Which EOR is best for hiring in Chile in 2026?

Depends on priority. Teamed leads on Chilean employment-law depth (real experts on gratificacion and Art. 161 terminations, every plan) and cost transparency (zero FX markup). Remote leads on self-serve with a 100%-owned entity network. Oyster on onboarding speed. Deel and Rippling on platform. G-P on enterprise governance. Ask any provider: real Chilean employment-law experts, or a generalist ticket queue?

What is gratificacion legal in Chile and does my EOR have to pay it?

Gratificacion legal is a mandatory Chilean bonus (Arts. 47 to 52, Codigo del Trabajo). Employers pay either 25% of annual profits or 4.75% of gross annual earnings distributed monthly, capped at 4.75% times 12 minimum monthly income units. It accrues from day one. Your EOR must calculate and administer it correctly from the start.

What is indemnizacion por anos de servicios and when does it trigger in Chile?

Indemnizacion por anos de servicios applies to Art. 161 (economic or operational) dismissals in Chile. The entitlement is 30 calendar days' last monthly salary per year of service, capped at 11 months, after at least 1 year of service. Where 30 days' notice is not given, a substitutive indemnification of 30 days applies. Your EOR must calculate and fund this at dismissal.

How does the Chilean peso affect my EOR bill?

CLP salaries converted to USD on your EOR bill carry an invisible FX margin if the provider does not disclose its rate. Industry FX margins run roughly 1.5 to 3%, worth USD 700 to USD 2,000 per year on a typical senior Chilean salary. Ask every provider for its FX policy in writing and whether the applied rate is shown against mid-market on your invoice.

When should I set up my own SpA in Chile instead of using an EOR?

The crossover is usually 8 to 12 full-time employees in Chile, where SpA running costs drop below the cumulative EOR per-seat fee. Depends on salary levels and your EOR fee. Teamed models and proactively flags the crossover month. Global Entity & Employment Operations (GEMO) sets up and runs your own entity across 90+ markets with no re-onboarding.

How current is this comparison, and how was it scored?

Competitor facts verified 22 June 2026 from each provider's pricing page and G2 listing. Chilean statutory facts from official Direccion del Trabajo sources. Eight providers scored 1 to 5 on five Chile-focused criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Chile · 2026

The best EOR providers in Chile in 2026

No single winner. We scored eight EOR providers on a published rubric built around Chile's rules: AFP cotizaciones, gratificacion legal, indemnizacion por anos de servicios and the month your own SpA beats EOR. Teamed leads on Chilean compliance depth and cost transparency. Oyster leads on onboarding. Deel and Rippling lead on platform.

Talk to an expert

Rated 4.8 on G2 for service

8
EOR providers scored on one Chile-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 5
Chile-specific rubric criteria, 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 Chile hire.

Last reviewed 22 June 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Chile in 2026?

What is an EOR in Chile?

An Employer of Record (EOR) in Chile legally employs your people through its own entity or a vetted local partner, so you can hire compliantly before you have a Sociedad por Acciones (SpA) of your own. The EOR issues a Chilean-law employment contract, runs payroll, registers AFP and cesantia contributions, and carries the obligations of the Chilean employer while you direct the work. Statutory employer-side cotizaciones cover pension insurance (SIS), accident and occupational-disease insurance under Ley 16.744, and cesantia insurance under Ley 19.728.

Chile adds statutory benefit layers most EOR contracts do not price clearly upfront. The gratificacion legal is a mandatory annual bonus: either 25% of company profits or 4.75% of gross annual earnings distributed monthly, accruing from day one. Dismissals under Article 161 of the Codigo del Trabajo for economic or operational grounds trigger indemnizacion por anos de servicios: 30 calendar days' last salary per year of service, capped at 11 months. The Chilean peso (CLP) is volatile against the dollar. Ask any EOR whether your invoice shows the conversion rate against a public reference.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on five Chile-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.

