EOR PRICING
Transparent EOR Pricing.
Built for Your Workforce.
What Does Global Employer of Record Actually Cost?
Global EOR pricing is not one-size-fits-all. The cost of an Employer of Record depends on the markets you hire in, the number of employees you deploy, the benefits structure required, and the compliance complexity of each jurisdiction.
Global Deployments provides custom-quoted EOR, PEO, and payroll pricing built around your specific workforce needs, across our core markets and global service network.
- Custom-quoted per market and headcount
- No local entity required on your side
- 48-hour onboarding across core markets
Trusted by 200+ companies across 5 continents
Custom Quotes
Tailored to your workforce
160+ Countries
One global provider
48hr Onboarding
Ready immediately
Global Workforce Solutions
Personalized and Transparent Pricing
From Global EOR to payroll, contractor management, and compliance, we provide flexible, custom-scoped solutions across 160+ markets.
Custom Quote
Employer of Record (Global EOR)
Complete Global EOR solution. Employment contracts drafted under local law, payroll, statutory contributions, tax compliance, and benefits administration. Available across our core markets and global service network.
- Legal employment entity
- Payroll processing
- Tax compliance
- Benefits administration
- HR support
Custom Quote
PEO Services (Global PEO)
Co-employment model for teams requiring enhanced HR services, dedicated account management, and strategic workforce support across multiple jurisdictions.
- Co-employment model
- Strategic HR support
- Risk management
- Enhanced benefits
- Dedicated account management
Tailored Pricing
Payroll Outsourcing (Global Payroll)
Multi-currency payroll management with full local compliance across all markets we serve. Managed by in-country payroll specialists.
- Multi-currency payroll
- Local compliance
- Tax calculations
- Reporting & analytics
- Data security
Custom Quote
Contractor of Record
Compliantly engage and manage contractors across 160+ countries. Global Deployments acts as the formal agent of record, absorbing misclassification liability and handling contractor onboarding, agreements, and payments end to end.
- Compliant contractor onboarding
- Misclassification risk management
- Localised contractor agreements
- Invoice and payment management
- Multi-country contractor coverage
Tailored Pricing
Contractor Payments
Streamline invoicing, multi-currency payouts, and expense management for your global contractor workforce. Everything managed centrally through one platform, with full compliance monitoring built in.
- Multi-currency contractor payouts
- Automated invoice management
- Expense reimbursement
- Compliance monitoring
- Real-time payment tracking
Custom Pricing
Global Mobility & Immigration
Visa, work permit, and residence permit support for international employees relocating to any of our core markets. Managed by in-country immigration specialists.
- Work permit applications
- Visa support
- Residence permits
- Relocation guidance
- In-country specialists
EOR Pricing Factors
What Affects Global EOR Pricing?
EOR pricing varies based on several factors. Understanding them helps you scope your investment accurately before requesting a quote.
Country of Operation
EOR pricing varies significantly by jurisdiction. Markets with higher statutory contribution rates, more complex compliance frameworks, or mandatory benefits requirements carry higher service costs.
Number of Employees
Most EOR providers price on a per-employee-per-month basis. Volume typically unlocks more favourable rates. Multi-country engagements for larger teams are priced accordingly.
Employment Contract Type
Indefinite and fixed-term contracts carry different compliance obligations and risk profiles in each jurisdiction. This is reflected in service scope and pricing.
Benefits Structure
Mandatory statutory benefits (pension, health insurance, gratuity) are always included. Optional enhanced benefits such as private health cover, supplementary pension, or housing allowances are scoped separately.
Immigration & Mobility Requirements
If employees require work permits, visas, or residence permits, we scope immigration support as an additional service. Complexity varies significantly by nationality and destination market.
Engagement Duration
Short-term deployments and long-term permanent hires carry different pricing profiles. Longer engagements typically allow for more favourable commercial terms.
Exceptional Value
More Than Pricing. Accountable, In-Country Expertise.
Beyond competitive pricing, we deliver legal certainty, in-country accountability, and the compliance expertise that comes from operating directly in the markets we serve.
Easy Onboarding
Compliantly onboard employees with contracts drafted under local law, in-country registration with statutory authorities, and full HR setup across our core markets, managed through our platform from day one.
