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Leaving Plane is free and replacing it is not. Plane bills monthly with no setup fee and no cancellation fee, so unlike almost every provider on this site there is no contract holding you in and no penalty to model.
What holds you in is the bundle. Plane sells US payroll at $19 a month, a free HRIS and an API alongside EOR at $499, and only two of the seven alternatives here replace the US payroll at all. Work out what you are rebuying before you work out what you are saving.
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What would you have to rebuy if you left Plane?
US W-2 payroll, first and most expensively. Plane bundles it at $19 a month per person alongside the EOR, and of the seven alternatives on this page only Deel and Rippling run US payroll at all. Remote, Oyster and Remofirst do not.
That single fact cuts most readers’ shortlist in half before price enters the conversation. If your domestic payroll sits in Plane, moving to Remote means standing up a US payroll provider in the same quarter as an international employment migration.
The free HRIS goes too. Deel and Remote both include one, so that gap closes on its own for those two, and it does not for a budget provider.
The API is the harder one to price. Plane is genuinely API-first and teams that have built against it have work to redo. If nobody at your company can name what you built on that API, this paragraph does not apply to you and you should ignore it.
Why do buyers outgrow Plane?
Five reasons, and the first is the one that ends procurement conversations rather than starting them.
Plane states that it uses its own entities, and at least one third-party review suggests partner involvement in some markets. The exact split is not published. Legal will ask for a country-by-country breakdown of owned against partner-served, and an unanswered question there goes on the risk register rather than into a footnote.
The second is arithmetic about the company itself. Plane runs EOR in 100+ countries with roughly 30 employees. That ratio is the whole product strategy and also its exposure: a complex termination in Brazil or a benefits dispute in France needs somebody who has handled one before, and there are only so many of them.
Third, integrations. The API is strong and the native connector list is short, against 120+ integrations at Deel and a single unified platform at Rippling. If your operations team connects tools rather than writing code, that gap is filled by hand every month.
Fourth, payment timing. Reviewers on G2 and Capterra repeatedly cite late payments, particularly for contractors in Asia-Pacific. A contractor paid late twice starts taking other work, so this compounds with headcount rather than staying flat.
Fifth is a ceiling rather than a fault. Plane’s 100+ countries cover the common destinations, and an expansion plan that runs past them forces a second provider or a migration you will pay for in employment events.
If none of those five is your problem, we would stay. Plane at $499 with US payroll and a free HRIS is genuinely hard to match, and the next section is about what it costs to find out.
Which Plane alternative answers your reason for leaving?
Each of the five reasons points somewhere different, and two of them point at the same two providers for opposite motives. The last option here is not a vendor at all.
If Legal cannot get a straight answer on entities
Remote owns the entities it employs through in its main markets and uses vetted local partners across the rest of its 90+ countries. In those main markets there is one answer to the who-employs-my-people question and no partner layer to disclose. Outside them there is, so get the country list before you decide.
It costs $699 against Plane’s $499, so you are paying $200 per person per month for the certainty. Coverage drops from 100+ countries to 90+, and you will need a US payroll provider. Price all three of those before you call this the compliance option.
If your expansion plan has passed 100 countries
Deel covers 150+ EOR countries, roughly 50 more than Plane, and carries the widest product suite here. It also runs US payroll and includes an HRIS, which makes it the cleanest single replacement for the whole Plane bundle.
You pay $599 and you take on a mixed owned and partner entity model, which is the same ambiguity that may have brought you here. If entity certainty is the reason you are leaving, Deel does not solve it.
If your operations team is connecting tools by hand
Rippling answers this at the architecture, putting HR, IT device management and finance in one system with EOR in 80+ countries. It also runs US payroll, so it is the second of the two providers here that replaces the full Plane bundle.
Two cautions. Coverage falls from 100+ countries to 80+, which is a real reduction rather than a lateral move. And Rippling does not publish an EOR rate, so it is the only provider named on this page you cannot price without talking to its sales team.
If the fee is the problem
Remofirst at $199 saves $300 per person per month against Plane, which is $54,000 a year on a team of 15. Multiplier at roughly $400 is the middle position, with stronger Asia-Pacific coverage.
Remofirst is also the widest footprint in the table at 180+ countries, which is an odd thing for the cheapest provider to be and worth asking about directly. Neither provider gives you US payroll or an HRIS, so subtract both from the saving before you take it to Finance.
If you need support with people behind it
G-P puts named local HR and legal staff on your account across 180+ countries through EOR Prime, at custom pricing that will be higher than Plane. This is the direct answer to the 30-employee ratio, and it is a capability purchase rather than a saving.
Oyster is the lighter version of the same move: 120+ countries, employment liability insurance and named customer success managers. Our own pages quote Oyster’s EOR fee inconsistently and we have not been able to settle it, so get the rate for your countries in writing before you compare it with anything here.
