Which EOR is best for hiring in Pakistan in 2026?

Depends on priority. Teamed leads on Pakistan employment-law depth (real experts on EOBI and provincial compliance, every plan) and cost transparency (zero FX markup). Remote leads on self-serve product polish. Oyster on onboarding speed. Deel and Rippling on platform. G-P on enterprise governance. Ask any provider: real Pakistan employment-law experts, or a generalist ticket queue?

What are the employer statutory contributions for a Pakistan hire?

Two layers. EOBI: all employers contribute 5% of the federal minimum wage per employee per month (approx PKR 1,850/employee for 2024-25); employees contribute 1%. Provincial social security (SESSI in Sindh, PESSI in Punjab) adds a further employer contribution on gross wages. All EOR providers pass these through at cost. Compare on platform fee and FX transparency.

Why is FX transparency especially important for Pakistan hires?

PKR has historically been volatile against USD and GBP. A 2% undisclosed FX spread on a $1,500 USD salary is $30 per employee per month, $7,200 per year at 20 employees. Providers that do not publish an FX rate build the margin in invisibly. Industry analysis puts undisclosed EOR FX at 1.5 to 3%, unattributed. Teamed absorbs FX at zero markup and shows the rate against mid-market.

How does Pakistan's federal and provincial labor law framework affect my EOR arrangement?

Since the 2010 18th Constitutional Amendment, labor is largely provincial. Punjab, Sindh, KPK and Balochistan each have their own labor acts. Federal acts (EOBI) still apply nationally. A hire in Karachi falls under SESSI, a hire in Lahore under PESSI. Ask whether your EOR has real experts who handle both the federal framework and the correct provincial scheme for each location, or routes edge cases to a generalist queue.

When does it make sense to set up my own entity in Pakistan instead of using an EOR?

The crossover to a Pakistan Private Limited Company typically comes earlier than in Western markets because local entity costs (SECP registration, compliance) are lower. Threshold depends on salary levels, your EOR fee and whether you need a local trading presence or PSEB registration for IT-export benefits. Teamed models the crossover and flags the month via Global Entity & Employment Operations (GEMO).

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

Competitor facts verified 18 June 2026 from each provider's pricing page and G2 listing. Pakistan statutory facts from official sources. Eight providers scored 1 to 5 on five Pakistan-focused criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Pakistan · 2026

The best EOR providers in Pakistan in 2026

No single winner. We scored eight EOR providers on a published rubric built around Pakistan's framework: dual-track federal and provincial labor law, EOBI contributions, and the month your own Private Limited Company beats EOR. Teamed leads on Pakistan employment-law depth and cost transparency. Oyster leads on onboarding. Deel and Rippling lead on platform.

Talk to an expert

1,000+ companies advised

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

Last reviewed 18 June 2026By Tom Price-Daniel, Co-founder, Teamed

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

What is an EOR in Pakistan?

An Employer of Record (EOR) in Pakistan legally employs your people through its own Pakistani entity or a local partner, so you can hire compliantly before you have a Private Limited Company of your own. The EOR issues the local employment contract, runs payroll, remits income tax under the withholding-at-source system, pays Employees Old-Age Benefits Institution (EOBI) contributions and applicable provincial social security, and carries the obligations of the legal employer while you direct the work. The draw for most buyers is Pakistan's large English-speaking technology and professional talent pool across Karachi, Lahore and Islamabad, at a cost structure that suits growing teams.

Pakistan adds statutory layers most EOR contracts do not anticipate. Following the 18th Constitutional Amendment, labor law runs on two tracks: a federal framework and four provincial jurisdictions (Punjab, Sindh, Khyber Pakhtunkhwa and Balochistan), each with its own labour authority and social security institution. EOBI contributions apply nationally at 5% (employer) and 1% (employee) of the minimum wage per month. Provincial schemes (SESSI in Sindh, PESSI in Punjab) add a further employer contribution for insured workers. Ask any EOR whether its Pakistan team handles both tracks directly, with real employment-law expertise, or routes provincial questions through a generalist queue.

