Two premium providers, different strengths. G-P is the compliance heavyweight — 12 years of EOR operations, mainland China coverage through a WFOE, and the deepest in-country legal teams in complex markets like Japan and Indonesia. Remote is $100/mo cheaper, offers localised IP protection that G-P doesn’t match, and includes a free contractor tier. If China is on your roadmap or you’re entering Japan at scale, G-P. If you’re a tech company hiring engineers in India or the Philippines where IP ownership is non-negotiable, Remote.

At a Glance

Pricing

G-P starts at $699/mo per employee with custom pricing for enterprise. Remote charges $599/mo on annual billing, $699/mo monthly. The base gap is $100/mo — $12,000/year across 10 employees.

Remote’s contractor economics widen the gap. Its free tier supports unlimited contractors with localised contracts. G-P’s contractor management is custom-quoted. For a company running 15 contractors across India and the Philippines before converting some to EOR, Remote’s free tier saves $7,000–15,000/year before a single EOR employee is involved.

G-P’s premium buys you a 12-year operational track record and deeper compliance teams — not a feature you can measure on a spreadsheet, but one that matters when something goes wrong in a complex market.

Asia Coverage

G-P covers 11 Asian markets including mainland China — the only EOR at this tier with WFOE-based Chinese employment. Remote covers 8, uses a partner in Vietnam, and doesn’t cover Thailand, China, or Hong Kong.

If China, Thailand, or Hong Kong are in scope, the decision is already made. G-P is the only option between these two.

Compliance Depth

G-P’s longest-standing advantage. Founded in 2012, it has the most operational history in complex Asian markets. Its in-country legal teams in Japan and Indonesia are larger and more experienced than Remote’s.

In practice, this matters most for:

• Terminations in Indonesia — mandatory severance formulas are complex and G-P has processed thousands
• Japan’s regulatory landscape — G-P’s Japan team handles nuances that newer EORs escalate to outside counsel
• China — WFOE employment law, dispatch regulations, and social insurance administration require deep local expertise

Remote’s compliance is solid for the 7 owned-entity markets it covers. But it’s a 2019 company — fewer edge cases processed, a smaller legal bench in complex markets. For standard professional employment in Singapore and India, both are equally reliable. For contested terminations or regulatory grey areas in Japan or Indonesia, G-P’s track record is the safer bet.

IP Protection

Remote wins. Its IP Guard feature drafts IP assignment and confidentiality clauses localised to each country’s law — India’s Contract Act, the Philippines’ IP requirements, Japan’s patent law. These aren’t global templates with the country name swapped.

G-P’s standard contracts include IP assignment but the clauses are less jurisdiction-specific. For tech companies whose engineers in India or the Philippines are building proprietary software, Remote’s localised IP protection is the deciding factor.

If your hires are in sales, marketing, or operations — roles where IP assignment is less critical — this advantage doesn’t move the needle.

Onboarding Speed

Remote is faster across the board. G-P’s deliberate approach — more pre-employment checks, more documentation — slows onboarding but reduces compliance risk. For urgent hires, Remote is the better choice. For planned hires in complex markets, G-P’s thoroughness is a feature.

Which to Choose

Choose G-P if:

• Mainland China is on your hiring roadmap — G-P is one of very few EORs with WFOE coverage
• Thailand or Hong Kong are in scope — Remote doesn’t cover them
• You’re entering Japan or Indonesia at scale and want the deepest compliance team
• Enterprise-grade SLAs and a 12-year track record matter to your legal or procurement team
• Compliance depth outweighs pricing in your evaluation

Choose Remote if:

• You’re a tech company hiring engineers and IP ownership is critical
• Contractor economics matter — Remote’s free tier vs G-P’s custom pricing
• You want $100/mo saved per employee at a comparable quality level
• Your hiring is concentrated in Singapore, India, and the Philippines
• Faster onboarding (2–3 days in Singapore vs 2–4) is a priority

They’re equal for: Core compliance in Singapore, India, and South Korea — both own entities and process payroll reliably in these markets.

Frequently Asked Questions

Does G-P cover mainland China? Yes — through a WFOE (Wholly Foreign-Owned Enterprise). G-P is one of very few EORs that offer compliant mainland China employment. Remote does not cover China. INS Global and GoGlobal are the other options for China EOR.

Is Remote’s IP Guard worth the lower price? For tech companies hiring engineers — yes, it’s the primary reason to choose Remote over G-P. For non-engineering roles, IP protection is less of a differentiator and G-P’s compliance depth may matter more.

How much cheaper is Remote than G-P? $100/mo per employee at the base rate ($599 vs $699). Remote’s free contractor tier adds further savings for mixed workforces. Over 10 EOR employees plus 15 contractors, Remote can save $20,000–30,000/year depending on G-P’s custom contractor pricing.

Which is better for Japan? G-P. Its Japan team is larger and has more operational history with complex employment situations. Remote covers Japan through an owned entity and handles standard hires well, but G-P has processed more edge cases. For straightforward Japan hires, both work. For complex situations, G-P.

Can I use Remote for Thailand or Hong Kong? No. Remote does not cover Thailand or Hong Kong. For Thailand, Deel, Multiplier, or G-P are the options. For Hong Kong, Deel or G-P.

AK Anchal Katyal Published January 1, 2026