If five of your people are in one country
The option here is not a provider. Five employees in a single country cost $29,940 a year in Plane platform fees before salary, and your own legal entity removes that fee instead of discounting it.
We are not going to quote you a setup cost. Our own pages carry three incompatible ranges for it, so treat any published figure, ours included, as unreliable and get a written quote from an accountant in the country itself. Remote and G-P both advise on entity setup alongside their EOR.
What does leaving Plane actually cost?
Nothing to exit, and against the published rates below, between $300 saved and $200 spent per person per month to replace. Plane charges no setup fee and no cancellation fee and bills monthly, which is unusual enough to say plainly: the financial friction of leaving is zero.
So the comparison below is a straight rate comparison, with none of the early termination arithmetic that dominates the other pages in this section.
| Provider | EOR price | EOR countries | US payroll | Best for |
|---|---|---|---|---|
| Plane | $499/month | 100+ | Yes, $19/month | Startups, US plus international, API |
| Deel | $599/month | 150+ | Yes | Breadth, integrations, scale |
| Remote | $699/month | 90+ | No | Entity certainty in its main markets |
| Multiplier | ~$400/month | 150+ | No | Mid-market value, APAC |
| Remofirst | $199/month | 180+ | No | Budget-first teams |
| Rippling | $499-1,000/month (reported, not published) | 80+ | Yes | Unified HR, IT and finance |
| Oyster | $599-699/month (see note) | 120+ | No | Employee experience, named CSMs |
| G-P | Custom pricing | 180+ | No | Enterprise, white-glove compliance |
Source: Provider pricing pages and third-party analyses, verified April 2026. All figures are per-employee EOR fees. Rippling does not publish an EOR rate; that range is from third-party reports. Our own pages quote Oyster’s fee inconsistently and we have not settled it, so ask Oyster for a written rate.
Read the US payroll column before the price column. A $300 monthly saving per head on EOR is worth less than it looks if you are also standing up a domestic payroll provider you did not budget for.
The one number that does not move is the largest one. Statutory employer costs are set by the country at 15-40%+ of salary and are identical whoever employs your people. Switching changes the platform fee and nothing underneath it. Our breakdown of EOR pricing models covers what those fees do and do not include.
WhichPayroll view
Leave Plane the month Legal asks which entity employs your people in each country and Plane cannot answer in writing. That question does not go away, and it gets more expensive the more people are sitting behind the unanswered version of it.
Stay while you are under 15 people in common markets and you are genuinely using the US payroll and the API. Paying for a bundle you use is not the same as being locked into one.
What should you settle before you leave Plane?
Everything operational, because there is nothing financial. Switching EOR provider terminates every employee under Plane’s entity and rehires them under the new one, in every country where you have staff. That is a legal employment event and no absence of exit fees makes it smaller.
Benefits can stop in the gap. Health cover, pension contributions and statutory benefits may be interrupted across a 2 to 4 week transition, and some schemes impose a fresh qualifying period under the new employer. Tell affected people before you start, not while it is happening.
Accrued leave does not travel. Annual leave, sick days and time off in lieu do not move automatically between providers. Document every balance under Plane, then agree in writing whether it is paid out or honoured by the incoming provider.
Work permits are the one that can stop somebody working. Where a permit names Plane’s local entity as employer, changing the legal employer starts a fresh application, and in some countries that takes months. Identify who is affected before you commit to any date.
Your employees will hear it from a termination notice unless you tell them first. They receive one from Plane and a new contract from the replacement, which is legally required and reads like being fired. Give the timeline, confirm role and pay are unchanged, and name somebody they can ask.
Get written answers from the incoming provider on the transition timeline, benefits continuity country by country, work-permit dependencies, and any deposit or advance payment. Plane asks you for none of those.
A new provider that does ask is changing your working capital position as well as your platform. Our guide to how to choose an EOR covers what else to verify before you sign.
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Frequently Asked Questions About Plane Alternatives
What exactly should you ask Plane about its entities?
Ask for a list, by country, of which entities Plane owns and which are partner-served. Ask for it in writing, because Legal cannot put a verbal assurance in a risk register. If the list does not come, that refusal is itself the answer.
Does 30 employees actually matter if the platform works?
It matters on the days the platform is not what you need. Routine payroll runs fine at that headcount. A contested dismissal in Brazil needs a person who has handled one, and a 30-person company covering 100+ countries cannot hold that in every market. Judge it by where your hard cases will be.
How we assessed Plane alternatives
WhichPayroll is an independent comparison site. We do not sell EOR, payroll or contractor services. We may earn a commission from provider links, and that does not affect our editorial judgement.
We assessed the eight providers in the table above against the five reasons buyers give for outgrowing Plane. Pricing, entity models and product scope were checked against public documentation in April 2026.
No provider was tested as a live product. These recommendations rest on published documentation, review patterns and cross-provider analysis rather than hands-on use.
Last reviewed: April 2026