How long does a contractor-to-employee conversion take via EOR?

Most conversions complete in one to four weeks. Oyster markets 48-hour EOR onboarding; Teamed typically runs within days for standard cases. The variables: country notice periods, owned vs partner entity in the market, and statutory cost calculations. Ask for a per-country timeline.

What is contractor misclassification cover and which EOR providers include it?

Misclassification cover indemnifies you if a tax authority rules your contractor should have been an employee. Teamed offers Guard ($10k/case) and Protect (Teamed takes on liability). Remote tiers it: $29 base, $99 adds $100k cover, $325 from gives uncapped cover. Deel Shield is opt-in. G-P includes AI checks at $39/month. Oyster offers a free assessment with no published dollar limit. Multiplier's indemnity structure is not publicly tiered.

Does the contractor management and EOR product need to be on the same platform?

Not technically required, but practically it matters. When contractor and EOR sit on the same platform, conversion is a workflow change, not a migration. Teamed, Rippling, Deel, Remote, Oyster and Multiplier all run both in one account. The risk is when you have one contractor platform and switch EOR for the conversion; that migration can create a payroll or compliance gap.

What are the typical costs of converting a contractor to an employee via EOR?

The management fee is $400 to $699/month (published providers) or quote-only (G-P). On top: employer taxes and statutory contributions (40 to 50% of salary in France or Germany), an undisclosed FX margin in the typical 1.5 to 3% industry range (most providers), a deposit of one month to one notice period, and possible setup fees. Ask for the full cost stack before you sign.

How current is this comparison and how was it scored?

Every competitor figure is verified on 26 June 2026 against each provider pricing and product page. Eight platforms scored 1 to 5 on five conversion-specific criteria, no overall winner. Reviewed quarterly, pricing re-verified monthly.

Best EOR for converting contractors to employees · scored 2026

The best EOR platforms for converting contractors to employees in 2026

Q: What is the best EOR for converting contractors to employees in 2026?

There is no single best. Teamed leads on cost transparency, lifecycle and expert access. Remote leads on compliance depth, owned entities and tiered indemnity. Oyster leads on speed (48-hour EOR onboarding, published SLA). Deel leads on contractor platform breadth. Rippling suits teams already on its HRIS for conversions inside its 80 EOR countries. Ask any provider whether contractor and EOR sit on the same system.

Eight EOR platforms scored on one published rubric. Teamed leads on cost transparency and the unbroken contractor-to-entity lifecycle, Oyster on conversion speed, Remote on compliance depth and Deel on misclassification tooling. No single provider wins every column. Pick the criterion that matters most to your conversion, then read the write-ups.

Talk to an expert

Rated 4.8 on G2 for service

8
EOR platforms scored on one rubric for contractor conversion: $599
Teamed EOR fee, flat, same headline as Deel: Zero
FX markup on the Teamed fee

Disclosure

This guide was produced by Teamed, which is one of the eight platforms scored below on the same rubric as the rest. We don't crown an overall winner, we don't compete on the lowest price, and we say plainly where another provider is the better fit for a contractor conversion.

Last reviewed 26 June 2026By Tom Price-Daniel, Co-founder, Teamed

What is the best EOR for converting contractors to employees in 2026?

What is converting a contractor to an employee via EOR?

Converting a contractor to an employee via an Employer of Record (EOR) means the EOR legally employs your person under a compliant local employment contract, taking on payroll, statutory contributions, and employer obligations in place of the old contractor arrangement. You direct the work; the EOR handles the legal relationship in the country. For most companies the trigger is a misclassification risk notification, a regulatory threshold crossed, or a strategic decision to formalise the relationship before a tax authority does it for them.

The conversion itself has four moving parts: ending the contractor agreement compliantly, drafting the local employment contract, calculating the new statutory cost stack (social contributions, benefits, termination entitlements), and porting the person from one billing relationship to another without a payroll gap. Which EOR you use determines how fast that handover goes, whether the same platform handles both sides, whether real HR and legal experts guide the statutory compliance, and whether the FX on the new salary line is visible. Those are the four axes this scoring rubric measures.

Methodology

How we scored this comparison

Eight EOR platforms are scored 1 to 5 on five criteria tailored to the contractor-to-employee conversion journey. There is no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on exactly the same criteria as the rest and leads two, cost transparency and lifecycle. Oyster leads conversion speed, Remote leads compliance depth, and Deel leads misclassification tooling.

