Benefits for employees can significantly affect hiring, retention, and well-being, particularly when building international teams. The employee experience may be significantly impacted by the disparities in the benefits support provided by different EORs. The companies on this list are notable for offering competitive, legal, and significant benefits packages all over the world.
Benefits are an essential component of attracting, keeping, and caring for your employees when you hire people from other countries. And although a salary may help someone get a job, in the long run, it’s the benefits that give them a sense of security, worth, and support. Selecting an Employer of Record (EOR) with strong benefits capabilities is crucial for this reason.
Expectations have changed in 2025. Workers everywhere are searching for more than the necessities. While paid time off, health insurance, and pensions are still necessary, flexible benefits, income protection, and mental health support are quickly taking their place. Your EOR should be able to provide these consistently while adhering to local regulations if you’re hiring in several different countries.
The problem is that different EOR providers have different benefits. While some take a more transactional approach, providing little more than the statutory minimum, others offer comprehensive packages with local expertise and custom options. And that distinction is important to HR teams. It’s the difference between frantically trying to understand a vague template and confidently explaining to a new hire what their coverage includes.
The EORs that, in our opinion, are setting the standard for global benefits in 2025 are highlighted on this page. We examined both the offerings and the methods of delivery because, while having excellent coverage is crucial, so is the working environment for employees. These providers provide the greatest support, flexibility, and care where it matters most, whether you’re a startup expanding your team internationally or an established company trying to enhance your global offering.
In terms of globally benefits Deel remains at the forefront. They make it simple to support your people wherever they may be with country-specific benefits integrated into their platform and the option to offer add-ons like wellness stipends, pensions, and private health insurance. Their digital-first strategy is especially beneficial for growing businesses that desire structural flexibility.
Horizons successfully balances the quality of benefits and value. Using a consultative approach, their team assists you in creating packages that meet market demands while remaining within your means. For businesses looking for dependable coverage at affordable prices, they’re a good option.
Oyster is notable for emphasizing global parity and equity. Their benefits strategy places a strong emphasis on equity and uniformity, which makes it simpler to guarantee that your global team gets support that is comparable. Additionally, they offer helpful tools to make navigating local benefit requirements simple.
95% of what most businesses normally require is covered by Agility’s benefits package, which includes everything from income protection to global healthcare. They aren’t the most feature-rich on paper, but what makes them unique is their readiness to customize benefits according to customer requirements. They’ll collaborate with you to ensure that packages reflect the culture of your business and are compliant with local laws.
Omnipresent provides flexible setup options, a clear user interface, and strong benefits coverage. They serve mid-size businesses seeking a hands-off setup that still checks the important compliance boxes and are especially strong in European markets.
Range of Core Benefits
Regional Coverage
Employee Support
Supplemental Perks
Customizability
HR Integration
Benefits kept coming up when we questioned HR leaders about what actually influences the EOR relationship. A compelling package not only aids in luring top talent, but it also demonstrates your company's concern. Providers who can assist you in providing protections, healthcare, and pensions without making compliance a nightmare are invaluable.
Benefits are not universally applicable. What is deemed normal in one country may seem outdated or even insufficient in another. The top EORs collaborate with you to balance budgetary constraints, employee expectations, and legal requirements.
Additionally, you should be on the lookout for flexibility. Is it possible to select different coverage levels? Are there optional extras for particular positions or levels of seniority? Most significantly, does your provider assist you in clearly communicating these advantages to your team?
You need more than just a benefits checkbox if you’re hiring people from around the world. Wherever your people are, you need a partner who ensures they feel protected, supported, and appreciated.
