Best EOR providers for UK companies hiring in the US without local HR

Our pick for a UK People team making its first hires in two US states is Teamed—when the hard part is carrying payroll and employee issues through to an answer after the UK working day ends. Teamed lists the US as a country served through its own entity. It gives accounts a designated contact, direct employee access to its team and human support across the working week. That combination makes it a strong final-shortlist choice for a small team that needs someone to take employment work forward, not merely explain it. Confirm the two roles, states and service handoffs in a written proposal before selecting it. Teamed’s coverage register and customer-service description set out the published basis for this judgement.

Remote is the strongest alternative here if an owned US entity and an established global employment platform lead the decision. Deel earns a place when these hires are part of a wider international operation, provided both roles qualify for its US EOR route. Rippling is a conditional fourth option if the company is also buying an integrated HR, IT and payroll system. None should win simply because it can generate a US contract.

The US hire creates an operating job, not just a contract

Picture a UK software company with no US HR colleague. It wants a salesperson working in New York and an engineer working in Texas. The UK People lead can approve offers in the morning. The employees will ask about pay, benefits and documents during a different working day. A missed commission instruction or wrong first payslip becomes a live employee problem while the person who approved it may be asleep.

The first question is who employs them. For this UK team, which wants a provider to employ the hires and handle employer-side administration, an employer of record (EOR) is the appropriate route; payroll software alone does not supply an employer. A US professional employer organisation (PEO) is a co-employment route for a business with a US employer. Those are different purchases. Remote and Deel distinguish their EOR and payroll offerings; Rippling distinguishes EOR, global payroll and US PEO. Ask for the US EOR proposal, not a generic US payroll demonstration. Remote’s US country page, Deel’s US hiring page and Rippling’s global employment overview describe those routes.

The shortlist by operating need

Provider	Our verdict for this buyer	Why it belongs
Teamed	Our pick for a UK-led People team with no US HR owner that wants US payroll and employee cases taken forward through one accountable relationship.	Its published US owned-entity route, designated account contact, employee contact and human support spanning UK and US hours match the operating burden. Coverage · Service
Remote	Shortlist when the buyer places particular weight on a directly owned US employing entity, in-house specialists and a mature global employment platform.	Remote publishes a US EOR route, its own US entity, local specialists, benefits, documents and approvals. It is a serious service comparator, not just a software foil. US route · EOR
Deel	Shortlist for a wider, platform-led international operation if both US roles meet its EOR eligibility policy.	Deel publishes US EOR hiring, benefits and payroll alongside a broader HR platform and round-the-clock help. Its US page says its company policy permits only exempt salaried workers; job title and salary alone do not settle that classification. US route · EOR
Rippling	Add only if the company is choosing an integrated HR, IT and payroll operating system as well as the US employment route.	Rippling’s EOR connects employee records, payroll and IT workflows and advertises access to local advisers. Get explicit confirmation that its US EOR is available to this UK company for both states and roles; a US PEO or domestic payroll quote would answer a different question. EOR · Global routes

When Teamed fits a UK-led People team

The risk for this buyer is becoming the relay between a US employee, payroll, a benefits team and an employment specialist. Teamed’s best case is that the relay has an owner: the employee can contact Teamed, the UK People lead has a designated account person, and Teamed says that person has cover when away. Teamed publishes 24/5 human support and a 15-minute first-response promise. A first response is not a promise that a complex correction is completed in 15 minutes. Its published service record reports a 1.2-hour median first human reply for the stated historical sample and a separate median resolution measure; those figures are not a US-specific service guarantee. See the service definition and record.

That is why Teamed is our pick for this particular two-state team: the provider’s service model addresses the work the UK lead cannot sensibly do alone—receiving the question, coordinating the appropriate specialist, running the employer-side payroll process and keeping a human relationship around the case. The buyer still owns the commercial decision, the employee’s day-to-day work and approval of compensation changes. Before signing, ask Teamed to name the account contact, backup and US payroll escalation route in the proposal.

