Employer of Record in Estonia

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Rivermate's Employer of Record (EOR) solution helps companies hire remote employees in Estonia . We take care of global payroll, taxes, benefits, compliance and HR activities. So you can focus on growing your business. Our Employer of Record (EOR) solution is beneficial to companies that want to hire remote employees in a breeze. On this page you will find employment information for Estonia.

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1. Grow your team in Estonia with Rivermate as your Employer of Record (EOR) / PEO

Payroll, benefits, taxes, and compliance can be difficult to manage in Estonia , particularly if you don't have established local relationships. You can hire employees in Estonia effectively, conveniently, and in full compliance with all relevant labor laws using Rivermate's global Employer of Record (EOR) solution. We handle the responsibilities and legal risks associated with foreign employment so you can concentrate on growing your company.

2. Summary

Estonia is a nation in Northern Europe, formally known as the Republic of Estonia (Estonian: Eesti Vabariik). It is bounded to the north by Finland's Gulf of Finland, to the west by Sweden's Baltic Sea, to the south by Latvia, and to the east by Lake Peipus and Russia. Estonia's territory includes the mainland, the bigger islands of Saaremaa and Hiiumaa, and over 2,200 smaller islands and islets off the Baltic Sea's eastern coast, totaling 45,339 square kilometers (17,505 sq mi). Tallinn, the capital city, and Tartu are the two major cities in Estonia. The Estonian language is the country's autochthonous and official language; it is the first language of the majority of the country's inhabitants and the world's second most spoken Finnic language.

Humans have been present in what is now modern Estonia since at least 9,000 BC. Following the Papal-sanctioned Livonian Crusade in the 13th century, the medieval indigenous people of Estonia were one of Europe's last "pagan" civilizations to accept Christianity. In the mid-nineteenth century, after centuries of repeated administration by the Teutonic Order, Denmark, Sweden, and the Russian Empire, a unique Estonian national identity started to form. This culminated in the Estonian Declaration of Independence from the then-warring Russian and German Empires on February 24, 1918, and, following the end of World War I, in the 1918–1920 War of Independence, in which Estonians successfully repelled the Bolshevik Russian invasion and defended their newborn freedom. Estonia maintained neutrality at the outset of World War II, but the nation was frequently challenged, invaded, and occupied, first by the Stalinist Soviet Union in 1940, then by Nazi Germany in 1941, and then reoccupied and absorbed into the USSR as an administrative component in 1944. (Estonian SSR). After losing its de facto independence to the Soviet Union, diplomatic representations and the government-in-exile ensured Estonia's de jure state continuation. Following the bloodless "Singing Revolution" of 1988–1990 in Estonia, the country's de facto independence was restored on August 20, 1991.

Estonia is a developed nation with a high-income advanced economy and a high Human Development Index score. Estonia is a democratic unitary parliamentary republic that is administratively organized into 15 maakonds (counties). It is one of the least populated members of the European Union, the Eurozone, the OECD, the Schengen Area, and NATO, with a population of little more than 1.3 million. Estonia has frequently rated well in worldwide rankings for quality of life, education, journalistic freedom, digitalization of government services, and the presence of technology firms.

Hiring talented employees in a short span is not an easy task. Partnering with an Employer of Record (EOR) like Rivermate in Estonia is your best option, giving your organization enough time to focus on other aspects of international expansions like project management and inventory management. The EOR takes care of all the compliance and legal issues while helping you speed up hiring using their knowledge of domestic employment practices and virtual onboarding tools. Top EORs also have provisions for the e-signing of documents to enable faster onboarding.

3. Public holidays

4. Types of leave

There is no information about the types of leave for this country.

Paid time off

Any year, employees are entitled to 28 days of paid vacation.

Public holidays

Estonia recognizes 12 public holidays.

Sick days

Employees are entitled to up to 182 compensated sick days each year, and are paid at 70% of the employee's gross pay for the previous year.

Sick leave is compensated by the company beginning on the fourth day of absence. Sick leave is covered for health insurers starting on the ninth day.

Maternity leave

In Estonia, maternity leave lasts 20 weeks (140 days), and a mother will start taking it 70 days before the child's due date. The maternity allowance, which is provided at a 100% basis, is covered by health insurance.

Childbirth allowance- When a child is born, a 320 EUR allowance is provided. If you have triplets, you will be charged 1,000 EUR per child

Paternity leave

Fathers are limited to ten working days, which must be taken within two months of the child's intended due date. The father is entitled to two months of paternity leave after the birth of his child. The employee's pay is determined by his or her hourly salary. The father is entitled to 100% of their daily earnings, but the amount is limited to three times the minimum wage.

