Which EOR is best for hiring in Peru in 2026?

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

What are the mandatory employer obligations in Peru that my EOR must manage?

Five recurring obligations. Essalud: 9% employer contribution monthly. CTS: bi-annual severance fund deposit into each worker's account (May and November). Gratificaciones: one monthly salary in July and one in December. Vacaciones: 30 calendar days per year. Profit-sharing: companies with 20+ employees distribute a share of pre-tax profits. SUNAFIL enforces all of these.

Does my EOR need to own a Peruvian entity, or is a partner acceptable?

Both work compliantly. An owned Peruvian entity means one employer for the contract, Essalud, CTS, gratificaciones and SUNAFIL accountability. A partner adds a sub-processor link. Ask each provider: is Peru owned or partner-served, and who carries accountability if a CTS dispute or SUNAFIL inspection goes wrong?

What is the CTS in Peru and how does my EOR handle it?

CTS is a statutory severance fund deposited bi-annually (before 15 May and 15 November) into the worker's designated bank account, accumulating at one-twelfth of monthly remuneración per month. SUNAFIL fines apply for late or miscalculated deposits. Your EOR calculates and executes it. Ask whether real experts verify the calculation or it runs automated with no human review.

When does it make sense to set up my own S.A.C. instead of using an EOR in Peru?

The crossover often arrives faster in Peru than in Europe because CTS, gratificaciones, Essalud and vacaciones significantly raise the true employment cost above gross salary, making the fixed cost of running an S.A.C. relatively attractive sooner. Depends on headcount, salary levels and your EOR fee. Teamed models and proactively flags the crossover month. GEMO sets up your own entity across 100+ markets with no re-onboarding.

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

Competitor facts verified 17 June 2026 from each provider's pricing page and G2 listing; security re-checked 22 July 2026. Peru statutory facts from official Peruvian government sources. Eight providers scored 1 to 5 on six Peru-focused axes, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Peru · 2026

The best EOR providers in Peru in 2026

No single winner. We scored eight EOR providers on a published six-axis rubric built around Peru's rules: CTS severance deposits, gratificaciones bonuses, Essalud employer contributions, and the month your own sociedad anónima cerrada beats EOR. Teamed leads on the service model and employment intelligence and on the path to your own S.A.C. It contests pricing transparency with Remote and Peruvian coverage with G-P. Rippling and Deel lead on platform, and the certified providers lead on security.

Talk to an expert

Rated 4.8 on G2 for service

8
EOR providers scored on one Peru-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 6
Peru-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 Peru hire.

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

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

What is an EOR in Peru?

An Employer of Record (EOR) in Peru legally employs your people through its own Peruvian entity or a vetted local partner, so you can hire compliantly before you have a sociedad anónima cerrada (S.A.C.) of your own. The EOR issues a Peruvian-law employment contract, runs payroll under the SUNAT payroll system, remits Essalud contributions (9% of gross salary, employer-side), and manages the statutory obligations of the Empleador Peruano while you direct the day-to-day work.

Peru adds recurring obligations most employment models do not anticipate. Employers must deposit CTS (Compensación por Tiempo de Servicios) bi-annually into each worker's designated account, pay two gratificaciones (one in July, one in December, each equivalent to one monthly salary), and grant 30 calendar days of paid vacation per year under Decreto Legislativo 713. Companies with 20 or more employees must also distribute a share of pre-tax profits to workers each year under Decreto Legislativo 892. SUNAFIL (the national labor inspectorate) actively enforces these obligations and can issue fines for late or miscalculated deposits. Ask any EOR whether real HR and legal experts with Peruvian employment-law credentials handle those moments, or whether the question routes to a generalist ticket queue.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six Peru-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 a Peruvian hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, deposit and exit terms. The FX rate on PEN salary conversions is one clause of that test, not the whole frame.
Peruvian coverage and compliance: Depth and legal robustness of in-country coverage for Peru: the owned-entity versus partner structure behind the Peruvian employment relationship, how CTS deposits, gratificaciones timing, Essalud contributions, 30-day vacaciones and profit-sharing under Decreto Legislativo 892 are handled, whether real HR and legal experts are backed by DLA Piper as global counsel and vetted in-country partners, and how fast a real Peruvian employment-law expert responds when a SUNAFIL inspection window opens.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first Peruvian payroll for teams running their own hiring in Peru.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications a Peruvian 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 Peruvian credentials own the hard moments directly, and how well the system flags Peruvian 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 sociedad anónima cerrada (S.A.C.) 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