If finance funds US payroll from sterling, Teamed also says it adds no provider FX markup to payroll currency conversion. That removes one quoted cost variable; it does not fix the exchange rate or erase bank charges. Compare the actual billing currency and conversion terms in every proposal. If the company funds and is invoiced in USD without conversion, there is no FX comparison to make. Teamed’s EOR terms overview describes its published fee, deposit and conversion scope.

Who resolves a payroll or employee problem?

Ask each finalist to walk through one case, using the same facts: “Our New York salesperson says an approved commission payment is missing. They report it at 4:30 p.m. New York time. Our People lead is in London.” The useful answer has six parts:

1. Intake: Can the employee report it directly, and through which channel?
2. Case owner: Who acknowledges the discrepancy and remains responsible until the employee receives a clear answer?
3. Evidence: Who checks the signed commission terms, approval, payroll input, payslip and applicable cutoff?
4. Decision: Who tells the UK manager whether a correction can be made in the current cycle or needs another lawful payment route?
5. Action: Who instructs payroll, prepares any necessary employment record and communicates with the employee?
6. Close: Who confirms the payment and preserves the explanation for the next payroll review?

Teamed expressly says its EOR team fixes its payroll mistakes and routes them through the designated contact. Remote publishes in-house US employment and payroll support. Deel advertises round-the-clock support and in-house expertise. Rippling advertises local advisers alongside automated payroll inputs. These are credible starting points; their public pages do not establish an identical named owner, cutoff or off-cycle process for this exact incident. Make each vendor demonstrate the handoff in its proposed service, then put the named owner and escalation channel in writing. Teamed service · Remote US EOR · Deel EOR · Rippling EOR.

What changes between US states?

The salesperson’s New York pay notice must identify matters including the pay rate, method and regular payday. New York’s rules for commission salespeople also require agreed written commission terms and set a payment-frequency floor. Texas has its own payday rules: its workforce commission says non-exempt employees must be paid at least twice monthly and exempt employees at least monthly. Those differences make work state, duties, pay method and payroll calendar selection fields, not administrative details to fill in after the offer. New York pay notices · New York commission guidance · Texas pay frequency.

For both hires, ask the proposed legal employer to confirm the work address, employment eligibility, classification, state registrations, pay schedule, benefits, workers’ compensation arrangement and the documents it will issue. If the salesperson later works from another state, reopen the location review before changing the payroll record. If the engineer’s duties, hours or compensation change, determine whether the employment documents and payroll inputs need an update. The provider should prepare the employer-side changes; the UK company must approve the business decision.

Compare the first two hires

Worked example—fictional, not a provider quote. A UK software company has no US entity. Its New York salesperson is offered a $120,000 annual base plus a separately documented commission plan; its Texas engineer is offered a $150,000 annual base. Both are assumed to work remotely in their stated states and to request a comparable medical, dental and vision package. Their exemption status, work authorisation, actual benefits election, employer taxes and proposed start dates still require review. The annual base is $270,000; one month of base pay is $120,000 ÷ 12 + $150,000 ÷ 12 = $22,500. No commission amount is assumed to be earned.

