SafeGuard Global EOR Expert Review [2026]: Still Any Good?

We analyzed the pricing, features, Pro & Cons, and  performance of one of the longest standing Employer of Record (EOR) providers for you: SafeGuard Global. Founded in 2008, long before “EOR” became a buzzword, they built their business around helping multinational companies hire, pay, and manage teams across borders. Safeguard has been running international payroll long before most modern EOR startups even existed. Today, they operate in more than 100 countries.

But Safeguard Global is not trying to be “the modern tech EOR such as Multiplier or Deel.” Their pitch is different: deep expertise, enterprise-grade compliance, consultative support, and massive geographic reach.

Safeguard’s terms are similar to other large enterprise payroll vendors:

Client Responsibilities

• Provide accurate data (Safeguard is not liable for incorrect inputs)
  
• Fund payroll before deadlines
  
• Follow local labor regulations
  
• Approve payroll on time
  
• Pay for statutory benefits, taxes, and partner fees
  

Liability

Liability is typically limited to the fees paid in the past 12 months, similar to Oyster HR, Remote, and Deel.

Termination

• 30-day notice, but employment terminations follow local law
  
• All severance, notice pay, and accrued benefits remain client responsibility
  

Deposits & Pre-Funding

In many countries, Safeguard requires pre-funding or security deposits.

Overall, their contract terms are more conservative but predictable which very typical of long-established payroll vendors.

We went trough the entire sales process ourselves and wanted to share our honest, unfiltered opinion here. 

Safeguard Global Personal Experience: First Impressions: Unprofessional, Inconsistent, Misleading

My first experience with Safeguard Global was not very positive. The sales representative arrived five minutes late to our scheduled call and did not acknowledge the delay, a small detail, but in today’s highly competitive Employer of Record (EOR) and global payroll market, professionalism matters.

The call itself was scheduled for 40 minutes, which is a significant time investment when evaluating multiple EOR providers. Safeguard Global’s sales strategy focused heavily on pitching against commercial competitors such as Deel and Remote, rather than clearly presenting their own strengths.

When it came to pricing, the team appeared uncertain. They implied that rates could be lowered depending on competitor quotes, which raised questions about consistency and transparency. While they positioned themselves as more transparent than other providers, they declined to share important details such as FX rate markups and off-cycle payroll fees.

The handling of financial topics was also problematic. The sales approach implied that technical finance details could be bypassed, but on closer questioning it became clear that the representative themselves had limited financial understanding. For a provider expected to manage payroll, taxes, and compliance, this lack of depth is a significant red flag.

A concerning example was their claim that they do not need to follow Germany’s 18-month staff leasing (AÜG) rule – a legal requirement that applies to many companies operating under employee leasing models. Statements like this create confusion for clients and suggest a willingness to blur the lines on compliance.

Overall impression: Safeguard Global came across as unprofessional in presentation, inconsistent on pricing, and weak in both financial knowledge and compliance clarity. For companies comparing global EOR and payroll providers, the experience raised more doubts than trust.