Best EOR Providers in Ukraine: In-Depth Local Expertise

Employer of Record Services in Ukraine: Key Things to Know

Ukraine is an attractive but complex market. You get a large, highly educated workforce of 12.5 million, flexible collaboration models (employment, B2B, Diia.City), and a strong remote-work culture shaped by wartime realities. The flip side? A dense mix of labor rules, tax requirements, mobilization laws, and fast-evolving digital reporting.

An EOR services providers in Ukraine sit right in the middle of this. They become the legal employer on paper, while you are the employer in practice. You manage the team, tasks, and culture. Your EOR handles contracts, payroll, compliance, and all the admin. It shields you from administrative and tax pitfalls that can escalate quickly. 

In contrast to a PEO that relies on co-employment and obligates you to set up a local legal entity and share compliance duties, an EOR provider handles all employer responsibilities end-to-end.

Below is what a solid Ukrainian Employer of Record provider usually covers, along with the extra services that set a simple payroll vendor apart from a true local partner.

Core EOR services

Compliant employment & contract setup

A Ukrainian EOR helps you hire talent and meet all employer obligations linked to contract setup. They collect all required employee data, advise on probation and working hours, and draft bilingual agreements with NDAs and clear responsibilities.

Because employment law in Ukraine is detailed and data-heavy, this setup stage matters. For example, standard working time is 40 hours per week, with overtime paid at 200% and work on public holidays included. With an EOR handling contract setup, your team is safely documented for labor inspectors, tax authorities, and, when applicable, for mobilization records, leaving no loose ends that could later escalate into compliance issues.

Onboarding and offboarding 

Clear communication about the onboarding timeline helps both the employer and the employee prepare. Reliable EOR service providers in Ukraine coordinate the essentials, using a hiring checklist: collecting documents, registering a new hire for payroll, and handling social contributions. They also clarify contract terms and ensure the first day runs smoothly, whether the employee is remote, hybrid, or on-site.

Ukrainian teams also rely on well-established adaptation practices. Many companies pair newcomers with a mentor who guides them through workflows and professional expectations. Regular check-in meetings – beyond the classic 30/60/90 reviews – help managers resolve issues early, provide ongoing support, and make sure the new hire feels connected and secure.

Offboarding receives the same level of structure. Your EOR handles notice periods, verifies legal grounds for termination, calculates final payouts and unused vacation, and prepares all required documents. The goal is simple: every transition in or out of the company is compliant, organized, and respectful without creating legal or operational complications for your team. But be cautious with EOR vendors that bill extra for offboarding, since a dependable provider should cover it as part of their core offering.

HR operations & employee admin 

Day-to-day HR in Ukraine is paperwork-heavy. A good EOR keeps personnel files, tracks working time, updates employee data, manages military records where applicable, and issues certificates, confirmations, and HR letters on request. They also help implement internal policies (vacation rules, remote-work regulations, DEI policies) in line with Ukrainian labor law, so your internal standards don’t clash with local regulations.

Taxes & social contributions management 

Hiring employees in Ukraine involves tax obligations on both sides, and Ukrainian EOR partners handle them. Employers pay a 22% Unified Social Contribution (USC) on top of the employee’s salary. This rate is capped at 20 minimum salaries (about $3,774), which sets a maximum monthly USC payment at roughly $830. For companies operating under Diia.City, the same 22% rate is applied to a much smaller base – the legal minimum salary.

The State Tax Service collects USC and allocates it across the national pension, unemployment, healthcare, and social insurance funds.

Employees, meanwhile, have two taxes withheld from their gross pay:

• 18% personal income tax (or 5% under Diia.City);
• 5% military tax.

Benefits management

Managing employee benefits in Ukraine means navigating more than just vacation days. The Labor Code outlines a broad list of statutory entitlements: paid annual leave, sick leave, maternity and parental leave, adoption leave, public holidays, and strict termination protections. 

Some categories of employees receive additional protections. For example, veterans may be entitled to additional paid leave, full sick leave compensation, safeguards against unlawful dismissal, and access to retraining programs. These guarantees must be reflected correctly in employment agreements and HR policies.

