Deel vs Teamed
Switching from Deel to Teamed
You have decided to leave Deel. This is the playbook for the move, not a pitch on which provider to pick. Most switches complete in four to six weeks, the operational plan is what takes the time, not the paperwork. You bring your current Deel MSA, Teamed maps the payroll calendar and the notice period (usually 30 to 90 days), keeps benefits continuous, handles the employee communications, ports the data, and runs a phased cutover one country or cohort at a time so nobody misses a payday.
Trusted by 1,000+ growing teams
- 4 to 6 weeks
- How long most switches take. A phased cutover, one country or cohort at a time, so nobody misses a payday.
- $599
- Teamed flat at $599, FX absorbed at zero markup. Deel starts from $599 Standard, from $899 Enterprise.
- 4.8
- Rated 4.8 on G2 for service. A real HR or legal expert on every plan, no bot wall.
How do I switch from Deel to Teamed without disrupting payroll or my people?
You have decided to leave Deel. This is the playbook for the move, not a pitch on which provider to pick. Most switches complete in four to six weeks, the operational plan is what takes the time, not the paperwork. You bring your current Deel MSA, Teamed maps the payroll calendar and the notice period (usually 30 to 90 days), keeps benefits continuous, handles the employee communications, ports the data, and runs a phased cutover one country or cohort at a time so nobody misses a payday.
At a glance
Deel
Rated about 4.8 on G2
Best for: teams that want the deepest all-in-one platform and the broadest integration catalogue, and run hiring as a self-serve product. If that is still you, the honest move is to stay.
Teamed
Rated 4.8 on G2
Best for: teams leaving Deel who want a readable invoice with FX shown, a real human on every plan, an EOR that plays nicely with their HRIS, and a path to their own managed entity. The switch is mapped for you and most complete in four to six weeks.
Shared by both: $599 headline fee · broad global coverage · contractor + EOR on one system · 30 to 90-day notice on most EOR contracts
| Where it matters | Who leads | Why |
|---|---|---|
| How long the switch takes | Teamed | Most moves to Teamed complete in four to six weeks. The operational plan takes the time, not the paperwork. |
| FX visibility after the switch | Teamed | Teamed shows the applied rate against mid-market at zero markup on every invoice. Deel does not publish a specific FX rate or spread, so the markup is built into the conversion rate. |
| Support access on your plan | Teamed | A real HR or legal expert on every Teamed plan. Deel reserves its dedicated channel for the $899 Enterprise tier. |
| Deposit and small print | Draw | Teamed takes a one-month refundable deposit (standard for EOR) with no onboarding or offboarding fees, an early-exit fee may apply within the first 3 months. Deel also pre-funds. Read either contract line by line. |
| Contract terms and exit | Teamed | Most EOR contracts are month-to-month or 30 to 90-day notice. Teamed maps the Deel exit timeline so you avoid a double-billing overlap. |
| Plays nicely with your HRIS | Teamed | Teamed integrates with the major HRISs and keeps your stack. Deel aims to be your all-in-one system of record. |
| Path to your own managed entity | Teamed | Teamed models the crossover and can set up and keep managing your own entity via GEMO. Deel offers entity setup but no published crossover modelling. |
| All-in-one platform depth and integrations | Deel | Deel has the deepest all-in-one platform and one of the broadest native integration catalogues in the category. |
| Brand, scale and enterprise track record | Deel | Deel is the market leader with the largest review base and the longer enterprise track record. |
Deel on G2
Who Deel is for
This guide is for teams that have decided to leave Deel and want the move done cleanly: a readable invoice with FX shown, a real HR or legal expert on every plan, an EOR that plays nicely with your HRIS, and a path to your own managed entity when you are ready. If you are weighing whether to switch at all, read the full head-to-head first, then come back here for the playbook.
Not the right fit if
- Not sure you should leave Deel at all?. If platform breadth and a deep integration catalogue matter more than a readable FX line, staying on Deel may be the right call. The honesty section below says so plainly.
Find your pick in 20 seconds
| If you are… | Start with | Why |
|---|---|---|
| Leaving Deel and want transparency, a human and an entity path | Teamed | Readable invoice with FX shown, real experts on every plan, your own managed entity when ready. The switch is mapped for you. |
| Want one platform for HR, IT and payroll, run self-serve | Stay on Deel or look at Rippling | Deepest all-in-one product and the broadest integration catalogue. Do not switch away from that if it is what you need. |
| A 1,000-plus seat enterprise weighing your options | G-P or Papaya Global | Widest owned-entity footprint and enterprise governance at scale. |
| Chasing the lowest sticker price above all | Native Teams | Lowest published base. Check the service and compliance depth before you sign, on any provider. |
What is switching EOR provider, Deel to Teamed?