Chilean compliance depth: Owned Chilean entity or vetted local partner, plus real HR and legal experts with Chilean employment-law credentials who handle AFP and cesantia registration, gratificacion calculations, Art. 161 terminations and indemnizacion por anos de servicios directly. How quickly a real Chilean employment-law expert responds at the hard moments is part of the score alongside entity structure.
Cost and FX transparency: Whether the headline fee is the real bill in Chile. The Chilean peso (CLP) is volatile against the dollar, making FX margin on salary conversion a material cost. We score on whether the FX margin is disclosed and itemised, and whether there are undisclosed setup or year-end fees.
Platform and self-serve: Dashboard depth, integrations and API surface for teams running Chilean hiring themselves without a dedicated HR specialist in-house.
Onboarding and speed: Speed to first Chilean payroll and how well the product keeps pace with a fast-growing team adding people in Chile quickly.
Lifecycle to Chilean entity: Whether the provider moves you from contractor to EOR to your own SpA or branch on one system, flags the crossover point, and can set up the entity through a service like Global Entity & Employment Operations (GEMO).

How we gathered evidence

Competitor facts come from Teamed's global provider fact-cache, last verified 22 June 2026 against each provider's own pricing page and G2 listing. Where a provider does not publish pricing (G-P is quote-only; Rippling lists a figure only on its own blog), we say so rather than presenting a third-party estimate as the provider's own number. Chilean statutory facts reference the Codigo del Trabajo de Chile and official Direccion del Trabajo sources, verified 22 June 2026. Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring its first employee in Chile would realistically evaluate.

Skuad, Atlas: Capable but with a thinner public track record than the eight scored.
Remofirst, Native Teams: Micro-business or lowest-price positioning, a different buyer than this list.

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	Chilean compliance depth	Cost and FX transparency	Platform and self-serve	Onboarding and speed	Lifecycle to Chilean entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
G-P (Globalization Partners)
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: rapidly growing companies hiring in Chile that want real HR and legal experts on call for AFP registration, gratificacion calculations and Art. 161 terminations, FX absorbed at zero markup, and one partner from first Chilean contractor to their own SpA.

Teamed leads with Chilean employment-law depth. Real HR and legal experts handle the hard moments directly: an AFP cotizaciones query, a gratificacion calculation dispute, a cesantia contribution correction, or an Art. 161 dismissal that requires indemnizacion por anos de servicios to be funded correctly. Expert access is standard on every plan, with no AI bot wall and no Enterprise tier required to reach a real person.

The cost wedge is transparency. Teamed shows the applied FX rate on your Chilean salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. With the Chilean peso volatile against the dollar, the gap between a visible mid-market rate and an undisclosed blended rate is material over a full year of payroll. Teamed also models the month your own SpA starts to beat EOR on cost.

Teamed isn't trying to be your HRIS. It connects to the tech you already run and moves you from the first Chilean contractor to EOR to your own entity on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up and runs your own legal entity in 90+ markets, so the lifecycle advice is built in from day one.

Countries: 180+ via a mix of owned entities and vetted local partners
Entity model: Mix of owned entities in major markets and vetted local partners; covers Chile with an experienced local network
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 2026-06-22
G2: 4.8/5

Strengths

Real HR and legal experts handle Chilean AFP cotizaciones registration, gratificacion calculations, cesantia deposits and Art. 161 indemnizacion terminations directly. Expert access is standard on every plan, not gated behind a higher tier.
Zero FX markup on the fee. The applied rate sits next to the mid-market reference on every invoice. Teamed also models the month your own Chilean SpA beats EOR and flags it proactively.
A real escalation contact who knows your Chilean account, rated 4.8 on G2 for service. No AI bot wall when a gratificacion calculation is disputed or an Art. 161 termination needs to be handled quickly.
One system from first Chilean contractor to EOR to your own entity, via Global Entity & Employment Operations (GEMO) across 90+ markets. No re-onboarding at any stage of the lifecycle.

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 G-P. Less recognition with a procurement team that wants the market-leading name.
The advisory model earns its weight with multiple Chilean hires or a growing headcount. For a single experimental hire with no plans to scale, a lighter self-serve platform may suit better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest EOR platform, the deepest integration catalogue and a settled brand for their Chile hire, and who will manage compliance questions through the platform rather than via a dedicated expert.