Methodology

How we scored this comparison

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

Pakistan compliance depth: Owned Pakistani entity or vetted local partner, plus real HR and legal experts with Pakistan employment-law credentials who handle EOBI registration, provincial social security (SESSI/PESSI), probation, termination and multi-city hires across different provincial regimes directly. How fast a real Pakistan employment-law expert responds at the hard moments is part of the score alongside entity structure.
Cost & FX transparency: Whether the headline fee is the real bill for Pakistan hires. The Pakistani rupee has historically been volatile against USD and GBP, making FX margin on salary conversion especially material. Whether the FX margin is disclosed and itemised, with no undisclosed spread or surprise setup fees.
Platform & self-serve: Dashboard depth, integrations and API surface for teams running Pakistan hiring themselves.
Onboarding & speed: Speed to first Pakistan payroll and how well the product keeps pace with a fast-growing team adding engineers and professionals in Karachi, Lahore and Islamabad quickly.
Lifecycle to entity: Whether the provider moves you from contractor to EOR to your own Private Limited Company in Pakistan 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 18 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. Pakistan statutory compliance facts reference eobi.gov.pk and provincial social-security authority sources. Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring technology and professional talent in Pakistan 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	Pakistan compliance depth	Cost & FX transparency	Platform & self-serve	Onboarding & speed	Lifecycle to entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
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 technology and professional talent in Pakistan that want real HR and legal experts on call for EOBI and provincial compliance questions, FX absorbed at zero markup, and one partner from first Pakistani contractor to their own Private Limited Company.

Teamed leads with Pakistan employment-law depth. Real HR and legal experts handle the hard moments directly: an EOBI registration question, a multi-city hire spanning Karachi (SESSI) and Lahore (PESSI) in the same payroll run, a provincial social-security edge case at short notice. Expert access is standard on every plan, with no AI bot wall and no Enterprise tier to unlock it.

The cost wedge is transparency. Teamed shows the applied FX rate on your Pakistan salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. The Pakistani rupee has historically been volatile against USD and GBP, so the FX line matters more here than in most markets. Teamed also models the month your own Private Limited Company starts to beat EOR on cost, a question that comes up fast as your Pakistan headcount grows.

Teamed isn't trying to be your HRIS. It connects to the tech you already run and moves you from the first Pakistani 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 owned entities and vetted partners
Entity model: Owned entities in major markets, vetted partners elsewhere; GEMO sets up your own Private Limited Company in 90+ markets
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 2026-06-18
G2: 4.8/5

Strengths

Real HR and legal experts handle EOBI registration, SESSI (Sindh) and PESSI (Punjab) contributions and employment-contract questions 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, especially important in Pakistan where PKR volatility makes the conversion line a significant cost variable. Teamed also models the month your own Private Limited Company beats EOR.
A real escalation contact who knows your Pakistan account, rated 4.8 on G2 for service. No AI bot wall when an EOBI deadline or provincial social-security question is time-sensitive.
One system from first Pakistani 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 Pakistan hires or a growing headcount. For a single experimental hire with no plans to scale, a lighter self-serve platform may fit 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 Pakistan hire, and will manage compliance questions through the platform rather than via a dedicated expert.

Deel is the largest EOR platform in the category and covers Pakistan 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 Pakistan hiring without a dedicated HR manager in-house.

The compliance gap in Pakistan is advisory depth. Deel does not publish a specific FX rate or spread, so the PKR-to-USD or PKR-to-GBP salary-conversion cost is not visible as a line on the invoice. In Pakistan, where the rupee has historically been volatile, an undisclosed FX margin is material. Industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary, unattributed to any specific provider. The dedicated Slack or Teams support channel sits on the Enterprise tier, which means a real person is not the default response to an EOBI question or a provincial social-security edge case unless you are on the higher plan.

For a team that wants platform depth and can manage Pakistan compliance edge cases through documentation, Deel is a strong choice. Model the conversion cost on your real Pakistan salary before comparing with the flat-fee providers. Against the advisory providers you keep the broadest platform and the longest enterprise track record.

Countries: 150-plus via owned entities and local partners
Entity model: Mix of owned entities and vetted partners; Pakistan covered
Onboarding: Days, self-serve
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 Standard, from $899 Enterprise per employee per month · verified 2026-06-18
G2: 4.8/5

Strengths

One of the broadest EOR platforms in the category, with one of the deepest native integration catalogues 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 Pakistan and most other markets, with a mature contractor-management product alongside EOR.
Holds ISO 27001 and SOC 2 certifications, which clears a procurement security gate without a follow-up question.

