Multiplier vs Deel: Complete 2025 Comparison
Compare two leading global employment platforms. Find the perfect EOR solution for your international hiring needs based on features, pricing, regional expertise, and business requirements.
Platform Comparison at a Glance
We've evaluated both platforms across key criteria including features, pricing, usability, and target market. Here's a quick overview to help you make an informed decision:
| Platform | Rating | Pricing | Countries | Best For |
|---|---|---|---|---|
Multiplier Asia-Pacific Markets | 8.7/10 (450 reviews) | $$ Contractor: $29/month, EOR: $450/month | 100+ | Small to medium businesses (APAC focus) |
Deel Global Coverage | 9/10 (2150 reviews) | $$$ Contractor: $49/month, EOR: $599/month | 150+ | Medium to enterprise businesses |
Detailed Platform Analysis
In-depth review of each platform's features, pricing, strengths, and limitations to help you choose the right solution for your global employment needs.
Multiplier
Key Features
- •Strong Asia-Pacific market expertise
- •Competitive pricing for APAC region
- •Fast implementation and onboarding
- •Local compliance and payroll processing
- •Multi-currency payment support
- •Dedicated regional customer support
Limitations
- •Limited global coverage compared to competitors
- •Fewer advanced features like expense management
- •Smaller ecosystem of integrations
- •Less comprehensive in Americas and Europe
Best For:
Companies focusing on Asian markets seeking cost-effective EOR solutions
Deel
Key Features
- •Comprehensive global coverage (150+ countries)
- •Advanced contractor and employee management
- •Extensive feature set including expense management
- •Strong compliance automation and legal support
- •Large ecosystem of integrations
- •Proven track record with enterprise clients
Limitations
- •Higher pricing, especially for smaller teams
- •Can be complex for simple use cases
- •Customer support quality varies by region
- •Some advanced features require higher-tier plans
Best For:
Large companies with worldwide hiring needs requiring comprehensive features
Comprehensive Feature Comparison
Side-by-side comparison of key features to help you understand what each platform offers for your global employment and contractor management needs.
Core EOR Services
Technology & Integration
| Feature Category | Multiplier | Deel |
|---|---|---|
Global Coverage | Good 100+ countries (Strong in APAC) Excellent coverage in Asia-Pacific with deep local expertise | Excellent 150+ countries (Global leader) Comprehensive worldwide coverage with strong presence in all regions |
Pricing Structure | Excellent $29/month contractors, $450/month EOR Highly competitive pricing, especially for APAC markets | Good $49/month contractors, $599/month EOR Premium pricing reflecting comprehensive feature set |
Expense Management | Limited Basic expense tracking Simple expense reporting, manual processes | Excellent Advanced expense management + corporate cards Full expense automation, corporate cards, receipt scanning |
Stock Options | Limited Basic equity support Manual equity management with limited automation | Excellent Advanced equity management platform Comprehensive stock options platform with vesting schedules |
Immigration Support | Limited Basic visa guidance Limited immigration support, primarily compliance-focused | Excellent Full immigration services Comprehensive visa processing and immigration support |
Customer Support | Excellent Dedicated regional specialists Expert APAC support team with deep local knowledge | Good Global support team 24/7 global support, quality may vary by region |
Implementation Time | Excellent 1-2 weeks (APAC markets) Fast setup in core markets with streamlined processes | Good 2-3 weeks (Global average) Consistent global implementation timeline |
Compliance Automation | Good Strong APAC compliance Deep expertise in Asian employment laws and regulations | Excellent Advanced global compliance engine Comprehensive automation across all supported countries |
Frequently Asked Questions
Common questions about choosing between Multiplier and Deel for your global employment needs.
Which platform is more cost-effective for hiring in Asia?
Multiplier is significantly more affordable, especially for contractors ($29/month vs Deel's $49/month) and EOR services ($450/month vs Deel's $599/month). For APAC hiring, Multiplier can be 20-30% cheaper while maintaining quality service.
Which platform has better global coverage?
Deel has superior global coverage with 150+ countries compared to Multiplier's 100+. Deel is particularly strong in Americas and Europe, while Multiplier excels in the Asia-Pacific region.
