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An Employer of Record in Israel lets foreign companies hire staff without opening a local entity. The EOR becomes the legal employer, running ILS payroll, Bituach Leumi contributions, statutory benefits, and labour law compliance on your behalf.
Here are the most popular EOR choices for Israel:
● Gloroots, best for unified recruiting and EOR in Israel with fixed pricing and dedicated compliance support
● Deel, best for fast onboarding and contractor-first global hiring
● Remote, best for owned-entity compliance and global scale
● Multiplier, best for cost-effective global expansion with strong HRIS integrations
● Safeguard Global, best for enterprise compliance governance and employment practice insurance
The EOR manages key employer duties: Bituach Leumi contributions across two salary brackets, mandatory benefits, sick leave accrual, pesangon-style severance under the 1963 Severance Pay Law, and the 30-day written notice requirement.
Below is a full breakdown of the top 10 EOR providers in Israel, including their key services, Israel-specific features, pros, cons, pricing, and verified customer reviews to help you choose the right EOR for your needs.
Israel's minimum wage rose 3.3% to NIS 6,443.85 a month on April 1, 2026, and National Insurance contributions still run across two separate salary brackets that trip up most international payroll systems.
We built this list by comparing pricing, National Insurance accuracy, severance handling, and verified customer reviews across the ten most-used EOR providers operating in Israel today.
Read on for pricing, pros, cons, and real reviews for each provider, plus what to check before you sign a contract.
A Quick Comparison: Top 10 EOR Providers in Israel [2026]
What Is an Employer of Record (EOR) in Israel?
An Employer of Record in Israel is a licensed company that becomes the legal employer of your Israel-based staff. It takes on payroll, tax, and compliance duties under Israeli labour law, so you do not need to incorporate a local entity.
The EOR runs ILS payroll, remits National Insurance and health insurance contributions to Bituach Leumi across both salary brackets, manages severance accrual under the 1963 Severance Pay Law, and delivers the mandatory written notice within 30 days of hire.
Common use cases for EOR in Israel include:
● Hiring software engineers, cybersecurity professionals, or R&D talent from Israel's dense tech ecosystem without entity setup
● Testing the Israeli market with one to five employees before committing to a full subsidiary
● Ensuring compliance with the Severance Pay Law, Bituach Leumi obligations, and the 30-day written notice requirement, see employer of record cost for a full cost breakdown
● Converting freelance or contractor arrangements to compliant full-time employment quickly
● Managing remote workers in Israel compliantly during international expansion phases
Key Features of an EOR in Israel
● ILS payroll with National Insurance contributions calculated correctly: 4.51% employer on wages up to NIS 7,703/month, and 7.6% employer on the portion above that up to the NIS 51,910 ceiling
● Employment contracts drafted in Hebrew and English, aligned with Israel's Employment Law and the mandatory written notice requirement within 30 days of hiring
● Statutory severance management under the 1963 Severance Pay Law: one month's salary per year of continuous service for employees with 1+ year of tenure, often funded through 8.33% monthly pension contributions under Section 14
● Work visa support for foreign nationals taking up employment in Israel
● Sick leave administration (1.5 days a month accrual up to 90 days, unpaid on day one, 50% pay on days two and three, full pay from day four) and annual leave management
Top 10 Employer of Record (EOR) Providers in Israel
1. Gloroots - Best for Fixed Pricing and Compliance Depth in Israel
Gloroots is a global hiring and employment platform built for growth-stage and scaling companies. It combines recruiting support in select markets with a full Employer of Record platform, so Israel hiring does not require juggling separate vendors.
Companies can employ full-time staff in Israel, run payroll in Israeli Shekel, and manage every statutory obligation from Bituach Leumi contributions to severance accrual under the 1963 Severance Pay Law, without establishing a local entity.
Gloroots stands apart on two fronts. Fixed pricing at $199 per employee per month, with what Finance and HR see in the quote matching the invoice every month. And human-led support: dedicated account managers who retain business context, available 24/7.
For companies building Israel teams in tech, cybersecurity, or shared services, Gloroots delivers employment compliance accuracy, ILS payroll execution, and a single compliance dashboard all without the overhead of maintaining in-house Israeli employment law expertise.