Contractor risk and misclassification tools: Whether the platform includes proactive misclassification detection, indemnification cover, and structured tooling to manage the contractor relationship before conversion. The depth and default-on nature of the cover matters as much as its existence.
Conversion speed and continuity: How fast the contractor-to-EOR transition runs, whether the same system handles both sides (no re-onboarding), and whether a real person guides the statutory handover rather than a self-serve ticket flow.
Cost and FX transparency: Whether the headline EOR fee is the real bill after the conversion. FX margin on salary conversion disclosed and itemised, no undisclosed spread, no surprise deposit or year-end fees.
Compliance and employment law depth: Real HR and legal experts with country-specific employment-law depth who handle the statutory edge cases at conversion: a contested notice period, a mandatory benefit threshold, a jurisdiction-specific probation rule. Human response speed is part of the score alongside entity structure.
Lifecycle from contractor to entity: Whether the provider handles contractor management, EOR, and the move to your own entity on one system, with proactive modelling of the crossover point. A provider that only handles EOR forces a platform switch both before and after the conversion.

How we gathered evidence

Every competitor number on this page is read from the Teamed competitor fact-cache, last verified on 26 June 2026 against each provider's own pricing, contractor product pages and G2. Where a provider does not publish pricing or contractor product details, we say so. G2 ratings carry a verification caveat where G2 blocked an automated read. Owned-entity or partner status comes from each provider's own pages. Teamed's claims come from teamed.global and KERNAL.

Considered & excluded

We scored the eight platforms a company converting contractors to employees would realistically evaluate, covering the category leaders and the most relevant mid-market options.

Velocity Global (Pebl), Native Teams: The contractor-to-EOR lifecycle is less productised on these platforms; the eight scored give a representative spread of the market for this use case.
Skuad, Remofirst, Omnipresent: Capable, but with a thinner published contractor-specific product track record than the eight scored.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Contractor risk and misclassification tools	Conversion speed and continuity	Cost and FX transparency	Compliance and employment law depth	Lifecycle from contractor to entity
Teamed(us)			Leads		Leads
Deel	Leads
Remote				Leads
Oyster		Leads
Rippling
Papaya Global
Globalization Partners (G-P)
Multiplier

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: fast-growing companies converting contractors across multiple countries who want the full lifecycle on one system: contractor risk tools, EOR, and the path to their own entity, with FX shown and absorbed at zero markup and real HR and legal experts on every plan.

Teamed is built for the full conversion lifecycle. Guard covers contractor misclassification up to $10,000 per case, with you as the engager. Protect goes further, Teamed engages the contractor directly and takes on the misclassification liability. When the risk threshold is crossed and you decide to convert, the contractor and the new EOR record sit on the same system, so there is no re-onboarding, no re-papering, and no payroll gap.

The conversion itself is guided by real HR and legal experts with country-specific employment-law depth, not a self-serve ticket flow. The statutory cost stack for the new hire, social contributions, mandatory benefits, probation rules, is calculated and disclosed before you sign. The applied FX rate on the new salary sits next to the mid-market reference on every invoice, absorbed at zero markup on the fee.

When your headcount in a country grows past the EOR tipping point, Global Entity and Employment Operations (GEMO) sets up and runs your own entity in 90+ countries on the same platform, with no re-onboarding. Teamed is the only provider in this scoring that treats the contractor-to-EOR-to-entity arc as one continuous system. It is rated 4.8 on G2 for service.

Countries: 180+ (owned entities in 57 markets, vetted partners for the rest)
Entity model: Owned entities in 57 countries including Germany, France, Spain, the UK and the US; vetted partners elsewhere; GEMO sets up your own entity in 90+
Onboarding: Expert-guided, typically within days for a standard conversion
Contractors: Yes, Guard (up to $10k misclassification cover, you stay as engager) and Protect (Teamed engages and takes on liability)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-06-26
G2: 4.8/5

Strengths

Guard and Protect sit on the same system as EOR, so the conversion from contractor to employee is a workflow change, not a platform switch. Misclassification cover is a named product, not an opt-in add-on to find in the settings.
Real HR and legal experts guide every statutory conversion, from a Betriebsrat consultation to a KSchG-compliant notice, with no AI bot wall and no support tier to unlock. Rated 4.8 on G2 for service.
The applied FX rate on the new salary is shown against the mid-market reference on every invoice, absorbed at zero markup on the fee. No undisclosed spread on the conversion cost.
GEMO takes you from first contractor through EOR to your own entity in 90+ countries on one platform, with proactive modelling of the month your own entity beats EOR. The full lifecycle is the point.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory-led, not dashboard-first.
Smaller brand and review base than Deel or Remote. ISO 27001 and SOC 2 are aligned with accreditation in progress, not yet held the way Deel holds them.
The Guard and Protect tiers are distinct products; buyers should confirm which tier is included in their engagement and the per-case limit before a misclassification situation is live.

Source: teamed.global/contractors

Deel

Best for: teams that want the broadest contractor management platform and the most mature misclassification tooling, and will trade a readable FX line for that breadth.

Deel has the most mature contractor platform in the category. It handles contractor onboarding, contracts, payments and misclassification indemnification (Deel Shield) across the broadest country footprint and one of the broadest native integration catalogues in the category. For a company managing a large contractor population before conversion, Deel's self-serve depth and workflow automation are the standard the rest are measured against.