Deel is the largest EOR platform in the category and covers Chile within its 150-plus country reach. Its platform leads this rubric: one of the broadest native integration catalogues in the category, polished self-serve flows and tooling that suits teams running Chilean hiring without a dedicated HR manager on staff.

The compliance gap in Chile is advisory depth. Deel does not publish a specific FX rate or spread, so the peso-to-dollar conversion cost is not visible as a line on the invoice. The dedicated Slack or Teams support channel sits on the Enterprise tier, which means a real person is not the default response to a gratificacion query or an Art. 161 termination calculation unless you are on the higher plan.

For a team that wants platform depth and can manage Chilean compliance edge cases through documentation, Deel is a strong choice. Model the conversion cost on your real Chilean salary before comparing with the flat-fee providers, since industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary, which is material given CLP volatility.

Countries: 150-plus via owned entities + local partners
Entity model: Mix of owned entities and vetted partners; Chile covered
Onboarding: Days, self-serve
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 Standard, from $899 Enterprise per employee per month · verified 2026-06-22
G2: 4.8/5

Strengths

One of the broadest EOR platforms in the category, with a large native integration catalogue and polished self-serve flows. Leads the platform column on this rubric alongside Rippling.
The largest brand and review base in the category. A procurement team that wants the market-leading name will recognise it immediately.
Fast self-serve onboarding into Chile and most other markets, with a mature contractor-management product alongside EOR.
Holds ISO 27001 and SOC 2 certifications today, which clears a procurement security gate without a follow-up question.

Watch-outs

Does not publish a specific FX rate or spread. The peso-to-dollar conversion cost on Chilean salaries is not visible as a line on the invoice.
The dedicated Slack or Teams support channel sits on the Enterprise tier. On the Standard plan, a gratificacion query or Art. 161 termination question goes to a shared support queue.
Advisory depth on Chilean employment-law edge cases is lighter than the specialist providers, which matters when indemnizacion calculations or cotizaciones reclassifications come up.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, a fully owned entity network and a disclosed FX rate they can see on the invoice each month, with annual billing acceptable.

Remote markets a 100%-owned entity network across its 90+ EOR countries. If Chile is within that owned set, a Chilean hire is employed by a Remote entity rather than routed through a partner. Its platform is polished and self-serve, with a strong benefits and IP product. Owned-entity compliance is a genuine differentiator in Chile, where accountability on a cotizaciones reclassification or a complex indemnizacion calculation matters.

On FX, Remote is more transparent than Deel in Chile. It discloses its approach rather than concealing it. The disclosed Remote FX rate is still a variable spread above mid-market, not a zero-markup or itemised mid-market line. The $599 headline requires annual billing; the month-to-month rate is $699.

The fit is a team that wants to run Chilean hiring as a product rather than a service. Benefits administration and IP protection are mature in-product, and the self-serve flows hold up as headcount scales. Model the disclosed FX spread on your real Chilean peso salary before comparing with flat-fee providers, then decide whether the product depth and owned entity justify the variable cost.

Countries: 190+ locations, 90+ via owned EOR entities
Entity model: Markets a 100%-owned EOR entity network across its 90+ EOR countries; confirm whether Chile is owned or partner-served
Onboarding: Days to a few weeks, with a dedicated onboarding specialist
Contractors: Yes, tiered, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-22
G2: 4.6/5

Strengths

Markets a 100%-owned EOR entity network across its core 90+ EOR countries. Ask Remote whether Chile is in the owned set, which affects accountability on compliance edge cases.
A polished self-serve platform with strong benefits administration and IP-protection tooling. Product experience is among the best in the category.
Pricing is published: $599 on annual billing, $699 month to month. You can budget it without a sales call.
Discloses its FX approach rather than concealing it. The Remote FX rate is visible on the in-platform invoice breakdown each month, though it is a blended rate, not zero markup.

