10 Best Employer of Record (EOR) Services To Consider in 2025

Thinking of hiring international talent but not ready to open an office in every country? That’s where Employer of Record (EOR) services come in. Whether you’re a startup aiming for global expansion or an enterprise managing remote teams, an EOR can be your growth partner, handling compliance, payroll, benefits, and local employment laws.

In this guide, we’ll walk you through:

• What EOR services are
• How they help your business
• A breakdown of the top 10 EOR providers in 2025
• Why Malaysia is a great place to hire talent
• And how FastLaneRecruit can support your hiring needs in Malaysia

What is an Employer of Record (EOR)?

An Employer of Record (EOR) is a service provider that hires employees on your behalf in foreign countries. The employee works for you, but they are legally employed by the EOR. It’s faster, cheaper, and fully compliant.

Example:

Let’s say you’re a US-based startup and want to hire a software developer in Malaysia. Instead of registering a company in Malaysia, which takes months and thousands of dollars, you can use an EOR like FastLaneRecruit. They legally employ the developer for you, take care of payroll, taxes, social contributions, and labor laws, while you focus on the project.

Also Read: Employer of Record vs. Staffing Agency

Why Use an Employer of Record (EOR)?

Key Benefits Explained

1. Global Hiring Made Easy

What It Means:
An EOR allows businesses to legally hire employees in foreign countries without setting up a local legal entity. The EOR becomes the legal employer on your behalf, managing employment contracts, payroll, and compliance.

Example:
A Singapore-based startup wants to hire a talented UI/UX designer based in Malaysia. Instead of setting up a company in Malaysia, they use an EOR to hire the designer legally and compliantly, saving time and resources.

2. Compliance with Local Laws

What It Means:
Employment laws vary by country, and staying compliant with local tax, labor, and employee benefits regulations can be complex. An EOR ensures that employment contracts, payroll, and terminations follow local rules, reducing legal risks.

Example:
A U.S. tech company hires a software developer in Malaysia. The EOR ensures the worker is correctly classified as an employee (not an independent contractor) under Malaysian law, preventing fines or legal issues later.

3. Speedy Onboarding

What It Means:
Using an EOR significantly reduces the time required to hire and onboard international talent. With established infrastructure and local knowledge, EORs can have new hires ready to work in just a few days.

Example:
A fintech firm urgently needs to onboard a Vietnamese backend developer. With the help of an EOR, the employee signs a compliant local contract and begins working within five business days.

4. Cost Efficiency

What It Means:
Setting up a foreign subsidiary involves legal, administrative, and operational costs. An EOR eliminates those costs by acting as the legal employer, allowing you to expand globally with minimal financial commitment.

Example:
A marketing agency in Australia wants to explore the Malaysian market by hiring a local content strategist. Rather than spending thousands on incorporation, office setup, and legal consulting, they partner with an EOR to hire directly.

Also Read: How to Switch Your EOR Provider

5. Country-Specific Employee Benefits

What It Means:
Offering the correct statutory benefits is crucial for compliance and employee satisfaction. EORs understand local benefit requirements such as health insurance, retirement contributions, and paid leave.

Example:
A company hires employees in Malaysia and is unsure how to handle EPF (Employees Provident Fund) and SOCSO (Social Security). The EOR administers these benefits correctly, ensuring legal compliance and employee trust.

6. Business Focus

What It Means:
Managing HR, payroll, and compliance across borders can be time-consuming. With an EOR handling these administrative tasks, your internal team can focus on core business activities such as growth, product development, and strategy.

Example:
A U.K. startup expanding into Asia delegates all hiring and HR functions to an EOR. This lets the founding team concentrate on launching their product in the new market, while the EOR manages hiring, payroll, and local compliance.

10 Best Employer of Record (EOR) Services in 2025

1. Deel

Best For: Fast onboarding and contractor management
Coverage: 150+ countries
Starting Price: From $29/month

Deel offers one of the most user-friendly platforms for hiring both full-time employees and independent contractors globally. It stands out with automated onboarding, localized contracts, and integrated payment solutions. Companies looking to scale quickly while maintaining control over compliance and payments often choose Deel.

Example: A U.S. startup uses Deel to onboard remote marketing freelancers in Brazil and Spain within 48 hours.

Also Read: The Pros and Cons of Employers of Record

2. Remote

Best For: All-in-one HR and payroll solutions
Coverage: 170+ countries
Starting Price: From $199/month

Remote is a top choice for companies seeking comprehensive HR services, including global payroll, benefits administration, and IP protection. It’s especially valuable for fast-growing teams that need centralized control across multiple countries.

Example: A SaaS company expanding into Latin America uses Remote to manage payroll and benefits for its new hires in Mexico and Argentina.

