How long does it take to switch from Multiplier to Teamed?

Most switches complete in four to six weeks once the plan is agreed. The paperwork is quick; the work is the operational plan: payroll calendar, benefits continuity, employee comms, data handover and exit timing. Teamed runs it in phases, one country or cohort at a time, so the overlap is contained.

Will my employees lose pay or benefits during the switch?

No. Teamed maps the payroll calendar per country and times the cutover between pay runs, so no run is missed or doubled. Benefits cover is lined up before the switch date so there is no lapse, and data is ported in a clean handover. Your people see the new payslip before the first cycle.

Can I switch from Multiplier mid-contract, and what notice do I need to give?

Yes, in most cases. Most EOR contracts are month-to-month or 30 to 90-day notice, so check your Multiplier MSA for the exact terms. Teamed reads the MSA, maps the exit timeline, and times the handover to avoid a double-billing overlap. Ask Multiplier for the deposit figure per country before setting the cutover date.

What deposit does Teamed charge to start, and what does Multiplier require during the notice period?

Teamed takes a refundable deposit of one month of salary, standard for EOR, with no onboarding or offboarding fees. An early-exit fee may apply within 3 months, set out in the contract. Per Multiplier's Help Center, Multiplier requires a refundable deposit equal to the notice-period salary plus monthly payroll pre-funding, both in its invoicing FAQ rather than the main pricing page.

Why do teams leave Multiplier?

Teams leave Multiplier mainly over an FX methodology that is claimed but not disclosed in detail, a deposit plus monthly pre-funding cash-flow ask, and a support experience that can feel slow for smaller accounts at a large platform. Teamed shows FX at zero markup on every invoice, takes a one-month refundable deposit only, and offers a focused partnership.

Should I switch from Multiplier at all?

Not always. Stay on Multiplier if the $400 flat rate, self-serve speed or a current certification set are your primary needs. Switch to Teamed for FX transparency on every invoice, a focused partnership, HRIS fit and a managed entity path via GEMO. We would rather you picked well than switched for the wrong reason.

Do I have to re-onboard my employees when I switch?

No. New compliant contracts issue under Teamed, but there is no re-onboarding overhead. History, entitlements and continuity carry over through a clean data handover, benefits are lined up so cover never lapses, and your people get plain-English comms before they sign.

Multiplier vs Teamed

Switching from Multiplier to Teamed

You have decided to leave Multiplier. This is the cutover playbook, not a pitch. Most switches take four to six weeks. Bring your Multiplier MSA and Teamed maps the payroll calendar, notice period, benefits continuity, employee comms and data handover, running a phased cutover one country or cohort at a time so nobody misses a payday.

Bring your Multiplier invoice, no commitment Talk to an expert about your switch

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 flat
Teamed at $599 with FX absorbed at zero markup. Multiplier from $400, deposit plus monthly pre-funding required.: 4.8
Rated 4.8 on G2 for service. A real HR or legal expert on every plan, no bot wall.

Last reviewed 24 June 2026By Tom Price-Daniel, Co-founder, Teamed

How do I switch from Multiplier to Teamed without disrupting payroll or my people?

At a glance

Multiplier

Rated 4.7 on G2

Best for: teams that want a published flat EOR fee from $400 per employee per month, fast self-serve contractor onboarding, and a broad certification set for procurement. If that is your primary need, staying on Multiplier may be the right call.

Teamed

Rated 4.8 on G2

Best for: teams leaving Multiplier who want the FX methodology shown on every invoice, a focused partnership rather than a number in a large account base, and a clear path to their own managed entity via Global Entity and Employment Operations (GEMO). The switch is mapped to your Multiplier MSA.