Watch-outs

The $599 rate requires annual billing. Month to month is $699, so the real comparable price depends on the commitment you can make.
The disclosed Remote FX rate is a variable spread above mid-market. It is transparent, but it is not zero markup. With the CLP volatile against the dollar, the difference is material.
The model is product-led rather than advisory. A team that wants a real Chilean employment-law expert on call for gratificacion or Art. 161 questions may find the self-serve flows are the primary support channel.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into Chile and a dedicated Hiring Success Manager, with published pricing they can budget from day one.

Oyster is the automation-first choice for getting a Chilean hire done quickly. Onboarding is fast and clean, a dedicated Hiring Success Manager is consistently praised in reviews, and a 24-hour response and sub-72-hour resolution SLA is published. The product is built so a small team can run a Chilean hire without a payroll specialist in-house.

Oyster discloses a hybrid model, owning or partnering with local entities, but it does not publish how Chile specifically is served or its owned-vs-partner split. That is worth pinning down when a gratificacion dispute or an Art. 161 indemnizacion calculation comes into play. The Hiring Success Manager provides a human layer, but white-glove HR advisory is billed separately at $300 per hour, so deep Chilean employment-law work is not all included.

Pricing is predictable: the published $699 per-employee headline means the first Chilean hire costs what the tenth does, with setup, onboarding, HR-expert access and termination processing stated as included. B-Corp certification carries weight with procurement teams that screen on values. Against the specialist providers, you trade advisory depth for speed, published pricing and a strong customer-success relationship.

Countries: 120+ for EOR, 180+ all products
Entity model: Hybrid: owns or partners with local entities; owned-vs-partner split for Chile not published
Onboarding: Fast, automated; a few weeks
Contractors: Yes
Pricing: $699 / employee / month (annual discounts noted, not published) · verified 2026-06-22
G2: 4.4/5 (1447)

Strengths

A strong, consistently praised Hiring Success Manager and clean automated onboarding, with a published 24-hour response and sub-72-hour resolution SLA. Oyster leads the onboarding column on this rubric.
Certified B-Corp with a published flat $699 headline and free essentials (setup, onboarding, HR-expert access, termination processing). Procurement teams that screen on values get a straightforward yes.
Automation that keeps pace when a fast-growing team adds Chilean hires quickly, with one of the largest G2 review bases in the category.
Holds SOC 2 Type II and GDPR compliance, a mature security posture that clears a procurement gate for a platform of its size.

Watch-outs

Oyster does not publish whether Chile is owned-entity or partner-served. For an Art. 161 termination or a cotizaciones reclassification, ask clearly where the accountability sits.
Lighter lifecycle tooling, with no productised path from EOR to your own Chilean SpA as headcount builds. EOR is positioned as the alternative to an entity, not a step toward one.
White-glove Chilean HR advisory is billed separately at $300 per hour. A complex indemnizacion calculation or gratificacion dispute can land on a meter rather than inside the subscription.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where Chile EOR is part of a broader system migration rather than a standalone hiring decision.

Rippling is the alternative if you want to run HR, IT and payroll on one platform. It matches the deepest platforms here for breadth, with 600+ integrations and a unified employee record across people, devices and access. New Chilean hires slot into the same workflow as every other employee in your company, which is the consolidation argument.

EOR is the newer part of the Rippling product, delivered through a hybrid mix of Rippling-owned subsidiaries and partners across 80 EOR countries. It does not publish EOR pricing on its primary pages: a $499 starting figure appears only on Rippling-owned blog listicles. Chile is within its 80-country reach, but advisory depth on gratificacion administration and Art. 161 indemnizacion calculations is lighter than the specialist providers.

For a team with a Chile hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit. Get the all-in monthly number in writing: platform base plus EOR fee. Rippling publishes no EOR price on primary pages, so confirm the full figure before you compare.

