Best Employer of Record (EOR) in Indonesia - 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 (4.5/5): Remote operates through an owned Indonesian entity, allowing direct employment, stronger compliance control, and no reliance on third-party EOR partners.

✓ Onboarding Speed (4.5/5): Local employees can typically be onboarded within 5–10 business days once documentation is complete, which is fast for the Indonesian market.

✓ On-Site HR Support (4.0/5): Remote provides Indonesia-focused HR and payroll specialists. Support is local-market trained but primarily delivered remotely rather than through large in-country offices.

✓ Visa & Work Permit Support (3.5/5): Remote offers structured guidance and coordination for work permits (KITAS), but complex expat cases may require additional timelines or external advisors.

✓ In-Country Compliance (4.5/5): Strong compliance coverage across Indonesian labor law, including BPJS Kesehatan, BPJS Ketenagakerjaan, tax withholding (PPh 21), THR, termination rules, and statutory reporting.

✓ Local Add-Ons (4.0/5): Covers core local benefits, statutory insurance, compliant payroll execution, and contractor-to-employee conversions. Some advanced or highly customized benefits require extra scoping.

✓ 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 own Indonesian legal entity, allowing direct employment without third-party subcontractors.

✓ Onboarding Speed (4.5/5): Employees can typically be onboarded within a few business days, which is fast for the Indonesian market.

✓ On-Site HR Support (4.5/5): Strong local HR expertise with hands-on experience in BPJS Kesehatan, BPJS Ketenagakerjaan, THR (religious holiday allowance), payroll, and tax withholding.

✓ Visa & Work Permit Support (3.5/5): Advisory-level support available, but not optimized for complex or visa-heavy expat onboarding.

✓ In-Country Compliance (4.5/5): Solid compliance with Indonesian labor law, including BPJS registrations, income tax (PPh 21), employment contracts, and statutory benefits.

✓ Local Add-Ons (4.5/5): Supports statutory benefits and compliant payroll execution; fewer premium or highly customized add-ons compared to specialist local firms.

✓ 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 via a strong local entity.

✓ Onboarding Speed (4.5/5): Around 7–10 business days.

✓ On-Site HR Support (4.5/5): Local payroll and HR support available.

✓ Visa & Work Permit Support (4.0/5): KITAS and work permit support provided.

✓ In-Country Compliance (4.5/5): Strong handling of BPJS, tax, and labor law.

✓ Local Add-Ons (4.0/5): Standard benefits support.

✓ Global Coverage & Services (4.4/5): EOR services across 120+ countries, including contractor management, global payroll outsourcing, statutory compliance, benefits administration, and immigration support in selected jurisdictions.

✓ Pricing & Transparency (4.0/5): Generally clear pricing and competitive for scaleups at $505 per EOR contractor, though FX markups apply (stated ~2%, reported higher in some cases) and country-level cost breakdowns are not always fully transparent upfront.

✓ Payment & Contract Terms (4.0/5): No minimum contract commitment and flexible agreements. However, invoices are issued early and short payment windows (often ~7 days) can impact cash flow.

✓ Customer Experience & Support (4.3/5): Improved support quality in recent years with a solid self-service knowledge base. Support experience and escalation handling can vary by region.

✓ Platform & Integrations (4.5/5): Strong, modern platform with clean UX, efficient onboarding, and good multi-country reporting. Integration depth and automation are slightly behind top tech-first EORs.

✓ Entity Ownership (4.5/5): Operates through a strong local setup, enabling compliant employment and direct payroll execution in Indonesia.

✓ Onboarding Speed (4.5/5): Fast onboarding, typically under 10 business days, which is highly competitive for the Indonesian market.

✓ On-Site HR Support (4.0/5): Reliable local HR and payroll coordination, though not positioned as a high-touch, on-the-ground HR partner.

✗ Visa & Work Permit Support (3.5/5): Limited suitability for complex expat onboarding or visa-heavy hiring scenarios. Best for local Indonesian hires.

✓ In-Country Compliance (4.5/5): Strong handling of Indonesian labor law, BPJS social security, tax withholding, and statutory reporting.

✓ Local Add-Ons (4.0/5): Core benefits and payroll services supported, but benefit packages are more limited compared to premium EOR providers.

✓ 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.

✗ Entity Ownership (3.5/5): RemoFirst operates through a vetted local partner in Indonesia rather than an owned entity. Partner has established presence navigating Indonesian employment regulations.

✓ Onboarding Speed (4.5/5): Fast onboarding through RemoFirst’s streamlined platform. Efficient contract generation and employee setup process.

✓ On-Site HR Support (4.5/5): Strong local Indonesian partner with expertise in local labor law. Dedicated account managers provide 24/5 support.

✓ Visa & Work Permit Support (4.0/5): Work permit support available for Indonesia. RemoFirst offers visa services in 85+ countries. Partner handles KITAS/KITAP requirements and RPTKA (foreign worker utilization plan).

✓ In-Country Compliance (4.5/5): Strong compliance coverage for Indonesian labor laws including BPJS Kesehatan (health insurance), BPJS Ketenagakerjaan (employment insurance), THR religious holiday bonus (mandatory 1 month salary), and severance requirements.

