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. Teamed covers 187+ countries through owned entities plus vetted partners, and the other dedicated providers reach a comparable footprint via a mix of owned entities and partners. Teamed owns 13 APAC entities of 57 worldwide, G-P owns roughly 125 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 verified against each provider's own pricing page and G2, checked 17 June 2026, with security certifications re-checked 22 July 2026. APAC statutory rates verified against official government sources. Eight providers scored 1 to 5 on six APAC axes, 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 published six-axis rubric built around APAC: Japan's Shakai Hoken, Singapore's CPF and MOM, Australia's Fair Work and superannuation, and India's Provident Fund. Teamed leads on the service model and employment intelligence and on the path to your own APAC entity. It contests pricing transparency with Remote and Asia-Pacific coverage with G-P. Deel and Rippling lead on platform, and the certified providers lead on security. 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: 6
Asia-Pacific rubric axes, no overall winner

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 22 July 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 six Asia-Pacific-focused axes. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same axes as the rest.

Pricing transparency: Whether the all-in cost of an APAC hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, deposit and exit terms. The FX rate on JPY, AUD, SGD, INR, CNY and KRW salary conversions is one clause of that test, not the whole frame.
Asia-Pacific coverage and compliance: Depth and legal robustness of in-country coverage across the major APAC markets (Japan, Singapore, Australia, India, South Korea, China): the owned-entity versus partner structure behind each country, how Shakai Hoken enrolment, CPF and MOM Employment Pass quotas, Fair Work disputes, PF and ESIC filings and Korean severance calculations are handled, and how fast a real employment-law expert responds at the hard moments.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first APAC payroll for teams running multi-country hiring themselves across time zones, from Australian superannuation enrolment to Japanese residence-card verification.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications an APAC procurement or security review asks to see, checked against each provider on 22 July 2026.
Service model and employment intelligence: Ongoing human employment expertise plus AI assistance across the lifecycle (for Teamed, the Ted layer): whether real HR and legal experts with in-country credentials own the hard APAC moments directly, and how well the system flags statutory changes and the crossover point before they reach you.
Path to your own entity: Whether the provider moves you from contractor to EOR to your own APAC legal entity on one system, flags the crossover point, and can set up the entity through a service like Global Entity and Employment Operations (GEMO).

How we gathered evidence

The six axes are pricing transparency, Asia-Pacific coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own APAC entity. Pricing came from each provider's own pricing page, last checked 17 June 2026. Where a provider does not publish pricing (G-P, Rippling on primary pages), we use g2.com and cited industry estimates and say so. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. APAC statutory rates (Australian superannuation, Singapore CPF, Japan Shakai Hoken, India PF and ESIC) are verified against the official government sources cited in the primary sources section. Owned-entity status per country comes from each provider's own pages. Teamed's claims come from teamed.global.

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.
Payoneer Workforce Management (formerly 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	Pricing transparency	Asia-Pacific coverage and compliance	Platform and self-serve	Security and certifications	Service model and employment intelligence	Path to your own entity
Teamed(us)	Leads	Leads			Leads	Leads
Deel			Leads	Leads
Remote
Oyster
Rippling
Papaya Global
Globalization Partners (G-P)
Pebl (formerly Velocity Global)

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, part of 57 owned worldwide: 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, the owned Singapore entity manages CPF remittance and MOM Employment Pass quota questions, and the owned Australian entity runs Fair Work payslips and superannuation. Where a market is served through a partner, DLA Piper acts as global counsel behind vetted in-country partners, so real HR and legal experts handle the hard local edge cases in-house rather than through a generalist queue.

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 JPY, AUD, SGD, INR, CNY, KRW and the rest. At $599 USD or £479 GBP per employee per month, flat, it matches Deel's headline. The difference is the invoice. Every line is itemised, and no undisclosed spread sits inside the conversion rate, which matters when payroll runs across five different APAC currencies in one month. The deposit is one month of salary, refundable, set out in the MSA.