The six axes are pricing transparency, Peruvian coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own S.A.C. Pricing came from each provider's own pricing page and G2 listing, last checked 17 June 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, re-checked 22 July 2026. Peru statutory compliance facts reference official Peruvian government and regulatory sources (gob.pe/mtpe, essalud.gob.pe, gob.pe/sunafil). Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring its first employee in Peru 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	Peruvian 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 Peru that want real HR and legal experts on call for CTS disputes, SUNAFIL inspections and profit-sharing moments, FX absorbed at zero markup on PEN conversions, and one partner from first Peruvian contractor to their own S.A.C.

Teamed delivers Peruvian employment through a mix of owned entities and vetted local partners, with real HR and legal experts who hold Peruvian employment-law credentials and are backed by DLA Piper as global counsel. Peru is where advisory depth counts: a CTS calculation dispute that lands before a SUNAFIL inspector, a profit-sharing obligation that surfaces once you cross 20 employees, a gratificaciones timing question that comes up in June before the July deadline. Expert access is standard on every plan, with the Ted layer flagging Peruvian law changes early, no AI bot wall and no Enterprise tier to unlock it.

The cost wedge is transparency. Teamed shows the applied FX rate on your Peruvian salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. It also models the month your own S.A.C. starts to beat EOR on cost, a question that arrives faster in Peru than in Europe because the statutory labour-benefit loading (CTS, gratificaciones, Essalud, vacaciones) makes the true employment cost significantly higher than the gross salary.

Teamed isn't trying to be your HRIS. It connects to the tech you already run and moves you from the first Peruvian 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 100+ markets, so the lifecycle advice is built in from day one.

Countries: 187+ countries covered through owned entities plus vetted partners (57 owned entities)
Entity model: Owned entities in 57 countries plus vetted partners; sets up your own entity via GEMO in 100+ countries
Onboarding: As little as 24 to 48 hours, with real expert support through the transition
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-07-22
G2: 4.8/5

Strengths

Real HR and legal experts with Peruvian employment-law credentials, backed by DLA Piper as global counsel, handle CTS disputes, SUNAFIL inspections, gratificaciones timing and profit-sharing calculations directly. Expert access is standard on every plan with the Ted layer alongside it, and Teamed is rated 4.8 on G2 for service.
Zero FX markup on the fee. The applied PEN rate sits next to the mid-market reference on every invoice. Teamed also models the month your own S.A.C. beats EOR and flags it proactively.
One system from first Peruvian contractor to EOR to your own entity, via Global Entity & Employment Operations (GEMO) across 100+ markets. No re-onboarding at any stage of the lifecycle.
Advisory model built for a growing Peruvian footprint. CTS deposits, gratificaciones timing, Essalud and profit-sharing at 20 or more employees are handled on one engagement without the buyer becoming a Peruvian employment-law expert.

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 Peruvian 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 Peruvian hires or a growing headcount. For a single experimental hire with no plans to scale, or a procurement team set on the market-leading name and its larger review base, a lighter self-serve platform may fit better.

Source: teamed.global/pricing

Deel

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

The compliance gap is advisory depth. Deel does not publish a specific FX rate or spread, so the salary-conversion cost on PEN to USD or GBP 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 CTS calculation question or a SUNAFIL inspection notice unless you confirm what your plan includes.

