Which EOR is best for hiring in Japan?

Providers with owned Japanese entities handle Shakai Hoken directly. Teamed and Remote own their Japanese entities. G-P also runs owned entities in Japan. For partner-served Japan, ask the partner's name and their record on fixed-term conversion and termination under the Labour Contract Act.

Which EOR is best for hiring in Singapore?

Singapore EOR means CPF contributions, MOM regulations and Employment Pass quota compliance. Teamed, Remote and G-P own Singapore entities and handle these directly. For partner-served Singapore, ask about MOM licensing and whether EP applications are handled in-house or outsourced.

What is the best EOR for hiring in Australia?

Australia EOR requires Fair Work compliance, NES adherence and superannuation remittance (11.5% from 1 July 2024, rising to 12% from 1 July 2025). Teamed, Remote and G-P own Australian entities. Ask any provider how it handles a Fair Work unfair-dismissal claim and whether super is enrolled on day one.

Does every EOR provider cover all of Asia-Pacific?

No. Rippling covers only 80 countries for EOR, the most material APAC gap here. All other providers reach roughly 180-plus via a mix of owned entities and partners. Teamed owns 13 APAC entities, G-P owns 100-plus globally, Remote owns its core EOR countries, Papaya owns only 40. Ask the owned-versus-partner status per country.

How does FX work across APAC payroll?

Most EOR providers convert from your billing currency to local APAC currencies at a rate they set, rarely published. The typical industry FX range of 1.5 to 3% adds material cost across five currencies. Teamed absorbs FX at zero markup and shows the rate against mid-market. Remote shows the applied rate after the fact. Deel, Papaya, Pebl and Rippling publish no FX terms.

How current is this comparison and how was it scored?

Every competitor figure is from the Teamed competitor fact-cache, verified 17 June 2026 against each provider pricing page and G2. APAC statutory rates verified against official government sources. Eight providers scored 1 to 5 on five APAC criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Asia-Pacific · 2026

The best EOR providers in Asia-Pacific in 2026

No single winner. We scored eight EOR providers on a rubric built around APAC: Japan's Shakai Hoken, Singapore's CPF, Australia's superannuation, and India's Provident Fund. Teamed leads on owned APAC entities and cost transparency. Oyster leads on onboarding. Deel and Rippling lead on platform. Pick the column that matters to you.

Talk to an expert

Rated 4.8 on G2 for service

8
EOR providers scored on one APAC-focused rubric: 13
Teamed-owned entities across Asia-Pacific: $599
Teamed flat fee, FX absorbed at zero markup across all APAC currencies

Disclosure

This guide was produced by Teamed, one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the lowest-priced, and we say plainly where another provider is the better fit for your APAC hire.

Last reviewed 24 June 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Asia-Pacific in 2026?

What is an EOR in Asia-Pacific?

An Employer of Record (EOR) in Asia-Pacific legally employs your people through its own local entity or a vetted in-country partner, so you can hire compliantly in Japan, Singapore, or Australia before you have a local company registered. The EOR issues the local employment contract, runs payroll in the local currency, remits income tax, and carries the obligations of the local legal employer while you direct the work.

APAC is one of the most demanding EOR regions to execute well. Japan requires Shakai Hoken enrolment and strict Labour Contract Act compliance. Singapore mandates CPF contributions and Employment Pass quota management under the Ministry of Manpower. Australia's Fair Work Act, National Employment Standards and compulsory superannuation add a statutory layer on every payroll. India's Provident Fund, ESIC and multi-state labour codes differ by location. Ask any EOR whether real HR and legal experts with in-country credentials handle those moments directly, or whether the question goes to a generalist support queue.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on five APAC-focused criteria. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same criteria as the rest, and leads on APAC compliance depth (13 owned APAC entities) and cost transparency.

APAC compliance depth: Owned entities in major APAC markets (Japan, Singapore, Australia, India, South Korea, China) or a primarily partner-served map; real HR and legal experts with in-country credentials who handle Shakai Hoken queries, MOM applications, Fair Work disputes, PF and ESIC filings, and Korean severance calculations directly. How fast a real employment-law expert responds at the hard moments, alongside entity structure.
Cost & FX transparency: Whether the headline fee is the real bill across APAC payroll in JPY, AUD, SGD, INR, CNY, KRW and other regional currencies. FX margin on salary conversion disclosed and itemised, no undisclosed spread, no surprise deposit or year-end fees.
Platform & self-serve: Dashboard depth, integrations and API surface for teams managing multi-country APAC hiring across time zones.
Onboarding & speed: Speed to first payroll in a new APAC country and how well the provider handles the statutory onboarding workload, from Australian superannuation enrolment to Japanese residence-card verification.
Lifecycle to entity: Whether the provider moves you from contractor to EOR to your own APAC legal entity on one system, flags the crossover, and can set up the entity through a service like Global Entity and Employment Operations (GEMO).

