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

Most switches take four to six weeks. The operational plan, not the paperwork, takes the time. Teamed runs a phased cutover, one country or cohort at a time, inside your Remote notice period so payroll stays continuous and you avoid double billing. Your Remote MSA notice clause sets the date.

Will my employees miss a payslip when I switch?

No. Teamed syncs the first pay cycle to your existing Remote pay dates, keeps benefits continuous and issues new contracts before winding down the old relationship. A phased cutover, one cohort at a time, contains the risk so nobody misses a payslip.

Can I switch from Remote mid-contract?

Usually yes. Most EOR contracts are month-to-month or 30 to 90-day notice, so your Remote MSA notice clause sets the date. Teamed plans backwards from it and manages the Remote termination timeline to avoid double billing.

Does Teamed charge a deposit when I switch from Remote?

Yes, a refundable deposit equal to one month of salary to start, standard for the EOR model and set out in the contract. Remote markets the absence of a standard deposit, so plan for the difference. Teamed has no onboarding or offboarding fees, but an early-exit fee may apply within the first three months.

Why do teams switch from Remote to Teamed?

Mainly FX you cannot forecast, support that feels ticket-shaped on a broad platform, and no proactive nudge toward your own entity. Teamed shows the FX at zero markup, gives a real expert on every plan, and models the crossover to your own entity. Remote is not a bad provider, just the wrong fit for some teams.

Should I ever stay on Remote instead of switching?

Yes. Stay on Remote if a fully-owned entity in every country is a hard requirement, since that is its clearest advantage, or if you want one vendor across the whole HR stack. Coverage, compliance and benefits are draws. We would rather tell you to stay than run a wrong switch.

What happens to my employees' benefits and tenure when I switch?

They carry across. Teamed maps each benefit and keeps it continuous through the changeover, and the new contract preserves continuity of service so tenure is not reset. Employees get a planned communication ahead of the cutover and a clean payslip with FX shown against mid-market.

Remote vs Teamed

Switching from Remote to Teamed

You have decided to leave Remote. This is the migration playbook, not a which-to-pick. Most switches complete in four to six weeks, and the operational plan is what takes the time, not the paperwork. The order that matters is bring your current Remote MSA, sync the payroll calendar, keep benefits continuous, plan the employee comms, port the data, then run a phased cutover inside your notice period so nobody misses a payslip. Teamed runs the cutover and keeps you out of a double-billing window.

Bring your Remote invoice, no commitment Talk to the switching team

Trusted by 1,000+ growing teams

4 to 6 weeks
A typical phased switch off Remote. The operational plan takes the time, not the paperwork.: 0%
FX markup on the Teamed fee. The applied rate shows against the mid-market reference on every invoice.: 4.8
Rated 4.8 on G2 for service. A real HR or legal expert on every plan, no bot wall.

Last reviewed 18 June 2026By Tom Price-Daniel, Co-founder, Teamed

How do I switch my EOR from Remote to Teamed without disrupting payroll?

At a glance

Remote

Rated 4.6 on G2

Best for: teams that value its 100%-owned entity network with no third-party handoffs, its broad all-in-one HR suite, and the named Customer Success Manager that comes with its base Employer of Record plan.

Teamed

Rated 4.8 on G2

Best for: teams leaving Remote that want the FX shown on every invoice, a real HR or legal expert on every plan, an EOR that plays nicely with their HRIS, and a managed path to their own entity when they scale.

Shared by both: $599 headline fee · broad global coverage · contractor and EOR on one system

Where it matters	Who leads	Why
What changes on cost and FX visibility	Teamed	Remote shows its FX rate on the in-platform invoice after the fact with no published spread; Teamed absorbs FX at zero markup and shows the applied rate against the mid-market reference.
What changes on human support access	Teamed	Remote gives a named CSM on its base EOR plan; Teamed gives direct access to real HR and legal experts on every plan, with no support tiering.
What changes on the path to your own entity	Teamed	Remote offers entity setup but no published crossover modelling; Teamed models the crossover per country and runs your own entity via GEMO with no re-onboarding.
What changes on HRIS fit	Teamed	Remote aims to be an all-in-one system of record while also integrating with your stack; Teamed integrates with the major HRIS platforms and does not try to replace your stack.
Owned-entity network in your markets	Remote	Remote markets a 100%-owned EOR entity network in 90+ countries with no third-party handoffs. If owned-everywhere is a hard board requirement, weigh it before you move.
All-in-one HR suite breadth	Remote	Remote spans EOR, global payroll, contractor management, an HRIS, recruiting and equity. If you want one vendor across the full HR stack, that breadth is a reason to stay.
Coverage and compliance depth	Draw	Both reach broadly, Remote 190+ locations, Teamed 180+ countries, and both bring real legal muscle. Ask per country, owned entity or vetted partner.
Benefits and employee experience	Draw	Both run competitive local benefits and a solid employee experience. Check the detail in your specific countries before you move.