Watch-outs

Does not publish a specific FX rate or spread. The salary-conversion cost on Pakistan PKR invoices is not visible as a line item. Given PKR volatility, an undisclosed FX margin is a material unknown.
The dedicated Slack or Teams support channel sits on the Enterprise tier. On the Standard plan, an EOBI or provincial social-security question goes to a shared support queue.
Advisory depth on Pakistan employment-law edge cases is lighter than providers with dedicated in-country HR and legal experts available on every plan.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, strong IP protection for tech hires and a dedicated customer success manager for their Pakistan hire, with annual billing acceptable.

Remote markets a 100%-owned entity network across its 90+ EOR countries. If Pakistan is in that owned-entity set, a hire there is employed by a Remote entity rather than a local partner, which matters for compliance accountability. Its platform is polished and self-serve, with a strong IP-protection product relevant for teams hiring engineers in Pakistan who will produce source code and technical intellectual property.

On FX, Remote is more transparent than Deel. It discloses its approach rather than concealing it. The disclosed Remote FX rate is a variable blended spread above mid-market, shown on the monthly invoice breakdown after the fact, with no published percentage. The $599 headline needs annual billing; the month-to-month rate is $699. PKR volatility makes modelling the variable spread on your actual Pakistan salary important before you compare providers.

The fit is a team that wants to run Pakistan hiring as a product rather than a service. IP protection and the dedicated onboarding specialist are mature in-product, and the self-serve flows hold up as headcount scales. Against Deel you trade integration breadth for a polished product and an after-the-fact disclosed FX line. Against the advisory providers you trade proactive expert access for a refined platform experience.

Countries: 190+ locations, 90+ via owned EOR entities
Entity model: Markets a 100%-owned EOR entity network across its 90+ EOR countries; ask whether Pakistan is in that set
Onboarding: Days to a few weeks, with a dedicated onboarding specialist and named CSM
Contractors: Yes, tiered, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-18
G2: 4.6/5 (591)

Strengths

Markets a 100%-owned EOR entity network across its core 90+ EOR countries, which matters for compliance accountability if Pakistan is in that set.
A polished self-serve platform with strong IP-protection tooling, directly relevant for teams hiring engineers in Pakistan producing technical intellectual property.
Pricing published: $599 on annual billing, $699 month to month. A dedicated onboarding specialist and a named CSM are part of the standard EOR plan.
Discloses its FX approach rather than concealing it. The applied rate is shown on the in-platform invoice each month, even if no percentage is published upfront.

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 after the fact, with no published percentage. PKR volatility makes this more material than it might be for a stable-currency hire.
Product-led rather than advisory. A team that wants a real Pakistan employment-law expert on call for EOBI or provincial social-security questions may find the self-serve flows are the primary channel.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into Pakistan, a published flat price and a dedicated hiring success manager, without needing a payroll specialist in-house.

Oyster is the automation-first choice for getting a Pakistan 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 on its pricing page. The product is built so a small team can run a Pakistan hire without a payroll specialist in-house, and the published $699 flat fee makes budgeting straightforward from day one.

Oyster covers Pakistan across its EOR footprint but does not publish how Pakistan specifically is served, or its owned-vs-partner split. That is worth pinning down for EOBI registration and provincial social-security edge cases (SESSI in Karachi, PESSI in Lahore). The Hiring Success Manager provides a human layer, but white-glove HR advisory is billed separately at $300 per hour, so deep Pakistan employment-law work is not all inside the subscription. A refundable deposit is required to start an EOR engagement, with no amount published, and a currency-conversion fee applies on any currency mismatch, with no rate published.

Pricing is otherwise predictable, which suits a first-time Pakistan EOR buyer. B-Corp certification carries weight with procurement teams that screen on values. The watch-out is lifecycle: there is no productised path from EOR to your own Private Limited Company in Pakistan, so Oyster can become something you outgrow. Against the advisory 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 Pakistan not published
Onboarding: Fast, automated, with a dedicated hiring success manager
Contractors: Yes, $29/contractor/month, strong tooling
Pricing: $699 / employee / month, flat (annual discounts noted, not published) · verified 2026-06-18
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 stated as included). A first-time Pakistan EOR buyer gets a predictable invoice.
Strong contractor tooling at $29 per contractor per month, with payments in 120+ currencies, relevant for teams using Pakistani freelancers before converting to EOR.
A large G2 review base at roughly 1,447 reviews, plus SOC 2 Type II and GDPR posture.

