Is hiring through an Employer of Record legal?

Yes. The Employer of Record is an established employment model: your hire gets a fully compliant local employment contract, local payroll, tax withholding and the statutory benefits of their country. Teamed is the legal employer and carries the employment liability. You direct the day-to-day work, exactly as you would with anyone else on your team.

What's the difference between an employer of record and a staffing agency?

You choose the person, you manage their work, and they work only for you. A staffing agency supplies you with someone. An employer of record employs the person you already chose.

Will hiring this way create a taxable presence for us?

Keeping the employment in-country while your company stays where it is, is exactly what the EOR model is designed for. No provider can promise a tax outcome, because a taxable presence depends on what your team actually does in-country. Where a role is close to the line, a director signing contracts locally for example, our specialists flag it before you hire rather than after.

What currency is this all in?

They're paid in their own local currency, and you're invoiced in yours. The rate used is the real market rate on the day, and it's printed on your invoice so you can check it every time.

What benefits does my employee actually get, health, dental, vision, things like that?

It splits into two layers. Statutory benefits are whatever that country's law requires, and they vary a lot: some countries mandate public health cover and a pension contribution, others add things like meal vouchers or a 13th-month payment. Teamed enrols and pays these automatically, and they show up line-by-line on your invoice. Extras like private health, dental, vision or pet insurance are not automatic anywhere. They're supplementary benefits: you choose whether to add them, per role or per country, and Teamed administers whichever ones you pick alongside the statutory layer. The honest answer is that nobody, including us, includes dental or pet cover as standard. If a competitor implies otherwise, ask them which country's statutory scheme requires it.

How is intellectual property handled?

Every employment contract assigns IP and inventions to you, drafted to local enforceability standards. Jurisdictions with assignment-restriction rules (Germany ArbnErfG, California Labor Code 2870, China service-invention rules) get bespoke clause language and, where required, separate IP assignment deeds. A real HR or legal expert reviews the IP terms with your General Counsel before the first hire.

What can you send me to take to my board?

A costed breakdown for the country and the salary you name: their salary, the employer taxes and statutory benefits that country charges, and our fee, each on its own line. It is the same breakdown as the worked example above, run for your role instead of ours.

What if it doesn't work out?

Probation, notice and any severance are set by their country's law, and those numbers are in front of you before you commit to the hire. If you do part ways, our local employment-law specialists handle the exit compliantly.

Employer of record

You manage them.We employ them.

An employer of record signs the local contract, runs payroll, and carries the risk.

What that means for you:

$599 flat, per person, per month.
Employed in 24 hours. Legal, and common.
No entity needed. Open one later, or not.

4.8 out of 5 on G2

187+ countries

Who employs them

Employing someone and managing them are two different jobs.

That is how an EOR works. Here is where the line falls.

What stays yours

The salary, the work, the targets, the reviews, and who you hire. Every decision about the job is still yours to make.

What becomes ours

We sign the local contract, run payroll in local currency, withhold tax, deliver statutory benefits, and carry the compliance liability. You direct the work and the outcome.

What changes for them

They stay on your team, in your meetings, doing your work. The legal weight just sits with us.

How it works

What actually happens, and how long it takes.

You name the role, the salary and the start date
That is the whole ask up front. Their ID and right-to-work documents are collected from them directly, not from you.
A local employment contract is drawn up
In their country, in their language where that is required, on the terms their law sets for notice, probation, leave and statutory benefits.
They sign, and the employment begins
Twenty-four hours from signed offer to compliant hire in most markets, and the clock does not start until the employee has signed. Complex markets can take longer because of in-country registration and background checks, so you get the lead time for your country before you commit. The window does not cover signing your own agreement with us, or the payroll date itself.
Payroll runs, and you get one invoice
They are paid in their own currency, on their own country’s cycle, with tax and statutory contributions withheld and filed. You get one invoice, itemised, in your currency.

Ask about your country

Pricing

Three products. One platform.

Pick the engagement model that matches your hire. Contractor management for freelancers. EOR for full employment. Entity Management and Setup when you're ready for your own entities.

Contractor Management

For freelancers & B2B engagements

FROM

$49/ contractor / month

Compliant agreements and multi-currency payments across 187+ jurisdictions.

Localised contracts in 187+ countries
Multi-currency payments
Single point of contact

Get your quote

Most chosen

Employer of Record

Full employment, end-to-end

FIXED RATE · ZERO FX

$599/ employee / month

$599 USD · £479 GBP · €560 EUR. Flat in your chosen currency: no FX line on the invoice, no spread in any currency pairing. The conversion rate used is still shown against the mid-market reference. Market average competitor FX margin: 1.5–3%, hidden in the rate. Before your first payroll you fund two things: a refundable deposit equal to one month of salary, and the first month's employment cost (see the FAQs below for exactly what each one is).

Local employment, payroll, benefits and compliance across 187+ countries, with a real specialist on every account.

