How much does an EOR cost per month?

Published headlines run from $399 (Pebl) to $699 (Oyster). Teamed, Deel and Remote headline from $599. Papaya Global from $499. G-P and Rippling do not publish a price on primary pages. Add salary, employer contributions, any FX markup and deposit for the real number.

What is an FX markup and why does it matter for EOR cost?

When an EOR converts salary across currencies, it can embed a margin in the rate without showing it. The industry range is 1.5 to 3% of converted salary, which can add $900 to $1,800 per year on a $60,000 salary. Only Teamed publishes a zero-markup policy and shows the rate on every invoice.

Do all EOR providers require a deposit?

Most require one. Teamed: one month of salary, refundable, stated upfront. Remote: no standard deposit, reserves in rare cases. Oyster: required, amount not published. Deel, Rippling, G-P and Pebl: not on public pages; buyer reports suggest MSA requirements exist. Ask each provider in writing.

Is the cheapest EOR the cheapest once you add FX and extras?

Not always. A $399 headline with a 2% FX margin on a $60,000 salary adds $1,200 per year, which erases the gap against a $599 zero-markup alternative. Calculate: monthly fee plus FX margin plus deposit cost plus extras. Pebl and Papaya publish the lowest headlines; neither publishes FX terms.

Can I model EOR cost before my own entity gets cheaper?

Yes. The typical crossover point is five to eight employees per country, but it varies. Teamed models it proactively via GEMO and sets up the entity on the same platform. Rippling publishes a live entity-vs-EOR cost calculator. Remote offers entity setup. G-P does not. For others, run the calculation manually or via a sales conversation.

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

Pricing verified against each provider's own pricing page and G2, last checked 26 June 2026; security and the Pebl rebrand re-checked 22 July 2026. Eight providers scored 1 to 5 on six axes with no overall winner. Teamed re-verifies pricing monthly.

EOR pricing guide · 2026

How much does an EOR cost in 2026?

The published headline fee runs from $399 to $699 per employee per month for the eight providers scored here, but the headline is rarely the full number. FX, deposits and extras widen the gap. We score each provider on one six-axis rubric with no overall winner. Teamed leads the service model and the path to your own entity, contests pricing transparency and coverage, and concedes platform and security.

Get a transparent quote

Rated 4.8 on G2 for service

8
EOR providers scored on one published rubric: $399-$699
Published headline fee range, before FX and extras: 6
Rubric axes, scored 1 to 5, with 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 situation.

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

How much does an EOR cost in 2026?

What is EOR cost?

An EOR fee is what you pay the Employer of Record to legally employ someone abroad on your behalf. It sits on top of the salary you set, the employer-side social contributions the EOR remits locally, and any elected benefits. For most providers the fee is a flat monthly amount per employee, typically between $399 and $699 for the eight providers scored here.

The fee is only part of the real cost. Most EOR invoices carry a salary-conversion charge when pay runs in a different currency, built into the exchange rate rather than shown as a separate line item. The industry range for such a margin runs 1.5 to 3% of converted salary. Setup, deposit, offboarding and early-exit charges vary by provider and can add further. The providers scored below differ on exactly those axes: whether the FX rate is visible, whether a deposit is required, and whether the full cost of employment can be modelled before you sign.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six 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. It leads the service model and employment intelligence and the path to your own entity, contests pricing transparency and coverage, and concedes platform and security.

Pricing transparency: Whether the all-in cost of a hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, notice and exit terms, and Teamed at $599 is mid-to-high, not the cheapest. The FX rate on salary conversions is one clause of that test, not the whole frame.
Global coverage and compliance: Depth and legal robustness of in-country coverage across the markets a global buyer hires in: the owned-entity versus partner structure behind each country, and how fast a real employment-law expert responds at the hard moments, from a notice dispute to a workers compensation claim. Broad-network players lead raw breadth; Teamed leads depth where it holds an owned entity and backs it with DLA Piper as global counsel.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first payroll for teams running hiring themselves across multiple markets.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications a 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 own the hard moments directly, and how well the system flags cost 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 entity on one system, flags the month EOR stops making sense on cost, and can set up the entity through a service like Global Entity and Employment Operations (GEMO).

How we gathered evidence

The six axes are pricing transparency, global coverage and compliance, platform and self-serve, security and certifications, the service model and employment intelligence, and the path to your own entity. Pricing came from each provider's own pricing page, last checked 26 June 2026. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Where a provider does not publish pricing, we say so explicitly and do not invent a number. FX facts are sourced to each provider's pricing page or FX policy page. Deposit terms are sourced to published pages where available; where only buyer reports exist, we frame them as reports. Teamed's own claims come from teamed.global.

