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Employer of Record (EOR) service providers in Eastern Europe: 10 best to consider in 2026




Table of contents:




Introduction


Hiring in Eastern Europe is easy, until payroll deadlines, tax filings, and legal translations start piling up.


That’s when most global teams realize they need help.


An Employer of Record (EOR) service provider in Eastern Europe lets you hire employees in countries like Poland, Romania, Hungary, Bulgaria, and the Czech Republic without opening a local entity. They handle contracts, payroll, taxes, and compliance. you manage the team.


Simple, right?


Almost.


Eastern Europe’s compliance environment is complex. Every country has its own payroll tax rates, social contribution systems, and filing rules. For example:


  • Poland’s employer social contributions hover around 20–22%,

  • Romania taxes income at a 10% flat rate,

  • Hungary uses a 13% social tax,

  • Bulgaria keeps its total employer cost near 19%, one of the lowest in the region.


So while talent is affordable, payroll compliance isn’t a copy-paste exercise.


That’s where this guide comes in. Below, we’ll unpack what makes a great EOR partner, break down the top 10 Employer of Record providers in Eastern Europe, and explain why Team Up is fast becoming the go-to partner for regionally compliant hiring.



Why Employer of Record (EOR) services are booming in Eastern Europe


Eastern Europe is no longer the “outsourcing” region it was a decade ago. It’s now a strategic hiring hub for global companies seeking quality talent pool and stable operations.


According to PwC’s Global Payroll Insights 2025, the region saw a 23% year-over-year increase in EOR-based hiring, driven by fast-growing tech, finance, and engineering sectors.


The reason is simple:


  • EU alignment: Most Eastern European countries follow EU labor standards, but not EU complexity.

  • Workforce quality: Engineers, developers, and multilingual professionals make up a large share of the global remote talent pool.

  • Cost efficiency: Salaries average 40–60% lower than Western Europe, with similar output.

  • Ease of hiring via EORs: Regional providers like Team Up now offer unified coverage, one platform for Poland to Bulgaria, without multiple vendors.


Hiring here is smart. Doing it without an EOR? Risky.


Tax offices in Eastern Europe have become aggressive about employee misclassification, especially for remote workers paid as “contractors.” Missteps lead to fines, backdated taxes, or worse, IP disputes if contracts aren’t compliant.


That’s why most global HR teams are shifting to EOR providers in Eastern Europe for one reason: peace of mind.





What defines the best Employer of Record (EOR) providers in Eastern Europe


Not all EORs are built equal. Some focus on automation, others on compliance.



The best ones, like Team Up, do both.


Here’s what to look for when choosing your EOR in Eastern Europe:


1. Local legal registration across multiple jurisdictions


If an EOR doesn’t hold direct legal entities in the countries they operate, they’re outsourcing your risk.


Every major Eastern European country requires EORs to be registered with:


  • ZUS (Poland) for social contributions,

  • ANAF (Romania) for tax reporting,

  • NAV (Hungary) for payroll filing,

  • NRA (Bulgaria) for income declarations.


Team Up directly files through its in-country entities, no intermediaries, no loopholes.


That means one partner, one invoice, full compliance.


2. Transparent pricing: no hidden percentages


A good EOR tells you upfront what you’ll pay.


A bad one waits until your CFO asks why the invoice keeps growing.


The difference? Flat vs. percentage-based pricing.


Many global EOR platforms charge 10–15% of salary. That might sound fair, until you realize your cost to use EOR in Eastern Europe increased €400+ monthly for each senior hire.


Team Up’s flat €199/month model keeps your costs predictable. You can scale across multiple countries without financial guesswork.


“In markets like Eastern Europe, flat-rate pricing makes budgeting and forecasting exponentially simpler, and that’s what finance leaders value most.” — Deloitte Payroll Strategy Report 2025


3. Bilingual employment documentation


Contracts that aren’t bilingual?


That’s a red flag.


In countries like Poland, Romania, and Bulgaria, local labor codes require contracts to be written in both English and the local language for full enforceability.


The best EORs handle this translation, notarization, and compliance for you, covering notice periods, severance, IP ownership, and statutory leave.