Employer of Record service providers in Ukraine handle all of this administration for you: tracking entitlements, coordinating payments, and ensuring every benefit aligns with the Labor Code. They can also help you shape competitive “nice-to-have” perks: private medical insurance, learning or English-course budgets, gym memberships, WFH support, or even stock options for senior tech staff.

Payroll management 

Payroll frequency	Payroll reporting	Currency of salaries
twice a month (the gap shouldn’t exceed 16 days)	by the 20th of each following month	UAH

Managing full-time employees in Ukraine means handling both sides of payroll: calculating gross wages, paying employer contributions, and withholding PIT and military tax for the employee. The payroll cycle typically involves collecting timesheets, calculating salaries and benefits, issuing mid-month and month-end payments, and submitting all required tax filings to the state.

Most of this happens digitally. Employers use the Diia platform and the State Tax Service’s Electronic Cabinet to file reports, track tax accounts, and process payments. A qualified electronic signature is required, and beginning January 2025, all payroll reports must be submitted by the 20th of each following month.

Because the process is detailed and deadline-driven, many international companies rely on Employer of Record solutions in Ukraine. An EOR handles calculations, payments, and filings on your behalf, ensuring accuracy, compliance, and zero stress around missed reports or tax errors.

Legal compliance

Ukrainian employment law is changing fast: from flexible working hours and digital reporting to Diia.City specifics and wartime mobilization rules. Your EOR provider monitors these changes, updates contracts and policies, and keeps your structure aligned with current legislation.

In practice, that means fewer surprises: no sudden fines for misclassified workers, missed filings, or outdated contract templates.

Add-on EOR services

Contractor of Record (COR) services 

Ukraine relies heavily on two cooperation models: classic employment and B2B contracting. Under a B2B setup, specialists work as private entrepreneurs, manage their own taxes, and typically receive compensation in USD, giving them flexibility and protection against inflation. The downside is fewer standardized benefits and individually negotiated terms.

Because B2B relationships can be misinterpreted as employment, some EOR providers with strong administration depth offer Contractor of Record services. They draft compliant SLAs, coordinate invoicing and payments, and clearly define the contractor–client relationship to avoid misclassification risks. It lets you run mixed teams of employees and contractors safely and efficiently. For tech companies, COR partners can also guide you through Diia.City, since it has a Ukrainian favorable legal and tax framework tailored to the IT sector

Recruitment services 

Some Ukrainian EOR firms help you find hires, and don’t just process the people you bring them in the first place. Instead of leaving talent acquisition entirely to your internal team, these EORs offer recruitment support ranging from targeted sourcing to full-cycle hiring. Their local recruiters understand the nuances of the Ukrainian market: realistic salary ranges, typical notice periods, competition levels by role, and which channels actually attract qualified candidates.

Employer branding

Simply posting a job in English and waiting for applicants rarely works in Ukraine. Many foreign companies that enter the market without a recognizable employer brand quickly discover the real challenge: candidates don’t respond to recruiters’ outreach at all. And it’s not because they’re not job-hunting, but because the company has zero local presence or credibility. This issue becomes even more pronounced among senior-level specialists, who tend to reject offers from employers they don’t trust or haven’t heard of.

A strong EOR partner helps shape your employer brand so it actually resonates with local talent. It localizes job ads, highlighting the benefits Ukrainian candidates value most, and promotes your company on the platforms and channels they trust – DOU, dev.ua, AIN. In addition, experienced Ukrainian EOR service providers support PR activities and help build local social media presence, both of which are essential parts of employer brand promotion.

Effective employer branding makes your organization visible and credible in the Ukrainian market, thereby expanding your talent pipeline. The stronger your presence, the more candidates actively want to join your team, including senior specialists who are often selective. Good Employer of Record agencies in Ukraine ensure your company feels like a long-term, stable employer rather than just another short-term foreign project.