Shared by both: human support on every plan · broad global coverage via mixed entity and partner networks · contractor management alongside EOR · 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 methodology on every invoice	Teamed	Teamed shows the applied conversion rate against the mid-market reference at zero markup on every invoice. Multiplier's EOR cost page claims zero FX conversion markups but publishes no rate source or spread methodology; its own Help Center states invoice rates come from its bank at month start and may differ from the calculator rate shown during onboarding.
Deposit and pre-funding structure	Teamed	Teamed takes a one-month refundable deposit only. Per Multiplier's Help Center, Multiplier requires both a refundable deposit equal to the notice-period salary and monthly payroll pre-funding due by the first week of each month, which ties up more working capital.
Support at scale	Draw	Both providers include human support on every plan, including a dedicated customer success manager. The difference is focus: at a large platform, smaller accounts can find a query routes through several people before it lands.
Contract terms and exit mapping	Teamed	Most EOR contracts are month-to-month or 30 to 90-day notice. Teamed reads your Multiplier MSA and maps the exit timeline so you avoid a double-billing overlap.
HRIS fit and stack integration	Teamed	Teamed integrates with the HRISs you already run and keeps your stack intact. Multiplier connects to a named set of HRIS platforms but positions itself as the 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 Global Entity and Employment Operations (GEMO) in 90+ countries. Multiplier publishes guidance on transitioning to or from an entity but does not offer a managed crossover service.
Published pricing and self-serve speed	Multiplier	Multiplier publishes a flat EOR fee from $400 per employee per month and markets self-serve onboarding with quick contract generation. Teamed is flat at $599.
Certification and audit posture	Draw	Multiplier publishes a broad certification set including SOC 1, SOC 2 Type I/II, SOC 3 and ISO 27001:2022. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress. If a current certificate is a procurement hard gate, weigh this before switching.

Multiplier on G2

Who Multiplier is for

This guide is for teams that have decided to leave Multiplier and want the move done cleanly: FX methodology shown on every invoice, a focused partnership with a real expert on their account, an EOR that plays into their HRIS stack, and a path to their own managed entity when they are ready. If you are still weighing whether to switch at all, read the head-to-head first and come back here for the playbook.

Not the right fit if

Not sure you should leave Multiplier at all?. If the $400 per employee per month flat rate is the primary driver and Multiplier's self-serve speed is working for your team, staying may be the right call. The concession section below says so plainly.

Find your pick in 20 seconds

If you are…	Start with	Why
Leaving Multiplier and want FX shown, a focused partner, and an entity path	Teamed	Applied rate shown against mid-market at zero markup on every invoice, real HR and legal experts on every plan, and your own managed entity via GEMO when you are ready. The switch is mapped to your Multiplier MSA.
Price-first and self-serve speed is what you need	Stay on Multiplier or consider Remote	Multiplier's $400 flat fee and self-serve positioning are strong for fast-moving teams. Remote publishes similarly transparent pricing with a strong owned-entity core.
A 1,000-plus seat enterprise needing the widest owned-entity footprint	G-P or Papaya Global	Widest owned-entity coverage and enterprise governance at scale for large programmes.
Want one platform for HR, IT and payroll, run entirely self-serve	Rippling	The deepest all-in-one platform with 600+ integrations. Best for teams that run HR as a product.

What is switching EOR provider, Multiplier 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, 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 approach 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.

Why teams leave Multiplier and what to expect

Teams switch for a reason, and the reasons cluster. The most common triggers when leaving Multiplier are an FX methodology that is claimed but not disclosed in detail, a pre-funding structure that ties up more working capital than expected, and a support experience that works well at scale but can feel slow for smaller accounts. One Teamed prospect and current Multiplier customer put it plainly: "It's working. However, it's a big company. So whenever I have a question, there are so many people involved and wait time is a little bit long." The fear is that the switch itself will be complicated. In practice, the paperwork is quick; the plan is the work, and most moves complete in four to six weeks.