Considered & excluded

We scored the eight providers a company evaluating EOR for the first time or comparing costs would realistically shortlist, from the lowest published headline to the enterprise-scale quote-only providers.

Multiplier, Native Teams: Both carry a lower published base than the eight scored and are covered in the Deel alternatives guide. Including them would have extended this to ten providers with diminishing marginal insight for a cost-focused buyer.
Payoneer Workforce Management (formerly Skuad), RemoFirst, Atlas: Thinner public cost disclosure than the eight scored here, making a comparable rubric score unreliable.

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	Global 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
Papaya Global
Globalization Partners (G-P)
Rippling
Pebl (formerly Velocity Global)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: fast-growing companies that want to see the full cost of employment on every invoice, a real HR or legal expert on every plan, and a clear path from EOR to their own entity, without switching platforms.

Teamed's answer to the EOR cost question starts with the invoice. The applied FX rate sits next to the mid-market reference on every invoice and is absorbed at zero markup on the fee. That means you can read what a salary conversion actually cost you, in the same place the rest of the invoice appears. The fee is $599 USD or £479 GBP per employee per month, flat, matching the Deel headline without a tiered structure.

A refundable deposit equal to one month of salary is required to start an EOR engagement. This is standard across the EOR model. There are no setup or offboarding charges. An early-exit fee may apply if you leave within three months, and that is set out in your contract before you sign. The positioning is that the small print is short, not absent.

Teamed proactively models the month your own entity starts to cost less than EOR, using Global Entity and Employment Operations (GEMO), which sets up and runs your entity in 100+ countries on the same system with no re-onboarding. Real HR and legal experts handle edge cases on every plan, backed by DLA Piper as global counsel, with no AI bot wall and no higher support tier to unlock. The Ted layer flags cost changes and the crossover point early. Rated 4.8 on G2 for service.

Countries: 187+ countries covered (57 owned entities, vetted partners elsewhere)
Entity model: Owned entities in 57 countries backed by DLA Piper as global counsel; vetted local partners elsewhere
Onboarding: Guided by real HR and legal experts, 24 hours to first payroll
Contractors: Yes, Guard and Protect misclassification cover on the same system
Pricing: $599 USD / £479 GBP per employee per month, flat, FX absorbed at zero markup · verified 2026-07-22
G2: 4.8/5

Strengths

Zero FX markup on the fee. The applied conversion rate is shown against the mid-market reference on every invoice, so the salary-conversion cost is readable, not embedded in an opaque rate.
Flat, published fee with no support tiering. Real HR and legal experts are included on every plan with no bot wall and no higher tier to unlock. Rated 4.8 on G2.
One platform from first contractor through EOR to your own entity via GEMO, with proactive per-country crossover modelling so you know the month EOR stops making sense.
Cost clarity up front. No setup or offboarding charges; one-month refundable deposit standard; early-exit terms set out in your contract before signing.

Watch-outs

Lighter self-serve platform and a shallower integration catalogue than Deel or Rippling. The model is advisory-led, not dashboard-first, so it concedes the platform column here.
ISO 27001 and SOC 2 are aligned with accreditation in progress, not yet held the way Deel or Remote hold them, so it concedes the security column. If your procurement review needs the certificate issued today, ask each provider for current reports and dates.
The advisory depth earns its weight across multiple countries or a growing headcount. One hire in one country with no plans to add more may suit a lighter self-serve option, or a procurement team set on the market-leading name and its larger review base.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest all-in-one platform and integration catalogue in the category and are comfortable with the FX cost being built into the conversion rate rather than itemised.

Deel is the market-leading EOR and the baseline the rest are measured against. The published EOR fee is from $599 per employee per month, a starting rate. For cost comparison purposes, the headline matches Teamed and Remote. What differs is the FX line: Deel does not publish a specific FX rate or spread on its pricing page, and the salary-conversion cost is built into the conversion rate rather than shown as a separate item.

Buyers tell us the headline can widen once the FX cost is factored in, and one referral partner reports almost every EOR enquiry it receives is from someone moving away from Deel. We frame those as buyer reports, not published Deel terms, and the pattern reflects scale as much as a single failing. Deel does not publish which plan includes its dedicated Slack or Teams support channel.

The case for Deel is platform breadth. It has the deepest self-serve product and one of the broadest native integration catalogues in the category, which is why it leads the platform column here alongside Rippling. AI and automation run through the product, so it scores well on the service model too. Holds ISO 27001 and SOC 2 today, near the top of the security column, which a procurement team will note.