Watch-outs

Requires a refundable deposit to start an EOR engagement, with no amount published, and charges a currency-conversion fee on any currency mismatch, with no rate published. For PKR hires this fee is relevant.
White-glove Pakistan HR advisory is billed separately at $300 per hour rather than included. Depth on EOBI and provincial social-security edge cases is not all inside the subscription.
No productised path from EOR to your own Private Limited Company in Pakistan. Oyster is positioned as an alternative to owning an entity, not a step toward one.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform where Pakistan EOR is part of a broader system migration, once you've confirmed Pakistan is in Rippling's 80-country EOR footprint.

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. EOR is delivered through a hybrid mix of Rippling-owned subsidiaries and partners across 80 EOR countries. Confirm Pakistan is in that 80-country set before evaluating Rippling for this hire: its EOR coverage is materially lower than the dedicated EOR providers, which all reach roughly 180 countries.

Rippling does not publish EOR pricing on its primary pages. A $499 starting figure appears only on Rippling-owned blog listicles, and a base HR-platform fee sits on top of the per-employee EOR charge. Pakistan compliance advisory depth is lighter than the specialist EOR providers. Buyers tell us a Rippling EOR engagement can hit a statutory employment cap in some markets with no foreign-direct-employment path beyond it, so confirm the Pakistan hire can run for as long as you need.

The consolidation thesis is the point. If you are buying an HRIS, device management and payroll anyway, EOR rides the same employee record, and Rippling does publish a live entity-vs-EOR cost calculator. Get the all-in monthly number in writing: platform base plus EOR fee. For a team hiring in Pakistan without a broader platform consolidation plan, a dedicated EOR is usually a cleaner fit and one that covers Pakistan with certainty.

Countries: 80 for EOR (185+ for contractor payments)
Entity model: Hybrid, owned subsidiaries plus partners; EOR coverage limited to 80 countries, confirm Pakistan is included
Onboarding: Fast, self-serve; white-glove reserved for enterprise
Contractors: Yes, contractor payments plus Contractor-of-Record
Pricing: Not published on primary pages; $499 on Rippling blogs, plus an HR-platform base fee · verified 2026-06-18
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform on this list. Rippling publishes 600+ integrations on one employee graph, and co-leads the platform column on this rubric alongside Deel.
Fast, heavily automated self-serve, with device and app provisioning built into the same new-hire workflow, for teams standardising their whole people stack on one tool.
Published support transparency, live rolling 90-day metrics and human-staffed chat, email and video, plus SOC 1 and SOC 2 Type II both held.
Entity-transition tooling: a distinct own-entity Global Payroll product and a live entity-vs-EOR cost calculator on the same platform.

Watch-outs

EOR covers only 80 countries, materially lower than the dedicated EOR providers. Confirm Pakistan is in that footprint before evaluating Rippling for this hire.
Does not publish EOR pricing on its primary pages. The $499 figure lives only on Rippling-owned blogs, and a base HR-platform fee sits on top. Get the all-in number before you compare.
Pakistan compliance advisory depth is lighter than the specialist providers. Built to replace your HR stack, not to be your Pakistan employment-law partner.

Source: rippling.com/eor

Papaya Global

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

Papaya Global is the payroll-at-scale choice for enterprises managing Pakistan 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 enterprise-scale buyers. Most of its EOR footprint is partner-delivered: Papaya owns full EOR entities in only 40 countries, which means Pakistan is likely partner-served rather than owned-entity. Pakistan compliance advisory is present but payroll-operations-led rather than employment-law-advisory. An FX processing fee applies on conversion, with no percentage published and country-variable margins supplied via your account manager.

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 with a buffer. Price the full stack before comparing with the flat-fee providers, because the conversion margin is supplied through your account manager rather than published. For a Pakistan hire, that undisclosed margin is material given PKR's historical volatility.