Timely Payroll
Accurate, timely payroll processing in local currency across all markets. All statutory deductions managed by in-country teams with direct knowledge of local payroll law.
Legal Compliance
Full adherence to the specific employment laws of each jurisdiction: Workers' Rights Act (Mauritius), Code du Travail (Morocco), Employment Act 2007 (Kenya), Labour Relations Act (South Africa), and UAE Labour Law.
Benefits Administration
Statutory and supplementary benefits managed and administered in line with local legal requirements and competitive market benchmarks in each country.
Workforce Visibility
One platform, one dedicated account manager, and consolidated reporting across every market. Total visibility over your global workforce without the operational complexity.
Rapid Deployment
Our in-country teams are already active across our core markets. Your employees are onboarded and operational in as little as 48 hours, with no entity setup required on your side.
OUR EOR PLATFORM
Your Global Workforce.
Managed in One Place.
160+ Countries. One Platform. Total Workforce Visibility.
Hire, onboard, and pay employees across 160+ countries through a single platform. Global Deployments gives you full visibility over your international workforce, with in-country compliance handled locally and everything managed centrally through one provider.
- Full visibility over your entire global workforce, across every active market. Track headcount, payroll, and compliance status in one place.
- Local legal and HR specialists managing statutory obligations, payroll, and employment law in every jurisdiction you hire in. No gaps. No guesswork.
- One account manager. One platform. One consolidated invoice for your entire global operation, regardless of how many markets you are active in.
Full Compliance
Local labor law coverage
160+ Countries
Global service network
In-Country Teams
Local expertise in every market
Testimonials
Client Stories
Hear from the organizations we have helped scale. Discover how our streamlined solutions and local expertise empower businesses to scale confidently across borders.
“Global Deployments onboarded our team across Morocco and Kenya in under 72 hours. Their in-country entities gave us legal certainty we couldn’t get from any other EOR provider.”
SetPiece Technologies
“We compared six global EOR providers. Global Deployments was the only one that provided us a transparent list of their registered entities, partners and pricing breakdown. That was the decision.”
Osiris Payroll LLC
“The compliance expertise that Global Deployments brings has been critical to our rapid growth. They’ve helped us navigate complex regulations in 8 different countries.”
Ordell Finance
FAQ - Global Deployments & EOR PRICING
Everything You Need to Know: EOR Pricing
How is Global EOR pricing typically structured?
Most Global EOR providers structure pricing on a per-employee-per-month (PEPM) basis. The fee is scoped to the specific country of hire, the services required (payroll, compliance, benefits, immigration), and the number of employees deployed. Global Deployments provides fully custom quotes rather than published flat rates. This ensures pricing reflects the actual complexity and scope of your workforce needs.
What factors affect the cost of an Employer of Record service?
The main factors that affect EOR pricing are: the country or countries of operation (each jurisdiction has different statutory contribution rates and compliance requirements), the number of employees, the type and level of benefits required, whether immigration or mobility support is needed, and the duration of the engagement. Multi-country engagements typically offer more favourable rates than single-country arrangements.
Is EOR cheaper than setting up a legal entity abroad?
In most cases, yes, significantly. Establishing a legal entity in a foreign country typically requires $50,000 or more in upfront legal, registration, and advisory costs, plus 6 to 12 months of setup time. An EOR eliminates both. You engage a provider directly, with no incorporation costs, no local legal hire required, and no ongoing compliance infrastructure burden on your internal team.
How does Global Deployments price multi-country EOR engagements?
Multi-country engagements are scoped as a unified package, with pricing built around the specific markets, headcount, and services required in each jurisdiction. Clients managing employees across multiple countries benefit from consolidated billing, a single account manager, and unified reporting across all active markets through our platform.
Does EOR pricing vary by country?
Yes. EOR pricing varies by country because statutory employer contributions, mandatory benefits, and compliance complexity differ significantly across jurisdictions. For example, employer social security contributions in Morocco (CNSS) run approximately 21.09% of gross salary, while Dubai has no employee income tax but mandates end-of-service gratuity payments. We scope each market individually.
What is included in Global Deployments' EOR pricing?