For a team that wants platform depth and can manage Peruvian compliance edge cases through documentation, Deel is a strong default. Model the PEN conversion cost on your real Peruvian salaries before comparing with the flat-fee providers, since industry analysis puts undisclosed EOR FX margins at roughly 1.5 to 3% of salary, which is material on higher-seniority roles. For a Peru hire specifically, ask Deel to put the all-in monthly figure and the PEN conversion basis in writing, so the starting rate you compare is the rate you actually pay once the salary conversion runs each month.

Countries: 150-plus via owned entities and local partners
Entity model: A mix of owned entities and vetted partners; Peru 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 the broadest native integration catalogue and polished self-serve flows. Leads the platform column on this rubric alongside Rippling.
The largest brand and review base in the category. A procurement team that wants the market-leading name will recognise it immediately.
Fast self-serve onboarding into Peru and most other markets, with a mature contractor-management product alongside EOR.
Holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column, 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 Peruvian salaries is not visible as a line on the invoice.
Deel does not publish which plan includes its dedicated Slack or Teams support channel. Without a dedicated channel, a CTS dispute or SUNAFIL inspection question goes to a shared support queue.
Advisory depth on Peruvian employment-law edge cases is lighter than the specialist providers, which matters in a jurisdiction with active SUNAFIL enforcement and mandatory profit-sharing obligations. If your Peruvian headcount grows past 20 employees, confirm how the profit-sharing distribution is calculated and filed before it becomes an annual obligation.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, a disclosed FX rate and strong benefits administration, with annual billing acceptable.

Remote markets a 100%-owned entity network across its 90+ EOR countries and runs a polished self-serve platform with a strong benefits and IP product. An owned-entity model in Peru, if confirmed per country, means one accountable employer for the contract, Essalud, CTS deposits and gratificaciones timing, with no partner in the chain.

On FX, Remote is more transparent than Deel. It discloses that a variable Remote FX rate applies to cross-currency lines and shows the rate used on the monthly invoice. The rate is a blended spread above mid-market, not a zero-markup or itemised mid-market line, and no percentage is published. The $599 headline needs annual billing; month to month is $699.

The fit is a team that wants to run Peruvian hiring as a product rather than a service. Benefits administration and IP protection are mature in-product, and the self-serve flows hold up as headcount scales. Model the disclosed FX spread on your real Peruvian salary volumes before comparing with flat-fee providers. For a Peruvian hire, confirm in writing whether Peru is one of Remote owned entities or partner-served, since the accountability chain for CTS deposits and gratificaciones timing differs between the two structures.

Countries: 190+ locations, 90+ via owned EOR entities
Entity model: Markets a 100%-owned EOR entity network across its 90+ EOR countries; ask whether Peru is owned
Onboarding: Days to a few weeks, with a customer success manager
Contractors: Yes, tiered, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-07-22
G2: 4.6/5 (591)

Strengths

Markets a 100%-owned EOR entity network across its core 90+ EOR countries. If Peru is confirmed as owned, one entity is accountable for the full Peruvian statutory stack.
A polished self-serve platform with strong benefits administration and IP-protection tooling. Product experience is among the best in the category. It holds current ISO 27001 and SOC 2 certifications, so it sits at the top of the security column.
Pricing is published: $599 on annual billing, $699 month to month. You can budget it without a sales call.
Discloses its FX approach rather than concealing it. The Remote FX rate is visible on the in-platform invoice breakdown each month, though it is a blended rate and no percentage is published.

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 disclosed Remote FX rate is a variable blended spread shown after the fact on the invoice, not a zero-markup or itemised mid-market line.
The model is product-led rather than advisory. A team that wants a real Peruvian employment-law expert on call for CTS disputes or SUNAFIL moments may find the self-serve flows are the primary support channel. Weigh that direct-line question against the product polish before you sign, especially if a SUNAFIL inspection window would land on your team first.

