Best EOR Services for APAC Teams

Hiring across Asia-Pacific without a local entity is one of the most operationally complex decisions your company can make. However, an Employer of Record (EOR) solves this by becoming the legal employer in each country on your behalf, handling employment contracts, payroll, statutory contributions, and local compliance, while you stay focused on the operations. 

The challenge is that most EOR comparisons are often written for global or US-first buyers. When evaluating the best employer of record in Asia, APAC is often treated as a footnote. The CPF contribution rules in Singapore, EPF calculations in Malaysia, and mandatory 13th-month pay in the Philippines, however, are not afterthoughts. These are the reasons you need an APAC-specialized EOR in the first place. 

In this guide, we cover 12 global EOR companies operating across the employer of record Asia Pacific market. 

Note: Omni HR is included in the list — we built this comparison, and we hold ourselves to the same five criteria as every other provider on the list.

Quick comparison: Best EOR for APAC teams

*Pricing reflects published rates as of June 2026. EOR pricing can vary by country and headcount - confirm directly with each provider before budgeting. 

How We Evaluated The Best EOR for APAC Teams

Choosing the best employer of record in the Asia Pacific means evaluating beyond country count. We assessed each provider on five criteria that matter specifically for APAC hiring: 

Planning an EOR rollout? Download our free resources before you shortlist. 

• EOR Implementation Playbook → Step-by-step guide to onboarding your first hire through an EOR
• Global Employer of Record Guide for Asia-Pacific → What to look for, what to ask, and what’s typically included in an EOR contract

The 12 Best EOR for APAC Teams

1. Omni HR

‍

Starting price: From $249/employee/month

Countries supported: Australia, China, Hong Kong, Indonesia, Malaysia, Philippines, Singapore, Taiwan, Thailand, Vietnam, United States, and United Kingdom

G2 rating: 4.6/5 (High Performer, Easiest to Use, Best Support) 

Omni HR is an AI-powered HRIS and EOR platform built specifically for the Asia-Pacific. Where most EOR providers add APAC coverage as one region among many, Omni HR specializes in the APAC region, such as Singapore, Malaysia, the Philippines, Hong Kong, and more, rather than as an extension of a global platform. 

Omni’s most practical differentiator for regional HR teams: EOR sits inside the same platform as your core HRIS and multi-country payroll for directly-employed staff. A regional People lead who is managing 40 direct hires in Singapore and 10 EOR hires in Indonesia sees both in one system. 

At $249/employee/month, Omni HR is among the lowest published owned-entity EOR rates in this comparison. 

What it handles: 

• Employment contracts tailored to local laws
• Global payroll processing
• Statutory contribution management (CPF/EPF/SSS/MPF) 
• Tax registration and filing
• Benefits administration
• Time off
• Expenses
• Contractor management ($15/month/contractor)
• Dedicated customer success manager

“Omni is very innovative, enterprising, and has an excellent response rate from the team. They listen to feedback and keep evolving and improving”
- Wenna Lee, HR Manager at IHRP

Honest limitation: 

Omni HR’s footprint is APAC-specific. If you also need EOR coverage in Latin America or Europe in the same contract, other EOR providers may serve you better as a single global vendor. 

Best for: 

APAC-first or APAC-primary teams that want EOR and core HR in one platform. 

2. Multiplier

Starting price: From $400/employee/month 

APAC entities: 40+ owned entities globally, strong APAC coverage 

G2 rating: 4.7/5

Multiplier was built with an explicit Asia-Pacific focus before expanding globally. It now operates in 150+ countries and is consistently cited as the top value-for-money option for APAC hiring on third-party review sites. Its in-house payroll-processing and contract generation are genuine operational advantages. 

‍What it handles: 

• Country-specific employment contracts
• Global payroll processing
• Locally compliant benefits with open enrollment
• Full termination handling
• Contractor management ($40/month/contractor)

Honest limitation: 

Multiplier’s core HR platform is thinner than full-HRIS competitors. If you need performance management, advanced analytics, or a built-in ATS alongside EOR, you’ll need a separate system. 

Best for: 

APAC teams that need EOR across a broader country list than Omni HR currently covers and don’t require a full core HRIS in the same platform. 

3. Deel

Starting price: From $599/employee/month 

APAC entities: Owned entities in 150+ countries globally 

G2 rating: 4.8/5

Deel is the largest EOR provider in this comparison by review volume and global country count. Its transparent published pricing and fast onboarding interface have made it a default recommendation for global-first hiring teams. 

What it handles: 

• EOR in 150+ countries
• Global payroll processing
• Contractor management ($49/month/contractor)
• Immigration and visa support
• IT asset management
• 24/7 in-app support

Honest limitation:

Deel’s pricing starts at more than double Omni HR’s rate, and its compliance depth for APAC-specific statutory requirements is built for breadth rather than regional specialization. Teams hiring primarily in the APAC region may pay more for less regional depth. 

Best for: 

Global teams where APAC is one region among several, and a single vendor across all markets matters more than per-region depth or cost. 