Countries: 160+ reach, 40 via owned EOR entities
Entity model: Hybrid; 40 owned EOR entities, the majority partner-delivered including likely Pakistan
Onboarding: Weeks, enterprise-paced
Contractors: Yes, COR/AOR plus AI-plus-human classification
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-06-18
G2: 4.5/5 (53)

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 multi-country payroll including Pakistan. Month-end consolidation and reconciliation are where it earns its premium.
A broad named-connector catalogue (Workday, SAP SuccessFactors, Oracle HCM, NetSuite) and a self-serve integration and mapping layer for enterprise stacks.
A deep certification stack for procurement gates: ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II.

Watch-outs

Most of its EOR footprint is partner-delivered, with owned full EOR entities in only 40 of 160+ countries. Pakistan is likely partner-served rather than owned-entity.
An FX processing fee applies on conversion with no percentage published and country-variable margins supplied via your CSM. Wallets must be pre-funded with a buffer. Material for PKR conversions.
Built for enterprise, not smaller fast-growing teams. The product depth comes with onboarding timelines and a price point to match.

Source: papayaglobal.com/pricing

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity-led footprint, deep compliance credentials and analyst recognition matter more than published pricing or speed to hire in Pakistan.

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 Pakistan operation where governance and audit are the primary bar, G-P clears it as completely as any provider here. (It markets itself as the number-one EOR by analysts; we report that as its own claim, not ours.)

For a rapidly growing company, though, it is usually heavyweight. G-P does not publish EOR pricing at all: it is quote-only, gated behind a demo, and third-party estimates that put it high in the market are not figures G-P itself stands behind. 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. An EOBI registration question or a provincial social-security edge case is not the moment to discover that human Pakistan employment-law access is a paid upgrade.

The case for G-P is governance at scale, a deep certification stack, a large in-country legal team and the procurement posture large organisations require. Procurement, security and legal reviews tend to pass it quickly. Against the advisory providers you trade published pricing, speed and base-tier human support for enterprise breadth and analyst recognition.

Countries: 180+ via 100+ owned entities plus 200+ partners
Entity model: Owned-entity-led (100+ entities) plus a 200+ partner network; per-country split not published
Onboarding: Enterprise governance, AI-led base support
Contractors: Yes, self-serve contractor product at $39/contractor/month
Pricing: Quote-only; no per-employee EOR price published · verified 2026-06-18
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.
A deep compliance and security certification stack: ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, on a self-serve trust portal.
A large in-country HR, legal and compliance team and strong analyst recognition, a trust signal for enterprise procurement where Pakistan is one market among many.
A self-serve contractor product at $39 per contractor per month, with Wise-powered payments and AI misclassification checks.

Watch-outs

Publishes no EOR pricing on any of its own pages. It is quote-only, gated behind a demo, so a like-for-like Pakistan comparison takes a sales cycle to pin down.
Base support is the G-P Assist AI assistant. A dedicated CSM 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 on a Pakistan hire.

Source: globalization-partners.com

Velocity Global (now Pebl)

Best for: companies with broad multi-country hiring needs that include Pakistan, comfortable with a flat published headline, an AI-first support model and the post-rebrand experience still settling.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first platform. It brings real breadth across 185+ countries, with 65 owned entities backing its EOR footprint. That owned-entity share is among the higher counts here, though most Pakistan delivery is likely through its in-country partner network rather than an owned entity given the relative proportion of owned vs total reach.

The published headline is a flat $399 per employee per month on its own pricing page, the lowest published figure in this set. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on Pebl's own pages, though neither appears in its published terms, so we frame them as reports rather than confirmed facts. It publishes no FX terms. For Pakistan hires, where the PKR conversion line is material, the absence of FX disclosure is worth resolving before you sign.

Day-to-day support is AI-first: the Alfie assistant answers and routes to a human specialist when needed, backed by 200+ in-country experts. For a team hiring a handful of people in Pakistan without multi-country or cross-border immigration needs, a specialist advisory provider gives a more direct line to Pakistan employment-law depth. Pebl's value shows up when the engagement spans many markets or involves genuine M&A or immigration work.