Source: remote.com/pricing

Oyster

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

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

Oyster does not publish how Peru specifically is served or its owned-versus-partner split across its 120+ EOR countries. That matters when CTS deposit deadlines, gratificaciones timing, or SUNAFIL enforcement windows are in play. White-glove HR advisory is billed separately at $300 per hour, so deep Peruvian employment-law work is not fully included.

Pricing is predictable: the published $699 per-employee flat headline means the first Peruvian hire costs what the tenth does. A refundable deposit is required to start an EOR engagement, with no amount published, and a currency-conversion fee applies on any mismatch, again with no rate published. B-Corp certification carries weight with procurement teams that screen on values. For a Peru hire, price the refundable deposit and the currency-conversion fee into your first-year total, since neither amount is published and both sit on top of the flat headline.

Countries: 120+ for EOR, 180+ all products
Entity model: Hybrid: owns or partners with local entities; owned-versus-partner split for Peru not published
Onboarding: Fast, automated; a few weeks, with a dedicated hiring success manager
Contractors: Yes, $29 per contractor per month, strong tooling
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 Peruvian payroll on this list.
Certified B-Corp with a published flat $699 headline and free essentials (setup, onboarding, HR-expert access, termination processing). Procurement teams that screen on values get a straightforward yes.
Automation that keeps pace when a fast-growing team adds Peruvian hires quickly, with one of the biggest G2 review bases in the category at roughly 1,447 reviews.
Holds SOC 2 Type II and GDPR compliance, a mature security posture that clears most procurement gates, though its ISO 27001 status is less clearly published.

Watch-outs

Oyster does not publish whether Peru is owned-entity or partner-served, or an owned-versus-partner split. For a CTS deposit dispute or a SUNAFIL inspection, ask clearly where the accountability sits.
Lighter lifecycle tooling, with no productised path from EOR to your own S.A.C. as Peruvian headcount builds. EOR is positioned as the alternative to an entity, not a step toward one.
White-glove Peruvian HR advisory is billed separately at $300 per hour. A complex profit-sharing or SUNAFIL edge case can land on a meter rather than inside the subscription, so budget that rate if you expect recurring Peruvian employment-law questions.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform where Peru EOR is part of a broader system migration, not a standalone hiring decision.

Rippling is the alternative if you want to run HR, IT and payroll on one platform. It publishes 600+ integrations on one employee graph and arguably has the most powerful unified platform here. New Peruvian hires slot into the same workflow as every other employee in your company, which is the consolidation argument.

EOR is the newer part of the Rippling product, delivered through a hybrid mix of Rippling-owned subsidiaries and partners across 80 EOR countries. Confirm Peru is in that 80 before you commit. Rippling does not publish EOR pricing on its primary pages; a $499 per employee per month starting figure appears only on Rippling-owned blog content, and a base HR-platform fee sits on top. Advisory depth on Peruvian CTS, gratificaciones and profit-sharing is lighter than the specialist providers.

The consolidation thesis is the point. If you are buying an HRIS, device management and payroll anyway, EOR rides the same employee record. Get the all-in monthly number in writing: platform base plus EOR fee. For a team with a Peru hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit. The deciding question is whether you are standardising your whole people stack or just adding one Peruvian employee, since the platform base fee only pays for itself in the former case.

Countries: 80 for EOR via owned subsidiaries and partners (confirm Peru is included)
Entity model: Hybrid mix of Rippling-owned subsidiaries and partners; split not published
Onboarding: Fast, heavy self-serve; white-glove reserved for enterprise
Contractors: Yes, contractor payments plus Contractor-of-Record
Pricing: Not published on primary pages; $499 starting figure on Rippling-owned blog content, plus an HR-platform base fee · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform on this list. Rippling publishes 600+ integrations and co-leads the platform column on this rubric.
Fast, heavily automated self-serve onboarding, with new Peruvian hires in the same workflow as every other employee from day one.
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 and one of the broadest certification sets in the category.
Entity-transition tooling, a distinct Global Payroll product plus a live entity-versus-EOR cost calculator on the same platform.

