Best EOR Companies in Indonesia (2026)

By the MixWork Team · Jakarta and Singapore · Pricing verified 7 September 2026 · Last reviewed 12 September 2026

Key takeaways

• Published EOR fees for Indonesia run from USD 199 to USD 699 per employee per month: a three-and-a-half-fold spread that has almost nothing to do with service quality and almost everything to do with what the fee includes.
• We are not the cheapest on headline fee. Remote People publishes from USD 199 against our USD 249, and Omni HR publishes the same USD 249. If the monthly fee is your deciding variable, start there and stop reading.
• MixWork is ranked first on a stated criterion: the most complete first-party service for a team that is entirely in Indonesia (finding the person, employing them, supervising the relationship and keeping them) under one published rate card. We say plainly below where that criterion does not describe your problem.
• The fee is the smallest number in your budget. BPJS employer contributions, THR accrual, a severance reserve under PP 35/2021 and FX spread all sit on top, and together they dwarf the spread between providers.
• Only two providers here publish a combined recruitment-and-employment rate: MixWork at 10% of first-year salary and Glints TalentHub at 18%, both success-based.
• We will match a like-for-like price. If another provider will deliver the same scope for less, show us the quote.

Who this ranking is for

Every ranked list is a ranking for something, and most do not say what. Ours is ranked for one buyer: a company outside Indonesia building a team inside Indonesia, where Indonesia is the whole strategy rather than one row in a global headcount plan.

For that buyer we weighted the four criteria above, in that order. The first of them (coverage of the whole employment lifecycle, first-party) is the one that puts MixWork at number one, and it is a criterion we chose. A buyer weighting something else will arrive at a different order, which is precisely the point of stating it out loud.

Where a provider does not publish something, we write not published. That means it was not on their public pages on 7 September 2026. It is not a claim that they cannot or do not provide it. We hold copies of every page cited as it appeared on that date.

1. MixWork: best for a team that is entirely in Indonesia

Headquarters: Singapore, with a Jakarta office · Coverage: Indonesia and Southeast Asia · Published price: EOR from USD 249 per employee per month

That is us, at number one, on the criterion above. Here is the argument, and then the case against.

Most employer-of-record providers begin work at the contract. You arrive with a person already found, already negotiated, already saying yes, and the provider makes the employment lawful. That is a real service, and for many buyers it is the whole requirement. It is also the second half of the problem. The half that defeats most first Indonesian hires is the first half: knowing which of Jakarta’s professionals is worth interviewing, and then keeping the one you hire past month nine.

Finding them. Talent sourcing is the part of the business clients come to us for most often, and it serves SMEs and enterprises alike. Searches are run by an experienced recruitment team rather than one recruiter working a requisition alone, which is what makes a wide-net search across a market of 280 million people actually function. We recruit from a specific pool: Indonesian managers and specialists who built their careers inside multinationals and global agencies, averaging around six years in, typically educated at Indonesia’s top universities.

That is the counter to the assumption that offshore hiring means buying cheap labour: it is mid-career, MNC-trained capability at a fraction of Singapore or Sydney cost. From 10% of first-year salary, success-based: no retainer, and nothing owed on an unsuccessful search. Of the eight providers here, only Glints TalentHub also publishes a combined recruitment-and-employment rate, at 18%.

Keeping them. Total Care 360 is included with the EOR at no extra cost, not an upsell, not a tier. A named HR manager in Indonesia is your point of contact, backed by a full HR team rather than working alone. It runs monthly check-in calls with the employee and separate monthly check-in calls with you, handles engagement and dispute resolution, and monitors performance and attendance.

Around it sit dedicated workspaces instead of isolated home working, cultural activities with other professionals so nobody is working alone in a spare room, professional learning sessions that keep people current on the AI and software tooling their roles now assume, and benefits above the statutory BPJS floor. Retention across our book runs above 90%. Against a regional support and BPO sector where 20% to 30% annual attrition is ordinary, that is the number that decides whether the recruitment was worth doing. It is a first-party figure and we would rather you interrogate it than take it on faith: ask us how we measure it.