Teamed isn't trying to be your HRIS. It plugs into the platforms you already run, and the Ted layer pairs ongoing human employment expertise with AI assistance to flag APAC law changes and the month your own entity starts to beat EOR on cost. Global Entity and Employment Operations (GEMO) then sets up and runs your own APAC legal entity in 100+ countries on the same system, with no re-onboarding when you cross that point, and real HR and legal experts handle edge cases on every plan.

Countries: 187+ countries covered through owned entities plus vetted partners (57 owned, 13 across Asia-Pacific)
Entity model: Owned entities in 13 APAC markets (AU, CN, IN, ID, JP, MY, NZ, PH, KR, SG, TW, TH, VN) among 57 owned worldwide, vetted partners in the rest of the 187+ footprint; sets up your own entity via GEMO in 100+
Onboarding: As little as 24 to 48 hours
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-07-22
G2: 4.8/5

Strengths

Owns entities in 13 APAC markets, part of 57 worldwide, and handles Japan Shakai Hoken, Singapore CPF, Australian superannuation and Indian PF and ESIC through its own entities, not a partner chain. DLA Piper acts as global counsel behind vetted in-country partners where a market is partner-served.
FX absorbed at zero markup on the fee, with the applied rate shown against the mid-market reference on every invoice across JPY, AUD, SGD, INR, CNY and KRW. Rated 4.8 on G2 for service.
Real HR and legal experts on every plan, with the Ted layer pairing that human depth with AI assistance to flag APAC law changes and the crossover point early. 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 100+ countries including key APAC markets, with the crossover modelled proactively.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first, so it concedes the platform column here.
ISO 27001 and SOC 2 aligned with accreditation in progress, so the badge isn't in hand yet. Several rivals on this list hold current certifications. If your APAC procurement or security review needs the certificate issued today, ask each provider for current reports and dates.
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, or a procurement team set on the market-leading name and its larger review base, 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, and its platform leads this rubric alongside Rippling.

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. Deel does not publish which plan includes its dedicated Slack or Teams support channel. 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 Type II certifications today, near the top of the security column, 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 130+, via owned entities plus local partners
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 / employee / month, a starting rate · verified 2026-07-22
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. Leads the platform column on this rubric alongside Rippling.
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 Type II certifications today, near the top of the security column, 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.
Does not publish which plan includes its dedicated Slack or Teams support channel; confirm what your rate includes before signing.
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 customer success manager 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 customer success manager
Contractors: Yes, tiered, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-07-22
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, so you can budget it without a sales call. It holds current ISO 27001 and SOC 2 Type II certifications, at the top of the security column.
A dedicated onboarding specialist and a customer success manager 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, which is why its self-serve automation sits high on the platform column even though the deepest platforms are Deel and Rippling.

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, and its B-Corp certification carries weight with procurement teams that screen on values. It holds SOC 2 Type II, though its ISO 27001 status is less clearly published, so it sits one step behind the fully certified providers on security. 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 2026-07-22
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. Fast, automated self-serve onboarding is one of the quickest routes to a first APAC payroll on this list.
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 SOC 2 Type II and a GDPR posture, which carries weight with APAC-region procurement teams even with ISO status less clearly published.

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' reach of roughly 187+ countries covered through owned entities plus vetted partners. 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. For a distributed APAC team spread across time zones, provisioning a Tokyo or Sydney hire's laptop, apps and access from the same record that runs their payroll is a genuine operational saving that the pure-play EOR providers do not match. Get the all-in APAC monthly number in writing, platform base plus EOR fee, and confirm every APAC country you need sits inside the 80-country EOR map before you commit. 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 2026-07-22
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.
Holds ISO 27001, SOC 1 and SOC 2 Type II, one of the broadest certification sets in the category, 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 187+ countries covered through owned entities plus vetted partners 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 180-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 180-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: 180+ 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 180+ 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 2026-07-22
G2: 4.5/5 (55)

Strengths

A strong enterprise payroll and data backbone across 180-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 held today, 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 180-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 the widest owned-entity footprint, 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 coverage, an owned-entity network that runs to roughly 125 active legal entities, and 200-plus global partners. For APAC specifically, the owned-entity map includes major markets like Japan, Singapore, Australia, India, South Korea and China, which makes it one of the more owned-entity-led options in the category and the reason it contests the coverage column with Teamed.

