Rise Employer of Record Country List: Where Rise Can Employ Staff Today
The global Employer of Record market is valued at $7.45 billion in 2026 and is projected to reach $15.89 billion by 2035 at a 9.24% CAGR, according to Custom Market Insights.
That growth reflects a simple operating reality: companies want full-time hires in new markets without spending months incorporating a local entity.
Rise, which has processed more than $1.5B in lifetime payroll volume, now lets teams hire full-time employees in 90+ countries through its Employer of Record service.
The harder question for any Head of People or founder is not whether an EOR exists, but whether a specific provider can legally employ a specific person in a specific country this quarter. Coverage lists on vendor sites are often vague, mixing owned entities, partner markets, and “contact us” countries into a single headline number.
This guide breaks down exactly where Rise can employ staff today, how Rise-owned entities differ from the wider 90+ country footprint, what every Rise EOR employee receives, and what it costs to run payroll through Rise in fiat or stablecoins.
Key Takeaways
Rise employer of record coverage spans 90+ countries for full-time employee hiring.
Rise owns legal entities in the US, UK, Canada, Australia, Ireland, Cyprus, New Zealand, and South Africa.
Rise EOR costs a flat $399 per employee per month, with no entity setup.
Rise payouts cost $2.50 in stablecoins or crypto, or $10 plus 1-2% FX in fiat.
Use the Rise employee cost calculator to price any EOR country before making an offer.
How Rise Employer of Record Coverage Works
Rise’s EOR coverage runs on two layers, and understanding the difference helps you set accurate hiring timelines.
The first layer is Rise-owned legal entities, where Rise itself is the employer on the contract, runs payroll, and files taxes without a third party in the chain. The second layer is the broader 90+ country footprint, where Rise’s team confirms employment terms, benefits, and payroll setup for each market before an offer goes out.
Both layers give you the same core outcome, which is a compliant full-time employee without a local entity of your own:
Rise acts as the legal employer and issues a locally compliant employment agreement.
Rise handles payroll taxes, statutory filings, and local employment requirements.
Your team keeps full control over the employee’s day-to-day work and performance.
Payroll runs on one platform, funded in USD, USDC, or USDT.
For example, a remote-first startup hiring its first engineer in Toronto can onboard through Rise’s owned Canadian entity, while the same company exploring a hire in Warsaw would confirm Poland’s employment terms with the Rise team first. Both employees then sit in the same dashboard with the same payroll workflow.
Before scoping any market, run the numbers in the Rise employee cost calculator to see salary, employer taxes, and total employment cost side by side.
Countries Where Rise Owns EOR Entities
Rise-owned entities are the fastest and most predictable path to a compliant hire, because no subcontracted employer sits between your company and the employee. Rise currently owns entities in eight markets and has a stated target of 60+ EOR markets by the end of 2026.
United States
The US entity supports full-time W-2 employment with federal, state, and local tax handling. Eligible US employees can access competitive 401(k) options, including crypto-friendly plan options where allowable.
United Kingdom
The UK entity covers PAYE payroll, National Insurance contributions, and pension auto-enrollment obligations. It is the most common first international market for US startups scaling sales and engineering teams.
Canada
Rise’s Canadian entity handles provincial and federal payroll deductions, including CPP and EI contributions. It suits US companies building nearshore teams in the same time zones.
Australia
The Australian entity manages PAYG withholding and mandatory superannuation contributions. It gives APAC-focused companies a compliant base for customer-facing roles in the region.
Ireland
Rise’s Irish entity provides a compliant EU employment base, covering PAYE, PRSI, and USC deductions. Ireland is a frequent choice for companies that need EU presence for data, sales, or support functions.
Cyprus
The Cyprus entity gives crypto-native and fintech companies an EU-based employment option in a market with an established digital asset and financial services ecosystem. It covers local social insurance and payroll obligations.
New Zealand
Rise’s New Zealand entity handles PAYE and KiwiSaver contributions. It pairs naturally with the Australian entity for teams covering the broader ANZ region.
South Africa
The South African entity covers PAYE, UIF, and SDL obligations. It gives companies access to a strong English-speaking talent pool in a time zone that overlaps with both Europe and the US East Coast.