Switching Employer of Record (EOR) provider means moving the legal employment of your people from one provider's entity or partner network to another's, without your team losing pay, benefits or continuity along the way. The EOR is the legal employer in-country: it issues the contract, runs payroll, remits income tax and statutory contributions, and carries the local employer obligations while you direct the day-to-day work. A switch re-papers that employment under the new provider and re-points the payroll, so the operational sequencing matters more than the signature.
The paperwork is the small part. The plan is the work: aligning the payroll calendar so there is no missed or doubled pay run, keeping benefits continuous so cover never lapses, communicating clearly with employees so the change feels like an upgrade and not a disruption, porting employee and payroll data cleanly, and timing the exit from the old provider against its notice period. Most EOR contracts are month-to-month or carry 30 to 90 days of notice, and most switches complete in four to six weeks once the plan is agreed.
The safest way to run it is phased: one country or one employee cohort at a time, with a contained overlap so a problem in one market never cascades across your whole payroll. You bring your current Deel MSA, the new provider maps the cutover plan and the deadlines, and nothing moves until you have signed off the plan.
Why teams leave Deel and what to expect
Teams switch for a reason, and the reasons cluster. The most common are an FX line they cannot see on the invoice, support that routes back to a portal instead of a person, and a deposit ask that ties up cash. One Teamed prospect currently on Deel was asked for six months of salary as a deposit, roughly £200,000 for a single UK hire, to cover a long notice period. Another, in insurtech, described the support as routing back to an AI portal. Expecting the switch to be slow and painful is the usual fear. In practice the paperwork is quick, the plan is the work, and most moves complete in four to six weeks.
| Detail | Deel | Teamed |
|---|---|---|
| The usual triggers | FX built into the conversion rate and not shown, support gated to the $899 Enterprise tier, and pre-funding that ties up cash. | FX shown against mid-market at zero markup, a real expert on every plan, and a one-month refundable deposit rather than a multi-month ask. |
| What to expect on timing | Most EOR contracts are month-to-month or 30 to 90-day notice; check your Deel MSA for the exact terms. | Most switches complete in four to six weeks once the plan is agreed. Phased, so the overlap is contained. |
| What to expect for your people | A re-papering of employment and a re-pointed payroll under the new provider. | New compliant contracts, a clearer payslip with FX shown, and no gap in pay or benefits. |
From a company that moved off Deel
A Teamed client in insurtech, previously on Deel: "The experience that we've had with Deel has been absolutely rubbish. You have an account manager, he doesn't really do much. We've got a country manager or a client manager, which has changed a few times and it's just getting redirected back to a portal, which is pretty much AI. And if we do get in touch with people, it takes forever."
Mapping the payroll calendar so nobody misses a payday
The single biggest risk in any EOR switch is a missed or doubled pay run. It is also the easiest to prevent with planning. Teamed maps your current Deel pay cycle in each country, picks the cutover date that lands cleanly between runs, and confirms who pays which cycle so there is never a gap and never an overlap. Nothing moves until the calendar is agreed and signed off.
| Detail | Deel | Teamed |
|---|---|---|
| Pay-cycle mapping | Your existing Deel run dates per country, the baseline for the plan. | Cutover timed to land between runs in each country, with a confirmed handover of which provider pays which cycle. |
| Risk handled | A missed or doubled pay run if the timing is not planned. | No gap and no overlap. The handover date is fixed and agreed before anything moves. |
| Control | Notice timing read from your Deel MSA. | Maker-checker sign-off on the calendar before the first run moves. |
Why this comes first
Pay is the one thing your people will notice immediately. Get the calendar right and the rest of the switch is administrative. Get it wrong and a single missed run undoes the goodwill of the whole move, so Teamed fixes the dates before anything else.
Keeping benefits continuous and porting the data cleanly
When employment moves, benefits cover and the employee record have to move with it without a lapse. Teamed maps the statutory and supplementary benefits in each country, lines up equivalent cover under the new contracts, and ports the employee and payroll data in a clean handover so history is not lost. Continuity is the test: your people should keep their cover, their record and their entitlements through the change.
| Detail | Deel | Teamed |
|---|---|---|
| Benefits continuity | Existing statutory plus supplementary benefits under the Deel contracts. | Equivalent cover lined up under the new contracts so there is no lapse on the switch date. |
| Data portability | Employee and payroll records held in Deel. | A clean handover of the employee and payroll data, so history, entitlements and continuity carry over. |
| Employee experience | A polished self-serve portal. | A clean payslip with FX shown, and a real person to call. |
Continuity is the standard
A switch should be invisible to your people on the things that matter: their pay arrives, their cover holds, their record is intact. Teamed plans the benefits and the data handover to that standard, not just the contract change.