The misclassification gap is that Shield is opt-in and not enabled by default, per buyer accounts. A contractor-payments client one of our referral partners spoke to was running with no misclassification protection and perceived Shield as a sales upsell rather than a safety feature. Once the conversion decision is made, the EOR itself runs from $599 Standard (from $899 Enterprise). The FX terms on the new salary are not published; the cost is built into the conversion rate rather than shown.

A dedicated Slack or Teams support channel during the conversion sits on the Enterprise tier ($899). Standard support runs through a shared queue. For a misclassification situation that is already escalating, that support gap matters. Against Teamed you keep the broadest platform and the strongest brand; you give up a readable invoice and expert access on the base plan.

Countries: 150-plus reach, full legal employment in 110+
Entity model: A mix of owned entities and vetted partners
Onboarding: Fast, deep self-serve
Contractors: Yes, Deel Shield misclassification indemnification (opt-in, per buyer accounts)
Pricing: From $599 Standard, from $899 Enterprise / employee / month · verified 2026-06-26
G2: 4.8/5

Strengths

The most mature contractor management platform in the category. Deep self-serve for contractor onboarding, contracts, payments and lifecycle management across a broad country footprint.
Deel Shield provides misclassification indemnification alongside a mature contractor product. One of the broadest native integration catalogues in the category, covering most tech stacks without custom work.
The market-leading brand and enterprise track record, so it clears a procurement shortlist on recognition alone. Holds ISO 27001 and SOC 2 certifications today.
A consistent contractor-to-EOR conversion path on one platform, with mature equity, IP and global-payroll tooling alongside.

Watch-outs

Deel Shield is opt-in and not enabled by default per buyer accounts. A contractor you are managing on Deel may have no misclassification cover unless you have actively turned Shield on.
Does not publish its FX terms, so the salary-conversion cost on the new EOR hire is built into the rate rather than shown on the invoice.
A dedicated support channel during the conversion sits on the $899 Enterprise tier; Standard support runs through a shared queue, which is a gap when misclassification risk is live.

Source: deel.com/pricing

Remote

Best for: teams that want a transparently tiered indemnity ladder for the contractor side, a polished self-serve platform and owned entities in the countries where their conversions land.

Remote has the most transparently tiered contractor product of any platform here. Contractor Management at $29/contractor/month covers onboarding, localised contracts and multi-currency payments. Contractor Management Plus at $99 adds up to $100,000 indemnity per contractor. Contractor of Record from $325 gives uncapped indemnity and AI misclassification tooling. If your risk assessment says indemnity cover matters, Remote publishes the limit and the price, which no other provider in this scoring does as clearly.

On the EOR side, the $599 annual rate applies across Remote's 90+ EOR countries, all served via owned entities. Remote applies a variable Remote FX rate to cross-currency salary lines and shows the rate used on the monthly invoice, with no published percentage. The handover from contractor to EOR runs on the same system, with a dedicated onboarding specialist and a named Customer Success Manager on the EOR plan.

The compliance posture is strong. Remote markets a 100%-owned entity network across its 90+ EOR countries, which means one accountable employer chain rather than a partner layer for most of the conversions you will actually do. In-house HR, legal and tax professionals with 10 years average experience handle edge cases. Against Deel you trade integration breadth for owned entities and a published indemnity ladder.

Countries: 190+ locations, 90+ for full owned-entity EOR
Entity model: Owned-entity led in its core 90+ EOR countries; broader reach via other products
Onboarding: Dedicated onboarding specialist plus a named Customer Success Manager
Contractors: Yes, three tiers: $29 (management), $99 (plus $100k indemnity), $325 from (uncapped indemnity and AI tools)
Pricing: $599/mo on annual billing ($699 month to month) for EOR; contractor tiers from $29 · verified 2026-06-26
G2: 4.6/5

Strengths

The most transparently tiered contractor indemnification of any provider scored here. Contractor Management Plus at $99/month adds up to $100,000 cover per contractor; Contractor of Record from $325 gives uncapped cover and AI misclassification tooling.
A 100%-owned entity network across its 90+ EOR countries, so the employer chain at conversion is directly accountable, with no partner layer in the markets most companies hire in.
A dedicated onboarding specialist and a named Customer Success Manager on the EOR plan, backed by in-house HR, legal and tax professionals with 10 years average experience. The conversion is guided, not self-serve only.
Published pricing across the full contractor ladder and the EOR base ($599 annual, $699 monthly). You can budget the conversion cost without a sales call, at least for the standard tiers.

