Best Employer of Record for Brazil: Top EOR Services 2026
Looking for the best Employer of Record (EOR) solution in Brazil? We've analysed and compared the top providers on pricing, country coverage, onboarding speed and verified user reviews, so you can choose with confidence.
Using an Employer of Record (EOR) in Brazil offers several key advantages for companies looking to expand their operations:
Severance exposure sits with the EOR as legal employer. Brazil requires a month's salary per year of service as severance on top of a 40 percent penalty on the FGTS balance when an employee is dismissed without cause.
FGTS and INSS filings run monthly without a local registration. Employer contributions total 21 percent of gross for social security and related schemes, plus an 8 percent FGTS deposit, filed on a monthly payroll cycle.
Thirteenth salary and 30 days of annual leave are mandatory, not negotiable perks. Both are statutory entitlements under Brazilian law, and getting the accrual or payment timing wrong is a compliance failure, not a policy choice.
Collective bargaining agreements set terms even where the CLT is silent. With union coverage extending to roughly 64.8 percent of the workforce through sector agreements, pay floors, bonuses, and working conditions for a given role are often set by the applicable agreement rather than the base code.
No entity registration needed to hire lawfully. Standing up a Brazilian legal entity to employ a handful of workers is slow and carries its own annual filing burden.
What to pay attention to when selecting an EOR in Brazil?
These are the compliance points that make hiring in Brazil complex, and what a good EOR should be handling for you:
Underestimating termination cost. Notice runs from 30 days for short tenure up to 90 days for employees past twenty years of service, and severance adds a month's salary per year worked plus the 40 percent FGTS penalty.
Assuming employment terms are negotiable. The CLT sets baseline protections, including the mandatory thirteenth salary, 30 days of annual leave, and statutory maternity leave of roughly 17 weeks, that cannot be traded away in an individual contract.
Missing the applicable collective bargaining agreement. With union-negotiated terms covering close to 65 percent of the workforce, the CLT floor is frequently not the actual floor for a given role or sector.
Misclassifying workers as contractors. Brazilian labour authorities scrutinize contractor relationships closely, and a worker performing ongoing, subordinated work under employer direction is likely to be reclassified as an employee regardless of contract label.
Underpricing the true cost of employment. Employer contributions add 21 percent of gross for social security-type schemes (made up of an INSS general rate and a separate work accident insurance rate) plus an 8 percent FGTS deposit, a combined addition of roughly 31 percent on top of gross salary.
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Key metrics side by side. Blank cells are pending verified data.
Metric
RemoFirstOur #1
Remote
Multiplier
Hire with Columbus
Employ Latam
Deel
Oyster
Rippling
EOR / month
$199
$699
$459
$179
$349
$599
$699
–
Contractor / mo
$25
$29
$40
$25
$29
$49
$29
$35
Country coverage
193
186
171
193
19
153
116
83
G2 rating
4.5/5
4.5/5
4.7/5
5/5
–
4.7/5
4.4/5
4.8/5
Capterra
4/5
4.4/5
4.4/5
–
–
4.9/5
4.6/5
4.9/5
Trustpilot
4.5/5
4.6/5
4.9/5
–
–
4.5/5
3.8/5
4.5/5
Overview of the best EOR companies in Brazil
A closer look at each provider: what makes it distinct, who it suits, and what it costs.
#1
RemoFirst
Our top pick
Our verdict
RemoFirst is one of the most price-competitive EOR providers available, starting from $199 per month for employer of record services and from $25 per month for contractor management across 179 countries. The pricing and coverage breadth make it a strong fit for cost-conscious teams hiring internationally at scale, though its 2021 founding means it carries less of a track record than longer-established competitors, and HR software integration options are currently limited.
Best for: Early-stage and growth-stage companies that need to hire employees or contractors across multiple countries quickly and want to keep per-seat costs low.
Pros & cons
Pros
Extensive coverage across 180+ countries
Quick 24-hour onboarding process
Straightforward, user-friendly platform
Complete contractor management at $25 per contractor
Included health insurance options through RemoHealth
Most competitive pricing in the EOR industry
Cons
Limited integration options with other HR software
Newer market player compared to established competitors
Remote covers 186 countries and operates through directly owned local entities, which gives it a strong compliance footing but also drives pricing that starts from $699 per month for EOR services. The owned-entity model, combined with tools like Remote IP Guard and stock options management, makes it a serious option for companies that need more than basic payroll. Smaller teams or those with straightforward needs may find the feature depth more than they require.
