How long does it take to switch from Native Teams to Teamed?

Most switches complete in four to six weeks once the plan is agreed. 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. People see the new payslip before the first cycle.

Can I switch from Native Teams mid-contract?

Yes, in most cases. Most EOR contracts are month-to-month or 30 to 90-day notice, so check your Native Teams MSA for the exact terms. Teamed reads the MSA, maps the exit timeline, and times the handover to avoid a double-billing overlap. The hard part is the cutover, not the notice.

Does Native Teams require a deposit, and does Teamed?

Native Teams publishes no mandatory EOR deposit; its pre-payment programme is optional and incentive-based. Teamed requires a refundable one-month-salary deposit, standard for the EOR model. There are no onboarding or offboarding fees, though an early-exit fee may apply within the first 3 months, set out in the contract.

Why do teams leave Native Teams?

Teams leave Native Teams over service quality on demanding cases, an FX asterisk with no disclosed spread, and no live HRIS integrations. A reseller partner described a Japan engagement as 'an absolute nightmare.' Teamed addresses all three: FX shown at zero markup, a real expert on every plan, and live HRIS integration.

Should I switch from Native Teams at all?

Not always. Stay on Native Teams if price and contractor payments breadth matter most. Switch to Teamed for FX transparency, a real expert on every plan, live HRIS integration and an entity path. Enterprises should weigh G-P or Papaya.

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

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.

Native Teams vs Teamed

Switching from Native Teams to Teamed

You have decided to leave Native Teams. This is the migration playbook. Most switches complete in four to six weeks. Teamed reads your Native Teams MSA, maps the payroll calendar, keeps benefits continuous, handles employee communications, ports the data, and runs a phased cutover one country or cohort at a time so nobody misses a payday.

Map my switch from Native Teams Talk to a real expert

Trusted by 1,000+ growing teams

4 to 6 weeks
A typical phased cutover from Native Teams, planned per country so employees never see a gap in pay or benefits.: 4.8
Teamed rated 4.8 on G2 for service. A real HR or legal expert on every plan, no support tier to unlock.: $599
Teamed is $599 flat per employee per month, FX absorbed at zero markup. Applied rate shown against mid-market on every invoice.

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

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

At a glance

Native Teams

Rated 4.9 on G2

Best for: teams where sticker price is the primary criterion, multi-tier contractor payments breadth matters most, and the mobile-first payments platform suits their workflow.

Teamed

Rated 4.8 on G2 for service

Best for: teams leaving Native Teams who want FX shown against mid-market at zero markup on every invoice, a real HR or legal expert on every plan, live HRIS integration, and a path to their own managed entity.

Shared by both: broad global coverage · contractor and EOR on one platform · entity setup as a product · 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 clarity on every invoice	Teamed	Teamed shows the applied rate against mid-market at zero markup on every invoice. Native Teams states "real-time middle exchange conversion rates*" with an asterisk and no visible footnote, and publishes no spread or margin figure.
Human support on demanding cases	Teamed	Real HR and legal experts on every Teamed plan. Native Teams does not publish a support-tier structure; call intelligence from a reseller partner describes service on a demanding Japan engagement as a serious weakness.
Live HRIS integration	Teamed	Teamed integrates with the major HRIS and payroll platforms you already run. Native Teams has no published live integrations directory; nativeteams.com/integrations returns 404 and HRIS connectors are roadmap-only.
Path to your own managed entity	Draw	Both offer entity setup. Teamed does it via Global Entity & Employment Operations (GEMO) in 90+ countries on the same system with proactive per-country crossover modelling. Native Teams offers Entity Management from $149/month with expert-led setup and a published EOR-to-entity crossover path.
Contract small print	Draw	Native Teams publishes no mandatory EOR deposit or pre-funding requirement. Teamed takes a refundable one-month-salary deposit, standard for the EOR model. Read either contract line by line before you sign.
Sticker price	Native Teams	Native Teams starts at $99 per employee per month; Teamed is $599. The gap is real. Confirm whether the $99 rate applies to your salary band before you base your decision on it.
Contractor payments breadth	Native Teams	Native Teams runs three contractor-oriented plans (Contractor Pay from $19, Contractor of Record from $99, Gig Pay custom) with a multi-currency wallet, dedicated expense cards and real-time payment tracking. A genuine strength if contractor payments breadth is the primary need.

