Which EOR is best for hiring in Egypt in 2026?

Depends on priority. Teamed leads the service model and employment intelligence and the path to your own Egyptian company. It contests pricing transparency with Remote and Egyptian coverage with G-P. Deel and Rippling lead platform; the certified providers lead security. Ask any provider: real Egyptian employment-law experts, or a generalist ticket queue?

Do I need a work permit to hire a foreign national in Egypt through an EOR?

Yes. Every non-Egyptian employee requires a work permit from the Ministry of Manpower. A quota rule limits foreign staff proportions at most Egyptian businesses, with exceptions for specialised roles. Your EOR manages the application, but approvals affect the start date. Ask each provider how long work permit coordination takes in Egypt in practice.

How does the Egyptian Pound (EGP) affect my EOR invoice?

If salaries are in EGP but your EOR bills in USD or GBP, the salary line involves a currency conversion. Providers that do not disclose the FX rate add an undisclosed margin. Industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary. Teamed absorbs FX at zero markup and shows the rate against mid-market, alongside a clear deposit and exit terms. Remote discloses a blended rate; Deel publishes no FX terms.

What Egyptian labour law obligations does an EOR handle on my behalf?

Your EOR in Egypt handles compliant employment contracts, payroll, income tax and social insurance contributions (Law No. 148 of 2019), minimum annual leave (21 days, rising to 30 after 10 years), two-month notice periods and work permit coordination for foreign employees. What varies is how well each provider handles edge cases: contested terminations, social insurance disputes, work permit renewals.

When does setting up my own company in Egypt make sense over using an EOR?

Companies typically evaluate their own Egyptian entity when headcount grows past a threshold, or when they need a local trading presence, bank account or full data control. The fixed running cost of an Egyptian company drops below cumulative EOR per-seat fees at that point. Teamed models and flags this crossover proactively. GEMO sets up and runs your own entity in Egypt and 100+ countries with no employee re-onboarding.

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

Competitor facts verified 18 June 2026 from each provider's pricing page and G2, re-checked 22 July 2026 for certifications and the Pebl rebrand. Egypt statutory facts from ILO NATLEX and the Egyptian Ministry of Manpower. Eight providers scored 1 to 5 on six Egypt-focused axes, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Egypt · 2026

The best EOR providers in Egypt in 2026

No single winner. We scored eight EOR providers on a published six-axis rubric built around Egypt's rules: Egyptian Labour Law No. 12 of 2003, the Social Insurance and Pensions Law No. 148 of 2019, work permits for foreign hires, and the month your own Egyptian company beats EOR. Teamed leads on the service model and employment intelligence and on the path to your own company. It contests pricing transparency with Remote and Egyptian coverage with G-P. Rippling and Deel lead on platform, and the certified providers lead on security.

Talk to an expert

1,000+ companies advised

8
EOR providers scored on one Egypt-focused rubric: $599
Teamed flat fee, same headline as Deel, no FX markup on the fee: 6
Egypt-focused 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 Egypt hire.

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

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

What is an EOR in Egypt?

An Employer of Record (EOR) in Egypt legally employs your staff through its own Egyptian entity or a vetted local partner, so you can hire compliantly under Egyptian Labour Law No. 12 of 2003 before you have a company there yourself. The EOR issues a valid Egyptian employment contract, runs payroll, remits income tax and social insurance contributions under Law No. 148 of 2019, and holds the obligations of an Egyptian employer while you direct the work.

Egypt adds layers a standard global EOR contract may not anticipate. Work permits are mandatory for all non-Egyptian employees, requiring approval from the Ministry of Manpower. Terminations follow Law No. 12 of 2003 rather than an at-will model, and social insurance is administered under a framework that changed materially in 2019. EGP-denominated salary lines also carry a currency-conversion cost when your EOR bills in USD or GBP. Ask any EOR whether real HR and legal experts with Egyptian employment-law credentials handle those edge cases directly, or whether the question goes to a generalist ticket queue.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six Egypt-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 Egypt 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, notice and exit terms. The FX rate on EGP salary conversions is one clause of that test, not the whole frame.
Egyptian coverage and compliance: Depth and legal robustness of in-country coverage for Egypt: the owned-entity versus vetted-partner structure behind the Egyptian hire, how work permit applications, Labour Law No. 12 of 2003 terminations and Law No. 148 of 2019 social insurance edge cases are handled, and how fast a real Egyptian employment-law expert responds at the hard moments, from a work permit quota question to a contested dismissal.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first Egyptian payroll for teams running Egyptian hiring themselves without a dedicated HR manager.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications an Egyptian enterprise 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 Egyptian credentials own the hard moments directly, and how well the system flags Egyptian law 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 Egyptian company on one system, flags the crossover point, and can set up and run the entity through a service like Global Entity & Employment Operations (GEMO).