Watch-outs

The Remote FX rate is a variable blended rate shown after the fact on the invoice, with no published percentage. The $599 EOR rate needs annual billing; month to month is $699.
Contractor of Record from $325/month is materially higher than the base contractor products on this list. If your misclassification risk is lower, the cost of the coverage tier may outweigh the certainty it gives.
Owned entities cover the core 90+ EOR countries; beyond them delivery runs through other products and partners, so ask which of your conversion countries are owned.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want the fastest contractor-to-employee conversion, a flat published EOR price and a human SLA for the statutory handover.

Oyster is the speed choice for the EOR side of the conversion. EOR onboarding runs in as fast as 48 hours, with a dedicated Hiring Success Manager guiding the statutory handover. The EOR price is a flat published $699 per employee per month, with no setup, onboarding or termination charges and a published 24-hour response and sub-72-hour resolution SLA on support. For a team that needs to move fast once the conversion decision is made, Oyster is the quickest path from contractor agreement end to first EOR payroll.

The contractor side is solid but lighter. Global Contractors runs at $29/contractor/month (first month free), with in-app contract signing, payments in 120+ currencies and a free misclassification assessment. There is no published dollar indemnity cover for the base contractor product, which is a gap against Remote and Teamed. White-glove HR advisory, for example a senior employment lawyer reviewing the conversion, is billed separately at $300/hour rather than included.

Oyster requires an undisclosed refundable deposit for EOR and charges a currency-conversion fee on any currency mismatch with no rate published. There is no productised path from EOR to your own entity, so Oyster is a natural fit for a conversion you want to run fast, but may become something you outgrow if headcount in a country grows toward entity territory.

Countries: 180+ all products, 120+ for EOR
Entity model: Hybrid, owns or partners with local entities; no published split
Onboarding: As fast as 48 hours, with a dedicated Hiring Success Manager
Contractors: Yes, $29/contractor/month (first month free), free misclassification assessment, payments in 120+ currencies
Pricing: $699 / employee / month, flat; contractor product $29/month (first month free) · verified 2026-06-26
G2: 4.4/5

Strengths

EOR onboarding in as fast as 48 hours, with a dedicated Hiring Success Manager and a published SLA: responses within 24 hours, resolution guaranteed under 72 hours. The conversion speed column is the one Oyster leads.
A flat published EOR price of $699 and explicitly no setup, onboarding, HR-expert access or termination charges. Procurement teams get a clear yes on transparency of essentials.
A certified B-Corp with SOC 2 Type II and GDPR, plus an in-house legal team partnering with local experts in employment and IP law.
A strong contractor product at $29/month with a free misclassification test, payments in 120+ currencies and country-specific IP agreements, enough to run a mixed contractor-and-employee workforce on one platform before converting.

Watch-outs

No published dollar indemnity cover for the base contractor product. The free misclassification assessment flags risk but does not protect against it financially. White-glove HR advisory is billed separately at $300/hour rather than included.
Requires an undisclosed refundable deposit for EOR and charges a currency-conversion fee with no rate published. The deposit amount and FX cost are not visible before you sign.
No productised path from EOR to your own entity. When headcount grows toward entity territory, you will need a separate provider or a platform migration.

Source: oysterhr.com/pricing

Rippling

Best for: teams already on Rippling for HR, IT and payroll that want contractor-to-EOR conversion as part of the same platform, for conversions inside Rippling's 80 EOR countries.

Rippling handles contractor payments and a Contractor-of-Record product alongside EOR, all on the same unified employee graph. Rippling publishes 600+ integrations on that graph. If you are already running your HRIS, devices and payroll on Rippling, adding a contractor-to-EOR conversion is a workflow change rather than a new vendor relationship. A live entity-versus-EOR cost calculator on the platform is a genuine lifecycle tool.

EOR is the newer part of the product, and country coverage is materially lower at 80 EOR countries against roughly 180 for the dedicated EOR providers. EOR pricing is not published on the primary pages; a $499 per employee per month figure surfaces on its own blog, with a base HR-platform fee on top. Buyers report an undisclosed security deposit. If your conversion falls inside one of the 80 covered countries, the consolidation argument is strong. Outside those 80, you need a different provider.

The compliance depth at conversion depends on the support model. The platform is built for self-serve, which suits standard conversions in standard countries, and may not cover edge cases where a real employment-law expert needs to guide the statutory handover. Against Teamed you trade advisory depth and lifecycle continuity for a unified HR and IT platform.

Countries: 80 for EOR (185+ for contractor payments)
Entity model: Hybrid, owned subsidiaries plus partners; split not published
Onboarding: Fast, heavy self-serve; white-glove reserved for enterprise
Contractors: Yes, contractor payments plus Contractor-of-Record on the same platform (pricing not published)
Pricing: Not published on primary pages; about $499 on its own blog, plus an HR-platform base fee · verified 2026-06-26
G2: 4.8/5

Strengths

Rippling publishes 600+ integrations on one employee graph. If you are already on Rippling for HRIS, IT and payroll, a contractor-to-EOR conversion adds no new vendor relationship.
A live entity-versus-EOR cost calculator on the platform models the crossover and is the strongest self-serve lifecycle tool of any provider scored here.
Fast, heavily automated self-serve onboarding, with SOC 1 and SOC 2 Type II held and published live rolling 90-day support metrics, human-staffed chat, email and video.
Contractor payments and a Contractor-of-Record product on the same employee graph as EOR, with no separate contractor-management platform needed.