Native Teams on G2

Who Native Teams is for

This guide is for teams that have decided to leave Native Teams and want the move done cleanly: FX shown on every invoice, a real HR or legal expert on every plan, live HRIS integration, and a path to their own managed entity when they're ready. If you're still weighing whether to switch at all, the concession section below gives you the honest case to stay.

Not the right fit if

Not sure you should leave Native Teams at all?. If sticker price and multi-tier contractor payments breadth matter most, staying on Native Teams may be the right call. The concession section below says so plainly.

Find your pick in 20 seconds

If you are…	Start with	Why
Price is the primary criterion and the $99 rate applies to your salary band	Stay on Native Teams	Lowest published EOR rate in the category. Confirm the rate applies at your salary band before you make a decision on price alone.
Multi-tier contractor payments at low cost	Stay on Native Teams	Three contractor plans from $19, with multi-currency wallet, expense cards and real-time payment tracking. A genuine product strength.
Leaving Native Teams and want FX shown, a real expert and HRIS fit	Teamed	FX absorbed at zero markup with the rate shown against mid-market, real HR and legal experts on every plan, and live HRIS integration.
A 1,000-plus seat enterprise wanting widest owned-entity governance	G-P or Papaya Global	Built for enterprise scale and owned-entity breadth.

What is switching EOR provider from Native Teams 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 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 work. A switch re-papers that employment under the new provider, so the operational sequencing matters more than the paperwork.

Teams leave Native Teams for a cluster of reasons: service quality concerns on demanding cross-border engagements, an FX transparency gap (Native Teams states a mid-rate basis on its currency-exchange page but publishes no spread or margin over it), and a lack of live HRIS integrations. Most EOR contracts are month-to-month or carry 30 to 90 days of notice. Most switches complete in four to six weeks once the plan is agreed. The safest approach is phased: one country or cohort at a time, with a contained overlap so a surprise in one market never cascades across your whole payroll.

Why teams leave Native Teams and what to expect

Teams switch for a reason, and the reasons cluster around three things: service quality on demanding cross-border cases, an FX disclosure gap, and a lack of live HRIS integrations. A reseller partner who uses Native Teams as their main EOR supplier described a demanding Japan engagement as an absolute nightmare from start to finish and attributed it to the company growing faster than its operational processes could follow. On FX, Native Teams states a mid-rate basis on its currency-exchange page with an asterisk and no visible footnote, and publishes no spread. On integrations, nativeteams.com/integrations returns 404 and HRIS connectors are roadmap-only. The fear is that the switch will be painful. In practice the paperwork is the quick part and the plan is the work.

Detail	Native Teams	Teamed
The common triggers	Service quality concerns on demanding engagements, an FX asterisk with no disclosed spread, and no live HRIS integrations.	FX shown at zero markup against mid-market on every invoice, real HR and legal experts on every plan, and live HRIS integration.
What to expect on timing	Most EOR contracts are month-to-month or 30 to 90-day notice; check your Native Teams MSA for the exact terms.	Most switches complete in four to six weeks once the plan is agreed. Phased, one country or cohort at a time.
What your people experience	A re-papering of employment and a re-pointed payroll under the new provider.	New compliant contracts, a payslip with FX shown against mid-market, and no gap in pay or benefits.