How we gathered evidence

The six axes are pricing transparency, Egyptian coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own Egyptian company. Pricing came from each provider's own pricing page, verified 18 June 2026 and re-checked 22 July 2026 (Deel and the certification status of every provider re-checked 22 July 2026). 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. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status. Egypt statutory compliance facts reference the ILO NATLEX database and the Egyptian Ministry of Manpower. Teamed's claims come from teamed.global.

Considered & excluded

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

Payoneer Workforce Management (formerly 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	Pricing transparency	Egyptian 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
G-P (Globalization Partners)
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: rapidly growing companies hiring in Egypt that want real HR and legal experts on call for work permit coordination and Labour Law compliance, a flat published fee with FX absorbed at zero markup on EGP conversions, and one partner from first Egyptian contractor to their own company.

Teamed delivers Egyptian employment through a mix of owned entities and vetted local partners, backed by real HR and legal experts who hold Egyptian employment-law credentials. Egypt is where advisory depth counts: a work permit application for a non-Egyptian hire, a termination governed by Law No. 12 of 2003, a social insurance query under Law No. 148 of 2019. Teamed owns entities in 57 countries and backs the whole network with DLA Piper as global counsel, so the hard local edge cases are handled by real experts in-house rather than a ticket queue.

The service model is the wedge, and it comes with employment intelligence built in. Expert access is standard on every plan, with no AI bot wall and no support tier to unlock it, and the Ted layer flags Egyptian law changes and the month your own company starts to beat EOR before they reach you. On cost, the pitch is transparency, not the lowest price: the flat $599 fee, the one-month refundable deposit and the absence of onboarding or offboarding charges are stated up front, and the applied FX rate on EGP conversions sits next to the mid-market reference at zero markup. Rated 4.8 on G2 for service.

Teamed isn't trying to be your HRIS. It connects to the tech you already run and moves you from the first Egyptian contractor through EOR to your own company on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in Egypt and 100+ countries, so the lifecycle advice is built in from day one.

Countries: 187+ countries covered through owned entities plus vetted partners (owns entities in 57 countries)
Entity model: Owns entities in 57 countries, vetted partners elsewhere; sets up and runs your own entity in Egypt and 100+ countries via GEMO
Onboarding: 24 to 48 hours to first payroll, with real expert support through work permit and onboarding coordination
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

Real HR and legal experts on every plan, handling work permits, Labour Law terminations and social insurance edge cases directly. Expert access is included, with no AI bot wall and no Enterprise tier to unlock it, and the Ted layer adds employment intelligence across the lifecycle. Rated 4.8 on G2 for service.
Pricing you can read before you sign. The flat $599 fee, a one-month refundable deposit and no onboarding or offboarding charge are stated up front, and the applied FX rate on EGP conversions sits next to the mid-market reference at zero markup on the fee. The pitch is clarity, not the lowest headline.
One partner from first Egyptian contractor through EOR to your own company, on one system with no re-onboarding. GEMO sets up and runs your own entity in Egypt and 100+ countries. Built to plug into your stack, not replace it.
Egyptian coverage backed by owned entities in 57 countries, DLA Piper as global counsel and vetted in-country partners, so a work permit quota question or a contested Law No. 12 of 2003 termination reaches a real expert, not a generalist queue.

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 Egyptian procurement or security review needs the certificate issued today, ask each provider for current reports and dates.
The advisory model earns its weight with multiple Egyptian hires or a growing headcount. One experimental hire with no plans to scale, or a procurement team set on the market-leading name and its larger review base, may suit a lighter self-serve platform better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest EOR platform, one of the deepest native integration catalogues in the category and a settled brand for their Egypt 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 Egypt within its 150-plus country reach. Its platform leads this rubric alongside Rippling: polished self-serve flows, one of the broadest native integration catalogues in the category and tooling that suits teams running Egypt hiring without a dedicated HR manager.

