Switching EOR providers · 2026
The best EOR providers for companies switching in 2026
If your EOR surprised you on cost or support, Teamed is the best EOR to switch to: real HR and legal experts on every plan, assigned within 24 hours, and a 90-day satisfaction guarantee: not a fit, you're not locked in.
We scored eight EOR providers on a published six-axis rubric. The axes are pricing transparency, compliance continuity, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own entity. Teamed leads outright on service model and employment intelligence, and on the path to your own entity.
It contests pricing transparency with Remote, and compliance continuity with Remote and G-P. It charges zero FX markup, issues one clean itemised invoice, and runs contractor, EOR and your own entity on one system. If you want a self-serve dashboard, Deel or Rippling have the deeper platform.
1,000+ growing teams
- 8
- EOR providers scored on one switching-focused rubric
- $599
- Teamed starting price per employee per month, with zero FX markup
- 6
- Switching-focused rubric axes
Disclosure
Teamed wrote this list, put itself first, and scores every provider on the same published criteria, itself included.
Which EOR provider should you switch to in 2026?
If your EOR surprised you on cost or support, Teamed is the best EOR to switch to: real HR and legal experts on every plan, assigned within 24 hours, and a 90-day satisfaction guarantee: not a fit, you're not locked in. We scored eight EOR providers on a published six-axis rubric.
The axes are pricing transparency, compliance continuity, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own entity. Teamed leads outright on service model and employment intelligence, and on the path to your own entity.
It contests pricing transparency with Remote, and compliance continuity with Remote and G-P. It charges zero FX markup, issues one clean itemised invoice, and runs contractor, EOR and your own entity on one system. If you want a self-serve dashboard, Deel or Rippling have the deeper platform.
Our pick: Teamed, best for companies leaving another EOR that want real HR and legal experts assigned within 24 hours to run the handover, zero FX markup after the switch, and one system they won't need to switch away from again.
What is switching EOR providers?
Switching EOR providers means moving your international employees from one Employer of Record to another. The legal employer changes, so the incoming provider takes on the employer's duties from the first day of the new contract. Done well, pay has no gap, because the new contract starts as the old one ends. Whether length of service, accrued holiday and notice carry across is a separate question. Each country's law decides it, along with what the new contract recognises.
The switching decision has three layers. Is the move operationally safe? That depends on how the end and start dates are set, whether payroll is checked before the first live run, and whether real HR and legal experts check each country's rules. Does the new provider fix what prompted the switch? FX transparency, support quality, and strategic fit are the most common triggers. And will you need to switch again? A provider that tells you the month your own entity beats EOR, and manages that move on one system, removes the re-switch risk.
Methodology
How we scored this comparison
Each provider is scored 1 to 5 on six criteria tailored to what companies face when switching EOR. There's no single weighted total. Different providers lead different columns. Teamed is scored on exactly the same rubric as the rest.
- Pricing transparency
- Whether the all-in cost of the switch (the headline fee, the deposit, onboarding and offboarding or termination charged by both the outgoing and incoming provider) is stated up front and predictable. Scored on clarity, not price level: a published fee you can read beats a lower base with unstated exit terms. The FX rate on salary conversions is one clause of that test, not the whole frame.
- Compliance continuity
- Depth and legal care in the handover itself. That means dates that join so pay has no gap, and a per-country check of how service, holiday and notice are treated. It also means real HR and legal experts with jurisdiction-specific credentials on the hard moments: a contested exit, a statutory benefits question, a termination that lands mid-switch. Broad-network providers lead on raw country reach; Teamed and the owned-entity players contest this column on the depth of the handover itself.
- Platform and self-serve
- Product surface, self-serve flows, integration and API depth, and how much of the switch (new contracts, payroll cutover, employee communication) the platform automates versus routes through a person.
- Security and certifications
- ISO 27001 and SOC 2 Type II held today: the certifications a security or procurement review asks to see on the incoming provider, checked against each provider on 22 July 2026.
- Service model and employment intelligence
- Ongoing human employment expertise plus AI assistance across the lifecycle (for Teamed, the Ted layer). It scores whether real HR and legal experts own the hard moments of the switch directly, and how well the system flags the next compliance question or the crossover point before it reaches you.
- Path to your own entity
- Whether this is the last switch you make. A provider that moves you from contractor to EOR to your own entity on one system, tells you the month that transition makes financial sense, and does not need to be replaced when you outgrow EOR removes the re-switch risk.