Countries: 80 for EOR via owned subsidiaries + partners
Entity model: Hybrid mix of Rippling-owned subsidiaries and partners; the split is not published
Onboarding: Fast, self-serve
Contractors: Yes
Pricing: Not published on primary pages; $499 starting figure cited on Rippling blogs · verified 2026-06-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform here. Rippling carries 600+ integrations and co-leads the platform column on this rubric.
New Chilean hire setup, payroll and access provisioning live in one workflow with every other employee. Device and app provisioning is built in.
Holds SOC 1 Type II and SOC 2 Type II plus ISO 27001, a deeper security certification stack than most EOR-only providers.
Fast, polished self-serve experience if you are standardising your whole people stack. Chilean hires are not a special case in the product.

Watch-outs

EOR is less mature than the core Rippling product, covering 80 countries via a hybrid of owned subsidiaries and partners. Advisory depth on Chilean gratificacion and Art. 161 indemnizacion is lighter than the specialist providers.
Does not publish EOR pricing on its primary pages. The $499 figure lives only on Rippling-owned blogs; get the all-in number before you compare.
Built to replace your HR stack, not to be your Chilean employment-law partner. A team that needs real expert guidance on cotizaciones or termination compliance is better served by a specialist EOR.

Source: rippling.com/eor

Papaya Global

Best for: enterprises running multi-country payroll at scale, where Chile is one of many markets and finance-grade payroll consolidation across 130+ currencies matters more than advisory depth.

Papaya Global is the payroll-at-scale choice for enterprises managing Chile alongside many other markets. Its platform is payments infrastructure as much as HR software: 160+ countries of reach, 130+ payment currencies, and a strong data backbone for finance teams consolidating multi-country payroll in one reporting layer.

EOR starts from $499 per employee per month on Papaya's own pricing page, but it is built for Fortune-500-scale buyers. Most of its EOR footprint is partner-delivered: it owns full EOR entities in 40 countries and reaches the rest through vetted in-country accounting-firm partners. Confirm whether Chile is one of the owned 40. Chilean compliance advisory is present but payroll-operations-led rather than employment-law-advisory.

On cost, Papaya markets no surprise fees, yet its FX rate is the market reference plus an undisclosed processing fee with country-variable margins, and payment wallets must be pre-funded a few days early with a buffer. Price the full stack before comparing with the flat-fee providers, because the conversion margin is supplied via your account manager rather than published.

Countries: 160+ reach, 40 via owned EOR entities
Entity model: Hybrid; 40 owned EOR entities, the majority of the footprint partner-delivered
Onboarding: Weeks, enterprise-paced
Contractors: Yes
Pricing: From $499 / employee / month, plus pre-funded wallet and FX processing fee · verified 2026-06-22
G2: 4.5/5

Strengths

A strong enterprise payroll and data backbone across 160+ countries and 130+ payment currencies. Few providers consolidate multi-country payroll data at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll including Chile. Month-end consolidation and reconciliation are where it wins time back.
Holds ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II, a deep certification stack for an enterprise procurement gate.
A 4.5 G2 rating, strong for an enterprise product whose buyer is a demanding finance team.

Watch-outs

EOR starts from $499 but is built for Fortune 500, not smaller fast-growing teams. The product complexity is the price of the data depth.
Owns full EOR entities in only 40 countries, so a Chilean hire may be partner-delivered. The FX rate adds an undisclosed processing fee, and wallets must be pre-funded with a buffer.
Advisory depth on Chilean employment-law specifics such as gratificacion administration and Art. 161 indemnizacion is payroll-operations-led rather than employment-law advisory.

Source: papayaglobal.com/pricing

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity-led footprint, including Chile, matters more than speed, price, or advisory agility.

G-P runs over 100 legal entities of its own plus a 200+ partner network across 180+ countries, one of the widest footprints in the category. That breadth is genuine, with a long enterprise track record. For a large enterprise running a significant Chilean operation where governance and audit are the primary bar, G-P clears it as completely as any provider here.

For a rapidly growing company, though, it is usually overkill. G-P does not publish EOR pricing at all: it is quote-only, gated behind a demo. The platform and onboarding are widely reported as enterprise-paced, and the engagement model is built for large, complex organisations.