Detail	Multiplier	Teamed
The usual triggers	FX claimed as zero markup but with no published rate source or spread methodology; a deposit plus monthly pre-funding cash-flow ask published in the Help Center, not the pricing page; and a support experience that routes through multiple people for smaller accounts.	FX shown against mid-market at zero markup on every invoice, a one-month refundable deposit only, and a focused partnership with a real HR or legal expert on your account.
What to expect on timing	Most EOR contracts are month-to-month or 30 to 90-day notice; check your Multiplier MSA for the exact terms and any minimum term.	Most switches complete in four to six weeks once the plan is agreed. Phased by country or cohort, 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 methodology shown, and no gap in pay or benefits.

From a current Multiplier customer

A Teamed prospect and existing Multiplier EOR customer running an employee in France: "It's working. However, it's a big company. So whenever I have a question, there are so many people involved and wait time is a little bit long." Scale is Multiplier's strength and its constraint for smaller accounts.

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 Multiplier 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	Multiplier	Teamed
Pay-cycle mapping	Your existing Multiplier 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 carefully.	No gap and no overlap. The handover date is fixed and agreed before anything moves.
Control	Notice timing read from your Multiplier 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 moves.

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	Multiplier	Teamed
Benefits continuity	Existing statutory plus supplementary benefits under the Multiplier 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 Multiplier.	A clean handover of the employee and payroll data so history, entitlements and continuity carry over.
Employee experience	A self-serve portal with fast onboarding.	A clean payslip with FX shown, and a real expert to call when you need one.

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	Multiplier	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 Multiplier employment on the agreed date.	New compliant contracts issued with time to read, no re-onboarding overhead.
Payslip preview	The previous Multiplier payslip structure.	The new payslip shown before the first cycle, with the applied FX rate 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: 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	Multiplier	Teamed
Sequencing	All countries employed through Multiplier 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 on one moment.	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.

The deposit and pre-funding, read before you set a date

Cost and cash flow should both be clear up front. Teamed takes a refundable deposit equal to one month of salary to start an EOR engagement, standard for the EOR model. 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. Multiplier's Help Center discloses a different structure: a refundable deposit equal to the notice-period salary must be paid before signing the employment agreement, and a monthly payroll funding invoice must be paid by the first week of each month. Both requirements are published in Multiplier's invoicing FAQ rather than the main pricing page. Ask Multiplier for the exact deposit figure per country before you set a cutover date.

Detail	Multiplier	Teamed
Deposit to start	A refundable deposit equal to the notice-period salary, per Multiplier's Help Center. Must be paid before signing the employment agreement.	A refundable deposit equal to one month of salary, standard for the EOR model. No onboarding or offboarding fees.
Monthly pre-funding	Multiplier also requires a monthly payroll funding invoice paid by the first week of each month, per its invoicing FAQ. This is separate from the deposit.	No monthly pre-funding. Teamed invoices at cost with no advance funding requirement beyond the deposit.
Early exit	Review your Multiplier contract for minimum-term and exit terms before setting a date.	An early-exit fee may apply if you leave within the first 3 months, set out in the contract. No onboarding or offboarding fees beyond that.

What the Help Center says vs the pricing page

Multiplier's marketing pages emphasise flat, transparent pricing with no surprise charges. The deposit and pre-funding requirements are published in its Help Center invoicing FAQ, not the main pricing page. Both are refundable or operational rather than fees, but they affect the cash flow of the switch: the notice-period deposit in a high-salary or long-notice country can be several months of payroll. Ask for the exact figure before you commit to a cutover date.

What changes on the FX line, the support experience 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 mid-market at zero markup on every invoice, where Multiplier claims zero conversion markups but publishes no rate source or spread methodology, and its Help Center notes invoice rates come from its bank at month start. Both providers include human support on every plan; the change is the focused partnership model versus the scale of a larger platform. And Teamed models when your own entity becomes the better structure, setting it up via Global Entity and Employment Operations (GEMO) in 90+ countries.