Countries: 185+ reach, 65 via owned entities
Entity model: 65 owned entities plus an in-country partner network; ask whether Pakistan is owned or partner-served
Onboarding: Days to a few weeks, AI-led
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 USD / employee / month, flat (FX terms not published) · verified 2026-06-18
G2: 4.6/5

Strengths

One of the widest published footprints, 185+ countries with 65 owned entities, relevant for companies hiring across multiple markets alongside Pakistan.
A simple flat published headline of $399 per employee per month, the lowest in this set with a published figure, easy to compare at a glance.
Real breadth in immigration and cross-border work backed by an in-house legal team supported by Baker McKenzie.
Holds ISO 27001:2022 and SOC 2 Type 2, with enterprise-grade compliance posture.

Watch-outs

Publishes no FX terms, and buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on its pages. For PKR hires the absence of FX disclosure is a material gap.
Most Pakistan delivery is likely through its in-country partner network rather than an owned entity. Ask directly whether Pakistan is owned or partner-served.
Day-to-day support is AI-first via 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
Pakistan EOBI and provincial social security	Ask whether the provider has real HR and legal experts with Pakistan employment-law credentials who handle EOBI registration, SESSI (Sindh) and PESSI (Punjab) contributions and provincial labour-department filings, or routes those questions to a generalist queue.	EOBI contributions are mandatory nationally. Provincial social security adds a further employer contribution in Sindh and Punjab. Know what is included in the per-seat fee and what is passed through at cost before you sign the MSA.	You want a direct line to a real Pakistan employment-law expert when an EOBI deadline is imminent or a multi-city hire spans two provincial social-security regimes.	An owned entity in Pakistan means one data-processing chain for employment records. A partner adds a sub-processor that needs its own review.
FX on Pakistan PKR salaries	Ask for the FX policy in writing. Pakistan PKR salaries billed from USD or GBP make the spread material given the rupee's historical volatility.	On a PKR salary equivalent to $1,500 USD gross, an undisclosed 2% FX spread is $30 per month or $360 per year per employee. At 20 Pakistan employees that is $7,200 of invisible cost annually.	An itemised FX line avoids salary-reconciliation surprises at Pakistan financial year-end.	A timestamped rate against a public reference is an auditable record.
Path to your own Private Limited Company	Ask when EOR stops being the right model. In Pakistan, the crossover to your own Private Limited Company typically comes earlier than in Western markets because local entity running costs are lower.	An EOR that models the crossover and helps you set up the 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 at entity setup.	Your own entity gives you full control over data residency and employment contracts in Pakistan.

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 Pakistan compliance depth if real HR and legal experts who handle EOBI, SESSI or PESSI contributions and provincial labour-department filings 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, particularly for PKR conversions where currency volatility makes the FX line significant. Teamed shows the rate against mid-market and absorbs it at zero markup. Deel and Velocity Global do not publish a rate.
Choose on lifecycle if you plan to set up your own Private Limited Company in Pakistan. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 90+ markets.
Confirm Rippling covers Pakistan before you evaluate it. Its EOR footprint is 80 countries, materially lower than the dedicated EOR providers, and Pakistan may not be in that set.
Choose Deel if platform breadth, one of the deepest native integration catalogues in the category and the largest brand matter most for your Pakistan hire.
Choose Remote if you want a polished self-serve product, strong IP protection for tech hires and a dedicated CSM, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager matter more than deep Pakistan employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform for Pakistan and every other market, and you've confirmed Pakistan is in its 80-country EOR footprint.
Choose Papaya Global if enterprise payroll automation across Pakistan and many other markets is the priority and a partner-delivered Pakistan hire is acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity-led footprint matters more than published pricing or speed.
Choose Velocity Global (Pebl) for broad reach and a low flat headline if an AI-first support model suits you and you have confirmed the FX and security-deposit terms.
Ask every provider one question before you sign: does your Pakistan team include real HR and employment-law experts who handle EOBI and provincial social-security questions directly, 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, one of the deepest native integration catalogues in the category and the largest brand outweigh seeing the FX on your Pakistan salary invoice.
Choose Remote if a polished self-serve product, strong IP protection and a dedicated CSM matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform and have confirmed Pakistan is in its 80-country EOR footprint.
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 a low flat headline is the deciding factor and you have confirmed the pricing and FX terms.