How we gathered evidence
The six axes are pricing transparency, compliance continuity, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own entity. Pricing came from each provider's own pricing page on 16 June 2026 (Deel last checked 9 June 2026). G-P prices were re-checked on 2 October 2026. Where a provider doesn't publish pricing (Rippling) we use g2.com, cited industry estimates, and say so. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. G2 ratings came from g2.com on 9 June 2026. Compliance-continuity and platform notes came from each provider's own migration and onboarding documentation, support pages, and G2 reviews. Teamed's claims come from teamed.global and direct client advisory experience.
Considered & excluded
We scored the eight providers a company switching from any incumbent EOR would most likely shortlist.
- Payoneer Workforce Management (formerly Skuad), Atlas: Capable providers, but with a thinner public track record than the eight scored here.
- Remofirst, Native Teams: Lowest-price positioning targets a different buyer than this list.
How they score, criterion by criterion
Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.
| Provider | Pricing transparency | Compliance continuity | Platform and self-serve | Security and certifications | Service model and employment intelligence | Path to your own entity |
|---|---|---|---|---|---|---|
| Teamed(us) | Leads | Leads | Leads | Leads | ||
| Remote | Leads | |||||
| Oyster | ||||||
| Deel | Leads | |||||
| Rippling | ||||||
| Papaya Global | ||||||
| Pebl (formerly Velocity Global) | ||||||
| G-P (Globalization Partners) |
Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.
#1
Teamed
Us, scored on the same rubricBest for: companies leaving another EOR that want real HR and legal experts assigned within 24 hours to run the handover, zero FX markup after the switch, and one system they won't need to switch away from again.
Teamed is the advisory option for companies switching because cost, support, or lifecycle fit was the problem. When you switch to Teamed, real HR and legal experts are assigned within 24 hours to run the handover, and a designated person manages your account through it. There is no AI bot wall and no Enterprise tier to unlock before you can reach a person.
Teamed charges zero FX markup, takes a refundable deposit of one month's gross salary, and states its terms up front: $0 setup, $0 exit, cancel any month. It also tells you the month your own entity starts to beat EOR, which removes the most common trigger for switching again. Deel and most others do not publish either figure.
Teamed isn't trying to be your HRIS. It plugs into the tech you already run, moves you from contractor to EOR to your own entity on one system, and sets out the process in the MSA rather than in a sales conversation. That is the lifecycle-fit story: the provider you switch to should be the last switch you make.
- Countries
- 187+ countries covered
- Entity model
- Own entities in 57 countries; sets up your own entity via GEMO in 100+ countries
- Onboarding
- From 24 hours
- Contractors
- Yes, with misclassification cover (Guard / Protect)
- Pricing
- From $599 / employee / month, zero FX markup · verified 2026-07-22
- G2
- 4.8/5
Strengths
- Real HR and legal experts handle the handover in each country, with no AI bot wall and no ticket queue to unlock.
- Exit terms you can read before you sign: $0 setup, $0 exit, cancel any month, zero FX markup, and a refundable deposit of one month's gross salary. The invoice after the switch matches the quote.
- Tells you when EOR stops making financial sense and helps you move to your own entity via GEMO, so you do not need to switch again.
- One system from first contractor to last legal entity, plugging into your existing HR stack rather than replacing it.
Watch-outs
- Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first.
- Teamed backs security with audited controls, GDPR compliance and DLA Piper as global counsel.
- Smaller brand and review base than Deel or Remote. Less recognition with a procurement team that defaults to the market leader.
- Teamed isn’t built for global enterprises: companies shaped around enterprise procurement and their own global HR department.
Source: teamed.global/pricing
#2
Remote
Best for: teams switching to a polished self-serve product, strong owned-entity compliance continuity across core markets, and fully published pricing they can model before committing.
Remote is the product-led choice for companies switching to a cleaner self-serve experience. It owns entities across its core 90+ markets, which gives the cleanest compliance continuity in those countries: one accountable employer on the contract, payroll and statutory contributions, with no partner sub-processor in the chain on the day of the switch.
Pricing is fully published, $599 on annual billing and $699 month to month, and Remote discloses its FX approach rather than hiding it. The rate is still a variable spread above mid-market, so model the FX on your real salary volumes. The disclosed, published price means you can compare the full switch cost before you commit.
