---
title: "Brazil"
id: "11161"
type: "employer-of-record"
slug: "brazil"
published_at: "2025-07-23T15:32:34+00:00"
modified_at: "2026-09-23T15:25:22+00:00"
url: "https://topsourceworldwide.com/employer-of-record/brazil/"
markdown_url: "https://topsourceworldwide.com/employer-of-record/brazil.md"
taxonomy_continent:
  - "South America"
---

# Employer of Record in Brazil

Employ talent in Brazil without a local entity — INSS, FGTS, the 13th salary, eSocial reporting and CLT compliance handled by local specialists.

[Get Started](https://topsourceworldwide.com/contact-us/)

## Why hire in Brazil through an EOR

Brazil is Latin America’s largest economy and talent pool, but its payroll is famously heavy: employer INSS at 20% uncapped, an 8% FGTS deposit, RAT and Sistema S levies, a mandatory 13th salary, 30 days’ vacation plus a one-third bonus, and real-time eSocial reporting — around 36% in contributions before the 13th salary is even counted, and close to 50% once it is. Through an EOR, all of it is already running.

### No entity required

Employ staff across Brazil, one of 164 countries we cover, without registering a Brazilian company or maintaining a local presence.

### INSS, FGTS and levies handled

Employer INSS is 20% of gross with no ceiling, FGTS is 8%, Sistema S and Terceiros add 5.8%, and RAT adds 1-3% before the FAP experience multiplier. We calculate the full stack and remit correctly every month.

### The 13th salary, on schedule

Every Brazilian employee is entitled to a 13th salary, paid in two instalments — the first by 30 November and the balance by 20 December — plus 30 calendar days’ vacation and a one-third vacation bonus. These are statutory, not bonuses. We accrue and pay them correctly.

### eSocial and CLT compliance

Brazil’s eSocial platform requires near real-time reporting of every employment event, and the CLT is strict — the labour courts took in 4.09 million new cases in 2024 alone. We file eSocial and employ under the CLT correctly.

### Working in days, not months

We employ your Brazilian hires through our established structure — they can be working in days, while a foreign parent incorporating in Brazil is still waiting on its CNPJ and a corporate bank account.

## Hire in Brazil without setting up an entity

Brazil is the ninth-largest economy in the world and by far Latin America’s biggest talent market — but it is also one of the most expensive and administratively demanding places to employ. Employer INSS social security is 20% of gross with no ceiling; the FGTS severance fund adds an 8% monthly deposit; Sistema S and Terceiros levies add 5.8%; and RAT, the workplace-accident levy, adds 1-3% before the FAP experience multiplier — which can halve it or double it. That is roughly 36% in contributions. Then every employee is legally entitled to a 13th salary, 30 calendar days’ vacation plus a one-third vacation bonus, and the rest of the CLT protections, which take the real total to around 50% above gross. On top, eSocial demands near real-time reporting of every employment event, and Brazil’s labour courts received 4.09 million new cases in 2024 — their highest in twenty years.

An Employer of Record removes all of it: TopSource employs your Brazilian hires under the CLT, calculates INSS, FGTS, RAT and Sistema S, pays the 13th salary and vacation bonus on the statutory dates, files every eSocial event, and reserves for the 40% FGTS termination penalty. Hire into Brazil fast and compliantly, without the misclassification exposure of using contractors.

[Talk to our Brazil team](https://topsourceworldwide.com/contact-us/)

## Calculate Your Employee Costs in Brazil

Enter a gross salary to see the full monthly cost of a hire in Brazil — INSS, FGTS, RAT, Sistema S, the accruals for the 13th salary and vacation bonus, and the customary benefits package, all included in your total spend per employee.

