Tool · Employer Cost Calculator
What does it actually cost to employ someone there?
Pick a country and a salary. Every employer-side statutory contribution and mandatory benefit, itemised across 94 countries. Real rates, sourced assumptions, no email gate.
Employer cost calculator — at a glance
Countries modelled
94
Live employer-side statutory rates, verified per country and refreshed quarterly.
Statutory range
11–42%
Ireland at the low end through France at the high end. The 30-point spread is where budgets get blown.
All-in multiplier
1.15–1.45×
Total cost of employment as a multiple of gross salary, across the 94 countries.
Field notes
Same role, four countries.
The gap between the cheapest and the most expensive market in scope is roughly 30 points of statutory burden, before benefits. Same gross, different bottom line.
Barcelona · Spain
≈30%
Seguridad Social employer share.
Dresden · Germany
~21%
Sozialversicherung + accident insurance.
Rome · Italy
≈30%
INPS + INAIL + 13th-month.
Paris · France
~42%
URSSAF. Highest in scope.
Tap a card to pre-fill the calculator with that country.
How much does it actually cost to employ someone in another country, beyond the salary?
Between about 11% (Ireland) and 42% (France) of gross salary in employer-side statutory contributions, plus mandatory benefits such as pension, health, and life and disability insurance, plus the voluntary benefits the local market expects. The all-in total cost of employment usually runs 1.15 to 1.45 times the gross salary. The calculator on this page itemises it for any of 94 countries at the exact salary you enter.
What is Total cost of employment (TCoE)?
The all-in annual cost to the employer of having a person on payroll. It is the sum of (1) gross salary, (2) employer-side statutory contributions such as social security, pension, unemployment, accident insurance, and training levies, (3) mandatory and customary benefits including health insurance, supplementary pension, life insurance, and statutory leave costs, and (4) employer-borne employment overheads such as payroll service, insurance, and ongoing compliance. Total cost of employment typically runs from 1.15 to 1.45 times gross salary, depending on the country.
The spread
Employer-side mandatory cost, 16 markets.
Verified 2026-05-06
Statutory contributions plus mandatory accruals (13th-month, holiday provisioning) where the jurisdiction requires them — sourced live from the calculator above at a mid-senior salary. Voluntary benefits sit on top. Scroll for the full list.
- Denmark~1.3%
- South Africa~5%
- Ireland~11.1%
- Japan~13.3%
- Singapore~14.7%
- United Kingdom~15.8%
- Netherlands~18.4%
- Germany~18.7%
- Australia~20.5%
- Poland~21%
- Spain~30.7%
- Belgium~31.2%
- Sweden~31.4%
- Italy~40.6%
- France~47%
- Brazil~85%
Sources · Skattestyrelsen · SARS + Department of Employment and Labour · Revenue Commissioners · Ministry of Health, Labour and Welfare · Ministry of Manpower · HMRC + The Pensions Regulator · Belastingdienst · Bundesministerium für Arbeit und Soziales · ATO + state revenue offices · Zakład Ubezpieczeń Społecznych · Seguridad Social · ONSS · Skatteverket · INPS · URSSAF · Receita Federal
Field note
“Budget the salary, and you’ve budgeted maybe two-thirds of the cost. The other third is where the surprise sits.”— Teamed jurisdiction operations
How is this calculated?
The calculator builds the total cost of employment from four layers. Every line is tied back to a published statutory rate or a market benchmark you can challenge.
1. Gross salary. The figure you enter, in local currency. The basis for everything below.
2. Employer-side statutory contributions. Social security, pension, unemployment, accident insurance, and training levies. Each country contributes its own list; rates are applied per salary band where the law sets bands.
3. Mandatory and customary benefits. Statutory benefits the employer must provide (e.g. holiday pay, 13th-month) plus customary benefits the local market expects (e.g. private health, supplementary pension). Modelled at market-standard levels; your real offer may differ.
4. Employer-borne overheads. Payroll service, ongoing compliance, and employer-side insurances that you carry regardless of how the person is engaged.
The total of the four is your Total cost of employment. The calculator reports it per month and per year, with each layer itemised, so you can challenge or replace any one of them with your own figure.
Hiring the same role across several countries?
The calculator gives you the per-country number. When you are comparing several markets for one role, or building the figure into a hiring business case, a Teamed specialist can pressure-test it against your actual benefits package and engagement model, and turn it into a board-ready comparison.
Talk to a SpecialistFrequently asked questions
What employer costs am I missing if I only budget the salary?
A lot. Typically 15% to 45% on top of gross salary, depending on the country. Three things add up. First, employer-side statutory contributions: social security, pension, unemployment, accident insurance, and training levies, which on their own run from about 11% in Ireland to about 42% in France. Second, mandatory and customary benefits: health cover, supplementary pension, life and disability insurance, set by what the local market expects, not only what the law requires. Third, employer-borne overheads: payroll service, ongoing compliance, 13th-month pay, holiday allowances, and vouchers. The calculator above itemises all of this for any country and salary; the all-in figure usually lands between 1.15 and 1.45 times the gross salary.How accurate is the calculator for my specific hire?
The calculator applies current employer-side statutory rates for the country and salary you enter, across 94 countries, so the contribution lines are precise to the salary band. What it cannot know is your benefits package: private health tiers, equity, supplementary pension, and car or transport allowances vary by employer and are set in your offer, not by statute. For a binding board-pack figure, or a side-by-side comparison across several markets for the same role, a Teamed specialist can pressure-test the calculator output against your actual benefits design and engagement model.How does the cost change if we use an EOR instead of our own entity?
The statutory and benefits costs are the same either way. Those are what the employer owes the state and the employee, regardless of how the person is engaged. What changes is the overhead layer. With an Employer of Record you pay a flat per-employee fee instead of standing up your own payroll, accountancy, and compliance function. Below roughly 6 to 15 employees in one country, EOR overhead is lower than running an entity; above that, your own entity usually wins. The exact point depends on the country and your headcount. Run the Crossover Calculator at /tools/crossover-calculator to see it for your situation.