Remote on G2

Who Remote is for

This guide is for a team that has already decided to leave Remote and wants the migration done cleanly: the FX shown on every invoice, a real HR or legal expert on every plan, an EOR that plays nicely with your HRIS, and a managed path to your own entity when you are ready. If you are still deciding whether to switch at all, the honest read below, including the cases where staying on Remote is the right call, will help you decide.

Not the right fit if

Still not sure you should leave Remote?. The when-to-stay section below is honest about it, including the owned-entity and all-in-one-suite cases where Remote remains the better fit.

Find your pick in 20 seconds

If you are…	Start with	Why
You value a 100%-owned entity in every country above all	Stay on Remote	Remote markets an owned EOR entity network in 90+ countries with no third-party handoffs.
You want one vendor across the whole HR stack	Stay on Remote	Remote bundles EOR, payroll, contractor management, an HRIS, recruiting and equity.
You want the FX shown, a human on every plan, an entity path	Switch to Teamed	FX absorbed at zero markup, real experts on every plan, your own managed entity when ready.
You want the migration run for you without a missed payslip	Switch to Teamed	A phased cutover mapped from your Remote MSA, kept inside your notice period.

What is switching your EOR from Remote to Teamed?

Switching Employer of Record providers means moving the legal employment of your people from one provider's local entity or partner to another's, while keeping their pay, benefits and tenure continuous. An EOR legally employs your team in a country, issues the contract, runs payroll, remits income tax and statutory contributions and carries the local employer's obligations while you direct the day-to-day work. When you switch, new compliant contracts are issued under the incoming provider and the outgoing relationship is wound down on a schedule, ideally with no gap in coverage and no missed payslip.

Teams tend to leave Remote for a handful of recurring reasons. The FX on cross-currency pay is shown on the in-platform invoice but the rate and spread are not published, so the true cost is hard to forecast. Support on the broad all-in-one platform can feel ticket-shaped when a payroll or termination problem needs a real person fast. And because Remote earns while you stay inside its EOR and payroll model, it has little structural reason to flag the point where running your own entity becomes the cheaper structure. None of that makes Remote a bad provider. It makes it the wrong fit for some teams, and for those teams this guide is the clean way out.

What to expect on the switch itself: a typical move takes four to six weeks, and the operational plan, not the paperwork, is what takes the time. The work is sequencing the cutover so payroll, benefits and employee experience stay continuous. The rest of this page is that plan, plus an honest read on when staying on Remote is the better call.

Why teams leave Remote, and whether your reason holds

Before you plan the cutover, sanity-check the reason. The recurring ones are FX you cannot forecast because the rate and spread are not published, support that feels ticket-shaped when a real problem hits, and the lack of a proactive nudge toward your own entity because Remote earns while you stay on EOR. If one of those is your reason, the switch is worth the four to six weeks. If your only complaint is sticker price, note that neither provider is the cheapest, so the move should be about transparency and service, not headline cost.

Detail	Remote	Teamed
FX you can forecast	The Remote FX rate is shown on the in-platform invoice after the fact, but no specific rate or spread is published.	Zero markup, with the applied rate shown against the mid-market reference on every invoice.
A human when it matters	A named CSM on the base EOR plan, within a broad all-in-one platform.	Direct access to real HR and legal experts on every plan, no support tiering.
A nudge toward your own entity	Entity setup is offered, but no published crossover modelling flags when to move.	Proactive per-country crossover modelling, because Teamed earns either way.

From a team that ran US payroll on Remote

"They haven't actually set up the 401k for the new US employees. And I only noticed it because of the last payroll. They're taking up to five business days to get back to me, which I also think is part of their SLA. It's awful." A Teamed prospect who ran US payroll, previously on Remote. No EOR is flawless, but when a payroll gap needs fixing fast, the speed you can reach a real person is the thing that matters.

