EOR review 2026
European companies running payroll across several countries that employ both contractors and full-time staff
Robbin Schuchmann
Co-founder, Employ Borderless
Lano relies on local partners and advertises that as a key strength.
In practice, it’s not that simple. I’ve seen this model work very well in some cases and cause headaches in others.
So what’s true in Lano’s case? Is the model an advantage or a risk?
Over the years working in this space, I’ve tested and reviewed both platforms that own entities and ones that rely on partners.
I know when each works well and where potential issues can appear.
This review is about painting an accurate picture of those scenarios so you can decide for yourself.
Editorial note: By using our partner links, you'll get exclusive discounts and the best available offers we've negotiated while also supporting our efforts to provide unbiased comparisons of global hiring solutions.
Editor's verdict
- Best for
- European companies running payroll across several countries that employ both contractors and full-time staff
- Not ideal for
- Large organizations that operate under strict industry regulations or rely on advanced workforce analytics and custom reporting
- Standout feature
- A single payroll layer that brings together EOR employees, contractors, and internal staff
- Biggest limitation
- No mobile app and limited workforce analytics
Our ratings
We score every provider across 10 categories based on hands-on testing, user feedback, and independent research. Each category is covered in detail further in this review.
What are the pros and cons of using ?
Pros
- +
Wide country coverage
Supports hiring in more than 170 countries for both employees and contractors.
- +
One payroll view
Employees, contractors, and internal staff appear in one dashboard.
- +
Easy worker changes
Contractors can move to employee roles without switching systems.
- +
Clear pricing
Base costs are published and easy to understand.
- +
Strong Europe support
Better consistency and local knowledge in EU countries.
Cons
- −
No dedicated mobile app
The platform relies on browser access, with most administrative tasks designed for desktop use.
- −
Setup takes time
Initial setup and integrations need hands-on work.
- −
Fewer integrations
A smaller set of built-in connections than large platforms.
- −
Limited reviews
Fewer user reviews give potential clients less information.
What is ?
Lano is a comprehensive global employment platform that simplifies international hiring and workforce management. It stands out by offering both contractor management and Employer of Record (EOR) services through a single, intuitive platform, helping businesses build and manage their global teams without the complexity typically associated with international expansion.
Lano's core strength lies in its flexible approach to global employment, combining robust contractor management tools with full-service EOR solutions. This dual capability allows companies to easily adapt their hiring strategy based on their needs - whether engaging contractors for project-based work or bringing on full-time employees in new markets. The platform is particularly well-suited for growing businesses that need a scalable solution to manage both types of workers through a unified interface.
What sets Lano apart is its focus on providing a seamless experience for both employers and workers. The platform offers features like automated onboarding, compliant contracts, streamlined global payments, and comprehensive compliance support across multiple countries. It caters to businesses of all sizes, from startups making their first international hires to established companies managing diverse global teams.
What are the features of ?
I gave Lano an 8.2 here because it covers the core needs well. EOR services, contractor management, payroll consolidation, and payments all live in one platform.
Lano covers the core services required for international employment. The platform supports both employees and contractors across more than 170 countries through a single system.
The key features of the Lano platform are:
Key features
Hire employees in 170+ countries without setting up local entities.
Manage international contractors with compliant contracts, invoicing, and payments for €20 per month (around $22 USD).
View payroll data for employees, contractors, and internal staff in one dashboard.
Send payments in 28 currencies with local transfers and automatic conversion.
Handle contracts, payroll, taxes, and statutory benefits through local partners.
Sync employee data with platforms like HiBob, Workday, and Personio.
Monitor payroll costs by country, department, and worker type.
Start with contractors, move to EOR, and transition to entities without changing systems.
What are the benefits of ?
Beyond individual features, here are the broader advantages of using as your employer of record.
Simpler operations
Employees, contractors, and payroll data live in one dashboard. Fewer logins and less manual cleanup.
Faster hiring
Partner coverage enables hiring in 170+ countries without entity setup delays.