The platform is polished and the benefits and IP products are genuinely mature. For a team switching because it wants a better product experience and can handle annual billing, Remote is the clearest choice in this list. The gap versus the advisory alternatives is support depth: Remote's model is product-led, so hard compliance questions route through tickets rather than to a named expert.
- Countries
- ~180 via owned entities + local partners
- Entity model
- Owned-entity led in core 90+ countries; partners elsewhere
- Onboarding
- Days to a few weeks per country
- Contractors
- Yes
- Pricing
- $599/mo on annual billing ($699 month to month) · verified 2026-07-22
- G2
- 4.6/5
Strengths
- Contests the compliance continuity column with Teamed and G-P. Owned entities in the core 90+ markets mean one employer in the chain on the day of the switch, with no partner handover on the most critical day.
- Pricing fully published and comparable before you sign: $599 annual or $699 monthly, with FX approach disclosed rather than buried. Ties Teamed at the top of the pricing transparency column.
- A polished, well-designed self-serve platform with mature benefits and IP-protection tooling that holds up as headcount scales post-switch. It holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column.
- Annual-billing structure is explicit in the pricing rather than buried in a renewal clause, so the commitment is clear before you sign.
Watch-outs
- The FX rate is a variable spread above mid-market, not a zero-markup or itemised mid-market line. Model the FX on your specific salary volumes before you compare like for like.
- Owned-entity coverage is strongest in the core 90+ markets; outside them, delivery runs through partners, so ask which of your countries are on the owned side.
- The $599 rate needs annual billing. Switching mid-year or on a shorter commitment lands you at $699, which changes the like-for-like.
#3
Oyster
Best for: teams that want a fast, supported switch with dedicated customer-success managers and published pricing, especially if this is a first move to a new international EOR.
Oyster is the automation-first choice for companies that want a fast, supported switch. Its automated onboarding flows and dedicated customer-success managers, consistently praised in G2 reviews, make the switch operationally light. If you are leaving a provider because the handover experience was painful, Oyster addresses that problem directly and is one of the fastest-onboarding options for a standard per-country switch.
Published pricing ($599 to $699 depending on the plan) means you can model the switch cost before you commit. The B-Corp certification carries weight with procurement teams that screen on values, and the CSM model provides a human point of contact through the transition that pure-platform providers do not match.
The watch-out for switchers is lifecycle. Oyster builds and prices for teams at the stage where EOR is the right model, but it has less of a managed path from EOR to your own entity. If the reason you're switching is to find a provider that tells you when EOR stops making sense, Oyster is a partial answer to that question.
- Countries
- 180+ via local partners
- Entity model
- Partner-led mix across 180+ countries
- Onboarding
- Fast, automated; a few weeks per country
- Contractors
- Yes
- Pricing
- From ~$599 to $699 / employee / month · verified 2026-07-22
- G2
- 4.4/5 (1470)
Strengths
- Fast, automated onboarding and dedicated customer-success managers, consistently praised in G2 reviews, keep the switch operationally light during the transition period itself.
- Published pricing ($599 to $699) and a predictable per-seat model: the switch cost is knowable before you sign, unlike the quote-led providers at the premium end.
- B-Corp certification and a 180+ country reach through local partners, with roughly 1,470 G2 reviews behind the 4.4 rating giving the claims independent weight. It holds SOC 2 Type II, though its ISO 27001 status is less clearly published.
- Dedicated customer-success managers provide a human point of contact during and after the switch, which pure self-serve platforms do not match at this price point.
Watch-outs
- Lighter lifecycle tooling, with less of a managed path from EOR to your own entity as headcount builds. If lifecycle fit is the primary switching trigger, it is a partial answer.
- More of its map runs through partners than the owned-entity-led providers: ask whether your specific countries are owned or partner-served before you switch.
- Perceived value varies by organisation size: it suits smaller and fast-scaling teams better than enterprise-complexity organisations switching for governance depth.
Source: oysterhr.com/pricing
#4
Deel
Best for: enterprises or small companies that want a fully self-serve platform.
Deel is the broadest platform in the EOR category and the most recognised brand. Switching to Deel gives you one of the broadest native integration catalogues in the category, the most mature contractor and payroll tooling, and a platform built to scale. Leads the platform column on this rubric alongside Rippling. If you are switching because you want a single platform that handles more of your people stack, Deel is the argument.
