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Brazil is one of the most exiting places to hire but also one of the legally most complex places. If you have hired employees on your own before, you know the drill of endless forms and mandatory benefits. If you are thinking about hiring your team as contractors instead, be aware: Brazil is extremely restrictive and there are high fines for contractor misclassifications. This is why Employer of Record (EOR) is the best way to hire employees in Brazil.
An Employer of Record in Brazil can take care of payroll, employee benefits, and legal obligations on your behalf. This gives you the freedom to concentrate on scaling your business. Since there are multiple EOR providers in Brazil, it’s important to take some time to compare different providers to find the best one for you.
In this article, we review the leading EOR services in Brazil, and outline their key features, pricing models, and benefits so you can determine which option best fits your business’s needs. If you’re looking to hire beyond Brazil, our global EOR comparison might be worth reading as well.
Quick Verdict: Best 10 Employer of Record in Brazil
Ø price p.m.
4.5/5
4.7/5
Ø price p.m.
4.6/5
4.6/5
Ø price p.m.
4.3/5
4.8/5
Ø price p.m.
3.9/5
4.8/5
Ø price p.m.
4.0/5
4.5/5
Ø price p.m.
3.8/5
4.5/5
Ø price p.m.
4.1/5
4.2/5
Ø price p.m.
3.9/5
4.2/5
Ø price p.m.
4.1/5
3.9/5
Ø price p.m.
3.8/5
4.2/5
How We Score Brazil EOR Services
At Employsome, we don’t rank EORs based on marketing claims or headline country counts. Every provider is evaluated using a two-layer scoring system that reflects both global capability and real in-country performance – because that’s where most employment risk actually happens. The final ranking is done by a weighted average of 40% global score and 60% local score.
🌍 Global EOR Score
A Global EOR Scorecard rates providers on international capabilities such as:
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Global Coverage & Services: Where the provider truly operates (not “180 countries” marketing claims), whether through owned entities or partners, and how consistent service quality is across markets.
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Pricing & Transparency: How clear, predictable, and honest pricing is, including FX fees, deposits, termination charges, and hidden costs. Not just “pricing starts at $399” nonsense.
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Payment & Contract Terms: We actually review service agreements including flexibility of contracts, payroll cut-offs, invoicing timelines, and multi-currency support.
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Customer Experience & Support: Quality of day-to-day support, availability escalation paths, and how complex cases are handled.
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Platform & Integrations: Depth of HR technology, automation, reporting, and HRIS functionalities. We review integrations (not just the amount of integrations) but how data is transferred between systems.
🇧🇷 Brazil EOR Score
A Brazilian On-The-Ground Scorecard focuses on how an EOR operates locally within Brazil across the following four critical dimensions:
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Brazilian Entity Ownership: Whether the provider employs through its own legal entity (usually recommended) or relies on partners.
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Onboarding Speed: How quickly employees can be hired compliantly.
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On-Site HR Support: Strength of in-country HR and payroll teams.
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Visa & Work Permit Support: Practical immigration capability, so you know if you can actually employ foreigners.
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In-Country Compliance: Depth of local labor law, tax, and social security handling.
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Local Add-Ons: Benefits administration, equipment, insurance, and country-specific extras.
In-Depth Review: Best 10 Employer of Record In Brazil
Finding the ideal Employer of Record in Brazil can be a game-changer for companies that are aiming to expand and stay compliant. An EOR handles hiring, payroll, benefits, and HR compliance which allows businesses to concentrate on growth without worrying about local regulations. To make your search easier, we’ve compiled a list of the 10 top EOR providers in Brazil.
Deel, launched in 2019, simplifies hiring in Brazil (in addition to 150 other countries). Rather than going through the lengthy process of establishing a local legal entity, which can take months, companies can onboard employees in just a few days using Deel’s own Brazilian entity. Payroll is processed seamlessly in Brazilian Reais, contracts comply with local labor regulations, and benefits like social security contributions are managed automatically. The platform itself is intuitive and well-designed and it offers clear oversight of contracts, payroll, and compliance all in one place. However, this convenience comes at a cost.
Global
Ø Fee per Employee per Month, First Year
- Best tech platform
- Most chosen provider
✓ 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.
4.5/5
✓ Entity Ownership (5.0/5): Deel operates through a Brazilian legal entity structured as a Sociedade Anônima (S.A.), allowing it to act as the direct Employer of Record.
✓ Onboarding Speed (4.5/5): Employees can often be onboarded within a few business days, which is competitive given Brazil’s administrative complexity and registration requirements with tax and social authorities.
✓ On-Site HR Support (4.5/5): Strong local HR and payroll coordination with some internal Portuguese speaking support staff. Support is primarily delivered remotely rather than through a large physical in-country team.
✓ Visa & Work Permit Support (4.5/5): Immigration and work permit assistance is available, subject to Brazil’s strict immigration framework and processing timelines.
✓ In-Country Compliance (5.0/5): Employment contracts are fully compliant with Consolidação das Leis do Trabalho (CLT). Deel automatically manages INSS (social security) and FGTS (Fundo de Garantia do Tempo de Serviço) contributions, statutory leave, 13th salary, and payroll tax filings in line with Receita Federal requirements.
✓ Local Add-Ons (4.5/5): Supports benefits administration, equity & stock options, equipment provisioning, and compliant payroll workflows. Some Brazil-specific feedback points to limited handling of collective bargaining agreements (CCNL) in certain cases, which may affect employees in highly unionized sectors.