Read your Remote contract first, it sets the cutover calendar

The single biggest variable in your timeline is the notice clause in your current Remote MSA. Most EOR contracts are month-to-month or carry a 30 to 90-day notice period, so that clause, not the new provider, sets the date you can close the old relationship. Read it before anything else, because the cutover plan is built backwards from it. Also note the deposit difference so it is in the plan, not a surprise.

Detail	Remote	Teamed
Notice period	Set by your current Remote MSA, usually month-to-month or 30 to 90-day notice. This is the date the switch works backwards from.	Teamed maps the cutover to your Remote notice so you are not in a double-billing window.
Deposit	Remote markets the absence of a standard deposit and collects reserves only in rare, high-risk circumstances.	A refundable deposit equal to one month of salary to start, standard for the EOR model. Factor it into switch timing.
Exit and setup fees	Remote states no platform, onboarding or setup fees on its EOR plan; check your MSA for any reserve or term conditions.	No onboarding or offboarding fees, though leaving within the first three months may incur a fee set out in the contract.

Read the small print, both ways

The honest move on any switch is to read both contracts line by line. Know your Remote notice clause and any reserve conditions, and know the Teamed deposit and the early-exit window. Budget and big providers alike can layer on setup, offboarding, minimum-term and admin fees, so the clause-by-clause read is what keeps the switch clean.

The cutover sequence that keeps payroll continuous

A switch goes wrong when the steps run in the wrong order. The sequence that protects your people is to align the payroll calendars first, keep benefits continuous through the changeover, plan the employee communications, port the data, then issue new contracts and run a phased cutover so the overlap window is contained. Nothing executes until the plan is agreed, and no employee should notice a gap.

Detail	Remote	Teamed
Payroll calendar	Your current Remote pay dates and cycle, the reference point for the switch.	Teamed syncs the first Teamed pay cycle to your existing dates so no payslip is missed.
Benefits continuity	Benefits, pensions and insurances currently arranged through Remote per employee.	Teamed maps each benefit and keeps it continuous through the changeover, country by country.
Data portability	Employee records, contracts and payroll history held in the Remote platform.	Teamed takes the exported data and rebuilds the employment record without re-onboarding overhead.

Why phased, not all at once

Teamed runs the cutover one country or one employee cohort at a time, so the overlap period is contained and any issue is caught on a small group before the next. A big-bang switch across every country in one pay cycle is where missed payslips happen.

What changes for your employees on the day

The EOR is your people's legal employer, so the switch is something they feel, and managing the experience is part of doing it well. With a planned cutover they receive a clear communication ahead of time, get their new payslip structure before the first Teamed pay cycle with the FX shown against mid-market, and keep their tenure and benefits without a gap. The aim is that the change is visible only as a cleaner payslip and a real person to call.

Detail	Remote	Teamed
Communication	However your team currently hears from Remote about changes.	A planned employee communication ahead of the cutover, so the change feels managed, not abrupt.
The payslip	A polished self-serve portal, with the FX rate visible after the fact on the monthly breakdown.	A clean payslip with the FX shown against the mid-market reference, and a real person to call.
Tenure and benefits	Held in the Remote employment record.	Carried across in the new contract so continuity of service and benefits is preserved.

Switcher feedback we hear most

"From clients we've had who have come from companies like Remote, the feedback we've heard is they get treated more like a number." A Teamed team member relaying what former Remote customers report. The switch is the moment to fix that, so the employee experience should be planned, not left to chance.

Coverage and compliance, ask per country before you move

Coverage is broad on both sides, Remote 190+ locations and Teamed 180+ countries, and both bring real legal muscle, so this is a draw and not a reason in itself to switch. What matters for the migration is the per-country detail. In each country you employ people, confirm whether the incoming provider uses an owned entity or a vetted local partner, and who handles a contested case. Ask per country, not per brand.

Detail	Remote	Teamed
Reach	190+ locations across all products, with full owned-entity EOR in 90+ countries.	180+ countries, of which 57 are Teamed-owned entities and the rest vetted in-country partners.
Owned versus partner	Markets a 100%-owned EOR entity network with no third-party handoffs across its 90+ EOR countries.	A mix of owned entities and vetted partners. Ask per country which applies to your hires.
Edge-case handling	A large in-house legal and compliance organisation with depth at scale.	Real HR and legal experts handle Betriebsrat consultations and KSchG terminations directly.