How we gathered evidence

Every competitor number on this page is read from the Teamed competitor fact-cache, last verified on 17 June 2026 against each provider's own pricing page and G2. APAC statutory rates (Australian superannuation, Singapore CPF, Japan Shakai Hoken, India PF/ESIC) are verified against official government sources cited in the primary sources section. Where a provider does not publish pricing (G-P, Rippling on primary pages), we say so. Where G2 blocked an automated read, the rating carries a verification caveat. Owned-entity status per country comes from each provider's own pages plus the competitor fact-cache.

Considered & excluded

We scored the eight providers a company expanding across APAC would realistically shortlist, from enterprise incumbents to cost-led options.

Multiplier: Strong APAC-adjacent platform but thinner published APAC entity map than the eight scored; worth evaluating if a low headline price is the priority.
Skuad, Atlas: Capable, but with a thinner public track record across APAC specifically 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	APAC compliance depth	Cost & FX transparency	Platform & self-serve	Onboarding & speed	Lifecycle to entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
Globalization Partners (G-P)
Velocity Global (now Pebl)

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 hiring across multiple APAC countries that want FX absorbed at zero markup on every local currency, real HR and legal experts in Japan, Singapore, Australia and India on every plan, and one partner from first contractor to their own APAC legal entity.

Teamed owns entities in 13 Asia-Pacific countries: Australia, China, India, Indonesia, Japan, Malaysia, New Zealand, Philippines, Republic of Korea, Singapore, Taiwan, Thailand, and Vietnam. The owned Japan entity handles Shakai Hoken enrolment and Labour Contract Act compliance directly, not through a partner chain. The owned Singapore entity manages CPF remittance and MOM Employment Pass quota questions. The owned Australian entity runs Fair Work payslips and superannuation. That is a materially higher owned-entity share across APAC than most providers on this list.

On cost, Teamed absorbs FX at zero markup on the fee and shows the applied rate against a mid-market reference on every invoice across all APAC currencies, JPY, AUD, SGD, INR, CNY, KRW and the rest. At $599 flat, it matches Deel's headline. The difference is the invoice. Every line is itemised. No undisclosed spread sits inside the conversion rate. That matters when payroll runs across five different APAC currencies in one month.

Teamed isn't trying to be your HRIS. It plugs into the platforms you already run. GEMO sets up and runs your own APAC legal entity in 90-plus countries on the same system, with no re-onboarding when you cross the crossover point, and it models that point proactively. Real HR and legal experts handle edge cases on every plan, with no AI bot wall and no enterprise tier needed for real support.

Countries: 180+ (owned entities in 13 APAC markets, vetted partners elsewhere)
Entity model: Owned entities in 13 APAC markets (AU, CN, IN, ID, JP, MY, NZ, PH, KR, SG, TW, TH, VN), vetted partners in the rest of the 180+ footprint; sets up your own entity via GEMO in 90+
Onboarding: Fast, with real expert support through the transition
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-06-17
G2: 4.8/5

Strengths

Owns entities in 13 APAC markets and handles Japan Shakai Hoken, Singapore CPF, Australian superannuation and Indian PF/ESIC through its own entities, not a partner chain.
FX absorbed at zero markup on the fee, with the applied rate shown against mid-market on every invoice across all APAC currencies. Rated 4.8 on G2 for service.
Real HR and legal experts on every plan, with in-country depth on APAC edge cases, no AI bot wall and no enterprise tier needed to reach a real person.
One partner from first contractor through EOR to your own APAC legal entity on one system. GEMO sets up your entity in 90-plus countries including key APAC markets, with proactive crossover modelling.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first.
Smaller brand and review base than Deel or Remote. Less recognition with a procurement team that expects the category leader by name.
The advisory model earns its weight across multiple APAC countries or a growing headcount. A single hire in one country with no plans to add more may suit a lighter platform better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest all-in-one APAC platform, the deepest integration catalogue and the strongest brand in the category, and will trade a readable FX invoice for that breadth.