And the rest is published rather than quoted. Dedicated Workspaces from USD 199 per workspace per month, run by us in our own offices rather than resold from a coworking chain. MixWork Managed IT from USD 99 per device per month, no deposit, no upfront payment, three-month minimum, devices held in-region. Flex Benefits from USD 29 per employee per month. One rate card, one invoice, and one accountable party when something breaks at 3pm Jakarta time.

Where we lose, and to whom

• On headline fee we are beaten. Remote People publishes from USD 199 against our USD 249, and Omni HR matches us at USD 249 while bundling an HR platform around it. If price per seat is the decision, we are not the answer and we will not pretend otherwise.
• On footprint we are not competitive, and are not trying to be. If you are hiring across eight countries, a global platform will beat us on every dimension that matters to you. We will tell you that on the call.
• On deposits, Remote beats us outright. Our EOR requires a security deposit of one to two months, roughly comparable to Deel’s. Remote requires none at all.
• We do not offer contractor, freelancer or contractor-of-record engagement. We employ people as full-time permanent staff on compliant Indonesian contracts, or not at all. Four providers on this list publish contractor or contractor-of-record services and we do not.
• We do not directly own an Indonesian entity. We work with a closely affiliated Indonesian partner company. Providers that own their entities outright will tell you this matters; whether it does depends on your risk framework, and you should ask us about it rather than take our word that it does not.
• There is no self-serve checkout. You will speak to a person before you get a number.

Best for: companies in Singapore, Australia, the UAE, the Gulf, the UK and the US (SME through enterprise) building an Indonesian team of roughly three to fifty people, who want that team found, employed, supervised and retained by one accountable partner rather than payrolled by a platform.

2. Omni HR: the same published fee as ours, inside an HR platform

Headquarters: Singapore · Coverage: stated on its pricing page as Asia and beyond, with no country list published · Published price: employer of record from USD 249 per employee per month

Omni HR publishes an employer-of-record rate of USD 249 per employee per month, the same figure we publish. It sells that alongside a core HR platform at USD 3 per employee per month, payroll software at USD 2 to 4, managed payroll from USD 15 and contractor management from USD 15, so the employer-of-record line is one product inside a wider HR stack rather than the whole business.

Genuinely good at: transparency and breadth of software. Its own pricing page sets out what the fee carries: employment contracts tailored to local law, payroll processing, tax registration and filing, benefits administration, local compliance advisory and entity establishment. If you want an HR system and an employer of record from one vendor on one published rate card, that is a coherent proposition and the cost is easy to model in advance.

Watch-outs: no Indonesia-specific page or rate is published, and no country list appears beyond the phrase Asia and beyond, so confirm Indonesian coverage and how the local statutory work is handled before you compare it with an Indonesia-specific quote. Recruitment, workspace and device provisioning are not published as part of the employer-of-record fee, which is not a statement that they are unavailable, only that you would need to ask. No minimum term or deposit is published either way.

Best for: companies that want an HR platform and an employer of record from one vendor at a published price, and that have already identified their Indonesian hire.

3. Deel: best if Indonesia is one of several countries

Headquarters: San Francisco, USA · EOR coverage: 130+ countries (150+ across the wider platform) · Published price: USD 599 per EOR employee per month

Deel is the broadest general-purpose employment platform here, and it owns a wholly owned Jakarta entity, which we do not. If you are hiring across a dozen countries and want one dashboard, one invoice and one vendor relationship, Deel’s breadth is the reason to choose it, and no specialist will match it.

Genuinely good at: product depth. Compliant contracts, payroll, statutory filings, equity administration, background checks and immigration support. Time tracking including geofencing is included at no extra charge and works with EOR. Deel Engage covers surveys, 360 reviews, goals and OKRs.

Contractor management runs at USD 49 per contractor per month and Contractor of Record at USD 325. Deel Talent is a real sourcing product (an AI-vetted marketplace plus vetted recruiting partners, success-based, with a 90-day recruitment guarantee), and Find Talent, its applicant tracking product, is USD 14 per worker per month. Deel Workspaces provides coworking access through WeWork across 600+ locations, requested at contract creation and billed on the Deel invoice.

Watch-outs: the deposit. Deel requires 1 to 1.5 times all monthly charges (salary, employer costs, allowances and fees, not just the fee) rising to two months in defined circumstances including removing probation, granting PTO more than eight days above the statutory minimum, or transferring in an EOR employee with accrued benefits, plus a further month for each month of extended notice.