Watch-outs

EOR country coverage is materially lower at 80 EOR countries against roughly 180 for the dedicated EOR providers. If your conversion is outside those 80 countries, Rippling cannot do it.
EOR pricing is not published on primary pages; a $499 figure surfaces only on its own blog, with a base HR-platform fee on top. Buyers report an undisclosed security deposit.
Built to replace your HR and IT stack, which is more than a focused contractor conversion needs. The self-serve model may leave edge-case statutory questions without a real expert to guide the handover.

Source: rippling.com

Papaya Global

Best for: enterprises with large contractor populations across many countries that need payroll automation at scale alongside the EOR conversion, and can absorb a higher price and a slower pace.

Papaya Global handles a Contractor-of-Record (COR) and Agent-of-Record (AOR) product alongside EOR, with AI-plus-human misclassification classification built in. The platform is enterprise-grade, reaching 160+ countries and running a strong data-and-payroll backbone with 130+ payment currencies and a licensed payments arm. For a finance team that needs to consolidate contractor and EOR payroll data across many countries into one reporting layer, Papaya is built for exactly that.

The EOR base starts from $499 per employee per month on its own pricing page, but most of the EOR footprint is partner-delivered, with owned full EOR entities in only 40 of its 160+ countries. An FX processing fee applies on conversion, with no percentage published and country-variable margins supplied through your CSM. The wallet must be pre-funded. These are disclosed costs, but not visible before you engage a CSM.

The pace is enterprise-paced. Onboarding takes weeks, the pricing model routes through a CSM, and the platform is built for Workday, SAP and Oracle rather than a mid-market team converting one or two contractors. If scale and finance-grade reporting are the priority, Papaya delivers. If speed, cost clarity and a real expert on the base plan are the priority, it is not the right fit.

Countries: 160+ reach, owned full EOR entities in 40
Entity model: Hybrid, owned entities in 40 EOR countries, certified accounting-firm partners elsewhere
Onboarding: Enterprise-paced, weeks
Contractors: Yes, COR/AOR plus AI-plus-human misclassification classification
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-06-26
G2: 4.5/5

Strengths

A strong enterprise payroll and data backbone across 160+ countries and 130+ payment currencies, plus a licensed payments arm. Few providers consolidate multi-country contractor and EOR payroll data at this scale.
Mature COR and AOR products alongside EOR, with AI-plus-human misclassification classification built into the contractor layer before conversion.
A broad named-connector catalogue covering Workday, SAP SuccessFactors, Oracle HCM and NetSuite, so it slots into an enterprise stack without custom work.
A deep certification set for procurement gates: ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II and GDPR, plus global equity administration through payroll.

Watch-outs

Most of the EOR footprint is partner-delivered, owned full EOR entities in only 40 of its 160+ countries, so the statutory compliance at conversion runs through an accounting-firm partner in most markets.
An FX processing fee applies on conversion with no percentage published and country-variable margins supplied via your CSM. The wallet must be pre-funded with a buffer.
Built for Fortune-500 scale. Enterprise-paced onboarding and a thin G2 review base of about 53 reviews mean speed and base-plan human support favour other providers on this list.

Source: papayaglobal.com/pricing

Globalization Partners (G-P)

Best for: large enterprises where a low-cost self-serve contractor product, analyst recognition and governance at scale matter more than published EOR pricing or advisory speed on the base plan.

G-P runs one of the most accessible contractor products of any enterprise EOR provider. Its self-serve Contractor of Record is $39 per contractor per month, with Wise-powered payments and AI misclassification checks. For a company managing a large contractor population before a conversion programme, the entry cost is low and the misclassification tooling is solid. (G-P markets itself as the number-one EOR by analysts; we report that as its own claim, not ours.)

EOR pricing is quote-only, with no per-employee figure on any of its own pages, only a demo request and a proposal request. Base-tier support leans on the G-P Assist AI assistant; a dedicated Customer Success Manager, quarterly reviews and direct access to G-P's HR and legal teams are reserved for the higher EOR Prime tier. Buyers report a pre-funding model of roughly one to two months' salary, though G-P does not disclose deposit or pre-funding terms publicly.

The case for G-P on a conversion programme is governance at scale: a deep certification stack, 180+ country reach marketed with 100+ legal entities, and the procurement posture large organisations require. For a fast-growing team converting one or two contractors, the quote-only pricing, AI-led base support and enterprise-paced sales process are heavier than the conversion needs.

