Question 1

Do I keep my normal employment rights on an EOR?

Accepted Answer

Yes — that's the point of the route. The EOR is your legal employer of record, so statutory sick pay, holiday entitlement, pension auto-enrolment, and redundancy protection all apply the same as if a local company had hired you directly.

Question 2

What does this actually cost my employer?

Accepted Answer

Your salary, plus a monthly EOR fee per employee (commonly a flat fee rather than a percentage). It's almost always cheaper and faster than incorporating a local entity for one or two hires — ask each provider for an all-in quote before comparing.

Question 3

How long does it take to get set up?

Accepted Answer

Typically days to a couple of weeks once your employer signs the service agreement — far faster than a self-filed scheme (up to ~2 months) or opening a local entity (8–12+ weeks).

Question 4

Is being paid through an EOR actually legal?

Accepted Answer

Yes — it's a well-established, regulated structure used by companies of every size to hire across borders without opening a local entity. It's a different question from whether a specific provider is licensed to operate in your country, which is worth confirming directly.

Question 5

What happens to my pension?

Accepted Answer

The EOR enrols you the same way a direct local employer must — auto-enrolment applies, and contributions show up on your payslip. Ask the provider directly how transfers work if you later move to a different employer.

Question 6

Can we switch EOR providers later without disrupting my job?

Accepted Answer

Generally yes — your actual employment relationship with the company doesn't change, only the administrative employer on paper. Ask about transfer timelines and any gap-in-service risk before switching.

Question 7

My employer wants to just "figure it out" with invoices instead — how do I push back?

Accepted Answer

Point them at the misclassification risk in Exhibit A: if the work looks like employment, the exposure is theirs (backdated employer costs) as much as yours (lost protections, a tax correction). Forwarding Exhibit D usually reframes it as a cost-and-risk decision rather than a favor they’re asking of you.

Provider	Known for	Getting started	Hands-on rating	Pricing	Details
Atlas HXM	Global workforce management platform with EOR as a core offering; account-managed onboarding.	Sales call	Add after test	Quote-based	Talk to sales →
Deel	All-in-one HR/payroll platform with EOR bundled in; broad self-serve tooling.	Self-serve	Add after test	Quote-based	See pricing →
G-P (Globalization Partners)	One of the longest-running EOR specialists; enterprise-oriented onboarding.	Sales call	Add after test	Quote-based	Talk to sales →
Multiplier	Open self-serve signup, positions itself on speed and a simple contract flow.	Self-serve	Add after test	Quote-based	See pricing →
Oyster	HR-professional-oriented EOR platform with a strong emphasis on benefits and compliance content.	Self-serve	Add after test	Quote-based	See pricing →
Papaya Global	Payroll-heavy platform with EOR as one module; leans toward larger, multi-country payrolls.	Self-serve	Add after test	Quote-based	See pricing →
Pebl	Established global EOR/PEO provider, rebranded in 2025; enterprise-leaning.	Sales call	Add after test	Quote-based	Talk to sales →
Remote	Owns its own local entities in most markets rather than subcontracting; strong compliance focus.	Self-serve	Add after test	Quote-based	See pricing →
Rippling	Broader HRIS/IT platform; EOR is one piece of a much larger enterprise suite.	Sales call	Add after test	Quote-based	Talk to sales →
Skuad	Straightforward EOR/contractor management, positions itself as simple and fast to activate.	Self-serve	Add after test	Quote-based	See pricing →

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