3. Papaya Global

Best For: Integrated workforce management tools
Coverage: 140+ countries
Starting Price: From $599/month

Papaya Global offers robust automation features that integrate HR, payroll, and contractor management on a single platform. It’s ideal for companies needing high visibility into workforce costs and performance metrics across borders.

Example: An enterprise with teams across Europe and Asia uses Papaya’s platform to unify payroll reporting and reduce compliance risk.

4. Oyster

Best For: Talent mobility and employee relocation
Coverage: 180+ countries
Starting Price: From $699/month

Oyster specializes in helping companies manage global hiring with a focus on equitable benefits and remote work compliance. It also supports relocation services, making it perfect for businesses seeking talent mobility.

Example: A U.K. design firm uses Oyster to relocate a key team member from India to Germany, ensuring all documentation and compliance steps are covered.

5. Multiplier

Best For: Compliance in emerging markets
Coverage: 150+ countries
Starting Price: From $400/month

Multiplier focuses on hiring and payroll in developing markets, offering deep compliance knowledge in regions where labor laws are complex. It supports benefits, tax filings, and employee classification.

Example: A U.S. fintech company enters Southeast Asia and uses Multiplier to hire engineers in Vietnam and Indonesia without setting up legal entities.

6. Rippling

Best For: HR and IT automation
Coverage: 150+ countries
Starting Price: Custom pricing

Rippling blends EOR with IT onboarding, allowing businesses to manage devices, apps, payroll, and HR in one place. It’s a smart choice for tech companies that want to centralize systems and automate workflows.

Example: A remote-first company hires employees in Canada and uses Rippling to issue work laptops and set up access to software tools within hours.

7. Globalization Partners

Best For: Enterprise-level international hiring
Coverage: 180+ countries
Starting Price: Custom pricing

Globalization Partners is tailored for large businesses that need scale, reliability, and legal sophistication. With a strong legal infrastructure and on-the-ground support, it’s ideal for complex international expansion.

Example: A global consulting firm uses Globalization Partners to manage employment and compliance for over 200 employees across 12 countries.

8. Omnipresent

Best For: Leave and expense management
Coverage: 180+ countries
Starting Price: From £499/month

Omnipresent provides strong HR support, including tools for managing paid leave, expenses, and employee documentation. Its intuitive platform makes it easy for companies to keep track of global teams.

Example: A U.K. startup hires customer support agents across Europe and uses Omnipresent to track their vacation days and reimbursements.

Also Read: Hiring Malaysian Talent: Employer of Record Malaysia Guide

9. Native Teams

Best For: Small teams and EU-based contractors
Coverage: 85+ countries
Starting Price: From €79/month

Native Teams is designed for freelancers and small teams working mainly within Europe. It helps manage salaries, taxes, and social contributions while offering virtual wallet features for easier payments.

Example: A digital agency in Germany works with content creators in Eastern Europe and uses Native Teams to manage contracts and cross-border payments.

10. FastLaneRecruit

Best For: Hiring in Malaysia
Coverage: Malaysia
Starting Price: Custom plans

FastLaneRecruit offers EOR services focused on the Malaysia region. It’s best for businesses looking to hire top-tier local talent with full compliance, HR, and payroll support without setting up a legal entity.

Example: A Singaporean eCommerce brand expands into Malaysia and uses FastLaneRecruit to hire a local operations team while staying fully compliant with Malaysian labor laws.

Table Breakdown

These providers are rated based on reliability, compliance expertise, ease of use, coverage, and pricing transparency.

EOR Provider	Best For	Coverage	Starting Price
Deel	Fast onboarding + contractor management	150+ countries	From $29/month
Remote	All-in-one HR + payroll	170+ countries	From $199/month
Papaya Global	Integrated workforce tools	140+ countries	From $599/month
Oyster	Talent mobility + relocation	180+ countries	From $699/month
Multiplier	Emerging market compliance	150+ countries	From $400/month
Rippling	HR + IT automation	150+ countries	Custom pricing
Globalization Partners	Enterprise hiring	180+ countries	Custom pricing
Omnipresent	Leave/expense management	180+ countries	From £499/month
Native Teams	Small teams + EU contractors	85+ countries	From €79/month
FastLaneRecruit	Hiring in Malaysia	Malaysia	Custom plans

Spotlight: FastLaneRecruit – Your EOR Partner in Malaysia

FastLaneRecruit is the go-to EOR solution for companies expanding into Malaysia and Southeast Asia. Whether you’re hiring 1 remote worker or building a full team, we make the process fast, fully compliant, and cost-efficient.