Visa, travel, and immigration management 

When Ukrainian employees need to travel abroad for business (whether for meetings, training, conferences, or short-term team gatherings), an EOR provider can manage the administrative side of the process. They prepare the documents that embassies typically request: 

• employment confirmations;
• income statements;
• invitation letters;
• proof of corporate ties;
• sometimes a detailed itinerary for the business trip. 

It ensures your team’s applications are clean, consistent, and professionally presented.

While an EOR won’t replace dedicated immigration counsel for long-term relocations, it removes operational stress from routine business travel by ensuring every employee has accurate, compliant paperwork at every step of the process.

Equipment procurement and sysadmin help

With most Ukrainian teams working remotely or in hybrid setups, reliable equipment is non-negotiable. Many EOR providers take this off your plate entirely by sourcing laptops, PCs, and other equipment locally and organizing delivery. They also handle the basics of tech coordination, including account setup and access rights, as well as the secure return of hardware during offboarding.

Wartime conditions add another operational layer. Employers often assist with relocation to safer regions and provide resilience kits to keep work uninterrupted, such as power banks, generators, fiber-optic internet routers, and other backup tools. That said, in the fourth year of the full-scale invasion, most employees have already equipped their homes and home offices with the essentials.

It may seem like a small operational detail, but having the right equipment in place (and quickly replaced when needed) is often what saves a project when someone’s laptop fails in the middle of a sprint.

IP protection & contract security

Safeguarding intellectual property is a critical part of hiring in Ukraine, especially when employees handle product code, proprietary data, or creative deliverables. A strong Ukrainian EOR makes this airtight by drafting localized NDAs, IP assignment agreements, and confidentiality provisions that fully comply with Ukrainian law and global security standards. 

Beyond contracts, many EORs maintain strict internal processes for data handling, access management, and secure offboarding. It ensures accounts are revoked, equipment is returned, and sensitive information stays protected throughout the entire employment lifecycle.

Office and/or co-working lease 

Even fully remote teams occasionally need a place to gather: for planning sessions, training, interviews, or to accommodate employees who prefer an office environment. Many Employer of Record companies in Ukraine can arrange this on your behalf, helping you secure a flexible office, coworking pass, or short-term meeting space without requiring you to establish a legal entity.

They handle the practicalities: comparing locations, negotiating lease terms in Ukrainian, managing access cards, coordinating utilities, and ensuring the space is equipped for everyday work or periodic meetups. Whether you need a small dedicated hub or an on-demand coworking setup, your EOR keeps it compliant.

Mobilization compliance & workforce protection

A Ukrainian EOR partner helps your company navigate mobilization requirements during martial law by maintaining accurate military records for employees, tracking eligibility, and handling all mandatory notifications. Suppose an employee qualifies for deferment or booking under Ukrainian legislation. In that case, an EOR with the appropriate legal status can prepare and submit the necessary documentation to support that process on behalf of the client.

Overlooked Factors When Selecting Between EOR Providers in Ukraine

Choosing an EOR provider in Ukraine is often presented as simple – most vendors promise quick hiring, full compliance, and a smooth setup. But the real differences show up in the fine print: how contracts are structured, how payroll is handled, and how responsive a provider is when something goes wrong. These are the details that make your expansion effortless… or unexpectedly complicated.

To avoid surprises, it’s worth looking past generic promises and assessing the factors that truly shape your experience. Below are the key elements companies often overlook but shouldn’t.

Entity model

Before choosing an EOR in Ukraine, clarify the legal foundation on which they operate. Some providers have their own legal entity in the country, while others rely on partner networks or intermediary firms. The difference is bigger than it seems: a provider with a locally owned entity can onboard employees faster, maintain consistent compliance, and offer tighter control over contracts and IP.

Network-based or third-party setups can still function, but they often create blurred accountability, slower communication, and more complex contractual chains, especially when something requires quick local action.

Local expertise & in-country team

Ukrainian labor and tax rules shift often, so your EOR needs more than generic templates. It requires specialists who work with local regulations on a daily basis. Providers relying on global, one-size-fits-all processes often miss Ukrainian-specific requirements around IP, benefits, payroll, or military records.

