"Our first Berlin engineer was on payroll six days after the offer. We'd been told by three other providers it would take six weeks."
Jordan Baumgartner
VP Talent · Series B infrastructure SaaS
Hire your first EU employee the week you need them.
We become the legal employer in the country of your choice. Your hire signs a locally-compliant contract, gets paid in EUR on local payroll, and accrues every statutory benefit. You direct the work. We carry the entity, the filings, the notice periods, and the works councils.
Coverage
Every member state. Same contract surface.
Local employment law varies wildly — notice periods, 13th-month salary, works councils, sick-leave cap-offs. We've built a single contract surface across all 27 member states so you don't have to learn them.
DEGermany
FRFrance
ESSpain
ITItaly
NLNetherlands
PLPoland
IEIreland
PTPortugal
SESweden
DKDenmark
FIFinland
BEBelgium
ATAustria
CZCzech Rep.
RORomania
GRGreece
HUHungary
BGBulgaria
EEEstonia
LTLithuania
LVLatvia
HRCroatia
SISlovenia
SKSlovakia
CYCyprus
MTMalta
LULuxembourg
UKUnited Kingdom
True-cost calculator
The fully-loaded cost of one EU hire.
Gross salary is the headline. Employer contributions, statutory benefits, and EOR fees are the rest of the iceberg. Tune the inputs — the cost updates live.
Inputs
Rates update live. For a contract, we'll produce a binding quote in the discovery call.
Monthly cost · Germany
Gross salary$7,790
Employer social contributions (21%)$1,636
Statutory benefits reserve$313
Payroll & admin$156
EU Presence EOR fee$427
Severance reserve$231
Fully-loaded monthly
$10,725
= $128,700 / year · 38% above gross
VS SETTING UP A GMBH
Save ~$52k + 4 months
In year-one legal, accounting, and formation costs — not counting the ongoing filings.
VS CONTRACTOR
Zero misclassification risk
Most EU "contractors" working full-time are legally employees. We absorb the back-tax exposure.
VS OTHER EORs
$427 flat, all-in
No per-feature upcharges. No "platform" fees. No percent-of-salary games.
What you get
A full employment stack, per hire.
01
Compliant contract
Locally drafted in the national language and reviewed by in-country counsel. Role, comp, notice, IP — all aligned to your intent.
02
Local payroll
Monthly runs in EUR, GBP, or local currency. Tax withheld and remitted. Statutory reports filed. Employee gets a proper payslip.
03
Benefits stack
Statutory health, pension, and parental leave managed end-to-end. Optional top-ups — private health, meal vouchers, equity admin.
04
Onboarding portal
Your new hire gets a dedicated portal — contract, banking, ID, tax forms, first-day checklist. We chase the paperwork.
05
Equity & bonus
RSUs, options, and cash bonuses processed through payroll with the correct tax treatment per country. No tax surprises.
06
Offboarding
When roles end, we handle severance, notice, release agreements, and health-care transition — by the book, on the calendar.
First-hire timeline
Offer Monday. On payroll Friday.
Day 0
Offer accepted
You send us the offer details. Country, salary, start date, equity terms.
Day 1
Contract drafted
Locally compliant contract in the national language. You review. Employee signs electronically.
Day 2–3
Registration
Social security, tax ID, and health-insurance registrations filed. Bank account confirmed.
Day 4
Benefits enrolled
Pension plan, health cover, any optional benefits set up. Equipment shipped on your behalf if needed.
Day 5
Payroll live
First paycheck scheduled. Employee onboarded to your Slack, GitHub, whatever. Your manager takes over.
Proof
Teams hiring in Europe, fast and clean.
From first EU hire to 50-person teams — EOR is how most non-EU companies staff Europe without the 6-month entity slog.
"We tried running them as contractors for nine months. EU Presence ran the exposure analysis, moved everyone to EOR in a week, no back-tax issue."
Seana Kim
COO · 40-person design agency
"Four countries, four payslips, one invoice. Our CFO went from dreading EU payroll to ignoring it."
Martina Foti
Head of People · DTC brand
"We graduated off EOR in Ireland once we hit 7 hires. They ran the entity setup and the migration — same team, no gap."
Ahmad Hussein
CFO · fintech · 120 FTE
2,400+EU hires live
27 / 27Member states covered
< 5 daysTime to payroll
0Misclassification claims
Pricing
One flat fee per employee.
Employer of Record
Across the 27 EU member states and the UK: legal employer, local contract, monthly payroll, statutory benefits, equity processing and an onboarding portal.
$427
1 × $427 per month
Payroll
Monthly runs, tax withheld and filed, statutory reporting and year-end documents.
Included
no separate fee
Benefits
Private health, pension top-ups, meal vouchers, wellness, life and disability. 80+ carriers across Europe.
Quoted
per company
Background checks
All 8 check types — identity, right-to-work, criminal, credit, sanctions, employment, reference, education.
$100
per person, flat
In the fee
- Locally-compliant contract
- Monthly payroll & tax filings
- Statutory benefits administered
- Equity & bonus processed through payroll
- HR & offboarding support
- HRIS integration (Rippling, Deel, BambooHR)
50+ FTE, regulated or unionised — quoted per company
- Dedicated account manager
- Works council coordination
- Collective bargaining support
- Multi-country consolidation & comp benchmarking
- Entity-graduation roadmap
- Custom MSA & SLAs · named ops lead
This is on top of your platform plan, which starts at $0. See every price →
Often purchased together
Companies who hire via EOR also take.
Common questions
The real lawyering questions.
Who actually employs our hire — us or you?
We do, legally. Our local entity is the employer of record; the contract is between us and your hire. You direct their work day-to-day under a service agreement with us. This is how every compliant EOR operates.
Can we give them equity?
Yes — options, RSUs, SAYE, and cash bonuses all flow through our payroll with correct local tax treatment. We work with Carta, Pulley, and most cap-table platforms.
What happens if we want to terminate?
Local rules apply — notice periods, severance, and sometimes just-cause requirements. We handle the process: notice letter drafted, severance calculated, release agreement executed. You pay the statutory amount; we don't add legal fees.
Are we ever "permanent establishment" for tax?
Not because of a single employee on EOR, in most cases. We structure the engagement to avoid PE exposure. If your hire signs contracts, takes management decisions, or holds inventory on your behalf, that changes — we flag it and discuss entity options (see Company Formation).
When should we graduate to our own entity?
Rule of thumb: 5+ employees in one country, or longer than 12 months of intent. We'll tell you. Many clients run on EOR forever; some transition to entities — and we help with that too.
Can you hire our existing contractors onto EOR?
Yes. We run a misclassification analysis, draft the switch contracts, and migrate people across without gaps in pay or benefits. If a back-tax exposure exists, we quantify it and discuss remediation — often you're the one the authorities would chase, not us.
Also included
Everything that comes with the hire.
Employing someone is more than a contract. These run alongside Employer of Record at no extra engagement.
EU hire, this week.
Send us the offer details. We'll have the contract out by tomorrow morning and the employee on payroll by Friday.