Best Employer of Record (EOR) in Portugal - Compare Top 8 [2026]

✓ Global Coverage & Services (4.6/5): Strong global EOR coverage, mostly through Remote-owned legal entities. Wide range of add-on services offered beyond EOR such as global payroll services, contractor payments, equity add-ons, HRIS, benefits, U.S. PEO and more.

✓ Pricing & Transparency (4.1/5):  Fees are higher compared to other global EORs. Also, a “hidden” currency exchange fee of up to 8% applies. However, Remote does not apply an EOR security deposit. OK, overall.

✓ Payment & Contract Terms (4.6/5): No minimum contract commitment which allows for flexible EOR hiring. Further, payroll cut-off on the 11th of the month and payment terms of 10 days.

✓ Customer Experience & Support (4.8/5): Remote’s EOR solution is designed to be mostly self-service for customers hiring < 10 staff. No dedicated account manager is assigned and support is run through their offshore-team.

✓ Platform & Integrations (4.7/5): Remote’s platform is amongst the best of the industry with a large amount of features and integrations available. It’s suitable for enterprise customers.

✓ Entity Ownership (5.0/5): Remote operates through its own owned legal entity in Portugal, enabling direct employment, stronger compliance control, and no reliance on third-party partners.

✓ Onboarding Speed (4.5/5): Employees can typically be onboarded within 5-10 business days, including compliant Portuguese contracts, payroll registration, and social security setup.

✓ On-Site HR Support (4.5/5): Remote provides local, Portugal-based HR and payroll expertise with responsive in-country support, though not always physically on-site for every case.

✓ Visa & Work Permit Support (4.5/5): Strong support for Portuguese immigration, including residence permits and work authorization, with practical guidance for international hires.

✓ In-Country Compliance (5.0/5): Excellent handling of Portuguese labor law, including subsídio de férias (vacation subsidy), subsídio de Natal (Christmas bonus), social security, terminations, and statutory benefits.

✓ Local Add-Ons (4.5/5): Robust local benefits offering including health, dental, vision, and life insurance, plus strong IP protection via Remote’s IP Guard and GDPR-compliant data handling.

✓ Global Coverage & Services (4.6/5): Deel provides EOR services in 150+ countries, operating through 120+ wholly owned legal entities (including Germany, UK, Spain, Australia, Canada, India, and UAE). Services include compliant employment contracts, payroll, statutory filings, terminations, country-specific benefits, immigration support, background checks, equipment provisioning via Deel IT, equity & stock option administration, and access to 200+ in-house legal experts covering local employment law.

✓ Pricing & Transparency (4.1/5): Public EOR pricing starts at USD 599 per employee/month (discounted to USD 499 in the first year in some markets). Contractor management is USD 49/month, and Deel HRIS is free. Security deposits of 1–3 months of gross salary apply in most countries. FX fees are borne by the transacting party. Optional add-ons (Deel Engage, Deel IT, time tracking) increase total cost as teams scale.

✓ Payment & Contract Terms (4.5/5): Deel offers month-to-month EOR contract flexibility with no long-term minimum commitment. Deposits are required in many countries and typically refunded within 60 days after contract termination. Payments are processed via regulated PSPs in multiple currencies. Deel Shield provides contractor misclassification protection covering up to USD 25,000 in legal costs per contractor.

✓ Customer Experience & Support (4.3/5): Deel provides 24/7 in-house chat support, with a 4.8/5 Trustpilot rating across 7,000+ reviews. Dedicated customer success managers are assigned to larger accounts. Payroll and compliance guidance is supported by Deel AI, with onboarding completed in 2–3 business days in many countries. Support is efficient but less white-glove for very small teams.

✓ Platform & Integrations (4.8/5): Deel offers a modern, self-service global HR platform with 120+ native integrations (including Workday, BambooHR, Personio, Greenhouse, QuickBooks, Xero, NetSuite, Slack, and Microsoft Teams). Supports bi-directional HRIS syncing, open API, Zapier automation, and can function as a standalone global HRIS with onboarding, PTO, documents, org charts, and compliance monitoring.

✓ Entity Ownership (5.0/5): Deel operates through its owned Portuguese entity, Deel Portugal, Unipessoal, Lda., enabling direct employment without third-party intermediaries.

✓ Onboarding Speed (4.5/5): Streamlined onboarding with compliant contract setup and payroll registration completed quickly once documentation is in place.