##### Employment Cost Calculator

*Indicative figures only and not definitive legal advice. Local regulations change frequently. [Consult an expert](/contact-us/)

##### Brazil

  Annually Monthly

|  | British Pound | Brazil |
| --- | --- | --- |
| Base Salary (per month) |  |  |
| Employer Contributions |  |  |
| Total Cost (Annual) |  |  |
| Total Cost (Monthly) |  |  |

Employer of Record services in [Learn more](#)
Payroll Outsourcing in [Learn more](#)

## How EOR in Brazil works: the process through TopSource

Step 1

### Confirm the role and structure

We agree the position and salary with you, map the full employer-cost stack (INSS, FGTS, RAT and its FAP multiplier, Sistema S, the 13th salary and vacation bonus), and confirm the applicable collective agreement — union membership is widespread in Brazil and the convention can set benefits above the legal floor.

Step 2

### Issue a compliant contract

Your new hire receives a written employment contract in Portuguese under the CLT, with probation, working hours, the 13th salary and vacation terms clearly set out.

Step 3

### Register the employee (eSocial)

We register the employee via eSocial before the start date and arrange mandatory benefits, including the transport voucher where the employee opts in.

Step 4

### Run payroll in BRL

We calculate salary, 20% employer INSS, 8% FGTS through FGTS Digital, RAT and Sistema S, accrue the 13th salary and vacation bonus, deduct the employee’s INSS and IRRF, and file every eSocial event each month.

Step 5

### Support the relationship day to day

Your account manager and the employee both have a direct line for contract questions, the 13th salary, vacation, FGTS and anything else that comes up.

## Know your Brazil hiring costs before you commit

Tell us the role and salary — we’ll send back the full Brazilian employment cost, INSS, FGTS, the 13th salary and vacation bonus included, within one business day.

[Get a Custom Employment Quote](https://topsourceworldwide.com/contact-us/)

## Employer Costs in Brazil at a Glance

20%

Employer INSS social security on gross — uncapped

8%

Monthly FGTS deposit into the worker's account

~50%

Total employer cost above gross, 13th salary and vacation bonus included

## Employer Costs in Brazil Explained

Brazil is a high-cost employment market, and the headline rate understates it. Employer INSS is 20% of gross with no ceiling; FGTS adds an 8% monthly deposit; Sistema S and Terceiros add 5.8%; and RAT runs 1-3% by risk class before the FAP multiplier. That is about 36% in contributions. The mandatory 13th salary and the one-third vacation bonus add roughly another 11% in cash — and carry INSS and FGTS themselves — which takes a realistic total to about 50% above gross, or nearer 55% if you also reserve for the 40% FGTS termination penalty. The minimum wage is BRL 1,621 a month for 2026. Alongside the statutory cost, a professional package in Brazil customarily includes a private health plan, a dental plan and a meal voucher. Together they run to roughly R$ 17,000 per employee per year — and because they are charged per head rather than as a percentage of pay, they weigh far more heavily on a modest salary than on a senior one. Here’s the breakdown.

#### Employer INSS, RAT and Sistema S — about 36% before accruals

The core employer contribution is INSS (social security) at 20% of gross salary, with no ceiling — it applies to every real, so senior salaries attract the full 20%. On top, employers pay RAT (Riscos Ambientais do Trabalho, the workplace-accident levy) at 1%, 2% or 3% depending on the industry’s risk classification — and that rate is then multiplied by the company’s FAP, an experience factor between 0.5 and 2.0, so the real range is roughly 0.5% to 6%. A clean claims history genuinely lowers the bill; a bad one doubles it. Sistema S and Terceiros contributions add 5.8% for a typical services employer, made up of salário-educação at 2.5%, SESI at 1.5%, SENAI at 1.0%, SEBRAE at 0.6% and INCRA at 0.2%. Together with the 8% FGTS deposit that is about 36% of gross before a single accrual. Employees separately pay INSS on a progressive scale from 7.5% to 14%, withheld from pay and capped at a contribution ceiling of BRL 8,475.55 a month in 2026. One nuance worth knowing: a payroll-tax relief known as the desoneração da folha still lets seventeen listed sectors swap the 20% payroll contribution for a levy on gross revenue, but it is being unwound in stages under Lei 14.973/2024 and disappears entirely from 2028 — it does not apply to most employers, and we confirm the correct basis for each client.

