Deel is the top pick for Asia overall — broadest country coverage, fastest onboarding, and the most mature platform ecosystem. Multiplier is the better value if your hiring is concentrated in ASEAN and cost matters. Remote is the right call for tech companies where IP protection is the non-negotiable.
Rankings
1. Deel — Best Overall for Asia
Rating: 4.7 / 5
Deel earns the top spot through sheer coverage and speed. Owned entities in Singapore, India, Philippines, Indonesia, Japan, Malaysia, Vietnam, Thailand, South Korea, and Hong Kong — more Asian markets than any other reviewed provider. First payroll in Singapore in 1–2 business days. If you’re hiring across multiple Asia countries simultaneously and don’t want to stitch together different providers, Deel is the answer.
Best for: Companies hiring across multiple Asia countries simultaneously.
Pricing: From $599/mo
2. Remote — Best for Tech Companies
Rating: 4.5 / 5
Remote’s IP protection clauses are localized to each jurisdiction’s laws — work-made-for-hire provisions, pre-existing IP carve-outs, post-employment NDAs. That level of specificity matters for software development teams hiring engineers in India and the Philippines. Add the free contractor management tier and Remote becomes the most cost-effective option for companies with a mixed workforce.
Best for: Tech companies where IP protection is a priority.
Pricing: From $599/mo
3. Multiplier — Best Value for Asia
Rating: 4.4 / 5
At $400/mo, Multiplier is $199/mo cheaper than Deel and Remote. That saves $23,880/year on a 10-person Asia team. Headquartered in Singapore, it has deeper ASEAN operational knowledge than any other reviewed provider — Vietnam social insurance nuances, Thailand PIT calculations, Indonesian BPJS registration. For ASEAN-focused hiring on a real budget, nothing else comes close.
Best for: ASEAN-focused hiring on a budget.
Pricing: From $400/mo
4. Rippling — Best All-in-One
Rating: 4.3 / 5
Rippling is the only EOR that unifies HR, IT, and payroll in a single platform. Device provisioning, app access control, global payroll — all in one system. The EOR module integrates directly with your existing Rippling HR stack. For companies already using Rippling domestically, extending to Asia is seamless with no new system to implement.
Best for: Companies with an existing Rippling deployment.
Pricing: From $500/mo
5. Oyster HR — Best for Startups
Rating: 4.1 / 5
Oyster’s clean platform, polished employee onboarding experience, and Equity module make it a strong choice for early-stage companies hiring their first Asia employees. The self-service portal is intuitive enough for HR generalists handling their first international hire without specialist support.
Best for: Startups and SMBs hiring across Asia on a tighter budget.
Pricing: From $499/mo
6. Papaya Global — Best for Enterprise
Rating: 4.2 / 5
Papaya Global’s enterprise-grade workforce analytics, ISO 27001 certification, and SOC 2 Type II compliance make it the strongest choice for large companies with complex multi-country operations. The compliance audit trail and data security posture matter at enterprise scale where vendor risk management is a formal process.
Best for: Enterprises with 50+ employees across multiple Asia markets.
Pricing: From $650/mo
How to Choose
| If you need… | Best choice |
|---|---|
| Fastest onboarding | Deel |
| Broadest Asia coverage | Deel |
| IP protection for engineers | Remote |
| Best ASEAN value | Multiplier |
| All-in-one HR + EOR | Rippling |
| Startup-friendly pricing | Oyster |
| Enterprise compliance | Papaya Global |
What to Look for in an Asia EOR
Owned entities vs. partner model: Providers with owned legal entities provide stronger compliance guarantees than those using local partners. A partner arrangement means your provider depends on a third party you’ve never vetted. Check whether your target country is covered by an owned entity.
Asia-specific expertise: Global EOR networks don’t always mean deep ASEAN expertise. Ask specifically about the in-country legal team size for your target market — not the global headcount.
Onboarding timeline: Singapore and Philippines are typically fastest (1–5 days). Japan and Indonesia are slower regardless of provider — budget 1–3 weeks for those markets.
Contractor-to-employee conversion: If you’re converting existing contractors to employees, confirm the provider supports this without requiring a full new contract process from scratch.