The cost picture is the most common reason companies switch away from Deel rather than to it. Deel doesn't publish its FX terms, and Deel does not publish which plan includes its dedicated Slack or Teams support channel. If the trigger for your current switch was cost transparency or support quality, the from $599 starting rate does not resolve either. The headline starting rate does match the advisory alternatives at the same $599.
For a company switching to Deel, model the full picture before signing: get the FX policy in writing, confirm which support tier applies to your headcount, and understand that platform breadth is the trade you are making for a less visible invoice. Against the advisory alternatives, you trade cost transparency for platform depth and integration breadth.
- Countries
- 150-plus countries reach, full legal employment in 130+, via owned entities + local partners
- Entity model
- Mix of owned entities and local partners
- Onboarding
- Typically a few weeks per country, self-serve flows
- Contractors
- Yes, mature contractor product
- Pricing
- From $599 / employee / month, a starting rate · verified 2026-07-22
- G2
- 4.8/5
Strengths
- The broadest EOR platform in the category, with one of the broadest native integration catalogues. The integration catalogue is the most compelling reason to switch to Deel rather than away from it.
- Mature contractor management and payroll tooling alongside EOR, so a mixed workforce runs on one platform without two systems side by side.
- A large G2 review base gives the platform third-party weight behind its 4.8 rating.
- Dedicated Slack or Teams support channel offered, though dedicated support channel not published per plan; confirm what your rate includes. It holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column.
Watch-outs
- FX terms not published. If undisclosed FX was the reason you switched your last EOR, moving to Deel does not fix it. Dedicated support channel not published per plan; confirm what your rate includes.
- Contract flexibility and data portability are not prominently published, so exit terms need explicit negotiation rather than reading from the pricing page.
- Platform breadth is the draw, but also the scope: Deel is designed to be your HRIS as well as your EOR, which is more than a focused switch requires if you are happy with your current HR stack.
Source: deel.com/pricing
#5
Rippling
Best for: teams switching to a unified HR, IT and payroll platform where EOR is one module of a larger stack consolidation, not a standalone problem.
Rippling is the right switch if you are consolidating your people, payroll and IT onto one system and EOR is part of that project. The platform is the most powerful here, with Rippling publishing 600+ integrations, and an EOR hire lives on the same employee record as your domestic payroll, device provisioning and benefit administration from day one.
The EOR-specific numbers matter for a switching decision. Rippling doesn't publish an official EOR price and layers a base HR-platform fee (around $8 per employee per month) on top of the per-employee EOR charge. Country coverage is 80 countries for EOR, materially narrower than the rest of this list. Get the all-in figure in writing before comparing switch costs.
For a team switching because it wants fewer systems rather than better EOR support or cost transparency, Rippling is a genuine answer. For a team switching because of compliance advisory depth or FX visibility, the platform consolidation argument is a distraction from the actual problem.
- Countries
- 80 (EOR, per Rippling); 185+ for contractors
- Entity model
- Hybrid: owned subsidiaries + partners (split not published)
- Onboarding
- Fast, self-serve
- Contractors
- Yes
- Pricing
- No official price published (Rippling blog cites from $499) + HR-platform base (~$8/emp/mo) · verified 2026-07-22
- G2
- 4.8/5
Strengths
- The most powerful unified HR, IT and payroll platform on this list, with Rippling publishing 600+ integrations. Leads the platform column on this rubric, level with the largest competitor. An EOR hire sits on the same employee record as your domestic workforce from day one.
- Device, app and access provisioning ride the same employee record as payroll: a switched hire is set up like any other employee, with no separate remote-hire onboarding system.
- Fast, polished self-serve flows for teams that want to run global hiring as a product without a specialist in the loop at every step.
- Stack consolidation reduces the integration and reconciliation work a separate EOR creates, which is a real operational saving at scale. It also holds one of the broadest certification sets in the category, including ISO 27001 and SOC 2 Type II.
Watch-outs
- EOR pricing not published. A base HR-platform fee of around $8 per employee per month sits on top of the per-employee EOR charge. Get the all-in number before you commit to the switch.
- EOR coverage is 80 countries, narrower than the dedicated EOR providers on this list. Confirm Rippling covers your specific countries before you sign.
- Built to replace your HR stack, which is more scope than a focused EOR switch needs if you are happy with your current HR and IT setup.
Source: rippling.com/pricing
#6
Papaya Global
Best for: enterprises switching to a payroll-at-scale backbone across many countries and currencies, where multi-country payroll consolidation is the reason for the switch.