4.7/5
All-in-one platform: A system with extensive integrations to support HR and finance operations.
Centralized management: Ability to oversee both formal employees (CLT) and independent contractors in one place.
Easy hiring: Fast, consistent onboarding supported by clear, repeatable workflows that align with Brazilian labor practices.
Self-service tools: HR and finance teams can generate reports, approve requests, and export data with ease.
Global and local reach: Consistent support for hiring in Brazil as well as across international markets.
Employee experience: A user-friendly portal where staff can access payslips, request time off, and submit expenses.
Brazil-related challenges: Reports from Brazil highlight missing collective bargaining agreements (CCNL) and restrictions on certain employee rights which can raise concerns about how contractual terms are applied locally.
Integration gaps: The absence of built-in connections with tools like accounting software or applicant tracking systems can create extra manual steps for users.
Emphasis on software over service: A heavily software-driven model may not deliver the same level of hands-on support offered by some competitors.
Deel is perfect for companies that want to expand into Brazil or other international markets without the usual headaches. It makes hiring, paying, and managing employees abroad straightforward, while keeping everything in line with Brazilian labor laws. It’s great for businesses that need to move fast and start operating locally without setting up a full office. On the flip side, because it offers a wide range of services and requires a minimum commitment, it might not be the best fit for small startups or companies on a tight budget.
Remote is an Employer of Record platform that makes it easy for companies to hire talent around the world without the hassle of setting up local offices. It was launched in 2019 by former GitLab executives Job van der Voort and Marcelo Lebre and it has raised over $500 million and now supports hiring in more than 180 countries. The platform handles the entire employment lifecycle. Everything from contracts, onboarding, payroll, benefits and taxes to even terminations. Unlike many competitors, Remote actually owns its local entities instead of relying on third parties which gives it full control over employment and compliance. That makes it a great choice for companies that care about staying compliant, managing risk, and protecting their intellectual property while building global teams.
Global
Ø Fee per Employee per Month, First Year
- Global country coverage
- Enterprise-grade software
✓ 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.
4.6/5
✓ Entity Ownership (5.0/5): Remote operates through an owned Brazilian legal entity, enabling direct employment under CLT and full control over compliance without third-party partners.
✓ Onboarding Speed (4.5/5): Employees can typically be onboarded within 5–10 business days once documentation is complete, which is fast given Brazil’s regulatory complexity.
✓ On-Site HR Support (4.5/5): Brazil-focused HR and payroll specialists provide strong local execution and ongoing support. While Remote is not a boutique provider, service quality in Brazil is consistently high.
✓ Visa & Work Permit Support (4.0/5): Remote provides coordination and advisory support for Brazilian immigration, though timelines are subject to government processing and some cases may require external specialists.
✓ In-Country Compliance (5.0/5): Excellent handling of Brazilian labor law (CLT), including INSS, FGTS, 13th salary, vacation pay, termination rules, and Receita Federal tax obligations.
✓ Local Add-Ons (4.5/5): Strong local benefits coverage, statutory and supplemental benefits, compliant payroll execution, IP protection, and contractor-to-EOR conversions.
4.6/5
Effortless team management: Easily oversee remote teams on a platform that’s simple and intuitive.
Stress-free compliance: Stay fully aligned with local labor laws and regulations without the worry.
Streamlined global payroll: Make international payments smooth and hassle-free for your entire team.
Getting started might take a little time: Your team could go through a short learning curve during onboarding.
Unpredictable support times: Some users have noticed occasional delays when reaching out to customer support.
Customization isn’t unlimited: There may be some features that don’t offer as much flexibility as you’d like.
Remote works really well for mid-sized businesses to enterprise companies that are looking to hire talent internationally and are ready to invest in premium EOR services. It’s a great fit for tech and IP-focused businesses that want solid intellectual property protection, as well as companies that prioritize compliance and risk management. Especially thanks to its owned-entity setup.
Pebl (formerly known as Velocity Global) has established itself as a major force in the Employer of Record industry and it operates in more than 185 countries worldwide. The company’s recent rebrand introduces advanced AI-powered features that are designed to simplify and enhance the process of global workforce management. While clients will still collaborate with the same trusted team and retain access to many of the familiar services, the updated platform now delivers better real-time compliance guidance, expanded self-service capabilities, and smarter automation to accelerate hiring and onboarding in international markets.
Global
Ø Fee per Employee per Month, First Year
- Strong global entity infrastructure
- Transparent (but high) pricing
- Extensive immigration offering
✓ 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.
4.3/5
✓ Entity Ownership (5.0/5): Strong owned-entity presence with full operational control.
✓ Onboarding Speed (4.5/5): Fast relative to Brazil’s complexity; documentation handled efficiently.
✓ On-Site HR Support (5.0/5): Deep local HR and payroll expertise.
✓ Visa & Work Permit Support (4.5/5): Immigration support available, subject to local processing timelines.
✓ In-Country Compliance (5.0/5): Excellent handling of CLT, FGTS, INSS, 13th salary, and terminations.
✓ Local Add-Ons (5.0/5): Strong statutory and market-standard benefits coverage.
4.8/5
Expert guidance: They are highly skilled at navigating legal and procurement requirements.
Truly global: Their EOR and full PEO solutions allow companies to operate seamlessly across multiple countries.
Highly supportive: Clients appreciate the personalized hiring strategies and attentive, hands-on assistance they offer.
Consistently impressive: Feedback from clients is overwhelmingly positive.