Which platform is better for startups vs enterprises?
Multiplier is better suited for startups and small-medium businesses, especially those focusing on APAC markets. Deel is more suitable for larger enterprises with global hiring needs and complex requirements.
What are the main feature differences?
Deel offers more comprehensive features including advanced expense management, stock options management, and immigration support. Multiplier focuses on core EOR and contractor services with excellent execution in their target markets.
How do the compliance features compare?
Both platforms offer strong compliance features. Deel has more comprehensive global compliance automation, while Multiplier has deeper expertise in Asia-Pacific regulatory requirements and local employment laws.
What does EOR stand for in HR?
EOR stands for 'Employer of Record' in HR. It's a service where a third-party organization becomes the legal employer of your workers while you maintain day-to-day management. The EOR handles payroll, benefits, tax compliance, and legal responsibilities in the employee's country.
How does EOR work?
EOR works by having a third-party company become the legal employer of your staff in countries where you don't have a legal entity. You select candidates, manage their work, and set compensation, while the EOR handles employment contracts, payroll, benefits, tax compliance, and local HR requirements. This allows you to hire globally without establishing local subsidiaries.
What is EOR in HR terms?
In HR terms, EOR (Employer of Record) is a business arrangement where an external organization takes on the legal and administrative responsibilities of employing workers on behalf of another company. This includes managing payroll, benefits, tax withholdings, workers' compensation, and compliance with local employment laws.
What is employer of record (EOR) or HR outsourcing?
EOR is a specific type of HR outsourcing where a third-party company becomes the official employer for tax and legal purposes, while you retain control over the employee's daily work and responsibilities. Unlike general HR outsourcing, EOR involves full legal employment responsibility, making it ideal for international expansion without setting up local entities.
When should you use an Employer of Record?
Use an EOR when: expanding internationally without local entities, hiring in countries with complex employment laws, testing new markets, needing quick market entry, lacking local HR expertise, hiring remote workers globally, or when setting up a subsidiary is too costly or time-consuming. EOR is particularly valuable for startups and companies entering new geographic markets.
What is the role of the EOR?
The EOR's role includes: becoming the legal employer, handling employment contracts, processing payroll and benefits, ensuring tax compliance, managing workers' compensation, maintaining employment records, handling terminations, ensuring local labor law compliance, and providing HR support. They act as the employer for legal purposes while you manage the employee's work.
Who uses EOR?
EOR services are used by: startups expanding globally, tech companies hiring remote talent, multinational corporations entering new markets, consulting firms placing contractors internationally, companies testing new geographic markets, organizations needing quick international hiring, and businesses wanting to avoid the complexity of setting up foreign subsidiaries.
What are the problems with EOR?
Common EOR problems include: higher costs than direct employment, less control over HR processes, potential communication gaps, dependency on third-party compliance, possible delays in payroll or administration, limited customization of benefits, potential cultural misalignment, and challenges with employee loyalty when they technically work for a different company.
What does EOR represent?
EOR represents a business model that enables global expansion without the traditional barriers of international employment. It represents flexibility, compliance, and efficiency in global hiring, allowing companies to access worldwide talent pools while maintaining legal compliance and reducing administrative burden.
Why do we need EOR?
EOR is needed because: global hiring involves complex legal requirements, employment laws vary significantly by country, setting up foreign entities is expensive and time-consuming, compliance mistakes can result in hefty penalties, international payroll and benefits are complicated, and companies need flexible solutions for global talent acquisition without long-term commitments.
Is an EOR legal?
Yes, EOR services are legal in most countries worldwide. They operate within established employment and tax frameworks, providing legitimate employment arrangements. However, regulations vary by country, and it's important to choose reputable EOR providers who understand local laws and maintain proper compliance in each jurisdiction where they operate.
Is EOR worth it?
EOR is worth it when the benefits outweigh costs: faster international expansion, reduced legal risks, access to global talent, no need for local entity setup, expert compliance management, and simplified administration. It's particularly valuable for companies hiring 1-50 employees per country, testing new markets, or needing quick international hiring capabilities.
What are the basics of EOR?
