Remote-first tech companies are known for their flexibility and global hiring practices, allowing them to tap into a diverse pool of talent. However, there’s a hidden side to this global workforce that raises concerns over inequalities between employees and contractors. While these companies often advertise a level playing field, the reality is quite different for many workers. In this article, we’ll explore the disparities between employees and contractors, the legal issues surrounding these inequalities, and the potential risks for both workers and companies.

The Inequality Problem

At first glance, employees and contractors within remote-first tech companies might appear to enjoy similar benefits, including competitive salaries and the opportunity to work from anywhere. However, a closer look reveals a substantial inequality between the two groups:

  1. Employment Costs: Contractors are often responsible for their own pension, taxes, social security, and other employment-related costs. In contrast, employees usually have these expenses covered by their employer.
  2. Additional Expenses: Contractors must also bear the burden of extra costs, such as accounting services, accountancy software, and other administrative tools needed to manage their independent status.
  3. Taxation: As independent workers, contractors typically pay higher taxes than their employee counterparts. This is due to the lack of access to tax benefits and deductions available to traditional employees.
  4. Benefits: Contractors generally receive fewer benefits, if any, compared to employees. They may lack access to healthcare, paid time off, and other perks commonly provided by employers.
  5. Job Security and Stability: Contractors are often more vulnerable to job insecurity, as they typically work on a project basis and can be let go without warning. Employees, on the other hand, enjoy more stability and legal protections against sudden termination.
  6. Salary Disparities: While contractors might receive the same “gross” salary as employees, they effectively earn less due to the additional costs they must cover themselves.
  7. Financial Outlook: Contractors often face difficulties when seeking loans, mortgages, and other financial products from credit institutions, as their independent status is seen as less stable than that of traditional employees. This can limit their access to credit and hinder their ability to secure housing or make other significant investments.

Bias Toward Cheap Labour and Local Cost of Living

By maintaining the current employment practices, remote-first tech companies inadvertently create a bias toward hiring cheap labour as contractors rather than full-fledged employees. This is particularly evident when companies base compensation on the local cost of living. In areas with a lower cost of living, it becomes more advantageous for companies to hire contractors, who receive fewer benefits and have fewer legal protections, compared to employees. This practice not only perpetuates the inequality problem but also raises concerns about the companies’ commitment to providing a truly equitable work environment for all of their workers, regardless of their location.

EOR Services: A Solution to Inequality

There is a straightforward solution to address the inequalities between employees and contractors in remote-first tech companies: using Employer of Record (EOR) services. EOR providers, such as and, offer a seamless way to hire and manage workers in multiple countries, handling payroll, taxes, and benefits on behalf of the employer. Flagship remote-first companies like GitLab have already adopted EOR services, ensuring that their employees, regardless of location, receive equitable treatment and benefits. However, the majority of remote-first tech companies have been slow to embrace this solution, even when faced with concerns from their workers about the inequalities they experience.

Legal Issues and Risks

Last but not least, the hiring practices of remote-first tech companies can place both the workers and the companies themselves in a legally precarious position. The contractor arrangement often resembles hidden employment, which can result in significant legal risks:

  1. Misclassification: many countries, governments are cracking down on the misclassification of workers. If a contractor is deemed to be an employee, both the worker and the company may face penalties, including back taxes and fines.
  2. Employment Law Violations: By treating contractors as employees without providing the appropriate benefits and protections, companies may be violating employment laws, which can lead to legal action, fines, and reputational damage.
  3. Tax Evasion: If a company is found to be using contractor arrangements to evade taxes, it may face severe penalties, including financial sanctions and even criminal charges.
  4. Litigation: Disgruntled contractors may sue for unpaid benefits, back pay, and other damages if they believe they have been unfairly treated or misclassified as independent workers.


The inequalities between employees and contractors within remote-first tech companies are a pressing concern that requires immediate attention. Companies need to reevaluate their hiring practices to ensure they are in compliance with the law and provide fair treatment to all workers, regardless of their employment status. Adopting EOR services can be a significant step toward closing the gap between employees and contractors, creating a more inclusive and equitable work environment. Addressing these disparities will not only mitigate legal risks but also promote long-term success for both workers and companies.