#### FGTS, the 40% penalty and the 20% one

FGTS (Fundo de Garantia do Tempo de Serviço) is a mandatory 8% employer deposit into a worker-specific blocked account at Caixa Econômica Federal every month — it is not deducted from the employee, it is an additional employer cost, and it is calculated on salary, the 13th salary and vacation pay alike. Its defining feature is the termination penalty: dismiss an employee without just cause and the employer owes a further 40% of the entire FGTS balance accumulated across the whole employment, not just the current year. Prudent employers reserve for it from the first month, which is why a realistic all-in figure for Brazil sits nearer 55% than 50%. Less widely known is the alternative introduced by the 2017 reform: where employer and employee agree to part ways by mutual consent, the penalty halves to 20% and the employee can withdraw 80% of the balance — a lawful, much cheaper exit route when both sides want one. FGTS has been reported and paid through the FGTS Digital platform since 1 March 2024. We deposit monthly and manage both termination routes correctly.

#### The 13th salary, vacation and the one-third bonus

Two entitlements sit on top of the twelve monthly salaries. The 13th salary (décimo terceiro) is a full extra month’s pay, mandatory under Lei 4.090/1962, paid in two instalments — the first at any point from February to 30 November, the balance by 20 December — and subject to both INSS and FGTS. Separately, every employee who completes twelve months earns 30 calendar days of paid vacation, not thirty working days, plus a vacation bonus (terço de férias) equal to one-third of a month’s pay, which the Supreme Court confirmed in 2020 is itself subject to employer social security. The vacation month is not extra cash, because the employee is paid while on leave — but the 13th salary and the one-third bonus are, and together they add about 11% of gross, plus the roughly 36% of contributions that ride on them. That is the single most common reason a Brazilian budget built on twelve monthly salaries comes in far under the real number. We accrue both monthly and pay on the statutory dates.

#### eSocial, the CLT and misclassification risk

Brazil’s eSocial platform requires employers to report every employment event — hiring, salary changes, leave, overtime, termination — in near real time, with automatic penalties for errors or late filing. Employment is governed by the CLT (Consolidação das Leis do Trabalho), a protective labour code, and the scale of litigation is genuinely unusual: Brazil’s labour courts received 4.09 million new cases in 2024, up 19.3% on the year before and the highest in two decades. Misclassification is among the most common claims. Article 3 of the CLT defines an employee by the substance of the relationship, not the paperwork, so where a contractor shows subordination, personal service, non-eventual work and regular payment, a court can reclassify — exposing the company to back-payment of INSS, FGTS, the 13th salary, vacation and overtime for the entire period, plus fines. Using an EOR removes that exposure: TopSource is the legal CLT employer and files every eSocial event.

## EOR or entity setup: which one fits your Brazil plan?

Incorporating in Brazil is slow for a foreign parent, and the company registration is the easy part. Registering the company gets you a CNPJ; becoming an employer who can actually run payroll means municipal and state registrations, an eSocial certificate, a corporate bank account through KYC on foreign shareholders, and a resident legal representative — commonly three to four months end to end. Using contractors instead is not the shortcut it looks like: in Brazil’s labour courts, reclassification is decided on the substance of the relationship, and the bill is retroactive to day one. An EOR makes sense while you’re testing the market or hiring a first team, and removes the contractor risk entirely; your own entity usually makes sense once Brazilian headcount and permanence justify the overhead.

### Consider an EOR if you’re:

1. Hiring your first one to five people in Brazil
2. Converting Brazilian contractors to compliant CLT employment to remove misclassification risk
3. Testing the Brazilian or wider LATAM market before committing to an entity
4. Working to a hiring deadline measured in weeks, not months

[Get a cost comparison](https://topsourceworldwide.com/contact-us/)

## Why TopSource for Employing in Brazil

TopSource for Employer of Record, global payroll or any other of our services represent a simpler, more reliable and transparent option.

We don’t hide fees or sneak price increases. We don’t lock you in for employees you don’t use. But we do give you a dedicated point of contact, available on the phone so you get answers fast — including on the questions Brazil raises constantly, from the full INSS, RAT, Sistema S and FGTS stack to the 13th salary schedule and the difference between a 40% and a 20% termination penalty. We blend HR advisory with in-market expertise, and we stay flexible around the needs of your business.