Key Services
● ILS payroll processing and National Insurance management: monthly payroll in Israeli Shekel with contribution handling across both statutory brackets, income tax withholding, and remittance to Bituach Leumi
● Employment contracts and written notice compliance: agreements drafted in Hebrew and English, with written notice of employment terms delivered within 30 days of hire
● Statutory severance accrual and termination management: severance fund contributions managed under the 1963 Severance Pay Law, notice periods calculated per the Prior Notice Law of 2001 tenure schedule, and compliant termination documentation produced
● Dedicated account management with retained context: a named account manager who retains business context across interactions, replacing fragmented ticket-only support
Pricing
2. Deel
Deel is a globally recognised employment platform offering EOR services across 150+ countries including Israel, with a compliance layer that covers Israeli payroll record retention, employment contracts, and statutory contribution management. In Israel, Deel enables companies to activate full-time employees in one to three days through automated onboarding workflows and documented compliance processes built into the platform.
Deel's core strength is speed combined with flexibility, the ability to manage both employees and contractors from the same platform, with clear conversion pathways from contractor to EOR employment when risk or compliance requires it.
Compared to specialist providers, Deel's breadth across 150+ countries makes it a strong choice for companies managing distributed workforces where Israel is one of several hiring locations. Hiring remote employees at scale across multiple countries is where Deel's unified platform delivers the most value.
Key Services
● Fast EOR activation in Israel: employee onboarding in one to three days with employment contracts, payroll setup, and National Insurance registration handled in parallel
● Payroll and compliance management: monthly payroll in ILS with income tax withholding and National Insurance contribution remittance
● Contractor-to-employee conversion: structured conversion from contractor arrangements to full-time EOR employment in Israel
● Global workforce dashboard: single platform for managing employment, contracts, and compliance across all countries
"Deel makes global hiring and payroll extremely simple. I really like how intuitive the platform is, especially for managing contracts and compliance in different countries. Payments are fast, automated, and transparent."
— Capterra Review
3. Remote
Remote is a remote-first global EOR operating through owned legal entities including in Israel, combining platform consistency with local payroll and compliance depth. Their owned-entity model means Remote is the direct legal employer in Israel, providing stronger compliance protection and cleaner statutory employment relationships for risk-conscious legal or finance teams.
Remote's strength is the combination of automation and entity ownership. Their platform automates payroll, benefits administration, and statutory contribution management across countries, while the owned entity in Israel provides the legal foundation required for fully compliant direct employment.
Where Remote differentiates is global consistency: companies managing employment in 10 or 20 countries get the same platform experience and data security protocols regardless of location. Remote hiring challenges across multiple jurisdictions are much more manageable when a single provider owns the employment infrastructure in each country.
Key Services
● Owned-entity employment in Israel: Remote acts as direct legal employer through an owned Israeli entity, providing statutory compliance protection under Israeli labour law
● Payroll and benefits administration: monthly payroll in ILS with automated statutory deductions, National Insurance contribution management, and benefits administration
● Compliance monitoring and reporting: real-time compliance status tracking with audit-ready documentation for Israel-based employees
● Multi-country employment management: unified platform for managing employment, payroll, and compliance across all countries simultaneously
"It's fast and easy to add a new hire, and we know that Remote will take care of the rest. Their support team is also exceptional, with pretty fast email responses as well as live chat."
— G2 Review
4. Multiplier- Best for Cost-Effective Global Expansion
Multiplier is a global employment platform with Israel EOR coverage, offering compliant hiring through a transparent flat-rate pricing model and strong integrations with major HRIS platforms. In Israel, Multiplier manages payroll in ILS, National Insurance contributions, and employment contract management under Israeli labour law, enabling companies to hire without entity setup at a price point below most full-service global EOR providers.
Multiplier's positioning targets companies that need reliable EOR infrastructure across multiple countries at a predictable cost. Their APAC-first heritage means strong operational depth in growth markets alongside coverage in Israel and other MENA-adjacent regions. The platform's clean HRIS integrations with BambooHR, Workday, and Personio reduce data fragmentation for HR teams managing headcount across multiple systems.
Compared to Gloroots, Multiplier's $400/month price point sits higher but still well below Deel and Remote's $599/month. For companies where reducing payroll costs across a distributed workforce is a priority, Multiplier's combination of transparent pricing and broad country coverage is a strong option.