Watch-outs

EOR is less mature than the core Rippling product, covering 80 countries. Confirm Peru is in that 80 and that the hire can run for as long as you need before you commit, since EOR term limits vary by country and a Peruvian engagement should run the full length you plan for.
Does not publish EOR pricing on its primary pages; the $499 figure surfaces only on Rippling-owned blogs, and a base HR-platform fee sits on top.
Advisory depth on Peruvian compliance specifics (CTS, gratificaciones, SUNAFIL, profit-sharing) is lighter than the specialist EOR providers. Built to replace your HR stack, not to be your Peruvian employment-law partner.

Source: rippling.com/eor

Papaya Global

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

Papaya Global is the payroll-at-scale choice for enterprises managing Peru alongside many other markets. Its platform is payments infrastructure as much as HR software: 180+ 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 large organisations, and most of its EOR footprint is partner-delivered: it owns full EOR entities in 40 countries and reaches the rest through vetted in-country accounting-firm partners. Confirm whether Peru is one of the owned 40. Peruvian compliance advisory is present but payroll-operations-led rather than employment-law advisory.

On cost, Papaya markets no surprise fees, yet its FX rate carries 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 flat-fee providers, because the conversion margin is supplied via your account manager rather than published. For a Peruvian hire, confirm whether Peru sits in Papaya 40 owned entities or is partner-delivered, and ask for the FX processing fee and the wallet pre-funding buffer in writing before you model the all-in cost.

Countries: 180+ reach, 40 via owned EOR entities
Entity model: Hybrid; 40 owned EOR entities, the majority of the footprint partner-delivered
Onboarding: Weeks, enterprise-paced
Contractors: Yes, COR/AOR plus AI-plus-human classification
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-07-22
G2: 4.5/5 (53)

Strengths

A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies, with a licensed payments arm. Few providers consolidate multi-country payroll at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll including Peru. Month-end consolidation and reconciliation are where it wins time back, and audit-ready reporting suits a finance team consolidating Peru alongside other markets in one reconciliation layer.
Holds current ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II, a deep certification stack at the top of the security column for an enterprise procurement gate.
A broad connector catalogue (Workday, SAP SuccessFactors, Oracle HCM, NetSuite) and a self-serve integration and mapping layer, so it slots into an enterprise stack.

Watch-outs

EOR starts from $499 but is built for large organisations, not smaller fast-growing teams. The product complexity is the price of the data depth.
Owns full EOR entities in only 40 countries, so a Peruvian hire may be partner-delivered. The FX rate adds an undisclosed processing fee, and wallets must be pre-funded with a buffer.
Advisory depth on Peruvian CTS disputes, SUNAFIL enforcement and profit-sharing is payroll-operations-led rather than employment-law advisory. A smaller Peru-only engagement rarely uses the multi-country reporting depth that justifies the enterprise pricing, so weigh the fit before you commit.

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 published pricing or advisory agility.

G-P runs over 100 legal entities of its own plus a 200+ partner network across 180+ countries, one of the widest footprints in the category. That breadth is genuine, with a long enterprise track record. For a large enterprise running a Peruvian operation where governance and audit are the primary bar, G-P clears it as completely as any provider here, which is why it contests the Peruvian 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, and no per-employee figure appears on any of its own pages. The platform and onboarding are enterprise-paced, and base-tier support runs through the G-P Assist AI assistant, while a dedicated success manager and direct HR and legal team access are reserved for the higher EOR Prime tier.

The case for G-P in Peru 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 a specialist advisory provider you trade speed and published pricing for enterprise breadth. For a Peruvian hire, expect procurement and legal to move at governance pace rather than the fast advisory cadence a scaling team needs, and budget a sales cycle to pin down the quote.

