Best EOR Services (2026): Top Employer of Record Providers for Companies Expanding Globally

Expanding outside China without setting up entities in every country is where an Employer of Record (EOR) shines. An EOR becomes the legal employer for your overseas staff, handling contracts, payroll, taxes, and statutory benefits while you direct day‑to‑day work.

This guide ranks the best EOR services 2026 for China‑based teams. It emphasizes compliance depth and entity ownership transparency across the US, EU core, APAC growth hubs, the Middle East, and Latin America—so you can hire faster with fewer surprises.

How we chose the best EOR services 2026 (methodology and disclosure)

We evaluated each provider across seven weighted dimensions (data collected Jan 2026 from official sources when available):

• Compliance depth and entity ownership clarity (24%)
• China‑outbound expertise and Chinese‑language support (18%)
• Regional coverage strength in the US/EU/APAC/ME/LATAM (15%)
• Pricing transparency and total‑cost predictability (14%)
• Immigration/visa capability and speed‑to‑onboard (12%)
• Payroll accuracy, benefits administration, and integrations (9%)
• Security and data privacy (SOC 2/GDPR) (8%)

Quick comparison

*Pricing is subject to change; confirm inclusions, FX rates, onboarding/exit fees, and benefits administration before contracting.

The 2026 ranked list: top Employer of Record providers for China‑outbound teams

Knit People — Best for China‑outbound teams needing Chinese‑language compliance support

• Coverage highlights: Global service coverage across 172 countries and regions, spanning the US, EU, APAC, Middle East, and Latin America, designed primarily for outbound hiring scenarios.
• Key features: Employer of Record (EOR), global payroll, recruitment support, and immigration guidance delivered through a coordinated, advisory-led workflow.
• Visa scope: Immigration and visa guidance provided via regional specialists and country-specific hiring guides.
• Pricing: Quote-based pricing model, with an emphasis on documentation clarity and cost transparency to support budgeting and internal approvals.
• Pros: Strong Chinese-language support and China-savvy tax, payroll, and employment advisory capabilities.
  Well-suited for companies navigating outbound expansion from China into multiple jurisdictions.
• Best for: China-headquartered or China-based teams requiring Chinese-language support and integrated EOR plus global payroll services.

Deel — Broad owned‑entity footprint with a unified HR/payroll stack

• Coverage highlights: US/EU/APAC/ME/LATAM; strong US and Europe resources.
• Key features: HRIS suite, payroll, benefits, onboarding, contractor to EOR transitions.
• Visa scope: Country guides and immigration support.
• Pricing: From $599 PEPM as communicated in 2026 content; confirm by country.
• Pros: Competitive starting price; mature platform. Cons: Per‑country ownership transparency requires confirmation.
• Best for: Firms that want HRIS breadth plus EOR. Not for: Buyers who need explicit per‑country ownership lists.

G‑P (Globalization Partners) — Long‑tenured player with hybrid model and deep resources

• Coverage highlights: 180+ countries and regions supported.
• Key features: Global payroll, compliance resources, enterprise-grade tooling.
• Visa scope: Country-specific guidance available.
• Pricing:Quote-based; no public starting price.
• Pros: Strong brand recognition; extensive compliance documentation.Cons: Entity ownership model not fully owned across all markets; pricing transparency limited.
• Best for: Large enterprises prioritizing coverage and documentation depth.

Atlas HXM — Direct EOR stance with predictable, all‑inclusive pricing

• Coverage highlights: 160+ countries and regions.
• Key features: Payroll, benefits, compliance workflows, HXM platform.
• Visa scope: Immigration and mobility support available.
• Pricing: From $280 PEPM according to published market references; subject to scope and country.
• Pros: Competitive entry price for enterprise-oriented EOR; compliance emphasis.Cons: Security/privacy disclosures are limited in public materials.
• Best for: Organizations seeking a lower entry price with enterprise compliance focus.

Multiplier — Competitive starting price with strong APAC presence

• Coverage highlights: 150+ countries and regions.
• Key features: Payroll, benefits administration, localized employment support.
• Visa scope: Country-level guidance available.
• Pricing: From $400 PEPM based on publicly communicated pricing; varies by market.
• Pros: Lower starting price; suitable for distributed hiring.Cons: Security/privacy certifications not publicly listed.
• Best for: Cost-sensitive teams expanding across multiple regions.

Pebl (formerly Velocity Global) — Flexible global reach with partner‑enabled coverage

• Coverage highlights: 185+ countries and regions supported.
• Key features: Global EOR platform, flexible employment solutions.
• Visa scope: Immigration guidance available by country.
• Pricing: From $399 PEPM based on market references; confirm by region.
• Pros: Very wide geographic reach; flexible deployment.Cons: Largely partner-based model; limited public security disclosures.
• Best for: Companies prioritizing maximum country coverage.

Rippling (Global EOR) — Deep HR/IT ecosystem with EOR as part of the stack

• Coverage highlights: 185+ countries cited for global reach.
• Key features: HRIS, payroll, IT and finance integrations, EOR support.
• Visa scope: Partner-based immigration support.
• Pricing:Quote-based for EOR; HRIS modules priced separately.Pros: Powerful all-in-one HR and IT ecosystem.
• Cons: EOR ownership and security details are not publicly detailed.
• Best for: Teams standardizing HR, IT, and payroll on one platform.