Countries: 150-plus reach, full legal employment in 110+
Entity model: A mix of owned entities and vetted partners
Onboarding: Fast, deep 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

The deepest all-in-one platform and self-serve depth in the category, with one of the broadest native integration catalogues, the bar the rest are measured against. Leads the platform column alongside Rippling.
From $599 is a published, comparable headline. The fee structure is clear even if the FX is not.
Market-leading brand, the longer enterprise track record, and ISO 27001 plus SOC 2 already held, so it clears procurement on recognition alone and sits near the top of the security column.
Mature equity, IP and contractor tooling alongside EOR on one platform, with AI-assisted workflows and a deep product that scales to complex headcounts.

Watch-outs

Does not publish a FX rate or spread on its pricing page; the salary-conversion cost is built into the conversion rate and not shown as a line item on the invoice.
Dedicated support channel not published per plan; confirm what your rate includes before you assume a real person is the default response.
Buyers report the real cost can run above the headline once FX is included, and a large deposit was reportedly required for a long-notice UK hire, though neither is stated as a published Deel term.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve platform, no deposit for standard hires, and a published price they can compare without a sales call, and are on annual billing.

Remote publishes a clear two-line pricing structure: $599 per employee per month on annual billing, $699 on a monthly commitment. No setup, onboarding or termination fees are charged. On deposits, Remote markets the absence of a requirement as a differentiator, saying it collects reserve payments only in rare, high-risk circumstances, and a relevant FAQ on its own pricing page supports that framing.

On FX, Remote is more transparent than Deel but still short of a zero-markup line. It applies a variable Remote FX rate to cross-currency invoice lines and shows the rate used on the monthly invoice in-platform, so you can see what was applied after the fact. No percentage or spread is published. The rate takes into account Remote's costs and industry benchmarks per its own pricing page, which is an honest description of a variable margin without quantifying it.

The fit is a team that wants a polished self-serve product backed by a fully owned entity network across its 90+ core EOR countries, with no deposit friction on a standard hire. It holds current ISO 27001 and SOC 2 certifications, so it sits at the top of the security column. Model the variable FX on your real salary corridors before the cost comparison is complete. Against Deel you trade integration breadth and brand recognition for a published base price, no setup fees, and owned entities in the markets you are most likely to hire in.

Countries: 190+ locations across all products, owned-entity EOR in 90+
Entity model: Owns 100% of its entities across its 90+ EOR countries; partners and other products extend reach to 190+
Onboarding: Dedicated onboarding specialist plus a named Customer Success Manager
Contractors: Yes, tiered from $29 per contractor per month with indemnity options
Pricing: $599 per employee per month annual, $699 per month on monthly billing · verified 2026-07-22
G2: 4.6/5 (591)

Strengths

A published two-rate structure ($599 annual / $699 monthly) with no setup, onboarding or termination charges. A finance team can model the fee without a sales call.
No mandatory deposit for standard hires. Remote positions this as a market differentiator and its own pricing page FAQ supports it.
The applied FX rate is shown on the monthly invoice in-platform after conversion, so you can reconcile the rate used, even without a published percentage. It holds current ISO 27001 and SOC 2 certifications, at the top of the security column.
A 100%-owned entity network across 90+ core EOR countries, which removes a partner margin layer in the markets most buyers hire in first.

Watch-outs

The $599 rate requires annual billing. Month-to-month is $699, so the comparable cost depends on the commitment length you can make today.
The Remote FX rate is variable, applied after the fact, with no published percentage, so the salary-conversion cost is only visible on the invoice once it has already run.
Reserve payments can apply in some higher-risk or extended-notice-period cases, so the no-deposit framing may be softer in practice than the marketing page implies; ask directly for your specific hire.

Source: remote.com/pricing

Oyster

Best for: first-time EOR buyers and B-Corp-conscious teams that want a flat published price, no setup or termination charges, and a human expert-led support model with a published SLA.

Oyster is the automation-first, B-Corp-certified alternative. The EOR fee is $699 per employee per month, flat, and annual discounts are available though no amount is published. On the fee structure, Oyster is transparent about what is included: no setup, onboarding, HR-expert-access or termination charges. These are included in the subscription, per its own pricing page.

On the extra-charges side, two items apply. First, Oyster requires a refundable deposit for EOR team members, with no amount disclosed on its pricing page. Second, a currency-conversion fee applies if you pay in a currency different from the contract currency, again with no rate published. The good news is both conditions are disclosed on the pricing page rather than left to the MSA.

On FX the mechanism is conditional: no charge if the billing and contract currency match, an unquantified fee if they differ. Oyster bills in USD, EUR, GBP or CAD, so a company paying in the same currency as the contract avoids it. The clean, automated onboarding is among the quickest routes to first payroll on this list. It holds SOC 2 Type II, though its ISO 27001 status is less clearly published, so it sits a notch below the full cert-holders on security. White-glove HR advisory is billed separately at $300 per hour, and there is no productised path from EOR to your own entity.

