Guide overview

An EOR RFP, at a glance.

Ask the same questions and require comparable evidence.

Use this EOR RFP to give every supplier the same country-specific hiring brief and request comparable written answers. The 47 questions cover employment authority, finances, security, costs, payroll, support, contracts and exit. Download the response register first, then adapt the mandatory requirements and review method to your program.

Hiring brief

Make it country-specific

Send each shortlisted provider the same requirements.

Required evidence

Request written answers

Treat missing information as unresolved.

Mandatory requirements

Identify the requirements

Agree which requirements must be met before scoring the rest.

Scoring and pilot

Document the decision

Use the stated scoring method and confirm terms before a live hire.

Check before acting

Record the evidence behind each answer, and confirm pilot terms and employee start requirements before proceeding.

What to record in the worksheet

Scope

Question · Supplier response · Evidence / version

Evidence and follow-up

Country exception · Reviewer · Acceptance condition · Status · Follow-up date

Use the editable worksheetUse the 47-question checklist

Choose the checklist for your review

If you already have two quotes and need to know whether the prices cover the same things, start with the 11 pricing questions. Use the full RFP when the decision also depends on written commitments about employment, security, payroll and exit.

For the full review, jump to the 47-question template and response workbook, then use the explanations when assessing answers. The workbook records supplier responses, evidence, country exceptions and review status.

Start with the pricing questions
Open the full 47-question checklist

1. How to run an EOR RFP

A full RFP makes sense when the hiring program is large enough to warrant it, procurement needs a selection record, or you’re replacing a provider and need comparable written terms. For a smaller review, the FAQ explains how to select questions. A paid pilot covering a complete payroll cycle can help you check how the promised service works in practice.

A common RFP brief, evidence requirements and consistent scoring treatment make provider answers comparable.
Decide which requirements are mandatory before viewing the weighted results.

Use the comparison of employer of record companies to identify suppliers to invite. Four to six vendors and ten business days for replies are starting points you can adjust. Give each finalist the same 47 questions and a deadline for filling gaps. Have your legal reviewer identify which promises belong in the signed agreement and make sure they appear there.

Decide what your team will accept before reading the example answers. You might need a named manager, a particular report, service credits or delivery at no charge within 30 days. Another buyer might accept different terms. Record who can approve an alternative and why it meets the need. Procurement cannot waive a mandatory legal or payroll requirement.

Turn each RFP answer into an approval decision

Use this review sheet alongside the 47 questions. A clear answer is useful only when the evidence covers the country, service and contract you will actually buy.

Decision Evidence to attach Before approval
Decision
Can this entity employ the hire?
Evidence to attach
Employing company name; applicable licence and country agreement.
Before approval
Check the exact activity and assignment restrictions.
Decision
Is the cost comparable?
Evidence to attach
Quote with salary, statutory costs, fee, extras and refundable cash requirements separated.
Before approval
Resolve missing prices; an unknown amount is not zero.
Decision
Who fixes a failure?
Evidence to attach
Relevant liability, indemnity and escalation clauses.
Before approval
Check exclusions, caps and whether local-partner failures are covered.
Decision
Is employee data protected?
Evidence to attach
Data-flow map, role-specific terms and current assurance scope.
Before approval
Resolve uncovered recipients, transfers and incident responsibilities.
Decision
Can the service work in practice?
Evidence to attach
Dated onboarding plan and a paid-pilot agreement.
Before approval
Use agreed country milestones and a complete payroll cycle.
Decision
Can we leave safely?
Evidence to attach
Notice, records export, deposit return and employee-transition terms.
Before approval
Separate ending the vendor contract from changing the legal employer.

Use the checklist alongside your legal review. Keep any non-negotiable requirement outside the weighted score and record who approved each remaining exception.

From RFP to rollout
1. Define country requirements

Set the role, country and service scope.

2. Verify written evidence

Resolve critical gaps in the responses.

3. Agree pilot and employment terms

Complete the necessary agreements before any live hire.

4. Run the pilot

Evaluate the service against agreed evidence and criteria.

5. Decide on wider rollout

Confirm any changed scope and terms before expansion.

Suggested procurement workflow. Country law and negotiated terms determine the requirements.