The watch-out for a Chile hire is the support model. Base-tier support runs through the G-P Assist AI assistant, while a dedicated success manager and direct access to G-P HR and legal teams are reserved for the higher EOR Prime tier. A gratificacion dispute or an Art. 161 indemnizacion deadline is not the moment to discover that human Chilean employment-law access is a paid upgrade.

Countries: 180+ via 100+ owned entities + 200+ partners
Entity model: Owned-entity-led (100+ entities) plus a 200+ partner network; per-country owned-vs-partner split not published
Onboarding: Slow, enterprise governance
Contractors: Yes
Pricing: Not published; quote-only, gated behind a demo · verified 2026-06-22
G2: 4.4/5 (1028)

Strengths

Over 100 legal entities of its own plus a 200+ partner network across 180+ countries. One of the widest footprints in the category and the reason it anchors enterprise shortlists.
Deep enterprise governance and a long track record with large, complex global teams. References that pre-date most of this list.
A deep certification stack: ISO 27001, 27017, 27018, 42001 and SOC 2 Type II, published on a self-serve trust portal. An enterprise security review tends to pass it quickly.
A G2 base of roughly 1,028 reviews at 4.4 gives the enterprise track record third-party weight, not just reference calls.

Watch-outs

Does not publish EOR pricing. It is quote-only and gated behind a demo, so a like-for-like Chile comparison takes a sales cycle to pin down.
Base support is the G-P Assist AI assistant. A dedicated success manager and direct HR and legal team access are gated to the higher EOR Prime tier.
Enterprise focus, enterprise-paced onboarding and a quote-led model make it a poor fit for a rapidly growing company that needs to move fast in Chile.

Source: g2.com/products/g-p/reviews

Velocity Global (now Pebl)

Best for: companies with M&A, carve-out or cross-border immigration needs that touch Chile, and who want a broad owned-entity-plus-partner footprint with an AI-first delivery model.

Velocity Global rebranded to Pebl in September 2025 and is repositioning as an AI-first platform. It brings real depth in immigration and complex engagements across 185+ countries, with 65 owned entities backing its EOR footprint. That owned-entity share matters for compliance accountability on complex cases such as workforce carve-outs or relocation-driven hires into Chile.

The published headline is a flat $399 USD per employee per month, marketed as all-inclusive. The real all-in base reportedly lands higher once setup and FX are added, and the company does not publish an FX rate or spread anywhere on its own pages, so model the conversion on your real Chilean peso salary before you compare. Customer experience is still settling after the 2025 rebrand.

Day-to-day support is AI-first: the Alfie assistant answers and smart-routes to a human specialist when needed, backed by 200+ in-country experts. For a team hiring a handful of people in Chile without M&A or immigration complexity, a specialist advisory provider gives a more direct line to Chilean employment-law depth. Pebl's value shows up when the engagement is genuinely complex.

Countries: 185+ reach, 65 via owned entities
Entity model: 65 owned entities plus an in-country partner network; ask whether Chile is owned or partner-served
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $399 USD published; reportedly higher all-in once setup and FX are added · verified 2026-06-22
G2: 4.6/5

Strengths

Real depth in immigration and complex cross-border engagements, with 65 owned entities backing its footprint. The carve-out and relocation practice is a differentiator the generalists do not match.
A simple published headline, a flat $399 USD per employee per month, easy to compare at a glance before you model the all-in cost.
An AI-first hybrid support model (the Alfie assistant routing to human specialists) backed by 200+ in-country legal and hiring experts, well reviewed at scale.
Holds ISO 27001:2022 and SOC 2 Type 2, with an in-house legal team backed by Baker McKenzie, a strong governance signal for an enterprise hire.

Watch-outs

The published $399 is the headline, but the real all-in base reportedly lands higher once setup and FX are added, and no FX rate or spread is published. Pin the all-in Chilean number down before you sign.
Customer experience is uneven as the company settles after its September 2025 rebrand to Pebl.
Day-to-day support is AI-first via the Alfie assistant. For a gratificacion dispute or an Art. 161 indemnizacion edge case, confirm how fast it routes you to a human Chilean employment-law expert.