Local employment contract
Payroll & tax withholding
Statutory benefits admin
IP protection & assignment
Line-by-line invoices
Country specialist on your account

Start with EOR

Global Entity & Employment Operations

GEMO: entity setup + ongoing employment operations

CUSTOM

Quote/ entity / project

Set up your own entities and run employment ops yourself, across 100+ countries. We handle setup, migration and governance.

Entity setup across 100+ countries
EOR-to-entity migration support
Local-counsel network
Ongoing governance & compliance
Strategic crossover advisory

Get your quote

Ask us about your country.

Leave your name, work email and the country. Someone who has hired there comes back with the cost, the steps and the lead time, and says so if an employer of record is the wrong route for you.

You'll hear from Harry or Mollie. A real person, within 15 minutes, 24/5.

First name

Work email

Where are you looking to hire?

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Straight from the inbox

Notes from people who picked us.

The three routes

When would you not use an EOR?

An employer of record is the middle one. It is the right answer often, and not always, so here is the whole map.

Self-employed
Contractor
They invoice you. Fast to start, with misclassification cover available if you want it.
Fits when: the work is genuinely independent, on their own terms, usually for more than one client.
Soonest they can start
Days
once terms are agreed
Employed by us
Employer of record
We are the legal employer in their country. Local contract, local payroll, the employment liability ours.
Fits when: you want an employee, not a contractor, and you have no company in their country.
Soonest they can start
24 hours
from signed offer, in most markets
Employed by you
Your own entity
Your company there, your payroll. We set it up and can keep running it for you.
Fits when: you have enough people in one country that your own company is cheaper. That depends on the country and the salaries, so we model yours.
Soonest they can start
Months
incorporation and registration

We support all three, and move you between them with no re-onboarding: your contracts, benefits and tenure carry over. There is a point where your own company becomes cheaper than us. It depends on the country and the salary, so we model it for yours. When your own company wins, we say so and help you set it up.

A worked example

What an employee actually costs, line by line.

Employing someone costs three things: their salary, their country's employer taxes, and our fee. Here they all are, for Spain, because the arithmetic needs a country. No hidden costs. You pay the real exchange rate.

Figures for a hire in Spain, shown in dollars.

Total employment cost, a year

Illustrative

$59,452

Their salaryyou set it: $44,859€40,000 in Spain
Employer taxesSpain sets it: $14,59332.5% on top

You'd pay this whoever employed them.

Our fee

$599 /month, flat

We set this one, and it doesn't move with the salary. It's the only number on this card that isn't an estimate.

The 6 statutory lines behind that $14,593(tap to see)

Gross salary: $44,859
Common Contingencies [23.6%, capped]: $10,587
Unemployment, [5.5%, capped]: $2,467
Salary Guarantee Fund [0.20%, capped]: $90
Professional Training [0.6%, capped]: $269
Accident / Illness (Professional Contingencies) [2.05%, capped]: $920
Intergenerational Equity [0.58%, capped]: $260

Employer contributions$14,593

↳ 32.5% on top of the gross salary

Illustrative example. All numbers provided are for simulation purpose only and would slightly differ based on job type, working location, personal and family situation, etc…

Our guarantee

You carry the hire. We carry the risk.

No company needed in their country.
Their contract, payroll, taxes and benefits handled in-country.
No setup fee, and you can cancel any month.
Open your own company later, and your people move with you.

Harry, sales specialist at Teamed — Harry · Sales

Mollie, sales specialist at Teamed — Mollie · Sales

Harry and Mollie. Every enquiry from this page lands with one of them, not a queue.

Name the country. We've hired there.

no local company required ↗

Ask about your country

The checklist

Six questions worth asking any employer of record.

Including us. Take them to whoever you end up speaking to, and ask for the answers in writing.

The question	Teamed	Any provider you are comparing
Will you put the exchange rate in writing?	Yes. The rate used is the real market rate on the day, and it's printed on your invoice so you can check it every time.	Ask them. Get the answer in writing.
What is the fee, and is it the same in every country?	$599 flat, per person, per month, the same figure in every country. A refundable deposit equal to one month of salary is required to start an EOR engagement. This is standard for the EOR model rather than a Teamed-specific surcharge. No setup fee, and you can cancel any month.	Ask them. Get the answer in writing.
Who wrote the local contract, and who reviews the law?	Specialist local employment-law partners draft to the law of the country the person works in, with DLA Piper as our global counsel.	Ask them. Get the answer in writing.
How long from signed offer to employed?	24 hours from signed offer to compliant hire. A few markets need extra in-country registration steps, so we give you the lead time for your country before you commit to anything.	Ask them. Get the answer in writing.
What does it cost to leave?	You can cancel any month, and there is no exit fee for you.	Ask them. Get the answer in writing.
Who actually handles it after we sign?	One specialist team per client. Real HR and legal experts handle the hard moments directly on every plan. There is no AI bot wall and no Enterprise tier to unlock access.	Ask them. Get the answer in writing.

Will you put the exchange rate in writing?

Teamed

Yes. The rate used is the real market rate on the day, and it's printed on your invoice so you can check it every time.