How to score RFP answers

After resolving mandatory requirements, score the applicable answers. As an optional starting point, use the six factors in our methodology: compliance 25%, true cost 20%, coverage 15%, onboarding 15%, support 15%, and switching 10%. The 6-factor framework guide explains the broader framework. For this checklist, map compliance to Q1–6, Q8–10, Q14–26 and Q41–44; true cost to Q27–34; coverage to Q7 and Q11–13; onboarding to Q35; support to Q36–40; and switching to Q45–47. For each factor, divide points earned by twice its applicable question count and multiply by its percentage weight. Add the six results for a score out of 100.

Agree which questions don’t apply before scoring and give every finalist the same treatment. Leave those questions out of the calculation. If an entire factor is outside scope, agree new weights totaling 100% for the remaining factors. Missing evidence for a mandatory legal or payroll requirement leaves that requirement unresolved.

  • Scoring. Give every answer a 2, 1, or 0.
  • 2 → specific and verifiable: numbers, dates, documents attached
  • 1  → answered, but vague enough to need a follow-up
  • 0  → deflected, “let's discuss on a call”, or unanswered
  • Requirements every provider must meet. Decide before scoring which legal, operational and commercial requirements are essential for your program. An unanswered liability, deposit or exit question remains unresolved until the agreed deadline. Record verified failures and accepted exceptions separately; a strong weighted score cannot offset a failed mandatory gate.

If you want help running the procurement process, see our EOR RFP support service. Request the deliverables, responsibilities, fees, timetable and any provider-related commercial arrangements in writing before commissioning the work.

2. Corporate and financial stability (questions 1–6)

An EOR is the legal employer of your team, and some providers also hold a deposit. Oyster normally requires about one month of each hire’s gross salary plus employer costs and fees, and Papaya Global charges a refundable deposit. If the provider becomes insolvent, employment continuity and deposit recovery depend on the local insolvency process, the employing entity and the contract.

1
How long have you operated, and under which legal names?
Good answer: founding year, registered entity names, and any rebrands, listed without prompting.
2
Are you profitable? Will you share audited financials or an auditor’s letter under NDA?
Good answer: audited statements or a letter from a named auditor. “We’re well funded” gives no figures.
3
How many EOR employees do you manage, and in which three countries are most of them?
Good answer: a dated headcount and its three largest countries, so you can see whether your main country is core business or an experiment.
4
Who owns the company, and what happens to our agreement if you are acquired?
Good answer: a plain ownership summary and an assignment clause that keeps your terms intact through a change of control.
5
What insurance do you carry, and will you send the certificates?
Good answer: certificates naming the carrier and per-claim limits for professional indemnity and employer liability. “We’re fully covered” is not enough.
6
Have you laid off staff or exited any countries in the last 24 months?
Good answer: a dated list, plus the migration plan they ran for the clients affected.

3. Entity model and coverage (questions 7–13)

An EOR either owns the legal entity in your country or works through a local partner. Deel’s public product page describes owned entities and payroll infrastructure in 130+ countries, checked 15 October 2026. With any provider, verify the actual employer for your country. Either model can work if the contract sets out the chain of liability, and our guide to owned entities vs partner networks covers the trade-offs.

The country coverage response should identify the employing entity, delivery route and accountable local team.
Require an answer for each country in scope even when the same provider tenders for all of them.
7
In which of our target countries do you own the legal entity, and where do you use partners?
Good answer: a country-by-country table marked “owned” or naming the partner. A refusal to name partners scores 0.
8
If a partner is involved, who is liable when it misses payroll or fails an audit?
Good answer: “we are, contractually,” with the clause number from their MSA. A verbal reassurance scores 1 at best.
9
Do you hold the local licenses our countries require, such as Germany’s AÜG labor-leasing license?
Good answer: license numbers and the issuing authority, plus their process for Germany’s 18-month assignment cap.
10
What happens if a country restricts EOR arrangements mid-engagement?
Good answer: a written plan covering entity transfer, direct hiring, or supported migration, including who pays for what.
11
Can you sponsor visas and work permits in the countries where we need them?
Good answer: yes or no per country, with processing times. A clear “no” now is better than a surprise in month three.
12
If we add a country you do not cover today, what is the process and how long does it take?
Good answer: a documented partner-sourcing process, a stated number of weeks, and the same liability terms as their owned-entity countries.
13
How long can an employee legally stay on your EOR in each target country?
Good answer: jurisdiction-specific caps stated plainly, with a conversion plan for each, starting with Germany’s 18 months.