Look for an EOR with a real team in Ukraine: payroll experts, HR admins, lawyers, and accountants who can quickly interpret changes and handle issues on the spot. True local presence is what keeps your contracts compliant, your payroll accurate, and your operations stable.

Customer support

Good software helps, but it can’t replace a human who actually understands your team and your timeline. Many EOR platforms now lean heavily on AI-driven portals and automated workflows. It can simplify routine tasks, but such providers also tend to remove real people from the equation. When issues arise with onboarding, contracts, or payroll, a chatbot or static FAQ often isn’t enough.

When choosing an EOR partner in Ukraine, make sure you’re not left to navigate the platform on your own. Look for providers that assign a dedicated account manager or local support specialist who can answer questions quickly, resolve urgent matters without scripts, and guide you through country-specific processes.

Termination and severance handling

Employee offboarding in Ukraine must comply with strict Labor Code requirements, and even minor mistakes can expose the employer to legal and financial risks. A capable EOR provider ensures every step is handled correctly: from confirming that the dismissal grounds are lawful to managing notice periods, preparing documentation, and calculating final payments.

Ukrainian law also requires employers to pay out unused vacation and, in certain cases, severance ranging from one to six months of average salary. Some categories of employees (pregnant women, parents of young children, and those on military service) receive additional protections and cannot be terminated except in very specific circumstances.

Platform integrations

Before committing to an EOR, check whether their system connects smoothly with the tools you already use. Your provider should be able to sync data with major HRIS platforms like Workday or BambooHR, integrate with ATS systems such as Greenhouse or Lever, and export clean reports to accounting software such as Xero or QuickBooks. It’s even better if the platform supports services like Wise or Payoneer, which take the hassle out of international payments and employee reimbursements.

Pricing transparency

EOR fees in Ukraine can appear straightforward, but many providers layer on extra charges to the standard PEPM rate for multi-currency payroll, HR admin, visa paperwork, or recruitment assistance. Some even outsource these tasks, adding markups and blurring who’s responsible if something breaks. To stay in control of your budget, request a clear cost breakdown from day one: what’s included, what isn’t, and how additional services are priced. The strongest EOR partners keep all core operations in-house and offer a predictable, all-inclusive pricing model that won’t shift halfway through your expansion.

Top 10 Employer of Record Companies in Ukraine

1. Alcor

Alcor offers a complete solution for establishing software R&D centers in Eastern European and Latin American markets. Designed specifically for the tech industry, it combines comprehensive Employer of Record, tech recruitment, and full operational support under one roof. 

Clutch rating: 4.9/5

G2 rating: 4.5/5

Pricing: Custom with volume discounts (no prepayment or offboarding fees)

Platform automation: AlcorOS simplifies workforce management by integrating onboarding, payroll, benefits, and finance into a single platform

Buyer fit category: Best for tech companies

Pros

• Owns legal entities and employs local specialists across Eastern Europe and LATAM to ensure 100% compliant hiring.
• Maintains a full in-house team for tech recruitment, legal, finance, and operations – no need for third parties.
• Every client works with a dedicated local Customer Success Manager instead of automated support systems.
• Allows clients to later directly employ their developers, with no buyout restrictions.
• Provides full transparency with pay-as-you-go pricing.

Cons

• Tailored strictly for technology-focused organizations, limiting flexibility for non-tech clients.
• Optimized for scaling engineering teams of ten or more rather than small, scattered teams.
• Full EOR coverage spans five strategic countries (Ukraine, Poland, Romania, Mexico, and Colombia), while other regions operate under a Contractor of Record model.

2. RemoFirst

As a remote-first EOR provider founded in 2021, RemoFirst specializes in simplifying international remote hiring through its user-friendly platform that manages payroll, taxes, compliance, and benefits for both full-time employees and contractors across 185+ countries.