Omnipresent (acquired by Deel) — Transparent country cost examples

• Coverage highlights: 160+ countries and regions.
• Key features: Global employment, payroll, benefits, compliance support.
• Visa scope: Country-level guidance available.
• Pricing: From $599 PEPM based on public examples; employer costs vary by country.
• Pros: Helpful country-specific cost breakdowns.
• Cons: No public owned-entity list; pricing varies significantly by market.
• Best for: Teams needing early-stage budgeting references.

Oyster — Clear starting price with strong educational content

• Coverage highlights: 60+ countries and regions.
• Key features: EOR and PEO services, payroll, benefits, educational resources.
• Visa scope: Regional guides and explainers.
• Pricing: From $599 PEPM for EOR services as cited in recent materials.
• Pros: Clear starting price; strong content library.Cons: Limited country coverage compared with larger providers; ownership details not public.
• Best for: SMBs seeking a simple price reference and guided onboarding.

Region‑by‑region guidance for China‑outbound hiring

• United States: Prioritize providers with strong US entity ownership, compliant at‑will employment contracts, and state‑by‑state payroll/benefits administration. Onboarding typically takes 1–3 weeks depending on background checks and benefits elections.
• European Union (Germany, France, Netherlands): Expect works council considerations, collective bargaining agreements, and pay‑transparency rules. Notice periods, probation, and paid leave are statutory; ensure your EOR can manage localized benefits and tax filings accurately.
• APAC (Singapore, India, Vietnam): In Singapore, factor CPF contributions and evolving 2026 updates; India has complex payroll/tax compliance and regional state variations; Vietnam involves social, health, and unemployment insurance handling. Visa pathways differ materially—ask for timeline ranges per country.
• Middle East (UAE, Saudi Arabia): Verify Wage Protection System (WPS) adherence in the UAE and program compliance (e.g., Qiwa/Mudad/Nitaqat) in Saudi Arabia. Sponsorship models impact visa speed and employer obligations.
• Latin America (Mexico, Brazil): Budget for social contributions and 13th month salaries in many markets. Payroll volatility (e.g., inflationary environments) and severance rules can materially affect total cost.

Tip for China‑based leaders: confirm if the provider offers Chinese‑language case managers across time zones and can explain PRC tax implications when paying talent abroad. For an overview of how global payroll compliance fits into China‑outbound programs, see our internal compliance explainer: Knit’s guide to global compensation compliance logic.

Pricing notes and hidden‑fee checklist

Typical 2026 EOR models range from roughly $199–$800+ PEPM, with some vendors quoting a percentage of payroll (about 8%–25%) in select markets. Prices vary by role seniority, country, benefits, and immigration scope. Always ask vendors to disclose these items in writing:

• FX markup and exchange methodology (mid‑market vs. fixed spread)
• One‑time onboarding fees per employee and per country
• Termination or severance administration fees
• Local statutory filings and year‑end reporting fees
• Benefits administration and broker commissions
• Visa/immigration package inclusions and pass‑through costs
• Contractor‑to‑EOR conversion fees

Example: If a vendor quotes $599 PEPM plus a 1.5% FX spread and $300 onboarding, your first‑month cost for a $5,000 gross salary could exceed $599 + ($75 FX) + $300 = $974 before employer contributions and benefits.

Decision tips and migration checklist

Quick decision flow (text version):

• Need guaranteed owned entities? Start with Remote, Atlas, and validate Deel’s target countries.
• Tight budget in APAC? Shortlist Multiplier, then verify ownership and fees by country.
• Enterprise compliance depth? Compare G‑P and Atlas; examine documentation libraries and DPAs.
• Need HRIS + IT in one stack? Consider Rippling, then confirm EOR specifics.
• China‑language support and outbound advisory? Include Knit on your shortlist.

Migration checklist (if switching EORs):

• Align termination/re‑hire dates and notice periods; avoid payroll gaps.
• Port employment contracts and IP/PII clauses; verify local law alignment.
• Re‑enroll benefits on the new platform to prevent coverage lapses.
• Reconcile accrued leave balances and statutory filings.
• Confirm payroll calendars, bank cutoffs, and FX instructions.

FAQ

What is an EOR and how is it different from a PEO?

• An EOR is the legal employer for your overseas staff, handling payroll, taxes, and compliance in each country. A PEO co‑employs with your local entity. If you don’t have an entity, choose an EOR.

How much does an EOR cost in 2026?

• Budget roughly $199–$800+ PEPM or 8%–25% of payroll in certain markets. Prices vary by country, role, and visa/benefits scope. Ask vendors to itemize FX, onboarding, and exit fees.

Do EORs own their entities? Why does it matter?

• Some do (direct), others use partners (aggregator). Direct ownership can simplify compliance, IP, and accountability; partner models can expand coverage faster. Always verify per target country.

How fast can we onboard in the US/EU/APAC/Middle East/LatAm?

• Typical timelines range from 1–3 weeks depending on country, background checks, and benefits. Visas extend timelines; ask for region‑specific SLA ranges before you plan start dates.

What hidden fees should Chinese companies watch for?

• FX spreads, onboarding and termination fees, benefits admin, local filings, and immigration extras. Use the checklist above and request a “no hidden fees” schedule in your contract.