Countries: 180+ across all products, 120+ for EOR
Entity model: Hybrid, owns or partners with local entities; no owned-versus-partner split published
Onboarding: Fast, automated, with a dedicated hiring success manager and a published 24h response SLA
Contractors: Yes, $29 per contractor per month, strong tooling
Pricing: $699 per employee per month, flat (annual discounts available, no amount published) · verified 2026-07-22
G2: 4.4/5 (1447)

Strengths

A flat $699 fee with a clear list of what is included: no setup, onboarding, HR-expert-access or termination charges. The price you see is the price you pay for those essentials.
Deposit and currency-conversion fee both disclosed on the pricing page, not hidden in an MSA. The conditions are clear even if the amounts are not.
Human, expert-led support with a published SLA, 24-hour response and resolution guaranteed under 72 hours, plus a dedicated hiring success manager. Clean, automated onboarding is among the fastest here.
A certified B-Corp with a large review base (roughly 1,447 G2 reviews) and strong contractor tooling at $29 per contractor per month. It holds SOC 2 Type II.

Watch-outs

The refundable deposit amount is not published. A buyer cannot model the cash-flow impact without contacting sales first.
The currency-conversion fee on a currency mismatch carries no published rate, so the FX cost is still an unknown if your billing and contract currencies differ.
No productised path from EOR to your own entity, so Oyster can become a platform you outgrow as headcount rises in a single market. ISO 27001 status is less clearly published than the full cert-holders.

Source: oysterhr.com/pricing

Papaya Global

Best for: enterprise finance teams consolidating multi-country payroll on one reporting layer and can price the FX processing fee and pre-funding model via a CSM before committing.

Papaya Global is the payroll-at-scale alternative. It publishes an EOR starting price of $499 per employee per month on its own pricing page, one of the lower published headlines here. The platform is built as payments infrastructure for Fortune-500-scale buyers, running across 180+ countries with 130+ payment currencies and a licensed payments arm.

On FX, Papaya publishes an honest description of the mechanism on a dedicated FX policy page: the rate consists of a market reference rate plus a Papaya FX processing fee. The applied rate for EOR uses a hedging model managed by its internal treasury team and is fixed on the date of the salary calculation. Country-variable margins are supplied by your CSM, which means no single published percentage. The wallet must be pre-funded with a buffer to cover FX fluctuations, and that buffer is an additional cash-flow item not on the headline.

Owned EOR entities cover 40 of its 180+ countries; the balance is delivered through certified accounting-firm partners. It holds a deep certification set, so it leads the security column. For a finance team consolidating payroll across many countries, the reporting backbone is the draw. Price the full stack, including the FX processing fee, the pre-funding buffer and any Payroll Plus add-on, rather than just the $499 line. Against Deel you trade self-serve simplicity for a finance-grade payroll consolidation platform with a licensed payments arm.

Countries: 180+ reach, owned full EOR entities in 40
Entity model: Hybrid, owned entities in 40 EOR countries, certified accounting-firm partners elsewhere
Onboarding: Enterprise-paced, several weeks
Contractors: Yes, Contractor of Record from $295 per contractor per month
Pricing: From $499 per employee per month; FX processing fee country-variable via CSM · verified 2026-07-22
G2: 4.5/5 (55)

Strengths

A published EOR starting price of $499 on its own pricing page, alongside a transparent description of the FX mechanism on a dedicated policy page, more than most enterprise providers offer.
Enterprise payroll backbone across 180+ countries and 130+ payment currencies, with a licensed payments arm and audit-ready reporting for finance teams.
A broad named-connector catalogue across Workday, SAP SuccessFactors, Oracle HCM and NetSuite, so it slots into an existing enterprise stack.
A deep certification set, ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II, and GDPR for enterprise procurement teams, at the top of the security column.

Watch-outs

The FX processing fee and country-variable margins are supplied via a CSM, not published on the pricing page, so the real cost per salary corridor is only available after a sales conversation.
The wallet must be pre-funded with a buffer before each payroll run, an additional cash-flow item that does not appear on the $499 headline.
Most EOR delivery is through accounting-firm partners, with owned entities in only 40 of 180+ countries. Edge-case employment questions route through a partner layer in most markets, and there is no productised path to your own entity.

Source: papayaglobal.com/pricing

Globalization Partners (G-P)

Best for: large enterprises where reach, a deep certification stack and analyst recognition matter more than a published per-employee price or the ability to model cost before a sales call.