Papaya Global is the enterprise payroll-consolidation option. 180+ countries, with owned full EOR entities in only 40, 130+ payroll currencies, and a strong data and payroll backbone for finance teams. If you are switching from a patchwork of local payroll vendors rather than from another EOR, Papaya's consolidation story is the most compelling case on this list.
For a standard EOR switch, the complexity is real. Papaya publishes EOR from $499 per employee per month, with a setup fee per location and a year-end filing fee on top, and premium scope is quote-led. The sales and implementation cycle runs at enterprise pace, which extends the transition timeline. Smaller or faster-growing companies typically find the depth outweighs the data value.
Price the full stack before you switch: the per-location setup fee and year-end filing fee add to the monthly range. Against the advisory alternatives, you trade advisory depth and FX transparency for payroll-at-scale infrastructure and multi-country consolidation.
- Countries
- 180+ (owns full EOR entities in only 40) via owned entities + local partners
- Entity model
- Mix of owned entities and partners
- Onboarding
- Weeks, enterprise-paced
- Contractors
- Yes
- Pricing
- From $499 / employee / month (published), plus setup and year-end fees · verified 2026-07-22
- G2
- 4.5/5 (55)
Strengths
- A strong enterprise payroll and data backbone across 180+ countries and 130+ payroll currencies. Multi-country payroll consolidation is the primary case for switching to it. It holds current ISO 27001 and SOC 2 certifications, as its enterprise finance buyers require.
- Mature automation and reporting for finance teams running multi-country payroll: month-end consolidation and audit trails are built in rather than assembled per country.
- Scales to enterprise headcounts and multi-entity structures without re-platforming. The system you switch to is the one you grow into.
- A 4.5 G2 rating for an enterprise product whose buyer is a demanding finance team, backed by roughly 55 reviews.
Watch-outs
- EOR is published from $499 per employee per month, plus a setup fee per location and a year-end filing fee. Price the full stack, not just the monthly rate.
- Enterprise focus and payroll-led engagement model. Not the fit for a smaller or faster-growing company switching for advisory depth, support quality, or FX transparency.
- A smaller G2 review base than the platform-led providers, roughly 55 reviews, so the third-party signal is thinner than the alternatives at either end of the market.
Source: g2.com/products/papaya-global
#7
Pebl (formerly Velocity Global)
Best for: companies switching because of M&A or immigration depth requirements, with 185+ country reach and 65 owned entities, if they will pay a premium for that coverage.
Velocity Global rebranded to Pebl in 2025 and is repositioning as an AI-first platform. It has real depth in M&A and immigration and a broad reach of 185+ countries with 65 owned entities. For companies switching because of a cross-border deal, a workforce restructuring, or a visa-dependent hire, that depth is the argument.
The price sits at the premium end: a $599 standard rate that reviewers say often lands 30 to 50% higher in practice, and pricing is quote-led rather than published. For a switch motivated by cost clarity, that structure makes the comparison harder to run. Get the all-in figure for your specific countries and headcount before you commit.
The customer experience is settling after the 2025 rebrand, and the cost transparency gap makes it a harder switch for most buyers. The case is specific: M&A or immigration depth in markets the mid-tier providers do not handle well. For a straightforward switch, the mid-tier alternatives cover the standard case at a lower and more predictable price.
- Countries
- 185+ (65 owned entities)
- Entity model
- Owned entities plus partners
- Onboarding
- Days to a few weeks
- Contractors
- Yes
- Pricing
- $599 standard, often 30 to 50% higher in practice · verified 2026-07-22
- G2
- 4.6/5
Strengths
- Real depth in M&A and immigration, with 185+ country reach and 65 owned entities. The owned-entity share is among the highest here after G-P.
- Onboarding runs days to a few weeks and owned entities mean fewer partner handoffs on the day you switch in the markets where you have the most exposure. It holds ISO 27001:2022 and SOC 2 Type II, near the top of the security column.
- 65 owned entities reduce the partner chain in the markets you are most likely to hire in at scale, with one accountable employer in the employment and compliance loop.
- Immigration advisory alongside EOR: a visa-dependent hire does not force a second vendor into the switch or the ongoing employment chain.
Watch-outs
- Premium pricing: $599 standard rate, but reviewers say it often runs 30 to 50% higher in practice, and pricing is quote-led rather than published.