Parental leave

Paid maternity leave is available in Estonia before the infant hits the age of three. A mother or father will take 435 days of leave, either consecutive or nonconsecutive. This leave can only be taken by one parent at a time.

Other leave

Adopter's leave: An individual who adopts a child under the age of ten is entitled to compensated leave depending on the annual pay of the employee.

Child care leave: a mother or parent may take paid leave (pay is equal to the minimum wage) for their child, which varies depending on the child's age:

For two children aged under 14 years, the parent employees have three days of leave.

For three children under the age of 14, the parent employees have six days of leave.

The mother or guardian of an autistic child is entitled to one extra day off every month before the child hits the age of eighteen. The minimum salary is also used to pay for this time off.

5. Employment termination

There is no information about employment information for this country.

Termination process

The procedure for terminating an employee varies according to the type of termination:

Employers have the right to quickly terminate an employment agreement in the event of gross misconduct. When an employee resigns, he or she may end an employment arrangement with writing notice, whether the contract is indefinite or definite. In this instance, the employee would be required to give 14 to 30 days' notice. When an employer initiates the termination of an employment agreement, the notice period is defined by the employment's tenure.

Notice period

The length of the notice period is determined by the length of the employment. The notice period is 15 days if you have been employed for less than a year. There will be a 30-day notice period for employees who have worked for 1 to 5 years. There will be a 60-day notice period for employees who have worked for 5-10 years. There will be a 90-day notice period for employees who have worked for more than ten years. Payment in lieu of notice is also an option.

Probation period

The probation period cannot be more than 4 months. For fixed-term contracts, the probation period cannot be more than half of the term of the contract. If an employer decides to terminate an employment contract during the probation period, the employer must give the employee 15 days’ written notice.

Severance pay

When an employee is laid off as a result of redundancy, he or she is entitled to the average of the previous six months' wages. Employees terminated from fixed-term contracts due to redundancy are entitled to the earnings earned between the date of termination and the contract's expiration date. Employees with a five- to ten-year tenure with the organization are entitled for an additional month's compensation. Employees with a tenure of ten years or more are eligible to an additional two months' pay.

6. Working hours

There is no information about the working hours for this country.

General working schedule

The typical workweek is 40 hours spread over five days of eight-hour shifts. Employees are permitted to take 11 hours of rest every 24 hours or 48 hours every seven days. Saturday and Sunday are typically rest days. Younger workers are subject to special rules.


In general, the employee and employer must agree on overtime. Overtime hours are limited to a total of eight hours per week.

However, the employee and employer may agree that overtime can average 12 hours every seven calendar days over a four-month time. The employee may terminate this agreement at any time with two weeks' notice.

7. Minimum wage

There is no information about the minimum wage for this country.

As of 2020, Estonian compensation laws require a minimum monthly wage of 584 EUR. However, many employees in the country earn at least 1,200 EUR per month. You must pay your employees at least once a month and withhold all payroll taxes at the source as an employer. Remember that a collective bargaining agreement (CBA) could change these laws, so check to see if your industry has an applicable agreement.

8. Employee benefits

There is no information about the employee benefits for this country.

Health insurance is financed through a social tax, the rates of which are listed above.

Health insurance in Estonia is intended to cover the costs of health services provided to insured persons, to prevent and cure disease, to finance the purchase of medicinal products and medicinal technical aids, and to provide benefits for temporary incapacity for work and other benefits.

Benefits such as company cars, laptops, mobile phones, and stock options are frequently negotiated.

9. Taxes

There is no information about the taxes for this country.

Corporate tax

The present system of corporate earnings taxes in Estonia is a one-of-a-kind system that moves the moment of corporation taxation from the time profits are earned to the moment profits are distributed. In other words, generating profits does not result in income tax obligation; income tax responsibility occurs only when generated profit is paid to shareholders. Profit given to shareholders is tax free if it is derived from dividends received from a subsidiary business or a permanent presence the corporation has in another nation. Gifts, contributions, representation costs, and other payments or expenses unrelated to the company are all examples of distributed earnings. Dividends are not subject to withholding tax in Estonia. Nonetheless, dispersed gains are taxed at a 20% rate.

Individual income tax

Individuals in Estonia are imposed an income tax rate of 20 percent plus a 33 percent social tax and a 7 percent tax on regular dividends.