Countries: 180+ via 100+ owned entities and 200+ partners
Entity model: Owned-entity-led (100+ entities) plus a 200+ partner network; per-country split not published
Onboarding: Enterprise governance pace, AI-led base support
Contractors: Yes, self-serve contractor product at $39 per contractor per month
Pricing: Not published; quote-only, gated behind a demo · verified 2026-07-22
G2: 4.4/5 (1028)

Strengths

Over 100 legal entities 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 certification stack at the top of the security column: ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, published on a self-serve trust portal.
A large in-country HR, legal and compliance team and strong analyst recognition, a trust signal for enterprise buyers.
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

Publishes no EOR per-employee price. It is quote-only and gated behind a demo, so a like-for-like Peruvian comparison takes a sales cycle to pin down.
Base support is the G-P Assist AI assistant. A dedicated success manager and direct HR and legal team access are gated to the higher EOR Prime tier.
Enterprise focus, enterprise-paced onboarding and a quote-led model make it a poor fit for a rapidly growing company that needs to move fast in Peru. A company hiring one or two people in Peru usually finds the enterprise posture heavier than the engagement warrants.

Source: globalization-partners.com

Pebl (formerly Velocity Global)

Best for: companies with M&A, carve-out or cross-border immigration needs that touch Peru, and who want broad reach with an AI-first delivery model and a simple flat headline.

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

The published headline is a flat $399 USD per employee per month, marketed as all-inclusive. The company does not publish an FX rate or spread anywhere on its own pages, so model the PEN conversion on your real Peruvian salaries before you compare. Customer experience is still settling after the 2025 rebrand. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit, though neither appears on the company pages, so we frame them as reports.

Day-to-day support is AI-first: the Alfie assistant answers and smart-routes to a human specialist when needed, backed by 200+ in-country experts. For a team hiring a handful of people in Peru without M&A or immigration complexity, a specialist advisory provider gives a more direct line to Peruvian employment-law depth. Pebl's value shows up when the engagement is genuinely complex. For a straightforward Peruvian first hire, confirm the $399 headline against the all-in cost once the undisclosed FX spread and the reported security deposit are added, since both surface in practice rather than on the pricing page.

Countries: 185+ reach, 65 via owned entities
Entity model: 65 owned entities plus an in-country partner network; ask whether Peru is owned or partner-served
Onboarding: AI-led, onboarding in as little as 24 hours
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 / employee / month, flat (FX terms not published) · verified 2026-07-22
G2: 4.6/5

Strengths

One of the widest published footprints in the category, 185+ countries with owned entities in 65. Real depth in immigration and complex cross-border engagements.
A simple published headline of $399 per employee per month on its own pricing page, easy to compare at a glance before you model the all-in cost.
An AI-first hybrid support model (the Alfie assistant routing to human specialists) backed by 200+ in-country legal and hiring experts.
Holds current ISO 27001:2022 and SOC 2 Type II, near the top of the security column, with an in-house legal team backed by Baker McKenzie.

Watch-outs

Publishes no FX terms and no contractor price, and buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on its pages.
Most of its reach is partner-served, 65 owned entities against 185+ countries, so ask whether Peru is owned or partner-served.
Day-to-day support is AI-first via the Alfie assistant. For a CTS dispute or a SUNAFIL inspection window, confirm how fast it routes you to a human Peruvian employment-law expert before you rely on it as the primary channel.