The compliance gap in Egypt is advisory depth. Deel does not publish its FX terms, so the EGP salary-conversion cost is not visible as a line on the invoice. Deel does not publish which plan includes its dedicated Slack or Teams support channel, so a real person may not be the default response to a work permit question or a Labour Law termination unless you confirm what your plan includes.

For a team that wants platform depth and can manage Egyptian compliance questions through documentation, Deel is a strong choice. Model the EGP conversion cost on your real salary levels before comparing with the flat-fee providers, since undisclosed EOR FX adds up over a team and is material on Egyptian compensation structures. Deel also runs its own global payroll, immigration and contractor products, so an Egyptian hire that later needs a work visa or a contractor-to-employee conversion can stay inside one system rather than adding a second vendor. The trade is advisory depth: the platform is broad, but a nuanced Egyptian Labour Law question is answered through documentation and a shared support queue rather than a dedicated in-country expert on every plan.

Countries: 150-plus reach, full legal employment via owned entities and local partners
Entity model: Mix of owned entities and vetted partners; Egypt covered
Onboarding: Days, self-serve
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 per employee per month, a starting rate · verified 2026-07-22
G2: 4.8/5

Strengths

One of the broadest EOR platforms in the category, with one of the broadest native integration catalogues, polished self-serve flows and strong tooling. 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 Deel immediately, and the scale means most integrations and common edge cases have been solved before, which shortens implementation for an Egyptian hire.
Fast self-serve onboarding into Egypt and most other markets, with a mature contractor-management product alongside EOR and a broad benefits and equipment layer that a fast-growing team can turn on without a separate vendor.
Holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column, which clears a procurement security gate for an enterprise Egypt hire without a follow-up question.

Watch-outs

Does not publish FX terms. The EGP salary-conversion cost is not visible as a line on the invoice. Industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary, which is material at Egyptian compensation levels.
Deel does not publish which plan includes its dedicated Slack or Teams support channel, so confirm before signing whether a work permit question or a Labour Law termination reaches a dedicated channel or a shared support queue.
Advisory depth on Egyptian employment-law edge cases, including work permit quota rules and social insurance structure, is lighter than the specialist providers.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, a disclosed FX rate they can see on the invoice, and a strong benefits and IP offering, with annual billing acceptable.

Remote markets a 100%-owned entity network across its core EOR countries and extends total reach to 190+ locations through local partners and other products. Its platform is polished and self-serve, with a mature benefits and IP product. The owned-entity claim applies to its EOR core, so confirm whether Egypt is served through a Remote-owned entity or a local partner before you sign.

On pricing transparency, Remote is one of the two clearest here. The full price is published: $599 on annual terms against $699 month to month, so you can budget it without a sales call. Its FX approach is disclosed rather than concealed, though the Remote FX rate is still a variable spread above mid-market, not a zero-markup or itemised mid-market line.

The fit is a team that wants to run Egypt 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. Remote also assigns an onboarding specialist on the EOR plan, so the first Egyptian hire is not a purely self-directed experience even though the model is product-led. A team that wants a real Egyptian employment-law expert on call for a work permit or Labour Law question may find the self-serve flows are the primary support channel, and should confirm whether Egypt sits inside the owned-entity core or is served through a local partner before it commits.

Countries: 190+ locations, core EOR countries via owned entities
Entity model: Markets a 100%-owned EOR entity network across its core EOR countries; confirm Egypt is within that set
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 2026-07-22
G2: 4.6/5 (591)

Strengths

Pricing is published in full, $599 on annual terms against $699 month to month, and its FX approach is disclosed on the invoice rather than concealed. You can budget it without a sales call, which is not true of every provider here.
A polished self-serve platform with strong benefits administration and IP-protection tooling. The product experience is among the best in the category.
Holds current ISO 27001 and SOC 2 certifications, so it sits at the top of the security column for an Egyptian procurement review.
Markets a 100%-owned EOR entity network across its core EOR countries, with a dedicated onboarding specialist on the EOR plan.

