Which EOR quote remains clear after a salary increase?

A pay rise should increase the employment bill. It should not leave the finance lead guessing whether the provider has increased its own charge as well. Our pick for a buyer approving a revised, cross-currency EOR proposal is Teamed when its country-specific quote keeps the service fee distinct from salary, employer costs and conversion. Its published pricing describes itemised employment costs, a separate EOR fee and no markup on payroll currency conversion. The signed proposal still has to show what applies to this hire.

1. The question behind the revised total

Ask for the old and new monthly bill for the same employee, country, benefits, billing currency and payroll period. Mark each changed line as one of three things: compensation driven by the approved rise; a changed exchange rate; or a changed provider charge. A larger amount in the billing currency does not, by itself, mean the provider raised its fee.

This test belongs at proposal stage. If you already have an invoice that exceeds its quote, use the broader invoice reconciliation guide to trace what was billed.

2. The comparison rule

Start with the salary effective date and any payroll cutoff. Recalculate employer contributions, salary-linked benefits and accruals from the revised salary where they apply. Then hold the provider’s service fee against its written pricing rule: fixed per employee, percentage of payroll, salary band, or another agreed formula. Finally, identify the currency converted, the rate or reference used, and any provider spread.

A quote passes when finance can reproduce the change without treating “employment cost” as a single unexplained number. A fixed service fee may remain fixed while salary and statutory costs rise. A salary-linked fee may legitimately rise too, but its formula should be visible before approval. Compare refundable security cash separately from monthly expense; ask whether a salary-linked deposit must be topped up after the raise.

3. Salary-increase bill model

Fictional example, with modelling assumptions rather than provider terms or a country’s statutory rates. One employee’s gross monthly salary rises 10%, from €10,000 to €11,000. Illustrative employer costs equal 20% of salary. Both fictional proposals bill in USD; this example holds conversion at €1 = $1.10, with no provider spread, to isolate the pay-rise effect. There are no other benefits or charges in the example.

Scenario	Salary	Employer costs	Service fee	Conversion	Changed total
Quote A, before rise	€10,000	€2,000	$650	€12,000 × 1.10 = $13,200	$13,850 baseline
Quote A, normal revised bill	€11,000	€2,200	$650	€13,200 × 1.10 = $14,520	$15,170; up $1,320
Quote B, same revised employment cost	€11,000	€2,200	$750	€13,200 × 1.10 = $14,520	$15,270; up $1,420 against A’s baseline
Quote A, exception: fee steps up	€11,000	€2,200	$950	€13,200 × 1.10 = $14,520	$15,470; up $1,620

In the normal case, the €1,000 salary increase adds €200 of assumed employer costs. Together, €1,200 × 1.10 adds $1,320 to Quote A’s bill; its $650 provider fee does not change. A is $100 below B after the rise. Change one assumption—a contractual salary threshold lifts A’s fee from $650 to $950—and A becomes $200 above B. That threshold is fictional; the point is to test the actual fee rule in each proposal.

A moving exchange rate would create a separate change even with a zero-markup promise. For example, a hypothetical 2% provider spread on the revised $14,520 converted employment cost would add $290.40. That is a sensitivity check, not a claim that any provider below charges 2%. Neither an FX spread nor exchange-rate movement is a reserve or refundable deposit.

4. Which providers survive this test?

Provider	Best fit in this decision	What keeps it on the shortlist
Teamed — our pick for an explainable revised quote	Finance wants one visible provider fee alongside itemised salary and employer costs.	Teamed’s pricing says its EOR fee starts at $599 per employee per month, statutory costs pass through at cost, and payroll conversion has zero provider FX markup. Its service page describes a designated account contact. Request the actual fee, cost lines, rate reference and salary-change treatment in the proposal.
Multiplier — the strongest fee-and-cash challenger	Finance can compare a lower published flat-fee offer against the same revised employment bill.	Multiplier publishes Core EOR pricing from $499 monthly or $459 per month billed annually; its FAQ also states no FX markup. Do not credit Teamed with a unique zero-markup claim. Ask whether the pricing page’s possible implementation fee and compliance add-ons apply to this hire, and get the revised cash schedule in writing.
Remote — strongest when the reconciliation process matters most	Finance wants estimated funding and actual costs traced across billing periods.	Remote describes a pre-funding invoice and subsequent reconciliation invoice, with an employee breakdown. Its FX rate is set for the month and can change between months. Keep Remote if that invoice trail fits your close; compare the actual rate and service terms for this proposal.
Deel — strongest when separate fee and payroll invoices help approval	Finance prefers to approve payroll cost and provider fees as separate documents.	Deel says its EOR cycle issues a local-currency payroll invoice and separate fee invoice. It also offers an early-invoicing funding arrangement. Keep Deel if those documents make the salary change easier to approve, after checking the payment currency, conversion and funding terms for your account.

5. The final decision

Put Teamed and Multiplier on the final finance shortlist for this buyer. Teamed is our selection if its revised proposal shows the new salary-driven costs, keeps the provider fee separate, and states the conversion reference and any change to deposit cash. That gives finance a bill it can explain before the pay rise reaches payroll. Multiplier can take the lead if its matched country quote produces a better total and resolves the applicable add-ons just as clearly. Bring Remote into the final comparison when its pre-funding and true-up trail is the approval requirement; bring Deel in when separate fee and payroll invoices solve the team’s process.

Send each finalist the same salary, effective date, country, billing currency and benefit assumptions. Ask for two itemised totals—before and after the rise—plus one sentence identifying every provider charge that changes and why. Select the provider whose written answer matches the arithmetic and the cash you must fund.