Multiplier review

Product page claims 150+ EOR countries and owned entities; pricing FAQ says 160+. The discrepancy and country employer details require confirmation.

Australia service

Multiplier explicitly offers Australian EOR. It describes local specialists covering award classification, payroll, superannuation and reporting, alongside employment contracts and benefits. This is a service claim, not a verified payroll accuracy result.

Fresh live guidance updatedJuly16,2026 confirms annual insurance billing outsideUS, monthlyUS and administration fees in some countries. Dependent policies can multiply fees. Examples useUSD25monthly; family prose still saysUSD20/240 while its table uses25/300. This inconsistency and unidentified applicable countries prevent a universal price inference. Current publication is recovered, but individual insurer terms, invoice amounts and employee/employer contribution splits remain case-specific.

EOR fee

Core starts at USD 459 monthly per employee on annual contracts or USD 499 month-to-month. Growth starts at USD 519 annually or USD 559 monthly; Enterprise is quoted.

Fresh live capture now confirms resignation guidance updatedJuly13,2026. It requires agreed-last-day evidence, local-law review and expense/supplement approvals, then employee email confirmation and final settlement stated within30days. Exit documents are emailed and downloadable. Monthly1–15 requests have7day lead; later requests use month-end-or-later; semimonthly dates use15th/month-end cutoffs. This updates the earlier cache-only limitation, while signed country terms, statutory compliance and the specific customer outcome remain unverified.

July2026 resignation and settlement workflow

July2026 public release note says EOR employees can initiate resignation, request earlier last days, track progress and withdraw before employer-admin acceptance. Employer admins review/accept, confirm or change the last working day, monitor signature/statutory checks and review an automatically calculated final settlement covering salary, leave encashment, expenses, allowances, supplements and deductions. They can add one-time items before locking settlement. The note describes workflow roles, not unilateral freedom to bypass statutory notice, a fee schedule or an independently verified correct settlement.

Multiplier explicitly offers Australian EOR. It describes local specialists covering award classification, payroll, superannuation and reporting, alongside employment contracts and benefits. This is a service claim, not a verified payroll accuracy result.

Cached insurance exit policy

Fresh live FAQ updatedJuly13,2026 states active-member premiumsnonrefundable, active-employee cancellationthroughCSM and automatic cancellation atcontractlastworkingday. It doesnotclearlyanswer unused-premiumrefundafterexit. This replaces the cache-only access gap. DrRodolfo’s report of paid coverage ending early remains unresolved because his exact contractuallastday, priornotice and insurerterms are unavailable. Current generalguidance doesnotestablish a breach or resolve the individual report.

July2026 public release note says EOR employees can initiate resignation, request earlier last days, track progress and withdraw before employer-admin acceptance. Employer admins review/accept, confirm or change the last working day, monitor signature/statutory checks and review an automatically calculated final settlement covering salary, leave encashment, expenses, allowances, supplements and deductions. They can add one-time items before locking settlement. The note describes workflow roles, not unilateral freedom to bypass statutory notice, a fee schedule or an independently verified correct settlement.

G2 context and balance

Ten complete G2 EOR-profile accounts are now captured. All display an Incentivized label: nine seller-invited and one labelled Organic Review from User Profile. Two explicitly disclose business-partner-or-competitor affiliation and are excluded from independent corroboration. Several employees praise timely pay, self-service documents and clear support; an employer says past multiple-invoice administration was resolved. Wishes include split-bank salary allocation and niche integrations. One long generic software account lacks specific EOR engagement. Original and additional displayed dates remain separate; no country service quality or independent people count inferred.

Fresh live guidance updatedJuly16,2026 confirms annual insurance billing outsideUS, monthlyUS and administration fees in some countries. Dependent policies can multiply fees. Examples useUSD25monthly; family prose still saysUSD20/240 while its table uses25/300. This inconsistency and unidentified applicable countries prevent a universal price inference. Current publication is recovered, but individual insurer terms, invoice amounts and employee/employer contribution splits remain case-specific.

