9 Best Employer of Record (EOR) Services in Brazil (2026)
Based on our 2026 analysis, the best EOR providers for Brazil are RemoFirst, Remote, and Multiplier.
Independently researched by Employ Borderless.
RemoFirst
#1
Low, flat pricing
EOR from $199 per employee per month, with flat pricing and fast human support across 193 countries.
- EOR from
- $199 per employee per month
- Countries
- 193
Also worth a look
Remote
Own entities, one platform
Own-entity model with strong IP protection, from $699 per employee per month.
Multiplier
Fast hiring and payroll
Fast (often same-day) global hiring, from $459 per employee per month.
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The best EOR providers for hiring in Brazil in 2026 are RemoFirst (starting at $199/mo), Remote (starting at $699/mo), and Multiplier (starting at $459/mo), scored on The Employ Borderless Standard, our 10-pillar framework, across 9 providers.
Based on our 2026 analysis, the best EOR providers for Brazil are RemoFirst, Remote, and Multiplier.
RemoFirst keeps monthly costs low. Remote owns its entities and controls compliance directly. Multiplier moves faster on hiring than most competitors.
They’re not a universal fit for all company types and sizes.
The reviews below cover pricing, onboarding timelines, and what users say after the first few pay runs.
Which providers made our shortlist?
Here's how all 9 providers on our shortlist compare. They're ranked by overall fit for this guide, not by score alone, so the highest-scored provider isn't always first. The Employ Borderless Standard score for each provider is in its review.
Scored on The Employ Borderless Standard →
| # | Provider | Best for | |||
|---|---|---|---|---|---|
| 1 | | teams where the monthly fee per employee decides it | From $199/mo | 193+ | Visit |
| 2 | | teams that will live in the software every day | From $699/mo | 186+ | Visit |
| 3 | | Companies looking for fast global hiring & payments | From $459/mo | 171+ | Visit |
| 4 | | Growing companies hiring internationally with a mix of contractors and full-time employees | From $599/mo | 153+ | Visit |
| 5 | | Companies hiring 5 or more international employees who want to keep costs low and predictable | From $179/mo | 193+ | Visit |
| 6 | | Growing companies looking for strong global compliance support and fast onboarding in all major markets | From $699/mo | 132+ | Visit |
| 7 | | Companies hiring full-time employees specifically across Latin America who want local-currency payroll and statutory compliance handled in-region | From $349/mo | 18+ | Visit |
| 8 | | Mid-size to large companies with complex, multi-country payrolls | From $499/mo | 163+ | Visit |
| 9 |  | Companies with 50–1,000 employees that use multiple tools to manage HR, IT, and finance | - | 83+ | Visit |
Why you can trust our reviews
We combine structured research with real-world global hiring experience. Our methodology is built by operators who've spent years working with EOR, PEO, and payroll providers across multiple markets.
- 10+ years in global hiring - hands-on experience selecting and working with EOR providers
- 5-layer research methodology - demos where providers grant access, review platforms (G2, Trustpilot, Capterra), communities, and provider validation
- The Employ Borderless Standard - our 10-pillar rating framework, scored out of 5 in half steps across features, country coverage, pricing, UX, support, integrations, mobile, analytics, security, and compliance
- Weighted review analysis - platforms with more reviews have higher impact (e.g. 2000 > 30)
- Independent - rankings are not influenced by affiliate partnerships
Built by practitioners, not publishers - so you can rely on it for real hiring decisions.
What it costs to employ in Brazil
Employer contributions itemized, a worked cost example, statutory leave and public holidays, and termination rules by tenure. Every figure sourced and dated in our Brazil hiring guide.
See the Brazil dataRanked by fit for Brazil: hands-on testing, customer feedback from teams hiring here, and pricing. Where a lower-scored provider sits higher, it is because customer feedback from Brazil favours it.
RemoFirst
EOR from $199 per employee per month, with flat pricing and fast human support across 193 countries.