Watch-outs

The $599 rate needs annual billing. Month to month is $699, so the real comparable price depends on the commitment you can make.
The Remote FX rate is a variable spread above mid-market shown after the fact on the invoice, not zero markup. For EGP salary lines, model the spread on your actual salary volume before you compare.
The model is product-led rather than advisory, and you should confirm whether Egypt is served through a Remote-owned entity or a local partner. The 100%-owned claim applies to its EOR core, not its full 190+ reach.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into Egypt and a dedicated hiring success manager, with a published flat price they can budget from day one.

Oyster is the automation-first choice for getting an Egypt hire done quickly. Onboarding is fast and clean, a dedicated Hiring Success Manager is consistently praised in reviews, and a published 24-hour response and sub-72-hour resolution SLA backs it up. The product is built so a small team can run an Egypt hire without a payroll specialist in-house, among the quickest routes to a first Egyptian payroll on this list.

Oyster covers Egypt within its 120+ EOR country set through a hybrid of owned and partner-delivered local entities, but it does not publish whether Egypt is served through an owned entity or a local partner. That is worth pinning down when a work permit question or a Labour Law termination is on the table. White-glove HR advisory is billed separately at $300 per hour, so deep Egyptian employment-law work is not included in the subscription.

Pricing is otherwise predictable: the published $699 per-employee headline means the first Egypt hire costs what the tenth does, with setup, onboarding, HR-expert access and termination processing stated as included. The analytics and total-rewards tooling also help a people team benchmark an Egyptian offer against the wider market without a separate data subscription. B-Corp certification carries weight with procurement teams that screen on values. Against the specialist providers, you trade advisory depth for speed, a published flat price 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 Egypt not published
Onboarding: Fast, automated; a few weeks including work permit coordination
Contractors: Yes, $29/contractor/month, with misclassification test and multi-currency payments
Pricing: $699 / employee / month (annual discounts noted, not published) · verified 2026-07-22
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. Among the quickest routes to a first Egyptian payroll on this list.
Certified B-Corp with a published flat $699 headline and free essentials: setup, onboarding, HR-expert access and termination processing. Procurement teams that screen on values get a straightforward yes.
Strong contractor tooling at $29 per contractor per month, with payments in 120+ currencies and a free misclassification test.
Holds SOC 2 Type II and GDPR compliance, though its ISO 27001 status is less clearly published, and carries a G2 base of roughly 1,447 reviews at 4.4, a healthy social-proof base for enterprise procurement.

Watch-outs

Does not publish whether Egypt is owned-entity or partner-served, or an owned-vs-partner split. For a work permit question or a Labour Law termination, ask clearly where accountability sits.
White-glove HR advisory is billed separately at $300 per hour. A complex Egyptian employment-law edge case can land on a meter rather than inside the subscription.
No productised path from EOR to your own Egyptian company. EOR is positioned as the alternative to an entity, not a step toward one.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where an Egypt EOR hire is part of a broader system migration rather than a standalone hiring decision, and where Egypt is confirmed within the 80-country EOR footprint.

Rippling is the alternative if you want to run HR, IT and payroll on one platform. Rippling publishes 600+ integrations and a unified employee record across people, devices and access, which puts it among the deepest platforms in this list. New Egyptian hires slot into the same workflow as every other employee in your company. EOR is delivered through a hybrid mix of Rippling-owned subsidiaries and partners across 80 countries.

The key question for Egypt is coverage. Rippling's 80-country EOR footprint is materially lower than the dedicated EOR providers, which reach roughly 180 countries. Confirm Egypt is within that 80 before you proceed. Rippling does not publish EOR pricing on its primary pages: a $499 starting figure appears only on Rippling-owned blog content, and a base HR-platform fee sits on top of the per-employee EOR charge.

Get the all-in monthly number in writing: platform base plus EOR fee. If you are not consolidating your whole stack, the base fee buys capability you will not use, and advisory depth on Egyptian Labour Law edge cases and work permit quota rules is lighter than the specialist EOR providers. Where Rippling earns its keep is the unified record: a new Egyptian hire, their device, their app access and their payroll all provision from one action, which removes the reconciliation work a standalone EOR adds at scale. For a team with an Egypt hire and no broader system-consolidation plans, a dedicated EOR is usually a cleaner fit.