EOR basics include: the EOR becomes the legal employer, you retain operational control, the EOR handles payroll and compliance, employment contracts are between the employee and EOR, you manage day-to-day work, the EOR provides benefits and handles taxes, and you pay the EOR a fee per employee. It's a triangular relationship between you, the EOR, and the employee.
Is EOR legal in the UK?
Yes, EOR is legal in the UK. EOR providers must comply with UK employment law, including PAYE tax obligations, National Insurance contributions, pension auto-enrollment, and employment rights regulations. The UK has well-established frameworks for third-party employment arrangements, making it a mature market for EOR services.
What is the employer of record in the HMRC?
In HMRC terms, the employer of record is the entity registered as the legal employer for tax purposes, responsible for PAYE (Pay As You Earn) tax deductions, National Insurance contributions, pension contributions, and submitting employment-related tax returns. The EOR must be registered with HMRC and maintain proper payroll records for all employees.
What is the employer of record in the UK?
In the UK, an employer of record is a company that takes on the legal responsibility of employing workers on behalf of another organization. They handle PAYE tax, National Insurance, statutory benefits (sick pay, maternity pay), pension auto-enrollment, and compliance with UK employment legislation while the client company manages the employee's daily work activities.
What is the best EOR?
The best EOR depends on your needs: Deel excels in global coverage and advanced features but costs more; Multiplier offers excellent value and APAC expertise; Globalization Partners provides comprehensive services; Remote focuses on developer talent; and Papaya Global offers strong technology. Consider your target countries, budget, required features, and company size when choosing.
Can my employer secretly record me in the UK?
No, employers cannot secretly record employees in the UK without consent. Under GDPR and Data Protection Act 2018, covert surveillance requires legitimate business interests, must be proportionate, and employees should generally be informed. Secret recording could violate privacy rights and employment law, potentially leading to legal action and regulatory penalties.
Can my employer make me pay for damage to a company vehicle in the UK?
UK employers can only deduct money for vehicle damage if: it's specified in your contract, you've given written consent, the damage was due to negligence or misconduct, the deduction doesn't reduce your pay below minimum wage, and the amount is reasonable. Employers cannot automatically charge employees for wear and tear or accidental damage without proper justification.
Are you legally authorized to work for any employer in the UK?
Legal authorization to work in the UK depends on your immigration status. UK citizens and those with settled status can work for any employer. EU citizens may need settled or pre-settled status post-Brexit. Other nationals need appropriate work visas. Employers must conduct right-to-work checks and maintain documentation to verify employees' work authorization.
Can you get fired for crashing a company van?
Dismissal for crashing a company van depends on circumstances: gross misconduct (drink driving, reckless driving) can justify immediate dismissal; negligent accidents may warrant disciplinary action but not necessarily dismissal; consideration of driving record, circumstances, and company policy matters. Employers must follow fair dismissal procedures and consider all factors before termination.
Can I ask my employer for salary sacrifice car?
Yes, you can ask your employer about salary sacrifice car schemes, but they're not obligated to provide one. Many employers offer these schemes as employee benefits. You should discuss eligibility criteria, available vehicles, terms and conditions, and impact on your salary and benefits with HR or your manager.
Can I make a claim against my employer?
Yes, you can make claims against employers for: unfair dismissal, discrimination, unpaid wages, health and safety breaches, breach of contract, or other employment law violations. Claims typically go through ACAS early conciliation first, then potentially to Employment Tribunals. Seek legal advice and note time limits for different types of claims.
What is the downside to salary sacrifice a car?
Salary sacrifice car downsides include: reduced gross salary affecting mortgage applications, lower pension contributions, potential impact on life insurance, reduced statutory benefits calculations, restrictions on vehicle choice, commitment for lease duration, potential tax implications if employment ends, and limited flexibility to exit the scheme early.
Can you refuse salary sacrifice?
Yes, salary sacrifice schemes are voluntary - you cannot be forced to participate. However, if you've already agreed to a salary sacrifice arrangement, you typically cannot exit mid-contract without employer agreement. New employees can decline participation, and existing arrangements usually allow changes only at renewal periods or specific circumstances.
Who owns the car after salary sacrifice?