Employee communications, so the change reads as an upgrade
Your people hear "we are changing your legal employer" and worry. Clear communication is what turns that into a non-event. Teamed drafts the employee-facing messaging with you, explains what changes and what does not, issues the new contracts with time to read them, and shows the new payslip structure before the first pay cycle. The goal is that an employee receives the change, understands it, and signs without anxiety.
| Detail | Deel | Teamed |
|---|---|---|
| Messaging | A change-of-employer notice your people receive. | Plain-English communications drafted with you, explaining what changes and what stays the same. |
| New contracts | Termination of the Deel employment on the agreed date. | New compliant contracts issued with time to read, no re-onboarding overhead. |
| Payslip preview | The previous Deel payslip structure. | The new payslip shown before the first cycle, with FX against mid-market visible. |
What good comms prevent
Most of the anxiety in an EOR switch comes from silence. When your people know what is changing, when, and that their pay and benefits are protected, the switch lands as an upgrade rather than a disruption.
Running a phased cutover, country by country or cohort by cohort
A big-bang switch across every country at once concentrates the risk on a single date. Teamed runs the cutover in phases instead: one country or one employee cohort at a time, with a contained overlap, so a problem in one market never cascades across your whole payroll. You sequence the markets, agree the plan, and each phase only moves once the one before it has landed cleanly.
| Detail | Deel | Teamed |
|---|---|---|
| Sequencing | All countries employed through Deel today. | A sequenced plan: the simplest or most urgent markets first, then the rest, one phase at a time. |
| Overlap | A single cutover date concentrates the risk. | A contained, deliberate overlap per phase so nobody is unpaid and nothing is doubled. |
| Sign-off | Your decision to move. | Maker-checker approval on each phase before it executes; nothing moves without your sign-off. |
Why phased beats big-bang
Phasing turns one high-stakes date into a series of low-stakes ones. If a market throws up a surprise, it is contained to that phase and the rest of your payroll is untouched. It is the difference between a careful migration and a leap.
The deposit and the small print, read before you sign
Cost should sit up front, not be discovered later. Teamed takes a refundable deposit equal to one month of salary to start an EOR engagement, which is standard for the model and not a Teamed-specific surcharge. There are no onboarding or offboarding fees, though leaving within the first 3 months may incur an early-exit fee set out in the contract. The honest move on any switch is to read the new contract line by line, because budget and big providers alike often bury setup, offboarding, minimum-term lock-ins, termination and admin fees. On Deel, one Teamed prospect was asked for six months of salary as a deposit to cover a long notice period, so the pre-funding ask is worth checking against your own.
| Detail | Deel | Teamed |
|---|---|---|
| Deposit to start | Deel pre-funds; one prospect was asked for six months of salary to cover a long notice period. | A refundable deposit equal to one month of salary, standard for the EOR model. |
| Onboarding and offboarding fees | Review the Deel contract for setup, offboarding, minimum-term and admin fees. | No onboarding or offboarding fees. An early-exit fee may apply if you leave within the first 3 months, set out in the contract. |
| Where the costs sit | The markup is built into the conversion rate and some extras are charged separately. | Costs up front and a flat fee with FX absorbed at zero markup. Read the small print on both sides. |
Read it line by line
No EOR is free of terms, and Teamed is honest that it takes a one-month refundable deposit and may charge an early-exit fee inside the first 3 months. The difference is that the costs are up front. Many providers bury setup, offboarding, minimum-term, termination and admin fees, so read either contract clause by clause before you sign.
