10+ Best Global Payroll Services & Software Compared (2024)
These are the best global payroll services providers and software vendors, hand-picked by our HR and payroll tech experts. Get pricing, feature breakdowns & comparisons, and detailed platform reviews below.


.png)
.png)










Top Global Payroll Services
Global payroll services help businesses compensate employees while staying compliant, regardless of the country in which each worker is based. As companies expand operations to other jurisdictions and remote work becomes increasingly commonplace, this multi-country payroll challenge is best approached through the right software.
A global payroll system lets companies pay and manage employee benefits, even if the software vendor also acts as an employer of record for full-time employees. Ideally, everything from payslips to tax information to health insurance is managed through this platform as if everyone were in the same office.
So, if you’re looking for a way to pay your international and remote workers while having a single source of truth for all that data, you’ve come to the right place. The international payroll services featured below (handpicked by our in-house HR tech and payroll experts) are the best for employing people in different countries, guiding you through the process, and even providing additional HR services and features.
To find the best global payroll software, we demoed dozens of products and talked to our community of HR and payroll experts. We needed to understand what features worked best for international and distributed teams, so we focused on products that would help many kinds of organizations while also providing detail on those that are great fits for specific applications.
The international payroll solutions below all score highly on usability, pricing, flexibility, and, of course, each company’s track record. In all cases, we thought of products with which it would be easy to make a switch, whether upgrading plans with the same vendor or migrating employee data elsewhere.
- Usability: Running payroll in a multitude of countries may not be the most fun thing on earth, but we favored tools that make it a smooth and relaxed experience thanks to their intuitive workflows and aesthetically pleasing dashboards.
- Pricing: This list covers all kinds of budgets, from free tools to get started with paying contractors overseas to enterprise plans on which you could migrate your entire international payroll to one tool.
- Flexibility: Among the dozens of products we tried, we favored those that offer a good variety of payroll options (like contractors and full-time or part-time) on an EOR or PEO scheme, with the ease to move from one to another.
- Track record: Some of these companies are unicorns in their field, others do great in the SMB segment, and you can see why if you talk to their users. For each, we made sure there were solid and steady growth markers for years to come.
If you’d like to read more about our methodology, like the stats we look at and how we go about talking to vendors and users, here’s an article on how we evaluate HR tech vendors.
Related HR Software Categories

Need Help? Talk to an HR Software Advisor!
Tell us more about your company & an HR Software Advisor will help you find the right software

Multiplier

Multiplier’s global payroll solution helps you process payroll in over 120 currencies. You can also use the platform to administer benefit plans, give bonuses and grant equity to employees, among many other things.
PROS
- Multiplier offers a comprehensive platform that combines compliance, payroll, onboarding, and timesheets, providing a streamlined solution for managing these aspects.
- The platform supports multi-currency payments in over 150 countries, facilitating global business operations.
- Instantly generated multi-lingual contracts enhance efficiency and convenience for users.
- Multi-currency payments in local currencies
- Multi-lingual contracts made instantly
- Compliance, payroll, onboarding, and timesheets, all in one platform
CONS
- Integration options are currently limited, with Multiplier only integrating with BambooHR, Workday, Personio, and HiBob for HCM-type tools. However, they are actively working on expanding their integrations.
- Customers have expressed a desire for more customization options, particularly in relation to contract clauses and leave types, to better align with their specific needs.
- Some users have reported experiencing slow response times from the customer support team.
- Limited integrations. As of Summer 2024, Multiplier only integrates with BambooHR, Personio, Workday, and HiBob for HCM-type tools, although they are working on adding more.