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 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 and 42001, plus SOC 2 Type II held today), large in-country legal team and procurement posture are built for APAC regulated-industry buyers, so security, legal and procurement 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+ coverage, roughly 125 active owned legal entities plus 200+ partners
Entity model: Owned-entity led across roughly 125 active entities plus an extensive partner network; APAC owned map 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 2026-07-22
G2: 4.4/5 (1028)

Strengths

Genuine enterprise-grade scale across APAC and globally, 180-plus country coverage, roughly 125 active 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 held today, near the top of the security column 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 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

Pebl (formerly Velocity Global)

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. It holds ISO 27001:2022 and SOC 2 Type II today, near the top of the security column, though 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 2026-07-22
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 II and GDPR held today, near the top of the security column, plus an in-house legal team backed by Baker McKenzie.
A centralised Global Work Platform with a broad integration catalogue across HRIS and finance, an AI-first Alfie support layer, 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 roughly 125 owned legal entities globally including APAC. Papaya owns EOR entities in only 40 countries of its 180-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 100+ 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

Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front. Oyster requires a refundable deposit (no amount published), Rippling buyers report an undisclosed security deposit, and Papaya requires wallet pre-funding with a buffer.
Choose on the service model and employment intelligence if ongoing human expertise matters more than platform breadth or price. Teamed leads this column: real HR and legal experts on every plan with in-country APAC depth, and the Ted layer flagging statutory changes and the crossover point early. Teamed is rated 4.8 on G2.
Choose on pricing transparency if an APAC salary invoice you can read matters. Teamed and Remote lead here with published, itemised terms; Teamed absorbs FX at zero markup against the mid-market reference, while Remote discloses a variable spread. Deel publishes a starting rate but not its FX terms, and the quote-led providers (G-P, Papaya, Rippling, Pebl) sit lower.
Choose on Asia-Pacific coverage and compliance if owned-entity depth across Japan, Singapore, Australia and India is the priority. Teamed contests this column with G-P: Teamed through 13 owned APAC entities plus DLA Piper as global counsel, G-P through the widest owned-entity footprint in the category. Remote and Pebl also own APAC entities.
Choose on the path to your own entity if you plan to incorporate in APAC. Teamed leads this column, with the crossover modelled proactively and Global Entity and Employment Operations (GEMO) for entity setup in 100+ countries.
Choose on security and certifications if your APAC procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, G-P, Papaya and Pebl hold current certifications; Oyster holds SOC 2 Type II with ISO status less clearly published. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
Choose Deel if platform breadth, the deepest integration catalogue and the market-leading brand outweigh a readable FX invoice.
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 the widest owned-entity footprint, a deep certification stack and analyst recognition matter more than published pricing or speed.
Choose Pebl (formerly Velocity Global) 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?

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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 the widest owned-entity footprint 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.
Choose a certified provider such as Deel, Remote, Rippling, G-P, Papaya or Pebl if your procurement review needs ISO 27001 or SOC 2 in hand today.

Teamed leads the service model and employment intelligence and the path to your own APAC entity, and contests pricing transparency with Remote and coverage with G-P. It concedes the platform column to Deel and Rippling and security to the certified providers. 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 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. Teamed covers 187+ countries through owned entities plus vetted partners, and the other dedicated providers here reach a comparable footprint through a mix of owned entities and vetted partners. What varies is the owned-entity share: Teamed owns entities in 13 APAC countries (part of 57 worldwide), G-P runs roughly 125 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 180+ 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 verified against each provider's own pricing page and G2, last checked on 17 June 2026. Provider security certifications were re-checked on 22 July 2026. 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 six APAC-focused axes: pricing transparency, Asia-Pacific coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own APAC entity. 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 the service model and employment intelligence and the path to your own APAC entity via GEMO. It contests pricing transparency with Remote and Asia-Pacific coverage with G-P. Deel and Rippling lead platform and integrations; the certified providers lead security. No single provider leads every axis. 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, 57 worldwide). Remote owns entities in its core 90-plus EOR markets including all three. G-P runs roughly 125 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.

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