[EOR Services](https://topsourceworldwide.com/employer-of-record/)
[Brazil Payroll](https://topsourceworldwide.com/global-payroll/brazil/)

> “Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”

Director of Research Operations,

> “Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”

Chief Human Resources Officer,

> “TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”

Senior Manager, Human Resources ,

## More than an Employer of Record.

Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.

##### Market Selection Advisory

Compare available talent, compensation, additional costs and regulations across different countries

[Read more](https://topsourceworldwide.com/hr-advisory/market-selection-advisory/)

##### Salary Benchmarking

Identify and prioritize markets for growth based on talent, cost & regulations

[Read more](https://topsourceworldwide.com/hr-advisory/salary-benchmarking/)

##### Global Skills Analysis

Map skill availability by region to align talent strategies with business goals..

[Read more](https://topsourceworldwide.com/hr-advisory/global-skills-analysis/)

##### Talent Acquisition

Find, hire & onboard the highly skilled team members you need in each locality.

[Read more](https://topsourceworldwide.com/talent-acquisition/)

##### Talent Strategy Optimization

Optimize your talent strategy to enable your organization to achieve it’s global ambitions.

[Read more](https://topsourceworldwide.com/hr-advisory/talent-strategy-optimization/)

##### Global Benefits Review

Benchmark your global benefits to boost employee retention.

[Read more](https://topsourceworldwide.com/hr-advisory/global-benefits-review/)

## Frequently asked questions

### What does an employee in Brazil actually cost?

Budget for roughly 50% above gross salary. Statutory contributions come to about 36% — employer INSS at 20% uncapped, FGTS at 8%, Sistema S and Terceiros at 5.8%, and RAT at 1-3% adjusted by the company’s FAP experience factor. The mandatory 13th salary and the one-third vacation bonus add about another 11% in cash, and carry INSS and FGTS themselves. Reserve for the 40% FGTS termination penalty as well and a realistic figure is nearer 55%. On top of that, a professional package customarily includes a private health plan, a dental plan and a meal voucher — together roughly R$ 17,000 per employee per year, charged per head rather than as a percentage of pay, so they weigh much more on a modest salary than on a senior one. We quote the exact all-in figure per hire before you commit.

### What is the 13th salary in Brazil?

The 13th salary (décimo terceiro) is a mandatory extra month of pay under Lei 4.090/1962, paid in two instalments — the first at any point between February and 30 November, the balance by 20 December. It is a legal entitlement, not a bonus, and is subject to both INSS and FGTS. Alongside it, employees earn 30 calendar days of vacation plus a one-third vacation bonus. We accrue them monthly and pay on the statutory dates.

### How does FGTS and the 40% penalty work?

FGTS is a mandatory 8% employer deposit into a worker-specific account each month, calculated on salary, the 13th salary and vacation pay. Dismiss someone without just cause and the employer owes a further 40% of the entire balance built up over the whole employment — not just the current year — which is why prudent employers reserve for it from month one. Where both sides agree to separate by mutual consent, the penalty halves to 20%. FGTS is an additional employer cost, never an employee deduction, and has run through the FGTS Digital platform since March 2024. We deposit monthly and manage both termination routes.

### What is eSocial and why does it matter?

eSocial is Brazil’s unified digital platform for reporting every employment event — hiring, pay changes, leave, termination — in near real time, with automatic penalties for errors or late filing. It is a major compliance burden for foreign employers and a key reason to use an EOR: as the legal employer, TopSource holds the digital certificate and handles all eSocial reporting.

### How risky is using contractors instead of employees in Brazil?

Very. Brazil’s labour courts received 4.09 million new cases in 2024, up 19.3% on the previous year and the highest in two decades, and misclassification is among the most common claims. Article 3 of the CLT defines employment by the substance of the relationship rather than the contract, so where a contractor shows subordination, personal service, non-eventual work and regular payment, a court can reclassify — triggering back-payment of INSS, FGTS, the 13th salary, vacation and overtime for the entire period, plus fines. An EOR removes that risk by employing the person compliantly under the CLT from the start.

