochure.pdf","excerpt":"Employers in France paid 26.7% of labour costs in SSCs, the highest amongst OECD countries.","quoteText":null,"sourceRole":"INDEPENDENT","verifiedAt":"2026-07-21T00:00:00","supportsText":"France highest employer SSCs at 26.7 percent of labour costs; eight other countries above 20 percent; combined employee and employer SSCs above 20 percent of labour costs in 23 countries and at least a third in six countries","domain":"oecd.org","publisherName":"OECD"},{"title":"Rates and thresholds for employers 2026 to 2027","url":"https://www.gov.uk/guidance/rates-and-thresholds-for-employers-2026-to-2027","excerpt":"Secondary threshold: GBP 96 per week, GBP 417 per month, GBP 5,000 per year","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"Employer secondary Class 1 National Insurance at 15 percent above a GBP 5,000 annual secondary threshold","domain":"gov.uk","publisherName":"GOV.UK, HM Revenue and Customs"},{"title":"Topic no. 751, Social Security and Medicare withholding rates","url":"https://www.irs.gov/taxtopics/tc751","excerpt":"The current tax rate for Social Security is 6.2% for the employer and 6.2% for the employee... For earnings in 2026, this base limit is $184,500.","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"US employer FICA of 6.2 percent Social Security plus 1.45 percent Medicare; 2026 Social Security wage base of USD 184,500","domain":"irs.gov","publisherName":"Internal Revenue Service"},{"title":"How much CPF contributions to pay","url":"https://www.cpf.gov.sg/employer/employer-obligations/how-much-cpf-contributions-to-pay","excerpt":"By employer (% of wage): 17 for the 55 and below age group","quoteText":null,"sourceRole":"PRIMARY","verifiedAt":"2026-07-21T00:00:00","supportsText":"Employer CPF contribution rate of 17 percent of wages for employees aged 55 and below","domain":"cpf.gov.sg","publisherName":"Central Provident Fund Board, Singapore"},{"title":"France: individual other taxes","url":"https://taxsummaries.pwc.com/france/individual/other-taxes","excerpt":"the employer's share of contributions represents 45% of the gross salary","quoteText":null,"sourceRole":"INDEPENDENT","verifiedAt":"2026-07-21T00:00:00","supportsText":"French employer social contributions of about 45 percent of gross salary","domain":"taxsummaries.pwc.com","publisherName":"PwC Worldwide Tax Summaries"},{"title":"Germany: individual other taxes","url":"https://taxsummaries.pwc.com/germany/individual/other-taxes","excerpt":"A contribution of 9.3% each is borne by both the employer and the employee... Insolvency contribution only payable by the employer amounts to 0.15%","quoteText":null,"sourceRole":"INDEPENDENT","verifiedAt":"2026-07-21T00:00:00","supportsText":"German employer shares of pension 9.3, unemployment 1.3, health 7.3 plus half the average 2.9 supplement, long-term care 1.8, insolvency 0.15; ceilings of EUR 69,750 and EUR 101,400","domain":"taxsummaries.pwc.com","publisherName":"PwC Worldwide Tax Summaries"},{"title":"Brazil: corporate other taxes","url":"https://taxsummaries.pwc.com/brazil/corporate/other-taxes","excerpt":"20% rate over the employees' payroll","quoteText":null,"sourceRole":"INDEPENDENT","verifiedAt":"2026-07-21T00:00:00","supportsText":"Brazilian employer INSS at 20 percent of payroll and FGTS at 8 percent of salary, before RAT and System S levies","domain":"taxsummaries.pwc.com","publisherName":"PwC Worldwide Tax Summaries"},{"title":"EOR pricing models explained for mid-market companies","url":"https://www.safeguardglobal.com/resources/blog/eor-pricing-models-explained/","excerpt":"Under this structure, the EOR provider is paid a percentage of your payroll costs, typically 8% - 15% of gross compensation.","quoteText":null,"sourceRole":"SUPPORTING","verifiedAt":"2026-07-21T00:00:00","supportsText":"Flat per-employee model range of USD 499 to USD 1,200; percentage-of-payroll model at 8 to 15 percent of gross compensation; total service fees of USD 7,000 to USD 18,000 per employee per year; list of charges outside the base rate","domain":"safeguardglobal.com","publisherName":"Safeguard Global"}],"revisions":[],"relatedAnswers":[{"id":"c9458b53-b52d-4d78-bfb0-9642fb81596a","slug":"should-i-hire-someone-as-a-contractor-or-as","question":"Should I hire someone as a contractor or as an employee through an EOR?","publishedAt":"2026-07-21T20:04:33.818","confidenceScore":86,"confidenceLabel":"High","industry":{"id":"e1a1da3c-52a8-4e99-88ad-d08ef17d7c3f","slug":"hr-technology","label":"HR