Germany’s default assignment cap follows the employee and client across lenders. Where the AÜG applies, §1(1b) generally limits an assignment to 18 months and aggregates previous assignments if the breaks are no more than three months. Specified collective-agreement arrangements can change the limit. Verify the applicable rule and plan any transition before the applicable assignment limit.

4. Compliance and certifications (questions 14–21)

Ask which entity, service and period each certificate or report covers, then compare that scope with the evidence your risk policy requires. Our guide to SOC 2, ISO 27001 and GDPR evidence explains what you can verify with each document.

14
Which edition of ISO 27001 are you certified to? Send the certificate and the Statement of Applicability.
Good answer: ISO/IEC 27001:2022 with the EOR platform in scope. Under the IAF accredited-certification transition, 2013-edition certificates had to expire or be withdrawn by October 31, 2025.
15
Will you share your latest SOC 2 Type II report under NDA, including the exceptions section?
Good answer: the full report with the observation window stated and exceptions visible. A Type I or summary letter does not provide the same operating-period evidence.
16
Who drafts and updates your employment contracts in each country, and how fast do you apply statutory changes?
Good answer: named in-house counsel or a named local firm per country, plus a 2025 or 2026 law change they implemented and its go-live date.
17
How do you assess misclassification risk when we convert contractors, and will you put the assessment in writing?
Good answer: a per-country test and a written risk memo you can show an auditor. “Our platform handles it” scores 0.
18
How are you handling the Dutch DBA enforcement shift?
Good answer: they know that enforcement resumed on January 1, 2025, and that the penalty soft landing was partially extended into 2026 while back-assessments can still reach back to January 2025. They can also name what they changed for Dutch engagements.
19
An employee we terminate files a claim. Walk us through the process and our share of the liability.
Good answer: they run the defense as the legal employer, with the cost split and the indemnity boundary quoted from their MSA.
20
How will you support our obligations under the EU Pay Transparency Directive?
Good answer: a country-specific implementation plan for the law transposing Directive (EU) 2023/970. Article 5 requires applicants to receive initial pay or range information in time for informed negotiation; it does not require it in both every advertisement and contract. Article 9 sets first reports by June 7, 2027 for employers with 150–249 and 250+ workers, on different recurring schedules. Check the national rules and who is the reporting employer.
21
Has any regulator fined, sanctioned, or formally investigated you in the last five years?
Good answer: a direct yes or no with specifics. Treat an evasive answer as unresolved and ask for evidence.

5. Data and security (questions 22–26)

Follow one employee’s information through the service. Who receives the passport, home address, salary and bank details? In some countries the EOR also handles tax and health records. Identify each party’s controller or processor role for the activity it performs, then check that the safeguards and contract terms fit that role.

22
Where is employee data hosted, and can we require EU residency?
Good answer: named cloud provider and regions, plus a contractual residency option. “We use AWS” does not name a location.
23
Will you sign our DPA under GDPR Article 28, and which transfer mechanism covers each data flow?
Good answer: a role-by-role data map, Article 28 terms where processing is on your behalf, and a valid transfer basis for each restricted transfer. Use the relevant SCC module only where SCCs are the chosen mechanism.
24
Send your current sub-processor list. How do you notify us of additions?
Good answer: a dated, published list and contractual advance notice with a right to object.
25
When was your last penetration test, who ran it, and what did they find?
Good answer: a test inside the last 12 months, the firm named, and critical findings remediated with dates.
26
Have you had a security incident in the last three years, and how did you notify clients?
Good answer: candid disclosure and a documented notification process: processors notify controllers without undue delay. The controller’s regulator-notification duty has a separate, conditional 72-hour limit.

6. Pricing, fees, and FX (questions 27–34)

Compare the service fee, conversion charges, other service charges, and employment costs in each proposal, and track refundable deposits and payroll pre-funding separately from recurring charges. The hidden fees guide works through a hypothetical example: a $599 service fee plus $213 in assumed charges and financing costs comes to an $812 subtotal, which excludes salary, statutory employer costs, and benefits premiums. Build your own estimate with the EOR cost calculator and your quoted terms.