Team Up’s dual-language documentation ensures that what you sign in London holds up in Warsaw.


4. Payroll accuracy and statutory filings


Each country in Eastern Europe has its own reporting cycle:


  • Poland: tax withheld by the 20th of each month.

  • Romania: social contributions filed monthly by the 25th.

  • Hungary: unified tax and pension filings by the 12th.


One missed submission can trigger fines or a compliance audit.


That’s why providers like Team Up use localized payroll management systems, backed by real compliance specialists, not generic SaaS.


“Payroll in Eastern Europe isn’t just about payment,  it’s a reporting discipline.” — EY Global Payroll Compliance Survey 2025


5. Multi-country scalability


Here’s where most global EORs fail: they treat every country like a new onboarding.


The best providers, Team Up included, consolidate your hiring across multiple countries into one ecosystem. That means:


  • Unified reporting and invoicing.

  • Consistent HR compliance.

  • Regionally integrated benefits (e.g., cross-border health insurance).


Whether you’re hiring a QA engineer in Bucharest, a finance analyst in Warsaw, or a designer in Budapest, Team Up gives you one EOR model for all of them.



Top 10 Employer of Record (EOR) service providers in Eastern Europe


Now, let’s get to the list.


Here are the top EOR companies leading the charge in Eastern Europe, based on compliance capacity, regional presence, and client satisfaction.


1. Team Up: The best regional EOR for Eastern Europe and beyond


Let’s start with the obvious leader.


Team Up isn’t a global EOR trying to act local. It’s a regional EOR built for Eastern Europe, the Caucasus, and Central Asia, markets where compliance can’t be guessed or generalized.


Key advantages:



Ideal for:


Startups, SMEs, and enterprises scaling teams across multiple Eastern European markets.





2. Deel


Deel is one of the biggest names in the global EOR space, and for good reason.


Its strength lies in speed and scale.


Pros:


  • Onboard employees in 150+ countries, including Eastern Europe.

  • Integrations with tools like QuickBooks, BambooHR, and Gusto.

  • Transparent online dashboards and automated payroll tracking.


Cons:


  • No direct entities in some Eastern European countries (uses partners).

  • Less focus on local tax nuances or bilingual compliance.


Best for:


Startups prioritizing automation and quick expansion, not deep regional expertise.


3. Remote


Remote keeps things simple: one flat price per employee, global compliance coverage, and an intuitive dashboard.


Highlights:


  • Clear, upfront pricing with no hidden markups.

  • Benefits administration and contractor management are included.

  • Operates through partnerships in most of Eastern Europe.


Weakness:


  • Limited control over country-specific compliance filings.


Best for:


Lean teams are testing multiple markets at once.


4. Papaya Global


Papaya Global isn’t just an EOR; it’s a payroll intelligence platform.


If you’re managing large headcounts across 20+ countries, Papaya’s automation delivers unmatched data visibility.


Pros:


  • AI-powered payroll processing and cost forecasting.

  • Integrated global payments and workforce analytics.

  • Strong financial reporting for enterprise-level compliance.


Cons:


  • Limited direct compliance oversight in Eastern Europe.

  • Overbuilt for small or mid-size teams.


Best for:


Enterprises hiring in multiple regions simultaneously.


5. Velocity Global


If your team includes relocations, Velocity Global is worth noting.


They handle both EOR and immigration services, a major plus for international mobility.


Strengths:


  • Handles work permits, visas, and global mobility documentation.

  • Strong compliance oversight for expatriate hires.

  • Suitable for hybrid or cross-border teams.


Drawbacks:


  • Higher cost per hire.

  • Longer onboarding timeline due to visa processing.


Best for:


Enterprises relocating or hiring expats in the region.


Perfect, here’s the second half of your article:


6. Multiplier


Multiplier stands out for its balance of automation and real compliance oversight.


Its platform brings together payroll, benefits, and risk analytics, ideal for HR teams managing fast-scaling remote workforces.


Highlights:


  • Unified global payroll dashboard.

  • Real-time compliance alerts for tax and labor updates.

  • Seamless integration with accounting and HR systems.

  • 24/7 customer support for distributed teams.


Limitations:


  • Some Eastern European filings handled via third-party partners.

