Best Employer of Record for Chile: Top EOR Services 2026
Looking for the best Employer of Record (EOR) solution in Chile? 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 Chile offers several key advantages for companies looking to expand their operations:
Severance math that scales with tenure and caps at eleven months. Chile owes one month of salary per year of service on termination without just cause, capped at eleven months, alongside a notice period that grows from none inside the first six months to sixty days past five years.
A thirteenth-salary line that foreign payroll templates routinely skip. Chile mandates a bonus payment structure on top of base wages that has no equivalent in many employers' home payroll systems.
A social security split, not a flat payroll tax. Employees contribute around 7 percent of gross pay and employers add roughly 5.8 percent, remitted to Chile's specific pension and health funds rather than a single tax authority.
Leave entitlements that stack rather than substitute. Employees accrue 15 days of statutory annual leave plus 16 public holidays, and a birth can trigger 18 weeks of maternity leave, a separate 12-week parental leave allowance, and 1 week of paternity leave, each running on its own clock.
No entity required to issue a compliant contract. Setting up a Chilean legal entity to hire one or two people is slow and requires local tax and labour registrations before a single contract can be signed.
What to pay attention to when selecting an EOR in Chile?
These are the compliance points that make hiring in Chile complex, and what a good EOR should be handling for you:
Underestimating severance exposure. Employers who assume at-will termination is available in Chile are wrong.
Missing the mandatory bonus. The thirteenth-salary obligation is a fixed feature of Chilean compensation, not a discretionary bonus.
Applying one notice period across all tenure bands. Notice runs from none for employees under six months of tenure, to thirty days between six months and five years, to sixty days beyond five years.
Misreading social security as a payroll tax. Employee contributions of about 7 percent of gross and employer contributions of about 5.8 percent flow into Chile's specific social security and health system, not a generic tax line.
Treating the 42-hour statutory week as a target rather than a ceiling. The Labor Code sets the work week at 42 hours, and actual worked hours already average close to that at 40.6 a week.
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Key metrics side by side. Blank cells are pending verified data.
Metric
RemoFirstOur #1
Remote
Deel
Hire with Columbus
Employ Latam
Oyster
Rippling
EOR / month
$199
$699
$599
$179
$349
$699
–
Contractor / mo
$25
$29
$49
$25
$29
$29
$35
Country coverage
193
186
153
193
19
116
83
G2 rating
4.5/5
4.5/5
4.7/5
5/5
–
4.4/5
4.8/5
Capterra
4/5
4.4/5
4.9/5
–
–
4.6/5
4.9/5
Trustpilot
4.5/5
4.6/5
4.5/5
–
–
3.8/5
4.5/5
Overview of the best EOR companies in Chile
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
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.
Pros & cons
Pros
Wide Geographic Coverage: Established presence in over 150 countries, offering truly global hiring capabilities.
User-Friendly Platform: Intuitive interface that simplifies complex international hiring processes.
Quick Setup: Businesses can hire international employees within days rather than weeks or months.
Extensive Benefits Options: Offers competitive, locally-relevant benefits packages in each country.
Strong Compliance Track Record: Regular updates to maintain compliance with changing local regulations.
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.
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.