G-P is the analyst-decorated enterprise incumbent with 180+ country reach, over 100 legal entities and 200+ global partners. It markets itself on analyst recognition as a category leader. We report that as its own positioning, not ours. On price, G-P publishes no per-employee EOR figure on any primary page; the only transparent public price is for its contractor product, at $39 per contractor per month. Everything else is behind a demo request or a Request a proposal.

G-P has two named EOR packages: G-P EOR Core and G-P EOR Prime. What is gated behind Prime is material for a cost comparison: a dedicated Customer Success Manager, quarterly account reviews, and direct access to G-P's HR and legal teams. Core customers can buy some of those capabilities as paid add-ons. The base-tier support model leans on the G-P Assist AI assistant, which means the real support cost depends on which tier you are on. Buyers report a pre-funding model of roughly one to two months' salary, though G-P does not publish that.

The case for G-P is governance at scale, and its wide owned-entity-led footprint is why it contests the coverage column. A deep certification stack puts it at the top of the security column, alongside a large in-country legal team and the procurement posture that large organisations require. The platform and onboarding are widely reported as dated and slow, so it concedes the platform column. The cost trade-off is that you cannot model the EOR invoice before a sales call, which extends the buying cycle and makes a like-for-like cost comparison difficult against providers that publish their prices.

Countries: 180+ reach, 100+ legal entities plus 200+ global partners
Entity model: Owned entities plus an extensive partner network; no clean owned-only split published
Onboarding: Enterprise governance paced, AI-assisted base support
Contractors: Yes, self-serve contractor product at $39 per contractor per month
Pricing: Quote-only; no per-employee EOR price published on any G-P primary page · verified 2026-07-22
G2: 4.4/5 (1028)

Strengths

The only transparent public price is for its contractor product at $39 per contractor per month, with Wise-powered payments and AI misclassification checks.
One of the deepest compliance and security certification stacks, ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, on a self-serve trust portal, at the top of the security column.
A large in-country HR, legal and compliance team and strong analyst recognition, a trust signal that clears enterprise procurement reviews quickly.
Genuine enterprise-grade scale, 180+ country reach and 100+ legal entities over a long track record, so it contests the coverage column on raw breadth.

Watch-outs

Publishes no EOR per-employee price on any primary page. A like-for-like cost comparison against other providers requires a full sales call.
Dedicated CSM, quarterly account reviews and direct HR and legal team access are reserved for the higher EOR Prime tier. Base-tier support leans on the G-P Assist AI assistant. The platform and onboarding are widely reported as dated and slow.
Buyers report a pre-funding model requiring roughly one to two months of salary per employee, though G-P does not publish deposit or pre-funding terms on any primary page.

Source: globalization-partners.com

Rippling

Best for: teams that want HR, IT and payroll on one platform with 600+ integrations and can price the EOR module by combining the per-employee fee with the underlying HR platform base.

Rippling is the HRIS-first alternative: every Rippling customer runs on its HRIS with a single employee graph, and EOR is a module on top of that. The EOR product covers 80 countries, materially lower than the 150-plus to 190+ reach of the dedicated EOR providers on this list, which is why it sits low on the coverage column. On published pricing, Rippling does not show an EOR per-employee figure on its primary EOR product or pricing page; those pages show only a 'Request demo' CTA. A $499 per employee per month figure appears on Rippling's own blog in a comparison table, not on the primary page, so it is a Rippling-published figure but not a checkout price.

The real cost of Rippling EOR is the $499 (or equivalent) per-employee EOR fee plus a base HR platform fee that applies to all Rippling customers. Third-party estimates of the platform base vary; Rippling itself does not publish the combined total on a single pricing page. On FX, no rate or spread is published on any primary Rippling page. On deposits, no requirement is stated publicly, though several third-party reviews report a contractual security deposit of roughly one to three months of gross salary in the MSA.

The consolidation thesis is the reason to evaluate Rippling for EOR. It is the most powerful unified HR, IT and payroll platform on this list with 600+ integrations, and AI runs through the product. It leads the platform column, a lead it shares with the market-leading all-in-one platform. If you are buying Rippling for HR and IT anyway, the EOR module rides the same employee record without re-onboarding. Rippling does publish a live entity-versus-EOR cost calculator, so the crossover point is on the table. The practical cost exercise is: get the all-in monthly number, platform base plus EOR fee, in writing from a sales conversation before comparing it against the flat-fee providers.