Countries: 80 for EOR (185+ for contractor payments); confirm Egypt is within the EOR 80
Entity model: Hybrid mix of Rippling-owned subsidiaries and partners; the split is not published
Onboarding: Fast, self-serve, once coverage for Egypt is confirmed
Contractors: Yes, contractor payments plus Contractor-of-Record
Pricing: Not published on primary pages; $499 starting figure cited on Rippling blog content, plus HR-platform base fee · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform here. Rippling publishes 600+ integrations and leads the platform column on this rubric alongside the largest competitor.
Fast, heavily automated self-serve. New hires, device provisioning and access management sit in the same workflow across every country in the system.
Holds one of the broadest certification sets in the category, including SOC 1 Type II, SOC 2 Type II and ISO 27001, with live rolling 90-day support metrics and human-staffed chat, email and video.
Entity-transition tooling: a distinct Global Payroll product plus a live entity-versus-EOR cost calculator on the same platform.

Watch-outs

EOR covers 80 countries, materially fewer than the dedicated EOR providers. Confirm Egypt is within that footprint before you commit to it as your hiring vehicle there.
Does not publish EOR pricing on its primary pages. The $499 figure lives only on Rippling-owned blog content, and a base HR-platform fee sits on top. Get the all-in number before you compare.
Built to replace your HR stack rather than to be your Egyptian employment-law partner. Advisory depth on Labour Law edge cases and work permit quota rules is lighter than the specialist EOR providers.

Source: rippling.com/eor

Papaya Global

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

Papaya Global is the payroll-at-scale choice for enterprises managing Egypt alongside many other markets. Its platform is payments infrastructure as much as HR software: 180+ countries, 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 the product is built for Fortune-500-scale buyers, and most of its EOR footprint is partner-delivered: it owns full EOR entities in 40 countries. Confirm whether Egypt is one of the owned 40, or whether an Egyptian hire routes through a vetted accounting-firm partner. Egyptian compliance advisory is present but payroll-operations-led rather than employment-law advisory.

On cost, Papaya markets no surprise fees, yet a setup fee per location and a year-end filing fee land on top of the monthly range, and its FX rate carries an undisclosed processing fee. Price the full stack before comparing with the flat-fee providers, because those layers are supplied via your account manager rather than published. The offsetting draw is treasury-grade payments: funds move through a licensed money-transfer rail with tracking to the employee, which a finance team running Egyptian payroll alongside many other markets values for reconciliation and audit. For a single Egypt hire, that infrastructure is more than the job needs.

Countries: 180+ reach, 40 via owned EOR entities
Entity model: Hybrid; 40 owned EOR entities, the majority of the footprint partner-delivered via certified accounting firms
Onboarding: Weeks, enterprise-paced
Contractors: Yes, COR/AOR with AI-plus-human classification
Pricing: From $499 / employee / month, plus per-location setup, year-end filing and undisclosed FX processing fees · verified 2026-07-22
G2: 4.5/5 (55)

Strengths

A strong enterprise payroll and data backbone across 180+ 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 Egypt. Month-end consolidation and audit-ready filing 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 broad named-connector catalogue (Workday, SAP SuccessFactors, Oracle HCM, NetSuite) and a self-serve integration layer, so it slots into an enterprise stack without custom work.

Watch-outs

Owns full EOR entities in only 40 of its 180+ countries. Confirm whether Egypt is one of them, or whether an Egyptian hire is partner-delivered through a local accounting firm.
EOR starts from $499 per employee per month, plus a setup fee per location, a year-end filing fee and an undisclosed FX processing fee. For EGP salary lines, model the full conversion cost before you compare.
Built for Fortune-500 scale, not fast-growing teams. A thin G2 review base of roughly 55 reviews reflects the narrow enterprise buyer it targets.

Source: papayaglobal.com/pricing

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity-led footprint, a deep certification stack and analyst recognition matter more than speed, published pricing, or advisory agility.

G-P operates the widest owned-entity network in the category, part of 180+ country coverage, with active owned entities numbering closer to 125 plus a local-partner network. That breadth is genuine, backed by a long enterprise track record. Egypt is within G-P's reach, and for a large enterprise running a significant Egyptian operation where governance and audit compliance are the primary bar, G-P clears it as completely as any provider here, which is why it contests the Egyptian coverage column.

For a rapidly growing company, it is usually overkill. G-P does not publish EOR pricing at all: it is quote-only, gated behind a demo request. The onboarding model is enterprise-paced. 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.