Higher Cost: Generally more expensive than several regional specialists in Brazil and other markets.
Limited Add-Ons: Provides a relatively limited range of options compared with competitors.
Platform: User experience is less sleek and modern than some product-focused alternatives.
Pebl is a great fit for large enterprises that need broad coverage and want to scale their operations easily. Its reliable features and wide-ranging capabilities make it an appealing option for organizations that can invest in a high-end solution.
On the other hand, for smaller businesses or startups with tighter budgets, Pebl might not be the most practical choice. Its pricing and focus on large-scale deployment can make it harder for companies that need to be more budget-conscious to justify the investment.
Papaya Global is your all-in-one platform for managing people, payroll, and payments, anywhere in the world, including Brazil. It helps businesses handle everything from bringing new team members on board to running compliant global payroll without the usual headaches. Papaya Global was designed with large companies in mind, and it makes managing international teams a lot simpler. It brings all your HR workflows into one place, so you can easily take care of everything your global workforce needs. The platform tackles common challenges too, like keeping up with different labor laws, handling payroll setups, and connecting multiple HR functions in one system. On top of that, Papaya Global also handles payments and delivers payroll-optimized solutions alongside all the usual workforce management tools.
Global
Ø Fee per Employee per Month, First Year
- Strong global payroll engine
- Global coverage through partners
✓ Global Coverage & Services (4.0/5): Global EOR and payroll platform combining employer of record, contractor management, and global payroll in one system. Coverage is broad but primarily delivered through local partners rather than owned entities.
✓ Pricing & Transparency (3.5/5): Sales-led pricing model with costs at the higher end of the market. FX fees, partner costs, and security deposits may apply depending on country.
✓ Payment & Contract Terms (3.8/5): Standardized global contracts with secure pre-funding requirements. Reliable payment workflows, but less flexible than product-led EORs.
✓ Customer Experience & Support (3.8/5): Dedicated account management with strong payroll expertise. Service quality can vary by country due to partner dependency.
✓ Platform & Integrations (4.6/5): One of the strongest global payroll engines available, offering deep reporting, compliance tooling, and enterprise-grade integrations.
3.9/5
✓ Entity Ownership (4.0/5): Papaya Global operates in Brazil through a vetted local partner network rather than a wholly-owned entity. This enables compliant employment but introduces some dependency on third-party execution.
✓ Onboarding Speed (4.5/5): Structured onboarding process with clear documentation requirements. Timelines are generally reliable, though slightly slower than owned-entity providers.
✓ On-Site HR Support (4.5/5): Local payroll and HR expertise available via in-country partners, supported by Papaya’s centralized account management team.
✓ Visa & Work Permit Support (4.5/5): Immigration coordination available through local specialists. Coverage is solid for standard cases but handled externally via partners.
✓ In-Country Compliance (5.0/5): Strong handling of Brazilian labor law, including INSS, FGTS, income tax withholding, and statutory reporting requirements.
✓ Local Add-Ons (5.0/5): Extensive add-on coverage including benefits administration, contractor management, global payroll, analytics, and integrations suited for enterprise use cases.
4.8/5
Manage your whole team in one place: With Papaya, you can handle payroll, contractors, and Employer of Record services all from an easy-to-use platform.
Turn data into smarter decisions: Papaya’s built-in analytics tools help you spot workforce trends across regions and make informed decisions backed by real insights.
Connect the tools you already use: It’s simple to link Papaya with your existing HR and ERP systems thanks to ready-to-go integrations that keep everything in sync.
Flat pricing: Makes it easy to plan your budget and understand your costs upfront.
Support from hire to retire: Papaya helps you take care of every part of the employee journey from recruiting and onboarding to managing benefits and immigration.
Service delays from local partners: Working through third-party experts on the ground can slow down service delivery and issue resolution.
Dependence on third-party providers: Relying heavily on outside providers can impact overall service quality and lead to longer response times for support.
Papaya Global is a great fit for mid-sized to large businesses that have teams spread across different countries, including Brazil. It really shines when it comes to handling global payroll, HR tasks, and compliance which makes it a strong choice for many industries like tech, consulting, and manufacturing. HR teams with employees scattered around the world will appreciate its all-in-one platform, which takes care of everything from onboarding to paying international staff. Plus, its scalability means it can easily grow right alongside your business.
RemoFirst is a global provider of Employer of Record (EOR) and payroll services. It was founded in 2021 and it supports operations in more than 185 countries. The company enables organizations to recruit, onboard, and manage international teams without the need to set up local subsidiaries. It ensures compliance with labor regulations while streamlining payroll, benefits, and overall employee management. RemoFirst is one of the most affordable solutions on the market and it even promotes itself as “the world’s most cost-effective EOR.” Clients have especially highlighted the platform’s ease of use and the company’s attentive customer support.
Global
Ø Fee per Employee per Month, First Year
- Low cost provider
- Extensive global coverage
✓ 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.
4.0/5
✗ Entity Ownership (3.5/5): RemoFirst operates through a vetted local partner in Brazil rather than an owned entity. Partner has deep expertise navigating Brazil’s complex CLT labor framework.
✓ Onboarding Speed (4.5/5): Fast onboarding through RemoFirst’s streamlined platform despite Brazil’s extensive documentation requirements (eSocial, INSS, FGTS registration).
✓ On-Site HR Support (5/5): Strong local Brazilian partner with deep expertise in CLT labor laws. Excellent support for navigating Brazil’s employee-favoring regulations and complex HR processes.