Key Services
● ILS payroll and statutory compliance: monthly payroll in Israeli Shekel with automated National Insurance contribution calculations and compliant payslip generation
● Employment contracts under Israeli law: agreements meeting statutory requirements, including written notice delivery within 30 days and Hebrew and English documentation
● HRIS integrations for centralised HR management: native integrations with BambooHR, Workday, and Personio
● Multi-country expansion support: unified platform for hiring across multiple countries simultaneously
"Multiplier has made hiring internationally extremely simple for our organization. With over 150 supported countries, Multiplier has a truly global presence. Thanks to its localized approach ensuring compliance, this EOR solution acts as a reliable partner for companies seeking to scale internationally with ease."
— G2 Review
5. Safeguard Global
Safeguard Global is an enterprise-focused global EOR with a compliance-first approach to employment in complex regulatory environments including Israel. Their Israel EOR service is built around adherence to local labour regulations and employment law, with risk assessment and insurance integration capabilities that distinguish them in the enterprise segment.
Safeguard Global's positioning serves organisations where employment compliance is a board-level concern, large enterprises, heavily regulated industries, and companies with significant legal exposure. Their approach emphasises audit readiness, employment practice liability coverage, and proactive compliance monitoring as core service components.
For companies that need deep compliance governance alongside EOR infrastructure in Israel, Safeguard Global's risk management framework provides a level of legal protection that most standard EOR providers do not offer at comparable depth.
Key Services
● Employment law compliance management: end-to-end management of Israeli employment law requirements including written notice timelines and National Insurance compliance
● Risk assessment and compliance audits: regular audits identifying statutory gaps before they become enforcement issues
● Insurance integration: employment practice liability insurance covering wrongful termination and discrimination claims in Israel, uncommon among standard EOR providers
● Enterprise compliance reporting: audit-ready documentation and compliance status dashboards for all Israel-based employees
"Safeguard is taking care of end-to-end EOR process for our employees deployed overseas including visa and immigration. Their compliance expertise has given us confidence in our international operations."
— G2 Review
6. CXC Global
CXC Global provides EOR and payroll services in Israel with country-specific compliance documentation depth that goes beyond most standard EOR providers. Their Israel guides cover employment contracts, statutory compliance requirements, written notice obligations, and workforce management in operational detail.
CXC's differentiator is documentation-first compliance: their Israel-specific content covers the 30-day written notice requirement and flags the 7-day requirement for minors, catching most international employers off guard.
CXC is particularly well-suited to companies that need a provider who can explain their compliance approach in detail, walk through contractual obligations under Israeli law, and maintain documentation trails that hold up under legal scrutiny.
Key Services
● Employment contract management with written notice compliance: agreements drafted to Israeli statutory requirements with written notice delivered within 30 days, 7 days for minors
● Payroll management and statutory deductions: monthly payroll in ILS with National Insurance contribution management and income tax withholding on schedule
● Country-specific compliance documentation: detailed Israel compliance guides for audit-ready employment operations
● EOR infrastructure for entity-free hiring: full EOR model enabling international companies to hire in Israel without establishing a local entity
"CXC helped us navigate contractor compliance in a market we had no prior presence in. Their documentation was thorough and the transition to compliant employment was smooth."
— Client testimonial
7. Velocity Global
Velocity Global rebranded to Pebl on September 9, 2025, launching an AI assistant alongside the same compliance infrastructure and Israel employment guides built up under the old name.
Pebl offers EOR services in Israel through one of the most detailed country-specific employment guides in the market, covering payroll cycles, statutory leave structures, sick leave payment rules, notice period schedules by tenure, and National Insurance contribution brackets.
In Israel, Pebl manages monthly payroll with payment by the ninth of the following month, National Insurance contributions across both statutory brackets, and termination notice under the 2001 Prior Notice Law: one day per month worked for the first 6 months, then 6 days plus 2.5 days per additional month through month 12, then a full calendar month after 1 year of tenure.
For companies where statutory accuracy is a hard requirement and employment decisions in Israel involve multiple compliance variables simultaneously, Velocity Global's depth of documented country knowledge provides operational confidence that more template-driven providers cannot match.