Countries: 80 for EOR, 185+ for contractor payments
Entity model: Hybrid, owned subsidiaries plus partners; split not published
Onboarding: Heavy self-serve, fast for teams already on Rippling
Contractors: Yes, contractor payments in 185+ countries plus Contractor of Record
Pricing: Not published on primary pages; approximately $499 per employee per month on its own blog, plus an HR platform base fee · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform on this list with 600+ integrations on one employee graph, a platform column leader in the category.
A live entity-versus-EOR cost calculator is published on its own site, so the crossover point is available without a sales call.
Published support transparency: rolling 90-day metrics including live-chat median first response under 30 seconds and a 95%+ CSAT score, with AI running through the product.
SOC 1 Type II, SOC 2 Type II, ISO 27001, 27018 and 42001, plus CSA STAR Level 2, all held, so it leads the security column.

Watch-outs

EOR pricing appears only on Rippling-owned blog pages, not on the primary EOR or pricing page. The real cost requires combining the per-employee EOR figure with a base HR platform fee that varies by customer.
EOR country coverage is 80, materially lower than the 150-plus to 190+ reach of the dedicated EOR providers on this list, so it sits low on the coverage column.
No FX rate or spread is published on any primary page, and deposit terms are absent from public pages, with third-party reviews reporting a contractual requirement of one to three months of gross salary.

Source: rippling.com

Pebl (formerly Velocity Global)

Best for: companies that want a broad published footprint across 185+ markets and an AI-first day-to-day support model, and will pin down the FX practice and any deposit before comparing.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first global hiring platform. On the headline, it publishes a low flat rate: $399 per employee per month on its own EOR pricing page, labelled "our lowest standard pricing ever". The fee is flat, the page claims no extra charges for essentials, and the coverage is 185+ countries with owned entities in about 65 of them, which puts it near the top of the coverage column on raw breadth.

On FX, no rate or spread is published on the pricing page. The terms "exchange rate", "FX" and "currency conversion" are absent from the primary pricing page. The flat USD headline says nothing about how local-currency payroll is converted, which is the cost question a buyer most needs answered even on a fee that sits at $399. Third-party reviewers estimate an undisclosed margin, but those are external estimates rather than published Pebl terms, so we frame them as reports. With FX and deposit unstated, the all-in cost is only partly transparent.

Day-to-day support is AI-first through the Alfie assistant, backed by 200+ in-country experts who handle escalations, so it scores well on the service model. The company has an in-house legal team backed by Baker McKenzie and holds ISO 27001:2022, SOC 2 Type II and GDPR, at the top of the security column. The customer experience is still settling after the September 2025 rebrand. The cost appeal is real, but the full picture requires pinning down the FX practice and any deposit in your specific MSA before comparing the $399 to the $599 alternatives.

Countries: 185+ reach, owned entities in about 65
Entity model: Owned entities in about 65 markets, in-country partners for the rest
Onboarding: AI-led, onboarding in as little as 24 hours
Contractors: Yes, across 180+ countries (no price published)
Pricing: $399 per employee per month, flat (FX terms not published; terms and conditions apply) · verified 2026-07-22
G2: 4.6/5

Strengths

A low published flat rate at $399 per employee per month on its own pricing page, easy to see and compare at a glance.
One of the widest published footprints, 185+ countries including all 50 US states, with owned entities in about 65, so it contests the coverage column on breadth.
Enterprise-grade compliance, ISO 27001:2022, SOC 2 Type II and GDPR, plus an in-house legal team backed by Baker McKenzie, at the top of the security column.
A centralised Global Work Platform with a broad published integration catalogue across HRIS and finance tools, and AI-first day-to-day support through the Alfie assistant.

Watch-outs

No FX rate, spread or currency-conversion policy is published on the pricing page, so the salary-conversion cost is unknown before a sales conversation and the all-in headline is only partly transparent.
Most of its reach is partner-served, about 65 owned entities against 185+ countries. Ask which of your specific countries are owned and which are partner-served.
Day-to-day support is AI-first through the Alfie assistant, and the customer experience is still settling after the September 2025 rebrand to Pebl.