Clutch rating: N/A

G2 rating: 4.6/5

Pricing: Starts at $199 per person/month

Platform automation: A web platform that ensures smooth onboarding, accurate payroll, and consistent benefits management

Buyer fit category: Best for startups and SMBs that need a cost-efficient EOR solution

Pros

• Stands out for its human customer support that communicates clearly and avoids chatbot scripts.
• Offers one of the most budget-friendly per-employee fees among EOR providers.
• The clean, intuitive dashboard makes onboarding fast and straightforward even for first-time users.

Cons

• Uses several separate systems rather than a centralized platform, which can complicate administrative tasks.
• Reporting and analytics remain limited compared to more advanced EOR solutions.
• Users note that customer support responses and platform updates can take longer than expected.

3. Multiplier

Since 2020, Multiplier has specialized in simplifying international expansion through its intuitive EOR platform, which generates locally compliant contracts in minutes, automates tax and benefits calculations, and manages the entire employment lifecycle across 150+ countries.

Capterra rating: 4.6/5

G2 rating: 4.7/5

Pricing: Starting at $400/month

Platform automation: A centralized employment platform with seamless HRIS and accounting integrations, supported by AWS data infrastructure

Buyer fit category: Fastest onboarding; best for SMBs

Pros

• Provides legal and HR support in multiple languages and jurisdictions.
• Enables employee onboarding within 24 hours through a simple, intuitive dashboard.
• Handles automated payroll in 120+ local currencies with built-in tax calculations and benefits management.

Cons

• Some G2 reviewers report payroll inaccuracies, such as miscalculated deductions and delayed corrections, often taking weeks to resolve.
• In-country partners occasionally cause inconsistencies in service delivery.
• The platform relies too much on AI-driven tools, which sometimes give irrelevant or generic answers.

4. Rippling 

Rippling, established in 2016 with HQs in San Francisco, is a provider that offers a workforce solution. It combines HR, IT, and finance tools in a single platform, streamlining operations including multi-country payroll, benefits administration, device and app management, and compliance.

Capterra rating: 4.9/5

G2 rating: 4.8/5

Pricing: Starting at $499/month

Platform automation: An all-in-one workforce management platform that unifies HR, payroll, tech, and finance operations in a single automated system

Buyer fit category: Best platform automation

Pros

• The platform’s interface is easy to navigate and highly intuitive, which makes everyday HR tasks quick and stress-free.
• The setup process is clear, guided, and doesn’t require much external help.
• The transition from contractor to full-time employment is handled seamlessly through the platform’s built-in processes.

Cons

• Some G2 reviewers state that the system sends a large number of automated emails each day, which can clutter inboxes with updates and reminders that aren’t always relevant.
• Navigation can be challenging at times, particularly when locating personal files or using the time and attendance module.
• Some users state that the login process can be inconvenient due to frequent logouts, repeated two-factor verification, and occasional mobile access issues.

5. Oyster HR

Oyster offers an Employer of Record solution through owned entities and trusted partners across 180+ countries, enabling businesses to work with global talent with automated compliance management, localized benefits tailored to each market, and centralized dashboard control.

Capterra rating: 4.6/5

G2 rating: 4.4/5

Pricing: Starting at $699/month

Platform automation: An automated platform for global employment that unifies administrative workflows and connects with popular HR and finance tools

Buyer fit category: Best for SMBs and enterprises 

Pros

• Simplifies budgeting and compliance checks through detailed country guides and transparent plan pages.
• Allows customization of employee benefits to meet local standards and expectations.
• The platform is designed with a strong focus on user experience and easy navigation.

Cons

• Response times from the support team can be lengthy, and ticket resolution may require multiple follow-ups, according to some G2 reviews. 
• Users report payroll mistakes, including incorrect deductions and late reimbursements.
• Documentation and onboarding processes are complex, resulting in slower turnaround times.

6. Native Teams

Native Teams is a global work and payments platform that provides Employer of Record services, multi-currency payroll, and compliance support to help companies hire and pay talent in 70+ countries without setting up local entities.