Key Services
● Payroll and National Insurance contribution management: monthly payroll in ILS with payment by the statutory ninth-of-month deadline and accurate contribution remittance across both salary brackets
● Tenure-based notice period administration: notice calculated per the 2001 Prior Notice Law schedule, from 1 day per month worked to a full calendar month after 1 year of tenure
● Sick leave and annual leave administration: sick leave accrual at 1.5 days per month up to 90 days with statutory payment rules applied by absence day, plus annual leave entitlement management
● Social security contribution tracking: employer and employee National Insurance contributions tracked and remitted across both brackets with audit-ready documentation
"Velocity Global has been a reliable partner for us as we expanded into new markets. Their compliance knowledge and country-specific depth gave us confidence to hire quickly without worrying about local regulations."
— G2 Review
8. Playroll
Playroll publishes Israel-focused EOR and compliance content with particular depth on statutory benefits, severance pay obligations under the Severance Pay Law of 1963, and termination compliance under Israeli labour law.
Playroll's positioning emphasises employment lifecycle management: compliant onboarding, statutory benefits administration, and structured termination processes that reduce legal exposure. For companies where employee exits are as important a compliance concern as employee starts, Playroll's termination expertise is a meaningful differentiator.
Their approach to the benefits of EOR goes beyond payroll mechanics, covering the full range of statutory entitlements that Israeli employees are legally entitled to and that international employers most commonly underestimate.
Key Services
● Severance pay management under the 1963 Law: calculation, accrual, and payment of one month's salary per year of continuous employment for eligible dismissed employees
● Statutory benefits administration: management of sick leave entitlements, annual leave accrual, National Insurance contributions, and all other statutory benefits
● Employment lifecycle management: compliant onboarding, documented employment contracts, and structured termination processes covering notice periods and severance calculation
● Country-specific compliance content and support: Israel-specific compliance documentation covering severance, leave entitlements, and employment regulations
"Playroll handled our employee termination in Israel seamlessly, they knew the severance law and notice requirements without us having to guide them. That saved us significant time and avoided what could have been a costly compliance mistake."
— Client testimonial
9. Remote People
Remote People was known as Horizons until it rebranded in February 2026, keeping the same team, Geneva HQ, and infrastructure. It provides EOR services in Israel with operational specificity: payroll processed in Israeli Shekel, employment contracts in Hebrew and English, and severance fund contributions managed at 8.33% of monthly salary under Section 14 of Israeli employment law.
Remote People's differentiation is operational specificity for Israel rather than broad global platform coverage. Their bilingual contract support addresses Hebrew-language documentation, a practical requirement that many global EOR providers handle inconsistently.
For companies hiring in Israel as a primary market rather than one of many, Remote People's Israel-specific depth and bilingual documentation are practical advantages. Understanding how to pay international employees across different currency and statutory requirements is exactly the complexity Remote People is built to absorb.
Key Services
● ILS payroll with statutory deductions and audit-ready payslips: monthly payroll in Israeli Shekel with income tax withholding, National Insurance remittance to Bituach Leumi, and standards-compliant payslips
● Bilingual employment contracts (Hebrew and English): agreements issued in both languages to meet Israeli employment documentation requirements
● Severance fund contribution management: employer contributions to statutory severance funds at 8.33% of monthly salary managed under the 1963 Severance Pay Law
● Employment compliance documentation: statutory employment notices, written term confirmations within 30 days of hire, and ongoing documentation to audit-ready standard
"Remote People gave us exactly what we needed for our Israeli hires, bilingual contracts, clean payroll, and severance handled correctly from day one. The detail they put into Israel-specific compliance was noticeably higher than other providers we evaluated."
— Client testimonial
10. Papaya Global
Papaya Global is an AI-enhanced global payroll and EOR platform positioned at the enterprise and mid-market segments, with published EOR pricing starting at $499 per employee per month. In Israel, Papaya Global manages payroll compliance through AI-driven validation, real-time compliance monitoring, and multi-currency payment processing.
Papaya Global's platform differentiates through its analytics layer: AI-native compliance monitoring alerts teams to statutory changes in real time, and advanced dashboards provide consolidated payroll and compliance visibility across all countries simultaneously.
Its enterprise positioning sits alongside Safeguard Global, but while Safeguard emphasises risk management, Papaya Global's differentiation is technology and analytics. See how to hire independent contractors for how contractor and EOR paths compare for enterprise hiring.