Cached resignation process

Fresh live capture now confirms resignation guidance updatedJuly13,2026. It requires agreed-last-day evidence, local-law review and expense/supplement approvals, then employee email confirmation and final settlement stated within30days. Exit documents are emailed and downloadable. Monthly1–15 requests have7day lead; later requests use month-end-or-later; semimonthly dates use15th/month-end cutoffs. This updates the earlier cache-only limitation, while signed country terms, statutory compliance and the specific customer outcome remain unverified.

July2026 public release note says EOR employees can initiate resignation, request earlier last days, track progress and withdraw before employer-admin acceptance. Employer admins review/accept, confirm or change the last working day, monitor signature/statutory checks and review an automatically calculated final settlement covering salary, leave encashment, expenses, allowances, supplements and deductions. They can add one-time items before locking settlement. The note describes workflow roles, not unilateral freedom to bypass statutory notice, a fee schedule or an independently verified correct settlement.

Contract scope

Public platform terms reference separate Standard Terms and an EOR Service Addendum. The platform liability cap is the lower of three months fees or USD 500; this was not verified as the cap governing EOR service failures.

Fresh live capture now confirms resignation guidance updatedJuly13,2026. It requires agreed-last-day evidence, local-law review and expense/supplement approvals, then employee email confirmation and final settlement stated within30days. Exit documents are emailed and downloadable. Monthly1–15 requests have7day lead; later requests use month-end-or-later; semimonthly dates use15th/month-end cutoffs. This updates the earlier cache-only limitation, while signed country terms, statutory compliance and the specific customer outcome remain unverified.

July2026 resignation and settlement workflow

July2026 public release note says EOR employees can initiate resignation, request earlier last days, track progress and withdraw before employer-admin acceptance. Employer admins review/accept, confirm or change the last working day, monitor signature/statutory checks and review an automatically calculated final settlement covering salary, leave encashment, expenses, allowances, supplements and deductions. They can add one-time items before locking settlement. The note describes workflow roles, not unilateral freedom to bypass statutory notice, a fee schedule or an independently verified correct settlement.

Public help articles distinguish super-admin and payroll-admin permissions. Super-admin can assign roles and approvals, manage leave and access payroll/employee data; payroll-admin can adjust payroll inputs, confirm cycles and export gross-to-net/headcount/country reports. These document capabilities, not demonstrated least-privilege configuration or live access enforcement. Country-local portal differences and field-level integrations remain untested.

EOR data roles and transfers

EOR terms treat client and Multiplier as joint controllers for shared personal data under UK/EU GDPR and equivalent elsewhere. They require purpose limitation, contractual confidentiality, appropriate reviewed security measures, mutual data-subject assistance and breach-of-data-law notice without undue delay. Return/deletion at both parties’ written direction on termination is subject to legal retention. Restricted transfers require valid safeguards, with relevant SCCs/details to be completed when required; no executed annex or fixed retention period established. This differs from assuming a processor-only DPA.

At 31 March 2025 the UK filing shows cash GBP1,144,685, current assets GBP1,164,025, current liabilities GBP1,030,051, net current assets GBP133,974 and net assets GBP141,416 (2024: GBP92,781). Note 6 discloses GBP27,543,446 related-party goods/services revenue to Singapore Multiplier and GBP26,273,633 salary-cost reimbursement, plus GBP340,190 outstanding related-party balances. These amounts must not be added as separate EOR fee revenue. Average employees 178 is not a verified client-worker or global staff count. No current consolidated liquidity, safeguarding or operating profit established.

G2 context and balance

Ten complete G2 EOR-profile accounts are now captured. All display an Incentivized label: nine seller-invited and one labelled Organic Review from User Profile. Two explicitly disclose business-partner-or-competitor affiliation and are excluded from independent corroboration. Several employees praise timely pay, self-service documents and clear support; an employer says past multiple-invoice administration was resolved. Wishes include split-bank salary allocation and niche integrations. One long generic software account lacks specific EOR engagement. Original and additional displayed dates remain separate; no country service quality or independent people count inferred.