On an Indonesian team that is a material working-capital commitment. Deel publishes no response-time SLA and does not disclose which tiers include a dedicated customer success manager. Its onboarding claim differs across its own pages: one day, three days, and three to five business days all appear. Equipment is fulfilled from London, Amsterdam and Houston, and its express shipping option covers the UK, EU and US only.

One thing we will not claim. Deel publishes a four-day median device order cycle for Indonesia by name. We do not claim to be faster. The difference between us is structural rather than temporal (their workspace is WeWork’s and their logistics are a partner’s, ours are ours), and which structure you prefer is a question about who you call when something fails, not about speed.

Best for: companies hiring across many countries at once that need a single software-first platform and can absorb the deposit.

4. Remote: the clearest published pricing in the category

Headquarters: San Francisco, USA · EOR coverage: 90+ countries (190+ locations across all products) · Published price: USD 699 per employee per month

Remote is a software-first EOR built for high-growth technology companies with distributed teams, and its pricing page is the most honest document any provider on this list publishes.

Genuinely good at: telling you what it costs. No platform fee, no onboarding fee, no setup fee, and no upfront deposit except in rare high-risk cases. No minimum headcount. A 15% discount for startups and social-purpose organisations. Payroll-only for Indonesia is USD 29 per employee per month, contractor management USD 29 (USD 99 on the Plus tier, with indemnity coverage up to USD 100,000 per contractor), Contractor of Record from USD 325, PEO from USD 99 and equity administration from USD 39.

A dedicated onboarding specialist is included at the base tier. Remote owns its entities and states that it never relies on third parties to employ workers. On deposits, Remote beats us outright: we require one to two months and they require nothing, which for a company watching cash is a real and unglamorous advantage.

Watch-outs: the highest published headline fee here, at roughly 2.8 times our own. Note the coverage distinction too: the widely quoted 190+ figure counts locations where Remote can help you hire, pay or manage across all products; EOR specifically is 90+ countries. Device management is fulfilled by Fleet, a third party, with no published delivery timeline for any region and no published price. There is no response-time SLA, no numeric Indonesia onboarding commitment, and a payroll cut-off on the 10th of the month that constrains start dates.

Best for: technology startups and scale-ups with strong internal HR capability that want automated compliance across a wide footprint and value predictable, honestly stated pricing over the lowest number.

5. Multiplier: Asia-first platform with published tiers

Headquarters: Singapore · Coverage: 150+ countries · Published price: Core USD 459 per person per month billed annually, USD 499 billed monthly; Growth USD 519 annually, USD 559 monthly; Enterprise custom

Multiplier is Singapore-founded with genuine Southeast Asian roots, and a product noticeably less US-centric in its design assumptions than most global platforms.

Genuinely good at: published tiers with no minimum headcount, and a stated commitment to no hidden fees, banking markups or surprise billing. 24x7 dedicated customer support is published on its pricing page. IT Assets covers end-to-end procurement, delivery, returns and deployment across 130+ countries. Global Payroll starts at USD 20 per employee per month and Contractor of Record at USD 399. Health, life and travel insurance and background verification are available as add-ons.

Watch-outs: the published Southeast Asia evidence is thinner than the regional positioning implies: there is no Indonesia-specific rate, no Indonesia case study and no Indonesia onboarding commitment, and its flagship Asia-Pacific case study is delivered in India. Around 11% of supported countries carry adjusted pricing that Multiplier does not enumerate, so the headline tier may not be your rate.

Every tier card also carries the line compliance mandated add-ons and implementation fee as applicable, neither of which is quantified. Country counts differ across its own pages: 150+ on the pricing page, 160+ in its FAQ. And its rates have moved repeatedly: USD 400 in early 2026, then USD 459, then a period during which its own search advertising quoted USD 275. The figures above were read from its pricing page and its own FAQ on 7 September 2026. Verify before you contract.

Best for: startups and mid-sized companies hiring across several Asian markets that want an Asia-first platform with tiers published up front.