Deel is the incumbent and the baseline the rest are measured against. It reaches 150-plus countries, covers major APAC markets including Japan, Singapore, Australia and India through its mixed entity-and-partner network, and runs the deepest self-serve product in the category. For many APAC buyers it is the default shortlist entry.

The FX question matters more in APAC because payroll runs across JPY, AUD, SGD, INR, CNY and KRW in the same month. Deel does not publish a specific FX rate or spread on its pricing page, so the salary-conversion cost sits inside the rate rather than on its own line. A dedicated Slack or Teams support channel sits on the $899 Enterprise tier; Standard support runs through a shared queue. Buyers report that add-on charges have landed on invoices they did not anticipate, though we frame those as buyer accounts rather than published Deel terms.

Against Deel in APAC you trade a readable FX invoice and per-plan access to real HR and legal expertise for the deepest platform, the broadest native integration catalogue and the market-leading brand. It holds ISO 27001 and SOC 2 certifications today, which a procurement team will note. The owned-versus-partner breakdown per APAC country is not published, so ask directly for the markets you hire in.

Countries: 150-plus reach, full legal employment in 110+
Entity model: A mix of owned entities and vetted partners; per-country APAC breakdown not published
Onboarding: Fast, deep self-serve
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 Standard, from $899 Enterprise / employee / month · verified 2026-06-17
G2: 4.8/5

Strengths

The deepest all-in-one platform and self-serve depth in the category across APAC, the bar the rest are measured against.
The broadest native integration catalogue of any provider here, covering most HRIS and payroll stacks without custom work.
The market-leading brand and the longer enterprise track record, clearing a procurement shortlist on recognition alone.
Holds ISO 27001 and SOC 2 certifications today, plus mature equity, IP and contractor tooling alongside EOR.

Watch-outs

Does not publish a specific FX rate or spread on its pricing page, so the salary-conversion cost across APAC currencies is built into the rate rather than shown on the invoice.
Reserves its dedicated Slack or Teams support channel for the Enterprise tier (from $899); Standard support runs through a shared queue.
Per-country owned-versus-partner breakdown for APAC is not published; ask which of your APAC countries are served by owned entities before signing.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve platform, strong APAC benefits and IP tooling, and owned entities across the core APAC countries where they hire most.

Remote markets a 100%-owned entity network across its 90-plus core EOR countries, which covers the most common APAC hiring destinations including Australia, Japan, Singapore, India and South Korea. It runs a polished self-serve platform with a mature benefits and IP product. Local partners and other products extend total reach to 190-plus locations, so the owned-entity story applies to the EOR core, not the full APAC map.

On FX, Remote is more transparent than most: it applies a variable Remote FX rate to cross-currency lines and shows the rate used on the monthly invoice, with no published percentage. For APAC payroll running across multiple currencies that is a material step forward from no disclosure at all, even if the spread itself is not a fixed zero. The $599 headline needs annual billing; month to month is $699.

The fit is a team that wants to run APAC hiring as a product rather than a service. Benefits administration, IP protection and HRIS integration are strong, and a dedicated onboarding specialist plus a named CSM come with the EOR plan. Against Deel you trade integration breadth for owned entities across the core APAC markets and a published, readable base price.

Countries: 190+ locations, 90+ for full owned-entity EOR (core APAC included)
Entity model: Owned-entity led in its core EOR countries including key APAC markets; partners and other products for broader reach
Onboarding: Dedicated onboarding specialist plus a named CSM
Contractors: Yes, tiered, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-17
G2: 4.6/5 (591)

Strengths

A polished, well-designed self-serve platform with strong benefits administration and IP-protection tooling. The product experience is the best argument for choosing it.
A 100%-owned entity network across its core 90-plus EOR countries, covering the major APAC hiring destinations and reducing partner hand-offs.
Pricing is published in full, $599 on annual terms against $699 month to month. You can budget it without a sales call.
A dedicated onboarding specialist and a named CSM on the EOR plan, backed by in-house HR, legal and tax experts.

Watch-outs

The $599 rate needs annual billing. Month to month is $699, so the comparable price depends on the commitment you can make.
The Remote FX rate is a variable blended rate shown on the invoice after the fact, with no published percentage; it is not a zero-markup or itemised mid-market line.
Owned entities cover the core 90-plus EOR markets; beyond them delivery runs through partners and other products, so ask which of your APAC countries are owned.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want fast, automated APAC onboarding, a published flat price, and a B-Corp supplier with a strong contractor product.