What changes on the FX line, the support desk and the entity path
The reasons you are leaving are usually the things that change most after the switch. Teamed shows the applied conversion rate against the mid-market reference on every invoice and absorbs FX at zero markup, where Deel does not publish a specific FX rate or spread. A real HR or legal expert is on every Teamed plan, where Deel gates its dedicated channel to the $899 Enterprise tier. And Teamed models when your own entity becomes the better structure, setting it up via GEMO in 90+ countries on the same system. Coverage and benefits are broadly comparable, so weigh these.
| Detail | Deel | Teamed |
|---|---|---|
| FX visibility | No specific FX rate or spread is published; the markup is built into the conversion rate. | The applied rate is shown against the mid-market reference on every invoice, absorbed at zero markup. |
| Support access | The dedicated support channel is reserved for the $899 Enterprise tier. | A real HR or legal expert on every plan, with a real escalation contact who knows your account. |
| Entity path | Entity-setup services available; crossover modelling not a standard published feature. | Models the crossover and sets up your own entity via GEMO in 90+ countries, with no re-onboarding. |
A real example: India, April 2026
When India's new Labour Codes redefined what counts as wages, Teamed reviewed the impact across its client base, identified the affected employees, quantified each one's take-home impact, and briefed every affected client with the options before the first affected payroll ran. That is the kind of proactive compliance the switch buys you.
Read the full India case fileWhy the comparison 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 the comparison worth running.
What each stakeholder evaluates
| Criterion | Legal | Finance | People Ops | Security |
|---|---|---|---|---|
| The cutover plan and timing | Read your current Deel MSA for the notice period and any minimum term before you set a date. Most EOR contracts are month-to-month or 30 to 90-day notice. Teamed reads the MSA and maps the exit timeline against it. | A clean cutover avoids a double-billing overlap where you pay both providers for the same month. Teamed times the handover to prevent that, and most switches complete in four to six weeks. | Phasing the switch one country or cohort at a time means your team is never managing a whole-payroll migration on a single date. The overlap is contained and planned. | A phased plan with maker-checker sign-off on each step gives you a documented, auditable record of who approved which change and when, rather than a single big-bang cutover. |
| Pay, benefits and data continuity | Continuity of employment terms, benefits and statutory entitlements has to be preserved across the move. Teamed lines up equivalent cover under the new contracts so there is no lapse. | The payroll calendar is mapped per country so there is no missed or doubled pay run. The benefits handover is timed so cover never lapses and you are not paying for two. | Your people keep their pay date, their cover and their record. The new payslip is shown before the first cycle, with FX against mid-market visible, so there are no surprises. | Employee and payroll data is ported in a clean, documented handover. Ask in writing what data moves, in what format, and who is accountable for it. |
| What changes after the switch | A real HR or legal expert is on every Teamed plan for the contested terminations and tax-authority questions that need one, rather than access gated to a higher tier. | Teamed shows the FX on every salary conversion against mid-market at zero markup, so the spread that is invisible on a built-in conversion rate becomes a visible, forecastable line. | A clearer payslip and a real person to call change the day-to-day experience for your team, which is what drives retention once the switch has landed. | Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, paired with maker-checker controls and a real escalation contact. If a current certificate is a hard procurement gate, weigh that honestly, as Deel holds the certifications today. |
How switching from Deel to Teamed works
Teams switch for a reason. One Teamed client in insurtech, previously on Deel: "They paid his last April salary to someone completely different. And how you can mess that up is beyond me." Most switches take four to six weeks. The operational plan is what takes time, not the paperwork. Teamed runs phased cutovers, one country or cohort at a time, so the overlap is contained and employees never notice a gap.
Step 1
Bring your current Deel MSA and invoice
Share your current Deel contract and a recent invoice. Teamed reads the notice period and exit terms from the MSA, and unbundles the invoice line by line: gross salary, statutory at cost, platform fee, FX residual. You see what the switch saves and the deadlines you are working to.
Step 2
Map the payroll calendar and the cohorts
Teamed builds the cutover plan per country or per employee cohort: pay-cycle alignment so nobody misses a run, the notice-period timeline, benefits continuity, and the data handover. The simplest or most urgent markets go first. Nothing moves until the plan is agreed.
Step 3
Communicate, then issue new contracts
Plain-English communications go to your people first, explaining what changes and what stays the same. New compliant contracts then issue under Teamed, and employees see the new payslip structure with FX shown against mid-market before the first pay cycle. No re-onboarding overhead.
Step 4
Run the phased cutover and close Deel
Each phase moves only once the one before it has landed cleanly, with maker-checker sign-off. Teamed manages the Deel termination timeline so you avoid a double-billing overlap. Most switches complete in four to six weeks end to end.
Dyke Yaxley · UK chartered accountancy
100% audit capacity added. Zero entity setup.