In salary sacrifice schemes, the leasing company owns the car throughout the lease period. Neither you nor your employer owns the vehicle. At lease end, you typically return the car, though some schemes offer purchase options. The car remains the leasing company's asset, and you're essentially the named driver with usage rights.
Do I need to tell HMRC about salary sacrifice car?
You don't need to separately inform HMRC about salary sacrifice cars - your employer handles this through payroll. The benefit-in-kind value is automatically included in your P11D and tax code adjustments. However, ensure your tax code reflects the correct car benefit, and report any discrepancies to HMRC or your employer.
Is it better to have a company car or salary sacrifice?
This depends on personal circumstances: salary sacrifice often offers better tax efficiency and newer vehicles with warranties; company cars may provide more flexibility and potentially lower costs for high-value vehicles. Consider the car's P11D value, your tax rate, personal usage, maintenance needs, and long-term requirements when deciding.
What happens to my salary sacrifice car if I leave?
If you leave your job, options typically include: returning the car immediately, potentially continuing payments privately (if allowed), or facing early termination charges. Your employer should outline procedures in the scheme terms. Some schemes allow transfer to new employers, but most require vehicle return and potential financial settlements.
Can you return a salary sacrifice car back to your company?
You can return a salary sacrifice car early, but this usually involves early termination fees and potential financial penalties. The exact terms depend on your scheme agreement and lease contract. Most schemes require you to complete the full lease term unless exceptional circumstances apply or your employer agrees to early termination.
Can I buy a second hand car on salary sacrifice?
Most salary sacrifice schemes only offer new or nearly-new vehicles due to warranty, reliability, and lease requirements. Some schemes may offer approved used cars, but options are typically limited to vehicles under 12-24 months old with low mileage. Check with your employer's scheme provider for specific eligibility criteria.
Is salary sacrifice worth it in the UK?
Salary sacrifice can be worth it in the UK for: higher-rate taxpayers (saving 40%+ tax and NI), electric vehicle drivers (benefiting from low benefit-in-kind rates), those wanting new cars with warranties, and people preferring fixed monthly costs including maintenance. Calculate total costs versus alternatives and consider personal circumstances.
Does salary sacrifice affect credit score?
Salary sacrifice itself doesn't directly affect credit scores, but it reduces your gross salary, which can impact: mortgage applications, loan eligibility, and credit limit assessments. Lenders consider your reduced post-sacrifice salary when evaluating affordability. However, the scheme doesn't appear on credit reports as debt.
Is it worth leasing a car through salary sacrifice?
Salary sacrifice car leasing is often worth it for: tax savings (especially for higher-rate taxpayers), access to newer vehicles, inclusion of maintenance and insurance, electric vehicle benefits, and predictable monthly costs. However, consider reduced salary impact, commitment period, and compare with personal leasing or purchase alternatives.
Can I claim mileage on a salary sacrifice car?
You cannot claim mileage allowance for business travel in your salary sacrifice car, as you're already receiving a benefit-in-kind. However, your employer can reimburse business mileage at HMRC approved rates (currently 45p per mile for first 10,000 miles, 25p thereafter) without creating additional tax liability.
What is the HMRC rate for EV?
HMRC benefit-in-kind rates for electric vehicles are: 2% for 2024-25 tax year for pure electric cars (0g/km CO2), rising gradually to 5% by 2027-28. This compares favorably to petrol/diesel cars which can have rates of 25-37% depending on CO2 emissions, making EVs very tax-efficient through salary sacrifice.
Can I get two cars on salary sacrifice?
Most salary sacrifice schemes allow only one car per employee, though policies vary by employer. Some larger schemes or family-friendly employers might permit multiple vehicles, but this is uncommon. The limitation is usually due to administrative complexity and ensuring the benefit remains reasonable and cost-effective for the employer.
Will my tax code change if I get a salary sacrifice car?
Yes, your tax code will change to reflect the car benefit-in-kind value. HMRC will adjust your code to collect tax on the car's taxable benefit, which depends on the car's P11D value, CO2 emissions, and fuel type. Your employer should provide P11D information to HMRC, who will update your tax code accordingly.