The bigger watch-out for an Egypt hire is the support model. A work permit renewal deadline or a Labour Law termination is not the moment to discover that direct human employment-law access is a paid upgrade. Analyst recognition and a self-serve trust portal mean the procurement, security and legal reviews tend to pass G-P quickly because it is built to be reviewed, which is a genuine advantage for a regulated enterprise buyer. For large enterprises where the certification stack and that governance posture clear the shortlist, G-P is a credible choice. For a fast-growing company that needs to move quickly in Egypt, it is usually the slowest path.

Countries: 180+ country coverage; the widest owned-entity network in the category (roughly 125 active owned entities) plus local partners
Entity model: Owned-entity led, the widest footprint in the category (roughly 125 active owned entities); per-country owned-vs-partner split not published
Onboarding: Slow, enterprise governance, AI-led base support
Contractors: Yes, self-serve at $39/contractor/month with Wise-powered payments
Pricing: Not published; quote-only, gated behind a demo request · verified 2026-07-22
G2: 4.4/5 (1028)

Strengths

The widest owned-entity network in the category (roughly 125 active owned entities) plus a local-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 and 42001 plus SOC 2 Type II, published on a self-serve trust portal, and a security posture built to be audited.
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 Egypt comparison takes a full sales cycle to pin down.
Base support runs through the G-P Assist AI assistant. A dedicated success manager and direct HR and legal team access are reserved for the higher EOR Prime tier.
Enterprise focus and enterprise-paced onboarding make it a poor fit for a rapidly growing company that needs to move fast in Egypt.

Source: globalization-partners.com

Pebl (formerly Velocity Global)

Best for: companies with cross-border complexity or a multi-country footprint that includes Egypt, and who want a simple published headline and broad reach with an AI-first delivery model.

Velocity Global rebranded to Pebl in September 2025, repositioning as an AI-first global hiring platform. It reaches 185+ countries with roughly 65 owned entities backing its EOR footprint. That owned-entity share is higher than several providers here, and the in-house legal team backed by Baker McKenzie provides real compliance depth for complex cross-border engagements, which is why it contests the coverage column.

The published headline is a flat $399 USD per employee per month, marketed as all-inclusive. No FX rate or spread is published anywhere on Pebl's own pages, so model the conversion cost on your real Egyptian salary levels before you compare. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on the company pages, which we frame as buyer reports rather than published Pebl terms.

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, so the employment-intelligence layer is real if you confirm the routing speed. Where Pebl pulls ahead of the generalists is complex cross-border work, carving a workforce out of an acquisition or managing a relocation with Egyptian work permit requirements alongside EOR employment, where the in-house legal team and Baker McKenzie backing show up. Customer experience is still settling after the September 2025 rebrand. For a team hiring a handful of people in Egypt without wider cross-border complexity, a specialist advisory provider gives a more direct line to Egyptian employment-law depth at a more predictable price.

Countries: 185+ reach, roughly 65 via owned entities
Entity model: Roughly 65 owned entities plus an in-country partner network; confirm whether Egypt is owned or partner-served
Onboarding: Days to a few weeks, AI-led with human specialist routing
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 USD published flat; no FX terms published; all-in cost may differ · verified 2026-07-22
G2: 4.6/5

Strengths

One of the widest published footprints in the category, 185+ countries with roughly 65 owned entities, backed by an in-house legal team and Baker McKenzie.
A simple published headline of $399 per employee per month, easy to compare at a glance before you model the all-in cost.
A broad platform and integration catalogue across HRIS and finance, with a centralised Global Work Platform, a full contractor offering and the AI-first Alfie assistant routing to human specialists.
Holds ISO 27001:2022 and SOC 2 Type II, with enterprise-grade compliance credentials near the top of the security column for procurement gates.

Watch-outs

Publishes no FX rate or spread, and buyers report an undisclosed FX spread and a refundable security deposit not shown on its pages. Pin the all-in Egypt number down before you sign.
Day-to-day support is AI-first via the Alfie assistant. Confirm how fast it routes you to a human employment-law expert when an Egyptian Labour Law question or work permit issue arises.
Customer experience is still settling after the September 2025 rebrand to Pebl, and roughly 65 owned entities against 185+ countries means the majority of reach is partner-delivered.