✓ On-Site HR Support (4.5/5): Direct access to Deel’s EOR team for Portugal, providing responsive HR and payroll coordination without partner handoffs.

✓ Visa & Work Permit Support (4.5/5): Immigration coordination available for international hires, including support aligned with Portuguese residency and work permit processes.

✓ In-Country Compliance (4.5/5): Strong compliance handling across Portuguese labor law, including social security contributions, compensation funds, labor accident insurance, and statutory payroll reporting.

✓ Local Add-Ons (4.5/5): Supports contractor-of-record, flexible work arrangements, private health insurance, and centralized management of employees and contractors on one platform.

✓ Global Coverage & Services (4.2/5): Leading global EOR coverage across core hiring markets with consistent, high-touch onboarding support. 65 own entity worldwide and 35 local partners. Well-suited for standard international hires, though invoicing and payroll complexity has been reported once companies operate across multiple markets.

✓ Pricing & Transparency (4.5/5): Clear and predictable pricing with good upfront cost visibility. Significant migration credits when transitioning from another EOR. Only downside: 3% FX markup & high bank wire fees.

✓ Payment & Contract Terms (4.2/5): Open-ended contracts without minimum commitments. Payroll cut-off on the 10th of each month with invoice issued on the 20th, payment due in 7 days. Standard, overall. If one commits to a one-year annual contract, then monthly fee drops to $599 instead of $699,

✓ Customer Experience & Support (4.3/5): 24h SLA in response times. Solid responsiveness for day-to-day operations, handled through off-shore support teams. No support offered via WhatsApp.Teams in 65+ countries, 43 languages spoken, with local experts who help you hire and support talent.

✓ Platform & Integrations (4.3/5): Modern platform designed to handle the basic EOR workflows. However, by far not as strong as its competitors. It feels Pebl is still playing “catch-up”. Integration ecosystem is solid but not as extensive as larger enterprise HR suites.

✓ Entity Ownership (4.5/5): Operates through an owned Portuguese entity called Velocity Global Portugal, Unipessoal, Lda. TopSource uses Pebl as their partner in Portugal.

✓ Onboarding Speed (4.0/5): Straightforward onboarding process. Employment contracts and payroll setup are handled efficiently once documentation is complete.

✓ On-Site HR Support (4.5/5): Strong local HR and payroll support with hands-on assistance throughout the employee lifecycle.

✓ Visa & Work Permit Support (4.0/5): Immigration support available for international hires, including coordination of residence and work permits.

✓ In-Country Compliance (4.5/5): Solid handling of Portuguese labor law, payroll tax, social security, and statutory benefits.

✓ Local Add-Ons (4.0/5): Customizable service packages available, including immigration assistance and compliant payroll administration.

✓ Global Coverage & Services (4.0/5): Oyster provides EOR services in 100+ countries, covering employment contracts, payroll processing, statutory filings, expense reimbursements, and offboarding.

✓ Pricing & Transparency (4.0/5): Flat EOR pricing of USD 699 per employee/month. Pricing is publicly stated and predictable, but high for many emerging markets. FX markup rates are not disclosed and are estimated to reach up to 8%.

✓ Payment & Contract Terms (4.0/5): Invoices are due within 7 days (net). A security deposit of at least one month of total employment cost is required and may be increased if risk levels change. Deposits are held until employment fully ends and all invoices are settled. Late payments accrue 1.5% interest per day.

✓ Customer Experience & Support (4.5/5): Structured onboarding, detailed compliance documentation, and guided workflows. Support quality is consistently high, though onboarding speed can be slower due to strict compliance checks.

✓ Platform & Integrations (4.3/5): Clean, intuitive platform with core HRIS features including time-off, expenses, invoicing, and reporting. Integration depth and workflow automation are more limited than Deel or Remote.

✓ Entity Ownership (4.5/5): Operates through Oyster’s own Portuguese entity, enabling direct employment and local payroll execution.

✓ Onboarding Speed (4.0/5): Typical onboarding within 5–7 business days, dependent on tax registration and documentation.

✓ On-Site HR Support (4.5/5): Strong local HR and payroll expertise covering Portuguese labor law, collective agreements, and termination rules.

✓ Visa & Work Permit Support (4.0/5): Advisory support for work permits and residence processes, including coordination for international hires.