Detail	Multiplier	Teamed
FX methodology	Claims zero FX conversion markups but publishes no rate source or spread methodology. Its Help Center notes invoice rates come from its bank at month start and may differ from the platform calculator rate.	The applied rate is shown against the mid-market reference on every invoice, absorbed at zero markup. No spread built into the conversion.
Support experience	24/5 from local HR and legal experts and a dedicated customer success manager on every plan. At scale, smaller accounts may find a query routes through several people before it lands with someone who knows the account.	A real HR or legal expert on every plan, with a dedicated contact who knows your account and escalates on your behalf.
Entity lifecycle path	Guidance documents on transitioning to or from an entity. No managed crossover or entity-admin service published.	Teamed models the crossover and sets up your own entity via Global Entity and Employment Operations (GEMO) in 90+ countries, with no re-onboarding on the move.

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 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 file

Why 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 Multiplier 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. Also ask Multiplier for the deposit figure (notice-period salary per country) before committing to a date, as it varies by market and salary level.	A clean cutover avoids a double-billing overlap where you pay both providers for the same month. Teamed times the handover to prevent that. Factor in Multiplier's deposit (notice-period salary) and monthly pre-funding requirement when planning cash flow for the notice period.	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, and your people get clear communications before the contracts change.	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 simultaneously.	Your people keep their pay date, their cover and their record. The new payslip is shown before the first cycle, with the applied FX rate 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. The FX methodology is shown on every invoice rather than claimed but not disclosed in detail.	Teamed shows the applied FX rate on every salary conversion against mid-market at zero markup, making the spread a visible and forecastable line on the invoice rather than a policy position without a disclosed mechanism.	A clearer payslip and a focused contact who knows your account changes the day-to-day experience for your team. For smaller accounts, the move from a large platform to a focused partnership is often the most noticeable improvement.	Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress. Multiplier publishes a broad certification set including SOC 1, SOC 2 Type I/II, SOC 3 and ISO 27001:2022 on its security page. If a current certificate is a hard procurement gate, weigh this honestly before switching.

How switching from Multiplier to Teamed works

Teams switch for a reason. One current Multiplier customer described the core tension: "It's working. However, it's a big company. So whenever I have a question, there are so many people involved and wait time is a little bit long." Most switches take four to six weeks. The operational plan is what takes the 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 Multiplier MSA and invoice
Share your current Multiplier contract and a recent invoice. Teamed reads the notice period and exit terms from the MSA and reviews the invoice line by line: gross salary, statutory at cost, platform fee, and FX treatment. You see the like-for-like numbers and the deadlines you are working to. Also ask Multiplier for the deposit figure (notice-period salary per country) and the monthly pre-funding schedule so the cash-flow requirement is clear before you set a cutover date.
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 from the Multiplier MSA, benefits continuity, and the data handover. The simplest or most urgent markets go first. Nothing moves until the plan is agreed and you have signed off on it.
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 the applied FX rate shown against mid-market before the first pay cycle. No re-onboarding overhead.
Step 4
Run the phased cutover and close Multiplier
Each phase moves only once the one before it has landed cleanly, with maker-checker sign-off. Teamed manages the Multiplier 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.

Read the full case study →

Interactive tool

Model the FX on your Multiplier invoice before you switch

Paste your employee headcount and salary mix. The unbundling calculator shows the FX treatment on your current invoice and what it looks like with the applied rate shown against mid-market at zero markup. Many teams find the spread adds up to more than expected once it is made visible.

Open the unbundling calculator

Decision checklist

Bring your current Multiplier 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.
Ask Multiplier for the deposit figure (notice-period salary per country) and the monthly pre-funding schedule before you start. The cash-flow requirement during the notice period depends on the notice length and salary level in each market.
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 the first 3 months, costs that sit up front, and you should check the small print on any provider before signing.
Stay on Multiplier if the $400 per employee per month flat rate, self-serve speed, or a current certification set are your primary needs. The concession below says so plainly.