Global Deployments’ EOR pricing covers: employment contract drafting under local law, in-country employee registration with statutory authorities, payroll processing in local currency, tax withholding and filing, statutory contributions (social security, health insurance, pension as applicable), dedicated account management, and access to our workforce management platform. Immigration and enhanced benefits are scoped and priced separately.
How much does an Employer of Record service cost?
Employer of Record pricing typically falls between $299 and $999 per employee per month, depending on the country of operation, the scope of services included, and the size of the workforce being managed. Markets with higher statutory employer contributions — such as Morocco, where CNSS employer contributions run approximately 21.09% of gross salary — carry higher service fees than lower-contribution markets like Dubai, where no employee income tax applies. Pricing at the lower end of the range generally reflects simpler compliance environments and payroll-only scope. Full-service EOR including statutory benefits, employment contract management, HR support, and compliance monitoring sits at the mid-to-upper range of this scale. Global Deployments provides fully custom EOR quotes based on the specific markets, headcount, and services required by each client.
What is not included in standard EOR pricing?
Standard EOR pricing covers the core employment lifecycle: contract drafting, payroll processing, statutory tax withholding, social security and pension contributions, and basic HR administration. Items typically priced separately include: enhanced or supplementary benefits beyond statutory minimums (private health insurance, additional pension, housing allowances), immigration and work permit support, equity compensation administration and related tax reporting, outplacement services, employee termination costs where severance is governed by local statute, and any extraordinary legal advisory required for unusual employment situations. Global Deployments scopes all inclusions and exclusions transparently at the time of quoting so clients have a complete view of total workforce cost before engaging.
How do EOR vendors structure global employment pricing?
EOR vendors use one of three principal pricing structures. The most common is a flat per-employee-per-month (PEPM) fee that covers the service scope agreed at contract start, regardless of salary level. The second is a percentage-of-salary model, where the EOR charges a percentage of each employee’s gross or total employment cost — this model means the EOR fee scales with salary, which can make costs unpredictable as compensation changes. The third is a hybrid model combining a base PEPM fee with a statutory uplift charge that passes employer statutory contributions through to the client at cost, with the service fee applied separately. Flat PEPM is generally most transparent and cost-predictable. When evaluating EOR vendors, always establish which model applies and whether statutory contributions are included in the quoted fee or billed on top.
How to compare contract terms and pricing for EOR services
Comparing EOR contract terms and pricing requires evaluating five dimensions simultaneously. First, pricing model: establish whether the quoted rate is all-inclusive (service fee plus statutory contributions) or whether statutory employer costs are passed through separately on top. Second, scope of services: confirm exactly which functions are included — payroll, compliance, HR support, benefits administration, immigration — and which require additional scoping. Third, contract flexibility: assess minimum headcount commitments, notice periods for adding or removing employees, and exit or early termination clauses. Fourth, liability structure: understand where the compliance liability sits if a local statutory obligation is missed — the contract should clearly assign this to the provider. Fifth, currency of billing: multi-currency engagements should specify whether billing is in USD, EUR, or local currency, as this affects total cost visibility. Comparing these five dimensions across providers gives a materially more accurate cost picture than comparing headline PEPM rates alone.
Are there hidden costs in EOR pricing?
Yes, and the most common ones are: statutory employer contributions passed through at cost on top of the service fee (not always visible in a headline rate), one-time implementation or activation fees, per-payroll-run charges beyond an agreed monthly volume, currency conversion markups applied to payroll funding, immigration or work permit fees billed separately when needed, and termination or offboarding fees charged at the end of an engagement. Global Deployments builds pricing to eliminate ambiguity: all inclusions are scoped explicitly at quotation, statutory contributions are disclosed separately where applicable, and there are no entity setup costs or activation overhead charged to the client.
What is the difference between EOR pricing and PEO pricing?
EOR and PEO pricing are both structured on a per-employee-per-month basis, but PEO arrangements typically carry a higher service fee because they include a co-employment relationship with shared HR management, dedicated strategic HR support, and employer liability split between the provider and the client. An EOR is the sole legal employer and assumes full employment liability in each jurisdiction. A PEO is a co-employer and shares liability with the client, which increases the provider’s risk profile and administrative scope. For companies needing strategic HR partnership and shared workforce management rather than a complete legal employment handover, PEO is the appropriate model, but it comes at a higher PEPM than a standard EOR engagement.