From a reseller partner on Native Teams

"Customer service is a nightmare, absolute nightmare. We bought a really big client who wanted someone in Japan and it was an absolute nightmare from start to finish. I think they've obviously grown pretty quickly and then maybe processes haven't followed them." A reseller partner who uses Native Teams as their main EOR supplier, November 2025.

Read the small print before you serve notice

The first move in any switch is your current Native Teams MSA. Check the notice period, any minimum term, and the exit terms before you serve notice. Native Teams does not publish a mandatory deposit or pre-funding requirement for EOR; its pricing page mentions an optional salary pre-payment programme (deposit salary upfront to earn subscription discounts and rewards), but that is incentive-based, not a condition of service. Teamed takes a refundable deposit of one month of salary, standard for the EOR model, with no onboarding or offboarding fees. An early-exit fee may apply if you leave Teamed within the first three months, set out in the contract. The honest move with any provider is to read the contract line by line before you commit.

Detail	Native Teams	Teamed
Notice and minimum term	Not published on Native Teams public pages; check your signed MSA for the exact notice period and any minimum term.	No onboarding or offboarding fees. An early-exit fee may apply if you leave within the first three months, set out in your contract.
Deposit or pre-funding	No mandatory EOR deposit published. An optional salary pre-payment programme earns subscription discounts and rewards, but it is incentive-based, not a requirement.	A refundable deposit equal to one month of salary, standard for the EOR model and set out in the MSA.
Where the costs sit	EOR from $99; confirm whether the rate applies to your salary band and read the full contract for all terms.	A flat fee with FX absorbed at zero markup. Costs sit up front; read the small print on both sides.

Read it line by line

Budget and bigger providers alike can layer setup, minimum-term, early-exit and admin terms into the contract. None of that is a surprise if you read it first. Before you serve notice on Native Teams or sign with anyone, walk the small print clause by clause.

Mapping the payroll calendar so nobody misses a payday

The biggest risk in any EOR switch is a missed or doubled pay run. It's also the easiest to prevent with planning. Teamed maps your current Native Teams 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	Native Teams	Teamed
Pay-cycle mapping	Your existing Native Teams 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 Native Teams 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.

Benefits continuity and data portability across the move

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 standard: your people keep their cover, their record and their entitlements through the change.

Detail	Native Teams	Teamed
Benefits continuity	Existing statutory and supplementary benefits under the Native Teams 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 Native Teams.	A clean handover of the employee and payroll data so history, entitlements and continuity carry over.
Employee experience	A self-serve portal and mobile app.	A payslip with FX shown against mid-market, and a real HR or legal expert to reach when it matters.

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.

What changes on FX, support and HRIS fit after the switch

The reasons you're 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 Native Teams states a mid-rate basis with an asterisk and publishes no spread. A real HR or legal expert is on every Teamed plan. Native Teams does not publish a support-tier structure, and call intelligence from a reseller partner flags both service quality and the practice of pushing unvetted information straight to end clients without a filter on demanding engagements. Teamed integrates with the major HRIS platforms you already run. Native Teams has no live integrations directory.

Detail	Native Teams	Teamed
FX on salary conversions	States "real-time middle exchange conversion rates*" with an asterisk and no visible footnote; no published spread or margin.	Applied rate shown against the mid-market reference on every invoice, absorbed at zero markup.
Support on difficult cases	Human support via live chat, email and an Account Manager. No published support-tier structure. Call intelligence flags service gaps and unfiltered information passed to end clients on demanding engagements.	Real HR and legal experts on every plan, with a real escalation contact who knows your account.
HRIS integration	No live integrations directory. nativeteams.com/integrations returns 404. HRIS connectors are roadmap-only.	Integrates with the major HRIS and payroll platforms you already run. No rip-and-replace.

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 file

Running the phased cutover and closing Native Teams cleanly

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. Each phase moves only once the one before it has landed cleanly, with maker-checker sign-off at every step.

Detail	Native Teams	Teamed
Sequencing	All countries employed through Native Teams 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.