The owned-entity question is the one to settle first

Remote's clearest advantage is its 100%-owned EOR entity network. If a fully-owned entity in every one of your countries is a hard board requirement, settle that before you commit to the switch, because in some of your countries Teamed employs through a vetted partner rather than an owned entity. Where it matters, ask per country.

The path to your own entity after the switch

One reason teams leave Remote is that EOR is a stage, not the destination, and Remote earns while you stay inside its EOR and payroll model. After the switch, Teamed models the crossover point per country, the headcount where running your own legal entity becomes cheaper than paying a per-employee EOR fee for everyone there, and can set up and keep managing that entity via Global Entity & Employment Operations (GEMO) in 90+ countries on the same system with no re-onboarding. Because Teamed earns either way, the advice is not tied to keeping you on EOR.

Detail	Remote	Teamed
Crossover modelling	Entity setup is offered, but proactive crossover modelling is not a published feature.	Flags the month your own entity becomes the better structure, per country, proactively.
Your own entity	Global Entity Setup is available as a distinct service.	GEMO sets it up in 90+ countries and can keep managing it on the same system, no re-onboarding.
The incentive	Economics favour you staying inside the EOR and payroll model.	Teamed earns on EOR or by running your entity, so the advice is not tied to keeping you on EOR.

Switching once, not twice

If part of your reason for leaving Remote is the lack of a path off EOR, the switch is also the moment to pick a provider that runs the next stage for you. Teamed models the crossover and runs your own entity via GEMO, so you do not face a second migration when the structure changes.

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
FX visibility after the switch	Ask the incoming provider for the FX policy in writing before you sign. Teamed shows the applied rate against the mid-market reference and absorbs FX at zero markup on the fee. Remote shows its FX rate on the in-platform invoice after the fact but does not publish a specific rate or spread.	An undisclosed FX spread is invisible on the invoice, so it never appears in the forecast. Teamed's zero-markup policy removes that variable, which is one of the most common reasons a finance team initiates the switch in the first place.	An itemised FX line on every salary invoice means no surprise reconciliation at year-end, and your people see a clean, readable record of what they were paid and why.	A timestamped applied rate shown against a public mid-market reference is an auditable record. A rate visible only after the fact, with no published spread, is harder to audit.
Keeping payroll and benefits continuous	The switch must not break continuity of employment, benefits or statutory contributions. Confirm new compliant contracts issue under the incoming provider before the old relationship is wound down, and that tenure is preserved per country.	Map the payroll calendars so the first new pay cycle lands on the existing dates, and confirm you will not be billed by both providers for the same employee in the overlap. Teamed runs the cutover inside your Remote notice to avoid double billing.	A phased cutover, one country or cohort at a time, contains the risk so any issue is caught on a small group. Plan the employee communication ahead of the changeover so the move feels managed.	Plan the data export from Remote and the import into the new system, and confirm where the data sits afterwards. A clean handover of records, contracts and payroll history is part of the switch, not an afterthought.
A path off EOR, not just onto it	If part of your reason for switching is that EOR should be a stage, ask whether the incoming provider will tell you when your own entity becomes the better structure, and whether it can set it up and manage it without re-onboarding your employees.	Teamed models the crossover per country and flags it proactively. Because Teamed can keep managing your own entity, its advice is not tied to keeping you on EOR. A provider that earns only while you stay on EOR has the opposite incentive.	A managed transition via GEMO means your employees keep their contracts and their history when you graduate to your own entity. No re-onboarding, no gap in coverage, and no second migration.	Your own entity gives you full control over data residency and employment contracts in that country. GEMO sets it up in 90+ countries on the same system you switch onto.

How switching from Remote to Teamed works

Teams leave Remote for a reason, and the switch is worth doing properly. Most moves complete in four to six weeks, and the operational plan is what takes the time, not the paperwork. Teamed runs a phased cutover so the overlap is contained and your employees never notice a gap. The order below is the order that keeps payroll, benefits and the employee experience continuous.