Why it ranks here: Best value: from $199 per employee per month, 193 countries.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.5(411)
4.1(74)
4.0(4)
3.8(36)Pricing and coverage
| Employer of record | From $199/mo |
| Contractors | From $25/mo |
| Country coverage | 193+ countries |
Pricing sourced from RemoFirst's pricing page · verified Oct 2026
Key features
Pros and cons
Pros
- One of the lowest published EOR prices
- You hire without setting up an entity
- Compliance handled end to end
- Free contractor management
- No setup fee, deposit or minimum term published
- One health insurance program
- A platform HR staff learn in a session
Cons
- Basic reporting
- Few integrations
- A young platform
- Limited contract customisation
RemoFirst runs EOR in Brazil through vetted in-country partners rather than its own local entity, and from $199 per employee per month it is the lowest headline rate of our Brazil picks. Brazil mandates a statutory 13th-month payment, which your EOR administers on top of the platform fee.
Remote
Own-entity model with strong IP protection, from $699 per employee per month.
Why it ranks here: Best platform: platform scored above the field, from $699 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.5(5,151)4.6(3,454)4.3(101)3.4(592)Pricing and coverage
| Employer of record | From $699/mo |
| Global payroll | From $29/mo |
| Contractors | From $29/mo |
| Country coverage | 186+ countries |
Pricing sourced from Remote's pricing page · verified Oct 2026
Key features
Pros and cons
Pros
- Own-entity model
- Superior IP protection
- Transparent flat-rate pricing
- Extensive human resources (HR) coverage
- Custom benefits packages
- Recently launched global payroll solution
Cons
- Costs more than budget options
- Limited customization options
- Basic reporting capabilities
Remote employs your Brazil hires through its own local entity rather than a partner, which takes a layer out between you and the legal employer. That direct model runs from $699 per employee per month, the top of our Brazil range.
Multiplier
Fast (often same-day) global hiring, from $459 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.7(1,484)4.9(2,870)4.4(44)4.2(352)Pricing and coverage
| Employer of record | From $459/mo |
| Contractors | From $40/mo |
| Global payroll | From $20/mo |
| Country coverage | 171+ countries |
Pricing sourced from Multiplier's pricing page · verified Oct 2026
Key features
Pros and cons
Pros
- Lower EOR rates
- Fast onboarding
- Multi-currency payroll
- Strong compliance handling
Cons
- Unintuitive platform layout
- Slower email support
- Limited customization
Multiplier covers EOR in Brazil and prices it from $459 per employee per month, the mid-point of our Brazil picks between RemoFirst and Remote.
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Deel
Contractor of Record (COR), where Deel handles contractor classification, not just payments, from $599 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Deel is an Employer of Record (EOR) and a global payroll platform. Companies use it to hire, pay, and manage international contractors and full-time employees without setting up local entities.
Alex Bouaziz, Shuo Wang, and Ofer Simon founded the company in 2019. Deel is headquartered in San Francisco and has raised more than $980 million in seven funding rounds.
The platform is now valued at $17.3 billion.
How Deel works
Deel supports hiring and payroll across 150+ countries.Companies typically use the platform for the following services:
- Employer of Record (EOR): Deel becomes the legal employer in the target country while you manage the day-to-day work
- Contractor management: Allow clients to hire, manage, and pay independent contractors in multiple countries through a single platform.
- Contractor of Record (COR): Deel takes on the liability, manages all HR/admin, and handles the risk for you.
- Global payroll: Clients submit payroll data and approve it in one dashboard, and Deel handles taxes, deductions, and currency conversions automatically.
Onboarding
In most cases, contracts are generated automatically based on the country, reviewed right on the platform, and approved in a few steps.What this means for you: you can hire in established markets within days. They’re also likely to find better contract standardization, clear compliance guidance, and faster onboarding compared to smaller regional providers.
Hire with Columbus
Employ people in 193 countries with clear, published pricing from $179 per employee per month, no surprises.
- Pricing
- Country coverage
- Compliance
- Integrations
Hire with Columbus is an Employer of Record (EOR) service that enables companies to hire and pay international employees without establishing local legal entities. Operating as a high-volume discount provider, Columbus has positioned itself on price by buying capacity in bulk.