Lower admin load
Contracts, payroll, taxes, and benefits are handled through the platform. Manual work is reduced.
Flexible payments
Pay workers in 28 currencies with local transfers and fewer fees.
Easier growth
Hire contractors first, move to EOR later, and scale without switching systems.
European expertise
Stronger coverage and more consistent compliance support in EU markets, where Lano has longer-standing partner relationships and regulatory experience.
What is the geographic coverage of ?
A coverage of around 170 countries puts Lano in the third coverage tier and earns the platform a strong 9.3.
Lano supports Employer of Record and contractor management services in more than 170 countries. Coverage spans Europe, Asia-Pacific, Latin America, and Africa. Countries restricted by EU or U.S. sanctions are excluded.
Delivery model
Coverage is delivered through a partner-based model. Lano works with local providers in each country rather than operating owned legal entities. This structure allows rapid expansion and broad market access. Service depth and response times vary by country based on the local partner.
Europe is the platform’s strongest region. The company has longer-standing relationships and more consistent compliance support across EU markets.
Payroll currencies
The platform supports payments in 28 local currencies.
Supported currencies include major options such as USD, EUR, and GBP, along with regional currencies used across Latin America, Asia-Pacific, and Africa. Payments and reporting are handled through a single interface.
How much does cost?
Lano is in the second-highest tier ($551 to $599) for EOR rates. The platform costs significantly more than budget providers, so the rating is a modest 8.3 out of 10.
Lano lists EOR pricing at €499 per employee per month, or roughly $590 USD. No setup fee is listed for standard onboarding. The price covers core employment services and ongoing compliance support.
Included at this level:
Employment contracts
Payroll processing
Tax compliance
Statutory benefits
Ongoing legal support
Pricing is all-inclusive at the base tier. Budgeting is predictable once headcount is set.
Volume discounts may apply under annual contracts. Specific thresholds are not published.
Contractor management
Contractor management is priced at €19 per contractor per month, or about $22.5 USD. This rate sits at the lower end of the market.
The service covers:
Compliant contract generation
Automated invoice processing
Multi-currency payments
Compliance monitoring
This tier is often used to test new markets before hiring employees.
Payroll services
Lano separates payroll reporting from payroll execution. Payroll consolidation costs €3 per employee per month.
It centralizes payroll data from multiple countries and providers into one dashboard. Lano does not process payroll at this tier.
Multi-country payroll costs €19 per employee per country. Payroll is handled through local partners.
Setup costs increase as more countries are added. Monthly payroll fees begin after setup is complete.
Comparison by team size
The two tables below show the cost of Lano’s EOR services compare to other providers.
Use the slider in the second table to compare rates at different team sizes.
What is the user experience of like?
I gave Lano a 7.9 here because the platform works once you learn your way around. The main dashboard makes payroll and payments easy to follow.
Setup takes some effort, and a few tasks feel less intuitive than they should, especially when partner tools are involved.
Lano centers its interface on payroll consolidation. The dashboard presents employees, contractors, and payroll data in one place across countries and worker types. Global costs, upcoming payments, compliance status, and team-level data are visible from a single view.
This layout reduces the need to switch between systems. It works best for teams managing mixed workforces across multiple regions.
Onboarding and daily use
Employee onboarding follows a guided flow. The process covers document collection, contract e-signatures, and benefits enrollment. Contractors can submit invoices, track activity, and receive payments through a self-service portal.
Administrators can:
Set payment schedules
Configure basic automation
Generate payroll reports across countries
Most routine actions are available from the main dashboard.
Platform limitations
Some of the users I talked to mentioned a learning curve during initial setup.
Configuration takes time, especially when connecting HR or accounting systems. Some features require multiple clicks. Compliance documents are not always easy to locate without prior familiarity.
Mobile access works through a browser. Key administrative features remain desktop-only.
