EOR Pricing Comparison
What every provider charges, what's included, and what isn't. Updated for 2026.
EOR pricing ranges from $400 to $699 per employee per month at most major providers. That's the published number. The actual cost depends on your headcount, the countries involved, the benefits package, and how well you negotiate.
Below is a side-by-side comparison pulled from our independent reviews. For a deeper breakdown of pricing models and cost drivers, see our EOR cost guide.
Need a country-level estimate? Try our Employee Cost Calculator to model gross-to-net, employer taxes, and total cost with EOR fees.
Provider Pricing Table
How EOR Providers Price Their Services
Three pricing models dominate the market. Which one you encounter depends on the provider and your headcount.
Flat Fee Per Employee
The most common model. $400–$699/month per employee regardless of salary. Predictable and easy to budget. Favors companies hiring high-salary roles (you pay the same fee whether the employee earns $40K or $200K).
Used by: Deel, Remote, Oyster, Multiplier, Rippling
Percentage of Salary
Typically 3%–12% of the employee's gross salary. Cheaper for low-salary markets, expensive for senior hires. A $150K employee at 8% costs $1,000/month — nearly double the flat-fee alternative.
Used by: Some regional providers and legacy players
Custom / Enterprise Quotes
For 50+ employees, most providers negotiate custom pricing. Discounts of 20%–40% off published rates are common. Some providers won't publish pricing at all and require a sales call for any quote.
Used by: G-P, Atlas, Safeguard Global, Papaya Global (enterprise tier)
Hidden Costs to Watch For
The monthly per-employee fee is rarely the full story. These additional costs appear in the fine print or during onboarding.
Setup & Onboarding Fees
$200–$500 per employee at some providers. Others include it in the monthly fee. Ask upfront.
Offboarding & Termination Fees
Processing a termination can cost $300–$1,000+ depending on the country. Statutory severance is separate and always passed through to you.
FX Markup
When your billing currency differs from the employee's pay currency, expect a 1%–3% markup on conversion. On a $100K salary, that's $1K–$3K/year hidden in the exchange rate.
Benefits Administration
Statutory benefits are included. Supplementary health insurance, life insurance, or pension top-ups may add $50–$200/employee/month depending on the country and plan.
Deposit Requirements
Some providers require a 1–3 month salary deposit per employee as a buffer against termination costs. This ties up cash — ask about the refund policy.
Contract Amendments
Changing an employment contract (salary adjustment, role change, working hours) may incur a $100–$300 amendment fee per change at some providers.
For a complete breakdown, read our analysis of how EOR providers make money beyond the monthly fee.
How to Evaluate EOR Pricing
The cheapest per-employee fee isn't always the best deal. Here's what to compare:
- Total cost of employment. Monthly EOR fee + employer taxes + statutory benefits + supplementary benefits. Some providers bundle employer taxes into the fee; others pass them through separately. Make sure you're comparing the same thing.
- Fee structure at your scale. Ask for pricing at your current headcount AND your projected headcount in 12 months. Volume discounts kick in at different thresholds.
- Country-specific pricing. Some providers charge the same fee globally; others adjust by country. If you're hiring mostly in lower-cost markets, flat global pricing may not be the best deal.
- What's excluded. Get a written list of fees not covered by the monthly rate — setup, offboarding, FX, amendments, benefits admin, visa support.
- Contract terms. Annual commitments with early termination penalties vs. month-to-month flexibility. The cheapest annual rate means nothing if you need to exit at month 6.
For a full buyer's framework, see how to choose an EOR provider.
EOR Pricing vs. Entity Costs
The most important pricing comparison isn't between EOR providers — it's between EOR and setting up your own entity.
EOR (5 employees, 1 year)
$500/mo × 5 employees × 12 months
$30,000
Own Entity (5 employees, 1 year)
$30K setup + $5K/mo maintenance + $50/mo payroll × 5
$93,000
The breakeven point is typically 15–20 employees in a single country. Below that, EOR wins on cost alone. Above that, start the entity conversation. See our full analysis in the EOR vs. entity guide.
Frequently Asked Questions
How much does an EOR cost per employee per month?
Most major providers charge $400–$699 per employee per month as a flat fee. Some regional or legacy providers use percentage-of-salary pricing (3%–12%). Enterprise clients with 50+ employees can typically negotiate 20%–40% below published rates.
What hidden costs should I watch for with EOR pricing?
Setup fees ($200–$500), offboarding/termination fees ($300–$1,000+), FX markup (1%–3%), benefits administration surcharges, deposit requirements (1–3 months salary), and contract amendment fees ($100–$300). Ask every provider for a complete fee schedule before signing.
Is it cheaper to set up a local entity than use an EOR?
For fewer than 15–20 employees in a country, EOR is almost always cheaper. Entity setup runs $15K–$50K with $3K–$8K/month in ongoing maintenance. The crossover point depends on the country — it's lower in easy-entity markets like Singapore and higher in complex markets like Brazil. See our EOR vs. entity guide for the full decision framework.
Do EOR providers charge differently by country?
Some do, some don't. Deel and Remote publish a single starting price globally. Other providers adjust pricing based on the country's complexity, employer tax burden, and benefits requirements. Always ask for country-specific quotes for the markets where you're actually hiring.
Can I negotiate EOR pricing?
Yes. Providers negotiate readily for 10+ employees, and aggressively for 50+. Multi-year commitments, paying annually instead of monthly, and bundling multiple countries can all unlock better rates. Get competing quotes from 2–3 providers and use them as leverage.