- Audit capacity in 2024
- +100%
- Compliance issues across the engagement
- 0
- South Africa hires, both retained
- 2
- Entity setup required
- None
Challenge
Dyke Yaxley, a UK chartered accountancy with over a century of history, was turning down audit work in 2024. Local UK talent supply for qualified auditors had not kept pace with client demand. Cross-border hiring felt too legally complex for a firm whose brand sits on compliance discipline.
Approach
Dyke Yaxley partnered with Teamed to hire two qualified audit professionals in South Africa via EOR. Teamed handled the South African employment-law side end-to-end: compliant contract, local payroll, statutory tax obligations, and onboarding logistics. No entity setup, no South African legal counsel on retainer, no permanent-establishment exposure.
Result
Both hires exceeded expectations on technical work, client satisfaction, and cultural fit. Audit capacity doubled in 2024. Zero compliance issues across the engagement. The firm went from declining new audit work to confidently taking on additional clients.
Interactive tool
Model the FX on your Deel invoice before you switch
Paste your employee headcount and salary mix. The unbundling calculator shows the FX residual on your current Deel invoice and what it looks like absorbed at zero markup. Most teams find $2,000 to $5,000 per employee per year they weren't tracking, the number that often justifies the move.
Decision checklist
- Bring your current Deel MSA first. The notice period and any minimum term set the timeline for the whole switch, so read them before you pick a cutover date.
- Map the payroll calendar per country before anything moves. The one risk that matters to your people is a missed or doubled pay run, and it is the easiest to prevent with planning.
- Line up benefits continuity and the data handover so cover never lapses and the employee record carries over intact. Continuity is the test of a clean switch.
- Communicate with your people before the contracts change. Clear messaging turns a change of legal employer into a non-event rather than a source of anxiety.
- Run the cutover in phases, one country or cohort at a time, so a surprise in one market is contained and never cascades across your whole payroll.
- Read the new contract line by line. Teamed takes a one-month refundable deposit and may charge an early-exit fee within 3 months, costs that sit up front rather than buried, and you should check the small print on any provider.
- Stay on Deel if platform breadth and the deepest integration catalogue matter more to you than a readable FX line. The honest move is not to switch away from what you need.
Honest take
When staying on Deel is the better call
- Stay on Deel if you value the broadest all-in-one platform and the deepest native integration catalogue in the category. That breadth is the best available for teams that run hiring as a self-serve product, and switching away from it would be a downgrade.
- Stay on Deel if you are already on the $899 Enterprise tier and the dedicated support channel is working well for your team.
- Stay on Deel if a market-leading brand your procurement team recognises immediately is a priority. Deel is the best-known name in EOR.
This is a switching guide, not a hard sell. Teamed leads on FX transparency, human support on every plan, HRIS fit and the path to your own managed entity, and the switch is mapped for you. But if your primary need is self-serve platform breadth, staying on Deel is the right call, and we would rather say so than win a move that is wrong for both sides.
Questions to ask any EOR before you sign
- 1What notice period does my current Deel MSA require, and when is the next clean exit date that avoids a double-billing overlap?
- 2In each country I employ in, am I on an owned entity or a local partner today, and what changes on the move?
- 3How is my payroll calendar aligned so nobody misses a pay run during the cutover?
- 4How is benefits continuity handled so there is no gap in cover when contracts move?
- 5Who drafts the employee communications, and what exactly do my people see and sign?
- 6What employee and payroll data is ported, in what format, and who is accountable for it?
- 7Can the cutover run one country or one cohort at a time, so the overlap is contained?
- 8What deposit or pre-funding is required to start, and which setup, offboarding, minimum-term, termination or admin fees are in the new contract? Read it line by line.
- 9Will I see the FX rate on every salary conversion, in writing, against the mid-market reference?
- 10Who handles a contested termination or a tax-authority question after the switch, and is that access on my plan or only a higher tier?
- 11When my own entity becomes the better structure, will you tell me, and can you set it up and keep managing it?
- 12Is contractor misclassification cover included by default, or an opt-in add-on I have to switch on myself?
Frequently asked questions
How long does it take to switch from Deel to Teamed?
Most switches complete in four to six weeks once the plan is agreed. The paperwork is the quick part. The work is the operational plan: aligning the payroll calendar so nobody misses a run, keeping benefits continuous, communicating with your people, porting the data, and timing the exit from Deel against its notice period. Teamed runs the cutover in phases, one country or employee cohort at a time, so the overlap is contained and your team is never managing a whole-payroll migration on a single date.Will my employees lose pay or benefits during the switch?