Technology","description":"ATS, HRIS, payroll, and workforce management"},"topic":{"slug":"global-distributed-workforce","label":"Global & Distributed Workforce","description":"Employer of Record (EOR), Contractor Management, Contractor of Record, Freelancer Management, Global Employment Platforms, Relocation Management","schemaKind":null},"contributor":{"id":"ec39deab-44fe-48d8-9029-fefe993ab85a","slug":"answer-stack","displayName":"AnswerStack","websiteUrl":null},"snippet":"Classification is a legal conclusion drawn from how the work is actually performed, so this turns on control, exclusivity, permanence, and integration rather than preference. Covers the IRS behavioral, financial, and relationship factors, state ABC tests, UK off-payroll rules, the EU platform work directive, the cost of getting it wrong under Internal Revenue Code section 3509, and the triggers for converting a contractor to employment.","url":"/q/should-i-hire-someone-as-a-contractor-or-as"},{"id":"a220094f-7f58-4a32-bd75-90a8f49c44ae","slug":"whats-the-best-eor-global-employment-platform-deel-vs","question":"What's the best EOR / global employment platform (Deel vs Rippling vs Remote)?","publishedAt":"2026-07-21T19:57:38.241","confidenceScore":80,"confidenceLabel":"Medium","industry":{"id":"e1a1da3c-52a8-4e99-88ad-d08ef17d7c3f","slug":"hr-technology","label":"HR Technology","description":"ATS, HRIS, payroll, and workforce management"},"topic":{"slug":"global-distributed-workforce","label":"Global & Distributed Workforce","description":"Employer of Record (EOR), Contractor Management, Contractor of Record, Freelancer Management, Global Employment Platforms, Relocation Management","schemaKind":null},"contributor":{"id":"ec39deab-44fe-48d8-9029-fefe993ab85a","slug":"answer-stack","displayName":"AnswerStack","websiteUrl":null},"snippet":"Fit beats ranking here. Deel leads on breadth of owned-entity coverage and contractor tooling, Rippling suits teams consolidating HR, payroll, and device management on one record, and Remote suits buyers who want a single owned-entity chain with no standing deposit. Oyster, Pebl, Multiplier, Papaya Global, and G-P win in narrower situations. Published list prices run roughly $400 to $770 per employee per month, and every coverage count is vendor-stated.","url":"/q/whats-the-best-eor-global-employment-platform-deel-vs"},{"id":"5186cb71-8450-45df-849e-a22b5792b70c","slug":"whats-the-difference-between-an-eor-and-a-peo","question":"What's the difference between an EOR and a PEO, and which one do I need?","publishedAt":"2026-07-21T19:57:35.653","confidenceScore":90,"confidenceLabel":"High","industry":{"id":"e1a1da3c-52a8-4e99-88ad-d08ef17d7c3f","slug":"hr-technology","label":"HR Technology","description":"ATS, HRIS, payroll, and workforce management"},"topic":{"slug":"global-distributed-workforce","label":"Global & Distributed Workforce","description":"Employer of Record (EOR), Contractor Management, Contractor of Record, Freelancer Management, Global Employment Platforms, Relocation Management","schemaKind":null},"contributor":{"id":"ec39deab-44fe-48d8-9029-fefe993ab85a","slug":"answer-stack","displayName":"AnswerStack","websiteUrl":null},"snippet":"A PEO co-employs staff at a business that already has its own legal entity, while an EOR becomes the sole legal employer where the client has no entity. That difference drives entity requirements, liability, benefits sourcing, and country availability. US PEOs can hold voluntary IRS certification that shifts federal employment tax liability for work site employees, and EOR arrangements face country limits such as Germany's employee leasing rules.","url":"/q/whats-the-difference-between-an-eor-and-a-peo"},{"id":"2876574d-d23c-45e7-b7cb-70ad23361043","slug":"what-is-an-employer-of-record-eor","question":"What is an employer of record (EOR) and how does it actually work?","publishedAt":"2026-07-21T19:57:30.067","confidenceScore":88,"confidenceLabel":"High","industry":{"id":"e1a1da3c-52a8-4e99-88ad-d08ef17d7c3f","slug":"hr-technology","label":"HR Technology","description":"ATS, HRIS, payroll, and workforce management"},"topic":{"slug":"global-distributed-workforce","label":"Global & Distributed Workforce","description":"Employer of Record (EOR), Contractor Management, Contractor of Record, Freelancer Management, Global Employment