✓ In-Country Compliance (4.5/5): Reliable handling of social security, IRS withholding, meal allowance treatment, and statutory benefits.

✓ Local Add-Ons (4.5/5): Support for NHR (Non-Habitual Resident) tax regime, statutory benefits, expense reimbursements, equipment provisioning, and compliant local benefit structures.

✓ Global Coverage & Services (4.5/5): EOR services across 125+ countries, covering compliant employment contracts, payroll processing, statutory filings, terminations, and benefits administration. Supports contractor management (USD 39/month per contractor), global payroll, immigration and visa services, insurance and pension support, background checks, equipment procurement, and equity & stock option administration.

✓ Pricing & Transparency (3.0/5): EOR pricing typically ranges around USD 940 per employee/month plus a one-time setup fee of USD 2,820. Security deposits of 1–2.5 months of total employment cost apply depending on credit checks. FX markup estimated at ~3%. Pricing is sales-led only, with no public or self-serve country-level cost breakdowns.

✓ Payment & Contract Terms (3.0/5): Enterprise-leaning contract structures, often requiring longer minimum commitments (up to 12 months). Invoices are issued around the 15th of the month with net-7 payment terms. Late payments incur 5% interest. Offboarding fees of USD 1,000 may apply. Contracts are standardized, compliance-driven, and relatively rigid.

✓ Customer Experience & Support (4.5/5): Enterprise-grade, consultative support model with dedicated account managers, live chat (≈2-minute first response), phone support, onboarding and termination assistance, compliance alerts, and AI-supported guidance. Strong depth across HR, legal, and compliance topics.

✓ Platform & Integrations (4.0/5): Stable enterprise platform covering payroll, employment documents, time-off, expenses, reporting, and compliance workflows. Includes G-P Assist AI. SOC 2 and ISO 27001 certified. Integrations available with major HRIS/HCM systems (Workday, SAP SuccessFactors, UKG, BambooHR, HiBob). Reliable, but less automation-heavy than newer tech-first platforms.

✓ Entity Ownership (5/5): G-P operates through its owned entity, Globalization Partners Portugal, Unipessoal, Lda., enabling direct employment and fast support without third-party delays.

✓ Onboarding Speed (4.5/5): Fast onboarding supported by owned entity infrastructure. Streamlined contract generation and employee registration processes.

✓ On-Site HR Support (5/5): Direct access to local expertise through owned entity. AI assistant Gia provides additional 24/7 support for compliance questions and HR guidance.

✓ Visa & Work Permit Support (4.5/5): Portugal is EOR-friendly for visa sponsorship. G-P can sponsor work permits for non-EU nationals, with relatively straightforward processing compared to other EU countries.

✓ In-Country Compliance (4.5/5): Strong compliance coverage for Portuguese labor law, including Social Security contributions, 14-month salary structure (holiday and Christmas subsidies), statutory leave, and termination procedures.

✓ Local Add-Ons (4.0/5): Supports statutory benefits and competitive local packages including meal allowances and private health insurance common in the Portuguese market.

✓ Global Coverage & Services (4.3/5): Service-led global EOR and payroll provider with 20+ years of experience and active coverage across ~50 countries, with strongest execution in India and the UK. Delivers full EOR scope including compliant contracts, payroll, statutory filings, onboarding, terminations, and ongoing HR administration. Also supports immigration and global mobility. Not a software-first EOR; service depth varies by country.

✓ Pricing & Transparency (4.0/5): Pricing is clear once scoped, with typical EOR fees around €450–€600 per employee/month depending on country. Setup fees are defined and sometimes waived. No public pricing; quote-based model reduces upfront comparability but improves accuracy for complex or multi-country hires.

✓ Payment & Contract Terms (4.3/5): Uses standard, locally compliant employment contracts. Clear invoicing once agreed. Payroll pre-funding and security deposits may apply in certain jurisdictions. Well suited for long-term and enterprise hiring, less flexible for short-term pilots.

✓ Customer Experience & Support (4.5/5): High-touch, consultant-led support with direct access to HR, payroll, and compliance specialists. Strong for complex cases and international rollouts. No product-led 24/7 support; experience depends on assigned delivery team.

✓ Platform & Integrations (3.6/5): Functional systems for payroll inputs, documentation, and reporting. Platform supports service delivery but is not automation-first and offers limited native integrations compared to SaaS-led EORs.