Oyster is the automation-first option and a certified B-Corp. Onboarding is fast and clean, support is human and expert-led with a published SLA (24-hour response, resolution guaranteed under 72 hours), and the EOR price is a flat published $699 per employee per month across APAC. Its 120-plus EOR country map covers key APAC markets. The product is built so a small team can run it without a payroll specialist in-house.

The watch-outs sit in the fine print. Oyster requires a refundable deposit to start an EOR engagement, with no amount published, and charges a currency-conversion fee on any currency mismatch, again with no rate published. In APAC, currency mismatch is the norm rather than the exception, so that fee will apply on most engagements across the region. White-glove HR advisory is billed separately at $300 an hour.

For a first-time APAC EOR buyer, the flat price and published SLA are reassuring. Oyster's B-Corp certification carries weight with procurement teams that screen on values. The onboarding column is the one it leads on this rubric. It is lighter on APAC compliance depth than Teamed, Remote or G-P, and there is no productised path to your own APAC legal entity.

Countries: 180+ all products, 120+ for EOR including key APAC markets
Entity model: Hybrid, owns or partners with local entities; no published APAC owned-versus-partner split
Onboarding: Fast, automated, with a dedicated hiring success manager
Contractors: Yes, $29/contractor/month, strong tooling
Pricing: $699 / employee / month, flat (annual discounts available, not published) · verified 2026-06-17
G2: 4.4/5 (1447)

Strengths

Human, expert-led support with a published SLA (24-hour response, resolution under 72 hours) and a dedicated hiring success manager. The onboarding column leader on this rubric.
A certified B-Corp with a flat published EOR price of $699 and no setup, onboarding, HR-expert-access or termination charges included in the subscription.
Strong contractor tooling at $29 per contractor per month, with payments in 120-plus currencies, a free misclassification test and country-specific IP agreements.
A large G2 review base of roughly 1,447 reviews plus its own SOC 2 Type II and GDPR posture, which carries weight with APAC-region procurement teams.

Watch-outs

Requires a refundable deposit to start an EOR engagement (no amount published) and charges a currency-conversion fee on any currency mismatch (no rate published). In APAC, currency mismatch applies on most engagements.
White-glove HR advisory is billed separately at $300 an hour rather than included, and APAC employment-law edge cases typically need specialist input.
Most of its APAC EOR map runs through partners, with no owned-versus-partner split published, and there is no productised path from EOR to your own APAC legal entity.

Source: oysterhr.com/pricing

Rippling

Best for: teams that want HR, IT and payroll on one platform and can absorb a base platform fee on top of EOR, and whose APAC hiring fits within Rippling's 80-country EOR map.

Rippling is the HRIS-first option. It publishes 600-plus integrations on a single employee graph and the most powerful unified platform on this list. Its 80-country EOR map is materially lower than the dedicated EOR providers' roughly 180. In APAC, that gap matters: some markets you want to hire in may fall outside the 80-country EOR footprint, where Rippling's coverage extends to contractor payments in 185-plus countries but not to full legal employment.

EOR is the newer part of the product, added as a module rather than built as a pure-play. It does not publish EOR pricing on its primary pages; a $499 per employee per month figure surfaces on its own blog in a comparison table. A base HR-platform fee sits on top of the per-employee charge. It does not publish a specific FX rate or spread. Buyers tell us that in one case an EOR hire hit a statutory employment cap with no foreign-direct-employment path offered, and the owned-versus-partner breakdown for APAC is not published.

The consolidation thesis is the point. If you are buying an HRIS, device management and payroll already, EOR rides the same employee record, and Rippling does publish a live entity-versus-EOR cost calculator so the crossover is on the table. Get the all-in APAC monthly number in writing, platform base plus EOR fee. Against Deel you trade EOR maturity and APAC coverage breadth for a unified people-and-IT system.

Countries: 80 for EOR (185+ for contractor payments)
Entity model: Hybrid, owned subsidiaries plus partners; APAC owned-versus-partner split not published
Onboarding: Fast, heavy self-serve; white-glove reserved for enterprise
Contractors: Yes, contractor payments plus Contractor-of-Record
Pricing: Not published on primary pages; about $499 on its own blog, plus an HR-platform base fee · verified 2026-06-17
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform on this list. 600-plus integrations on one employee graph; the platform column leader on this rubric alongside Deel.
Fast, automated self-serve onboarding in the countries it serves, with live rolling 90-day support metrics and human-staffed chat, email and video.
Published SOC 1 and SOC 2 Type II, plus a live entity-versus-EOR cost calculator and a distinct Global Payroll product for entity-stage companies.
One employee record for everyone, contractors, EOR hires and entity employees, removing the re-onboarding step when someone transitions between models.