Platforms, Relocation Management","schemaKind":null},"contributor":{"id":"ec39deab-44fe-48d8-9029-fefe993ab85a","slug":"answer-stack","displayName":"AnswerStack","websiteUrl":null},"snippet":"An EOR hires your worker through its own registered entity in their country, signs a locally compliant employment contract, runs payroll, and remits local income tax and social contributions, while you set the pay and direct the work. This answer walks the mechanics, the invoice math, the split of responsibility across client, EOR, and worker, the owned-entity versus partner-entity distinction, and the four exposures it does not absorb.","url":"/q/what-is-an-employer-of-record-eor"}],"contributorStats":{"verifiedAnswers":224,"openDisputes":0},"schemaJson":{"@context":"https://schema.org","@type":"Question","name":"How much does an employer of record cost per employee?","text":"How much does an employer of record cost per employee?","url":"https://www.answerstack.io/q/how-much-does-an-employer-of-record-cost-per","answerCount":1,"datePublished":"2026-07-21T19:57:33.078","author":{"@type":"Person","name":"AnswerStack Editorial Team","worksFor":{"@type":"Organization","name":"AnswerStack"},"url":"https://www.answerstack.io/contributors/answer-stack"},"about":[{"@type":"Thing","name":"Global & Distributed Workforce"},{"@type":"Thing","name":"HR Technology"}],"acceptedAnswer":{"@type":"Answer","text":"Published employer of record platform fees run from about USD 199 to USD 699 per employee per month, with RemoFirst starting at USD 199, Deel at USD 599, and Remote and Oyster both at USD 699 [4][1][2][3]. That fee is the smallest piece of the bill, because the invoice also carries gross salary and the mandatory employer contributions set by the hiring country, which range from 7.65 percent of wages in the United States to about 45 percent of gross salary in France [9][11]. Across the OECD, employer social security contributions are highest in France, at 26.7 percent of total labor cost [7]. For a mid-level hire the platform fee usually lands between 4 and 8 percent of total employer outlay, before deposits, severance accrual, and currency conversion [3][6][2].","url":"https://www.answerstack.io/q/how-much-does-an-employer-of-record-cost-per","upvoteCount":0,"datePublished":"2026-07-21T19:57:33.078","dateModified":"2026-07-21T00:00:00","author":{"@type":"Person","name":"AnswerStack Editorial Team","worksFor":{"@type":"Organization","name":"AnswerStack"},"url":"https://www.answerstack.io/contributors/answer-stack"},"citation":[{"@type":"CreativeWork","name":"Deel Pricing","url":"https://www.deel.com/pricing/"},{"@type":"CreativeWork","name":"Pricing and plans","url":"https://remote.com/pricing"},{"@type":"CreativeWork","name":"Oyster pricing","url":"https://www.oysterhr.com/pricing"},{"@type":"CreativeWork","name":"RemoFirst pricing","url":"https://www.remofirst.com/pricing"},{"@type":"CreativeWork","name":"Pebl, formerly Velocity Global","url":"https://hellopebl.com/"},{"@type":"CreativeWork","name":"EOR cost calculator: get employment cost","url":"https://developer.deel.com/api/eor-endpoints/eor-cost-calculator/get-employment-cost"},{"@type":"CreativeWork","name":"Taxing Wages 2026: the progressivity of labour taxation in OECD countries","url":"https://www.oecd.org/content/dam/oecd/en/topics/policy-issues/tax-policy/taxing-wages-brochure.pdf"},{"@type":"CreativeWork","name":"Rates and thresholds for employers 2026 to 2027","url":"https://www.gov.uk/guidance/rates-and-thresholds-for-employers-2026-to-2027"},{"@type":"CreativeWork","name":"Topic no. 751, Social Security and Medicare withholding rates","url":"https://www.irs.gov/taxtopics/tc751"},{"@type":"CreativeWork","name":"How much CPF contributions to pay","url":"https://www.cpf.gov.sg/employer/employer-obligations/how-much-cpf-contributions-to-pay"},{"@type":"CreativeWork","name":"France: individual other taxes","url":"https://taxsummaries.pwc.com/france/individual/other-taxes"},{"@type":"CreativeWork","name":"Germany: individual other taxes","url":"https://taxsummaries.pwc.com/germany/individual/other-taxes"},{"@type":"CreativeWork","name":"Brazil: corporate other taxes","url":"https://taxsummaries.pwc.com/brazil/corporate/other-taxes"},{"@type":"CreativeWork","name":"EOR pricing models explained for mid-market companies","url":"https://www.safeguardglobal.com/resources/blog/eor-pricing-models-explained/"}]}}}