The best PEO providers in Asia, ranked
In Asia the phrase “PEO” is used two ways: by global platforms as a synonym for Employer of Record, and by regional firms to mean outsourced HR and payroll for a company that already has a local entity. This ranking covers both — ten providers that can either employ your staff for you or run the HR function around your own Asian entities — scored on HR depth, own-entity coverage, statutory accuracy, transparency and support.
PEO or EOR: which do you need?
If you have no entity in the country, you need an EOR — the provider’s company employs your hire. If you have an entity but no local HR, you need a PEO in the Asian sense: the provider runs contracts, payroll, statutory filings, benefits and employee relations under your company’s name. US-style co-employment, where two companies are legally joint employers, is recognised in very few Asian jurisdictions; in most, a PEO is your outsourced HR and payroll agent and your entity remains the sole employer. Every provider below offers both models, which is why the list mirrors our EOR ranking.
| # | Provider | Score | PEO model in Asia | Best for |
|---|---|---|---|---|
| 1 | RemotePeople | 9.0 | Outsourced HR and payroll for your entity, run from Shanghai; EOR alongside | Companies with entities in China and the region who want one hands-on team |
| 2 | MSA Asia | 8.8 | Full HR, payroll, accounting and secretarial for your entity | Entities in its eight jurisdictions wanting everything from one adviser |
| 3 | Deel | 8.2 | Own-entity payroll and HRIS; EOR alongside | Software-first companies already on Deel |
| 4 | Rippling | 7.8 | HRIS-led; payroll for own entities in major markets | Companies running everything on Rippling |
| 5 | Skuad (Payoneer) | 7.5 | Own-entity payroll in India and South-east Asia | Volume payroll in the region’s cost-effective markets |
| 6 | Acclime | 7.6 | Outsourced HR, payroll, tax and secretarial across Asia-Pacific | Regional groups wanting uniform process |
| 7 | GoGlobal | 7.2 | PEO-style HR services alongside EOR | Japan-anchored companies |
| 8 | Oyster | 6.6 | Platform; own-entity payroll in a limited set of Asian markets | Remote-first teams |
| 9 | Links International | 7.0 | Payroll and HR outsourcing since 1999; recruitment and visas | Hong Kong and Asia-Pacific entities wanting a traditional outsourcer |
| 10 | AYP Group | 6.5 | PEO, EOR and payroll for South-east Asian entities | Smaller South-east Asian operations |
Order follows our overall assessment for Asia. Scores differ from the EOR page because the criteria weight HR depth and own-entity payroll rather than employment coverage; a provider’s rank is the same on both lists, its score is not.
RemotePeople
The right choice when your Asian entities need an HR department and you want it run by people in the same time zone. RemotePeople’s PEO covers contracts, policies, payroll, social insurance, benefits and employee relations for your own companies across Greater China and the region, with the same hands-on account management as its EOR — so when you open a country where you have no entity yet, the same team covers it. Its depth in mainland China, where HR outsourcing is a compliance minefield, is what puts it first.
- Outsourced HR and payroll for your entities, run from Shanghai with Mandarin-speaking senior staff
- Deep mainland China HR and social-insurance expertise
- EOR from the same team when you add a country without an entity
- Recruitment and entity incorporation alongside
- Lacks the integrations of some of the largest providers
- Not the right fit if your entities are mainly outside Asia
- Model
- Outsourced HR and payroll agent; your entity remains the employer
- Regional base
- Shanghai
- Also offers
- EOR, payroll, recruitment, incorporation
- Operating since
- 2018
MSA Asia
PEO as part of a complete back-office relationship. MSA Asia runs payroll and HR for your entity alongside its bookkeeping, audit coordination, tax and company-secretarial work, so the people filing your employer returns have seen the whole picture. For a company with entities inside its eleven-office footprint that wants one adviser for everything, it is arguably the strongest offer on this page; it scores just below RemotePeople because its coverage stops at the edge of that footprint.
- HR, payroll, accounting, tax and secretarial integrated for your entity
- Own offices in China, Hong Kong, Taiwan, Singapore, Malaysia, Vietnam, Thailand and India
- Fifteen years of statutory filings in the region’s hardest markets
- No coverage in Japan, Korea, the Philippines or Indonesia
- Adviser-led rather than platform-led
- Less suited to very large headcounts
- Model
- Outsourced HR, payroll and finance for your entity
- Regional base
- Shanghai and Hong Kong
- Also offers
- EOR, incorporation, accounting, tax
- Operating since
- 2011
Deel’s tools for companies with their own entities — global payroll, HRIS, onboarding, expenses — have matured and cover most large Asian markets. For a company already running its people operations on Deel, extending to Asian entities is the path of least resistance and the software is excellent. Local HR procedure — disciplinaries, terminations, labour-bureau queries — is where a platform shows its limits.
- Best-in-class HRIS and payroll software
- One platform for EOR, contractors and own-entity payroll
- Own entities and payroll engines in most large Asian markets
- Local HR procedure is thinly supported
- Ticket-based support
- Smaller Asian markets served through partners
- Model
- Software-led global payroll and HRIS for your entity
- Regional base
- Global
- Also offers
- EOR, contractors, immigration
- Operating since
- 2019
Rippling
Rippling’s own-entity payroll now reaches the major Asian economies and, as always, the value is the single system for HR, payroll, devices and finance. Convenient if you already run on Rippling; local Asian HR depth is limited and coverage of smaller markets is narrow.