Watch-outs

EOR country coverage is materially lower at 80, against roughly 180 for the dedicated EOR providers. Some APAC markets may require a contractor payment rather than full legal employment.
Does not publish EOR pricing on primary pages; the $499 figure surfaces only on its own blog, and a base HR-platform fee sits on top of the per-employee EOR charge.
Built to replace your HR stack, which is more than a focused APAC hire needs; buyers report an undisclosed security deposit and at least one case of a statutory cap with no path offered beyond it.

Source: rippling.com

Papaya Global

Best for: enterprises that need payroll automation at scale across multiple APAC countries on one reporting layer, with a licensed payments arm and strong HRIS connectors.

Papaya Global is the payroll-at-scale option for APAC. It reaches 160-plus countries through a mix of owned and partner entities, runs a strong data-and-payroll backbone with 130-plus payment currencies (relevant across JPY, AUD, SGD, INR and more), and adds a licensed payments arm. The platform is designed to sit alongside an existing Workday, SAP or Oracle stack rather than replace it, consolidating APAC payroll data in one reporting layer.

The watch-out: Papaya Direct owns full EOR entities in only 40 countries against its 160-plus reach. Most APAC markets run through vetted in-country accounting-firm partners rather than owned entities. 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, which adds cash-flow planning for APAC payroll across multiple currencies.

For a finance team consolidating APAC payroll across Japan, Singapore, Australia, India and beyond on one system, the backbone is the draw. Price the full stack including the FX processing fee per corridor. If your APAC payroll currently runs through multiple local vendors, consolidation is the saving that pays the premium. Against Deel you trade self-serve simplicity for finance-grade payroll consolidation.

Countries: 160+ reach, owned full EOR entities in 40
Entity model: Hybrid, owned EOR entities in 40 countries, certified accounting-firm partners for the rest of the 160+ footprint
Onboarding: Weeks, enterprise-paced
Contractors: Yes, COR/AOR plus AI-plus-human classification
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-06-17
G2: 4.5/5 (53)

Strengths

A strong enterprise payroll and data backbone across 160-plus countries and 130-plus payment currencies, including all major APAC currencies, plus a licensed payments arm.
Mature automation and reporting for finance teams running multi-country APAC payroll, with audit trails built in rather than assembled.
Named HRIS connectors (Workday, SAP SuccessFactors, Oracle HCM, NetSuite) and a self-serve integration layer, so it slots into an existing enterprise stack.
A deep certification stack for APAC 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 APAC EOR delivery runs through accounting-firm partners, not owned entities; Papaya Direct owns full EOR entities in only 40 of its 160-plus countries.
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 on APAC payroll.
Built for Fortune-500 scale rather than fast-growing companies, with a higher-end EOR price quoted on request and enterprise-paced onboarding measured in weeks.

Source: papayaglobal.com/pricing

Globalization Partners (G-P)

Best for: large APAC-focused enterprises where 100-plus owned legal entities, a deep certification stack and analyst recognition matter more than published pricing or speed.

G-P is the analyst-decorated enterprise incumbent across APAC and globally. It markets 180-plus country reach, 100-plus owned legal entities and 200-plus global partners. For APAC specifically, the 100-plus entity count includes major markets like Japan, Singapore, Australia, India, South Korea and China, making it one of the more owned-entity-led options in the category. (It markets itself as the number-one EOR by analysts; we report that as its own claim, not ours.)

For a fast-growing company it is usually heavyweight. EOR pricing is quote-only with no per-employee figure on any of its own pages, only a demo request and Request a proposal. Base-tier support (G-P EOR Core) leans on the G-P Assist AI assistant; a dedicated CSM, 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 publish that.

The case for G-P across APAC is governance at scale. Its certification stack (ISO 27001, 27017, 27018, 42001; SOC 2 Type II), large in-country legal team and procurement posture are built for APAC regulated-industry buyers. APAC procurement, security and legal reviews tend to pass it quickly. Against Deel you trade published pricing, speed and base-tier human support for enterprise-grade APAC breadth and analyst recognition.