When you use Hire with Columbus, they technically employ workers through their partner entities in 193 countries. Columbus manages the legal employment paperwork, local tax compliance, payroll processing, and benefits administration, while you handle day-to-day work management. This arrangement saves the 3-6 months and $15,000-$50,000 typically required for foreign entity establishment.
The platform serves two primary functions:
- Full EOR services for companies hiring employees internationally
- Contractor management for businesses working with global freelancers
Hire with Columbus operates through strategic partnerships with established EOR providers, negotiating bulk rates based on aggregate client volumes. That is how the price is lower without the service being thinner, and compliance still runs through the partner in each country.
Oyster
Oyster guides you through onboarding, then lets employees self-serve on pay, benefits, and compliance, in 116 countries from $699 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Oyster HR is an Employer of Record (EOR) and a global employment platform that allows companies to hire and manage international workers in 132+ countries without setting up local legal entities. Founded in 2020, the company focuses on supporting distributed teams.
Oyster’s services include international employment contracts, payroll processing, benefits administration, and ongoing local compliance in each country where it operates.
Focus on employee experience
Oyster places more emphasis on the employee experience than traditional EOR providers.Alongside core employment services, the platform includes Oyster Academy for professional development, as well as tools designed to support onboarding and cross-cultural collaboration.
What this means for you: Oyster acts as more than a compliance partner. The platform is designed to help companies build and maintain engaged global teams, not just employ them on paper.
Typical customers
Oyster primarily serves mid-market and enterprise companies with 50 or more employees, but I've also seen a few startups in their customer base.The limiting factor here is the higher rate for Employer of Record (EOR) services.
The platform attracts companies that value consistency, employee satisfaction, and long-term retention, even when that means paying more than low-cost EOR alternatives.
Employ Latam
Handles local-currency payroll, 13th-month pay and statutory compliance across 18 Latin American countries, from $349 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Employ Latam is a Latin America-focused Employer of Record (EOR) service that lets companies hire full-time employees across the region without opening a local legal entity. It operates across 18 LatAm countries, from Mexico and Brazil to Argentina, Colombia, Peru and the Central American and Caribbean markets.
When you hire through Employ Latam, the local employment relationship, payroll, taxes and statutory benefits are handled on your behalf, while you manage the day-to-day work. This removes the 3-6 months and the entity-setup cost normally required to employ someone compliantly in a new country.
The service covers two needs: full EOR for employees, and compliant contractor payments for businesses paying freelancers across the region. Pricing is country-specific and fully loaded, starting from $349 per employee per month, with statutory costs broken out in every quote so the number you see is the number you pay.
Papaya Global
Payroll and payments are unified on Papaya’s licensed platform, built on J.P. Morgan infrastructure, from $499 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Papaya Global is a global workforce platform that helps companies manage payroll, payments, and employment across multiple countries.
Founded in 2016 by Eynat Guez, Ruben Drong, and Ofer Herman, Papaya Global later raised roughly $440 million, including a $250 million Series D in 2021.
On the product side, Papaya covers:
- Global payroll: Runs payroll and workforce payments in 163+ countries
- Employer of Record: Allows companies to hire employees in countries where they don’t have a legal entity
- Contractor management: Supports compliant onboarding and payments for international contractors
- Compliance support: Handles local tax rules, labor laws, and reporting requirements
- Benefits administration: Offers benefits for employees (including health coverage) that are matched to each country
- Integrations: Connects with tools like Workday, NetSuite, and other HRIS and ERP systems
Note: HRIS (Human Resources Information System) manages employee data, payroll, benefits, and HR functions. ERP (Enterprise Resource Planning) integrates core business processes, including finance, accounting, supply chain, and human resources, into one platform.
Rippling
Rippling connects HR, payroll, IT and finance in one platform, so your data never lives in disconnected tools.
- Pricing
- Country coverage
- Compliance
- Integrations
Rippling is a workforce management platform that runs HR, IT and finance off one employee record. Companies use it to manage payroll, benefits, devices and software access from a single system, and it acts as employer of record in 80 countries.
