A Guide to Employer of Record Pricing

When comparing Employer of Record providers the monthly fee per employee is usually the first number you look at.

The monthly fee is important but it does not tell the whole story.

EOR cost usually include payroll administration, employment contracts, HR support, statutory filings, benefits administration, onboarding, and other services. Additional charges may apply for items such as immigration, equipment, relocation, or special payroll requests.

Understanding the pricing structure before signing a contract can make comparisons much easier.

How does EOR pricing work?

Most EOR providers charge a recurring fee for each employee. Some providers use a fixed monthly price while others offer different packages based on the level of HR, payroll, benefits, or mobility support required.

Go-EOR uses monthly per-employee pricing, with plans starting at €349 per employee per month. The company also offers higher service levels and custom enterprise arrangements.

The employee’s salary, employer taxes, social contributions, and other employment costs are generally separate from the EOR service fee.

That distinction is important when you compare different providers.

What is normally included in an EOR fee?

The exact package varies, but core EOR services commonly include:

• Local employment contract
• Employee onboarding
• Payroll administration
• Tax and social security filings
• Statutory employment compliance
• Payslip administration
• HR support
• Employee offboarding
• Local employment documentation

Go-EOR’s core EOR plans include payroll administration, employment agreements, confidentiality agreements, and dedicated HR support, with additional services available at higher package levels.

Before you compare prices its important to check the service list attached to each fee.

A cheaper monthly rate can become more expensive if everyday HR requests, payroll changes, or employee support are charged separately.

What costs are usually separate?

Some services are not part of standard EOR administration.

For examples:

Immigration

Work permits, visas, and immigration case management may carry separate charges because government processes and legal work vary per employee and per country.

Relocation

Moving an employee to another country could involve accommodation support, documentation, registration, and other services.

Equipment

Some companies ask their EOR provider to purchase, deliver, manage, and recover laptops or other equipment.

Additional payroll work

Bonuses, off-cycle payroll runs, special calculations, or unusual employment changes may attract additional fees depending on the provider.

Benefits

Private health insurance, additional employee benefits, and benefit administration can also be priced separately.

What should you ask an EOR provider before signing?

Ask for a complete pricing overview rather than a headline monthly fee.

Questions worth asking include:

• What is included in the monthly EOR fee?
• Are payroll changes charged separately?
• Are bonuses included?
• Are termination costs included?
• Is benefits administration included?
• Are immigration services extra?
• Is there a setup fee?
• Are currency conversion fees applied?
• Are there minimum employee commitments?
• What happens if an employee leaves?

You should also ask whether the provider works through its own local entity or a third-party partner. The operating structure can affect communication, responsibility, and how local employment matters are handled.

Is an EOR cheaper than opening a company?

It depends on the size and duration of your operation. For a single employee or small international team, an EOR can avoid the setup and administration associated with establishing a local entity. For a large workforce operating permanently in one country, creating your own entity may become more economical.

The calculation should include accounting, payroll, legal support, HR administration, tax filings, banking, company maintenance, and internal staff time.

How should you compare EOR providers?

Its important to look beyond the monthly fee, you should compare local presence, payroll processes, contract management, HR support, termination procedures, benefits, additional fees, response times, and the countries covered.

For companies hiring across Poland and the Baltics, Go-EOR provides EOR services in Poland, Lithuania, Latvia, and Estonia, with a dedicated account manager and country-level support.

A good EOR comparison starts with the full cost of employing someone abroad, not simply the price printed on the first page of the proposal.