What FastLaneRecruit Offers:

• Hire full-time employees legally without a local entity
• Manage payroll, benefits, and compliance
• Automate EPF (retirement), SOCSO (social security), EIS (unemployment) deductions
• Process income tax (PCB) according to LHDN regulations
• Integrated payroll system with Talenox
• Bilingual HR support and quick onboarding

Example:
You’re an e-commerce company in the UK looking to hire a marketing executive in Kuala Lumpur. Instead of navigating Malaysia’s HR and tax system, you can use FastLaneRecruit to hire the person within 4 weeks, handle all compliance, and pay a single monthly invoice.

Also Read: EOR Services: A Game Changer for Startup Growth

Why Choose Malaysia for Global Hiring?

Hiring in Malaysia offers a strategic balance of affordability, talent quality, and legal clarity, making it an increasingly popular destination for global employers. Here’s a breakdown of the top reasons why Malaysia is a smart choice:

1. Cost-Effective Labor

Competitive Salaries Compared to Regional and Western Markets
Malaysia offers highly skilled professionals at a much lower cost compared to countries like the US or Singapore. This allows companies to optimize their budgets without compromising on talent quality.

Average Monthly Developer Salaries (USD):

Country	Avg. Monthly Salary
United States	$7,000
Singapore	$5,500
Malaysia	$2,500

Example:
If a tech startup from the US hires three Malaysian developers instead of three from the US, they can save over $13,000/month in salaries alone, while still ensuring English-speaking talent and technical excellence.

2. Higher Education Standards

A Steady Pipeline of Skilled Graduates
Malaysia produces a large number of university graduates each year, many of whom are trained in high-demand fields such as engineering, computer science, and finance.

Key Statistics from Malaysia’s Ministry of Higher Education:

• Around 290,000 graduates enter the workforce annually
  
• Nearly 40% graduate in STEM (Science, Technology, Engineering, Mathematics) or business disciplines
  
• English is widely used in academic and professional settings

Example:
A fintech company looking for data analysts can tap into Malaysia’s growing pool of data science graduates, many of whom are trained with global software tools and methodologies.

3. Compliance & Legal Protection

Clear, Employer-Friendly Regulations
Malaysia has well-established labor and tax laws that govern employment contracts, contributions, and employee protections. This transparency is critical for global employers who want to remain compliant.

Key Employment Regulations Include:

• Employment Act 1955 – Governs working hours, leave entitlements, termination, and other employment conditions
  
• Income Tax Act 1967 – Outlines employer and employee tax responsibilities
  
• EPF Rules – Mandatory contributions to the Employees Provident Fund (EPF) and Social Security Organisation (SOCSO)

Example:
An Australian company hiring Malaysian staff via FastLaneRecruit doesn’t have to navigate legal documents or tax filings alone. The EOR ensures payroll compliance, proper EPF contributions, and adherence to local labor laws, minimizing risk and administrative overhead.

In Summary:
Malaysia offers a compelling combination of cost-efficiency, talent readiness, and legal stability. Whether you’re a tech startup, a multinational enterprise, or an outsourcing firm, Malaysia provides the infrastructure and workforce to scale your global hiring efforts efficiently.

Also Read: Employers of Record – What You Need to Know!

Real-Life Example: Hiring a Developer in Malaysia

Hiring international talent can seem complicated, but with FastLaneRecruit as your Employer of Record (EOR), the process becomes smooth, fast, and fully compliant. Here’s how it works in a real-world scenario:

Step 1: Share Your Hiring Needs

You reach out to FastLaneRecruit because you want to hire a skilled developer based in Malaysia. Our team will discuss your requirements, technical skills, experience, working hours, and salary expectations.

Then, we handle the recruitment process by shortlisting qualified Malaysian candidates for your review.

Example: A UK-based SaaS company wants to onboard a front-end developer based in Kuala Lumpur and contact FastLaneRecruit. 

Step 2: FastLaneRecruit Becomes the Legal Employer

Once you’re ready to move forward, FastLaneRecruit steps in to handle the legal employment side. We sign an employment contract with the developer under Malaysian labor laws, making us their official employer on record.

Why this matters: You don’t need to set up a local Malaysian entity, which would normally take weeks and cost thousands in legal and administrative fees.

Step 3: We Handle Payroll, Taxes, and Compliance

FastLaneRecruit manages the entire employment administration:

• Monthly salary payments
• Statutory contributions like EPF (Employees Provident Fund) and SOCSO (Social Security)
• Income tax deductions and filings
• Leave tracking and employee benefits

Result: The developer gets paid on time with all the legal benefits they’re entitled to in Malaysia, without you needing to learn local payroll laws.

Step 4: You Manage the Work and Day-to-Day Tasks

Even though FastLaneRecruit is the legal employer, you remain in full control of the developer’s daily work, performance, and team integration. You set their tasks, track their performance, assign projects, and integrate them with your internal team just like any other employee.