Three pricing columns separate employment expense, FX treatment and cash that must be funded.
Require the same currency and billing period for each comparison or identify the conversion explicitly.
Cost line Input to collect Evidence to request
Cost line
Platform fee
Input to collect
Currency, billing period and commitment
Evidence to request
RemotePeople: Global from USD 499, Select from USD 199 for selected countries and qualifying salary ranges, per employee/month. RemoFirst from USD 199; Oyster USD 699 on monthly billing, with annual seats priced by quote, prepaid and non-refundable; G‑P from USD 599. Confirm country scope, salary and employer costs, billing commitment and funding terms in each quote.
Cost line
Security deposit
Input to collect
Amount, calculation base, deductions and return trigger
Evidence to request
Confirm RemotePeople Global or Select deposit terms in the country quote. Deel’s standard deposit is 1–1.5 months of gross salary; obtain each other provider’s actual deposit terms in the applicable agreement.
Cost line
Payroll pre-funding
Input to collect
Funding amount, currency and due date
Evidence to request
Request the funding calendar, reconciliation method and treatment of unused funds
Cost line
FX markup
Input to collect
Quote-specific
Evidence to request
Ask for the rate source, the fixing time, and all charges. A published service fee, such as Pebl’s, does not tell you the FX percentage. Do not treat an unknown rate as zero.
Cost line
Exit / offboarding fee
Input to collect
Itemized service fees and employment liabilities
Evidence to request
Deel does not publish its exit fee; Pebl states that it charges no setup or offboarding service fees (checked 23 September 2026); obtain the applicable offboarding terms for every other quote. Statutory termination liabilities are separate.
Cost line
Supplemental benefits markup
Input to collect
Premium and administration charge
Evidence to request
Ask for itemized pricing and compare equivalent policy cover

Fig. 1 · Quote-input checklist · provider service fees and billing conditions checked 1 November 2026 · Deel deposit checked 30 September 2026 · RemotePeople deposit terms by quote · Pebl setup/offboarding policy checked 23 September 2026

27
What is the all-in monthly fee for each target country, and exactly what does it exclude?
Good answer: a per-country rate card with exclusions itemized. The selected published service-fee examples in Fig.1 are starting points, not a complete market range or total hiring cost. Use the current country quote and keep deposits separate from expense.
28
List every setup, onboarding, offboarding, and termination-admin fee, including the ones that are zero.
Good answer: each line priced in the order form.
29
Do you require a security deposit or payroll pre-funding? State amounts and return timelines.
Good answer: the amount, currency and calculation base, including any salary, contribution or service-fee components, the return window in days, and what can be deducted from it.
30
Which FX benchmark do you convert against, and what is your maximum markup over mid-market?
Good answer: a named benchmark and a written cap. For scale, a hypothetical 3% charge on a $100,000 conversion adds $3,000. Use your own conversion amounts and agreed terms. The FX markup guide explains the test.
31
Can we pay invoices in the employee’s currency and skip conversion entirely?
Good answer: a list of accepted invoice currencies per country. Ask for the currencies and payment routes your actual hiring plan needs.
32
How do statutory employer costs pass through, and will you show the calculation?
Good answer: at cost, itemized on every payroll cycle, with the government rate referenced so finance can recompute it.
33
What is your markup on supplemental benefits plans?
Good answer: a disclosed premium and administration charge, whether a percentage or a fixed amount. Compare equivalent cover before judging a bundled price or an “at cost” claim.
34
What does the annual-commitment discount commit us to, and what do off-cycle payroll runs cost?
Good answer: whether prepaid seats are refundable mid-term and a fixed price per off-cycle run.

7. Onboarding and support SLAs (questions 35–40)

Before selection, have each provider document its support scope, measurements, exclusions and remedies.

A support SLA distinguishes acknowledgement from resolution and gives the buyer an escalation contact.
Ask the finalist to show how a payroll-blocking case would move through that process.
35
What is your measured median time from signed offer to compliant first day, per target country?
Good answer: per-country medians with the measurement period stated. Ask what was measured, which hires were excluded and whether the quoted country is represented.
36
Who answers our questions day to day: a dedicated manager, a pooled queue, or a bot?
Good answer: a dedicated account manager with a backup contact, and a clear line where AI chat ends and humans begin.
37
What are your contractual first-response and resolution SLAs, and what happens when you miss them?
Good answer: response times in hours, measured and reported monthly, with service credits attached to misses.
38
Which time zones and languages does support cover, for us and for our employees?
Good answer: coverage windows that overlap your hiring map, and employee-facing support in the employee’s language.
39
Can employees contact you directly about payslips, benefits, and expenses?
Good answer: a direct channel with its own SLA, so your HR team does not end up forwarding employee questions.
40
Which HRIS and accounting integrations are native APIs, and which are file exports?
Good answer: a named list (Workday, BambooHR, NetSuite, QuickBooks, Xero) with “native” and “CSV” correctly separated.