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's the difference between a careful migration and a leap.

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 contract and notice period before you serve notice	Read your current Native Teams MSA for notice period, minimum term and early-exit terms before serving notice. Native Teams does not publish these on its public pages. Teamed sets out its one-month-salary refundable deposit and any early-exit fee (within the first 3 months) clearly in the MSA.	Map the exit timeline against your notice period so you avoid a double-billing overlap. Teamed plans the handover to keep the overlap window short. Most switches complete in four to six weeks once the plan is agreed.	Notice and minimum-term timing sets the cutover date, which sets when your people move. Lock the contract dates first so the employee plan is built on real deadlines.	Know what data you retain after leaving Native Teams and confirm the export format before you close the relationship. A documented data handover is part of a controlled exit.
No gap in pay or benefits during the cutover	New compliant contracts must be in force before the first Teamed pay cycle, with no day uncovered between the Native Teams end date and the Teamed start date. Teamed maps the dates per country so employment is continuous.	A phased cutover contains the overlap so you are not double-billed across the whole population at once. Teamed sequences cohorts to keep the overlap window short.	Aligning payroll calendars means no missed or doubled salary, and benefits continuity means no lapse in cover. Your people should not feel the switch in their pay or their health plan.	Maker-checker approval on the migration steps means no payroll or contract change executes without sign-off, with a documented audit trail of the cutover.
What changes after the switch	A contested termination or a tax-authority question needs a real employment-law expert. With Teamed that access is on every plan; ask any provider whether the same is true or whether it requires escalation to a higher tier.	Teamed is a flat $599 with FX absorbed at zero markup, and the applied rate is shown against mid-market on every invoice. Model the all-in cost against what you pay Native Teams.	You want a real person who knows your account, not a general chat queue, when a sensitive employee case lands. Teamed is rated 4.8 on G2 for service.	A real escalation contact and maker-checker controls beat a general-queue chat system for incident handling. Know who you call before you sign the new contract.

How switching from Native Teams to Teamed works

Teams switch for a reason. A reseller partner who uses Native Teams as their main EOR supplier: "Customer service is a nightmare, absolute nightmare. I think they've obviously grown pretty quickly and then maybe processes haven't followed them." 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 Native Teams MSA and a recent invoice
Share your current 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 and the FX residual. You see what the switch involves and the deadlines you're 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 Native Teams
Each phase moves only once the one before it has landed cleanly, with maker-checker sign-off. Teamed manages the Native Teams 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 involved 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 your all-in cost before you switch

Share your headcount, the countries you employ in and a recent Native Teams invoice. A real HR or legal expert maps the cutover plan and shows the all-in Teamed cost, flat $599 with FX absorbed at zero markup, against what you pay today.

Get my cutover plan

Decision checklist

Start with your Native Teams MSA. 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. A missed or doubled pay run is the one risk that matters to your people, 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.
Confirm whether the Native Teams $99 rate applies to your employees' salary bands before you base a switch decision on price comparison alone.
Stay on Native Teams if contractor payments breadth and the lowest sticker price matter most. Those are genuine strengths and Teamed would rather you picked well than picked us.

Email this to legal

Honest take

When staying on Native Teams is the better call

Stay on Native Teams if price is the primary criterion and the $99 rate applies to your employees' salary bands. At $99 per employee per month it is the lowest published EOR rate in the category. Ask your contact whether the rate applies at your bands and read the full contract before you sign.
Stay on Native Teams if multi-tier contractor payments breadth is the main need. Three contractor plans from $19, with a multi-currency wallet, dedicated expense cards and real-time payment tracking, are genuine product strengths that Teamed does not match at that price point.
Stay on Native Teams if your team is mobile-first and the multi-currency wallet and payments platform suit your workflow better than an advisory-led EOR.