Note: Some services are delivered through local partners rather than the core platform. In certain countries, partner tools operate separately from Lano’s interface. Issue resolution and document requests can take longer in those cases.
How is the customer support at ?
I gave Lano a solid 8.0 because support is reliable for most requests. Account managers are helpful during onboarding and for platform questions. Issues that involve local partners can take longer to resolve, which brings the score down slightly.
Lano provides support through email and phone. The platform also offers a Help Center with documentation on employment rules, payments, and product features.
From what I’ve seen, public information does not specify formal support hours.
Each client is assigned an account manager.
This contact handles onboarding support, platform questions, and escalations. Implementation support is included during setup to configure workflows and connect existing systems. User feedback often describes the support team as responsive and knowledgeable about global employment topics.
Partner involvement
Employment services are delivered through local partners. Some support requests require coordination between Lano and the in-country provider. This applies to payroll corrections, compliance questions, and country-specific documentation.
User feedback shows mixed resolution timelines in these cases.
Some customers report timely responses from local partners. Others note delays when issues require escalation beyond Lano’s internal team.
Support performance varies by market. Feedback points to faster resolution in European countries with established partner relationships. Newer markets show longer response times in some cases.
What it means for clients: Lano handles platform support and account management directly. Country-level issues involve an extra coordination step. Sometimes, resolution times depend on the local partner involved.
What integrations does offer?
This score reflects solid coverage for common HRIS and accounting systems. Lano supports the integrations most companies rely on, with API access for custom needs.
Lano integrates with a range of HRIS and accounting systems used by international teams. Core HR integrations include HiBob, Personio, Workday, Zoho People, Sage, and Lucca.
These connections support employee data synchronization between Lano and existing HR systems.
Accounting integrations include QuickBooks, Xero, CANDIS, and DATEV. These connections focus on financial data transfer and payroll-related reporting. The HiBob integration supports scheduled synchronization through an API connection. Sync frequency and direction depend on configuration.
API access and custom connections
Lano provides API access and webhooks for custom integrations. Development teams can connect proprietary systems or specialized tools through the API. This approach is used by companies with internal platforms or non-standard workflows.
Additional integrations cover common business tools:
Collaboration and productivity platforms such as Google Drive, Jira, Microsoft tools, and Salesforce
E-signature platforms including Adobe Sign and DocuSign
Authentication systems such as Auth0 and Okta
Analytics and finance integrations include tools like Workday Adaptive Planning, Coupa, and Microsoft Dynamics 365 Business Central.
These connections support spend tracking and financial analysis rather than real-time workforce analytics.
Integration access and scope
Integrations are tied to Lano’s Intelligence module. Access requires an additional purchase beyond base platform pricing.
The official integration catalog lists a limited set of pre-built connections across HR, accounting, analytics, collaboration, and authentication categories. Coverage is narrower than platforms with large integration marketplaces.
What it means for clients: Lano supports standard HRIS and accounting integrations used by international teams. Custom connections are possible through API access. Integration access adds cost and should be confirmed before purchase, especially for teams using specialized tools.
What analytics and reporting features does include?
This score reflects strong visibility into payroll costs and financial data across countries. Reporting works well for budgeting and cost tracking. The limitation is depth, since the platform focuses on payroll rather than broader workforce or performance analytics.
Lano focuses its reporting on payroll consolidation and cost visibility. The main dashboard shows payroll expenses by country, legal entity, and department. Data reflects payroll runs, salaries, taxes, and EOR service fees.
Payroll and cost visibility
Standard reports cover payroll totals, salary data, and service costs. Teams can filter results by location, time period, or worker type. Exports can be scheduled for recurring reviews.
These reports are commonly used for:
Payroll and cost tracking by finance teams
Compensation oversight by HR
Workforce planning by operations
Lano also provides an Employment Cost Calculator as a separate tool.
The calculator estimates hiring costs before entering a new country. Users enter a location and gross salary. The output shows expected monthly and annual costs, including statutory charges and service fees.