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
Peruvian statutory obligations (CTS, gratificaciones, Essalud)	Ask whether the provider has real HR and legal experts with Peruvian employment-law credentials or routes CTS disputes, SUNAFIL inspections and profit-sharing queries to a generalist ticket queue.	CTS and gratificaciones together add roughly 2 to 3 extra monthly salary equivalents per year in statutory obligations above gross salary. Essalud adds 9% on top. Know the all-in cost per hire, not just the platform fee.	You want a direct line to a real Peruvian employment-law expert when a SUNAFIL inspection window is 24 hours away or a CTS calculation dispute lands.	An owned Peruvian entity means one data-processing chain; a partner adds a sub-processor that needs its own review.
FX on Peruvian salaries	Ask for the FX policy in writing. Salaries in PEN billed from a USD or GBP base make the conversion spread material.	On a PEN 100,000 gross salary, a 2% undisclosed FX spread is PEN 2,000 per year per employee. At five employees in Peru that is PEN 10,000 of invisible cost per year. Teamed absorbs FX at zero markup and shows the rate against mid-market.	An itemised FX line avoids salary-reconciliation surprises at Peruvian year-end and simplifies the profit-sharing calculation.	A timestamped rate against a public reference is an auditable record.
Path to your own S.A.C.	Ask when EOR stops being the right model. The crossover in Peru often arrives faster than in Europe because the statutory labour-benefit loading is high.	An EOR that models the crossover and helps you set up the S.A.C. 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 S.A.C. gives you full control over data residency and employment contracts in Peru.