VAT, GST and sales tax

The normal VAT tax rate in Estonia has been 20%, with a reduced rate of 9%. A limited number of products and services are exempt from taxation.

10. VISA and work permits

There is no information about VISA and work permits for this country.

Unless they are visa free due to their nationality or a treaty, business travellers to Estonia normally utilize a Schengen C Visa. The Schengen Area restricts visitors to 90 days in a 180-day period. The visa may be sought at an Estonian consular post or a Schengen member state consular post that represents Estonia.

The major work authorization type is the Residence Permit for Employment, which is appropriate for foreign employees with talents that are not accessible locally. Estonia also has a Short-Term Employment Program for up to 12 months of work activities and a Digital Nomad Visa for up to 12 months of remote employment.

11. Employer Of Record service terms

There is no information about the Employer of Record (EoR) service terms for this country.

Employment contracts

The following terms are mandatory:

the identities of the parties (name, personal identification code or registration number, residence or seat);

the date of entry into the employment contract and commencement of work by the employee;

a description of duties;

the official title if this brings about legal consequences;

the agreed pay payable for the work (wages), including other benefits, if agreed upon;

wages payable based on the economic performance and transactions;

the manner of calculation;

the procedure for payment and the time of falling due of wages (pay day);

taxes and payments payable and withheld by the employer;

the time when the employee performs the agreed duties (working time);

the place of performance of work;

the duration of holidays;

a reference to, or the terms of, advance notification of cancellation of the employment contract;

the rules of work organization approved by the employer;

a reference to a collective agreement, if a collective agreement is applicable to the employee.

With Rivermate being your Employer of Record (EoR) in Estonia, you do not have to worry about the employment contracts, as we take care of that.

Minimum assignment length

There is no set length for assignments. This is usually indicated in the employment contract for fixed-term employments.

Payment currency

Euro (EUR)

13.Opening a subsidiary in Estonia

There is no information about the working hours for this country.

How to set up a subsidiary

Before you start setting up your Estonia subsidiary, you need think about a few things. First, consider where your company's subsidiary should be located in Estonia. Different cities or areas may have different subsidiary laws that affect fees, availability, and other factors. If you are unsure about which locations are suitable for incorporation, we suggest consulting with a specialist.

Next, consider what sort of corporation best suits your business objectives. The Business Code of Estonia provides for a variety of subsidiaries, including a private limited company, a public limited company, a general partnership, a limited partnership, or a commercial association. A private limited company, commonly known as a limited liability corporation (LLC), will allow you the greatest independence in the nation while also protecting your subsidiary and parent firm.

The following stages are involved in establishing your Estonia subsidiary as a private limited company:

(1) Filing the parent company’s Articles of Association and Certificate of Registration

(2) Drafting the subsidiary’s Articles of Association

(3) Submitting proof of the subsidiary’s registered address

(4) Submitting proof of deposited share capital

(5) Drafting details of the manager you appoint

(6) Filing any other documents requested by the Trade Register

(7) Registering in the Register of Economic Agency depending on your industry

(8) Registering in the Commercial Register

(9) Opening an in-country bank account

(10) Registering for VAT and Central Sick Fund of Estonia

Subsidiary laws

As a private limited company, you may do business in Estonia in the same way as a resident corporation would. After completing the Estonia subsidiary creation procedure, you must adhere to all applicable legislation for your organization. For example, your LLC must pay corporation tax at a rate of 20% on its global profits. You must also adhere to the same accounting and reporting rules as domestic corporations, although you may be entitled for various tax breaks and exemptions.

Subsidiary rules in Estonia also require you to have a business name that is distinct from the parent firm. Because particular rules vary depending on where you are, LLCs must have a registered address in an Estonian subsidiary. Your parent firm is in charge of deciding which commercial operations your subsidiary will carry out in Estonia.

13. Why choose Rivermate as your Employer of Record / PEO in Estonia

Establishing an entity in Estonia to hire a team takes time, money, and effort. The labor law in Estonia has strong worker employment protection, requiring great attention to details and a thorough awareness of local best practices. Rivermate makes expanding into Estonia simple and effortless. We can assist you with hiring your preferred talent, managing HR and payroll, and ensuring compliance with local legislation without the hassle of establishing a foreign branch office or subsidiary. Our PEO and Global Employer of Record (EOR) solutions in Estonia give you peace of mind so you can focus on running your business. Please contact us if you'd like to learn more about how Rivermate can help you hire employees in Estonia via our Employer of Record (EOR) / PEO solution.

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