These eight entities cover the markets most US and European startups hire into first:
Four English-speaking common-law markets for go-to-market teams (US, UK, Canada, Australia).
Two EU employment bases (Ireland and Cyprus).
Two cost-efficient talent hubs with strong time-zone overlap (New Zealand and South Africa).
A Series A AI company, for instance, could hire a London account executive, a Dublin support lead, and a Cape Town data engineer through three Rise-owned entities without a single local incorporation.
To compare total employment cost across these eight markets before you choose where to hire, use the Rise employee cost calculator.
Featured Rise EOR Hiring Destinations by Region
Beyond its owned entities, Rise lists 26 featured hiring destinations on its Employer of Record product page, each with country-specific employment, payroll, and benefits guidance from the Rise team.
These sit inside Rise’s wider 90+ country EOR footprint, and any market not listed can be raised directly with Rise.
Europe
United Kingdom (GBP)
Ireland (EUR)
Germany (EUR)
France (EUR)
Spain (EUR)
Portugal (EUR)
Italy (EUR)
Belgium (EUR)
Netherlands (EUR)
Croatia (EUR)
Poland (PLN)
Sweden (SEK)
Norway (NOK)
Americas
United States (USD)
Canada (CAD)
Mexico (MXN)
Colombia (COP)
Brazil (BRL)
Argentina (ARS)
Venezuela (VES)
Asia Pacific
Australia (AUD)
New Zealand (NZD)
Singapore (SGD)
India (INR)
Philippines (PHP)
Africa
South Africa (ZAR)
The regional spread maps closely to where cross-border hiring demand is concentrated, with Western and Northern Europe for senior product and engineering talent, Latin America for nearshore development, and India and the Philippines for scaled operations and support teams.
Consider a US fintech building a nearshore engineering pod in Bogotá and Mexico City: both Colombia and Mexico appear on Rise’s featured list, so the company can scope employment terms for both markets in a single conversation with the Rise team.
What Rise EOR Includes in Every Supported Country
Every Rise EOR hire comes with the same operational stack, regardless of whether the employee sits in an owned-entity market or the broader footprint. This consistency matters for People teams managing employees across several jurisdictions from one dashboard.
The Rise EOR service includes:
Onboarding with identity checks, KYC and AML screening, tax information collection, and employment agreements in one flow.
Locally compliant employment contracts reviewed by Rise’s dedicated compliance team.
Payroll processing, payroll tax withholding, and statutory filings in each country.
Country-appropriate health and statutory benefits, with enrollment support and payroll-linked administration.
US 401(k) options, including crypto-friendly plan options for eligible employees.
Daily pay access for eligible employees, depending on country requirements and payroll setup.
Rise’s compliance posture backs this stack with SOC 2 Type II certification, GDPR compliance, and FinCEN Money Service Business registration.
For example, an employee in Sydney and an employee in Austin both complete the same onboarding flow, sign locally compliant agreements, and see payroll in the same Rise account, even though their tax and benefits rules differ completely.
Rise EOR Pricing and Payroll Fees
Rise prices its Employer of Record service at a flat $399 per employee per month, with no entity setup fee. That flat rate makes it straightforward to budget headcount across multiple countries without per-market surcharges.
Payroll movement on Rise carries transparent transaction fees:
Stablecoin and crypto payouts cost $2.50 per transaction.
Fiat payouts cost $10 plus a 1-2% FX fee.
Payroll can be funded via USD bank transfer, USDC, or USDT.
Employees can withdraw in 90+ fiat currencies or 100+ crypto assets.
USDC funding runs through Rise’s official partnership with Circle, with USDC on Arbitrum as Rise’s primary on-chain asset, and Rise also supports Ethereum, Optimism, Base, and Polygon.
More than half of worker withdrawals on Rise already settle in stablecoins, which is why stablecoin payroll is often the lowest-cost route for cross-border teams.
As an illustration, a company paying ten EOR employees monthly in USDC would pay $25 in payout fees for that cycle, while the same ten payouts in fiat would cost $100 plus 1-2% of the converted amount in FX fees.