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
Egypt Labour Law compliance	Ask whether the provider has real HR and legal experts with Egyptian employment-law credentials or routes Labour Law questions to a generalist ticket queue. Work permit delays can block a start date.	A disputed termination or a social insurance underpayment creates a liability on the employer of record. Know who owns that accountability, and whether it is in the same entity that signs your MSA.	You want a real person on an Egyptian Labour Law question, not a ticket number and a three-day SLA. Real HR and legal experts on every plan matter more than platform features when a hard case arrives.	An owned Egyptian entity means one data-processing chain. A local partner adds a sub-processor, which needs its own review.
FX on Egyptian salaries	Ask for the FX policy in writing. Egyptian Pound denominated salaries billed from a USD or GBP entity make the conversion rate material, and undisclosed margins are not an auditable record.	On a USD 60,000 annual salary, a 2% undisclosed FX margin is USD 1,200 per year per employee. At five employees in Egypt that is USD 6,000 of invisible cost per year. Teamed absorbs FX at zero markup and shows the applied rate against mid-market on the invoice.	An itemised FX line avoids salary-reconciliation surprises and is easier to explain to the employee if they ask about the EGP equivalent on their payslip.	A timestamped rate against a public reference is an auditable record. An undisclosed spread is not.
Path to your own Egyptian company	Ask when EOR stops being the right model in Egypt. A growing headcount often crosses the point where a local company of your own costs less than cumulative EOR per-seat fees.	An EOR that models the crossover and helps you set up your own Egyptian entity 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. It's the difference between a smooth migration and a legal restart.	Your own Egyptian company gives you full control over data residency, employment contracts and the processing chain in Egypt.

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.
Choose on the service model and employment intelligence if ongoing human expertise matters more than platform breadth or price. Teamed leads this column: direct access to real HR and legal experts with Egyptian employment-law credentials, with the Ted layer flagging Labour Law changes and the crossover point early. Teamed is rated 4.8 on G2.
Choose on pricing transparency if a 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 on the invoice. Deel publishes a starting rate but not its FX terms, and the quote-led providers (G-P, Papaya, Rippling, Pebl) sit lower.
Choose on Egyptian coverage and compliance if entity depth and expert response at the hard moments are the priority. Teamed contests this column with G-P: Teamed through real Egyptian employment-law experts plus DLA Piper as global counsel and vetted in-country partners, G-P through the widest owned-entity-led footprint in the category.
Choose on the path to your own company if you plan to set up your own Egyptian entity. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 100+ countries.
Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, G-P, Papaya and Pebl hold current certifications. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
Choose Deel if platform breadth, a broad integration catalogue and the largest brand matter most, and you can manage Egyptian compliance through the platform documentation.
Choose Remote if you want a polished self-serve product and a disclosed FX rate you can see on the invoice, with annual billing acceptable.
Choose Oyster if fast automated onboarding and a dedicated Hiring Success Manager matter more than Egyptian employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform and Egypt is confirmed within the 80-country EOR footprint.
Choose Papaya Global if enterprise payroll automation at scale across Egypt and many other markets is the priority and a partner-delivered hire in Egypt is acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity-led footprint, certifications and analyst recognition matter more than published pricing or speed.
Choose Pebl (formerly Velocity Global) for broad reach and a simple published headline, if an AI-first support model suits your team and you have modelled the all-in cost.
Ask every provider one question before you sign: do real HR and legal experts handle a work permit complication or a Labour Law termination, or does it go to a generalist ticket queue?

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Honest take

When another provider here is the better choice.

Choose Deel if platform breadth, one of the broadest native integration catalogues in the category and the largest brand outweigh seeing the FX on your Egyptian salary invoice.
Choose Remote if a polished self-serve product and a disclosed FX rate shown on the invoice matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform and Egypt is confirmed within its EOR coverage.
Choose G-P or Papaya Global if you are an enterprise where owned-entity-led breadth or payroll-at-scale across many markets matters more than speed or advisory agility.
Choose Oyster or Pebl (formerly Velocity Global) if fast automated onboarding or broad reach is the deciding factor, and you have confirmed the FX terms and entity model for Egypt.
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 company, and contests Egyptian coverage and pricing transparency. 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 deal than mismatch the engagement.