This is a migration guide, not a hard sell. Teamed leads FX transparency, real HR and legal expert access on every plan, live HRIS integration and compliance clarity. But if sticker price and contractor payments breadth matter most, staying on Native Teams may be the right call, and we would rather tell you that than win a switch that is wrong for both sides.

Questions to ask any EOR before you sign

1What notice period does my current Native Teams MSA require, and when is the next clean exit date that avoids a double-billing overlap?
2In each country I employ in, is the employment through a Native Teams-owned entity or a local partner? Ask per country.
3Does the $99 EOR rate apply to my employees' salary bands, or does the fee scale with total employment cost at higher bands?
4How will the payroll calendar align so nobody misses a pay run during the cutover?
5How is benefits continuity handled so there is no gap in cover when employment contracts move?
6Who drafts the employee communications, and what exactly do my people see and sign?
7What employee and payroll data is ported, in what format, and who is accountable for it?
8Can the cutover run one country or one cohort at a time so the overlap is contained?
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 included on my plan?
11When my own entity becomes the better structure, will you tell me proactively, and can you set it up and keep managing it?

Frequently asked questions

How long does it take to switch from Native Teams 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 Native Teams 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 before the first cycle.
Can I switch from Native Teams mid-contract?
Yes, in most cases. Most EOR contracts are month-to-month or carry a 30 to 90-day notice period, so check your current Native Teams 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. The harder part is never the notice itself, it is the operational cutover, which is why the plan comes first.
Does Native Teams require a deposit, and does Teamed?
Native Teams does not publish a mandatory EOR deposit or pre-funding requirement on its pricing or product pages. It runs an optional salary pre-payment programme where depositing salary upfront earns subscription discounts and rewards, but that is incentive-based, not a condition of service. Teamed requires a refundable deposit equal to one month of salary to start an EOR engagement, which is standard for the EOR model and set out in the MSA. 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.
Why do teams leave Native Teams?
The reasons cluster around three things: service quality on demanding cross-border engagements, an FX transparency gap, and a lack of live HRIS integrations. A reseller partner who uses Native Teams as their main EOR supplier described a Japan engagement as 'an absolute nightmare from start to finish' and attributed it to growing faster than their operational processes could follow. On FX, Native Teams states a mid-rate basis on its currency-exchange page with an asterisk and no visible footnote, and publishes no numeric spread or margin. On integrations, nativeteams.com/integrations returns 404 and HRIS connectors are roadmap-only. Teamed addresses all three: FX shown at zero markup, real HR and legal experts on every plan, and live HRIS integration.
Should I switch from Native Teams at all?
Not always, and we would rather you picked well than picked us. Stay on Native Teams if price is the primary criterion and the $99 rate applies to your salary band, because it is the lowest published EOR rate in the category. Stay if multi-tier contractor payments breadth matters most, because the three-plan contractor offering is a genuine strength. Switch to Teamed if you want FX shown against mid-market at zero markup, a real HR or legal expert on every plan, live HRIS integration, and a path to your own managed entity. If you are a 1,000-plus seat enterprise, weigh G-P or Papaya Global.
Do my employees have to re-onboard when I switch to Teamed?
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 from Native Teams to Teamed?
The switch runs in four stages over a typical four to six weeks. First, you bring your Native Teams 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 Native Teams 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.
Is there an EOR that shows FX on every invoice and gives a real human on every plan as an alternative to Native Teams?
Teamed is built for exactly that switch. It is a specialist EOR with a flat $599 USD or £479 GBP per employee per month, with FX absorbed at zero markup and the applied rate shown against the mid-market reference on every invoice. It gives direct access to real HR and legal experts on every plan with no tier to unlock. Native Teams, by contrast, states a mid-rate basis on its currency-exchange page with an asterisk and no published spread, and does not publish a support-tier structure. For FX transparency, a real human on every plan and live HRIS integration, Teamed is the most direct alternative.

For the buying committee

Share with your team

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Share your current Native Teams 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

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Map my switch from Native Teams