4. Remote

Starting price: $699/month-to-month or $599/employee/month (annual)

APAC entities: Owned entities in 90+ countries (no third-party partners) 

G2 rating: 4.6/5

Remote’s owned-entity model is a genuine structural differentiator that matters for companies that value compliance accountability, particularly in IP-sensitive roles or heavily regulated industries. Its pricing is transparent, its contract terms have no hidden minimums or exclusivity requirements, and it consistently scores well on onboarding experience. 

What it handles: 

• Automated country-specific onboarding
• Localized contracts
• Global payroll processing
• Full termination and offboarding coverage

Honest limitations:

Remote’s 90+ EOR country count trails Deel (150+) and Globalization Partners (185+), and its APAC-specific compliance team is part of a global product rather than a regional focus. It also has premium pricing relative to the alternatives in this list. 

Best for:

Teams prioritizing owned-entity compliance assurance globally, willing to pay a premium, where APAC is one part of a broader international hiring strategy. 

5. Rippling

Starting price: Not published — estimated $499–599/employee/month plus mandatory platform fee (~$8/employee/month base) 

APAC entities: Partner network (not owned entities in APAC) 

G2 rating: 4.8/5

Rippling’s EOR service is built as an extension of its broader HR, IT, and Finance platform. For existing customers with an HR/IT stack adding a handful of APAC hires, it keeps everything in one admin interface. Its native IT/device management, such as procuring, configuring, and shipping laptops with MDM enrollment, is also unique in the EOR category. 

What it handles: 

• EOR in 80+ countries (partner network) 
• Global payroll processing
• Device provisioning and management
• 600+ native integrations

Honest limitation: 

Rippling operates APAC EOR through a partner network rather than owned entities, which can introduce an additional layer between your team and compliance accountability. Pricing is also not published and requires a custom quote on top of existing platform subscription costs.

Best for: Existing Rippling customers adding a small number of APAC hires, not a strong starting point for an APAC-first team. 

6. Globalization Partners 

Starting price: Custom pricing (not published) 

APAC entities: 185+ countries globally, hybrid (65 owned subsidiaries + partner network) 

G2 rating: 4.5/5

G-P is the enterprise-grade option in this comparison. It is the longest-established EOR brand with the broadest global coverage, 240+ in-country HR experts, and AI-powered governance analytics for managing complex, multi-country workforces. It’s consistently recognized by analysts as a category leader. 

What it handles: 

• EOR in 185+ countries
• Compliance monitoring
• Recruitment support
• Contractor conversion
• Dedicated compliance and legal specialists
• Enterprise-grade reporting and governance

Honest limitation: 

Premium pricing (contact sales required, typically the highest in the category). Best suited for large enterprises with complex compliance needs, not cost-effective for mid-market or APAC-specific teams. 

Best for: 

Large enterprises managing complex, regulated, multi-country workforces where compliance depth and analyst-recognized reliability matter the most. 

7. Oyster HR

Starting price: From $699/employee/month 

APAC entities: Hybrid (owned + partner), 180+ countries 

G2 rating: 4.4/5

Oyster HR is built for remote-first companies hiring globally, with a self-serve, platform-led approach that suits smaller teams making their first international hires.

What it handles: 

• Country-specific employment contracts
• Compliance monitoring
• In-country legal and HR specialist support
• Contractor and EOR management

Honest limitation:

Oyster uses a hybrid EOR model (owned entities plus in-country partners), which can create service inconsistency across regions. Its payroll coverage is lighter than full-EOR competitors (~25 countries for payroll specifically).

Best for: 

Remote-first SMEs making early international hires across multiple regions, particularly those needing crypto payment options.

8. Papaya Global

Starting price: From $499/employee/month 

APAC entities: Partner-based (aggregator model) 

G2 rating: 4.3/5

Papaya Global is an enterprise payroll orchestration platform that integrates EOR as part of a broader global workforce management suite. Its AI-powered payroll processing, automated tax reporting, and centralized analytics are genuine strengths for large organizations managing complex multi-country operations from one dashboard.

What it handles: 

• Global payroll processing
• Automated tax reporting across jurisdictions
• Centralized global payroll reporting and analytics
• Integrated expense management
• Dedicated payroll and compliance specialists.

Honest limitation:

Papaya operates exclusively through an aggregator model (third-party partners rather than owned entities), which can mean service quality and compliance consistency vary by country.

Best for: 

Large enterprises that need centralized payroll analytics and are already managing established global operations. It might not be a strong fit for APAC-first or cost-sensitive teams.

9. Skuad

Starting price: From $199/employee/month 

APAC entities: Hybrid

G2 rating: 4.5/5

Skuad is a global HR platform that was built with APAC coverage as a core strength rather than an extension. Its pricing sits between the budget options and the global giants, and its APAC compliance knowledge is deeper than providers that treat the region as one line item.

What it handles: 

• EOR in 160+ countries
• Global payroll in 100+ currencies
• Contractor management ($19/month/contractor)
• Localized compliant contracts
• Benefits administration
• Onboarding automation

Honest limitation:

Skuad's core HR platform is less feature-complete than Omni HR or Rippling for teams needing full HRIS functionality alongside EOR. Its global coverage outside APAC is solid but not as deep as Deel or G-P.