No, that is exactly what the plan prevents. Teamed maps your payroll calendar per country and times the cutover to land cleanly between pay runs, so there is no missed or doubled run. Benefits cover is lined up under the new contracts before the switch date so there is no lapse, and the employee and payroll data is ported in a clean handover so history and entitlements carry over. Your people see the new payslip structure, with FX shown against mid-market, before the first cycle.Can I switch from Deel mid-contract, and what notice do I need to give?
Yes, in most cases. Most EOR contracts are month-to-month or carry a 30 to 90-day notice period, so check your current Deel MSA for the exact terms and any minimum term. Teamed reads the MSA, maps the notice and exit timeline against it, and times the handover so you avoid a double-billing overlap where you pay both providers for the same month. The harder part is never the notice itself, it is the operational cutover, which is why the plan comes first.What deposit and fees does Teamed charge to start?
Teamed takes a refundable deposit equal to one month of salary to start an EOR engagement. That is standard for the EOR model, not a Teamed-specific surcharge, and it is refundable. There are no onboarding or offboarding fees, though leaving within the first 3 months may incur an early-exit fee that is set out in the contract. The point is that the costs sit up front rather than buried. On any switch, read the new contract line by line, because providers across the market often bury setup, offboarding, minimum-term, termination and admin fees.Why do teams leave Deel?
The reasons cluster around three things: an FX cost they cannot see on the invoice, support that routes back to a portal instead of reaching a person, and a pre-funding ask that ties up cash. Deel does not publish a specific FX rate or spread, so the markup is built into the conversion rate. Its dedicated support channel sits on the $899 Enterprise tier, so on the Standard plan a hard question joins a shared queue. And one Teamed prospect on Deel was asked for six months of salary as a deposit to cover a long notice period. Teamed addresses all three: FX shown at zero markup, a real expert on every plan, and a one-month refundable deposit.Should I switch from Deel at all?
Not always, and we would rather you picked well than picked us. Stay on Deel if you value the broadest all-in-one platform and the deepest native integration catalogue, and you run hiring as a self-serve product, because that breadth is the best in the category and switching away would be a downgrade. Switch to Teamed if you want a readable invoice with FX shown, a real HR or legal expert on every plan, an EOR that plays nicely with your HRIS, and a path to your own managed entity. If you are a 1,000-plus seat enterprise, weigh G-P or Papaya Global instead.Do I have to re-onboard my employees when I switch?
No. New compliant employment contracts issue under Teamed, but there is no re-onboarding overhead for your people: their history, entitlements and continuity carry over through a clean data handover, and benefits cover is lined up so it never lapses. Your employees receive plain-English communications explaining what changes and what stays the same, then sign the new contracts with time to read them. The aim is for the switch to feel like an upgrade, not a disruption.
Common questions
What is the process for switching EOR provider from Deel to Teamed?
The switch runs in four stages over a typical four to six weeks. First, you bring your current Deel MSA and a recent invoice, and Teamed reads the notice period and unbundles the costs. Second, Teamed maps the payroll calendar per country or cohort, lines up benefits continuity, and plans the data handover, with the simplest or most urgent markets sequenced first. Third, plain-English communications go to your people and new compliant contracts issue, with the new payslip and FX shown before the first cycle. Fourth, the cutover runs in phases with maker-checker sign-off, and Teamed manages the Deel termination timeline to avoid a double-billing overlap. Most EOR contracts are month-to-month or 30 to 90-day notice, and the operational plan, not the paperwork, is what takes the time.How do I switch EOR provider without my employees losing pay or benefits?
The risk is real but entirely preventable with sequencing. Map the payroll calendar in each country and time the cutover to land between pay runs, so no run is missed or doubled. Line up equivalent benefits cover under the new contracts before the switch date so there is no lapse. Port the employee and payroll data in a clean, documented handover so history and entitlements carry over. Communicate with your people before the contracts change so they understand what is and is not changing. And run the move in phases, one country or cohort at a time, so a surprise in one market is contained. Teamed plans the switch to exactly this standard and most complete in four to six weeks.
For the buying committee
Share with your team
Send this page to legal, finance, or HR for review. They will see the same statutory data and source citations you did.
Get your switch mapped, no commitment.
Share your current Deel MSA and a recent invoice. A real HR or legal expert sends back the cutover plan and the like-for-like numbers, with FX shown against mid-market. No demo, no pressure.
The honest path
Want the Teamed comparison run on your numbers?
Tell us your headcount and where you're hiring. A real HR or legal expert sends back a like-for-like breakdown with the FX shown against mid-market. No demo, no deck.