Frequently asked questions

Which EOR is best for hiring in Egypt in 2026?
It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling work permits, Labour Law terminations and social insurance edge cases directly on every plan, and on the path to your own Egyptian company. It contests pricing transparency with Remote (FX absorbed at zero markup, shown against mid-market) and Egyptian coverage with G-P, which runs the widest owned-entity-led footprint in the category. Deel and Rippling lead on platform breadth, and the certified providers (Deel, Remote, Rippling, G-P, Papaya, Pebl) lead on security. The most useful question: can you reach a real HR or legal expert with Egyptian employment-law depth when you need one, and can you read the all-in cost on your Egyptian salary invoice?
Do I need a work permit to hire a foreign national in Egypt through an EOR?
Yes. Every non-Egyptian employee in Egypt must hold a valid work permit issued by the Ministry of Manpower. A general quota rule limits the proportion of foreign employees at most Egyptian businesses, though exceptions are available for specialised or high-skill roles. Your EOR manages the permit application on your behalf, but the approval process takes time and can affect the start date. Ask each provider how long work permit coordination takes in Egypt in practice, and whether they have handled the specific role you are hiring for.
How does the Egyptian Pound (EGP) affect my EOR invoice?
If your Egyptian employees are paid in EGP but your EOR bills you in USD or GBP, the salary line involves a currency conversion. Providers that do not disclose their FX rate add an undisclosed margin to that conversion. Industry analysis puts the undisclosed EOR FX margin at roughly 1.5 to 3% of salary: on a USD 60,000 annual equivalent that is USD 900 to USD 1,800 per year per employee. Teamed absorbs FX at zero markup and shows the applied rate against the mid-market reference on the invoice, as one clause of a broader pricing-transparency test that also covers the deposit, onboarding and exit terms. Remote discloses a variable blended rate on the invoice. Deel does not publish its FX terms, and Pebl and Papaya publish no FX rate.
What Egyptian labour law obligations does an EOR handle on my behalf?
Your EOR in Egypt handles the full suite of employer obligations under Egyptian Labour Law No. 12 of 2003: issuing a compliant employment contract, running payroll in the correct currency, remitting income tax and social insurance contributions under Law No. 148 of 2019, managing minimum annual leave entitlements (21 days, rising to 30 after 10 years of service), and observing notice period requirements (a minimum of two months for indefinite contracts). For foreign employees, the EOR also coordinates work permit applications with the Ministry of Manpower. What varies across providers is how well they handle the edge cases: a contested termination, a social insurance dispute, or a work permit renewal under quota pressure.
When does setting up my own company in Egypt make sense over using an EOR?
The crossover point varies, but companies typically evaluate their own Egyptian entity when headcount grows past a certain threshold, or when they want a local trading presence, a bank account in Egypt, or full control over employment contracts and data residency. The fixed cost of running an Egyptian company (registered address, local management, bookkeeping, annual filings) becomes lower than cumulative EOR per-seat fees once you have enough employees to amortise those costs. Teamed models this crossover explicitly and flags the month your own company in Egypt starts to make more sense, a service built into the engagement from day one. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in Egypt and 100+ countries on the same system with no re-onboarding of existing EOR employees.
How current is this comparison, and how was it scored?
Competitor facts were verified 18 June 2026 against each provider's own pricing page and G2 listing, and re-checked 22 July 2026, when the certification status of every provider was confirmed and Velocity Global's rebrand to Pebl was reflected. Egypt statutory facts reference the ILO NATLEX database and the Egyptian Ministry of Manpower. Each of the eight providers is scored 1 to 5 on six Egypt-focused axes with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR provider handles Egyptian work permits and Labour Law best?
Teamed leads the service model and employment intelligence: real HR and legal experts for work permits, Labour Law terminations and social insurance queries, on every plan, with the Ted layer flagging law changes. It contests Egyptian coverage with G-P's owned-entity footprint. Remote and Pebl add owned-entity depth. Deel, Oyster and Papaya are lighter on Egypt-specific advisory. Confirm Rippling covers Egypt before proceeding.
What is the real cost of hiring in Egypt 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, Egyptian employer social insurance contributions under Law No. 148 of 2019, passed at cost by all. Third, FX on the EGP salary conversion for providers that do not disclose their rate, an estimated 1.5 to 3% of salary. Teamed states its all-in cost up front and absorbs FX at zero markup against mid-market.

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