Hire in Asia: 29 country guides and EOR rankings
Every guide below lists what an employer pays on top of salary, what the EOR providers charge, how long the first contract takes and which providers rank best for that country. Same fields on every page, so you can compare two countries line by line.
Employer costs in Asia, country by country
Contributions as a share of gross salary, the EOR fee per employee per month as published by the providers, and the time to the first contract once the documents are in. Each row links to the full guide and to the ranking.
| Country | Employer on-cost | EOR fee | Income tax | First contract | Guide |
|---|---|---|---|---|---|
 Bahrain | 7-18% | $349–699/mo | 0% on salaries | 1-4 Weeks | GuideTop 10 |
 Bangladesh | 10-20% | $250–500/mo | 0–30% progressive | 5-10 Days | GuideTop 10 |
 Cambodia | 5-10% | $300–600/mo | 0–20% progressive | 3-5 Days | GuideTop 10 |
 China | 26-28% | $400–600/mo | 3–45% progressive | 15-20 Days | GuideTop 10 |
 Georgia | 2% | $300–600/mo | 20% flat | 3-7 Days | GuideTop 10 |
 Hong Kong | 5% | $400–700/mo | 2–17%, capped at 15–16% | 1-3 Days | GuideTop 10 |
 India | 13-16% | $300–500/mo | 0–30% progressive | 3-5 Days | GuideTop 10 |
 Indonesia | 10-12% | $300–600/mo | 5–35% progressive | 3-7 Days | GuideTop 10 |
 Iraq | 12-25% | $599–699/mo | 3–15% (KRI 5% flat) | 3-7 Days (local hires) | GuideTop 10 |
 Israel | 17-20% | $500–900/mo | 10–50% progressive | 2-5 Days | GuideTop 10 |
 Japan | 15-17% | $600–900/mo | 5–45% progressive | 3-7 Days | GuideTop 10 |
 Jordan | 14-15% | $300–600/mo | 5–30% progressive | 5-10 Days | GuideTop 10 |
 Kazakhstan | 17-18% | $350–650/mo | 10–15% progressive | 5-10 Days | GuideTop 10 |
 Kuwait | 4-16% | $350–700/mo | 0% on salaries | 2-6 Weeks | GuideTop 10 |
 Lebanon | 12-22.5% | $350–700/mo | 2–25% progressive | 3-7 Days | GuideTop 10 |
 Malaysia | 14-16% | $300–600/mo | 0–30% progressive | 2-5 Days | GuideTop 10 |
 Oman | 10-15% | $350–700/mo | 0% (5% over OMR 42k from 2028) | 2-6 Weeks | GuideTop 10 |
 Pakistan | 1-11% | $200–450/mo | 0–35% progressive | 2-5 Days | GuideTop 10 |
 Philippines | 14.5% | $300–500/mo | 0–35% | 5-7 Days | GuideTop 10 |
 Qatar | 5-15% | $400–800/mo | 0% on salaries | 2-6 Weeks | GuideTop 10 |
 Saudi Arabia | 10-19% | $500–900/mo | 0% on salaries | 3-7 Days (Saudi), 2-4 Weeks (expat) | GuideTop 10 |
 Singapore | 17% | $500–800/mo | 0–24% progressive | 7-14 Days | GuideTop 10 |
 South Korea | 10-11% | $500–900/mo | 6–45% + 10% local | 3-7 Days | GuideTop 10 |
 Taiwan | 17-20% | $400–700/mo | 5–40% progressive | 3-7 Days | GuideTop 10 |
 Thailand | 5-6.25% | $300–600/mo | 0–35% progressive | 3-7 Days | GuideTop 10 |
 Turkey | 22-24% | $400–700/mo | 15–40% progressive | 2-5 Days | GuideTop 10 |
 United Arab Emirates | 0% | $500–800/mo | 0% | 5-10 Days | GuideTop 10 |
 Uzbekistan | 12% | $230–700/mo | 12% flat | 3-5 Days | GuideTop 10 |
 Vietnam | 21.5-23.5% | $250–400/mo | 5–35% | 5-7 Days | GuideTop 10 |
What changes when you hire across Asia
The 29 guides in Asia put employer contributions between 0% (United Arab Emirates) and 28% (China) on top of gross salary. Published EOR fees run from $200 to $900 per employee per month, before any setup fee.
This page runs from the Gulf to Japan, and the rules change with the longitude. In the Gulf states the EOR is the visa sponsor: the work permit and the nationalisation quota sit on its licence, and so does the end-of-service gratuity, which is why onboarding is counted in weeks across the Gulf and in days almost everywhere else. In East Asia the EOR model lives inside worker-dispatch law. China caps dispatched headcount and limits it to listed positions, Japan and South Korea license the dispatcher, so ask how the provider structures the contract before you compare prices. Further south (India, the Philippines, Vietnam, Indonesia) the question is simpler and the answer matters more. Does the provider employ through its own entity or through a local partner, and who holds the statutory registrations?
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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