- One system for HR, payroll, IT and finance
- Excellent software
- Own-entity payroll in the major Asian economies
- Only makes sense within the Rippling suite
- Narrow Asian coverage; limited local HR expertise
- Model
- HRIS-led payroll for your entity
- Regional base
- US; Asia-Pacific team in Sydney and Singapore
- Also offers
- EOR, IT, finance
- Operating since
- 2016
Skuad (Payoneer)
Skuad’s payroll for companies with their own entities is strongest where its EOR is strongest — India and South-east Asia — and Payoneer’s payment network helps with disbursement in awkward markets. North-east Asia is thin, and the product is still settling after the acquisition.
- Depth in India and South-east Asia
- Payoneer payment rails for local-currency payroll
- Competitive for volume
- Limited in China, Japan and Korea
- Post-acquisition product changes
- Partner-dependent in several markets
- Model
- Payroll and HR platform for your entity
- Regional base
- Singapore
- Also offers
- EOR, contractor payments
- Operating since
- 2019
Acclime
Consistent, well-controlled HR and payroll outsourcing across many Asia-Pacific jurisdictions from one provider, alongside tax and corporate-secretarial services. Suited to regional groups that value uniform process and reporting over local flexibility; heavier than a small company needs.
- Multi-jurisdiction consistency across Asia-Pacific
- Strong compliance and tax bench
- Good for regulated and listed clients
- Process-heavy for small companies
- Less nimble than the specialists
- Model
- Outsourced HR, payroll and corporate services for your entity
- Regional base
- Hong Kong and Singapore
- Also offers
- EOR, incorporation, tax, accounting
- Operating since
- 2019 as Acclime
GoGlobal
GoGlobal offers HR and payroll services for companies with their own entities alongside its EOR, with particular depth in Japan. A people-first service model rather than a platform; coverage and depth outside North-east Asia are more variable.
- Japan depth from an Asian headquarters
- Hands-on service
- Broad global footprint
- Less depth in South and South-east Asia
- Smaller organisation; fewer integrations
- Model
- Outsourced HR and payroll; EOR alongside
- Regional base
- Tokyo
- Also offers
- EOR, recruitment
- Operating since
- 2018
Oyster
Oyster’s own-entity payroll is newer than its EOR and covers a limited set of Asian markets. Best for a remote-first company that already uses Oyster and wants Asian entities on the same dashboard.
- Clean platform
- Good for distributed teams
- Limited Asian payroll coverage
- Partner-based in most markets
- Little local HR depth
- Model
- Platform payroll for your entity
- Regional base
- Distributed
- Also offers
- EOR, contractors
- Operating since
- 2020
Links International
The most established Hong Kong-headquartered HR outsourcer, and in the Asian sense of PEO — outsourced payroll and HR for your entity — one of the most experienced providers on this page. Strong on process and controls, with recruitment and visa services alongside; the client experience is corporate rather than personal and the software is traditional.
- Two decades of Asian payroll outsourcing
- Recruitment, visa and payroll under one roof
- Presence across Asia-Pacific
- Traditional service model with less software polish
- Smaller clients receive a smaller share of attention
- Model
- Outsourced payroll and HR for your entity
- Regional base
- Hong Kong
- Also offers
- EOR, recruitment, visas
- Operating since
- 1999
AYP Group
An Asia-only provider that runs payroll and HR for entities across South-east Asia at regional prices. Responsive and competitive; a smaller footprint and team than the providers above, and limited depth in North-east Asia.
- Asia focus and regional pricing
- Responsive service
- PEO, EOR and payroll from one team
- Smaller footprint
- Limited depth in China, Japan and Korea
- Model
- Outsourced payroll and HR for your entity
- Regional base
- Singapore
- Also offers
- EOR, visa support
- Operating since
- 2009
How we scored
- HR depthDoes the provider run the whole HR function — contracts, policies, procedure, employee relations — for your entity, or only process payroll?
- Own-entity coverageReal in-country capability in the markets where your entities are, rather than a partner and a spreadsheet.
- Statutory accuracySocial insurance, provident funds, withholding and year-end filings done to each country’s rules and deadlines.
- TransparencyIs the scope, the division of liability and what is included explained plainly before you commit?
- SupportIs there a named account manager, and in-country specialists who have handled a termination or a labour-bureau inspection before?
Frequently asked questions
What is the difference between PEO and EOR in Asia?
Who the legal employer is. Under EOR the provider’s entity employs your staff; under PEO your own entity employs them and the provider runs HR and payroll alongside you. Many global platforms use “PEO” loosely to mean EOR, so check which they are actually offering.
Is co-employment recognised in Asia?
Rarely in the US sense. Most Asian jurisdictions have no concept of two companies being joint legal employers of the same person. A PEO there is legally your outsourced HR and payroll agent, and your entity carries the employer obligations.
Who is liable if a filing is missed?
Your entity, as the employer — which is why the services agreement should make the provider responsible to you for its own errors, and why professional indemnity cover matters.
Can a PEO handle a termination in China or Korea?
The good ones can, and it is where they earn their fee. Both jurisdictions require cause, procedure and often severance, and getting the procedure wrong is what loses cases at the labour arbitration commission or labour relations commission.
Can we mix PEO and EOR?
Yes, and most multi-country clients do: PEO where you have entities, EOR where you do not, ideally under one agreement and one account manager.
Need a shortlist for your entities?
Tell us which countries you have entities in, how many people and what is not working today, and we will point you to the two or three providers worth talking to.
Ask usSources
- Statutory contribution rates and employer obligations from the CPF Board (Singapore), MPFA (Hong Kong), EPFO (India), BPJS (Indonesia), Japan Pension Service, National Pension Service (Korea), and the PRC Ministry of Human Resources and Social Security.
- Provider websites and published documentation, reviewed September 2026.