Email this to legal

Honest take

When staying on Multiplier is the better call

Stay on Multiplier if the published flat fee from $400 per employee per month is the primary driver and budget is tight. Teamed's $599 flat rate is higher, and if the sticker price is the deciding factor, switching will not improve that line.
Stay on Multiplier if fast self-serve onboarding and quick contract generation are what your team needs. Multiplier markets itself on speed, and if that is working for you, a switch adds friction rather than removing it.
Stay on Multiplier if a comprehensive, current certification set is a hard procurement gate. Multiplier publishes SOC 1, SOC 2 Type I/II, SOC 3 and ISO 27001:2022 on its security page. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so if a current certificate is non-negotiable, weigh that honestly before moving.

This is a switching guide, not a hard sell. Teamed leads on FX transparency, focused partnership, HRIS fit and the path to your own managed entity via Global Entity and Employment Operations (GEMO). But if the $400 flat rate, self-serve speed or a current certification set are what you need, staying on Multiplier 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 Multiplier 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 a Multiplier-owned entity or a local partner today, and does that change on the move?
3How is the 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 to the new provider?
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 does Multiplier require and what does the monthly pre-funding schedule look like during the notice period?
9Will I see the applied FX rate on every salary conversion against the mid-market reference, in writing, on the new invoice?
10Who handles a contested termination or a tax-authority question after the switch, and is that on my plan or a higher tier?
11When my own entity becomes the better structure, will Teamed tell me, and can it set it up and keep managing it via GEMO?
12Is contractor misclassification cover included by default, or an opt-in I have to activate?

Frequently asked questions

How long does it take to switch from Multiplier 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 Multiplier 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 the applied FX rate shown against mid-market, before the first cycle.
Can I switch from Multiplier 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 Multiplier 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. Also ask Multiplier for the deposit figure per country before you set the date, because the cash-flow requirement during the notice period depends on the notice length and salary level in each market.
What deposit does Teamed charge to start, and what does Multiplier require during the notice period?
Teamed takes a refundable deposit equal to one month of salary to start an EOR engagement. That is standard for the EOR model and is refundable. 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. Per Multiplier's own Help Center, Multiplier requires both a refundable deposit equal to the notice-period salary, due before signing the employment agreement, and a monthly payroll funding invoice paid by the first week of each month. These requirements are in Multiplier's invoicing FAQ rather than its main pricing page, so ask before you set your cutover date.
Why do teams leave Multiplier?
The reasons cluster around three things: an FX methodology that is claimed as zero markup but not disclosed in terms of rate source or spread mechanism; a deposit and pre-funding structure that ties up more working capital than expected; and a support experience that works well at scale but can feel slow for smaller accounts. One current Multiplier customer described it: "It's working. However, it's a big company. So whenever I have a question, there are so many people involved and wait time is a little bit long." Teamed addresses all three: FX shown at zero markup with the rate visible on every invoice, a one-month refundable deposit with no monthly pre-funding, and a focused partnership where your account is known by a real HR or legal expert.
Should I switch from Multiplier at all?
Not always, and we would rather you picked well than picked us. Stay on Multiplier if the $400 per employee per month flat rate is the primary driver, if self-serve speed is what your team needs, or if a comprehensive current certification set is a hard procurement gate. Switch to Teamed if you want the applied FX rate shown against mid-market at zero markup on every invoice, a focused partner rather than a number in a large account base, an EOR that plays into your HRIS stack rather than replacing it, and a path to your own managed entity via Global Entity and Employment Operations (GEMO) when you are ready.
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 Multiplier to Teamed?
The switch runs in four stages over a typical four to six weeks. First, bring your current Multiplier MSA and a recent invoice, and Teamed reads the notice period, maps the exit timeline and reviews the like-for-like costs including the deposit and pre-funding requirement per country. Second, Teamed builds the cutover plan per country or cohort: pay-cycle alignment, benefits continuity, and 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 the applied FX rate shown before the first cycle. Fourth, the cutover runs in phases with maker-checker sign-off, and Teamed manages the Multiplier 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 Multiplier 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.

Bring your Multiplier invoice, no commitment