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
Gratificacion legal administration	Ask whether the provider has real HR and legal experts with Codigo del Trabajo credentials who handle gratificacion calculations, or routes questions to a generalist ticket queue.	A miscalculated gratificacion can trigger retroactive adjustments and fines from the Direccion del Trabajo. Know who handles it before you sign the MSA.	You want a direct line to a real Chilean employment-law expert when a gratificacion calculation is disputed or a cesantia deposit deadline approaches.	An owned Chilean entity means one data-processing chain; a partner adds a sub-processor that needs its own review.
FX on Chilean salaries	Ask for the FX policy in writing. Chilean salaries in CLP billed from a non-CLP currency make the spread material.	On a CLP 45,000,000 gross salary (approximately USD 49,000), a 2% undisclosed FX spread is roughly USD 980 per year per employee. At five employees in Chile that is approximately USD 4,900 of invisible cost per year.	An itemised FX line avoids salary-reconciliation surprises at Chilean year-end.	A timestamped rate against a public reference is an auditable record under Chilean bookkeeping requirements.
Path to your own Chilean SpA	Ask when EOR stops being the right model. The crossover in Chile is roughly 8 to 12 full-time employees, at which point a SpA often saves more than EOR costs.	An EOR that models the crossover and helps you set up the SpA keeps you from overpaying EOR fees past the breakeven month.	A managed transition via Global Entity & Employment Operations (GEMO) avoids re-onboarding employees onto a new contract at entity setup.	Your own SpA gives you full control over data residency and employment contracts in Chile.

Decision checklist

Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term 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.
Choose on Chilean employment-law depth if real HR and legal experts who handle gratificacion calculations and Art. 161 indemnizacion terminations matter more than platform breadth or price. Teamed leads this column with direct expert access on every plan.
Choose on cost transparency if a salary invoice you can read matters. Teamed shows the FX rate against mid-market and absorbs it at zero markup. Deel does not publish a rate; Remote discloses a blended rate on the invoice; Pebl publishes no FX rate at all.
Choose on lifecycle if you plan to set up your own SpA. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 90+ markets.
Choose Deel if platform breadth, a deep integration catalogue and the largest brand matter most for your Chile hire.
Choose Remote if you want a polished self-serve product, a fully owned entity network and a disclosed FX rate you can see on the invoice each month, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager matter more than Chilean employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform for Chile and every other market you operate in.
Choose Papaya Global if enterprise payroll automation across Chile and many other markets is the priority and a partner-delivered Chilean hire is acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity-led footprint matters more than speed, price or advisory agility.
Choose Velocity Global (Pebl) if you have M&A, carve-out or immigration complexity in Chile and want a broad owned-entity-plus-partner footprint with an AI-first delivery model.
Ask every provider one question before you sign: do real HR and legal experts handle a gratificacion dispute or an Art. 161 indemnizacion calculation, or does it go to a generalist ticket queue?

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When another provider here is the better choice.

Choose Deel if platform breadth, the deepest integrations and the largest brand outweigh seeing the FX on your Chilean salary invoice.
Choose Remote if a polished self-serve product, a fully owned entity network and a disclosed FX rate matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform across Chile and every other market.
Choose G-P or Papaya Global if you are an enterprise where owned-entity-led breadth or payroll-at-scale matters more than speed or advisory agility.
Choose Oyster or Velocity Global if fast onboarding or M&A and immigration depth in Chile is the deciding factor and you have confirmed the pricing and FX terms.