What is the difference between EOR pricing and payroll outsourcing pricing?
EOR pricing covers full legal employment: the provider becomes the employer of record, assumes compliance liability, drafts employment contracts, and manages the entire statutory relationship with local authorities. Payroll outsourcing pricing covers only the processing, calculation, and filing of payroll — the client remains the legal employer and retains all employment liability. Payroll outsourcing is typically priced lower than EOR because the service scope is narrower and the provider does not assume employer liability. Companies with existing legal entities in each target market may be able to use payroll outsourcing alone. Companies without a local entity need an EOR, not just payroll, and should compare providers on the full EOR scope rather than payroll cost alone.
What is the difference between Contractor of Record pricing and EOR pricing?
Contractor of Record (COR) pricing is typically lower than EOR pricing because contractor engagements carry a different statutory profile from employment. An EOR covers full employment obligations including social security, pension, health insurance, mandatory notice periods, and statutory termination entitlements. A Contractor of Record manages localised contractor agreements, invoice processing, and payments, without triggering employment obligations. The COR fee reflects the administrative and compliance overhead of formalising a contractor relationship without creating employment. Companies engaging a mix of employees and contractors should price both services separately and understand which workers qualify for each arrangement under local law in each jurisdiction.
How does the number of employees affect EOR pricing?
EOR pricing is typically structured on a per-employee-per-month basis, which means total cost scales linearly with headcount. However, providers often apply volume-based rate reductions for larger teams. A single employee in a market will typically attract the standard PEPM rate. As headcount increases to 5, 10, or 20+ employees in a given market, the per-employee rate often decreases because the provider’s administrative overhead does not scale proportionally with employee count. Multi-country engagements covering significant total headcount across several markets are typically packaged with more favourable blended rates. Global Deployments custom-quotes all engagements and prices volume and multi-country arrangements accordingly.
Does EOR pricing change during the contract?
EOR pricing can change during a contract under three circumstances. First, statutory contribution rate changes: if local government adjusts employer social security, pension, or health insurance rates, those pass-through costs change regardless of the contracted service fee. Providers typically pass regulatory cost changes to clients with notice. Second, scope changes: adding new markets, additional employees, or enhanced benefits mid-contract may trigger repricing of the affected components. Third, contract renewal: fixed-term EOR contracts are typically repriced at renewal to reflect changes in local statutory costs, currency movements, and any adjustments to the provider’s service fee. A well-structured EOR contract specifies how each of these scenarios is handled, including the notice period the provider must give before implementing any fee increase.
What is the ROI of using an EOR versus building a local entity?
The return on investment of using an EOR versus establishing a local entity depends primarily on headcount volume, planned market tenure, and the statutory registration cost of each jurisdiction. Entity setup in a single market typically costs between $30,000 and $100,000+ in legal, registration, and advisory fees, with timelines of 6 to 12 months before the first employee can be legally employed. The EOR eliminates both costs. The break-even point — where ongoing EOR service fees exceed the amortised cost of local entity setup — typically occurs at 15 to 25 employees in a given market after 12 to 24 months of operation. Below that threshold, an EOR is almost always the more cost-effective model. Above it, a hybrid approach using the EOR for new or lower-headcount markets while operating owned entities in mature high-headcount markets is the most cost-efficient structure.
Is EOR pricing deductible as a business expense?
In most jurisdictions, EOR service fees paid to a provider for managing employment obligations are deductible as an ordinary business operating expense under applicable corporate tax rules. The fees are treated as a cost of services purchased — analogous to any other HR or professional services expenditure — rather than as a capital investment. Clients should confirm the deductibility treatment with their tax advisors in their home jurisdiction, as tax legislation differs and the characterisation of EOR fees can depend on how they are structured in the contract (consolidated employment cost vs separate service fee). Global Deployments does not provide tax advisory services, but our commercial team can provide all relevant invoicing and cost documentation required for client tax filings.
Are there minimum headcount requirements for an EOR engagement?
Most full-service EOR providers accept engagements for a single employee, though some set minimum monthly fees to ensure commercial viability at low headcount. A minimum monthly fee — for example, the equivalent of one to two PEPM units regardless of actual headcount — is common practice in the market. This protects the provider from engagements where the administrative cost of compliance management exceeds the revenue from a sub-minimum headcount. Global Deployments accepts single-employee engagements across our core markets. Engagements in markets covered through our global service network are scoped on a case-by-case basis and may have minimum commercial thresholds depending on the jurisdiction.