Think of it like this: We handle HR and compliance, you focus on productivity and team collaboration.

Step 5: We Send a Monthly Invoice

At the end of each month, FastLaneRecruit sends you a single invoice that covers:

• Gross salary
• Employer contributions (EPF/SOCSO)
• Benefits (if applicable)
• Our EOR service fee

You pay one invoice, and everything else is taken care of.

The Result

• Zero paperwork on your end
• No need to register a local entity in Malaysia
• No legal risks
• 100% compliant employment from day one
• Fast onboarding with a partner who handles the backend

This model allows companies to hire Malaysian developers quickly, legally, and affordably, without the burden of setting up infrastructure or navigating foreign employment laws.

Also Read: Guide to PEO vs EOR

How to Choose the Right EOR Provider

Choosing the right Employer of Record (EOR) partner is crucial to ensure a smooth, compliant, and cost-effective global hiring experience. Here’s what to look for when comparing EOR providers:

1. Country Coverage

What to Ask: Do they operate in the country where you want to hire?

Not all EORs support every country. Make sure the provider has legal entities or partnerships in the specific country where you plan to hire employees.

For example, if you’re hiring in Malaysia, ensure the provider is well-established there and familiar with local employment practices.

Tip: Look for an EOR with multi-country support if you’re planning to expand into other markets in the future.

2. Compliance Guarantee

What to Ask: Do they have in-country legal and HR experts?

Labor laws vary by country, and they change often. Your EOR must have local experts who understand and follow these laws to avoid legal or financial risks.

This includes things like employment contracts, tax filings, social contributions, and termination rules.

Tip: A reputable EOR should guarantee full compliance and be able to explain how they stay up to date with regulation changes.

3. Speed of Onboarding

What to Ask: How long does it take to get someone working?

Time is critical when hiring top talent. Ask how long the onboarding process takes from signing a contract to the employee’s first day.

Some EORs can onboard talent within a few days, while others may take weeks due to local bureaucracy.

Tip: The provider should outline a clear onboarding timeline and required documentation.

Also Read: Cost Optimization Strategies For GBA Companies Expanding To Singapore And Malaysia 

4. Employee Experience

What to Ask: Can the EOR offer competitive benefits and employee support?

You want your international hires to feel like valued members of the team.

A good EOR should offer competitive local benefits (e.g., healthcare, insurance, allowances) and provide responsive support when employees have questions.

Tip: Ask how employee questions are handled, will there be local HR support available in their time zone and language?

5. Platform Usability

What to Ask: Is the EOR platform user-friendly for payroll and contract management?

Your team needs a clear, easy-to-navigate dashboard to view contracts, track payroll, monitor invoices, and manage employment status.

A clunky or outdated platform can lead to delays and errors.

Tip: Request a platform demo or trial account to see how intuitive the tools are before you commit.

6. Transparent Pricing

What to Ask: Are all fees disclosed upfront? Any hidden charges?

EOR pricing should be simple and predictable. Watch out for hidden costs in areas like contract renewals, currency conversions, or late payments.

A trustworthy provider will offer a detailed pricing breakdown and billing schedule.

Tip: Ask for a sample invoice so you know exactly what to expect.

Choosing the right EOR is about more than just cost; it’s about ensuring compliance, employee satisfaction, and operational ease. Take your time to ask the right questions and partner with a provider that fits your hiring goals.

Also Read: How to Hire Using EOR in Malaysia

Conclusion: Scale Globally with Confidence

Today’s business world is no longer limited by borders. The best talent could be anywhere from a bustling city in Malaysia to a remote island in Southeast Asia. But while the opportunities are endless, hiring internationally can feel overwhelming without the right systems in place.

That’s where Employer of Record (EOR) services come in.

With a trusted EOR partner like FastLaneRecruit, you can confidently expand your team across countries without setting up a legal entity in each location. From onboarding to payroll, taxes to benefits, FastLaneRecruit handles the complexity, so you can focus on what matters most: growing your business. An EOR makes global hiring simple, compliant, and fast.

Thinking About Malaysia?

Malaysia offers a highly skilled, English-speaking workforce, competitive labor costs, and a strategic location in Southeast Asia, making it an ideal destination for companies looking to scale.

And when it comes to hiring legally and efficiently? 

Start with FastLaneRecruit. We make it easy to hire, pay, and manage top Malaysian talent legally and efficiently. With our Employer of Record (EOR) service, you get:

• Full compliance with Malaysian labor laws
• Seamless payroll and statutory contribution handling (EPF, SOCSO, tax)
• Quick onboarding timelines
• No need for a local entity

Let us handle the complexities of local employment so you can focus on growing your team and your business. Contact us for a free discovery call!