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 Peruvian employment-law credentials, backed by DLA Piper as global counsel, with the Ted layer flagging Peruvian 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. Deel publishes a starting rate but not its FX terms, and the quote-led providers (G-P, Papaya Global, Rippling, Pebl) sit lower.
Choose on Peruvian coverage and compliance if entity depth and legal robustness are the priority. Teamed contests this column with G-P: Teamed through Peruvian experts plus DLA Piper as global counsel and vetted in-country partners, G-P through the widest owned-entity-led footprint in the category. Remote and Pebl also bring owned entities.
Choose on the path to your own S.A.C. if you plan to incorporate. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 100+ markets.
Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, G-P, Papaya Global 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, the broadest integration catalogue and the largest brand matter most for your Peru hire.
Choose Remote if you want a polished self-serve product, a strong benefits offering 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 Peruvian employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform for Peru and every other market you operate in, and Peru is confirmed in its 80-country EOR set.
Choose Papaya Global if enterprise payroll automation across Peru and many other markets is the priority and a partner-delivered hire is acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity-led footprint matters more than speed, price or advisory agility.
Choose Pebl (formerly Velocity Global) if you have M&A, carve-out or immigration complexity in Peru and want broad reach with an AI-first delivery model.
Ask every provider one question before you sign: do real HR and legal experts handle a CTS dispute or a SUNAFIL inspection, 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, the deepest integrations and the largest brand outweigh seeing the FX on your Peruvian salary invoice.
Choose Remote if a polished self-serve product and a disclosed FX rate matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform across Peru and every other market.
Choose G-P or Papaya Global if you are an enterprise where owned-entity-led breadth or payroll-at-scale matters more than speed or advisory agility.
Choose Oyster or Pebl (formerly Velocity Global) if fast onboarding or M&A and immigration depth in Peru is the deciding factor and you have confirmed the pricing and FX terms.
Choose a certified provider such as Deel, Remote, Rippling, G-P, Papaya Global 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 S.A.C., and contests Peruvian 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 Peru in 2026?
It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling CTS deposits, gratificaciones timing and SUNAFIL inspections on every plan, and on the path to your own S.A.C. It contests pricing transparency with Remote (FX absorbed at zero markup and shown against mid-market) and Peruvian coverage with G-P, which holds 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 Global, Pebl) lead on security. The most useful question: can you reach a real HR or legal expert with Peruvian employment-law depth when you need one, and can you see the FX on your salary invoice?
What are the mandatory employer obligations in Peru that my EOR must manage?
Peru has five recurring statutory obligations beyond gross salary. First, Essalud: employers contribute 9% of gross salary monthly to the national health insurer. Second, CTS (Compensación por Tiempo de Servicios): a severance fund deposited bi-annually in May and November into each worker's designated bank account, accumulating at one-twelfth of monthly remuneración per month worked. Third, gratificaciones: one full monthly salary paid in July (Fiestas Patrias) and one in December (Navidad) under Ley 27735. Fourth, vacaciones: 30 calendar days of paid vacation per year under Decreto Legislativo 713. Fifth, profit-sharing: companies with 20 or more employees must distribute a share of pre-tax profits to workers each year under Decreto Legislativo 892. Your EOR must calculate and execute each of these accurately; SUNAFIL actively enforces them.
Does my EOR need to own a Peruvian entity, or is a partner acceptable?
Both models work compliantly, but they carry different accountability structures. An owned Peruvian entity means one employer in the chain for the employment contract, Essalud contributions, CTS deposits, gratificaciones and SUNAFIL accountability. A partner adds a sub-processor: an additional link for contractual accountability and compliance outcomes. The key question is whether the EOR takes full accountability for Peruvian compliance outcomes or passes the risk through to you. Ask each provider directly whether Peru is owned or partner-served, and ask where accountability sits if a CTS dispute or SUNAFIL inspection goes wrong.
What is the CTS in Peru and how does my EOR handle it?
CTS (Compensación por Tiempo de Servicios) is a statutory severance fund under Decreto Supremo 001-97-TR. Employers must deposit one-twelfth of the worker's monthly remuneración (plus a proportional share of the gratificaciones) into a designated bank account in the worker's name, twice a year, in May and November. The worker can access a portion of the CTS balance during employment; the remainder is available on termination. A SUNAFIL fine applies for late or miscalculated deposits. Your EOR is responsible for calculating the correct amount, choosing the deposit period (before May 15 and November 15), and ensuring the funds land in the worker's designated account. Ask any provider whether real HR and legal experts verify these calculations or whether it runs through an automated system with no human review.
When does it make sense to set up my own S.A.C. instead of using an EOR in Peru?
The crossover in Peru often arrives faster than in European markets because the statutory labour-benefit loading (CTS, gratificaciones, Essalud, vacaciones) means the real per-employee cost is substantially higher than the gross salary, making the fixed cost of a Peruvian sociedad anónima cerrada (S.A.C.) look relatively attractive sooner. The calculation depends on your headcount, your salary levels, your EOR fee and whether you need a local trading presence or a Peruvian bank account. Teamed models this crossover proactively and flags the month your own S.A.C. beats EOR, which no other provider on this list does as a standard service. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in Peru and 100+ other markets on the same system with no re-onboarding of existing EOR employees.
How current is this comparison, and how was it scored?
Provider pricing was verified against each provider's own pricing page and G2 listing, last checked 17 June 2026. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Peru statutory facts reference official Peruvian government and regulatory sources (gob.pe/mtpe, essalud.gob.pe, gob.pe/sunafil), verified June 2026. Each of the eight providers is scored 1 to 5 on six Peru-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 Peruvian CTS, gratificaciones and SUNAFIL requirements best?
Teamed leads on Peruvian compliance: real HR and legal experts, backed by DLA Piper as global counsel, for CTS deposits, gratificaciones timing and SUNAFIL inspections, standard on every plan. Remote markets a 100%-owned EOR entity network. G-P and Pebl (formerly Velocity Global) run broad footprints with enterprise governance. Oyster, Papaya, Rippling and Deel are lighter on Peruvian employment-law advisory depth.
What is the real cost of hiring in Peru through an EOR?
Four layers. First, the headline EOR fee: published rates run roughly $399 to $699 per employee per month, with G-P quote-only. Second, Peruvian statutory obligations: Essalud (9% of gross), CTS (roughly one monthly salary per year), gratificaciones (two monthly salaries per year), 30 calendar days vacation. Third, FX on salary conversion for providers that do not disclose their rate, an estimated 1.5 to 3% of salary. Fourth, profit-sharing at 20 or more employees. Teamed absorbs FX at zero markup.

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