8. IP, contracts, and exit (questions 41–47)

Read these questions alongside the 9 contract clauses that matter most before you sign anything.

IP and contracts (questions 41–44)

41
Show the locally effective IP chain. How are rights acquired from the employee and transferred onward to us in each country?
Good answer: a documented transfer route for each country and IP right, including statutory vesting or claiming and any required onward assignments.
42
Will you share the full local employment contract template for each country before we sign your MSA?
Good answer: complete templates upfront, with invention, confidentiality, and post-termination clauses visible. A summary sheet scores 1.
43
What liability do you accept if employment compliance fails, and where is the cap?
Good answer: indemnity for legal-employer failures, with a numeric cap in the MSA and carve-outs for misclassification claims. Compare the cap and exclusions with your modeled exposure; a one-month-fee cap may leave substantial loss uncovered.
44
Can we add our own protective clauses (non-solicitation, confidentiality, IP) where local law allows?
Good answer: yes, after local counsel review, with any unenforceable clause flagged rather than silently accepted.

Exit and portability (questions 45–47)

Get the service notice period, minimum commitment, exit fees and employee-transfer conditions for the country and product you’re buying. A general description of Deel’s service, for example, won’t settle the terms of your order. Ending the service agreement and ending or transferring someone’s employment are separate steps. Use the 90-day switching plan to work out when each can happen.

45
What notice period, exit fees, and offboarding charges apply when we leave?
Good answer: the actual notice, commitment, exit charges and employment-transition conditions, with all agreed prices in writing. Compare them with your required transition window.
46
Will you support a transfer to a new EOR or to our own entity, preserving tenure where law allows?
Good answer: transition assistance and employee-continuity letters written into the contract, with named cooperation timelines.
47
What data do we receive at exit, in what format, and how fast?
Good answer: complete payroll, contract, and leave records in machine-readable format within 30 days, at no charge.

What a reviewed answer looks like

Suppose a supplier names “Local Employer Ltd” as the employer for your hiring country. The name appears in version 3 of the draft agreement, the country schedule and a dated registry extract. Legal can record that evidence now. Keep the answer open until the same name appears in the signed documents.

9. The full 47-question checklist

Paste the table below into your RFP document, keep the numbering so that answers stay comparable, and require vendors to answer in order.