Countries: 180+ reach, 100+ legal entities plus 200+ partners
Entity model: Owned entities plus an extensive partner network; no clean owned-only split published
Onboarding: Enterprise governance, AI-led base support
Contractors: Yes, self-serve Contractor of Record at $39/contractor/month, AI misclassification checks, Wise-powered payments
Pricing: Quote-only; no per-employee EOR price published. Contractor of Record $39/contractor/month. · verified 2026-06-26
G2: 4.4/5

Strengths

Self-serve Contractor of Record at $39 per contractor per month with Wise-powered payments and AI misclassification checks. One of the more accessible contractor products at the enterprise tier.
A deep certification stack for procurement gates: ISO 27001 (variants 27017, 27018 and 42001), SOC 2 Type II, all on a self-serve trust portal. Procurement reviews tend to pass quickly.
Genuine enterprise-grade reach, 180+ countries marketed with 100+ legal entities and 200+ partners, plus a large in-house HR, legal and compliance team and strong analyst recognition.
EOR pricing is quote-only, which in practice means the conversion cost is negotiated rather than standardised, potentially advantageous for a large conversion programme.

Watch-outs

EOR pricing is quote-only. No per-employee figure is published on any of its own pages; a like-for-like comparison with the rest of this list requires a sales call.
Base-tier support during the conversion leans on the G-P Assist AI assistant. A dedicated CSM, quarterly reviews and direct HR and legal access are reserved for the higher EOR Prime tier.
Buyers report a pre-funding model of roughly one to two months' salary, though G-P does not disclose deposit or pre-funding terms on its public pages.

Source: globalization-partners.com

Multiplier

Best for: fast-scaling teams that want a modern platform, a low published EOR base and a Customer Success Manager on every plan, once the deposit, pre-funding and FX marketing claims are verified in writing.

Multiplier is the low-price and modern-platform option for a contractor-to-EOR conversion. The contractor product starts from $40 per active contract per month, the EOR from $400, and both include a Customer Success Manager on every plan, not gated behind a premium tier. The platform is modern and well-reviewed at 4.7 on G2. For a team that wants human support and a low published base, Multiplier sits at the right end of the market.

The watch-outs are in the cash flow. Multiplier's own Help Center requires a refundable deposit equal to the notice-period salary, due before the contract is signed, plus monthly payroll pre-funding. Neither appears on its marketing pages. It markets zero FX conversion markups but publishes no rate source or methodology; its own Help Center concedes invoice rates differ from the calculator estimate. Verify the deposit amount, the pre-funding requirement and the FX line in writing before you sign.

Misclassification indemnification at the contractor level is not publicly tiered or priced in the way Remote publishes it. The $40/month base contractor product includes platform and payments; indemnification details should be confirmed directly. Against Teamed you trade advisory depth and a readable FX line for a lower published base and a modern self-serve platform.

Countries: 150-plus via owned entities plus partners
Entity model: Owned-entity positioning plus partners; no owned-versus-partner split published
Onboarding: Fast, typically hours, with a Customer Success Manager on every plan
Contractors: Yes, dedicated Contractor-of-Record product from $40/month; indemnification details should be confirmed directly
Pricing: From $400 / employee / month (EOR); from $40 / contractor / month. Deposit and pre-funding apply. · verified 2026-06-26
G2: 4.7/5

Strengths

The lowest published EOR base on this list at $400 per employee per month, with a transparent headline and no named setup or termination fees.
A Customer Success Manager on every plan from the $40 contractor product upward, with 24/5 human support from local HR and legal experts.
A modern, well-reviewed platform at 4.7 on G2, with a strong contractor product including payments in 120+ currencies and misclassification indemnification.
A broad certification set claimed on its security page including SOC 1, SOC 2 Type I and II, SOC 3, ISO 27001 and PCI-DSS, plus 100+ in-house legal and tax experts.

Watch-outs

Multiplier's own Help Center requires a refundable deposit equal to the notice-period salary, due before signing, plus monthly payroll pre-funding. Neither appears on the marketing pages.
Markets zero FX conversion markups but publishes no rate source or methodology. Its own Help Center concedes invoice rates differ from the calculator estimate, so treat the zero-markup claim as a position to verify in writing before signing.
No productised path from EOR to your own entity. The lifecycle stops at EOR; a company growing toward entity territory will need a separate provider.