6. Glints TalentHub: combined recruitment and EOR across the region

Headquarters: Singapore · Coverage: 13 markets, including Indonesia, Singapore, Malaysia, the Philippines, Vietnam and Thailand · Published price: EOR from SGD 399 per employee per month (approximately USD 315, converted at 0.789 on 4 September 2026); the full suite adds a one-time recruitment fee of 18% of first-year salary

Glints TalentHub grew out of Glints, one of the region’s leading recruitment platforms, into a combined recruitment-plus-EOR service. It also offers a PEO option for companies that already hold a local entity.

Genuinely good at: sourcing depth, for the same structural reason we are: it began as a recruitment business and has in-market sourcing teams rather than a marketplace. It is the only provider here besides us that publishes a combined recruitment-and-employment rate, and if you need to both find and employ people across several Southeast Asian countries at once, it covers more ground than we do.

Watch-outs: its rate card is denominated in Singapore dollars and will move with the exchange rate, so budget in SGD rather than converting once. The published figure is a floor and the final EOR rate varies by country. Managed office space, device provisioning and performance management are not published on its pages, which again means you would have to ask, not that they are unavailable.

Best for: companies building multi-country Southeast Asian teams that want regional recruitment capability alongside employment.

7. Remote People: low headline fee, wide footprint

Headquarters: New York, USA · Coverage: 150+ countries · Published price: from USD 199 per employee per month (verified 6 September 2026)

A note on the name. This provider rebranded from Horizons on 9 February 2026, and joinhorizons.com now redirects to remotepeople.com. It is a different company from Remote at number four, despite the similar name, a genuine source of confusion in this market, and one we would rather resolve than exploit.

Genuinely good at: price against footprint. At USD 199 it publishes one of the lowest entry points here, across 150+ countries including Indonesia, Vietnam, the Philippines, Singapore and Thailand. Beyond EOR it offers in-house recruitment, contractor management, US PEO and entity incorporation advisory.

Watch-outs: as with every from price, the rate varies by country and the entry figure is a floor rather than a quote. No Indonesia-specific service commitments are published, and no Indonesia office is named.

Best for: a first, cost-sensitive entry into an Asian market where an established global entity network matters more than local depth.

8. G-P (Globalization Partners): the broadest compliance footprint

Headquarters: Boston, USA · Coverage: 180+ countries · Published price: from USD 599 per employee per month (verified 6 September 2026)

G-P is among the longest-established EOR providers in the world, with the widest published country coverage in this comparison and a long-standing reputation for compliance credibility among large enterprises.

Genuinely good at: footprint and flat-rate predictability: a flat platform fee rather than a percentage of payroll, across 180+ countries, covering onboarding, local payroll, tax filings, benefits administration and ongoing legal and HR support. Contrary to a widespread assumption, G-P is not enterprise-only: it publishes the same USD 599 entry rate with no minimum headcount, and runs a dedicated startups programme.

Watch-outs: the product is engineered for multi-country, multi-currency, multi-entity complexity, which is considerably more machinery than a single Indonesian team requires, and you pay for the machinery either way. G-P does not publish details of its own entity structure on its EOR pages, so if owned-versus-partner entities matter to your risk assessment you will need to ask directly.

Best for: enterprises with complex multi-country workforces that prioritise the broadest possible compliance footprint.

Side-by-side comparison

Published pricing as stated by each provider, accessed 7 September 2026 except where noted. Figures change without notice. Verify before contracting.

If the monthly fee is your deciding variable, here is who to call

We would rather say this plainly than bury it.

• Call Remote People if the monthly fee is the deciding variable. At a published USD 199 per employee per month they undercut our USD 249, across a footprint of 150+ countries.
• Call Remote People if you are cost-led and spread across several countries rather than concentrated in Indonesia.
• Call Deel or G-P if Indonesia is one row in a global headcount plan rather than the plan.
• Call Remote if a deposit would hurt. They require none. We require one to two months.
• Call us if the hard part is not the payroll, if it is finding someone worth hiring in a market you do not know, and then still having them there in year two.

One thing to hold in mind while you make those calls. A lower fee buys a narrower service, and the difference is not cosmetic. Our USD 249 carries Total Care 360 inside it at no extra cost: a named HR manager in Indonesia backed by a full HR team, monthly check-in calls with both the employee and you, engagement and dispute resolution, and performance and attendance monitoring. On the platforms above, the nearest equivalents are separately priced modules, and several are brokered through third parties rather than delivered by the provider you signed with.