Key Services
● AI-driven payroll validation for Israel: algorithmic validation of National Insurance contribution calculations and income tax withholding before each payroll run
● Real-time compliance monitoring: AI-native alerts for statutory changes in Israeli employment law with compliance status dashboards updated in real time
● Multi-currency payroll and payment processing: ILS payroll execution with multi-currency payment infrastructure for companies with employees across multiple countries
● Advanced analytics and global payroll reporting: consolidated dashboards covering headcount, payroll costs, and compliance status across all countries
"Papaya platform is very user-friendly, especially for accessing all our payroll inputs, outputs and workers' documents. It's also incredibly helpful for obtaining our monthly invoices and detailed cost breakdowns directly through the platform."
— G2 Review
What Are the Benefits of Hiring Employees from Israel?
1. Access to a World-Class Technology Talent Pool
Israel produces more engineers, computer scientists, and cybersecurity professionals per capita than almost any other country. Tel Aviv and the wider Startup Nation ecosystem have developed a talent density in software engineering, AI, machine learning, and offensive/defensive security that is globally competitive. For companies building technical teams, Israel provides access to talent that is genuinely difficult to source at comparable quality elsewhere.
2. Strong English Proficiency Across the Professional Workforce
English is widely spoken across Israel's professional and technology workforce, with most engineers, finance professionals, and operations staff working fluently in English as a second language. International companies can integrate Israeli hires into global teams, workflows, and communication structures with minimal language-related friction.
3. High Innovation Culture and R&D Output
Israel has the highest concentration of R&D expenditure as a percentage of GDP globally, and its university system, particularly the Weizmann Institute, Technion, and Hebrew University, produces research talent that feeds directly into the workforce. Companies hiring in Israel for R&D, product, or technology roles are accessing a workforce shaped by a culture of innovation.
4. Stable Regulatory Environment for International Business
Despite geopolitical complexity, Israel's regulatory environment for business is stable, transparent, and enforceable. Employment law is well-documented, courts are functional, and the commercial legal framework is understood by international companies, a meaningful advantage over many emerging market alternatives.
5. Strategic Timezone for Global Operations
Israel's timezone (UTC+2/UTC+3) sits between European and Asian business hours, making it a practical base for teams that need to coordinate across both regions simultaneously. Companies managing EMEA or global product and engineering operations find Israeli teams naturally suited to covering European business hours while maintaining APAC overlap.
Top Challenges When Hiring in Israel
1. Statutory Severance Obligations Under the 1963 Severance Pay Law
Israel's Severance Pay Law of 1963 mandates one month's salary per year of continuous employment for eligible employees who are dismissed. This obligation creates a material long-term liability that international employers frequently underestimate at point of hire. Severance must be accrued from the start of employment, most commonly through 8.33% monthly contributions into a pension fund under Section 14, and failure to manage it correctly results in significant back-payment obligations when employment ends.
How an EOR helps: An EOR in Israel manages severance fund contributions from day one, ensuring statutory accrual is handled correctly and termination obligations are calculated accurately when employment ends, removing the most common source of Israeli employment liability for international employers.
2. Written Employment Notice Requirements Within Strict Deadlines
Israeli law requires employers to provide written notice of employment terms within 30 days of an employee's start date, reduced to seven days for employees who are minors. Most international employers are unfamiliar with this requirement and delay it, creating compliance exposure from the first month of employment. The notice must cover role, salary, working hours, leave entitlements, and other terms.
How an EOR helps: A qualified EOR in Israel prepares and delivers statutory employment notices within the required timeframe as a standard part of onboarding, eliminating the most common compliance failure point for companies hiring in Israel for the first time.
3. National Insurance Contribution Complexity Across Two Salary Brackets
Israeli National Insurance and health insurance contributions operate across two salary brackets: 4.51% employer on wages up to NIS 7,703 a month, and 7.6% employer on the portion above that up to the NIS 51,910 ceiling. This dual-bracket structure is error-prone for payroll systems not calibrated to Israeli statutory rates.
Late or inaccurate contributions attract penalties from Bituah Leumi and create payroll reconciliation issues that are slow to resolve.