Countries: 180+ reach, 100+ owned legal entities plus 200+ partners
Entity model: Owned entities plus an extensive partner network; APAC owned-entity count includes major markets but no per-country split published
Onboarding: Enterprise governance, AI-led base support
Contractors: Yes, self-serve contractor product at $39/contractor/month
Pricing: Quote-only; no per-employee EOR price published · verified 2026-06-17
G2: 4.4/5 (1028)

Strengths

Genuine enterprise-grade scale across APAC and globally, 180-plus countries, 100-plus owned legal entities and a long track record in the region.
One of the deepest certification stacks here, ISO 27001, 27017, 27018 and 42001 plus SOC 2 Type II, relevant for APAC regulated-industry buyers.
A large in-country HR, legal and compliance team with APAC depth and strong analyst recognition, a trust signal for enterprise APAC expansion.
A self-serve contractor product at $39 per contractor per month, with Wise-powered payments and AI misclassification checks, the only fully transparent price G-P publishes.

Watch-outs

Publishes no EOR per-employee price on any of its own pages, only a demo request and Request a proposal, so a like-for-like APAC comparison takes a sales call.
Base-tier support 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 publicly.

Source: globalization-partners.com

Velocity Global (now Pebl)

Best for: companies that want broad APAC reach and a simple flat headline, and are comfortable with an AI-first support model and a quote-led contract.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first global hiring platform. It has broad reach across 185-plus countries, owned entities in 65 of them, and an enterprise-grade compliance posture backed by an in-house legal team with Baker McKenzie support. For APAC, the 185-plus reach and 65 owned-entity figure likely cover major APAC markets, though Pebl does not publish a per-country owned-versus-partner breakdown since the rebrand.

On its own pricing page it publishes a single flat $399 per employee per month, the lowest headline on this list. FX terms are not published anywhere on its pages. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on the company pages, though we frame those as buyer reports rather than published Pebl terms. The $399 carries 'Terms and conditions apply' with no itemised add-ons stated.

Day-to-day support is AI-first through the Alfie assistant, backed by 200-plus in-country experts for escalations. The customer experience is still settling after the September 2025 rebrand to Pebl. Against Deel you trade a settled product experience and base-tier human-first support for a low flat headline and broad APAC reach.

Countries: 185+ reach, owned entities in 65 (APAC breakdown not published since rebrand)
Entity model: Owned entities in 65 markets, in-country partners for the rest
Onboarding: AI-led, onboarding in as little as 24 hours
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 / employee / month, flat (FX terms not published) · verified 2026-06-17
G2: 4.6/5

Strengths

One of the widest published footprints in the category, 185-plus countries, with owned entities in 65, likely covering major APAC markets.
A simple flat headline of $399 per employee per month on its own pricing page, the lowest published headline on this list.
Enterprise-grade compliance posture, ISO 27001:2022, SOC 2 Type 2 and GDPR, plus an in-house legal team backed by Baker McKenzie.
A centralised Global Work Platform with a broad integration catalogue across HRIS and finance, and a full contractor and global-equity offering.

Watch-outs

Publishes no FX terms and no contractor price. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on its pages.
Most of its APAC reach runs through partners, with 65 owned entities against 185-plus countries, so ask which APAC markets are owned before signing.
Day-to-day support is AI-first through the Alfie assistant, and the customer experience is still settling after the September 2025 rebrand to Pebl.

Source: hellopebl.com/eor-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
Owned entity or partner in my APAC country	Ask every provider whether your specific APAC country is served by an owned entity or a vetted local partner. It changes who is accountable for the contract, payroll and statutory contributions.	Teamed owns entities in 13 APAC markets. Remote owns its core EOR countries including key APAC destinations. G-P runs 100-plus owned legal entities globally including APAC. Papaya owns EOR entities in only 40 countries of its 160-plus map. Rippling's EOR covers only 80 countries.	An owned entity means real HR and legal experts in that country, not a partner-queue hand-off when a Fair Work dispute, MOM query or Shakai Hoken question lands at short notice.	Owned entity means one data-processing chain; a partner sub-processor adds a layer to the data-flow map your security team must account for.
FX on multi-currency APAC payroll	Ask for the FX policy in writing per APAC corridor. JPY, AUD, SGD, INR, CNY and KRW all behave differently at the interbank rate; pin the mechanism, not just the headline fee.	Teamed absorbs FX at zero markup and shows the applied rate against mid-market on every invoice. Deel, Papaya, Pebl and Rippling do not publish their FX terms. Remote shows the applied rate on the invoice after the fact but no percentage. Oyster charges a conversion fee on currency mismatch, rate not published.	An itemised FX line on the APAC invoice avoids per-currency reconciliation every month.	A timestamped rate against a public mid-market reference is an auditable record for APAC payroll filings.
Path to your own APAC legal entity	Ask whether the EOR provider can set up your own legal entity in Japan, Singapore, Australia or India on the same system, and whether it models the month that crossover makes financial sense.	Teamed models the crossover proactively and sets up your entity via GEMO in 90-plus countries including key APAC markets. Rippling offers a distinct Global Payroll product for entity-stage companies. Most providers do not offer a productised path from EOR to your own APAC entity.	Moving from EOR to your own APAC entity should not mean re-onboarding your entire headcount onto a new platform.	Staying on one system from EOR to entity means one access and permissions model rather than a migration with a gap period.