# Question Group
#
1
Question
Years operating and all legal names
Group
Stability
#
2
Question
Profitability; audited financials under NDA
Group
Stability
#
3
Question
EOR headcount under management and top three countries
Group
Stability
#
4
Question
Ownership and change-of-control protection
Group
Stability
#
5
Question
Insurance certificates with carriers and limits
Group
Stability
#
6
Question
Layoffs or country exits in the last 24 months
Group
Stability
#
7
Question
Owned entity vs partner, per target country
Group
Coverage
#
8
Question
Liability when a local partner fails
Group
Coverage
#
9
Question
Local licenses held (e.g. Germany's AÜG)
Group
Coverage
#
10
Question
Plan if a country restricts EOR mid-engagement
Group
Coverage
#
11
Question
Visa and work-permit sponsorship per country
Group
Coverage
#
12
Question
Process and timeline for adding a new country
Group
Coverage
#
13
Question
Maximum legal EOR tenure per country
Group
Coverage
#
14
Question
ISO 27001:2022 certificate and Statement of Applicability
Group
Compliance
#
15
Question
SOC 2 Type II report with exceptions, under NDA
Group
Compliance
#
16
Question
Who maintains local contracts; speed of statutory updates
Group
Compliance
#
17
Question
Written misclassification risk assessments
Group
Compliance
#
18
Question
Handling of Dutch DBA enforcement, 2025–26
Group
Compliance
#
19
Question
Process and liability split on employee claims
Group
Compliance
#
20
Question
EU Pay Transparency Directive support
Group
Compliance
#
21
Question
Regulator fines or investigations, last five years
Group
Compliance
#
22
Question
Hosting locations and EU data-residency option
Group
Security
#
23
Question
GDPR Article 28 DPA and transfer mechanisms
Group
Security
#
24
Question
Sub-processor list and change notification
Group
Security
#
25
Question
Last penetration test: date, firm, findings
Group
Security
#
26
Question
Incident history and client notification record
Group
Security
#
27
Question
All-in per-country fee and its exclusions
Group
Pricing & FX
#
28
Question
Every setup, offboarding, and admin fee in writing
Group
Pricing & FX
#
29
Question
Deposits and pre-funding: amounts and return timelines
Group
Pricing & FX
#
30
Question
FX benchmark and written markup cap
Group
Pricing & FX
#
31
Question
Local-currency invoicing options
Group
Pricing & FX
#
32
Question
Statutory cost pass-through, itemized and checkable
Group
Pricing & FX
#
33
Question
Markup on supplemental benefits plans
Group
Pricing & FX
#
34
Question
Annual-commitment terms and off-cycle run pricing
Group
Pricing & FX
#
35
Question
Measured offer-to-day-one median, per country
Group
Support
#
36
Question
Named account manager vs pooled queue vs bot
Group
Support
#
37
Question
First-response and resolution SLAs with credits
Group
Support
#
38
Question
Support time zones and languages, both sides
Group
Support
#
39
Question
Direct support channel for employees
Group
Support
#
40
Question
Native HRIS and accounting integrations vs CSV exports
Group
Support
#
41
Question
Locally effective IP assignment chain
Group
IP & contracts
#
42
Question
Local contract templates shared before MSA signature
Group
IP & contracts
#
43
Question
Indemnity scope and liability cap
Group
IP & contracts
#
44
Question
Custom protective clauses where local law allows
Group
IP & contracts
#
45
Question
Notice period, exit fees, offboarding charges
Group
Exit
#
46
Question
Transfer support and tenure preservation
Group
Exit
#
47
Question
Exit data: scope, format, timeline
Group
Exit

Fig. 2 · The full 47-question RFP checklist · questions 1–47 in eight groups

Download the 47-question response workbook

Keep the supplier’s original answer with its supporting document and any country exception. Give each material issue to a named reviewer. Record what that person needs to see before closing it, then attach the evidence or revised contract when it arrives.

The working record Fields to complete
The working record
Scope
Fields to complete
Question · Supplier response · Evidence / version
The working record
Evidence and follow-up
Fields to complete
Country exception · Reviewer · Acceptance condition · Status · Follow-up date
Download the editable worksheet (.xlsx)

10. Frequently asked questions

How many vendors should receive an EOR RFP?
Start with four to six vendors, then adjust the shortlist to your countries, service requirements and review capacity. A workable split is two large platforms, two mid-market providers, and one or two specialists for your biggest hiring region.
How long does an EOR RFP take end to end?
An illustrative five-to-six-week schedule is: one week to finalize and issue the questions, two weeks for vendor responses, one week for scoring and reference calls, and one to two weeks for negotiation. If a pilot is appropriate, schedule a paid pilot around onboarding and a complete payroll cycle before wider migration. The actual calendar depends on country prerequisites, cut-offs and the agreed checks.
Do small teams need all 47 questions?
For one to four hires, a shorter process may be proportionate, but still verify local employment authority, the employing entity, liability, IP, data terms, pricing and exit. Use the relevant questions from each group, then consider a pilot. Use the full checklist when the scale or complexity justifies it, when procurement requires a documented selection, or when you are replacing an incumbent.
Should all 47 RFP questions be weighted equally?
No. The six weights are an optional starting point: compliance 25%, true cost 20%, coverage 15%, onboarding 15%, support 15% and switching 10%. Set the program’s mandatory requirements first. Follow up missing liability, deposit or exit evidence and record failure or approved exception separately from the weighted score.
Can we use an EOR vendor's free RFP template instead?
Yes, if you adapt it to your own hiring countries and requirements. Add the deposit, currency, exit, liability and other checks your team needs, then send every finalist the same question list and require written answers. Review each response against the evidence and the terms that will appear in your agreement.

11. Sources

The sources behind this guide, grouped by topic. Dates show when we last checked a page. Prices and terms change, so confirm them in your quote.

Employment, data and IP law

8 sources

  1. European Union · EUR-Lex

    Pay Transparency Directive (EU) 2023/970

    Articles 5, 9 and 34

    Articles 5, 9 and 34 are used in the proposal checklist, checked 3 Oct 2026.