✓ Visa & Work Permit Support (4.5/5): Work permit support available for Brazil. RemoFirst offers visa services in 85+ countries. Partner handles Brazil’s specific visa requirements.
✓ In-Country Compliance (5/5): Excellent compliance coverage for Brazil’s complex CLT laws including 13th salary, extensive leave requirements, FGTS contributions (8%), INSS social security, and strict termination procedures with 40% FGTS penalty.
✓ Local Add-Ons (4.5/5): Supports Brazilian statutory benefits including FGTS, INSS, and mandatory 13th salary. Can administer vale-refeição (meal vouchers) and vale-alimentação (food vouchers) with tax advantages, vale-transporte (transport vouchers legally required), private health insurance (plano de saúde), dental plans (plano odontológico), life insurance, and PLR profit-sharing bonuses with favorable tax treatment. Equipment provisioning available.
4.5/5
User-friendly platform: HR teams can easily access essential features with minimal learning curve.
Affordable contractor payments: You can manage contractors for only $25 per month. 50% less compared to other providers.
Quick employee onboarding: Set up employees within 5–7 business days in over 180 countries.
Transparent pricing: Simple, flat global rates with no hidden fees, setup costs, or minimum commitments.
Cost-effective EOR services: At just $199 per employee per month, RemoFirst is more budget-friendly than some competitors like Deel.
Global benefits: RemoHealth delivers consistent health coverage, including dental and vision, for employees worldwide.
Emerging platform: Established in 2021, RemoFirst is still growing and does not yet support advanced capabilities such as multi-country payroll consolidation or tax strategy tools.
Basic reporting: Offers only essential workforce analytics, without customizable dashboards.
Limited integrations: Supports fewer third-party connections than competitors.
Restricted localization: Provides minimal flexibility for adapting contracts and policies, which can pose challenges for businesses that are operating in highly regulated or region-specific environments.
RemoFirst is a great option for startups in their early stages and cost-conscious scale-ups aiming to hire talent internationally, including in Brazil, without overspending. It is particularly suited for businesses with typical employment requirements, a combination of full-time employees and contractors, or teams growing across multiple countries, thanks to its transparent pricing and easy setup.
However, it might not be the best fit for large corporations, companies in heavily regulated sectors or organizations that need advanced HR capabilities or premium support.
Wide Brazil is a Brazil-focused Employer of Record provider offering deep local expertise in one of the world’s most complex labour and tax environments. Instead of operating across many countries, they specialise exclusively in Brazil meaning clients get strong compliance support, hands-on payroll operations, and guidance through Brazil’s bureaucracy, labour rules, and benefits structures. They are a practical choice for companies wanting a reliable local partner rather than a generic global platform.
Local
Ø fee per employee per month, first year
- Local Expert
✓ Global Coverage & Services (2.5/5): Focused primarily on Brazil with deep local EOR execution across CLT contracts, payroll, FGTS, INSS, benefits, and termination handling. Limited international coverage through a small network of trusted partners, making it less suitable for multi-country EOR consolidation.
✓ Pricing & Transparency (4.0/5): Highly transparent and cost-efficient pricing with no setup fees, no FX markups, and no bank transfer fees. Monthly EOR fee of USD 299 is competitive, with statutory Brazilian tax surcharges clearly disclosed upfront.
✓ Payment & Contract Terms (4.4/5): No minimum commitment and flexible scale-up or scale-down at any time. Termination handled fully in line with Brazilian labor law (CLT). A refundable security deposit of one month’s total payroll applies, but no additional commercial penalties.
✓ Customer Experience & Support (4.4/5): Strong Brazil-based HR and payroll teams with deep CLT expertise. Known for hands-on, practical support in complex employment scenarios, though there is no 24/7 global support layer.
✓ Platform & Integrations (Not Rated): Operates as a service-led, local EOR rather than a software-first platform. To keep assessments fair across different operating models, platform depth and integrations are not scored for Wide Brazil.
3.8/5
✓ Entity Ownership (5.0/5): Operates through its own legal entity in Brazil, enabling direct employment, full compliance control, and no reliance on third-party subcontractors.
✓ Onboarding Speed (4.3/5): Fast onboarding for Brazilian nationals (typically 2–5 business days once documents are complete). For foreign nationals requiring visas, timelines are 45–60 days, in line with Brazilian immigration standards.
✓ On-Site HR Support (4.5/5): Strong Brazil-based HR and payroll teams with deep CLT expertise. Highly hands-on support model, especially valuable for companies unfamiliar with Brazil’s complex labour framework.
✓ Visa & Work Permit Support (4.5/5): End-to-end coordination for work permits and immigration cases. Well-structured process, though timelines depend heavily on government authorities.
✓ In-Country Compliance (4.5/5): Excellent coverage of Brazil’s CLT requirements – including FGTS (8%), INSS, mandatory 13th salary, extensive leave entitlements, and strict termination rules with FGTS penalties. Strong audit readiness and compliance execution.
✓ Local Add-Ons (4.3/5): Supports Brazilian statutory benefits and commonly used add-ons such as vale-refeição, vale-alimentação, vale-transporte, private health insurance, dental plans, life insurance, and compliant bonus processing – all managed within local tax and labour frameworks.