The same is true of everything around the employment itself. The workspaces are our own offices in Singapore and Jakarta, not coworking capacity resold from a chain. The devices come through MixWork Managed IT, run by our own team with stock held in-region, rather than a fulfilment partner in another hemisphere.

The recruitment is done by an experienced in-house team that has been hiring into this market for years, and the people they place average around six years inside multinationals. Priced individually, that scope costs more than a per-seat fee suggests; bought as one engagement, it usually costs less than assembling the same thing from a cheaper platform plus its add-ons.

Our view, stated as a view: once the whole scope is priced rather than the seat, we think MixWork is the most cost-efficient choice available to a team that is entirely in Indonesia, and the strongest on service with it.

We cannot prove that as an audited fact, and we are not going to pretend otherwise: most providers on this page do not publish what their add-ons cost, so nobody outside those companies can build the comparison end to end. What we can do is publish our own numbers in full, show you exactly what sits inside the fee and what sits beside it, and put money behind the claim. Build the total for your own roles, then hold us to the price match below.

The number nobody publishes: what it actually costs to employ someone in Indonesia

The provider fee is the smallest and most-discussed number in your budget. The spread across this list is roughly USD 650 per employee per month. The costs below are larger, less negotiable, and identical whoever you sign with.

• BPJS Kesehatan: the health programme, employer-funded at 4% of a capped salary base, with the employee contributing 1%.
• BPJS Ketenagakerjaan: the employment programmes, covering old-age savings (JHT), pension (JP, on a separate and lower cap), work accident (JKK, rated by industry risk class) and death benefit (JKM). Employer contributions across the four run to roughly 6.2% to 7.5% of salary depending on risk class, on top of health.
• THR: Tunjangan Hari Raya, the statutory religious holiday allowance: one month’s wages at twelve months’ service, prorated below that, payable no later than seven days before the holiday. Accrue it monthly. A provider that bills it as a lump sum in the week before Idul Fitri has handed you a cash-flow event, not a saving.
• A severance reserve. Indonesia is not an at-will jurisdiction. Severance, service-appreciation pay and compensation-of-entitlement rights under PP 35/2021 scale with tenure and with the ground for termination, and the multipliers are set in regulation rather than negotiated. A provider that does not raise this in your first call is deferring a cost, not avoiding one.
• PPh 21 withholding, and the provincial minimum wage (UMP) floor for the province you are hiring in: Jakarta’s is materially above most of the country’s.
• FX spread on converting your billing currency into rupiah, which almost nobody publishes.
• Deposit lock-up: working capital you cannot use for the life of the engagement. On a structure based on total monthly charges rather than the fee alone, this is frequently the largest single line here.
• The separately priced layer: workspace, devices, engagement tooling, performance management. On this list, MixWork is the only provider publishing an HR supervision layer inside the base fee; the others price it separately or do not publish it.

We keep the underlying Indonesian figures in dedicated guides rather than restating them here, because rates, caps and wage floors are revised every year. See employer BPJS costs, THR, severance pay, PPh 21 withholding and provincial minimum wage, or model your own numbers with our cost calculator.

This is not legal advice. Indonesian employment obligations turn on facts we do not have, and statutory rates and caps are revised. Have your contracts and your severance exposure reviewed by qualified Indonesian labour counsel before you commit to anything on this page.

How to check any provider on this list can actually support you on the ground

Four questions. They work on us too, and you should ask us all four.

1. Who physically handles a dispute in Jakarta? Ask for the role and the location of the person who would attend a Dinas Tenaga Kerja mediation, not the name of a support tier.
2. What happens in month nine when the hire is unhappy? Ask whether anyone speaks to the employee at all, on what cadence, and who reads what comes back. Most EOR contracts contain no answer to this.
3. Which parts of your service are yours, and which are a partner’s? Every provider on this list brokers something. The honest ones will tell you which, and it changes who you call when it fails.
4. Show me the last three months of what I would actually be invoiced. Fee, statutory contributions, THR accrual, FX, add-ons. If a provider cannot produce a specimen invoice, the published fee is not the price.

