Global demand for finance talent is surging, with accounting roles ranking among the most in-demand remote jobs; yet, home markets can’t keep pace. Remote job postings grew 8% in Q2 2025, proving demand is here to stay. To stay agile and compliant, leaders are hiring globally.
In this article, you’ll explore how India, the Philippines, Vietnam, and South Africa compare in terms of cost, talent, time-zone fit, and compliance risk — a decision framework for CTOs and Talent Ops leaders scaling finance teams without added complexity.
Methodology: How we chose the best countries
Our selection is based on Multiplier’s Talent Trends report and global workforce data, evaluating accounting talent pool size, employment costs, English proficiency, and compliance complexity for 2025 hiring decisions.
Best countries to hire remote accountants in 2025
The accountant shortage in 2025 demands strategic global hiring; explore these country profiles for guidance.
1. India: Massive talent pool with cost efficiency
If you need a vast pool of accountants at competitive costs, India offers unmatched scale and expertise.
- Best for: Bookkeeping, audit preparation, ERP accounting, data entry, and tax compliance
- Talent and seniority: Vast pool with strong mid-senior levels in urban centers; extensive GAAP and IFRS experience.
- Specializations: Tax accountants, financial analysts, auditors, cost accountants, compliance specialists
- Typical monthly employer cost: $1,200-$2,500 for mid-level remote accountants (varies by city/tier)
- Time zone and English proficiency: Partial US overlap, strong EU/APAC; proficiency in major cities/tech hubs
- Top precautions: Notice periods; EPF/ESI; IP assignment; moonlighting
Statutory costs
- Employees’ Provident Fund (EPF): 12% employer contribution
- Employees’ State Insurance (ESI): 3.25% employer contribution
- Professional tax and mandatory leave provisions
- Gratuity payments after 5 years of service
Compliance obligations
- Monthly EPF and ESI filing requirements with strict deadlines
- GST and income tax compliance for payroll processing
- Essential IP and confidentiality clauses due to financial data access
- Long notice periods (30-90 days) are common in accounting roles
Contractor or employee: Which to hire?
- Contractors offer flexibility, but long-term engagements risk misclassification.
- Employees are safer for ongoing accounting roles.
Learn more about the differences in our hiring contractors vs. employees in India guide.
Feasibility and risks
- Misclassification penalties can include back taxes and fines.
- Payroll must include timely EPF/ESI deductions.
- Currency conversion impacts cross-border payroll planning.
Hiring in India: What employers need to know
- Misclassification is a major risk — contractors treated like employees expose companies to liabilities.
- Delays in payroll filing can attract penalties.
- Clear contracts and compliance with local labor laws are non-negotiable.
Entity setup
- Companies planning large-scale hiring may consider setting up a local subsidiary.
How an EOR can help
- An Employer of Record in India enables you to hire accountants quickly without establishing a local entity.
- Multiplier manages payroll, benefits, and compliance, ensuring fast onboarding and reduced legal risk.
2. Philippines: English fluency with offshore expertise
If you seek high English fluency and offshore accounting expertise, the Philippines is a top choice for your needs.
- Best for: Bookkeeping, client ledgers, payroll support, financial reconciliations, accounts receivable/payable
- Talent and seniority: Abundant junior-to-mid level; growing senior roles in Manila, Davao, and Cebu.
- Specializations: Payroll accountants, bookkeepers, financial controllers, tax preparers, auditors
- Typical monthly cost: ~$1,500-$2,000 for mid-level accountants
- Time zone and English proficiency: Excellent US time zone overlap with English as an official language and American accounting standards familiarity
- Top precautions: Data protection laws; contract clauses for overseas payments; bank transfer costs; high turnover in some cities
Statutory costs
- Social Security System (SSS) contributions: 11% employer share
- PhilHealth contributions: 4.5% employer share
- Pag-IBIG Fund contributions: 2% employer share
- 13th month pay (mandatory annual bonus)
Compliance obligations
- Monthly BIR (tax authority) withholding tax filings
- Quarterly SSS, PhilHealth, and Pag-IBIG remittances
- IP and confidentiality requirements for sensitive financial data handling
- Department of Labor and Employment compliance for employment contracts
Contractor or employee: Which to hire?
- Contractors suit short-term bookkeeping, but long-term roles risk misclassification.
- Employees provide stability for recurring tasks.
Learn more about the differences in our hiring contractors vs. employees in Philippines guide.
Feasibility and risks
High turnover in metro hubs and strict remittance deadlines can cause compliance gaps.
Hiring in the Philippines: What employers need to know
- High turnover requires retention strategies in contracts.
- Strict deadlines for remittances can lead to fines if missed.
Entity setup
- For expanded operations, establishing a subsidiary may be beneficial.
How an EOR can help
- An EOR in the Philippines manages SSS, PhilHealth, Pag-IBIG, payroll, benefits, changes in employment laws, compliant contracts, and fast onboarding.
3. Vietnam: Emerging hub, cost-effective talent
For cost-conscious companies seeking growing accounting talent, Vietnam offers affordability and potential.
- Best for: Bookkeeping, financial reporting, tax preparation, cost accounting
- Talent and seniority: Growing junior-to-mid level talent; senior expertise emerging in Ho Chi Minh City and Hanoi.