Multiplier’s self-service global payroll solution is worth checking out if you’re looking to pay employees and contractors in local currencies and in compliance with local laws in over 150 countries.
Through the platform, employees and contractors can submit invoices for completed work for you to review and approve within the agreed-upon frequency. Employees are also able to access their payslips and contracts and track expense requests, bonuses, and other benefits from their accounts, which is quite handy.
From the employer side (admin account), you’re able to track the attendance of your global workforce, approve leave requests, and review timesheets for more context into what invoices/billable time are for.
Besides global payments, you can do quite a bit through Multiplier’s EoR platform, including hiring and onboarding employees, as well as giving them local health insurance and optional benefits such as bonuses and stock options.
Amazon, Fusion, Graphisoft, ServiceNow, Linklaters, and Korn Ferry are a few of the companies that use Multiplier’s global employment solution.
Multiplier’s pricing depends on who you’re hiring and paying; employees or freelancers. You get to cancel anytime, and no credit card is required for initial sign-up.
Be aware that apart from the mentioned plans, the employee insurance package is priced seperately. The basic coverage plan starts at $20 per employee per month, and the pricing may vary depending on the level of additional coverage required. Furthermore, pricing may also differ based on the geographical location.
Moreover, Global Payroll is offered as a standalone product suitable for businesses regardless of whether they have local entities or not. The pricing for Global Payroll also begins at $20 per employee per month
Best For
Multiplier is a great bet for organizations expanding their global workforce across the Asia-Pacific landscape, even though their reach extends beyond this domain. The platform's attributes cater to startups, mid-sized enterprises, and large corporations. An illustration of this versatility lies in their adeptness at managing a diverse array of contracts. Whether it involves nurturing an on-demand workforce, administering fixed-term arrangements, or orchestrating full-time engagements, Multiplier can adeptly navigate these intricacies.
I'm in the platform daily, and it's become second nature. Most mornings start with checking new applications. Multiplier also makes it super easy to post jobs and track candidates.
The real lifesaver is how it handles all the paperwork for new hires. Come payroll time (which used to be my least favorite week), everything just works. The reporting features have also been clutch for our quarterly planning sessions, giving us clear insights into our global workforce.

First off, Multiplier takes the guesswork out of international compliance - no more frantic Googling about employment laws! The dashboard is a game-changer; I can finally see everything about our global team in one place without jumping between twenty spreadsheets. What really seals the deal is the payroll system - hitting one button and knowing everyone's getting paid correctly, no matter where they are.
The decision to get Multiplier came from a real headache we were facing with international hiring. We were drowning in paperwork trying to manage people across different countries, and the breaking point came when we realized we'd need to set up legal entities in each one.
After hearing good things about Multiplier from a colleague, we took the plunge. Six months in, I can't imagine handling our global team without it - no more late nights figuring out compliance issues for different countries.
I've got to be honest, the price tag made me wince at first, especially since we're scaling up. The interface can be a bit of a maze sometimes; just yesterday I spent ages trying to find a specific report.
Support response times can be frustrating too - while the team is helpful when they get back to you, sometimes you're left hanging. We've also run into snags with some of the more obscure markets we're trying to hire in.
Here's the thing about Multiplier - they've really nailed the balance between contractors and full-time employees, which most other platforms struggle with. The big difference is they actually understand local nuances instead of just checking boxes.
Their pricing is refreshingly straightforward too - no surprise fees lurking in the fine print (learned that lesson the hard way before). The local support in each market has helped us navigate tricky situations that other providers probably wouldn't have caught.
Take it from someone who's been through this - look beyond the flashy sales pitch. Dig deep into their compliance coverage in your target markets and think about your growth plans.
Make sure you understand ALL the costs involved - not just the base subscription, but currency conversion fees and support costs. Don't forget to check how it'll play with your existing systems - we learned that one the hard way.
Multiplier keeps getting better. When we first started, the reporting was pretty basic, but they've really stepped up their game. Last month they added some smart automation tools that have saved us hours.
They seem to actually listen to feedback too - they recently overhauled the compliance monitoring system after users kept asking for better alerts.
If you're running a growing company with international plans, you'll love Multiplier. It's perfect for those "I can't believe how much time I used to spend on this" moments in managing global teams.
The sweet spot seems to be mid-sized companies that are serious about international expansion but don't want to build out massive legal and HR teams in every country.
Let's be real - if you're just operating in one country, Multiplier would be overkill. Small startups might find it overwhelming (and expensive) if they're just dipping their toes into international hiring.
If you need super specialized payroll solutions in specific markets, the standardized approach might not work. And if you're on a tight budget, there are probably simpler solutions out there that might be a better fit.
.png)
Deel
.png)
Deel can manage payroll compliance in 150+ countries and has a notably easy-to-use interface, using one platform for all countries.
PROS
- 24/7 customer support with a rapid response time of 1.25 minutes and quick onboarding within 2-3 days.
- Deel HR is free for all company sizes.
- Integration with 100+ HR platforms natively; APIs are also available.
- User friendly with self service features and identity verification usually within 24 hours.
- Automated invoicing for payments in English.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Deel HR is free for companies of all sizes.
- Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
- User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
- Automated invoices simplify payments, provided they're in English.
CONS
- Key features like onboarding automation are add-ons, which may increase costs.
- Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
- Invoices cannot be generated in languages other than English.
With Deel, companies can hire employees in a multitude of countries without it getting messy. From the same dashboard, you can manage international payroll, benefits, taxes, and compliance in over 150 countries.