Hidden-fee checklist for every provider call

• Is the deposit calculated on the fee, or on total monthly charges including salary?
• Is THR billed as accrued monthly, or as a lump sum before the holiday?
• Who holds the severance reserve, and what happens to it if we leave?
• What is the FX rate and spread on rupiah conversion, and where is it published?
• Is there an implementation or onboarding fee, and is it quantified in writing?
• What is the notice period to exit, and are there termination or offboarding charges?
• Which of workspace, devices, benefits above statutory, background checks and performance management sit inside the fee?
• Is the quoted rate the rate for Indonesia, or a global floor?

How we compare, and how these claims are substantiated

This page compares published commercial terms, not service quality. Every figure attributed to a third-party provider was read directly from that provider’s own published pages on 7 September 2026, except where an earlier access date is stated against the figure. We hold copies of those pages as they appeared on those dates. Our full comparison methodology and disclaimers sets out the standards we apply.

We compare like with like. Where two offerings are not directly comparable, we say so rather than implying an advantage.

Not published means exactly that: it was not on that provider’s public pages on the access date. It is not a statement that they cannot or do not provide it.

We make no claim about any provider’s service quality. We have not used customer complaints, review-site ratings or negative commentary to argue our case about anyone on this list.

We name where each provider is stronger, including where they beat us. A comparison that finds no merit in the alternatives is not a comparison, it is a brochure.

We rank ourselves first, and we have told you why. See the disclosure at the top of this page.

Figures go out of date. Third-party pricing and terms change without notice (Multiplier’s have changed three times in six months) and we do not monitor them continuously. Verify current terms against each provider’s own pages before you contract.

Spotted something inaccurate or out of date? Email support@mixwork.co with the statement and a link to the correct source, and we will verify, then correct or remove it promptly. That invitation applies to competitors as much as to customers, and we have acted on it before.

Frequently asked questions

Who is the best EOR in Indonesia in 2026?

For a team entirely in Indonesia, MixWork (from USD 249, Total Care 360 included) ranks first on this page; for the lowest published fee, Remote People at USD 199; for many countries, Deel or G-P. It depends on what you are optimising for, and any list that says otherwise is selling something. Deel and G-P are both USD 599. For the clearest published pricing and no deposit, Remote at USD 699. We ranked ourselves first on the criterion named before the list, and that is disclosed on this page.

What does an EOR cost in Indonesia in 2026?

Published EOR fees in Indonesia run from USD 199 to USD 699 per employee per month (accessed 7 September 2026); MixWork is USD 249. Remote People publishes from USD 199, Omni HR USD 249, Glints TalentHub from SGD 399 (approximately USD 315), Multiplier from USD 459, Deel and G-P from USD 599, and Remote USD 699. The fee is the smallest part of your cost: BPJS employer contributions, THR accrual, a severance reserve, PPh 21, FX spread and any deposit sit on top.

Is using an employer of record legal in Indonesia?

Yes. An EOR is a licensed Indonesian company that employs your staff under Indonesian employment law while you direct their work day to day. The employment relationship, the BPJS registrations, the PPh 21 withholding and the statutory obligations sit with the EOR. Confirm your specific arrangement with qualified Indonesian labour counsel, particularly if the role involves concluding contracts or generating revenue in-country, which raises separate permanent establishment questions.

Is the cheapest EOR in Indonesia the right choice?

Sometimes, genuinely: if you have already found your hire and only need lawful employment, the lowest fee buys exactly that. The fee stops being the right lens when the hard part is finding the person or keeping them. A USD 200 monthly saving is erased many times over by one bad hire or one resignation in month nine, and neither cost appears on any rate card.

Does an EOR pay BPJS and THR on my behalf?

Yes. A compliant Indonesian EOR registers your employee for BPJS Kesehatan and BPJS Ketenagakerjaan, remits both contributions, withholds PPh 21 and pays THR by the statutory deadline. Ask specifically whether THR is accrued monthly on your invoice or billed as a lump sum before the holiday: the total is the same and the cash-flow impact is not.

Is a security deposit normal for an EOR in Indonesia?

A security deposit is common but not universal: Deel takes 1 to 1.5 times all monthly charges, MixWork one to two months, Remote none. The basis matters more than the existence. Deel’s rises to two months in defined circumstances. Always ask whether the deposit is calculated on the fee or on total monthly charges.