✓ Local Add-Ons (4.5/5): Supports Indonesian statutory benefits including BPJS health and employment programs, and mandatory THR (Tunjangan Hari Raya). Can administer private health insurance upgrades, life insurance, meal allowances (uang makan), transportation allowances, mobile phone allowances, and annual performance bonuses. BPJS contributions offer tax advantages. Equipment provisioning available.

✓ Global Coverage & Services (4.0/5): Global EOR and payroll platform combining EOR, contractor management, and global payroll in a single system. Coverage is broad, but delivered only through local partners rather than owned entities.

✓ Pricing & Transparency (3.5/5): Pricing is available via sales-led quotes. Costs are on the higher end of the market and may include FX fees, partner costs, and security deposits depending on country.

✓ Payment & Contract Terms (3.8/5): Standardized global contracts with secure pre-funding requirements. Payment workflows are reliable but less flexible than product-led EORs.

✓ Customer Experience & Support (3.8/5): Dedicated account management model with strong payroll expertise. Support quality can vary by country due to partner dependency.

✓ Platform & Integrations (4.6/5): One of the strongest global payroll engines in the market, with deep reporting, compliance tooling, and enterprise-grade integrations.

✓ Entity Ownership (3.5/5): Operates in Indonesia via a local partner rather than a wholly owned entity, which can impact speed and service consistency.

✓ Onboarding Speed (4.0/5): Onboarding is generally efficient once documentation is complete, though timelines depend on partner coordination.

✓ Local HR Support (4.0/5): Local HR and payroll support available through in-country partners, suitable for standard employment scenarios.

✓ Visa & Work Permit Support (3.5/5): Immigration support available but handled via partners; timelines and scope vary by role and region.

✓ In-Country Compliance (4.5/5): Strong handling of Indonesian payroll, tax withholding, social security (BPJS), and statutory reporting.

✓ Local Add-Ons (4.5/5): Employee self-service tools, contractor management, and AI-driven payroll features reduce reliance on manual local processes.

✓ Global Coverage & Services (4.4/5): Coverage across 100+ countries via partner entities. Supports full EOR scope: compliant employment contracts, payroll, statutory filings, terminations, and HR advisory. Proven experience with large, multi-country enterprise rollouts. Partner-led delivery means execution quality varies by country.

✓ Pricing & Transparency (3.7/5): No public pricing. Fees provided after sales scoping. Pricing varies by country and partner. FX fees and local employer burden not always disclosed upfront, impacting cost predictability for procurement-led buyers.

✓ Payment & Contract Terms (4.5/5): Jurisdiction-specific, enterprise-grade contract templates. Clearly defined payroll cut-offs and payment timelines. Payroll pre-funding required in some countries. Additional administrative steps apply in ICP-heavy jurisdictions.

✓ Customer Experience & Support (4.2/5): Dedicated client success managers for enterprise accounts. Strong experience handling complex, multi-entity, and regulated environments. No unified 24/7 global support model; responsiveness depends on local partner execution.

✓ Platform & Integrations (3.9/5): Provides payroll reporting, time tracking, and document management. Not a full HRIS and not automation-first. Limited integrations compared to SaaS-led EORs like Deel, Rippling, or Oyster.

✓ Entity Ownership (4.3/5): Operates through a local affiliate, PT Global Consulting Services Indonesia, enabling reliable in-country execution and accountability, though not a fully standalone Safeguard-owned entity.

✓ Onboarding Speed (4.3/5): End-to-end onboarding typically completed within two weeks or less, including contract issuance and statutory setup.

✓ On-Site HR Support (4.5/5): Strong local HR and payroll presence via the Indonesian affiliate, providing responsive, in-country support.

✓ Visa & Work Permit Support (4.3/5): Immigration coordination and advisory support available for Indonesia, subject to local processing timelines.

✓ In-Country Compliance (4.5/5): Robust handling of Indonesian labor law, compliant local-language contracts, statutory benefits, payroll, and tax obligations.

✓ Local Add-Ons (3.5/5): Core benefits, payroll, and HR administration supported; fewer advanced or flexible local add-ons compared to top-tier owned-entity EORs.

JAC Outsourcing is a regional provider focused primarily on Indonesia, offering payroll, HR administration, and employer-of-record services through a deeply localized structure. Their strength lies in hands-on compliance support and local expertise rather than global scale. Since JAC does not operate as a global EOR provider and has no multi-country entity coverage, their offering is best viewed as a local Indonesian EOR specialist rather than a global solution. This limits their flexibility and makes them less suitable for companies needing multi-country expansion, but highly valuable for businesses prioritizing deep local execution and compliance accuracy in Indonesia.

Founded in 2002, JAC Outsourcing operates in Indonesia under its owned entity, PT JAC Consulting Indonesia. Because it uses an owned entity, you don’t have to play phone tag with a middleman every time you have a question. JAC Outsourcing particularly stands out because of its true local focus. It has branches in 11 other countries, but they are almost entirely in the Asia-Pacific region. When you work with JAC Outsourcing, you get an on-the-ground, local expert for all of your hiring, benefits administration, payroll, and onboarding needs.