4.5/5
Local team in São Paulo: Direct point of contact in the employees’ time zone and language
Strong compliance & labour law expertise: As they only do Brazil, they have a deep understanding
No tech platform: White-glove service without any platform
No global coverage: Only suitable if you solely hire in Brazil
Best for companies hiring 1 to 20 employees in Brazil who value local service, guidance, and risk reduction over advanced software features. Not ideal for tech-driven teams wanting a modern global platform or companies looking to hire across many countries.
Safeguard Global is a top player in the global payroll space, well-known for delivering dependable managed services. While it started out focusing mainly on gross-to-net payroll, it has since expanded its offerings to include EOR services and contractor management solutions. Safeguard has operations in nearly 85 countries, and it helps businesses stay compliant with local tax and labor regulations. It has a team of over 1,000 employees dedicated to supporting clients. Its proprietary platform brings together payroll, time tracking, and expense management, all the while keeping data secure and meeting GDPR and SOC standards. Some businesses might find a few limitations, though. Its EOR model relies on aggregators, it has fewer HRIS integrations, and its technology isn’t as advanced as some of the better-funded competitors in the market.
Global
Ø Fee per Employee per Month, First Year
✓ 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.
4.1/5
✓ Entity Ownership (4.5/5): Operates through their own entity in Brazil, providing solid operational control and direct responsibility for employment, payroll, and compliance execution.
✓ Onboarding Speed (4.0/5): Onboarding typically completed within 1–2 weeks, which is efficient given Brazil’s complex documentation, registration, and compliance requirements.
✓ On-Site HR Support (4.2/5): Access to experienced local HR and payroll specialists with strong knowledge of Brazilian employment practices and employee-facing processes.
✓ Visa & Work Permit Support (4.0/5): Immigration and work permit coordination supported, though timelines are constrained by Brazilian authorities and processes.
✓ In-Country Compliance (4.3/5): Excellent handling of CLT labor law, INSS, FGTS, 13th salary, mandatory benefits, tax filings, and termination rules.
✓ Local Add-Ons (4.0/5): Supports statutory benefits and commonly expected market benefits; fewer advanced or highly customizable add-ons than premium enterprise
4.2/5
Trusted global payroll partner: With SG’s solid track record and experienced team, you can count on reliable service every time.
Worldwide presence: They operate in 150 countries, so your payroll stays compliant no matter where your team is.
Flexible workforce solutions: SG adapts to fit your unique workforce needs.
Cost-effective and efficient: Their competitive pricing makes SG a smart and budget-friendly choice for businesses looking for EOR support.
Potential challenges with the aggregator model: Relying on local partners for EOR services can sometimes mean uneven operational quality across different regions.
Legacy technology: SG’s platform might feel a bit limiting for organizations that want advanced features or seamless HRIS integrations.
Entity formation limitations: Companies may need to lean on external partners when setting up legal entities.
Restricted HRIS connectivity: GDPR rules can make it tricky to share data or integrate well with other HR systems.
Safeguard Global is a great fit for international companies that are seeking reliable global payroll solutions, including EOR and contractor management. But, it might not be the best option for organizations that need advanced HRIS integrations or help setting up new entities.
GoGlobal launched its EOR services in Brazil in September 2025. The company operates through a local team on the ground in Brazil with deep knowledge of the country’s complex labor environment, offering its technology-enabled BlueOcean platform for streamlined HR, payroll, and compliance management. GoGlobal positions with a people-first approach, combining dedicated account managers with local Portuguese-speaking HR support.
Global
Ø fee per employee per month, first year
✓ Global Coverage & Services (4.4/5): Strong reach across 110+ countries with deep expertise in APAC, Europe, and the Americas. Broad service scope including EOR, global payroll, entity setup, and specialist M&A/IPO compliance support.
✓ Pricing & Transparency (3.0/5): Flexible, enterprise-friendly commercial models, but no public pricing. Additional costs can apply for local benefits, making upfront cost comparison harder.
✓ Payment & Contract Terms (4.0/5): Reliable multi-currency payroll, fast approvals via the BlueOcean platform, and strong support for companies transitioning from EOR to owned entities.
✓ Customer Experience & Support (4.5/5): High-touch, compliance-first support with dedicated account managers, strong in-country presence, and AI-backed HR guidance.
✓ Platform & Integrations (3.5/5): Solid compliance-focused platform with good security standards, but UX and native integrations lag behind tech-first EORs like Deel or Remote.
3.9/5
✓ Entity Ownership (4.0/5): GoGlobal launched operations in Brazil in September 2025 under regional leadership of Ana Vizzotto for the Americas and operates with a dedicated local team. They have one entity in Brazil but the exact legal structure is not publicly disclosed (probably LTDA or S.A.).
✓ Onboarding Speed (4.0/5): Onboarding is typically completed within a few days to two weeks. Considering Brazil’s administrative complexity – including mandatory eSocial registration, tax IDs, and social security setup – this timeline is competitive and well aligned with market standards.
✓ On-Site HR Support (4.5/5): GoGlobal provides Portuguese-speaking local HR specialists with deep knowledge of employment costs, unions, and regulatory obligations. Clients benefit from a single point of contact supported by in-country experts, enabling smooth handling of both routine HR processes and complex employment scenarios.
✓ Visa & Work Permit Support (4.0/5): Immigration support is available, although Brazil remains a demanding jurisdiction for foreign hires. The Ministry of Labor typically requires 30–45 days to review applications, while Federal Police ID issuance can take several months. GoGlobal’s local team guides clients through the full process and supports compliance with Brazil’s “two-thirds rule,” which requires most employees to be Brazilian nationals.