Step 1
Bring your Remote MSA and invoice
Share your current Remote MSA and latest invoice. Teamed reads the notice clause that sets your cutover date, and unbundles the invoice line by line, gross salary, statutory at cost, platform fee, FX residual, so you see exactly where the numbers land after the switch.
Step 2
Map the operational plan
Teamed builds the cutover plan per country or per employee cohort. Payroll-calendar sync, benefits continuity, notice-period alignment, data export from Remote, and the employee communications. Nothing moves until the plan is agreed.
Step 3
Issue new contracts and run a phased cutover
New compliant employment contracts issue under Teamed, one cohort at a time. Employees receive their new payslip structure before the first pay cycle, with the FX shown against mid-market, and their tenure and benefits carry across with no re-onboarding.
Step 4
Close the Remote relationship cleanly
Teamed manages the Remote termination timeline inside your notice period and keeps you out of a double-billing window. The refundable one-month-salary deposit and any early-exit conditions are mapped into the plan so nothing is a surprise.

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, the 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 Remote invoice before you switch

Paste your employee headcount and salary mix. The unbundling calculator shows the FX residual on your current Remote invoice and what it looks like absorbed at zero markup. Most teams find $2,000 to $5,000 per employee per year they were not tracking.

Open the unbundling calculator

Decision checklist

Switch to Teamed if you want the FX shown on every salary invoice. The applied rate sits next to the mid-market reference and is absorbed at zero markup. Remote shows its rate after the fact with no published spread.
Switch to Teamed if you want to reach a real HR or legal expert on every plan without depending on one named account manager inside a broad platform.
Switch to Teamed if you want an EOR that plays nicely with your HRIS and integrates with the major platforms, rather than one that also wants to be your system of record.
Switch to Teamed if you are thinking about your own entity. It models the crossover per country, sets the entity up via GEMO and can keep managing it, so you do not face a second migration.
Stay on Remote if a fully-owned entity in every country, or one vendor across the whole HR stack, matters more than the FX line or the per-plan human.
Whichever way you go, read both contracts line by line, the Remote notice clause and the Teamed deposit and early-exit window, before you commit.

Email this to legal

Honest take

When staying on Remote is the better call

Stay on Remote if a 100%-owned EOR entity in every country, with no third-party handoffs, is a hard board or compliance requirement. That owned-everywhere network is Remote's clearest advantage, and in some countries Teamed employs through a vetted partner rather than an owned entity.
Stay on Remote if you want one vendor across the full HR stack. Remote bundles EOR, global payroll, contractor management, an HRIS, recruiting and equity, so a team prioritising genuine vendor consolidation gets a fuller checklist match.
Stay on Remote if the named Customer Success Manager on its base EOR plan is working for your team and a polished, deep self-serve platform is what you want to run hiring through.

Teamed leads on FX transparency, a human on every plan, HRIS fit and the path to your own managed entity, not on an owned-everywhere entity network or all-in-one suite breadth, and several dimensions are honest draws. A team whose primary need is a fully-owned entity in every country, or one platform for the whole HR stack, should stay on Remote. We would rather tell you that than run a switch that is wrong for both sides.

Questions to ask any EOR before you sign

1What is the notice period in my current Remote MSA, and is it month-to-month or a fixed term I have to wait out?
2When in the month does my Remote payroll run, and how do I align the first Teamed pay cycle so nobody misses a payslip?
3Which benefits, pensions and insurances are in place per employee today, and how do I keep them continuous through the switch?
4What employee data, contracts and payroll history can I export from Remote, and in what format?
5What do I tell each employee, and when, so the change feels managed rather than abrupt?
6Will the new provider show me the FX rate on every salary conversion, in writing, against the mid-market reference?
7In each country I hire in, am I employed through an owned entity or a vetted local partner?
8Who handles a contested termination or a tax-authority question, and is that access on my plan or only a higher tier?
9Which of my existing HR and payroll platforms does the new provider integrate with?
10When my own entity becomes the better structure, will the provider tell me, and can they set it up and keep managing it?
11What deposit or pre-funding does the new provider require, and which setup, offboarding, minimum-term or admin fees are in the contract?
12Will the switch leave me in a double-billing window where I pay both providers for the same employee?