Deel was one of the first companies to offer global payroll as their primary service. Their composite of contractor and freelancer management + EOR and PEO capabilities, as well as their sleek design, made them stand out early in the category's history.
Nowadays, they’re also notable for having expanded their tool quite a bit, adding Core HR capabilities to their platform. Other newer Deel features include immigration support, background checks, and their Shield module, devised to protect you against compliance issues.
Deel has been used by over 35,000 companies worldwide. Some of them are Brex, Google, and HomeLight.
Deel offers global payroll solutions with Deel EOR at $499/month, Deel Payroll at $29 per employee/month, and Deel US Payroll at $19 per employee/month.
Best For
Companies, big or small, who wish to stay compliant when hiring people in multiple countries can make good use of Deel. The vendor is also great for those who wish for an EOR / contractor management balance.
I utilized Deel due to its international capabilities for hiring remote workers without needing a physical presence. It assisted in managing expenses, payroll, benefits, PTO, and ensuring compliance with labor laws in different countries such as India, China, and England. Replit also engaged contractors through the platform and hired in that way. This helped organize us while Replit was on a few different HR platforms such as Justworks, Culture Amp, and Rippling. I enjoyed using Deel as it was straightforward, and the key workflows made sense to me. It was easy to understand, and if I had any questions, I could chat with the representative right away.
- I appreciated Deel for its user-friendly interface and straightforward usability.
- It was easy to navigate and intuitive, which made managing tasks efficient.
- The sales representative I interacted with was highly competent and responsive, which enhanced the overall experience of using the platform.
Replit bought Deel because of its global capacities, and I have used it for six months. It helped with the global side of payroll and compliance. It assisted in managing expenses when people onboarded, traveled, and took paid time off or leaves of absence. Other considerations included hiring contractors on their platform, which made it easier to hire people from different countries. This greatly diversified the workforce.
- I found Deel somewhat costly, and accessing the backend could be challenging if you weren't familiar with its setup.
- It takes time to get familiar with different systems.
- Keeping up with international laws was occasionally problematic and required multiple communications to align everyone. I appreciate that Deel is actively expanding its platform to address these issues.
Deel stands out due to its strong innovation and proactive market presence. Compared to Rippling, they were more responsive, which led me to believe that we should have onboarded everyone onto their platform. Deel's proactive approach to innovation kept them ahead in the market, offering solutions that were more responsive and tailored to our needs compared to Rippling. Their platform's capabilities and customer service exceeded expectations, making the transition smooth and efficient. Deel proved to be a valuable partner in streamlining operations and enhancing our business processes.
When considering Deel as an HR person, think about the specific needs of your organization, such as managing remote workers across different countries and ensuring compliance with international labor laws. Evaluate Deel's platform for its user-friendliness, scalability, and ability to handle payroll and contractor management efficiently. Consider the responsiveness and support provided by their customer service team, especially in resolving issues related to backend access and legal compliance. Assess Deel's pricing structure to ensure it aligns with your budget and provides value for the services offered.
Deel has continually adapted to meet users' evolving needs by enhancing its platform's functionality and user interface, making it more intuitive and user-friendly. They have expanded their global capabilities, allowing businesses to manage remote teams across diverse jurisdictions seamlessly. Deel's responsiveness to customer feedback has led to improvements in customer support and backend accessibility, ensuring smoother operations for HR professionals managing payroll and compliance tasks internationally. These advancements highlight Deel's commitment to evolving alongside the needs of modern businesses, facilitating efficient and compliant workforce management worldwide.
Deel is well-suited for small and medium-sized companies, offering capabilities that cater to their needs effectively. One standout feature is the ability to update people's compensation promptly, which proves beneficial for companies planning growth and scalability. This feature ensures that organizations can adapt quickly to changing circumstances and reward their workforce dynamically, fostering a supportive environment for ongoing expansion.
Deel may not be ideal for very large companies that require highly complex and customized HR solutions. Its streamlined approach and user-friendly interface are more suited to smaller and medium-sized businesses. Larger enterprises with extensive and intricate HR needs might find Deel's capabilities less flexible or scalable compared to enterprise-level solutions that offer more robust customization and integration options.