### EOR or our own Brazilian entity — which should we choose?

EOR wins on speed and on carrying the INSS, FGTS and eSocial machinery — and on removing misclassification risk — for you: employees working in days, compliance handled. Registering a company is not the slow part; becoming an employer that can legally run payroll is, and for a foreign parent that commonly takes three to four months. Your own entity wins on scale once Brazilian headcount and permanence are certain. Many clients run both in sequence — EOR to enter, entity once proven — and we transfer the team when the time comes.

### What employee benefits are most competitive to offer in Brazil?

The transport voucher (vale-transporte) is not optional: under Lei 7.418/1985 the employer must provide it whenever the employee asks for it, with the employee bearing up to 6% of base salary and the employer the rest. The meal voucher (vale-refeição) is the one that is discretionary in law but close to universal in practice, and is usually set by the sector’s collective agreement rather than left to the employer. Beyond those, most competitive employers provide private health and dental cover, since salaried professionals in Brazil rarely rely on the public SUS system, and life insurance. A home-office allowance for remote staff has become standard in Brazil’s tech and services sectors since 2021.

### What is the notice period and termination process in Brazil?

Brazil’s statutory notice period is 30 days, plus an additional three days for every year of service up to a maximum of 90 days. Termination without cause also triggers FGTS withdrawal rights, a 40% penalty on the accumulated FGTS balance paid to the employee, and other termination payments. Brazil has one of the higher-risk labor litigation environments globally, so getting the exit calculation and paperwork right is critical to avoiding claims at the labor courts.

### How quickly can you onboard an employee in Brazil through an EOR?

An EOR can have your hire working in days — typically two to five — because the employment sits inside a structure that already holds a CNPJ, an eSocial digital certificate, municipal and state registrations and an FGTS Digital connection. Registering a company in Brazil is not the slow part. Becoming an employer that can legally run payroll is: a foreign parent also needs a resident legal representative, a corporate bank account through KYC on its shareholders, and each of those registrations before the first payslip — commonly three to four months end to end.

[Couldn’t find what you were looking for?](/contact-us/)

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[Indonesia Capital: Jakarta Currency: Rupiah](https://topsourceworldwide.com/employer-of-record/indonesia/)

[Ireland Capital: Dublin Currency: Euro](https://topsourceworldwide.com/employer-of-record/ireland/)

[Israel Capital: Jerusalem Currency: New Shekel](https://topsourceworldwide.com/employer-of-record/israel/)

[Ivory Coast Capital: Yamoussoukro Currency: West African CFA Franc](https://topsourceworldwide.com/employer-of-record/ivory-coast/)

[Japan Capital: Tokyo Currency: Yen](https://topsourceworldwide.com/employer-of-record/japan/)

[Jersey Capital: Saint Helier Currency: Jersey Pound (JEP) and Pound Sterling (GBP)](https://topsourceworldwide.com/employer-of-record/jersey/)

[Jordan Capital: Amman Currency: Dinar](https://topsourceworldwide.com/employer-of-record/jordan/)

[Kazakhstan Capital: Astana Currency: Kazakhstani Tenge](https://topsourceworldwide.com/employer-of-record/kazakhstan/)

[Kuwait Capital: Kuwait City Currency: Dinar (Kuwaiti Dinar)](https://topsourceworldwide.com/employer-of-record/kuwait/)

[Latvia Capital: Riga Currency: Euro](https://topsourceworldwide.com/employer-of-record/latvia/)

[Lesotho Capital: Maseru Currency: Lesotho Loti](https://topsourceworldwide.com/employer-of-record/lesotho/)

[Liberia Capital: Monrovia Currency: Liberian Dollar](https://topsourceworldwide.com/employer-of-record/liberia/)

[Libya Capital: Tripoli Currency: Libyan Dinar](https://topsourceworldwide.com/employer-of-record/libya/)

[Liechtenstein Capital: Vaduz Currency: Swiss Franc](https://topsourceworldwide.com/employer-of-record/liechtenstein/)