Best for: 

Cost-conscious teams with strong APAC hiring needs that don't require a full HRIS alongside EOR.

10. Remote People

Starting price: From $199/employee/month 

APAC entities: Owned-entity in 150+ countries 

G2 rating: 4.7/5

Remote People is the lowest published-rate owned-entity EOR provider in this comparison. It's gained traction particularly for budget-first teams that need compliant EOR without paying the $599+ rates of the category leaders, and G2 reviewers consistently highlight its account manager accessibility and onboarding quality.

What it handles:

• EOR in 150+ countries
• Global payroll processing
• Tax and compliance
• Contract management ($29/month/contractor)
• Benefits administration
• Onboarding support

Honest limitation:

Verify APAC-specific compliance depth (CPF, EPF, SSS handling) directly before committing, as Remote People's APAC track record is less established than APAC-specialist providers on this list. Better suited for teams where APAC is one market among several rather than the primary focus.

Best for: 

Budget-conscious teams needing EOR across multiple global markets where cost is the primary constraint.

11. Plane

Starting price: From $499/employee/month 

APAC entities: Partner-based 

G2 rating: 4.5/5

Plane (formerly Pilot) is a lean, platform-led EOR focused on making international hiring simple for fast-growing companies. Its pricing is reasonable for small teams, though costs scale less favorably at higher headcounts.

What it handles: 

• EOR in 100+ countries
• Contractor management ($39/month/contractor)
• Global payroll processing
• Benefits administration
• Compliance management

Honest limitation: 

Very basic HR functionality — no performance management, learning management, or advanced analytics. Partner-based model in most countries. Costs increase significantly at scale.

Best for: 

Startups and small teams making their first international hires who need EOR without full HRIS functionality.

12. Horizons

Starting price: From $299/employee/month

APAC entities: Hybrid

G2 rating: 4.6/5

Horizons is well-regarded for deep local expertise in Asia, particularly for regulated industries like financial services and healthcare, where compliance gaps can be costly. Its human-led service model prioritizes in-country expertise over platform automation. For companies evaluating alternatives to a traditional EOR model, it also offers Agent of Record (AOR) arrangements for specific contractor scenarios.

What it handles: 

• EOR in 180+ countries
• Global payroll processing
• Visa and work permit support
• Entity setup
• Compliance advisory with in-country specialists.

Honest limitation: 

Less suitable for teams that want a self-serve, tech-led platform experience.

Best for: 

Regulated industries such as financial services, healthcare, and legal that are hiring in Asia, where compliance certainty matters more than platform automation or published pricing.

How to Choose the Best EOR for Your APAC Team

Not every global EOR company is the right fit for Asia Pacific hiring. The right choice depends on three things: where you’re hiring, how many people, and whether you need the EOR service to sit alongside a broader HR system. 

For a full walkthrough of the decision process, see our guide on how to use an EOR. 

If you’re hiring primarily in APAC regions → Omni HR

The only provider where EOR and core HRIS sit in one platform, at $249/employee/month. 

See our market guides: Singapore, Malaysia, Philippines

If you need EOR across more APAC countries than Omni HR overs, without a full HRIS → Multiplier

Strongest APAC depth after Omni HR, at $400/employee/month with broader country count.

If APAC is one region among several, and you need one global vendor → Deel ($599/month) or Remote ($599-699/month). 

Both use owned entities globally. See our global expansion guide for when this makes sense. 

If you’re already on Rippling for HR/IT and just adding a few APAC hires → Rippling

Keeps admin in one place, but note APAC coverage runs on a partner network, not owned entities.

If you need enterprise-scale with complex multi-market compliance needs → Globalisation Partner

This is the category leader for enterprise depth, at a premium price. Our EOR compliance guide covers what to look for before committing at this scale. 

What Does an EOR Actually Do

An Employer of Record is a third-party company that becomes the legal employer of your staff in countries where you don't have a registered entity. You continue to direct the employee's day-to-day work while the EOR handles the employment contract, payroll, statutory contributions (CPF, EPF, SSS, MPF, and equivalents), tax filings, and compliance with local labor law. For a full breakdown of what's included and how the model works end-to-end, see our complete EOR guide.

This is different from a PEO (Professional Employer Organization), which operates on a co-employment model and typically requires you to already have a legal entity in the country. An EOR is the right model when you want to hire compliantly in a market without setting up a local entity. For a full comparison of both models across Southeast Asian markets, see our PEO vs EOR guide.

Start Hiring Compliantly Across APAC with Omni HR

If your team is hiring across APAC countries like Singapore, Malaysia, the Philippines, or Hong Kong, Omni HR gives you EOR and core HRIS in one platform — no stitching together separate tools, no partner-network compliance gaps, and no $599/employee price tag.

From employment contracts and statutory contributions to payroll, tax filing, and a dedicated Customer Success Manager, Omni HR handles the complexity so your team can focus on hiring. Book a demo with our team today to learn more.