Source: usemultiplier.com/pricing

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Misclassification cover	Ask whether misclassification cover is on by default or opt-in. Deel Shield is opt-in per buyer accounts; Teamed Guard and Protect are distinct named products; Remote prices indemnity by tier with published limits. Confirm the cap and the trigger in writing before any risk threshold is crossed.	Model the full cost of the coverage, not just the contractor platform fee. Remote publishes its indemnity cap ($100,000 at Plus, uncapped at Contractor of Record); the others either bundle or do not publish a limit. An uncovered misclassification claim in a high-salary jurisdiction can exceed two years of EOR fees.	A contractor who needs to convert urgently because a risk threshold has been crossed needs the fastest path to a compliant employment contract. Ask which EOR can issue the first payslip fastest. Oyster publishes 48 hours; Teamed publishes days for standard conversions.	The contractor agreement ends and a new employment contract begins. Ensure the EOR runs both on one data chain, with no re-papering, to minimise the window between contractor termination and employment start.
FX on the new salary	The EOR salary line is a new FX exposure. Ask for the salary-conversion policy in writing before the conversion. Teamed absorbs FX at zero markup and shows the rate against mid-market. Deel and Multiplier do not publish their FX terms. Remote shows the applied rate after the fact.	Run the real salary cost through the conversion. An undisclosed EOR FX margin in the typical 1.5 to 3% industry range on a senior hire adds $1,500 to $3,000 a year per $100,000 salary. That is a budget line that should be visible before you sign, not discovered on the first invoice.	The employee being converted needs a salary that reflects their new employment status. An itemised invoice builds trust with the hire and avoids surprises at the end of the first month.	A timestamped FX rate against a public reference is an auditable record for a finance audit or a statutory inquiry.
Lifecycle after the conversion	Ask whether the EOR will model the point at which your own entity makes more sense than EOR. Teamed does this proactively and sets up the entity via GEMO. Most other providers have no structural incentive to flag it.	EOR at $599 to $699 per month per employee, plus employer taxes, benefits and FX, starts to exceed the cost of your own entity at roughly five to eight employees in most European markets. Which of these providers will flag that month proactively?	A contractor converted to EOR today may grow into a country director. If that happens, a provider that handles the entity setup on the same system avoids a second migration.	A migration from one EOR to another, or from EOR to owned entity, creates a data-portability event. Fewer platform switches means fewer events.

Decision checklist

Read the contractor product terms before the conversion, not after. Ask whether misclassification cover is on by default or opt-in, what the per-case limit is, and whether the contractor and EOR records sit on the same system.
Get the FX terms in writing before you sign the EOR agreement. An undisclosed margin in the typical 1.5 to 3% industry range on a senior salary adds real cost. Teamed absorbs FX at zero markup and shows the rate against mid-market. Deel and Multiplier do not publish their terms. Remote shows the applied rate on the invoice after the fact.
Ask which countries you plan to hire in and whether the EOR uses an owned entity or a partner in each. Remote and Teamed are the most owned-entity-led in the markets most companies convert in. For conversions in partner-served countries, ask who is accountable for the statutory compliance.
Ask about the deposit and pre-funding requirement before you sign. Teamed requires a one-month refundable salary deposit. Multiplier requires a deposit equal to the notice-period salary, due before signing, plus monthly pre-funding. Oyster requires a refundable deposit with no amount published. Know the cash-flow impact before you commit.
Choose Teamed if you want the conversion on the same platform as contractor management, FX shown against mid-market, real HR and legal experts on every plan, and a clear path to your own entity when the headcount grows.
Choose Remote if a tiered, published indemnity ladder and owned entities in the countries where your conversions land matter most.
Choose Oyster if you need the fastest EOR onboarding, a flat published price and a human SLA for the statutory handover.
Choose Deel if contractor platform breadth, the deepest integration catalogue and the market-leading brand outweigh a readable FX invoice or expert access on the base plan.
Choose Rippling if you are already on Rippling for HRIS and IT, and your conversions are inside its 80 EOR countries.
Choose Multiplier if you want a low published base and a Customer Success Manager on the base plan, and you will verify the deposit, pre-funding and FX before signing.
Choose Papaya Global if you are an enterprise consolidating contractor and EOR payroll across many countries at scale, and the enterprise pace suits you.
Choose G-P if a low-cost self-serve contractor product ($39/month), enterprise reach and a deep certification stack matter more than published EOR pricing.
Ask every provider the same question before you sign. When the conversion happens, who guides the statutory handover: a real employment-law expert or a self-serve ticket queue?

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When another provider is the better fit

Choose Deel if contractor platform breadth, the deepest integration catalogue and mature self-serve tooling matter more than a readable FX invoice or expert access on the base plan.
Choose Remote if a transparently tiered indemnity ladder, owned entities in your conversion countries, and strong in-house compliance matter most.
Choose Oyster if speed is the priority, a flat published price and a human SLA suit you, and you do not need a path to your own entity.
Choose Rippling if you want the full HR, IT and payroll stack unified and your conversions are inside the 80 EOR countries.
Choose Papaya Global or G-P for enterprise-scale contractor and EOR consolidation, if the pace and price suit the organisation.

Teamed leads on cost transparency, the unbroken contractor-to-entity lifecycle and human advisory on every plan. That is not the right answer for every buyer. We would rather you pick correctly.