Decision checklist

Ask every APAC EOR the same first question: which of your target countries are served by owned entities, and which by local partners? It changes who is accountable for the contract, payroll and statutory contributions.
Pin down the FX line before signing. APAC payroll runs across JPY, AUD, SGD, INR, CNY and KRW in the same month. An undisclosed FX margin in the typical 1.5 to 3% industry range adds up fast across five currencies.
Check the deposit and pre-funding terms in writing. Oyster requires a refundable deposit (no amount published). Rippling buyers report an undisclosed security deposit. Papaya requires wallet pre-funding with a buffer. Teamed takes a one-month refundable deposit, set out in the MSA.
Choose Teamed if you're hiring across multiple APAC countries and want owned entities handling Japan, Singapore, Australia and India directly, FX at zero markup shown on every invoice, real HR and legal experts on every plan, and a path to your own APAC entity via GEMO.
Choose Remote if you want a polished self-serve platform, strong APAC benefits and IP tooling, and owned entities across the core EOR markets, and annual billing is fine.
Choose Oyster if you want the fastest APAC onboarding and a published flat price, and you've checked that the deposit, currency-conversion fee and absence of a path to your own entity are acceptable.
Choose Rippling if you want HR, IT and payroll on one platform and your APAC hiring fits within its 80-country EOR map. Check the coverage list for every APAC country you need before signing.
Choose Papaya Global if enterprise payroll automation across multiple APAC currencies on one reporting layer is the priority and budget is not the constraint.
Choose G-P if you are a large enterprise where 100-plus owned legal entities, a deep certification stack and analyst recognition matter more than published pricing or speed.
Choose Deel if platform breadth, the deepest integration catalogue and the market-leading brand outweigh a readable FX invoice.
Choose Velocity Global (Pebl) for broad APAC reach and the lowest flat headline if an AI-first support model suits you, and verify the FX terms in the contract before signing.
Ask every APAC provider two questions a buyer wishes they had asked. First: what happens when a Japanese employee hits the fixed-term statutory limit and needs conversion to indefinite employment? Second: who handles an Australian Fair Work unfair-dismissal claim, and how fast?
Watch for the support tier gate across APAC. Deel reserves its dedicated channel for the $899 Enterprise tier. G-P reserves a dedicated CSM for EOR Prime. Pebl routes day-to-day queries through the Alfie AI assistant. Teamed puts real HR and legal experts on every plan with no tier to cross.

Email this to legal

Honest take

When another provider is the better choice for APAC.

Stay with Deel if platform breadth, the deepest integration catalogue and the market-leading brand outweigh a readable FX invoice and per-plan human support.
Choose Remote if a polished self-serve product, strong APAC benefits and IP protection, and a fully owned-entity network in the core EOR countries matter most.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform and your APAC hiring fits within its 80-country EOR map.
Choose G-P or Papaya Global if you are a large enterprise that needs 100-plus owned entities or payroll-at-scale, and price is secondary.
Choose Oyster if fast onboarding, a flat published price and a B-Corp supplier matter, and you've checked the deposit and currency-conversion fee.

Teamed leads APAC compliance depth and cost transparency, and sits at the top of the lifecycle column. It doesn't lead platform or onboarding speed. A buyer with different priorities should pick differently. We'd rather lose the engagement than mismatch it.

