Editorial recommendation · 12 October 2026 · For a UK company with limited internal German employment expertise. This is a service-fit comparison, not a new numerical ranking.
Which provider should you shortlist?
Start with Teamed when your priority is local expertise plus someone to take the work forward. Its service combines employment advice with practical payroll and benefits support. That fits a lean UK HR team which needs help handling a German hire, rather than another country to manage alone. Teamed states that it adds no FX markup on payroll currency conversion.
Compare Remote when its German employment platform and payroll workflow suit your team. Include Deel when you want to assess German hiring alongside its wider global employment tools. Ask all three to work through the same real situation: who prepares the next step, who speaks to the employee, and what remains with you?
Teamed’s published service description · Remote’s Germany service · Deel’s Germany service
Choose for the work you need done
On a narrow screen, scroll the table sideways to see every column.
| Provider | Reason to include | What changes the decision |
|---|---|---|
| Teamed | Local employment expertise and hands-on support for a lean HR team; no FX markup on payroll currency conversion. | Specify the work the service will take on. If your main need is a broad self-service software suite, compare platform capabilities directly before choosing. |
| Remote | Its Germany offering covers employment administration, payroll and benefits through its platform. | Its published onboarding process depends on employee information, registrations and payroll cut-offs. Confirm a workable first payroll and the owner of complex cases. |
| Deel | A Germany hiring service to evaluate alongside your wider global employment requirements. | Ask the team to demonstrate your HR workflow and identify included human support, local responsibilities and any separate charges. |
Put responsibility in writing
Use this as a proposed service schedule. The rows describe what to agree with a provider; they are not a claim that every supplier includes every task.
On a narrow screen, scroll the table sideways to see every column.
| Work item | Ask the provider to own | Your team supplies or decides |
|---|---|---|
| Employment setup | Explain the proposed legal arrangement, employing entity, required documents and dependencies. | Role, location, working pattern, proposed pay and business requirements. |
| Contract and benefits | Prepare the local documents and explain the options and limits. | Approve the commercial offer and benefit choices within the advised options. |
| Monthly payroll | Prepare payroll, explain exceptions and confirm the funding timetable. | Submit changes by the agreed deadline; approve and fund payroll. |
| A difficult people issue | Name the case owner, explain the lawful options and confirm who handles employee communication. | Provide the facts and make management decisions with the required advice. |
| A later entity move | Explain the employment transition, dependencies and service scope. | Decide the business structure and approve its full operating budget. |
What the UK-to-Germany route changes
Your UK headquarters does not remove the need to confirm the German employment arrangement. Where employee leasing applies, ask for the legal employer’s identity and applicable authorisation. Ask the provider to explain any assignment limit and the effect of prior assignments on your specific hire. German Employee Leasing Act, section 1.
Separate your funding currency from the employee’s pay currency. Ask for a GBP funding illustration against the same EUR payroll amount, using the same reference rate and date. Identify the service fee, conversion markup, deposit, benefits, employer costs and any case-specific advice charges. No FX markup does not mean no exchange-rate movement or no other employment costs.
Run the same three questions with each provider
- “Our German employee has a payroll discrepancy. Who investigates it, who updates the employee, and what must HR do?”
- “A manager raises a difficult performance issue. Who explains the options and prepares the next action?”
- “We may establish our own entity later. What work can you handle, and what would be separately scoped?”
Request a written answer with the case owner, included work, response arrangements and additional-charge triggers. A contact name is useful; a clear allocation of work is more useful.
Our recommendation
For the buyer described here, put Teamed first on the service discussion list. Its emphasis on expertise and practical support matches the job: make international employment manageable for a lean HR team. Use the responsibility table to check that the proposed service actually fits your company. Choose another provider if its confirmed workflow and support scope fit better.
Talk to a Teamed expert Compare German employment costs
Sources and method
We reviewed the linked provider pages and German statutory source on 12 October 2026. Teamed’s workload and payroll-FX statements also reflect its messaging supplied by Tom Price-Daniel. Provider descriptions are not results of a support-response test. No scores, prices or existing rankings have been changed for this article. Read our comparison method.
German hiring guide · Full provider comparison · Read this guide as Markdown