How an EOR helps: An EOR with active Israeli payroll operations handles National Insurance contributions automatically, applying correct contribution rates across both salary brackets, remitting to Bituah Leumi on schedule, and maintaining audit-ready records, eliminating a compliance area that consistently catches international employers off guard.
Factors to Consider When Choosing an Employer of Record (EOR) in Israel
1. Severance Pay Management Capability
The Severance Pay Law of 1963 is the single most consequential statutory obligation in Israeli employment. Confirm the EOR manages severance fund contributions from day one, calculates accrual correctly per tenure, and can produce accurate termination settlement calculations with documentation that meets Israeli legal standards.
2. Written Employment Notice Process and Documentation Depth
Israeli law requires written employment notice within 30 days of hire. Assess whether the EOR's onboarding process automatically generates and delivers statutory notices within this window, and whether those notices are drafted in Hebrew and English to meet documentation requirements.
3. National Insurance Contribution Accuracy and Payroll Transparency
Confirm the EOR processes National Insurance contributions accurately across both statutory salary brackets and remits to Bituah Leumi on schedule. Ask for a sample payslip to verify the contribution breakdown is clearly itemised. Understanding the full employer of record cost including statutory contributions, severance accrual, and sick leave provisions is essential for accurate headcount budgeting in Israel.
4. Quality of Local Support and Country-Specific Expertise
Israeli employment involves specific compliance obligations, severance law, written notice timelines, National Insurance brackets, and visa requirements, that require country-level knowledge. Choose a provider with named Israel contacts or demonstrated operational depth, not a global support team managing Israel from a shared-services desk.
5. Pricing Transparency and Total Employment Cost Clarity
EOR platform fees cover the service layer only. Total employment cost in Israel includes salary, National Insurance employer contributions (4.51% to 7.6% of salary depending on the bracket), statutory severance accrual, sick leave funding, and mandatory benefits.
Require a complete cost breakdown in writing. The benefits of eor are only fully realised when the total cost, not just the platform fee, is understood upfront.
Frequently Asked Questions About Employer of Record (EOR) in Israel
What are the best Employer of Record providers in Israel in 2026?
The top EOR providers in Israel for 2026 are Gloroots ($199/month), Deel ($599/month), Remote ($599/month), Multiplier ($400/month), and Papaya Global (~$500–$600/month). Gloroots offers the lowest published price with fixed transparent billing, dedicated account management, and full ILS payroll execution. Deel and Remote are strong for companies managing hiring across 10+ countries. Multiplier is the best mid-tier option. Safeguard Global, Velocity Global, and Playroll are strong specialist choices for enterprises or companies with specific compliance depth requirements in Israel.
Is Gloroots suitable for hiring employees in Israel?
Yes. Gloroots supports compliant employment in Israel with ILS payroll execution, National Insurance contribution management, statutory severance handling under the 1963 Severance Pay Law, and employment contracts aligned with Israeli labour law. Fixed pricing at $199 per employee per month with no hidden fees suits growth-stage companies and established enterprises alike. Gloroots is rated 4.9 stars on G2 across 21 published reviews.
Can startups use an EOR to hire employees in Israel?
Yes, EOR is particularly well-suited to startups entering Israel. Incorporating a local entity involves legal fees, registration timelines, and ongoing compliance overhead that most early-stage teams cannot absorb. An EOR enables a startup to have one to five compliant employees in Israel within one to three working days. The benefits of EOR for startups include speed, cost predictability, and risk transfer to the provider.
Is EOR legal in Israel?
Yes. EOR arrangements are legally operated in Israel by international companies. The EOR becomes the legal employer of record while the client company directs day-to-day work. Israeli law requires the EOR to comply with written employment notices, statutory contributions, and compliant termination processes on behalf of all employees, a qualified EOR absorbs these obligations, reducing the client's legal exposure.
Which are the top roles to hire from Israel?
Israel's workforce is globally competitive in software engineering, cybersecurity, AI/ML research, product management, fintech, and R&D. Tel Aviv's tech cluster produces senior engineering and product talent at volume, while Beersheba and Haifa offer strong cybersecurity and hardware engineering pipelines. For companies with remote-first strategies, understanding hiring remote employees from Israel specifically, including statutory obligations, cost structure, and talent sourcing, is the starting point.
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