Lano

Lano is a B2B and B2C platform. Businesses can use it to process global payroll, hire remote talent, and manage contractors, while employees and freelancers can benefit from its payslip service, invoicing app, multi-currency wallet, and more.
PROS
- Collaborates with local payroll experts for compliance and reliability.
- Offers flexibility by integrating with existing payroll and HR systems but can also be used as a stand-alone.
- The platform provides real-time insights and reporting to enhance data-driven decision-making.
- Users have also praised the personalized customer support with a single point of contact for issue resolution.
- Collaborates with local payroll experts for compliance and reliability.
- Offers flexibility by integrating with existing payroll and HR systems but can also be used as a stand-alone.
- The platform provides real-time insights and reporting to enhance data-driven decision-making.
- Users have also praised the personalized customer support with a single point of contact for issue resolution.
CONS
- Lano is not ideal for small businesses with less than 50 employees and three locations; and more straightforward payroll needs, as opposed to a focus on automation.
- No mobile app, limiting accessibility for on-the-go users.
- Lano is not ideal for small businesses with less than 50 employees and three locations; and more straightforward payroll needs, as opposed to a focus on automation.
- No mobile app, limiting accessibility for on-the-go users.

Lano is a cloud-based platform offering comprehensive global payroll and workforce management solutions. Designed for medium-to-large international companies, Lano simplifies hiring, onboarding, and payroll processing across 150+ countries and 50+ currencies. By working with a vetted network of local payroll experts, Lano ensures precise, compliant payroll tailored to each region.
The platform’s Global Payroll Consolidation Tool centralizes data, reduces errors with automated audits, and enhances visibility through real-time reporting. Businesses can make data-driven decisions while streamlining payroll operations. Recent updates include a redesigned user interface and advanced automation features to improve efficiency for payroll and HR teams. Additionally, Lano integrates seamlessly with HRIS and ERP systems like Workday, SAP SuccessFactors, and Personio, further supporting flexible payroll management.
However, Lano’s extensive capabilities may be excessive for small businesses with straightforward payroll needs. Additionally, the absence of a mobile app limits accessibility for users requiring on-the-go solutions.
Lano serves a variety of industries and notable clients, including Preply, Phrase, PrestaShop, and Ironhack.
Lano offers flexible pricing tailored to specific needs:
- Contractor Management: €20/contractor/month
- Employer of Record: €600/employee/month
- Multi-Country Payroll: €30/employee/month (minimum 5 employees)
- Payroll Consolidation: €3/employee/month (minimum 100 employees)
A free trial for the Payroll Consolidation feature is available.
That being said, SSR Readers can get an exclusive discount.
Best For
Medium to large international companies based in EMEA with complex payroll and workforce management needs.

Remote

Remote global payroll software enables employers to hire and pay contractors and employees in locations around the world. They also offer IP protection, data security, 24/7 localized customer service, and ample platform customization.
PROS
- Flat fee structure. No deposit is required (conditions apply), and there is no extra charge for benefits administration.
- Mobile apps are user-friendly and frequently updated.
- 24/7 local support via email and live chat.
- Equity-based compensation available.
- Helpful HR tools and global employment guidelines are free to access via Remote’s website.
- Fast and compliant payroll in 170+ countries.
- Live chat support with local payroll experts.
- Flexible, localized benefit packages.
- Flat-rate pricing structure, no deposits or hidden fees.
- Mobile app streamlines expense reimbursement with autofill from receipt photos.
CONS
- It may be out of reach for small teams with limited budgets.
- Only supports direct deposit and wire transfers, and no off-cycle pay runs.
- No phone support is available.
- Remote has limited pre-built integrations, but you can access its custom API for free.
- Doesn’t have a free trial.
- Redundant for organizations solely recruiting within the U.S.
- Help center documentation isn’t easiest to understand.