Best for: Growth-stage or mid-market companies hiring internationally across multiple countries that need built-in IP protection, equity management, and benefits administration under one platform.
Pros & cons
Pros
Direct ownership of local entities ensures better control and compliance
Strong intellectual property protection through Remote IP Guard
Complete suite of HR tools including recruitment and relocation
Dedicated stock options management capabilities
Extensive contractor management coverage
Strong benefits administration system
Cons
Full-time (EOR) employment coverage is more limited than its broader contractor and payroll reach
Multiplier offers competitive entry pricing from $459 per month for EOR services and covers 170 countries, making it a practical option for startups and SMEs expanding internationally on a budget. Third-party reviewers rate it highly across multiple platforms, though new users may face a learning curve with the platform interface and email support response times can be inconsistent.
Best for: Startups and small-to-mid-sized businesses that need fast international onboarding, equity management support, and predictable pricing without committing to a large enterprise contract.
Pros & cons
Pros
Competitive pricing structure ideal for startups and SMEs
Fast onboarding process with 24-72 hour setup time
Advanced security certifications including ISO 27001, 27017, and 27018
Unique ESOP support setting it apart from competitors
Complete mobile app for easy management
Cons
Customer support response times may vary, particularly for email communications
Platform interface might require initial guidance for new users
Limited customization options for specific business needs
Hire with Columbus offers EOR and payroll services from $179 per month with no setup fees, making it one of the more affordable entry points for companies hiring across 185 countries. The platform is designed for simplicity, with onboarding completed in 24 to 48 hours and built-in benefits options. The main trade-off is that enterprise-level features and third-party integrations remain limited, which may constrain teams with more complex operational needs.
Best for: Hire with Columbus fits small to mid-sized companies that want straightforward, low-cost international hiring without setup fees or lengthy onboarding timelines.
Employ Latam is a purpose-built EOR covering 19 Latin American countries, with all-in pricing from $349 per employee per month and no setup fees or FX markup. The regional focus means it handles LatAm-specific obligations like 13th-month bonuses, vacation accruals, and severance reserves without the overhead of a generalist platform. The main trade-off is that it operates only within Latin America and was founded in 2026, leaving it with a limited public track record.
Best for: Companies headquartered outside Latin America that need to hire full-time employees or pay contractors across multiple LatAm countries without establishing local entities.
Deel covers 153 countries with EOR services starting from $599 per month, making it one of the broader options available for companies hiring across multiple regions simultaneously. The platform consolidates employment contracts, payroll, benefits, and tax filing into one interface, which reduces the operational overhead of managing separate tools. The trade-off is pricing that sits at a premium compared to some competitors, and benefits customization beyond standard packages is limited.
Best for: Companies scaling international teams across multiple continents who need a single platform to handle compliant hiring, payroll in multiple currencies, and locally relevant benefits without assembling point solutions.
★ 4.6 across 22,330 reviews · $599 / employee / mo
Oyster covers 116 countries with transparent, published pricing starting from $699 per employee per month, making it a straightforward option for companies that want predictable costs and fast onboarding. The platform's automation and built-in compliance tools reduce administrative overhead, though that starting price may be a barrier for smaller organizations hiring only one or two people internationally.
Best for: Growth-stage companies and mid-sized teams that need to hire across multiple markets quickly, with a preference for transparent pricing and a mission-aligned vendor.
Rippling suits companies that want HR, IT, and finance tools consolidated in one platform alongside EOR services, reducing the need for separate software stacks. The main trade-off is cost and complexity: EOR pricing starts from $499 per employee per month, and the breadth of the platform can require meaningful onboarding time for new users.
Best for: Tech-forward companies that already manage distributed teams and want payroll, IT provisioning, and compliance handled inside a single connected system.
EOR Overview does not run paid placements. Every review is built from verified data, and the same method applies to every provider we cover.
Data collection
Official company documentation and regulatory filings, direct verification with company representatives, trusted third-party databases (Crunchbase, LinkedIn), and public financial reports and press releases.
Verification
Three steps for every data point: collection from primary sources, cross-verification against multiple independent sources, and regular audits to keep pricing and coverage current.
Ratings
The scores shown are averages of verified third-party platform ratings (G2, Trustpilot, Capterra), always attributed. We do not publish our own star rating.
Independence
Referral-funded: we may earn a fee if you sign up through our links, at no cost to you. It never affects rankings, verdicts, or the data on this page.
Robbin is the co-founder of EOR Overview, an independent research site for Employer of Record services. He has been in the international hiring space for over a decade.