How does benefits scope affect EOR pricing?
Benefits scope is one of the most significant variables in EOR pricing. Every EOR engagement includes statutory minimums: the mandatory employer contributions prescribed by law in each jurisdiction. These are fixed costs determined by local legislation, not by the provider. Optional supplementary benefits — private health insurance, enhanced pension, group life cover, meal allowances, transport benefits — are scoped and priced separately. In markets where supplementary benefits are expected as part of competitive employment packages (particularly in markets like South Africa, Kenya, and Morocco where benefit benchmarking plays a role in talent acquisition), the cost of optional benefits can add materially to the total PEPM cost. Global Deployments provides clear separation between statutory and supplementary benefits at the quotation stage.
How does EOR pricing work for fixed-term versus indefinite employment contracts?
EOR service fees for fixed-term and indefinite contracts are often priced similarly on a PEPM basis, but the total engagement cost differs because statutory entitlements and termination obligations vary by contract type in each jurisdiction. Indefinite contracts in markets like South Africa and Morocco require formal procedures before termination, including notice periods and, in some cases, severance payments. Fixed-term contracts in the same markets have defined end dates but may carry automatic conversion risk if renewed beyond statutory limits — in Morocco, for example, exceeding the maximum fixed-term renewal period converts the contract to indefinite by operation of law. The provider’s compliance management of these distinctions is included in the service scope and factored into how the engagement is quoted.
What does EOR pricing look like for short-term or project-based deployments?
Short-term EOR engagements — typically deployments of less than six months — are generally available but may carry a higher per-month rate than longer-term arrangements because the provider’s setup cost (contract drafting, statutory registration, account onboarding) is amortised over fewer months. Some providers apply a minimum engagement term or charge a proportional activation fee for engagements below a threshold duration. In markets with mandatory statutory notice periods or minimum contract durations under local law, the engagement term must comply with those requirements regardless of commercial preference. Global Deployments supports project-based and short-term deployments and scopes the commercial terms to reflect the engagement duration at quotation.
How do I get an accurate EOR quote?
To receive an accurate EOR quote, you need to provide: the countries where you intend to hire, the number of employees per country, the planned employment start date, whether contracts will be fixed-term or indefinite, the gross salary range for employees in each market, any supplementary benefits you want to offer beyond statutory minimums, whether immigration support is required for any employees, and the anticipated duration of the engagement. The more precisely these inputs are defined, the more accurately the provider can quote. Quotes based on incomplete information — particularly missing salary data or unspecified benefits — will always carry contingency buffers that make them appear higher than they would be with complete scoping. Global Deployments’ commercial team provides custom quotes within 24 to 48 hours of receiving a completed brief.
Can EOR pricing be negotiated?
EOR pricing is typically negotiable on the basis of headcount volume, engagement duration, and multi-country scope. Providers have more commercial flexibility for engagements involving larger teams, longer contract terms, and multiple markets under one agreement because the aggregated revenue justifies pricing concessions. Single-employee or short-term engagements have less room for negotiation because the provider’s overhead cost per engagement is relatively fixed. Non-price terms are often more negotiable than the headline PEPM rate: payment terms, billing currency, contract length, and the structure of statutory cost pass-throughs are all areas where providers may accommodate client preferences without adjusting the service fee itself.
How transparent is EOR pricing in the market, and why don't most providers publish rates?
Most EOR providers do not publish fixed pricing because the cost of an EOR engagement is genuinely variable across markets, headcount levels, and benefits scope. Publishing a single rate risks either overquoting simple engagements (deterring potential clients) or underquoting complex ones (creating commercial losses or underdisclosed additions later). The pricing variability is not a sales tactic; it reflects real differences in statutory contribution rates, compliance complexity, and operational infrastructure costs across 160+ countries. The appropriate response is to request a custom quote with full scope disclosure. What providers should be transparent about is the pricing model (PEPM, percentage, or hybrid), what is and is not included, and how statutory cost changes are handled during the contract. Those three points are more revealing than a headline rate.