  • Pricing structure based on a percentage of salary (less predictable).


Best for: Tech-driven companies hiring across both developed and emerging markets.


7. Globalization Partners (G-P)


G-P is one of the largest EOR providers globally, with coverage in over 180 countries, including most of Eastern Europe.


Strengths:


  • Deep legal infrastructure for enterprise-level compliance.

  • Integrated immigration, payroll, and contractor management.

  • Strong audit trails and employee lifecycle documentation.


Weaknesses:


  • Pricing skewed toward enterprise budgets (premium tier).

  • Slow onboarding cycles compared to regional specialists.


Best for:


Multinationals expanding into high-compliance environments.


8. Oyster HR


Oyster HR built its reputation on flexibility.


It’s one of the most user-friendly EOR platforms for distributed startups.


Pros:


  • Streamlined onboarding and payroll across 130+ countries.

  • Competitive benefits administration for remote employees.

  • Transparent monthly pricing with no minimum commitments.


Cons:


  • Limited support for localized compliance (especially in smaller markets).

  • Relies on partner infrastructure for Eastern Europe.


Best for:


Remote-first startups hiring in multiple time zones.


9. Safeguard Global


Safeguard Global combines technology with deep legal expertise, helping large companies stay compliant while scaling.


Highlights:


  • Extensive compliance library with country-by-country labor rules.

  • Integrated HR, payroll, and workforce analytics suite.

  • Enterprise-level data security and audit tools.


Weaknesses:


  • Set up fees higher than those of regional competitors.

  • Onboarding time is slightly longer (2–3 weeks).


Best for:


Enterprises prioritizing legal certainty and process control.


10. WorkMotion


If your goal is speed, WorkMotion leads the pack.


They can onboard employees in 72 hours across most EU-aligned markets.


Pros:


  • Fast, digitized onboarding process.

  • Strong compliance documentation aligned with EU labor laws.

  • Simple pricing tiers for growing teams.


Limitations:


  • Smaller coverage footprint compared to larger EOR networks.

  • Limited HR integration features.


Best for:


Startups are hiring quickly across multiple EU countries.



Comparing Employer of Record (EOR) pricing models in Eastern Europe: Flat fee vs percentage


Pricing is where most companies get caught off guard.


EOR services in Eastern Europe follow two models: flat-rate or percentage-based.

Pricing Model

Definition

Pros

Cons

Example Providers

Flat Fee

Fixed monthly rate per employee (avg. €199–€250)

Transparent, scalable, easy budgeting

None significant

Team Up, Remote

Percentage-Based

% of gross salary (typically 10–15%)

Automatic scaling by salary

Unpredictable costs

Deel, G-P, Multiplier

Hybrid

Fixed base + add-ons

Customizable

Complex billing

Papaya Global, Velocity Global


Example Scenario: Hiring a mid-level software developer in Poland earning €3,000/month:


  • Flat Fee (Team Up) → €199/month = €2,388/year

  • Percentage (12%) → €360/month = €4,320/year


That’s a difference of nearly €2,000 per year per hire, money better spent on growth, not overhead.



Local vs global EOR providers: Which is right for Eastern Europe?


Here’s the reality:


Hiring across Eastern Europe isn’t just “global HR”, it’s multi-jurisdictional compliance.

Factor

Local EOR (Team Up)

Global EOR (Deel, G-P, Remote)

Legal Registration

Direct local entities

Partner networks

Pricing Model

Flat-rate, transparent

% of salary

Contract Language

Bilingual (English + local)

English only

Compliance Depth

Country-level specialists

Broad, global coverage

Regional Coverage

Eastern Europe + Caucasus + MENA

Global but generic


Why it matters:


Global EORs are perfect for scale, but local EORs like Team Up know the nuances of labor law, payroll filings, and benefits across Poland, Romania, Bulgaria, Hungary, and beyond.


In Eastern Europe, “close enough” isn’t compliant enough.


With Team Up, your operations are legally bulletproof.





Final thoughts


Eastern Europe is one of the most promising regions for global hiring, with cost-effective, highly skilled, and legally structured talent.


But here’s the catch: each country has its own compliance heartbeat.


That’s where Team Up excels.