✓ In-Country Compliance (4.5/5): GoGlobal manages employment in full alignment with Brazil’s CLT labor framework, including INSS contributions, FGTS payments, statutory leave, and the mandatory 13th salary. Payroll tax filings and social security reporting are handled locally, ensuring compliance with Receita Federal and eSocial requirements.
✓ Local Add-Ons (4.0/5): GoGlobal supports statutory benefits administration and offers guidance on equity programs such as stock options, RSUs, ESPPs, and phantom plans. Equipment provisioning is also available for international hires. In highly unionized sectors, collective bargaining agreements may require additional coordination, reflecting the structural complexity of the Brazilian labor market.
4.2/5
Strong Local HR Support: Dedicated on-the-ground team in Brazil provides single point of contact support, speaking Portuguese and operating in local time zones.
Fast Onboarding: Employees can typically be onboarded within a few days to a couple of weeks, which is competitive given Brazil’s administrative complexity including eSocial registration and mandatory tax authority filings.
Limited Platform Automation: The BlueOcean platform lacks the modern UX and self-serve automation seen in more tech-first EOR competitors.
Newer Brazil Presence: Having launched in Brazil only in September 2025, GoGlobal has less established track record in the country compared to longer-standing competitors, though regional leadership is experienced.
GoGlobal is best for mid-market and enterprise companies that prioritise compliance, hands-on support, and structured global hiring over pure self-service automation. It’s a strong fit for organisations managing complex employment scenarios, regulated markets, or multi-country expansions where local expertise really matters. Companies that value service-led delivery and regional depth (especially across APAC, Europe, and the Americas) will get the most out of GoGlobal.
Ontop is a Miami-based Y Combinator-backed EOR and global payroll platform with deep Latin American expertise, offering contractor management from $49/month and full EOR services from $499/month across 50+ countries.
Global
Ø fee per employee per month, first year
- LATAM Expert
✓ Global Coverage & Services (4.0/5): EOR and contractor services in 50+ countries with strong presence in LATAM. Includes compliant contracts, global payments, Ontop Wallet, Visa card, and visa support – though coverage outside core regions depends on partners.
✓ Pricing & Transparency (3.8/5): Clear, publicly listed pricing – $49/month for contractors, $499/month for EOR. Significantly cheaper than premium competitors, but enterprise setups and advanced integrations may add cost.
✓ Payment & Contract Terms (4.2/5): Fast, automated contract generation with flexible payment options (wire, ACH, card, crypto). Strong worker experience via Ontop Wallet, though less ideal for teams wanting traditional bank-only payroll.
✓ Customer Experience & Support (4.2/5): Good balance of tech and human support with dedicated managers and fast onboarding. Well-reviewed by users, but less depth for highly complex enterprise cases.
✓ Platform & Integrations (4.3/5): Modern, startup-friendly platform with wallet and card features, solid API, and key integrations. Not a full HRIS and analytics depth still developing, but strong for SMB and scale-up needs.
4.1/5
✓ Entity Ownership (4.5/5): Ontop operates through its own legal entity in Brazil, enabling direct employment, stronger compliance control, and clearer accountability for payroll, taxes, and statutory benefits.
✓ Onboarding Speed (4.3/5): Fast onboarding supported by automated contract generation and streamlined documentation flows. Brazilian nationals can typically be onboarded within 5–10 business days, even with mandatory eSocial, FGTS, and INSS registrations.
✗ On-Site HR Support (3.0/5): Support is primarily delivered through regional teams and digital channels. While responsive, Ontop does not offer deep, on-the-ground HR presence in Brazil, making it less hands-on than local, service-led EOR specialists.
✓ Visa & Work Permit Support (3.7/5): Immigration guidance is available for standard Brazil work scenarios. More complex visa cases may require additional coordination and longer processing times.
✓ In-Country Compliance (3.9/5): Strong coverage of Brazilian labor law, including CLT-compliant contracts, FGTS, INSS, 13th salary, statutory leave, and termination handling. Compliance execution is solid, though not as specialized as Brazil-first providers.
✓ Local Add-Ons (3.8/5): Supports core statutory benefits, bonus processing, expense reimbursements, and multi-currency payroll. Advanced local benefits (meal vouchers, transport vouchers, private health plans) may require extra scoping.
3.9/5
Own legal entity in Brazil: Stronger compliance control and faster, cleaner onboarding.
Competitive pricing and fast setup: Good fit for startups and scaleups that need to hire quickly without premium EOR fees.
Limited on-the-ground HR presence in Brazil: Support is mainly remote, not deeply local.
Not ideal for highly complex CLT cases: Works well for standard hires, but edge cases may need more specialised local support.
We recommend Ontop especially for startups and SMBs that want a fast, affordable way to hire internationally – especially in Latin America. It’s ideal for teams with a tighter budget that value speed, automation, and a tech-first experience over heavy, service-led models.
If you’re building a small to mid-sized global team and need quick onboarding and simple compliance, Ontop is a strong fit.
Globalization Partners, one of the pioneers in the EOR space, has earned its reputation by setting up its own local entities and building strong in-country teams. Because it directly employs workers in most markets, the company can better figure out regional labor laws and avoid expensive compliance mistakes. Recently, G-P expanded its platform with recruiting tools that connect companies to local talent partners. When it comes to payroll, G-P operates through an aggregator model and uses some third-party providers for calculations. The company is shifting toward a more transparent, flat-fee structure, though there can still be extra charges for some things like onboarding, currency conversions, or add-on services. Its system works with major HRIS platforms, but it doesn’t yet offer deep functionality for performance reviews or compensation planning.