Source: hellopebl.com/eor-pricing

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
What the FX line costs	Ask every provider for its FX policy in writing. Confirm whether salary conversion uses the mid-market rate, a fixed spread, or a variable blended rate. Ask whether the rate is shown on the invoice.	Only Teamed publishes a zero-markup FX policy with the applied rate shown against the mid-market reference. Remote shows the rate after the fact with no percentage. Deel, Rippling and Pebl publish no FX terms. Papaya discloses the mechanism but not the percentage; ask for the country-specific margin.	An itemised FX line means payroll reconciliation is faster and employee questions about their pay are easier to answer.	A timestamped exchange rate against a public mid-market reference is an auditable record. An embedded rate with no reference is not.
What deposits apply	Ask whether a deposit is required, the formula for calculating it, and the refund timeline. Get it in writing before signing.	Teamed: one month of salary, refundable, standard across the model. Remote: no deposit for standard hires, reserves in rare high-risk cases. Oyster: deposit required, amount unpublished. Deel, Rippling and Pebl: not disclosed on public pages; buyer reports suggest requirements exist in the MSA. G-P: buyers report one to two months, not published.	A deposit ties up cash before your first payroll run. Understand the formula and timeline before you commit headcount to a provider.	Deposit terms in the MSA are a contract commitment. Read them before the first hire.
Setup, onboarding and exit charges	Ask specifically whether setup, onboarding, offboarding and early-exit fees apply and what triggers each. Many providers omit these from the headline and include them only in the MSA.	Remote and Oyster both explicitly state no setup or onboarding charges. Teamed: no setup or offboarding fees, though an early-exit fee may apply in the first three months per your contract. Deel, Rippling, Papaya, G-P and Pebl: terms vary or are not published on primary pages.	An unexpected offboarding fee changes the cost of an employee exit. Know the number before you set the notice period.	Exit terms in the MSA affect your ability to move providers if the relationship is not working.

Decision checklist

Read the full invoice, not just the headline. The headline fee is the easiest number to compare. The real cost is the fee plus the FX margin plus any deposit buffer plus setup, offboarding and early-exit charges. Ask every provider for a sample invoice on your specific salary corridor and country before you sign.
Ask every provider the FX question directly. What rate do you use when converting salary? Is it mid-market, a fixed spread, or a variable blended rate? Is it shown on the invoice? Can I see the policy in writing? A provider that cannot answer these questions clearly before you sign will not answer them more clearly after.
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, Rippling) sit lower.
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, no AI bot wall, with the Ted layer flagging cost changes and the crossover point early. Teamed is rated 4.8 on G2.
Choose on the path to your own entity if you plan to incorporate. Teamed leads this column, with the crossover modelled proactively and Global Entity and Employment Operations (GEMO) for entity setup. Rippling publishes a live entity-versus-EOR calculator.
Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, Papaya, G-P and Pebl hold current certifications; Oyster holds SOC 2 with ISO less clearly published. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
Match the model to your headcount and growth plan. One hire in one country may suit a lower flat headline from Pebl or Oyster. Multiple countries, a growing team, and a likely move to your own entity suit a provider like Teamed that models the crossover and keeps you on one system through it.
Stay with Deel if platform breadth, one of the broadest native integration catalogues in the category, and the market-leading brand outweigh a readable FX line.
Choose Remote if a polished self-serve product, strong benefits, owned entities and no deposit for standard hires matter most, and annual billing is fine.
Choose Oyster if you want a flat published price, no setup or termination charges, and human expert-led support with a published SLA, and you can pin down the deposit amount before signing.
Choose Rippling if you want HR, IT and payroll on one platform with 600+ integrations and can get the combined all-in monthly cost in writing.
Choose Papaya Global if enterprise payroll consolidation at scale across 180+ countries is the priority and you can model the FX processing fee with a CSM before committing.
Choose G-P only if you are a large enterprise where reach, certifications and analyst recognition matter more than a published per-employee price.
Choose Pebl (formerly Velocity Global) if you want a low published flat headline and broad reach, and you will confirm the FX practice and deposit terms in writing before signing.

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Honest take

When another provider is the better choice on cost

Stay with Deel if platform breadth, one of the broadest native integration catalogues and self-serve depth matter more than a readable FX line on the invoice.
Choose Remote if a polished product, owned entities in your target markets and no deposit for standard hires matter most, and annual billing works for you.
Choose Oyster if a flat published price, no setup or termination charges and a published support SLA are the priority, and you can pin down the deposit amount.
Choose Pebl (formerly Velocity Global) if you want a low flat published headline and broad reach, and you can confirm the FX and deposit terms before signing.
Choose Papaya Global or G-P if enterprise payroll scale or analyst-recognition governance matter more than published pricing transparency.
Choose a certified provider such as Deel, Remote, Rippling, Papaya, G-P 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 entity, and it contests pricing transparency and coverage. It concedes the platform column to Deel and Rippling and security to the certified providers. A buyer with different priorities should pick differently. We would rather you find the right provider than a mismatched engagement.