How fast can an EOR onboard someone in Indonesia?

Published EOR onboarding estimates for Indonesia cluster around three to seven working days once the candidate has accepted and documents are in hand. Deel’s own pages give different figures in different places. Treat every published figure as the best case: BPJS registration, bank account setup and document collection are the real constraints, and missing a payroll cut-off can add a fortnight.

Can an EOR terminate an employee in Indonesia?

An EOR can execute a termination, but Indonesia is not an at-will jurisdiction: grounds, process and severance under PP 35/2021 are set by law. Severance, service-appreciation pay and compensation-of-entitlement rights scale with tenure and with the ground for termination. Budget a severance reserve from the first month, and have the exposure calculated by qualified Indonesian labour counsel before you hire rather than when you want to exit.

Do I need a provider with people physically in Indonesia?

Not for payroll, which a platform can process from anywhere; you need people physically in Indonesia for the things that go wrong. A mediation at the Dinas Tenaga Kerja, a hire who has stopped answering, a laptop that failed in Surabaya, a dispute where cultural context decides the outcome. Ask any provider who physically handles those, and in what city.

Is Remote People the same company as Remote?

No. Remote People (formerly Horizons, EOR from USD 199, 150+ countries) and Remote (EOR at USD 699, 90+ countries) are separate, unrelated companies. Remote People rebranded from Horizons on 9 February 2026. Remote is a separate provider, founded in 2019.

Why does this list rank MixWork first?

Because we wrote it, and on the criterion we chose, the most complete first-party service for a team entirely inside Indonesia, we believe we are the right answer. That is a biased judgement, and we have labelled it as one, named the criterion before the list, and pointed you at cheaper and longer-established competitors by name. Every third-party figure here is sourced to that provider’s own page and dated. Weigh the argument, not the position.

Sources

The same eight fees, re-verified monthly with a change log, are on our Indonesia EOR pricing index. If the harder problem is finding the person rather than employing them, see our comparison of recruitment agencies in Indonesia. All third-party figures were read from the following provider-published pages on 7 September 2026, except where a different date is noted.

• Omni HR, pricing: omnihr.co/pricing/
• Deel pricing: deel.com/pricing/
• Deel help centre, EOR deposit calculations: help.letsdeel.com, About EOR Deposit Calculations
• Deel Workspaces: deel.com/workspaces/
• Remote pricing: remote.com/pricing
• Remote country explorer, Indonesia: remote.com/country-explorer/indonesia
• Multiplier pricing: usemultiplier.com/pricing
• Glints TalentHub pricing (accessed 4 September 2026): talenthub.glints.com/pricing
• Remote People, employer of record (accessed 6 September 2026): remotepeople.com/solutions/employer-of-record/
• G-P, employer of record solutions (accessed 6 September 2026): globalization-partners.com/employer-of-record-solutions/

MixWork’s own figures are published on our pricing page.

Changelog

12 September 2026: review. The eleven FAQ answers were rewritten so that each opens with the direct answer and its figure, for readers and for answer engines that quote the first sentence. A reviewed date was added to the byline. No provider pricing or ranking changed; all figures remain as verified on 7 September 2026.

12 September 2026: provider change. Emerhub was removed from this comparison and Omni HR added in its place, with Omni HR’s published employer-of-record rate of USD 249 per employee per month read from its own pricing page on 12 September 2026. The lowest published fee on this list is now Remote People at USD 199.

7 September 2026: full rebuild. The comparison was expanded from six providers to eight, adding Emerhub, Glints TalentHub, Remote People and G-P. All pricing was re-read from each provider’s own published pages. Corrected on this page: Multiplier from USD 400 to USD 459 billed annually and USD 499 billed monthly, a figure that previously understated them; Deel Workspaces re-sourced to Deel’s help centre; and Deel and Remote EOR-specific country counts separated from their platform-wide counts.

MixWork moved from position four to position one, with an expanded disclosure stating the ranking criterion and a new section routing cost-led buyers to cheaper competitors by name. A price-match commitment was added. Emerhub is named as beating MixWork on both price and Indonesian tenure.

9 August 2026. Full verification pass against every provider’s own published pages. Unsubstantiated characterisations of provider support quality and FX practices removed.