Global
Ø Fee per Employee per Month, First Year
- White-glove services (with premium price-tag)
- Enterprise-grade software
✓ 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.
3.8/5
✓ Entity Ownership (4.5/5): G-P operates through owned legal entities in Brazil and maintains a strong regional presence, enabling direct employment and local compliance without intermediaries.
✓ Onboarding Speed (3.5/5): Onboarding timelines are longer than average due to Brazil’s complex CLT framework and mandatory registrations (eSocial, INSS, FGTS), which extend setup beyond typical EOR timelines.
✓ On-Site HR Support (4.5/5): Local HR specialists provide strong support across payroll, benefits, and employment lifecycle management, supplemented by G-P’s Gia compliance assistant for Brazil-specific guidance.
✓ Visa & Work Permit Support (4.0/5): Immigration and work permit support is available, though processing times are longer due to Brazil’s strict immigration rules.
✓ In-Country Compliance (4.5/5): Excellent compliance execution across CLT labor law, 13th-month salary, statutory leave, LGPD data protection, social security, and complex termination requirements.
✓ Local Add-Ons (4.0/5): Statutory benefits (FGTS, INSS) supported, with access to common market add-ons such as private health and dental plans.
4.2/5
Global EOR expertise: With operations in 187 countries, including Brazil, G-P offers dependable service, ensures regulatory compliance, and maintains transparent pricing.
Regional compliance specialists: Local experts provide informed guidance and ensure your business stays aligned with country-specific labor laws.
Acceptable technology platform: G-P’s platform integrates payroll, onboarding, and expense management while connecting with HRIS tools like BambooHR and ADP.
Personalized support: Dedicated account managers in your time zone deliver timely assistance and tailored solutions.
Restricted HR features: G-P’s system does not include performance management or compensation tools, so businesses must rely on separate HR software.
Payroll aggregator model: Using a third-party payroll provider can reduce direct control over payroll processes.
Internal support delays: Companies may experience slower response times for internal HR or payroll issues.
Extra charges: Businesses need to account for $2,820 setup expenses and currency exchange fees when budgeting for G-P services.
Who is G-P Best For
Globalization Partners is a great fit for medium to large companies that have the resources to grow globally and want to establish a presence in multiple countries, including Brazil. It’s especially handy for businesses that are looking to expand quickly, like those in tech, consulting, or finance, where finding top talent worldwide is key. If staying compliant with local employment laws and regulations matters to you, G-P is a good choice.
It’s also a big help for companies dealing with tricky global payroll like multiple currencies and tax rules. On the other hand, smaller businesses or startups with limited budgets and only occasional international hires might find it a bit pricey.
Hiring in Brazil: What You Need To Know
Expanding your team in Brazil can be a great opportunity, but companies need to understand local rules, costs, and expectations to stay compliant and competitive.
Understanding the Labor Market
Brazil has a large and skilled workforce, especially in urban centers like São Paulo, Rio de Janeiro, and Belo Horizonte. However, labor costs can vary widely depending on the region and role. Companies should research market salaries, typical benefits packages, and talent availability in their sector to ensure competitive offers.
Employment Laws and Regulations
Brazilian labor laws are among the most employee-friendly in the world. Companies must comply with the CLT (Consolidação das Leis do Trabalho), which covers working hours, overtime, vacation, severance, and termination rules. For example:
- Standard workweek: 44 hours
- Paid vacation: 30 days per year
- Mandatory 13th-month salary
Non-compliance can result in fines, legal disputes, and reputational damage, so consulting local labor law experts is highly recommended.
Work Visas and Foreign Employees
Hiring foreigners requires work visas, which can take several months to process. Companies must demonstrate that the role cannot be filled by a local candidate. An EOR service can help with this process.
Taxes
Employers in Brazil are responsible for multiple taxes and social contributions:
- FGTS (Fundo de Garantia do Tempo de Serviço): 8% of monthly salary deposited in a government fund for employees
- INSS: Social security contributions for pensions and benefits
- Payroll taxes: Vary depending on company size and location
Healthcare
While Brazil has a public healthcare system (SUS), most professionals expect private health coverage as part of their compensation. Companies typically offer health insurance plans that cover medical, dental, and sometimes mental health services. Providing strong healthcare benefits improves recruitment success and employee retention.
Contracts
Employment contracts in Brazil can be formal or informal, but written contracts are strongly recommended. They should outline:
- Salary and benefits
- Job role and responsibilities
- Termination conditions
- Probation periods (usually 90 days)
Key Considerations When Choosing a Best Employer of Record in Brazil
An Employer of Record in Brazil serves as your company’s official legal employer for local staff. So they take on all regulatory responsibilities. This includes managing payroll, withholding taxes, handling social security contributions (INSS), and ensuring that employment contracts meet Brazilian labor laws. Partnering with an EOR allows your business to hire skilled professionals in Brazil quickly and legally, and best of all, there’s no need to establish a local subsidiary.
Typically, the process begins with your business identifying the positions you need to fill. The EOR can assist with recruiting, or directly employ the talent on your behalf, and make sure all legal and compliance requirements are met. They take care of payroll administration, employee benefits, termination procedures, and statutory reporting. Despite this, your company retains full control over team management, like setting objectives, assigning tasks, and monitoring performance.