Frequently asked questions

How much does an EOR cost per month?
The published headline fee for the eight providers scored here runs from $399 to $699 per employee per month. Pebl (formerly Velocity Global) publishes the lowest at $399 flat. Oyster is the highest at $699 flat. Teamed, Deel and Remote headline from $599. Papaya Global starts from $499. G-P and Rippling do not publish a per-employee EOR price on their primary pages. Those headline numbers exclude the salary you set, the employer-side social contributions the EOR remits locally, and any elected benefits, all of which are passed through at cost. The real monthly cost also depends on whether an FX markup applies, whether a deposit is required, and what extra charges are in the MSA.
What is an FX markup and why does it matter for EOR cost?
When an EOR pays a local employee in their currency and bills you in yours, it converts the salary. If the provider embeds a margin in the conversion rate without disclosing it, that margin sits on top of your fee without appearing as a line item. The industry range for such a margin runs 1.5 to 3% of converted salary. On a $60,000 salary converted from USD to EUR, that is $900 to $1,800 per employee per year. Only Teamed among the eight providers scored here publishes a zero-markup FX policy and shows the applied rate against the mid-market reference on every invoice. Remote shows the applied rate after conversion without a published percentage. The other providers do not disclose the rate or spread on their public pages.
Do all EOR providers require a deposit?
Most do, but the terms vary and not all publish them. Teamed requires a refundable deposit equal to one month of salary, which is standard across the EOR model and is stated clearly before you sign. Remote markets the absence of a standard deposit requirement and says reserves apply only in rare high-risk cases. Oyster requires a refundable deposit for EOR team members but does not publish the amount on its pricing page. Papaya Global's Contractor of Record states no deposit needed. For Deel, Rippling, G-P and Pebl, no deposit requirement appears on their public pricing pages, but buyer reports and third-party reviews suggest requirements exist in the MSA for each. The practical advice: ask every provider for the deposit policy in writing before comparing the headline fee.
Is the cheapest EOR the cheapest once you add FX and extras?
Not necessarily. A $399 headline with an undisclosed FX margin of 2% on a $60,000 salary adds $1,200 per year. A $599 headline with zero FX markup costs $1,200 per year less on that corridor. The total cost calculation is: monthly fee plus the FX margin on salary conversion plus any deposit cash-flow cost plus setup, offboarding and early-exit charges. Run that calculation on your specific salary corridors before comparing providers on the headline. The providers that publish the lowest headlines here are Pebl ($399) and Papaya Global ($499); neither publishes FX terms, so the real cost comparison requires a direct conversation with each.
Can I model EOR cost before my own entity gets cheaper?
Yes, and you should. The rule of thumb in the industry is that an owned entity starts to beat EOR at roughly five to eight employees in a single country, but that varies by country, salary levels, statutory setup costs and the ongoing entity-running cost. Teamed proactively models this crossover per country via its GEMO service, Global Entity and Employment Operations, which also sets up and runs the entity in 100+ countries on the same platform. Rippling publishes a live entity-versus-EOR cost calculator on its own site. Remote offers entity setup as a service but does not publish a crossover model. G-P does not offer entity setup. For the others, the crossover calculation is yours to run manually or to request from a sales conversation.
How current is this comparison, and how was it scored?
Every competitor pricing figure is verified against each provider's own pricing page and G2, last checked on 26 June 2026. Security and certification status, plus the Velocity Global to Pebl rebrand, were re-checked on 22 July 2026. EOR pricing changes frequently and without notice; Teamed re-verifies pricing monthly. Each of the eight providers is scored 1 to 5 on six axes, pricing transparency, global coverage and compliance, platform and self-serve, security and certifications, the service model and employment intelligence, and the path to your own entity, with no weighted total and no overall winner. Where a provider does not publish pricing, or where a figure surfaces only on a blog or third-party estimator rather than a primary pricing page, we say so explicitly.

Common questions

How much does an EOR cost per employee per month in 2026?
Published headlines from the eight major providers run from $399 to $699 per employee per month before the salary, employer social contributions, FX and extras. Pebl (formerly Velocity Global) is $399 flat. Papaya Global starts from $499. Teamed, Deel and Remote headline from $599. Oyster is $699 flat. Rippling and G-P do not publish a per-employee price on their primary pages. The real cost is headline fee plus the FX margin on salary conversion (industry range 1.5 to 3%, unattributed) plus any deposit and extra charges. Only Teamed publishes a zero-markup FX policy and shows the applied rate against the mid-market reference on every invoice.
What is included in an EOR fee?
The EOR fee covers the provider's service for legally employing your person abroad: drafting the compliant local contract, running payroll, remitting income tax and employer-side social contributions, and carrying the legal employer obligations while you direct the day-to-day work. It does not include the salary itself, the employer-side statutory contributions (passed through at cost), or any elected benefits. FX conversion, deposits and extra charges such as setup, onboarding or offboarding fees vary by provider and are typically separate from the core fee. Read the full MSA to understand what the headline covers and what is billed in addition.

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