Capterra rating: 4.5/5

G2 rating: 4.9/5

Pricing: Starting at €99/month

Platform automation: A centralized workspace for managing payroll, contracts, benefits, and compliant payments for remote employees

Buyer fit category: Best for small companies operating on a lean budget

Pros

• The platform features a clean, user-friendly interface that makes navigation simple for any team member.
• Displays detailed cost estimates, including taxes and contributions, before onboarding, helping companies plan budgets more accurately.
• Users highlight the company’s quick support response times.

Cons

• Some G2 reviewers report occasional technical slowdowns during large calculations.
• Onboarding times may vary by country, sometimes extending the initial setup period for new clients.
• Transaction approvals can take longer than expected, occasionally slowing down financial operations.

7. Deel 

Founded in 2019, Deel simplifies international employment by combining EOR services, payroll, and HR tools into one intuitive platform. With localized contracts and built-in compliance, companies can easily manage global teams and ensure legal hiring across every location they operate.

Capterra rating: 4.8/5

G2 rating: 4.8/5

Pricing: Starting at $599/month

Platform automation: An AI-powered web platform that simplifies onboarding, contracts, compliance, payroll, and benefits through seamless HRIS integrations

Buyer fit category: Best for enterprises; Best for hiring single contractors globally

Pros

• Comprehensive service suite includes EOR, contractor management, payroll, and compliance.
• Automation features save time on contracts, tax documentation, and onboarding.
• Covers more than 100 countries through its own legal infrastructure.

Cons

• Users report slow support response times and generic, chatbot-like replies.
• Higher pricing than most competitors, especially for SMBs, with extra fees for benefits, immigration, and offboarding services.
• Payment delays and payroll miscalculations occasionally occur, requiring manual double-checks.

8. Acvian

Acvian is a global Employer of Record services provider that emphasizes local expertise, physical presence in key European regions, and deep compliance know-how.

Clutch rating: 5/5 (one review)

G2 rating: 4.8/5

Pricing: Starting at $499 per person/month

Platform automation: An integrated platform for managing cross-border employment, including payroll, benefits, tax processing, and regulatory compliance

Buyer fit category: Best for SMBs 

Pros

• Clients receive real-time assistance from knowledgeable specialists who help resolve issues quickly and efficiently.
• Local labor law compliance is built into every process, ensuring risk-free hiring in supported countries.
• Companies can choose between partial HR support or full-service management, depending on their internal resources and goals.

Cons

• Larger enterprises seeking deep customization or advanced reporting tools may find the feature set somewhat limited.
• The HR Plus platform is still gaining user history and credibility, as it continues to evolve.
• Compared to bigger, automation-heavy providers, some workflows at Acvian still involve more manual steps.

9. Remote People 

Remote People is a global Employer of Record services provider that enables companies to hire full-time employees in 150+ countries without establishing a local legal entity.

Capterra rating: 5/5 (two reviews)

G2 rating: 5/5

Pricing: Starting at $199 per person/month

Platform automation: A complete employment management system that automates hiring, payroll, benefits, compliance, and HR data across every stage of the employee journey

Buyer fit category: Best for SMBs 

Pros

• The platform's interface is intuitive and modern, allowing both employers and employees to handle tasks with minimal effort.
• Also provides executive search capabilities for senior and specialized roles.
• Supports employment in multiple countries and currencies.

Cons

• Custom contract terms can be restrictive, potentially limiting clients' flexibility for unique legal or operational requirements.
• The lack of a dedicated mobile app may limit user convenience.
• Service quality may differ slightly between regions, depending on the maturity of local partnerships and infrastructure.

10. G-P (Globalization Partners) 

G-P (Globalization Partners) provides a full-service Employer of Record solution that lets companies hire anyone, anywhere. Through its self-service platform, clients can onboard employees, run payroll, and stay compliant in over 180 jurisdictions.

Trustpilot rating: 4.5/5

G2 rating: 4.5/5

Pricing: Custom

Platform automation: An AI-powered EOR platform that brings together global employment management and seamless onboarding via leading HCM integrations

Buyer fit category: Best for SMBs and enterprises

Pros

• Integration with major HR systems like Workday, BambooHR, and ADP eliminates manual data entry.
• Strong documentation and audit-ready records enhance visibility into compliance.
• Reduces administrative risk with localized contracts and compliance support in 180+ markets.