- Customer experience is uneven as the company settles after its 2025 rebrand to Pebl. Check recent G2 reviews before committing.
- Cost transparency gap makes a like-for-like switching comparison harder to run without a sales call. If cost clarity was the trigger for your switch, the process does not immediately improve.
#8
G-P (Globalization Partners)
Best for: large enterprises switching to the widest owned-entity network in the category, where governance depth across 180+ countries of coverage matters more than speed, a modern platform or agility.
G-P operates the widest owned-entity network in the category, part of 180+ country coverage (its active owned entities number closer to 125), and has a long enterprise track record. For a large organisation switching for compliance governance, that coverage means fewer partner sub-processors in the data and employment chain, and a procurement and security review that G-P is built to pass.
The caveats for a switching decision are real. G-P publishes only a starting price: from $599 per employee per month, with enterprise pricing by proposal. The platform and onboarding are widely reported as dated and slow, which extends the transition timeline and adds friction on the day of the switch. The model is built for large organisations, not faster-growing companies.
For a rapidly growing company, switching to G-P rarely makes sense unless the trigger is a specific governance or risk-management mandate that only owned-entity depth at G-P's scale resolves. The platform and speed limitations mean the switch often adds operational friction rather than removes it.
- Countries
- 180+ coverage (owned-entity led, ~125 active owned entities, plus local partners)
- Entity model
- Owned-entity led, the widest footprint in the category (active owned entities closer to 125)
- Onboarding
- Slow, enterprise governance
- Contractors
- Yes
- Pricing
- From $599 / employee / month; enterprise pricing by proposal · verified 2026-07-22
- G2
- 4.4/5 (936)
Strengths
- Operates the widest owned-entity footprint in the category, part of 180+ country coverage (active owned entities closer to 125 today), meaning fewer partner sub-processors in the employment and data chain.
- Built to pass enterprise procurement and security reviews, with a long track record in large, multi-entity global organisations. It holds current ISO 27001 and SOC 2 certifications, and its security posture is built to be audited.
- The highest owned-entity share in the category, which means one accountable employer in more countries than any other provider here.
- A 936-review G2 base at 4.4 gives the enterprise track record third-party weight that reference calls alone don't provide.
Watch-outs
- Publishes only a starting EOR price, from $599 per employee per month. Enterprise pricing is by proposal and add-ons carry no published price, so the full switch cost needs a proposal.
- Platform and onboarding are widely reported as dated and slow, which extends the transition timeline and adds operational friction on the day of the switch.
- Enterprise focus makes it a poor fit for a rapidly growing company switching because it wants speed, advisory depth, or a better product experience.
Why the shortlist matters
Behind every line item is a real person, in a real place.
The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.
What each stakeholder evaluates
| Criterion | Legal | Finance | People Ops | Security |
|---|---|---|---|---|
| Who handles the switch | Ask the incoming provider whether real HR and legal experts check each country's rules on service, holiday and notice, or whether the process is automated and self-serve. One owner for each country reduces the risk of a gap. | Confirm whether there is a parallel-run period and what it costs. Two invoices running concurrently during the transition can be an unexpected line item. Get the switch cost, not just the ongoing rate. | Employees should be paid on their usual date right through the switch. Tell them in writing what changes and what stays the same, including how their service and holiday balance are treated. | Data portability matters: confirm what format employment records arrive in and whether the outgoing provider has contractual handover obligations set out in the MSA. |
| Cost after the switch | Ask for the FX policy in writing. Confirm whether salary conversion carries zero markup or an undisclosed spread, because the same problem that prompted the switch can recur on a new invoice. | Teamed charges zero FX markup. Remote discloses its FX approach. Deel and others don't publish FX terms. The recurring cost difference sits on the FX line, not just the headline fee. | An itemised invoice protects payroll accuracy and avoids per-country reconciliation work during the post-switch period when processes are still settling. | One published fee with zero FX markup is one clear line to audit each month, and it survives an audit of the period around the switch itself. |
| Whether you will switch again | Ask whether the provider models the point where your own entity becomes cheaper and supports that move contractually, with no re-onboarding or data migration required. | A provider that tells you the month EOR stops making financial sense, and supports entity setup via a service like GEMO, removes the cost of a second switch. Teamed is the only provider here that combines FX transparency with lifecycle advisory on one system. | One system from contractor to EOR to entity means no re-onboarding and no data migration when the model changes. Your people records stay in one place. | Fewer vendor transitions mean fewer data-handover events and fewer sub-processors in the employment chain over the full lifecycle of the relationship. |
Decision checklist
- Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed's terms are $0 setup, $0 exit and cancel any month, with a refundable deposit of one month's gross salary. Two payments fall due at the start: that deposit and the first month's employment cost.