✗ Entity Ownership (3.0/5): TopSource does not operate an owned legal entity in Portugal. EOR services are delivered via a local Portuguese partner, which reduces direct control and accountability compared to owned-entity providers.

✓ Onboarding Speed (4.0/5): Offer creation and compliant Portuguese employment contracts can be executed efficiently once scope is confirmed. Timelines are solid for a partner-based EOR setup.

✗ On-Site HR Support (3.5/5): TopSource does not have its own HR staff on the ground in Portugal. Local support is provided through an in-country partner, which works well operationally but limits face-to-face access and direct escalation.

✓ Visa & Work Permit Support (4.0/5): Immigration coordination and advisory support available via local partners for standard Portugal work permit cases.

✓ In-Country Compliance (4.7/5): Strong command of Portuguese labor law and statutory payroll obligations. Correct handling of 13th- and 14th-month salary payments, social security contributions, work accident insurance, and compliant contract structures. Compliance execution is a clear strength.

✓ Local Add-Ons (3.8/5): Core EOR scope is well covered, but optional local add-ons and benefit flexibility are more limited than with owned-entity providers.

✓ Global Coverage & Services (4.0/5): Broad EOR coverage across multiple regions with particular strength in emerging markets. Supports both employee and contractor engagements, with solid payroll and cross-border payment capabilities, though service depth varies by country.

✓ Pricing & Transparency (3.6/5): Some pricing is published publicly, but real country-level pricing is often higher than advertised and additional fees (e.g. late payments, expense processing) are not always clear upfront. Pricing clarity depends heavily on sales discussions.

✓ Payment & Contract Terms (4.5/5): No minimum commitment, simple onboarding and exit mechanics, but no credit card payments and limited supported payment currencies (primarily EUR, USD, GBP).

✓ Customer Experience & Support (4.0/5): Dedicated account manager available, but WhatsApp support is limited to sales, documentation is relatively thin, and guidance for complex edge cases is limited.

✓ Platform & Integrations (4.1/5): Covers core HRIS functionality, but lacks zero-touch onboarding, native HRIS/ATS/ERP integrations, and advanced automation compared to tech-first competitors.

✓ Entity Ownership (5.0/5): Operates through its own Portuguese legal entity (Native Teams Unipessoal, Lda.), enabling direct employment and reduced reliance on third-party partners.

✓ Onboarding Speed (4.0/5): Straightforward onboarding process with contracts prepared quickly once documentation is complete, though not as fast as the most automation-heavy EORs.

✓ On-Site HR & Local Support (4.5/5): Strong local support with good understanding of Portuguese employment practices, including allowances and local payroll nuances.

✓ Visa & Work Permit Support (3.5/5): Basic guidance available, but immigration support is more limited compared to providers with dedicated visa teams.

✓ In-Country Compliance (4.5/5): Solid handling of Portuguese labor law requirements, including payroll, social security, bonuses, meal allowances, and statutory filings.

✓ Local Add-Ons (4.0/5): Competitive local benefits support and compliance guidance, with fewer advanced add-ons compared to larger global EOR platforms.

✓ Global Coverage & Services (4.0/5): Broad global reach across 100+ countries delivered exclusively through a partner network rather than owned entities. Besides Papaya Global, no other EOR is operating like this. Based on our research, local partners selected by RemoFirst are strong (e.g. ThisWorks for Europe).

✓ Pricing & Transparency (4.5/5): One of the most transparent and affordable EOR pricing models on the market, with no setup or termination fees. However, pricing for mature markets such as Canada, UK, Germany or Spain are significantly higher (min. $399). Overall cost predictability remains a key strength.

✓ Payment & Contract Terms (4.0/5): Flexible contracts with no long-term commitments, fair payroll cut-off timelines, and support for multiple invoice and payout currencies (keep mind that an FX markup may apply in this case).

✓ Customer Experience & Support (3.6/5): Startup- and SMB-friendly support model with dedicated account managers. Day-to-day support handled via ticketing system which is responsive, but complex cases and peak periods may see slower resolution since they rely on local partners’ response times.

✓ Platform & Integrations (4.0/5): Modern, intuitive platform withautomated payroll workflows. However, advanced reporting, integrations to enterprise HCMs, and customization for complex organizational structures are more limited than with larger, enterprise-grade EORs.