It was founded in 2016, is headquartered in San Francisco, and Parker Conrad is its CEO.
How Rippling works
The point of the shared employee record is that systems which normally run separately move together. Adding someone to payroll is also what provisions their laptop, their email and their software access, because all of it reads the same record rather than being keyed in three times.
What this means for you: the work you stop doing is the re-keying between tools. That is worth most to a company that currently runs HR, payroll and IT provisioning as three separate jobs, and worth least to one that has already solved it.
Who Rippling suits
The fit is a growing company with people in several countries that wants enterprise-grade HR and IT tooling without an enterprise IT department to run it. The breadth is the product.
What this means for you: that breadth is also the learning curve reviewers describe. Budget setup time, and be honest about whether you will use enough of the platform to justify configuring it.
How do these providers compare?
| # | Provider | Best for | EOR from | Countries | Support hours |
|---|---|---|---|---|---|
| 1 | | teams where the monthly fee per employee decides it | $199 | 193 | 24/7 |
| 2 | | teams that will live in the software every day | $699 | 186 | 24/7 |
| 3 | | — | $459 | 171 | 24/7 |
| 4 | | — | $599 | 153 | 24/7 |
| 5 | | — | $179lowest | 193 | 24/7 |
| 6 | | — | $699 | 132 | Business Hours |
| 7 | | — | $349 | 18 | 24/7 |
| 8 | | — | $499 | 163 | 24/7 |
| 9 | | — | n/a | 83 | Business Hours |
Ranked by fit for Brazil; the Employ Borderless Standard score for each provider is in its review.
How do we evaluate EOR providers?
We compared each provider on the things that decide whether an EOR works in Brazil: whether they employ through their own local entity or a partner, how they calculate and remit FGTS and INSS and provision the mandatory 13th-month salary, whether they file payroll events correctly through eSocial, how they handle a without-cause termination including the 40% FGTS penalty and protected employees, and whether they apply the right state-level minimum wage instead of only the federal floor.
Why use an EOR in Brazil?
Brazil's labor code, the CLT, is detailed and strictly enforced. As an employer, you're on the hook for INSS contributions of 20%, FGTS at 8% of salary, and a mandatory 13th-month salary, which means your total employer costs run 40-50% above base pay. Miss a contribution or miscalculate payroll, and you're exposed to back payments, fines, and potential audits through the eSocial reporting system.
Termination is another area where things get expensive fast. Dismissing an employee without cause requires notice, severance, and a 40% penalty on the employee's FGTS balance. Certain employees, including pregnant workers and those recovering from a work-related illness, can't be dismissed without special approval. Getting that wrong can mean a court reversal and full reinstatement costs.
An EOR absorbs that complexity. They become the legal employer, handle CLT-compliant contracts, run payroll correctly, and manage terminations when the time comes. That's worth the $200-$800 monthly per employee, especially when the alternative is a $20,000+ entity setup before you've made a single hire. For a full breakdown of labor laws, payroll, and benefits, read our Brazil hiring guide.
How to evaluate an EOR for Brazil
Not every EOR handles Brazil equally well. Here's what to check before you commit.
- CLT contract compliance. Ask whether they use indefinite-term contracts by default and how they handle fixed-term requests. Fixed-term contracts in Brazil convert to indefinite if misused, which creates unintended obligations.
- eSocial and payroll accuracy. Brazil requires all payroll events to be reported through eSocial, the federal digital system. Confirm the provider files correctly and on time, since errors trigger penalties that fall on the employer of record.
- FGTS and INSS management. Your provider should be able to explain exactly how they calculate and remit both contributions. INSS is 20% employer-side, FGTS is 8%, and errors compound quickly across a workforce.
- Termination handling. Brazil's termination rules vary by contract type, cause, and employee status. Ask specifically how they handle the 40% FGTS fine, protected employee categories, and mutual termination agreements, which can cut costs considerably if done right.
- State-level wage compliance. The federal minimum is 1,518 BRL, but São Paulo requires 1,806 BRL and Paraná has bands up to 2,408 BRL. Your EOR needs to apply the correct floor for each employee's location, not just the national rate.