The reporting layer is built for financial oversight and isn’t as broad for advanced workforce analytics or performance metrics (as that of some competitors).
What it means for clients: Lano provides clear visibility into global payroll costs across countries and entities. The reporting supports budgeting and cost control. Teams that need deeper HR analytics might need to export the data and analyze it in other tools.
How secure is ?
I’m rating Lano 8.3 for security because it meets standard expectations. The platform holds SOC 2 Type II certification and follows GDPR requirements.
The partner model means data is shared across multiple parties, which I’m not a fan of, but I didn't see any problems related to it in my testing.
Lano holds SOC 2 Type II certification covering security, availability, processing integrity, confidentiality, and privacy.
The platform uses AES-256 encryption for data at rest and TLS 1.2 for data in transit. System access and data changes are logged and audited.
Infrastructure and controls
Lano runs on Google Cloud Platform infrastructure. Access is governed through role-based permissions. Data centers use physical safeguards such as biometric controls, security monitoring, and surveillance systems.
Authentication options include:
Okta
Auth0
Google authentication
OAuth2
All platform communication is secured through SSL and HTTPS protocols.
Lano operates under GDPR as a European company. Personal data is processed within EU regulatory requirements. Network security includes firewall protection and segmented environments. External auditors and data protection specialists conduct regular security reviews.
The platform relies on third-party partners for local employment services. Employee data is shared with both Lano and in-country partners for payroll and compliance processing. Each partner operates under its own security controls and data handling standards.
What it means for clients: Lano meets standard SaaS security expectations through SOC 2 Type II certification and GDPR compliance. Data is processed across multiple entities due to the partner model.
What compliance standards does meet?
I gave Lano an 8.1 because it covers standard employment compliance well across many countries. Local partners handle contracts, payroll rules, and statutory requirements.
Lano supports employment compliance through a network of local payroll and employment partners. The platform covers more than 170 countries using this model. Local partners handle country-specific requirements tied to payroll, taxes, and statutory benefits.
How compliance is handled
Compliance work is delivered at the country level through in-country providers. These partners apply local labor rules and statutory requirements as part of the Employer of Record service.
Standard compliance support includes:
Local employment contract generation
Payroll processing and tax handling
Statutory benefits administration
Country-specific employment requirements
Contracts reflect local standards for notice periods, termination terms, and required clauses. The platform provides access to documentation and guidance through its contract tools and help resources.
Compliance processes largely depend on local partners applying and maintaining current rules. Updates flow through the partner network rather than a single internal compliance team.
Based on my research, Lano has chosen partners well, and there are no significant compliance issues stemming from its partner approach.
Note: The platform is designed for standard employment scenarios. Public documentation does not describe specialized compliance coverage for heavily regulated industries such as healthcare or financial services.
Who should use ?
This section outlines where Lano fits best and where other providers may be a better match.
Lano works best for:
European companies expanding regionally: Businesses based in Europe expanding into other European markets benefit from stronger EU coverage and established local partners.
Businesses with mixed worker types: Companies managing contractors, EOR employees, and internal staff gain value from payroll consolidation in one system.
Finance-led payroll management: Companies dealing with multiple payroll providers benefit from consolidated cost reporting across countries.
Multi-market testing: Businesses entering several new countries at once can move faster using partner-based deployment.
Consider alternatives if you need
Round-the-clock support: Organizations requiring 24/7 coverage across time zones may need providers with global support teams.
Advanced workforce analytics: Companies needing hiring, retention, or workforce planning analytics beyond payroll should look elsewhere.
Direct employment models: Businesses that prefer providers with owned entities may want a direct EOR platform.
Industry-specific compliance: Heavily regulated sectors should confirm local compliance depth or use specialized providers.
Custom benefits programs: Organizations offering complex benefits or equity structures may need more flexible platforms.
Frequently asked questions about
Need help choosing?
Tell us about your team and we'll recommend the best EOR provider for your needs — free and unbiased.