Teamed leads Chilean employment-law depth, cost transparency and the lifecycle to your own SpA, not every column. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR is best for hiring in Chile in 2026?
It depends on your priority. Teamed leads on Chilean employment-law depth, with real HR and legal experts handling gratificacion calculations and Art. 161 terminations directly on every plan. It also leads on cost transparency, with FX absorbed at zero markup and shown against mid-market. Remote leads on self-serve product polish with a 100%-owned entity network. Oyster leads on onboarding speed. Deel and Rippling lead on platform breadth. G-P leads on owned-entity-led governance for large enterprises. The most useful question: can you reach a real HR or legal expert with Chilean employment-law depth when you need one, and can you see the FX on your Chilean salary invoice?
What is gratificacion legal in Chile and does my EOR have to pay it?
Gratificacion legal is a statutory annual bonus under Articles 47 to 52 of Chile's Codigo del Trabajo. Employers who generate a profit in Chile must distribute 25% of their annual pre-tax profits among employees, proportional to each employee's earnings. Most employers choose the alternative: 4.75% of the employee's gross annual earnings distributed monthly, capped at 4.75% times 12 minimum monthly income units. This obligation applies from the first day of employment, so your EOR must calculate and administer it correctly from day one. Ask any EOR whether it tracks the gratificacion cap and adjusts the monthly payment when a salary exceeds the threshold.
What is indemnizacion por anos de servicios and when does it trigger in Chile?
Indemnizacion por anos de servicios is a Chilean severance entitlement under Articles 161 and 163 of the Codigo del Trabajo. It applies when an employee is dismissed for economic or operational grounds under Article 161. The entitlement is 30 calendar days of the employee's last monthly salary per year of service, capped at 11 months. Employees with less than one full year of service do not qualify. Where the employer does not give 30 days' written notice, a substitutive indemnification of 30 days' salary also applies. Your EOR must calculate these figures correctly at the time of the dismissal and ensure the funds are available before the notice period ends.
How does the Chilean peso affect my EOR bill?
Most Chilean employment contracts are denominated in CLP because wages are set and paid in local currency. If your EOR bills you in USD, it converts the CLP salary plus statutory cotizaciones into a dollar figure on your invoice. If the provider does not disclose its FX rate, the spread between its conversion rate and the mid-market reference is invisible on your bill. The CLP is historically volatile against the dollar. Industry analysis puts undisclosed EOR FX margins in a 1.5 to 3% range across the category. On a typical senior Chilean salary, that is between USD 700 and USD 2,000 per year per employee in invisible cost. Ask any EOR for its FX policy in writing and whether the applied rate sits next to the mid-market reference on your invoice.
When should I set up my own SpA in Chile instead of using an EOR?
The crossover point is usually around 8 to 12 full-time employees in Chile, where the fixed cost of running a Sociedad por Acciones (SpA) drops below the cumulative EOR per-seat fee. The calculation depends on your salary levels, your EOR fee, and whether you need a local trading presence or bank account for Chilean clients. Teamed models this crossover explicitly and flags the month your own SpA beats EOR, a service not all providers offer proactively. Global Entity & Employment Operations (GEMO) sets up and runs your own legal entity in Chile and 90+ other markets on the same system with no re-onboarding of existing EOR employees.
How current is this comparison, and how was it scored?
Competitor facts come from Teamed's global provider fact-cache, last verified 22 June 2026 against each provider's own pricing page and G2 listing. Chilean statutory facts reference the Codigo del Trabajo and official Direccion del Trabajo sources. Each of the eight providers is scored 1 to 5 on five Chile-focused criteria with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR provider handles Chilean gratificacion legal and Art. 161 terminations best?
Teamed leads on Chilean compliance requirements: real HR and legal experts for gratificacion calculations, cesantia registration and Art. 161 indemnizacion terminations, standard on every plan. Remote markets a 100%-owned entity network. G-P and Velocity Global (Pebl) run owned-entity-led footprints with enterprise governance. Oyster, Papaya, Rippling and Deel are lighter on Chilean employment-law advisory depth.
What is the real cost of hiring in Chile through an EOR?
Three layers. First, the headline EOR fee: published rates run roughly $399 to $699 per employee per month, with G-P quote-only. Second, Chilean employer cotizaciones (SIS approximately 1.49%, accident insurance approximately 0.93%, cesantia 1.6%), passed at cost by all. Third, FX on the salary conversion for providers that do not disclose their rate, an estimated 1.5 to 3% of salary. Add the 4.75% gratificacion legal and total employer cost above base salary is significant. Teamed absorbs FX at zero markup.

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