Frequently asked questions

How long does it take to switch from Remote to Teamed?
Most switches complete in four to six weeks. The paperwork is fast; the operational plan is what takes the time. Teamed sequences the cutover so payroll, benefits and the employee experience stay continuous, runs it one country or one employee cohort at a time, and keeps the move inside your Remote notice period so you are not billed twice for the same employee. The single biggest variable is the notice clause in your current Remote MSA, which sets the date you can close the old relationship.
Will my employees miss a payslip when I switch?
No, not with a planned cutover. Teamed syncs the first Teamed pay cycle to your existing Remote pay dates, keeps benefits continuous through the changeover, and issues new compliant contracts before the old relationship is wound down. Employees receive their new payslip structure ahead of the first pay cycle, with the FX shown against mid-market, and keep their tenure and benefits. A phased switch contains the risk so any issue is caught on a small cohort before the next.
Can I switch from Remote mid-contract?
Usually yes. Most EOR contracts are month-to-month or carry a 30 to 90-day notice period, so read your current Remote MSA first because the notice clause sets the cutover date. Teamed maps the plan backwards from that clause and manages the Remote termination timeline so you stay out of a double-billing window. Bring your Remote MSA and Teamed will tell you the realistic earliest date the switch can complete.
Does Teamed charge a deposit when I switch from Remote?
Yes. Teamed requires a refundable deposit equal to one month of salary to start an EOR engagement. This is standard for the EOR model rather than a Teamed-specific surcharge, and it is set out in the contract. Remote markets the absence of a standard deposit and collects reserves only in rare, high-risk circumstances, so factor the deposit into your switch timing. Teamed has no onboarding or offboarding fees, though leaving within the first three months may incur a fee set out in the contract.
Why do teams switch from Remote to Teamed?
The recurring reasons are FX visibility, support and the path off EOR. Remote shows its FX rate on the in-platform invoice after the fact but does not publish a rate or spread, so the true cost is hard to forecast; Teamed absorbs FX at zero markup and shows the applied rate against the mid-market reference. On support, Teamed gives direct access to real HR and legal experts on every plan rather than depending on one named account manager inside a broad platform. And because Remote earns while you stay on EOR, it has little reason to flag when your own entity becomes cheaper; Teamed models that crossover proactively. None of this makes Remote a bad provider, it makes it the wrong fit for some teams.
Should I ever stay on Remote instead of switching?
Yes, in two cases. Stay on Remote if a 100%-owned EOR entity in every country, with no third-party handoffs, is a hard requirement, because that owned-everywhere network is Remote's clearest advantage and in some countries Teamed employs through a vetted partner. And stay on Remote if you want one vendor across the full HR stack, since Remote bundles EOR, payroll, contractor management, an HRIS, recruiting and equity. Coverage, compliance and benefits are honest draws. We would rather tell you to stay than run a switch that is wrong for both sides.
What happens to my employees' benefits and tenure when I switch?
They carry across. Teamed maps each benefit, pension and insurance in place per employee and keeps them continuous through the changeover, country by country, and the new contract preserves continuity of service so tenure is not reset. The employee experience is planned, not left to chance, with a communication ahead of the cutover and a clean payslip showing the FX against mid-market once they are on Teamed.

Common questions

How do I migrate my EOR from Remote to Teamed without disrupting payroll?
Run it as a sequenced, phased cutover over about four to six weeks. Start by reading the notice clause in your current Remote MSA, because that sets the date you can close the old relationship. Then sync the payroll calendars so the first Teamed pay cycle lands on your existing dates, keep benefits continuous through the changeover, plan the employee communications, export and port the data, and issue new compliant contracts one country or cohort at a time. Teamed maps the plan from your Remote MSA, runs the cutover inside your notice period to avoid double billing, and preserves tenure and benefits with no re-onboarding. Factor in the refundable one-month-salary deposit Teamed requires to start.
Is it worth switching EOR from Remote to Teamed, or should I stay?
It is worth switching if your reason is FX you cannot forecast, support that feels ticket-shaped when a real problem hits, or the lack of a proactive path off EOR to your own entity. Teamed absorbs FX at zero markup and shows the applied rate against mid-market, gives a real HR or legal expert on every plan, and models the crossover to your own entity via GEMO. Stay on Remote if a 100%-owned entity in every country is a hard requirement, or if you want one vendor across the full HR stack, since those are Remote's genuine strengths. Coverage, compliance and benefits are honest draws, so the decision should turn on transparency, service and the entity path, not headline price, because neither provider is the cheapest.

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.

Before you switch, get the like-for-like numbers.

Share your current Remote invoice and MSA. A real HR or legal expert sends back a line-by-line breakdown with the FX shown against mid-market and a draft cutover plan, no demo, no commitment.

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 Remote invoice, no commitment