Top 10 EOR Service Providers for Healthcare in 2025: A Complete Guide

The healthcare industry of the USA is booming. The number of workers demanded by the healthcare has increased. Difficulties in talent attraction are on a faster pace. Regulatory risks multiply. EOR service providers help. They handle payroll. They manage the HR, taxes, benefits, compliance. They helped healthcare companies to focus on the patients and not on documentation.

Powerful EOR partners need to be chosen in the year 2025. The great ones are giving you efficiency. Poor ones give you trouble. This source gives the leading 10 EOR service providers of the healthcare organizations in the USA.

What are EOR Service Providers?

The service companies of EOR (Employer of Record companies) will assume the position of the employer of your employees. They take up the administration of employment contracts.

They do payroll. They deal with taxes, compliance, benefits. All the heavy lifting of regulations.

You still maintain control over the day to day operations. You set who does the work. But the legal and administrative burden is relieved. This helps avoid fines. It helps in eliminating classification. It will help you in recruiting fast within the states.

Why Healthcare Companies Need Top-Tier EOR Service Providers

There is considerable control in the healthcare industry. Individual states possess their wage acts, licensing, credentialing.

Mistakes cost money. They cost reputation.

You need EOR service providers which are aware:

• The laws of patient privacy and HIPAA.

• State-by-state payroll & overtime rules

• Credentialing and licensing deadlines

• Benefits, healthcare mandates, workers’ compensation

The 10 Best EOR Service Providers for Healthcare in 2025

The best EOR service providers in the healthcare firms basking in US are the following. There are merits and demerits about them. Select based on size, type of staff, complexity.

4.1 Remote

Let’s begin with a platform that has become one of the most recognised in the global EOR space and for good reason. For US healthcare companies, Remote offers a seamless way to hire across states while ensuring compliance with complex employment laws.

• Very strong in compliance. Handles payroll, benefits, and tax filings across states.

• Integrates with HR systems like Workday, BambooHR. Smooth onboarding.

• Transparent pricing. Reliable support.

• Probably excessive in case you are situated in one state. Some of them possess the features of growth and multi-jurisdiction.

4.2 Oyster

• Developed to work with distributed teams: remote administrative, telehealth jobs.

• Fully based on the local profits, obedience. Best employee experience tools.

• Weak in the case of managing at-site clinical personnel (e.g. hospitals) where scheduling, shift work are made difficult.

4.3 Papaya Global

• A lot of automation and analytics. This EOR service provider makes demand on-time data of labor cost.

• Workforce and payroll centralized dashboard. Good in multi-state scaling.

• Compliance monitoring tools minimise the risk.

• Pricier. To smaller clinics, the price may pose a problem.

  
  

4.4 Globalization Partners (G-P)

• Long history of international and domestic of EOR. Trusted in the field.

• Excellent risk management: state job and tax policies, benefits.

• Strong customer support.

• Less transparent on the price. You may be forced to insist on the full break down of cost.

4.5 Remote People

• Includes EOR to recruitment assistance - can be called upon in the case of acquiring clinical or telehealth talent.

• Remote People offers healthcare companies a transparent and flexible approach to EOR services, starting from $199 per employee per month. Good value for smaller organisations.

• Recent data regarding workforce costs. Useful dashboards.

• Less advanced in integrations than some bigger names.

People has even been rated one of the leading UK EOR companies by independent EOR comparator, RemotePad, highlighting its global credibility and trustworthiness.

4.6 Safeguard Global

• Focus on compliance and flexibility. This EOR service provider is good for rapid expansion.

• Pay, Hiring, Bonuses, All the good stuff. Good administrator reports.

• The interface is not so modern and user-friendly. Their learning curve report.

  
  

4.7 Deel

• Very flexible. Deals with contractors and full-time employees. It can be used in healthcare whereby you may have per-diem workers.

• The process of automation of contracts is dynamic. Compliance tools are important.

• Support response times vary. It would be significant in case urgent compliance or payroll issue.

4.8 Remofirst

• Cost-effective option. Good within the start-ups or small clinics.

• Transparent pricing. Fast setup. Involves basic EOR functions: remuneration, controls, benefits.

• Smaller integrations, analytics, and functionality than large platforms.

  
  

4.9 Justworks

• User-friendly and reliable. Good alternative among small to mid-sized providers of healthcare.

• Facilitates easy payroll, benefits, compliance. Good support, intuitive UI.

• Mostly US-focused. Not optimal when you are planning to go international.

  
  

4.10 Paychex

• Profiled and of years experience. Confidence in sensitive payroll and employment information management.

• Offers additional HR software: time tracking, benefits management. Helped in the shift-based medical and healthcare arrangements.

• Platform is stable but not that technically advanced. Individualization and contemporary aspect are behind other providers.

Key Takeaways for EOR Service Providers

• Prioritize compliance. The providers of EOR services must be strong in regard to multi-state law and health care license.

• Don't chase lowest price only. When in the long term the non-disclosure of fees or mediocre level of support or compliance control is in question, such is costly.

• Match to your workforce mix. With telehealth nursing, your provider will need to use those differences efficiently in the case of per-diem nurses and telehealth staff, in-clinic staff.

• Test the platform. Dash boards, transparency, real time data are good. You'll use them often.

• Support counts. Payroll and credentialing and licensing should be off-schedule but should be supported responsively.

Bonus: Real-World Use & Compliance Risks

The overtime laws are an issue in most of the clinics. California, New York, Illinois, etc. have a difference in state laws. EOR service providers ensure that they are automated and these are not neglected.

The credentialing/licensing control is important. Unlicensed or lapsed licenses expose it to law risk. The competitors like FoxHire focus on this.

Secured data should include controlled data (patient information or employee medical records). The auditor trails of documents and privacy of data should be facilitated by the providers of EOR.

Conclusion: Making the Most of Your EOR Service Provider

The solutions provided by the EOR service providers are strong. This is actually the case with the healthcare businesses in the USA.

They reduce risk. They streamline hiring. They allow unprecedented climbing without any sense of compliance.

Not all of the providers, however, are equal. The best ones are the ones that have a combination of compliance, quality technology, clear pricing, and strong customer service.

Choose the vendors of your EOR service. Customize your human resource model. Fit your long-term growth.

Then you get time to focus on what matters — quality care of patients.