Frequently asked questions

What is the best EOR for converting contractors to employees in 2026?
There is no single best answer. It depends on what matters most to your conversion. Teamed leads on cost transparency, the unbroken contractor-to-entity lifecycle and real expert access on every plan. Remote leads on compliance depth, owned entities and a tiered, published indemnity ladder. Oyster leads on speed, with EOR onboarding in as fast as 48 hours and a published SLA. Deel leads on contractor platform breadth and misclassification tooling. Rippling suits teams already on its HRIS for conversions inside its 80 EOR countries. The most useful question to ask any of them: is the contractor and EOR record on the same system, and who guides the statutory handover?
How long does a contractor-to-employee conversion take via EOR?
Most contractor-to-EOR conversions complete in one to four weeks once the contractor agreement is ended and the EOR has the employment details. Oyster markets EOR onboarding in as fast as 48 hours for a standard case. Teamed typically runs within days for standard conversions with expert-guided onboarding. The variables that extend the timeline are the country (some jurisdictions require a minimum notice period before employment can start), the entity model (owned entities have one accountable chain; partner-served countries may add coordination time), and whether the EOR has the statutory cost calculations ready. Ask your provider for a per-country timeline before you start.
What is contractor misclassification cover and which EOR providers include it?
Contractor misclassification cover indemnifies you against the financial and legal consequences if a tax authority or court determines your contractor should have been an employee. The liability can include back taxes, statutory employment contributions, employee benefit claims and fines. Teamed offers Guard (up to $10,000 per case, you stay as engager) and Protect (Teamed engages and takes on the liability) as distinct products on the same system as EOR. Remote publishes three tiered contractor products: base at $29/contractor/month with no named indemnity limit, Plus at $99 with up to $100,000 cover, and Contractor of Record from $325 with uncapped indemnity. Deel Shield is misclassification indemnification, but is opt-in and not enabled by default per buyer accounts. G-P includes AI misclassification checks on its $39/contractor/month product. Oyster includes a free misclassification assessment but does not publish a dollar indemnity limit on the base product. Multiplier's indemnity structure is not publicly tiered.
Does the contractor management and EOR product need to be on the same platform?
Not technically required, but practically it matters. If the contractor and EOR records are on the same platform, the conversion is a workflow change, not a platform migration. There is no re-onboarding, no re-papering, no data export and import, and no payroll gap while the two systems catch up. Teamed keeps both on the same system; that is the point of Guard and Protect being part of the same platform as EOR. Rippling and Deel also keep contractor and EOR records unified. Remote runs its contractor tiers through the same account as EOR. Oyster and Multiplier also run both in one platform. The risk is when you have been using one provider for contractor management and switch EOR providers for the conversion. That migration can create a payroll gap or a compliance gap during the handover.
What are the typical costs of converting a contractor to an employee via EOR?
The EOR management fee is the visible part: $400 to $699 per employee per month for the published providers here, or quote-only for G-P. The real cost is larger. Employer taxes, statutory contributions and mandatory benefits are passed through at cost and vary by country; for a senior hire in France or Germany they can add 40 to 50% of gross salary on top of the management fee. An undisclosed FX margin in the typical 1.5 to 3% industry range on the salary-conversion line adds a further cost that most providers do not show you. Most EORs also require a deposit, typically one month of salary (Teamed) or up to the full notice-period salary (Multiplier). Ask for the full cost stack before you sign: management fee, employer taxes and contributions, benefits, deposit, FX, and any setup or termination fees.
How current is this comparison and how was it scored?
Every competitor figure is read from the Teamed competitor fact-cache, last verified on 26 June 2026 against each provider's own pricing, contractor product pages and G2. Each of the eight platforms is scored 1 to 5 on five criteria tailored to the contractor-to-employee conversion journey. There is no weighted total and no overall winner. Where a provider does not publish pricing, or only on its own blog, we say so. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR is best for converting a contractor to an employee?
It depends on your priority. Teamed keeps contractor and EOR on one system, shows FX against mid-market at zero markup, and real experts guide the handover on every plan. Remote publishes a tiered indemnity ladder and owns entities in the countries most companies convert in, with a named CSM on EOR. Oyster is the fastest, with 48-hour onboarding and a published SLA. Deel leads on contractor platform breadth and integration catalogue. Rippling suits teams already on its HRIS for conversions inside its 80 EOR countries.
What should I look for in an EOR when converting contractors to employees?
Five things: whether misclassification cover is on by default; whether contractor and EOR sit on the same system (no migration); whether the FX on the salary is shown against mid-market; whether real HR and legal experts guide the statutory handover; and whether there is a productised path to your own entity. Teamed leads on cost transparency and lifecycle. Remote leads on compliance depth and tiered indemnity. Oyster leads on speed.

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