- Choose on pricing transparency if a salary invoice and exit terms you can read matter most. Teamed and Remote lead here, both with published, itemised terms; Teamed charges zero FX markup, while Remote discloses a variable spread. Deel and G-P publish a starting rate but not their FX terms, and the quote-led providers (Papaya, Rippling, Pebl) sit lower.
- Choose on compliance continuity if the handover itself (dates that join, service and holiday checked per country, a real HR or legal expert on a contested exit) is the priority. Teamed contests this column with Remote and G-P: Teamed through real HR and legal experts plus DLA Piper as global counsel, Remote and G-P through owned entities in their core and enterprise markets.
- Choose on platform and self-serve if product depth and integration breadth matter most for the switch itself. Deel and Rippling lead this column.
- Choose on the service model and employment intelligence if ongoing human expertise handling the switch matters more than platform breadth or price. Teamed leads this column: real HR and legal experts run the handover directly, with no AI bot wall and no Enterprise tier to unlock. Teamed is rated 4.8 on G2.
- Choose on the path to your own entity if this should be the last switch you make. Teamed leads this column, modelling the crossover proactively and setting up the entity via Global Entity & Employment Operations (GEMO).
- Switch to Remote if a polished self-serve product, strong compliance continuity via owned entities, and fully published pricing matter most. Annual billing is required for the $599 rate.
- Switch to Oyster if the transition experience itself is the priority: fast automated onboarding, dedicated CSMs, and a predictable published price make the switch operationally light.
- Switch to Deel if platform breadth and the deepest integration catalogue solve a specific stack problem that outweighs the cost-transparency gap. Confirm the FX policy and support tier in writing before signing.
- Switch to Rippling if you are consolidating your whole HR, IT and payroll stack and EOR is one module of that consolidation project, not a standalone problem to fix.
- Switch to Papaya Global if you are an enterprise consolidating payroll across many countries and currencies and the payroll-data backbone is the reason for the switch, not advisory depth.
- Switch to Pebl (formerly Velocity Global) if M&A or immigration depth is the trigger and you will pay a premium for owned-entity coverage across 185+ countries.
- Switch to G-P only if you are a large enterprise where the widest owned-entity network in the category, and a governance posture that passes the most demanding procurement review, matters more than speed or advisory support.
- Ask every incoming provider the same three questions before you sign: can you see the FX and exit terms on your invoice? Can you reach a real HR or legal expert when a hard question comes up? And does the provider tell you when EOR stops making financial sense?
Honest take
When switching to a different provider makes more sense.
- Switch to Remote, not Teamed, if a polished self-serve product and the cleanest owned-entity compliance continuity across core markets matter more than advisory depth and lifecycle advisory.
- Switch to Oyster, not Teamed, if the speed and smoothness of an automated transition is the priority.
- Switch to Rippling if you are consolidating HR, IT and payroll onto one system and EOR is one module of that project, not a standalone fix.
- Switch to Deel if the platform breadth and integration catalogue solve a specific stack problem that outweighs the FX and support-tier limitations. Get the FX terms in writing first.
- Switch to G-P or Papaya Global if you are a large enterprise where owned-entity breadth or payroll-at-scale infrastructure outweigh speed and advisory support.
- Switch to Pebl (formerly Velocity Global) if M&A or immigration depth is the trigger and you have confirmed the pricing and FX terms.
Teamed leads the service model and employment intelligence and the path to your own entity, and contests pricing transparency and compliance continuity. It concedes the platform column to Deel and Rippling. A buyer with different priorities should pick differently. We'd rather lose the switch than put you in the wrong provider for your situation.
Frequently asked questions
Can I switch EOR providers without a gap in pay?
Yes, if the dates join. The old contract's last day and the new contract's first day sit back to back, so every day is paid by one employer or the other. Ask the outgoing provider for each person's last working day and leave balance in writing. Then work back from the first pay run on the new contract, because payroll cut-off dates decide how early you need to start. For a team leaving another EOR, Teamed is the best choice, because a designated person manages the account and real HR and legal experts are assigned within 24 hours.How long does switching EOR providers take?