- Own entity vs. partner network. An EOR operating through a local Brazilian entity has more direct control over compliance than one relying on third-party partners. Find out which model they use before you sign anything.
Questions to ask during provider demos
These questions will quickly show you who knows Brazil and who's reading from a script.
- How do you handle the mandatory 13th-month salary, and do you provision it monthly or pay it as a lump sum in November and December?
- What's your process for calculating and remitting FGTS at 8% and INSS at 20% for each employee?
- If we need to terminate an employee without cause, what's your step-by-step process, and how do you calculate the 40% FGTS penalty?
- How do you identify when an employee falls into a protected category, such as pregnancy or post-accident recovery, before we initiate termination?
- Brazil gives employees 30 days of paid annual leave plus a mandatory one-third salary bonus. How do you track accrual and make sure the bonus is paid two days before leave starts?
- How do you apply state-level minimum wages, for example the São Paulo floor of 1,806 BRL, versus the federal rate of 1,518 BRL?
- What's your liability if a worker is reclassified as an employee after being engaged as a contractor through your platform?
- Do you indemnify us against permanent establishment risk, and what does that cover exactly?
- Is your Brazilian operation a direct entity or a partner arrangement, and who is the actual employer of record on the contract?
- Can you show us a full cost breakdown for a 5,000 BRL/month employee, including all employer contributions and your fee?
Tip: Book calls with at least 2-3 providers. A 30-minute conversation will tell you more about their Brazil expertise than any website or feature list.
Red flags to watch for
These are the warning signs that a provider isn't the right fit for Brazil.
- They can't explain the difference between indefinite and fixed-term contracts under the CLT, or they suggest fixed-term as a default to keep things flexible.
- They don't mention eSocial when you ask about payroll reporting. Any provider handling Brazilian payroll should know this system by name.
- They quote a flat employer cost without accounting for INSS, FGTS, and 13th-month provisioning. Total costs should be 40-50% above base salary, not just their fee.
- They can't tell you which employees are protected from termination or how the 40% FGTS fine is calculated. That's a core part of offboarding in Brazil.
- Pricing is vague, bundled, or changes after you ask follow-up questions. You should be able to see exactly what you're paying and what's included.
- They operate through a partner network in Brazil but present it as their own setup. If something goes wrong, accountability gets murky fast.
Common mistakes to avoid
These are the pitfalls we see most often when companies start hiring in Brazil.
- Engaging a worker as a contractor when the relationship meets all four tests for employment under Brazilian law. Courts look at personal services, habitual work, subordination, and payment. If all four apply, it's employment regardless of the contract label. A good EOR will flag this risk before you start.
- Ignoring state-level wage floors. Paying the federal minimum of 1,518 BRL in São Paulo when the local floor is 1,806 BRL puts you out of compliance from day one. Your EOR should apply the correct rate automatically based on the employee's location.
- Underestimating leave costs. Brazil's 30-day annual leave comes with a one-third salary bonus, and it must be paid two days before the leave starts. Missing that timing is a legal violation. A competent EOR tracks this and pays on schedule.
- Treating termination as straightforward. Skipping the FGTS fine calculation or missing a protected employee status can result in reinstatement orders or substantial back pay. Your EOR should walk you through every termination before you communicate anything to the employee.
- Not asking about mutual termination. When both parties agree to end the contract, you pay only half the notice period and half the FGTS fine. Many companies don't know this option exists. A knowledgeable EOR will bring it up when it's appropriate.
Your next steps
Here's how to go from this list to your first hire in Brazil.
Price matters, but it's not the only thing. A provider that charges $50 less per month but miscalculates FGTS, misses a protected employee, or files eSocial late will cost you far more than the savings. Brazil's labor system rewards employers who get the details right from the start.
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Keep exploring
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Frequently asked questions
How much does an EOR cost in Brazil?
Do I need an EOR to hire in Brazil?
Why is terminating an employee in Brazil expensive?
How do I choose the right EOR for Brazil?
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