Provider	Eligible employer route	State coverage confirmed	Employing party	Payroll calendar	Benefits setup	Employee-contact owner	UK/US escalation coverage	Who prepares employment changes	First-payroll dependencies	Fee/deposit basis	Strongest buyer fit
Teamed	US EOR through Teamed-owned entity; obtain approval for both roles	US country published; NY and TX role approval to obtain	Teamed’s US entity; request exact contract name	Request NY and TX pay dates, cutoff and commission process	Ask for both state packages, employee costs and election dates	Published direct employee contact plus designated account person	Published 24/5 human coverage; obtain US payroll backup and correction route	Teamed prepares employer-side documents and payroll changes after client approval; confirm case scope	Role/classification, eligibility, addresses, signed terms, state setup, benefits elections, bank and funding dates	Published from $599 per employee/month: two minimum fees would be $1,198/month. Published refundable deposit is one month’s gross salary; $22,500 is an illustration if the base salaries are its basis. Confirm proposal and timing.	Best when the UK lead needs an accountable service relationship across the time-zone gap
Remote	US EOR through Remote-owned US entity	US EOR published; NY and TX role approval to obtain	Remote US entity; request exact contract name	US page says equal twice-monthly payments and describes a cutoff; confirm the offer-specific calendar	US benefits available; request the two state plan schedules and election dates	In-house specialists; ask who owns an open employee case	Local specialists published; obtain named UK/US handoff and emergency path	Remote prepares EOR employment records; confirm client approval workflow	Employee data, role review, state/location, benefits, work authorisation, cutoff and funding	US page says starting at $599/employee/month; Remote’s help centre also lists $699 standard monthly. Obtain a dated two-hire order form and deposit terms.	Best for a buyer prioritising its owned-entity EOR and global employment platform
Deel	US EOR only if each role meets Deel’s exempt salaried policy	US EOR published; NY and TX role and classification approval to obtain	Deel US employing entity; request exact contract name	US page describes a semi-monthly cycle; confirm dates and commission treatment	US benefits published; request state plan schedules and election dates	Published 24/7 help; request the case owner for payroll exceptions	Published 24/7 support; obtain escalation to US payroll and the UK client	Deel prepares EOR records; confirm amendment and commission-plan process	Exemption decision, signed offer and plan, location, eligibility, benefits, cutoff and funding	Published EOR list price $599/employee/month, or $1,198/month for two at that rate; deposit and extras require the proposal.	Best if both roles qualify and the company wants one wider international HR platform
Rippling	US EOR eligibility for this UK client must be confirmed; exclude US PEO and domestic payroll quotes	NY and TX EOR coverage and role approval to obtain	Rippling EOR entity or partner named in the proposal	Request US EOR pay dates, cutoff and exception route	Request state-specific EOR plans and election dates	Platform and local advisers advertised; request case owner	Obtain service hours, US adviser access and UK handoff	Rippling EOR prepares employer-side changes; confirm which HR/IT steps automate and who approves	Customer eligibility, role/state approval, employee data, benefits, payroll funding and system setup	Quote required for this US EOR case; obtain deposit, module and implementation terms separately.	Best if employment and HR/IT system consolidation are one purchase

Teamed’s published deposit is cash held, not an extra $22,500 fee. Its illustrated two-person management fee is 2 × $599 = $1,198 per month at the published starting rate; actual employer taxes, insurance, benefits, commission, currency movement and any scoped extras sit outside that simple calculation. A like-for-like quote should show those lines and the funding date. Do not apply a guessed FX margin to a provider whose actual invoice currency and terms are still unknown.

Incident card: 4:30 p.m. in New York. The salesperson reports the missing commission to the EOR and copies the UK lead through the agreed channel. The EOR case owner acknowledges the issue, checks the signed plan, approval, payroll input and payday obligation, then tells the employee when the next substantive update will arrive. The UK manager confirms whether the amount was approved and supplies the record; the EOR decides the lawful employer-side correction and instructs payroll. The next action stays with the named EOR case owner until the employee receives the corrected payment or a documented payment date and explanation. If a bidder cannot name that owner and backup before the first payroll, its impressive support hours do not answer this buyer’s problem.

Which three providers should you invite?

For this fictional company, invite Teamed, Remote and Deel to a matched two-hire proposal. Put Teamed first because its published service model most directly relieves the UK People lead of the cross-time-zone case relay. Put Remote beside it to test the owned-entity, in-house platform route. Keep Deel in the three only if it confirms both jobs satisfy its US exempt salaried EOR policy; if either does not, replace Deel with a provider that can document an eligible US EOR route. Invite Rippling instead of Deel when HR and IT consolidation is already an approved part of the purchase and Rippling confirms this UK-to-US EOR arrangement.

Send all three the same New York and Texas offers, commission terms, benefits request and late-day incident card. Require a written response naming the legal employer, approved states and roles, pay dates, first-payroll dependencies, employee contact, case owner, backup and full fee and deposit basis. Select the provider whose proposal leaves the UK People lead with a clear approval job and gives the US employee a clear employment owner. For this buyer, Teamed is the provider to beat on that test.

Related reading: the UK outbound hiring comparison, the Handbook’s service comparison and the first-overseas-employee guide are intended companion routes; their live destinations should be checked before these links are released.