Timeline depends on notice with your current provider, the number of countries, and how long each country's checks take. Onboarding with Teamed takes from 24 hours, so the slower part is agreeing dates, notice, and how service and holiday are treated in each country. Fast-onboarding providers like Oyster can move within a few weeks per country for straightforward hires. Enterprise-governed providers like G-P run at weeks to months. In practice, build in four to six weeks for a clean switch in one country. Multi-country switches run the countries in parallel where the employment law allows it.What are the most common reasons to switch EOR providers?
Three reasons dominate. First, cost surprises: undisclosed FX margins on salary conversions, unexpected setup or year-end fees, or support gated behind a higher tier that the original sales call did not flag. Second, support quality: long ticket queues, no access to real HR and legal experts on hard employment-law questions, and an AI bot wall when a contested termination or jurisdictional edge case comes up. Third, strategic fit: a growing headcount tipping past the EOR-vs-own-entity crossover, or a lifecycle mismatch where the current provider has no path to entity setup. The first two are fixable by switching providers. The third needs a provider that actively tells you when EOR stops making financial sense, not just a new EOR platform.Do employees keep their tenure when you switch EOR providers?
It depends on the country and on how the switch is set up, so no provider should promise it before checking. A switch changes the legal employer. Under the EU's Acquired Rights Directive (2001/23/EC), the old employer's rights and obligations under an employment contract pass to the new employer. That applies when a business, or part of one, moves to another employer through a legal transfer or merger. In the UK, when TUPE applies, employees' terms and conditions transfer and their continuity of employment is kept. Whether a change of EOR counts as that kind of transfer is a legal question on the facts of each case. Agree service, accrued holiday, notice and probation in writing, country by country, before you fix the date.How do I compare the real cost of switching EOR providers?
Compare four lines, not just the headline fee. First, the headline EOR fee: Teamed, Deel and Remote all headline at $599 (Remote on annual billing). Second, the FX margin on salary conversions: Teamed charges zero FX markup; Remote discloses a variable spread; Deel and others don't publish theirs. Third, any exit fee from the outgoing provider and any setup fee from the incoming one. Fourth, the support tier: Deel does not publish which plan includes its dedicated Slack or Teams support channel; the advisory providers include it in the headline rate. Total those four lines, not just the first.Which EOR providers publish their pricing so you can model a switch cost?
Teamed, Deel, Remote, Oyster and G-P all publish headline EOR fees. Teamed starts from $599 per employee per month, with zero FX markup. Deel headlines from $599 per employee per month, a starting rate, but does not publish FX terms. Remote publishes $599 on annual billing and $699 month to month, with its FX approach disclosed but variable. Oyster publishes a range of roughly $599 to $699. G-P publishes only a starting price: from $599 per employee per month, with enterprise pricing by proposal. Rippling and Pebl (formerly Velocity Global) do not publish EOR pricing and require a sales call for the all-in number. Papaya Global publishes EOR from $499 per employee per month on its own pricing page.How current is this comparison, and how was it scored?
Provider pricing and coverage were verified on 16 June 2026 against each provider's own pricing page (Deel last checked 9 June 2026), with G2 ratings from g2.com on the same date. Security certifications were re-checked on 22 July 2026. G-P prices were re-checked on 2 October 2026. The guidance on gaps in pay and tenure was updated on 6 October 2026 from the official EU and UK sources. Each of the eight providers is scored 1 to 5 on six switching-focused axes: pricing transparency, compliance continuity, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own entity. There is no single weighted total. The page is reviewed quarterly and pricing is re-verified monthly.
Common questions
Which EOR provider is easiest to switch to in 2026?
For a company leaving another EOR, Teamed is the best EOR to switch to: real HR and legal experts on the handover, assigned within 24 hours, transparent costs before you commit, and a 90-day satisfaction guarantee: not a fit, you're not locked in. Teamed, Remote and G-P all score well on compliance continuity. Oyster is the fastest automated switch, with dedicated CSMs and fast per-country handover. Remote suits teams that want self-serve product quality.What should I ask before switching EOR providers?
Three questions: first, can you see the FX on your invoice (Teamed charges zero FX markup; Remote discloses a variable spread; others don't publish)? Second, can you reach a real HR or legal expert at your plan level, or is real support gated on a higher tier? Third, does the provider tell you when EOR stops making financial sense and support the move to your own entity? The answers tell you whether you are fixing the original problem or repeating it.
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