  2. European Union · EUR-Lex

    Regulation (EU) 2016/679 (GDPR)

    Articles 28 and 33

    Article 28 processor contracts and the Article 33 72-hour breach notification. Both articles are used in the proposal checklist, checked 3 Oct 2026.

  3. European Union · EDPB

    Guidelines 07/2020 on controller and processor roles

    Used in the proposal checklist. Checked 3 Oct 2026

  4. European Union · European Commission

    Standard Contractual Clauses for international data transfers

  5. Germany · Federal Ministry of Justice

    Temporary Employment Act (AÜG), full text

    Section 1

    Section 1 is used in the proposal checklist, checked 3 Oct 2026.

  6. Netherlands · Business.gov.nl

    False self-employment and DBA enforcement

    Published by the Netherlands Enterprise Agency.

  7. United States · Data Privacy Framework program

    EU-US DPF certification search

    The transfer mechanism for US-bound data.

  8. United States · Supreme Court (Justia)

    Stanford v. Roche, 563 U.S. 776 (2011)

    A US assignment dispute.

Security standards and legal commentary

5 sources

  1. International · ISO

    ISO/IEC 27001 information security standard

    2022 edition. Certificates to the 2013 edition were retired on 31 Oct 2025.

  2. LRQA

    ISO/IEC 27001:2022 transition deadline

    2013-edition certificates expired or were withdrawn on 31 Oct 2025.

  3. AICPA & CIMA

    System and Organization Controls (SOC) suite

    Type I vs Type II attestations and restricted-use reports.

  4. Germany · Haufe

    The AÜG 18-month assignment cap and its reset rule

    The cap resets after a break of more than three months.

  5. Netherlands · L&E Global

    Dutch soft-landing enforcement moratorium partially extended into 2026

    Back-assessments reach to January 2025.

Provider pricing, deposits and terms

7 sources

  1. Deel

    Employer of Record pageDeposit calculationsOwned-entities blog post

    Owns entities and payroll engine in 130+ countries (checked Sep 2026); the blog post, last updated Sep 2025, gave 100+. Standard deposit of 1 to 1.5 times total monthly charges (deposit terms checked 30 Sep 2026).

  2. G‑P

    Employer of Record page

    EOR from USD 599 per employee per month. No minimum EOR hire duration is advertised, which does not establish every commercial cancellation term. Checked 1 Nov 2026

  3. Oyster

    PricingWhy a deposit is required

    EOR at USD 699 per employee per month on monthly billing; annual seats are priced by quote, prepaid and non-refundable, with seat reuse permitted (checked 1 Nov 2026). The deposit is about one month of the hire’s total cost of services (checked 30 Sep 2026).

  4. Papaya Global

    EOR pricing and deposits

    Provider-published terms. Obtain the applicable deposit amount and conditions in the country agreement. Checked 15 Oct 2026

  5. Pebl

    EOR pricing

    Published policy of no setup or offboarding service fees. Checked 23 Sep 2026

  6. RemoFirst

    Pricing

    EOR from USD 199 per employee per month, with no annual contract or headcount minimum advertised. Local employment costs and optional services are separate. Checked 1 Nov 2026

  7. RemotePeople

    EOR pricing

    Global from USD 499 per employee per month; Select from USD 199 in selected countries and qualifying employee salary ranges. USD confirmed with the publisher on 16 Oct 2026. Confirm the country quote, commitment and deposit terms. Checked 1 Nov 2026

Our research

4 sources

  1. The Best EOR

    Methodology and rubric

    How we rate EOR providers.

  2. The Best EOR

    Provider reviews

    Historical pricing, deposit and exit examples, on a June 2026 basis.

  3. The Best EOR

    FX markup guide

    Used to review the FX row and the hypothetical-model wording. Checked 24 Sep 2026

  4. The Best EOR

    Hidden-fees guide

    Used to review the FX row and the hypothetical-model wording. Checked 24 Sep 2026

Provider service fees and billing conditions were rechecked on 1 November 2026. Request current deposit and commitment terms in the country quote.

If you spot a changed price or a conflicting source, send it through the contact page and we’ll review it.

This guide is for general information only and does not provide legal, tax, accounting, or financial advice. For advice about your business, consult a qualified professional familiar with the rules where you hire. Read our research methodology to learn how we assess sources.