Team Up combines local legal presence with multi-country scalability, offering a single EOR platform for the entire Eastern European region and beyond.


With flat, transparent pricing, bilingual contracts, and direct compliance filings, it’s the safest, smartest way to grow your team in 2026.


Ready to hire across Eastern Europe without juggling five tax systems?


Schedule a call with Team Up and discover how compliant multi-country payroll works through one trusted partner.







Frequently asked questions


1. What does Employer of Record (EOR) mean in Eastern Europe?

An Employer of Record (EOR) is a company that legally employs workers on behalf of another business. The EOR handles contracts, payroll, taxes, and compliance, while you manage the team’s daily work. In Eastern Europe, an EOR lets you hire quickly in countries like Poland, Romania, Bulgaria, or Hungary without creating a local legal entity.

2. Who are the best Employer of Record (EOR) companies in Eastern Europe?

Some of the best Employer of Record companies operating in Eastern Europe include:


  • Team Up – Best for local compliance, transparent pricing, and regional focus.

  • Deel – Ideal for global automation and payroll software.

  • Remote.com – Great for multi-country hiring and HR integration.

  • Papaya Global – Strong for enterprise-level global payroll.

  • Velocity Global – Suited for large organizations expanding across borders. These top EOR companies provide full employment, payroll, and HR compliance services across the region.


3. What services do Employer of Record providers offer in Eastern Europe?

The best employer of record services in Eastern Europe typically include:


  • Employment contracts are compliant with EU and local labor laws.

  • Payroll processing and tax filings.

  • Social security and benefit administration.

  • Employee onboarding and offboarding.

  • Work visa and immigration support. These EOR services ensure your business operates legally while hiring remote or on-site talent in multiple countries.


4. How do Employer of Record payroll services work in Eastern Europe?

With EOR payroll, the provider manages:


  • Salary payments in local currency.

  • Withholding of income tax and social contributions.

  • Issuing payslips and statutory reports.

  • Submitting filings to local authorities. This EOR payrolling model ensures every payment complies with each country’s tax and employment regulations.


5. Why should startups use an Employer of Record in Eastern Europe?

An Employer of Record for startups helps founders:


  • Hire quickly without setting up a legal entity.

  • Save time on HR, accounting, and compliance.

  • Test new markets with less risk.

  • Access affordable, skilled tech and business talent. For startups looking for an EOR, Team Up is one of the best employer of record companies for fast, compliant hiring across Eastern Europe.


6. What makes Team Up one of the best EOR providers in Eastern Europe?

Team Up is among the top EOR providers in the region because it combines:


  • Full legal compliance with EU and national laws.

  • Transparent, fixed pricing, no hidden fees.

  • Fast onboarding (typically within 1–2 weeks).

  • Localized HR support and English-speaking teams.

  • Seamless EOR software for payroll, reporting, and documentation. These features make Team Up a trusted partner for companies expanding in Eastern Europe.

7. What industries benefit most from EOR services in Eastern Europe?

EOR services are ideal for:


  • IT and software development firms.

  • Fintech and banking companies.

  • Manufacturing and logistics operations.

  • Marketing and design agencies.

  • Consulting and BPO services. These industries rely on EOR companies to stay compliant while tapping into Eastern Europe’s skilled, affordable workforce.


8. What’s the difference between an EOR and payroll outsourcing?

An EOR acts as the legal employer for your workers, handling HR, taxes, and benefits.


Payroll outsourcing in Eastern Europe, however, only manages salary processing, leaving compliance and legal liability with you.


If you don’t have a local entity, an EOR solution is the only compliant option for hiring full-time employees in Eastern Europe.

9. How much do Employer of Record services cost in Eastern Europe?

The cost of EOR services varies depending on the country, employee type, and benefits.


On average, expect to pay:


$300–$600 per employee per month for full-service EOR management. This includes payroll, taxes, and legal coverage, far less than maintaining a local subsidiary.

10. How do I find the top EOR service providers in Eastern Europe?

When comparing top employer of record companies, look for:


  • Local presence and legal registration in target countries.

  • Transparent contracts and flat-rate pricing.

  • Fast onboarding times.

  • Proven track record with global clients.



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