Cons

• Relies on third-party vendors in certain countries, which can lead to inconsistent service quality.
• Customer support leans heavily on AI (G-P Gia™), with limited access to live human assistance.
• Some users report delays in onboarding and payroll processing.

Top EOR Providers for Hiring Tech Teams in Ukraine

Ukraine has long been Eastern Europe’s engineering powerhouse. With 302,000+ tech specialists and being #5 in CEE for skills, the country offers one of the region’s deepest tech talent pools. Even in wartime, Ukraine’s IT sector shows remarkable resilience, growing by 8.2% annually and contributing 4.4% to GDP. 

An Employer of Record provider with tech market expertise is the fastest and most compliant way to build your Ukrainian engineering team without dealing with legal or tax complexity:

1. Alcor is a full-scale tech expansion partner with Ukrainian roots. The company helps tech product firms hire and manage local software engineers while staying 100% compliant. With its own legal entity, deep HR and payroll expertise, Alcor combines tech-focused EOR services, tech recruitment, and operational support. It’s designed for those who want to build real, loyal engineering teams from 10 to 100 devs in a year.
2. Rippling offers a global automation-driven EOR platform ideal for companies expanding into multiple countries, including Ukraine. Its system lets you onboard developers quickly, sync payroll and benefits across locations, and integrate HR tools with your existing tech stack. It’s fast, scalable, and built for tech teams that value efficiency and control.

Top EOR Companies with Local Customer Support Team

For many companies, the difference between a smooth expansion and a frustrating one comes down to customer support. When your employees are in Kyiv, Lviv, or Dnipro, you want a local support team that speaks the language, understands the legal nuances, and can resolve issues quickly. These EOR providers pair compliance expertise with hands-on customer care:

1. Alcor’s model is deeply people-centric. Every client is offered ongoing, human-driven customer support, backed by a team of lawyers, payroll experts, and recruiters who know the Ukrainian market inside and out. Automation is part of the process, but the partnership runs on human attention and accountability.
2. Acvian is a Ukraine-based employment management platform offering end-to-end HR assistance. Clients value its local support staff for quick help on employment contracts, tax questions, and compliance checks.
3. RemoFirst offers tailored regional support for Ukrainian operations. Their customer success managers operate in similar time zones, ensuring responsive communication and local insight when issues arise.

Top Employer of Record Services with Worldwide Presence 

While Ukraine remains one of Eastern Europe’s leading tech hubs, many companies are now expanding their reach across multiple markets. To support such a global strategy, it’s essential to work with an Employer of Record partner that can scale effortlessly across dozens of countries. The following three providers stand out for their worldwide coverage and unified platforms that make international hiring simple and consistent:

1. Deel is one of the most recognized global EOR providers, helping companies legally hire employees and contractors in 150+ countries.
2. Multiplier offers a balanced EOR solution for teams with compliant employment contracts, local tax handling, and benefits setup in over 150 markets.
3. Oyster is built for distributed, remote-first teams. Its EOR platform supports compliant hiring in 180+ countries, offering localized benefits, equity support, and onboarding tailored to each country.

Best EOR Partners with Employer Branding Programs

Bringing in top Ukrainian talent goes beyond ticking compliance boxes. Candidates care about a company’s mission and culture, which is why EOR partners with employer branding expertise can strengthen your positioning:

1. Alcor blends its EOR expertise with employer branding to help foreign tech companies stand out in the Ukrainian market. It supports clients with local storytelling, PR initiatives, and candidate engagement materials that reflect each company’s DNA. A great example is Alcor’s branding video for Sift, which led to measurable improvements in application response and offer acceptance rates.
2. G-P (Globalization Partners). As a global player in the EOR space, G-P complements its compliance expertise with resources that support brand perception – from onboarding personalization and internal culture alignment to employee engagement initiatives in Ukraine.