- Specializations: Tax accountants, bookkeepers, financial analysts, compliance specialists
- Typical monthly employer cost: $900-$1,800 for mid-level accountants
- Time zone and English proficiency: Good APAC/EU overlap; English proficiency moderate, improving in urban centers
- Top precautions: Evolving labor laws; mandatory social insurance; data privacy requirements; currency fluctuations
Statutory costs
- Social insurance contributions: 17.5% employer rate
- Health insurance contributions: 3% employer rate
- Unemployment insurance: 1% employer rate
- Trade union fees and other mandatory contributions
Compliance obligations
- Monthly tax and social insurance filings required
- Contracts must include clear IP and confidentiality clauses
- Compliance with Vietnam’s Labor Code is mandatory
Contractor vs employee: Which to hire?
- Contractors are flexible for short-term tasks but risk misclassification for ongoing work.
- Employees ensure compliance for long-term accounting roles.
Learn more about the differences in our hiring contractors vs. employees in Vietnam guide.
Feasibility and risks
- Rapidly changing regulations and currency volatility can complicate payroll
- Misclassification penalties apply.
Hiring in Vietnam: What employers need to know
- Evolving labor laws require vigilant compliance monitoring.
- Delayed filings may incur fines and penalties.
Entity setup
- Large-scale hiring may necessitate establishing a subsidiary.
How an EOR can help
An EOR in Vietnam handles payroll, social insurance, compliant contracts, and fast onboarding without a local entity.
4. South Africa: High compliance clarity, strong English skills
If you need English-proficient accountants with clear compliance frameworks, South Africa is a strong choice.
- Best for: Financial reporting, auditing, tax compliance, IFRS/GAAP expertise
- Talent and seniority: Solid mid-to-senior talent in Johannesburg and Cape Town; strong accounting qualifications (SAICA, CIMA).
- Specializations: Auditors, tax consultants, financial controllers, compliance officers.
- Typical monthly employer cost: $2,000-$3,500 for mid-level accountants.
- Time-zone and English proficiency: SAST provides good overlap with European business hours; native English proficiency with British accounting standards knowledge.
- Top precautions: Strict labor laws; UIF and SDL contributions; data protection (POPIA); termination complexities
Statutory costs
- Unemployment Insurance Fund (UIF): 2% total (1% employer, 1% employee)
- Skills Development Levy: 1% of payroll
- Workers’ Compensation contributions
- 13th cheque and annual leave provisions
Compliance obligations
- SARS (tax authority) monthly PAYE submissions
- Employment Equity Act compliance reporting
- Basic Conditions of Employment Act adherence
- Professional body registration requirements for qualified accountants
Contractor vs employee: Which to hire?
- Contractors suit advisory roles;
- Employees are safer for ongoing accounting tasks.
Learn more about the differences in our hiring contractors vs. employees in South Africa guide.
Feasibility and risks
Complex termination rules and POPIA compliance increase administrative burdens.
Hiring in South Africa: What employers need to know
- POPIA non-compliance can lead to significant fines.
- Labor disputes over terminations require careful contract drafting.
Entity setup
- Significant hiring may require a local subsidiary.
How an EOR can help
An EOR in South Africa manages payroll, UIF/SDL filings, POPIA-compliant contracts, and seamless onboarding.
Cost of hiring remote accountants by country
Understanding hiring costs is key; here’s a side-by-side comparison for mid-level remote accountants.
India | Philippines | Vietnam | South Africa | |
Gross annual salary | $18,000–$30,000 | $12,000–$24,000 | $10,000–$20,000 | $20,000–$35,000 |
Mandatory on-costs | EPF/ESI/contributions (~17-20%) | SSS/PhilHealth/Pag-IBIG (~10-15%) | Social insurance/health (~20-25%) | UIF/SDL/workers comp (~10-15%) |
Total monthly cost | $1,500–$2,500 | $1,000–$2,000 | $900–$1,800 | $2,000–$3,500 |
Note: Estimates are for mid-level accountants, including statutory costs. For precise modeling, use the employee cost calculator. Also consider admin, legal, and entity setup costs (Cost of Hiring).
Align your hiring priorities with the ideal country using the framework below.
Decision framework
Match your specific hiring priorities with the ideal country using this strategic framework:
- Need largest pool + cost savings → India or Philippines
- Need affordability + growing talent → Vietnam
- Need strong compliance + English proficiency → South Africa
How Multiplier helps you hire accountants, fast and compliant (with EOR)
Multiplier’s comprehensive EOR services eliminate traditional hiring barriers while ensuring full compliance across all four markets:
- Hire without establishing local entities in India, the Philippines, Vietnam, and South Africa through our EOR services.
- Deploy localized, compliant contracts with robust IP and confidentiality protection using our employment contract collection.
- Streamline payroll and statutory compliance with end-to-end administration via our global payroll platform.
- Accelerate onboarding processes with our global onboarding solutions covering KYC, banking, and tax registration.
- Scale operations flexibly by starting with EOR services and transitioning to local entities when justified by headcount.
Ready to revolutionize your global accounting team hiring?
Book a demo with Multiplier to onboard qualified accountants in days, not months.
FAQs
Which country gives the best value for remote accountants?
Vietnam and India provide exceptional value with competitive costs and growing capabilities.
How do time zones impact collaboration and reporting?
The Philippines aligns with US hours, while South Africa suits European business operations.
How fast can I hire a remote accountant via an EOR?
Multiplier enables accountants to be onboarded within days through streamlined EOR processes globally.
What compliance obligations matter most for remote accountants?
Data privacy, timely tax filings, and robust confidentiality agreements are essential.
