Remote, Deel and RemotePeople are useful Oyster alternatives for different buying needs, including employment delivery, broader administration and a service-fee benchmark. A worthwhile comparison also preserves the benefits and support the employee needs, particularly if price is the reason for moving. This guide examines those options alongside Oyster’s annual-seat commitments and deposit settlement. It explains what to compare in a country proposal and how benefits, employment terms, payroll and overlapping funding affect the decision to stay or switch.
An EOR change affects the employer’s administration and the employee’s experience. If the reason to leave Oyster is price, first identify which benefits and support arrangements the employee values. A lower service charge is easier to interpret when the rest of the offer stays comparable.
Oyster offers a global health option through Allianz and country-specific benefit packages in addition to statutory benefits. Review the actual policy for the employee’s country.
Keep a record of the current insurer, employee and dependant eligibility, enrollment date, claims process and any employee contributions. Give candidates the requirements without circulating unnecessary sensitive personal information. Our Oyster review covers the existing proposition.
Map expected headcount through the remaining term. Ask how a replacement hire would use an existing seat, what is payable for hires outside the seat allowance and what the next renewal would cost.
Staying also deserves consideration if the issue can be addressed by changing a benefits package or agreeing a clearer support escalation. A move has a stronger case when the problem is material, persistent and demonstrably addressed in the alternative proposal.
Remote: compare the employment model and local offer
Remote says it employs through its own entities. Ask for the local employer named in your proposal and who will resolve payroll or benefits questions for the employee.
For benefits, require a country-level comparison. A hypothetical employee might care more about their existing clinic network and dependant enrollment than an extra category on a brochure. Have the provider confirm those points before treating the package as equivalent.
Take one repeated task into the demonstration: approving expenses, allocating a bonus or preparing finance records. Ask the provider to perform it through to completion, show the employee view and identify where another paid product is required.
Ask RemotePeople to quote the employee package you want to preserve, rather than the cheapest arrangement it can offer. Require the local employer, proposed benefits, employee support route and deposit terms. A lower entry fee does not always mean a lower total employment cost.
RemotePeople offers recruitment alongside EOR. If you already have a candidate, keep recruitment outside the EOR quote unless you need it for another hire.
Separate annual commitment from the monthly headline
EOR service fees and the stated billing terms were rechecked on 1 November 2026. Fees are per employee/month. USD is identified where established; Multiplier’s dollar currency, where shown, requires confirmation. Select eligibility and all country quotes still need checking.
Our provider ratings reflect our recommendation order for providers overall. “Not rated” means we haven’t published a rating for that provider.
OptionProviderBest ForEOR fee from
Option 1
★★★★★4.5
Best For: Using one onboarding process for hires across countriesRelevant condition: Annual seats by quote; prepaid, non-refundable and reusable
Best For: Hiring through provider-owned entities in every countryRelevant condition: USD 599 requires an annual contract; standard USD 699 is billed monthly. Confirm invoice timing and reserve terms.
From USD 599
Per employee per month with an annual contract, or USD 699 per employee per month with monthly billing.
Best For: Hiring in new markets with local HR supportRelevant condition: Select eligibility; quote confirms rate, billing commitment, headcount and deposit terms
USD 499
EOR Global starts at USD 499 per employee per month. EOR Select starts at USD 199 for eligible countries and salary ranges.
Salary, employer taxes and contributions, benefit premiums, currency charges and applicable extras are separate. For Deel, request the additional Employer Liability Cost. Confirm the same service period and headcount before comparing totals.
Have the relevant local specialists review the proposed employment change. The right process depends on the country and the person’s circumstances; do not assume service history, benefits or leave simply move with an account export.
1
Benefits: confirm the old policy end date, new enrollment date, dependants and any waiting period or exclusions that matter to the employee.
2
Employment terms: identify who checks service recognition, leave balances, pay terms and required employee communications.
Cash: schedule remaining Oyster charges, any unused annual commitment, new funding and deposit settlement separately.
5
Support: give the employee a named route for questions during the change.
Choose only after you can explain what improves for both the employer and the employee. Use our quote checklist to document the commercial comparison, or return to all provider alternatives.
Research and commercial disclosure
We reviewed the linked public sources on 3 October 2026 and rechecked RemotePeople’s pricing cards on 16 October 2026. Our assessment draws on our hands-on tests of each provider and provider information used to confirm employment and benefits details. Obtain a country-specific proposal and transfer plan for your hire. Candidate fit and the comparison questions are editorial judgments. We may earn referral fees through introductions or links.