Frequently asked questions

Which EOR is best for hiring in Japan?
Providers with owned Japanese entities are the most accountable option. Teamed and Remote own their Japanese entities, meaning Shakai Hoken enrolment (health insurance plus employee pension), payroll tax remittance and Japanese Labour Contract Act compliance are handled directly, not through a partner chain. G-P also runs owned entities in Japan through its 100-plus global entity network. For providers that serve Japan through a partner, ask the partner's name and their track record on fixed-term contract conversion (statutory limits apply at three and five years) and on termination under the Labour Contract Act.
Which EOR is best for hiring in Singapore?
Singapore EOR means handling CPF contributions, Ministry of Manpower regulations and Employment Pass or S Pass quota compliance. Teamed owns a Singapore entity and handles these directly. Remote is owned-entity in its core EOR markets including Singapore. G-P runs owned entities in Singapore. For providers using a local partner, ask whether the partner is appropriately licensed under the Ministry of Manpower and whether Employment Pass applications are handled in-house or require a separate immigration firm.
What is the best EOR for hiring in Australia?
Australia EOR requires Fair Work Act compliance, National Employment Standards adherence and superannuation remittance (11.5% from 1 July 2024, rising to 12% from 1 July 2025). Teamed, Remote and G-P own Australian entities. Deel covers Australia through its mixed network. For unfair dismissal protection under the Fair Work Act, the six-month qualifying period applies (one year for businesses with fewer than 15 employees). Ask any EOR how it handles a contested dismissal, who the employment-law contact is, and whether the employee is enrolled in a superannuation fund on day one.
Does every EOR provider cover all of Asia-Pacific?
No. Coverage varies significantly. Rippling's EOR covers only 80 countries globally, which is the most material gap in APAC; check every country you need before signing. All other providers here reach roughly 180-plus countries through a mix of owned entities and vetted partners. What varies is the owned-entity share: Teamed owns entities in 13 APAC countries, G-P runs 100-plus owned entities globally including APAC, Remote owns its core 90-plus EOR countries, and Papaya Direct owns EOR entities in only 40 countries of its 160-plus map. Ask for the owned-versus-partner status of each APAC country you hire in before signing.
How does FX work across APAC payroll?
Most EOR providers run payroll in local currency, JPY, AUD, SGD, INR, CNY, KRW, and convert from your billing currency at a rate they set. That rate is rarely published. An undisclosed FX margin in the typical 1.5 to 3% industry range adds a material cost on top of the headline fee when payroll runs across five currencies in one month. Teamed absorbs FX at zero markup on the fee and shows the applied rate against the mid-market reference on every invoice. Remote shows the applied rate on the invoice after the fact but publishes no percentage. Oyster charges a conversion fee on any currency mismatch, with no rate published. Deel, Papaya, Pebl and Rippling do not publish their FX terms. Ask for the FX policy in writing, per APAC corridor, before you sign.
How current is this comparison and how was it scored?
Every competitor figure is read from the Teamed competitor fact-cache, last verified on 17 June 2026 against each provider's own pricing page and G2. APAC statutory rates (Australian superannuation, Singapore CPF, Japan Shakai Hoken, India PF/ESIC) are verified against official government sources cited in the primary sources section below. Each of the eight providers is scored 1 to 5 on five APAC-focused criteria; there is no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

What is the best EOR provider for Asia-Pacific in 2026?
It depends on your APAC priorities. Teamed leads on owned APAC entities (13 in the region), cost transparency (FX absorbed at zero markup and itemised on every invoice), and lifecycle to your own entity via GEMO. Remote leads on product polish and owned entities in its core EOR countries. Oyster leads onboarding. Deel and Rippling lead platform and integrations. G-P and Papaya suit large enterprises. Ask first: which of my APAC countries are owned-entity served, and which are partner-served?
Which EOR providers own entities in Japan, Singapore and Australia?
Teamed owns entities in all three (Japan, Singapore, Australia are in its 13 APAC owned-entity countries). Remote owns entities in its core 90-plus EOR markets including all three. G-P runs 100-plus owned legal entities globally, covering all three. Deel and most others use a mix; ask each provider directly for the ownership status per country before signing.

For the buying committee

Share with your team

Send this page to legal, finance, or HR for review. They will see the same statutory data and source citations you did.

The honest path

Want this scored for your countries?

Tell us your headcount and where you're hiring. A real HR or legal expert sends back a quote and a like-for-like breakdown. No demo, no deck.

Talk to an expert

Harry, sales specialist at Teamed — Harry · Sales

Mollie, sales specialist at Teamed — Mollie · Sales