Top 10 EOR Providers for Hiring in Iraq (2027)
Iraq's structural test is the system. Federal Iraq and the Kurdistan Region (KRI) keep separate tax offices, social security funds and minimum wages, so an EOR has to say where its employing company is registered and which of the two it reports to. Iraqization rules and permits for foreign staff come next. I ranked the ten on what their records say about Iraq. Two name offices there, three more name the country, and five count it inside a global total.
How I scored this list
Five things weighted unequally.
Which system and which entity, 35%
Whether the record names the company that would employ in federal Iraq, in the Kurdistan Region or in both, and says whether it is owned or a partner. A named office in Baghdad, Basra or Erbil scored highest; a country count with no Iraq mention scored lowest. Nothing in a record is verified here: the registry check is yours, step 1 below.
Permits, residence and Iraqization, 20%
Work permit and residence handling for foreign staff in Baghdad and in Erbil, the social security registration and one-time fee for non-Iraqi employees in federal Iraq, and help meeting the share of Iraqi staff a sector or contract requires.
Iraq payroll handling, 20%
Social security at 5% and 12%, 25% for oil businesses and 20% on a registered foreign worker outside oil in federal Iraq; federal tax at 3% to 15% after allowances or the KRI's flat 5% above IQD 1,000,000 a month; the two minimum wages; dinar payroll funded from dollars.
Energy and security track record, 15%
Years in Iraq or the region, energy and aid clients named in the record, hostile-environment training, support for staff on remote sites.
Pricing transparency, 10%
A published monthly fee scores; "custom" scores low. Four of the ten publish one, all of them global platforms.
The three I'd flag before you scroll.
Spotlight #1
mselect is the only record in this list that places offices in Erbil, Sulaymaniyah, Baghdad and Basra: four in Iraq, next to London, the UAE, Saudi Arabia, Qatar, Lebanon, Jordan and Houston. Founded 2012 and registered in the UK, it is an IBBC member, publishes an annual Iraq Employment Outlook (the 2025 edition in its 13th year of operations in Iraq) and names Mercy Corps and UN agencies as clients. No price, no reviews. Ask which entity employs in each system.
Spotlight #2
Shull Solutions is an Erbil-headquartered EOR that works only in federal Iraq and the Kurdistan Region, with a Baghdad presence, payroll under both income tax regimes, KRI work permits and residency, and an 80/20 Iraqization quota service in its record. Coca-Cola sits on its client wall. Three Trustpilot reviews and no published price: ask for references in your sector.
Spotlight #3
Levant Outsourcing runs from Amman and lists Iraq among seven MENA countries, with visa, payroll and medical insurance services and a client list that includes Philip Morris, PepsiCo and GSK. The record does not say whether Iraq runs on its own company or a partner, and it publishes no price and no reviews. Ask for the Iraqi registration before the quote.
mselect
mselect. Founded 2012, UK registered, four Iraq offices across Erbil, Sulaymaniyah, Baghdad and Basra, IBBC member, with Mercy Corps and UN agencies among its clients and HEAT courses for hostile environments. No price, no reviews. Best for energy and aid employers staffing sites in both systems.
Shull Solutions
Shull Solutions. Erbil HQ with a Baghdad presence, federal Iraq and the Kurdistan Region only, payroll under both tax regimes, KRI work permits and residency, and an 80/20 Iraqization quota service in its record. Three Trustpilot reviews, no price. Best for oil, pharma and FMCG employers.
Levant Outsourcing
Levant Outsourcing. Amman-based, Iraq among seven MENA countries, visa and payroll services, Philip Morris, GSK and Nestlé on its client list. The record does not say whether Iraq runs on its own entity or a partner. Best for multinationals running Iraq with Jordan and the Gulf.
EWS Limited
EWS Limited. UK-registered, Iraq in its MENA list next to Kuwait and Oman, open-book pricing on a fixed management fee, lawyers and accountants on staff. No named leadership, and coverage the record reads as partner-based. Best for energy firms pairing Iraq with Central Asia.
Express Global Employment
Express Global Employment. Acumen International's EOR brand (London, 2000), 190+ countries under one service agreement, aimed at oil, defence and NGO buyers in frontier markets. Iraq is not named; ask who employs there. Best for NGOs adding Iraq to a multi-country contract.
Global Expansion
Global Expansion. Equus Software's EOR arm, 222 countries and territories claimed, from $575 a month with no setup fee, in-house immigration staff and no markup on immigration costs. Iraq is not named; ask for the entity. Best for enterprises sending staff to Iraq on assignment.
Airswift
Airswift. STEM workforce firm since 1979, in-house EOR with no third parties, FX and in-country money movement named for Iraq, Chevron and Worley among its clients. No price, no single hires. Best for oil and gas operators mobilising a project crew to Basra or the Kurdistan Region.
G-P (Globalization Partners)
G-P. EOR since 2012, 100+ wholly owned entities covering 180+ countries by its own claim, in-house legal teams, SOC 2 Type II and ISO. Iraq is not named in the record, nor which entity would sign in Baghdad or Erbil. From $599 a month. Best for regulated enterprises adding Iraq to a certified programme.
Safeguard Global
Safeguard Global. EOR since 2008, 187 countries with 70+ owned entities, so most markets run through partners; Iraq is not named. From $699 a month, onboarding in 7 to 14 days. Best for mid-market buyers who want advisers on the phone more than a modern platform.
Pebl
Pebl. Formerly Velocity Global, 185+ countries through 65 owned entities; the record does not say whether Iraq is one of them. $399 a month, visa sponsorship quoted per case. Best for enterprises already on Pebl adding one Iraq hire.
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How to verify an EOR in Iraq before signing.
Five tests before signing with an EOR in Iraq.
Step 1
Ask in writing for the legal name and registration number of the company that will sign the contract, and where it is registered: with the Companies Registration Department of the Ministry of Trade in Baghdad, or with the Ministry of Trade and Industry of the Kurdistan Regional Government (KRG) in Erbil. Ask for the certificate. A Dubai, London or Amman name means a partner signs; that is allowed, but you want the partner's papers too.
Step 2
Ask for the social security file: the federal fund under Law No. 18 of 2023, or the KRG Workers' Social Security Directorate under Law No. 39 of 1971. Ask how the 5% and the 12% (25% in oil) show on the payslip and, for a foreign hire in federal Iraq, who pays the 8% state share and the one-time IQD 2,000,000 fee. An expatriate covered by a home-country scheme can be exempted on proof; ask who files the request.
Step 3
Ask which tax office withholds: the General Commission for Taxes, at 3% to 15% after allowances of IQD 2,500,000 (single) or 4,500,000 (married), or the KRG, at a flat 5% above IQD 1,000,000 a month. Get a gross-to-net for your salary under the right one.
Step 4
For a foreign hire, ask who files the work permit and residence, in Baghdad or in Erbil, how long it takes and what it costs, and which Iraqization share applies to your sector and contract. "The employee arranges the visa" ends the conversation.
Step 5
Get the all-in monthly cost in writing: the fee, the FX margin if you fund dinar payroll in dollars, the employer contributions, the notice and end-of-service terms the contract and the Labour Law set, and for site work the security, transport and insurance lines. Then ask for two references with staff in Iraq.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
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