[Lithuania Capital: Vilnius Currency: Euro](https://topsourceworldwide.com/employer-of-record/lithuania/)

[Luxembourg Capital: Luxembourg City Currency: Euro](https://topsourceworldwide.com/employer-of-record/luxembourg/)

[Madagascar Capital: Antananarivo Currency: Malagasy Ariary](https://topsourceworldwide.com/employer-of-record/madagascar/)

[Malawi Capital: Lilongwe Currency: Malawian Kwacha](https://topsourceworldwide.com/employer-of-record/malawi/)

[Malaysia Capital: Kuala Lumpur Currency: Ringgit](https://topsourceworldwide.com/employer-of-record/malaysia/)

[Maldives Capital: Malé Currency: Rufiyaa](https://topsourceworldwide.com/employer-of-record/maldives/)

[Mali Capital: Bamako Currency: West African CFA Franc](https://topsourceworldwide.com/employer-of-record/mali/)

[Malta Capital: Valletta Currency: Euro](https://topsourceworldwide.com/employer-of-record/malta/)

[Mauritania Capital: Nouakchott Currency: Mauritanian Ouguiya](https://topsourceworldwide.com/employer-of-record/mauritania/)

[Mauritius Capital: Port Louis Currency: Mauritian Rupee](https://topsourceworldwide.com/employer-of-record/mauritius/)

[Monaco Capital: Monaco City Currency: Euro](https://topsourceworldwide.com/employer-of-record/monaco/)

[Mongolia Capital: Ulaanbaatar Currency: Tögrög](https://topsourceworldwide.com/employer-of-record/mongolia/)

[Montenegro Capital: Podgorica Currency: Euro](https://topsourceworldwide.com/employer-of-record/montenegro/)

[Morocco Capital: Rabat Currency: Moroccan Dirham](https://topsourceworldwide.com/employer-of-record/morocco/)

[Mozambique Capital: Maputo Currency: Mozambican Metical](https://topsourceworldwide.com/employer-of-record/mozambique/)

[Namibia Capital: Windhoek Currency: Namibian Dollar](https://topsourceworldwide.com/employer-of-record/namibia/)

[Nepal Capital: Kathmandu Currency: Rupee](https://topsourceworldwide.com/employer-of-record/nepal/)

[New Zealand Capital: Wellington Currency: Dollar](https://topsourceworldwide.com/employer-of-record/new-zealand/)

[Nicaragua Capital: Managua Currency: Córdoba](https://topsourceworldwide.com/employer-of-record/nicaragua/)

[Nigeria Capital: Abuja Currency: Nigerian Naira](https://topsourceworldwide.com/employer-of-record/nigeria/)

[Norway Capital: Oslo Currency: Norwegian Krone](https://topsourceworldwide.com/employer-of-record/norway/)

[Oman Capital: Muscat Currency: RIAL](https://topsourceworldwide.com/employer-of-record/oman/)

[Pakistan Capital: Islamabad Currency: Pakistani Rupee](https://topsourceworldwide.com/employer-of-record/pakistan/)

[Panama Capital: Panama City Currency: Balboa](https://topsourceworldwide.com/employer-of-record/panama/)

[Papua New Guinea Capital: Port Moresby Currency: Papua New Guinean Kina](https://topsourceworldwide.com/employer-of-record/papua-new-guinea/)

[Paraguay Capital: Asunción Currency: Guaraní](https://topsourceworldwide.com/employer-of-record/paraguay/)

[Peru Capital: Lima Currency: Peruvian Sol](https://topsourceworldwide.com/employer-of-record/peru/)

[Philippines Capital: Manila Currency: Peso](https://topsourceworldwide.com/employer-of-record/philippines/)

[Portugal Capital: Lisbon Currency: Euro](https://topsourceworldwide.com/employer-of-record/portugal/)

[Puerto Rico Capital: San Juan Currency: Dollar](https://topsourceworldwide.com/employer-of-record/puerto-rico/)

[Qatar Capital: Doha Currency: Riyal](https://topsourceworldwide.com/employer-of-record/qatar/)