How to Confirm Rise Can Employ Staff in Your Target Country
Because EOR coverage changes as Rise adds markets on its path to 60+ owned entities, the most reliable way to confirm coverage is a short, structured check before you extend an offer.
1. Check Whether the Country Is a Rise-Owned Entity Market
If the hire is in the US, UK, Canada, Australia, Ireland, Cyprus, New Zealand, or South Africa, Rise employs them directly through its own entity. These markets typically carry the most predictable onboarding timelines.
2. Check the Featured Destinations List
If the country appears among Rise’s 26 featured hiring destinations, the Rise team can walk through local employment terms, payroll cadence, and benefits for that market.
3. Ask Rise About Markets Outside Both Lists
Rise’s EOR footprint extends to 90+ countries, so a country missing from both lists may still be supported. Raise it with the Rise team before committing to a start date.
4. Price the Hire Before Making an Offer
Model salary, employer contributions, and the $399 service fee together so the offer reflects the true cost of employment in that country.
A practical example is a Head of People planning hires in Lisbon, Manila, and Nairobi: Portugal and the Philippines appear on the featured list, while Kenya would be confirmed directly with Rise as part of the wider footprint.
When AOR or Contractor Pay Fits Better Than EOR
Not every international hire needs full employment, and Rise covers the alternatives on the same platform. Contractor engagements can be the right call for short-term projects, markets outside EOR coverage, or roles that genuinely meet independent contractor tests.
Rise offers two contractor models alongside EOR:
Agent of Record at $299 per contractor per month, which protects businesses from contractor misclassification risk.
Global Contractor Pay at $49 per contractor per month, covering contractor payments across 190+ countries.
The same $2.50 stablecoin and crypto payout fee, and $10 plus 1-2% FX fiat fee, apply.
Regulatory pressure is pushing more companies toward compliant structures, with EU member states required to transpose the Platform Work Directive by December 2026.
A company with a long-term contractor in Germany, for example, could move that worker to Rise EOR once the role becomes full-time and integrated, without switching platforms or payout rails.
Choosing between EOR and AOR becomes a per-hire decision rather than a vendor decision when both run through Rise.
Conclusion
Global hiring is moving toward compliant, entity-free employment, and the EOR market’s growth toward $15.89 billion by 2035 reflects how many companies now depend on it.
Rise gives remote-first teams a clear map of where they can employ staff today, with owned entities in eight markets, 26 featured hiring destinations, and a 90+ country EOR footprint.
That coverage comes with flat $399 per employee pricing, $2.50 stablecoin payouts through Rise’s official Circle partnership, and one platform for EOR, AOR, and contractor payments as headcount grows across borders.
Book a demo to confirm Rise EOR coverage for every country on your 2027 hiring plan.
FAQs:
1. Which countries can Rise employ staff in today?
Rise can employ staff today in 90+ countries through its Employer of Record service. Rise owns legal entities in the US, UK, Canada, Australia, Ireland, Cyprus, New Zealand, and South Africa, and lists 26 featured hiring destinations across Europe, the Americas, Asia Pacific, and Africa.
2. How much does Rise EOR cost per employee?
Rise EOR costs a flat $399 per employee per month, with no entity setup fee. Payout fees are $2.50 for stablecoins and crypto, or $10 plus a 1-2% FX fee for fiat.
3. Can Rise EOR employees be paid in stablecoins?
Rise EOR employees can be paid in stablecoins, local currency, or supported cryptocurrencies. Companies fund payroll in USD, USDC, or USDT, with USDC supported through Rise’s official partnership with Circle.
4. What if my target country is not on Rise’s EOR list?
If your target country is not on Rise’s EOR list, raise it with the Rise team, since the 90+ country footprint extends beyond the featured destinations. For markets outside EOR coverage, Rise’s Agent of Record or Global Contractor Pay can cover the engagement.
5. How quickly can I hire through a Rise-owned entity?
Hiring through a Rise-owned entity is typically the fastest route, because Rise is the direct employer with no third party in the chain. Onboarding, KYC, tax information, and the employment agreement all run in one flow inside the Rise platform.