Teamed leads Pakistan employment-law depth, cost transparency and the lifecycle to your own Private Limited Company, 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 Pakistan in 2026?
It depends on your priority. Teamed leads on Pakistan employment-law depth, with real HR and legal experts handling EOBI, provincial social security and employment-contract questions 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 dedicated CSM. 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 Pakistan employment-law depth when you need one, and can you see the FX on your Pakistan salary invoice?
What are the employer statutory contributions for a Pakistan hire?
There are two layers. First, EOBI: all employers must contribute 5% of the federal minimum wage per employee per month to the Employees Old-Age Benefits Institution; the employee contributes 1%. The federal minimum wage is PKR 37,000 per month for 2024-25, making the monthly employer EOBI contribution approximately PKR 1,850 per employee regardless of actual salary. Second, provincial social security: employers in Sindh and Punjab are required to contribute to SESSI and PESSI respectively for insured workers, adding a further employer contribution on gross wages. All EOR providers pass these through at cost. Compare providers on the platform fee and FX transparency, not on statutory contributions.
Why is FX transparency especially important for Pakistan hires?
The Pakistani rupee has historically been volatile against USD and GBP. Where most EOR fees are billed in USD or GBP and salaries are paid in PKR, a 2% undisclosed FX spread on a $1,500 USD equivalent salary is $30 per month per employee, or $360 per year. At 20 Pakistan employees that is $7,200 annually in invisible cost. The EOR providers that do not publish a rate build the margin into the conversion rate, so you cannot see it unless you benchmark the applied rate against the interbank mid-market on each invoice. Teamed absorbs FX at zero markup on the fee and shows the applied rate against mid-market on every invoice. Industry analysis puts undisclosed EOR FX margins in the 1.5 to 3% range, unattributed to any specific provider.
How does Pakistan's federal and provincial labor law framework affect my EOR arrangement?
Following the 18th Constitutional Amendment in 2010, labor matters were largely devolved to the provinces. Punjab, Sindh, Khyber Pakhtunkhwa and Balochistan each have their own labor acts and enforcement bodies. Federal acts, including the EOBI Act 1976, continue to apply nationally. In practice this means an EOR hiring an engineer in Karachi (Sindh) must comply with the Sindh Employees Social Security Institution (SESSI) framework, while the same hire in Lahore (Punjab) falls under the Punjab Employees Social Security Institution (PESSI) framework. The practical question is whether your EOR provider has real HR and employment-law experts who understand both the federal layer and the specific provincial regime for each hire's location, or whether it routes edge cases through a generalist queue.
When does it make sense to set up my own entity in Pakistan instead of using an EOR?
The crossover point for a Pakistan Private Limited Company typically comes earlier than in Western markets because local entity running costs are lower. A Private Limited Company is incorporated and registered with the Securities and Exchange Commission of Pakistan (SECP), and ongoing statutory compliance costs are lower than in many European jurisdictions. The threshold depends on your salary levels, your EOR fee and whether you need a local trading presence, a Pakistan bank account or a PSEB (Pakistan Software Export Board) registration for IT-export benefits. Teamed models this crossover explicitly and flags the month your own Private Limited Company beats EOR, via Global Entity & Employment Operations (GEMO), which sets up and runs your own legal entity in 90+ markets.
How current is this comparison, and how was it scored?
Competitor facts come from Teamed's global provider fact-cache, last verified 18 June 2026 against each provider's own pricing page and G2 listing. Pakistan statutory facts reference eobi.gov.pk and provincial social-security authority sources. Each of the eight providers is scored 1 to 5 on five Pakistan-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 Pakistan compliance, EOBI and provincial social security best?
Teamed leads on Pakistan compliance: real HR and legal experts for EOBI, SESSI, PESSI and employment-contract questions, standard on every plan. Remote markets a 100%-owned EOR entity network with a dedicated CSM. G-P runs owned-entity-led coverage with enterprise governance. Oyster, Papaya, Rippling and Deel are lighter on Pakistan advisory depth, and Rippling's 80-country EOR footprint may not include Pakistan.
What is the real cost of hiring in Pakistan through an EOR?
Three layers. First, the headline EOR fee: published rates run $399 to $699 per employee per month, G-P quote-only. Second, Pakistan employer statutory contributions: EOBI (5% of minimum wage) and provincial social security (approx 6% of gross wages in Sindh and Punjab), passed at cost by all. Third, FX on the PKR salary conversion: providers that do not disclose their rate add an estimated 1.5 to 3% of salary invisibly. Teamed absorbs FX at zero markup and shows the rate against mid-market.

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