Selecting the right EOR in Brazil is not necessarily difficult, but it can be time consuming. You have so many options available that it can make the selection process feel overwhelming. We’ve listed a few important things to take into account when choosing an EOR for Brazil. Compare these points and you’ll find the right option in no time.
- Legal compliance and expertise: Brazil’s labor laws are heavily regulated. A reliable EOR should have deep expertise in Brazilian employment regulations, tax obligations, social security contributions, and local labor rights.
- Payroll accuracy and timeliness: Managing payroll in Brazil can be intricate due to statutory requirements, benefits, and deductions. The EOR must guarantee accurate and timely payroll processing, for instance handling income tax withholdings, social security, and other mandatory contributions.
- Employee benefits and local practices: Brazilian employees are entitled to various benefits, such as vacation, 13th salary, health insurance, and more.
- Scalability and flexibility: Your chosen EOR should be able to accommodate growth or changes in your workforce, no matter if you’re hiring a few employees or managing large-scale expansion. Flexible service models and scalable solutions help support long-term business goals.
- Transparency and reporting: Clear communication and transparent reporting are important. The EOR should provide accessible dashboards, regular reporting, and detailed insights into payroll, taxes, and compliance matters.
- Cultural and operational support: Beyond legal and administrative functions, the best EOR also helps bridge cultural and operational gaps. This includes onboarding, HR support, and ensuring employees feel integrated and supported.
Other Factors To Consider in Hiring through a Brazilian EOR
When hiring through an Employer of Record (EOR) in Brazil, consider these additional factors:
- Regulatory guidance: Staying informed about local regulations, tax obligations, and compliance requirements helps you make strategic business decisions.
- Cost structure: EOR fees vary based on services, employee numbers, and benefits. Clarify total costs upfront to avoid unexpected expenses.
- Cultural and operational alignment: Brazil has unique workplace norms and communication styles. Choose an EOR that can bridge cultural differences and guide best practices.
- Data security and HR systems: Ensure the EOR has secure systems for payroll, HR, and data protection, as Brazil’s privacy laws are strict and non-compliance can result in penalties.
- Employee experience: The EOR’s approach to onboarding, engagement, and benefits administration can impact employee satisfaction and retention.
- Immigration compliance: A great EOR knows the immigration laws and helps your company ensure all paperwork is in order.
Choose the Best Brazil Employer of Record
Expanding into Brazil can feel overwhelming, especially with all the local regulations, payroll rules, and paperwork. But an EOR service can take a huge worry off your shoulders.
The best Brazil EORs make hiring feel simple. They understand the market, move quickly when questions arise, and take care of the behind-the-scenes details so teams can focus on what really matters: growing the business. There are many global EOR services that also offer services in Brazil, and you should use our review guide to your advantage when choosing the right EOR service.
Picking the right EOR in Brazil is about finding someone who makes your expansion easier. Compare their services, pricing, and how they can specifically help you in your chosen market.
Frequently Asked Questions (FAQs)
An Employer of Record in Brazil is a local company that legally employs workers on your behalf. The EOR handles payroll, taxes, benefits, contracts, and labor law compliance, while you manage the employee’s day-to-day work.
No. Using an EOR allows you to hire in Brazil without opening a legal entity. This avoids months of setup time, high incorporation costs, and complex tax and labor registration.
Yes. Brazil has one of the most complex labor systems globally, governed by the CLT (Consolidação das Leis do Trabalho). Termination rules, mandatory benefits, payroll taxes, and union agreements make compliance difficult without strong local expertise.
Misclassification risk for contractors in Brazil is very high with very high penalties. The solution is to hire people as Employer of Record employees rather than independent contractors.
Beyond the typical provider requirements, recommend to focus on the following three things:
-
Own legal entity in Brazil (not only partners)
-
Strong in-country payroll and HR teams
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Proven experience with Brazilian labor law, especially terminations, FGTS, INSS, and 13th salary handling
Most EORs charge between USD 450–800 per employee per month, depending on service level. Employer taxes and statutory benefits are additional and typically add 70–80% on top of gross salary in Brazil.
Beyond salary, employers usually pay for:
-
INSS (social security)
-
FGTS (severance fund)
-
Transportation allowance
-
Meal vouchers
-
13th salary and vacation bonus
These costs make Brazil one of the most expensive LATAM countries for compliant employment.
You can, but employee misclassification risk is very high. Brazilian courts often reclassify contractors as employees, triggering back payments, fines, and legal exposure. For long-term or full-time roles, EOR is usually safer than contractor models.
Typically 7–15 business days, including:
-
Employment contract setup
-
Payroll and tax registration
-
Benefits enrollment
Delays often happen if medical exams or union rules apply.
For most companies hiring fewer than 20 employees, yes. An EOR is faster, cheaper upfront, and far less risky. Opening a subsidiary only makes sense for large, long-term operations.
Written by
Dane Cobain is a Copywriter at Employsome and an accomplished author whose work spans fiction, non-fiction, and professional writing. Over the past decade, he has built a strong track record creating straightforward content for the HR, payroll, and corporate sectors. Dane brings a storyteller’s eye to the evolving world of global employment, with a particular focus on Employer of Record and PEO models. His articles explore industry trends and dedicated Best Of Guides when managing an international workforce.
Our content is created for informational purposes only and is not intended to provide any legal, tax, accounting, or financial advice. Please obtain separate advice from industry-specific professionals who may better understand your business’s needs. Read our Editorial Guidelines for further information on how our content is created.