[Romania Capital: Bucharest Currency: Romanian Leu](https://topsourceworldwide.com/employer-of-record/romania/)

[Rwanda Capital: Kigali Currency: Rwandan Franc](https://topsourceworldwide.com/employer-of-record/rwanda/)

[Saint Kitts & Nevis Capital: Basseterre Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-kitts-nevis/)

[Saint Lucia Capital: Castries Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-lucia/)

[Saint Vincent & the Grenadines Capital: Kingstown Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-vincent-the-grenadines/)

[Saipan Capital: Capitol Hill Currency: US Dollar](https://topsourceworldwide.com/employer-of-record/saipan/)

[San Marino Capital: City of San Marino Currency: Euro](https://topsourceworldwide.com/employer-of-record/san-marino/)

[Saudi Arabia Capital: Riyadh Currency: Riyal](https://topsourceworldwide.com/employer-of-record/saudi-arabia/)

[Senegal Capital: Dakar Currency: West African CFA Franc](https://topsourceworldwide.com/employer-of-record/senegal/)

[Serbia Capital: Belgrade Currency: Serbian Dinar](https://topsourceworldwide.com/employer-of-record/serbia/)

[Seychelles Capital: Victoria Currency: Seychellois Rupee](https://topsourceworldwide.com/employer-of-record/seychelles/)

[Slovakia Capital: Bratislava Currency: Euro](https://topsourceworldwide.com/employer-of-record/slovakia/)

[Slovenia Capital: Ljubljana Currency: Euro](https://topsourceworldwide.com/employer-of-record/slovenia/)

[Solomon Island Capital: Honiara Currency: Solomon Islands Dollar](https://topsourceworldwide.com/employer-of-record/solomon-island/)

[South Korea Capital: Seoul Currency: Won](https://topsourceworldwide.com/employer-of-record/south-korea/)

[South Sudan Capital: Juba Currency: South Sudanese Pound](https://topsourceworldwide.com/employer-of-record/south-sudan/)

[Sri Lanka Capital: Colombo Currency: Rupee](https://topsourceworldwide.com/employer-of-record/sri-lanka/)

[St-Maarten Capital: Philipsburg Currency: Caribbean Guilder](https://topsourceworldwide.com/employer-of-record/st-maarten/)

[Sudan Capital: Khartoum Currency: Sudanese Pound](https://topsourceworldwide.com/employer-of-record/sudan/)

[Suriname Capital: Paramaribo Currency: Surinamese Dollar](https://topsourceworldwide.com/employer-of-record/suriname/)

[Sweden Capital: Stockholm Currency: Swedish Krona](https://topsourceworldwide.com/employer-of-record/sweden/)

[Taiwan Capital: Taipei Currency: Dollar](https://topsourceworldwide.com/employer-of-record/taiwan/)

[Thailand Capital: Bangkok Currency: Thai Baht](https://topsourceworldwide.com/employer-of-record/thailand/)

[Trinidad & Tobago Capital: Port of Spain Currency: Trinidad and Tobago Dollar](https://topsourceworldwide.com/employer-of-record/trinidad-tobago/)

[Tunisia Capital: Tunis Currency: Tunisian Dinar](https://topsourceworldwide.com/employer-of-record/tunisia/)

[Uganda Capital: Kampala Currency: Ugandan Shilling](https://topsourceworldwide.com/employer-of-record/uganda/)

[United Kingdom Capital: London Currency: Pound Sterling](https://topsourceworldwide.com/employer-of-record/united-kingdom/)

[US Virgin Island Capital: Charlotte Amalie Currency: United States Dollar](https://topsourceworldwide.com/employer-of-record/us-virgin-island/)

[Venezuela Capital: Caracas Currency: Venezuelan Bolívar](https://topsourceworldwide.com/employer-of-record/venezuela/)

[Zambia Capital: Lusaka Currency: Zambian Kwacha](https://topsourceworldwide.com/employer-of-record/zambia/)

[Zimbabwe Capital: Harare Currency: Zimbabwe Gold (ZiG)](https://topsourceworldwide.com/employer-of-record/zimbabwe/)

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