When global companies search for an Employer of Record (EOR) in Israel, Deel and Remote.com are often the first names that appear. Both are well-funded, well-marketed global platforms with Israel listed as a supported country. But for companies hiring specifically in Israel — not in 50 countries simultaneously — there are meaningful reasons to consider a local Israeli EOR instead.
This guide explains what Deel and Remote.com offer in Israel, where they fall short, and what to look for when choosing an EOR that will actually serve your Israeli employees well.
What Deel and Remote.com Actually Offer in Israel
Deel in Israel
Deel is a global EOR and HR platform operating in 150+ countries. For Israel, Deel provides employment contracts, payroll processing, and benefits administration. Deel does not own its own Israeli legal entity — it operates via a local partner. This means your employee’s actual employer of record is a third-party Israeli company, not Deel itself, and Deel acts as the platform layer on top.
Deel’s pricing for Israel typically runs $599/month per employee (as of 2026), with additional fees for offboarding and certain benefits. The platform is strong for companies that need a single dashboard across many countries. For Israel-only hiring, you’re paying for global infrastructure you don’t need.
Remote.com in Israel
Remote.com similarly operates in 180+ countries. Like Deel, Remote’s Israel entity structure uses a local partner rather than a wholly-owned Israeli subsidiary. Remote’s pricing is comparable to Deel’s. The platform is well-designed and good for distributed global teams, but support for Israel-specific compliance nuances — Bituach Leumi, Keren Hishtalmut (study fund), Dmei Havraah, the Sunday–Thursday workweek — is handled at the global platform level rather than by dedicated in-country specialists.
Where Global EOR Platforms Struggle in Israel
Israel’s employment law is unusually detailed and strictly enforced. Several areas where global platforms often create friction:
1. Keren Hishtalmut (Study Fund)
The study fund is not a statutory requirement but is a near-universal expectation in Israeli tech employment. Employer contributes 7.5% of salary (up to the tax-exempt ceiling) into a separate savings vehicle. Global platforms often offer this as a manual add-on or don’t administer it at all, leaving your employees to ask why their Israeli counterparts at other companies receive it and they don’t.
2. Dmei Havraah (Recuperation Pay)
Annual recuperation pay (currently ₪5,987/year in 2026, paid between June and September) is statutory after 12 months of employment. It catches many global platform users by surprise — they receive a large lump-sum in the July payroll with no prior budget awareness. A local EOR proactively manages and accrues for this.
3. The Shimua Hearing (Pre-Termination Hearing)
Under Israeli case law, employees are entitled to a “hearing” (Shimua) before termination, where they can respond to the reasons for dismissal. Skipping this step — or conducting it incorrectly — can transform a legitimate termination into an unlawful one, triggering compensation claims. Global platforms often lack local counsel to guide this process correctly in Hebrew.
4. Tzav Harchava (Expansion Orders)
Israel has industry-specific collective agreements that may apply to your employees even if they’re not union members. These “expansion orders” set minimum benefits for specific sectors (e.g., tech, finance). A local EOR knows which orders apply and ensures compliance. A global platform may not flag them at all.
5. Response Time and Language
When an Israeli employee has an urgent payroll query at 5pm on a Thursday (the end of the Israeli workweek), reaching a support agent who understands the specifics of Israeli law — and can respond before Shabbat — requires local expertise and local hours. Global platforms with US-centric support often fall short here.
The Case for a Local Israeli EOR
A local Israeli EOR like CWS Israel operates with:
- Its own Israeli legal entity — no third-party intermediary between you and your employee’s legal employer
- In-country HR and payroll team — people who know Israeli law, not a global knowledge base
- PwC-verified compliance — independently audited processes, not just a platform claiming compliance
- Local operating hours — available Sunday through Thursday, aligned with the Israeli workweek
- English-language fluency — for your international team, plus Hebrew for your Israeli employees
- Proactive compliance management — you hear about Dmei Havraah in April, not in July when the invoice arrives
Side-by-Side Comparison
| Feature | Deel / Remote.com | CWS Israel |
|---|---|---|
| Owns Israeli legal entity | No (local partner) | Yes |
| Israel-specific compliance team | No (global team) | Yes |
| Keren Hishtalmut administration | Limited / add-on | Standard inclusion |
| Shimua hearing guidance | Limited | Full support |
| Tzav Harchava awareness | Not guaranteed | Yes |
| Israeli workweek support hours | US-centric | Sun–Thu, Israel hours |
| PwC compliance verification | No | Yes |
| Countries covered | 150+ | Israel (specialist) |
| Ideal for | Multi-country global teams | Israel-focused hiring |
When a Global Platform IS the Right Choice
To be fair: Deel, Remote.com, and similar global platforms are excellent choices when you need a single vendor managing employees across 10+ countries simultaneously. If you’re building a distributed global team where Israel is one of eight countries, the unified dashboard and single contract relationship with one global vendor has real value.
If Israel is your primary or exclusive hiring market — or if the quality of your Israeli employees’ experience matters as much as the convenience of a single global platform — a local specialist is the stronger choice.
How to Switch from Deel or Remote.com to a Local Israeli EOR
Switching EOR providers is simpler than it sounds. The process typically involves:
- Overlap period — CWS Israel issues new employment contracts to your employees while the old EOR is still in place (no gap in employment)
- Transfer of records — payroll history, pension fund details, and leave balances are transferred
- New registrations — updated Bituach Leumi and tax filings under the new employer entity
- Employee communication — we handle the communication in Hebrew, explaining the change and what stays the same (salary, benefits, continuity of service)
The entire switch can be completed within 2–3 weeks with no disruption to your employees’ pay or benefits.
Ready to Talk?
CWS Israel has supported companies switching from global EOR platforms since 2014. We understand what questions to ask, what records to request, and how to ensure a seamless transition for your Israeli team.
Contact us for a free consultation, or learn more about our EOR services in Israel.