Remote is one of our top picks for global payroll solutions.
Remote offers localized payroll services, handling benefits administration, payroll processing, and contractor payments. Remote owns legal entities in more than 60 countries, so it’s one of the most effective solutions for growing teams who employ and pay international employees and independent contractors.
As an Employer of Record (EOR), Remote handles employment's administrative and legal aspects, like payroll processing, benefits administration, tax, and legal compliance. For those who have handled tasks like these close to home, it’s not difficult to imagine how profoundly complicated and error-prone global payroll is. With the help of Remote, companies can focus on doing their actual work, whatever that may be, rather than learning the intricacies of payroll across the planet.
Loom, GitLab, DoorDash, HelloFresh, Workato, Semrush, Teamway
- Global Payroll: $50/employee/month
- Employer of Record: Starts at $599/employee/month (when paid annually)
- Contractor Management: $29/contractor/month
- Contractor Management Plus: $99/contractor/month (Everything in Remote Contractor Management with added indemnity coverage)
- Remote Talent: Starts at $119/month
- HRIS: Free
- Startup and nonprofit discount: Eligible startups and nonprofits can get 15% off EOR and Contractor Management services for 12 months.
Best For
Great pick for either remote-first businesses or those with distributed workforces.
We started using Remote for our international employment. The HQ is in Belgium, and we were expanding into France, Spain, and other countries yet to be decided. The tool offers a basic understanding of the social laws and costs associated with employment in these countries. Once candidates were onboarded, Remote supported the full process, including onboarding, holiday, and payroll management.
- Remote provides the basic information needed to investigate employment in a new country.
- The documents are freely available and in clear language.
- All foreign employees and contractors are managed in one tool.
- Remote is ideal for initial foreign expansion.
My previous company (at the time of writing, I have left the company) intended to grow within Europe. The goal was to have a small team of employees in multiple European countries. As each country has its own unique social laws, and we did not have an entity in every country, we needed a partner to support us with this growth. Remote provided this solution. They act as an intermediary partner, take employees onto their payroll, and support you with specialized HR topics unique to each country.
- Remote's pricing is high—it is good if you only employ a few people per country, but once the team expands, it is better to have your own entity.
- There is limited customization, as most processes must follow the structure provided by Remote.
- In some countries, Remote works with subsidiaries, which can slow down the onboarding process.
We chose Remote because of its clear pricing and the intuitiveness of the tool.
People need to keep the following in mind:
- In which countries do we want to employ people?
- How many people do we want to employ per country?
- Are we going to open a legal entity or not?
I’m not sure as I haven’t used Remote for long.
Remote is good for organizations looking to expand into multiple countries with small teams, without the hassle of legal administration.
Remote is a bad fit for companies with large employment in a single country. Once you have a team of 5 to 10 employees in one country, it no longer makes sense to have Remote as an intermediary.

PapayaGlobal

Papaya Global made our list of best global payroll software providers for enabling distributed teams to legally auto-pay contractors and employees in 160+ countries while making sure their data is protected by leading security and compliance software.
PROS
- Papaya’s full-service payroll guaranteed payouts in 72 hours in over 160 countries.
- It has a straightforward pricing system with a 60-day money-back guarantee if you are unsatisfied with the platform’s performance.
- Offers a dedicated customer success manager or global payroll expert in your time zone who assists you in the local timezone and language. You also get access to their in-house specialists on global employment in 160 countries without extra fees.
- The latest starter monthly fee for the full-service payroll plan has dropped to $12 per employee (the previous one was $20).
- Provides four individual solutions (data and insights, supplemental benefits & immigration support, payment services, and employee data management) at an affordable starter price.
- Papaya Global packs the EOR services you need to do global payroll and employment compliantly in over 160 countries.
- Automated payments in over 100 currencies, 80 of them directly to the worker's bank account through its global banking partners.
- Dedicated customer support providing locations-specific knowledge regarding employment and payroll.
- End-to-end payroll guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, making the platform more affordable and scalable.
CONS
- Lacks local entities in the countries where it sells services. We found no information regarding its tax penalty guarantee either.
- Doesn’t offer a free trial or free plan.
- There are a few additional fees, including a set-up fee per location, an onboarding fee, a cycle fee per employee, and a year-end fee for tax filing. There’s also a required deposit (refundable).
- There aren’t many existing integrations, but you can use the platform’s pre-built APIs, SFTP, and custom API integrations for free.
- No free trial or free plan.
- Doesn’t own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.

Papaya Global is loved by several users we have talked to and also by our editorial team. It is one of a few vendors that provide a straightforward pricing point (no one likes hidden fee surprises!), a solid set of HR tools, robust BI analytics reporting, and in-country customer support.
We appreciate how the platform has kept both employers and staff in mind when developing its HR tools. As an employer, Papaya Global gives you access to payroll, payments, and workforce analytics in one unified platform. The global payroll software provides automated payments in local currency, country-tailored benefit packages, pay slips in the languages of employees across over 160 countries, and AI-based engines to audit invoices for payment accuracy. Papaya Global backs you with in-house benefits experts who advise you on the soundest plans for specific locations without costing you extra. As an employee, there is a self-service portal you can easily access and navigate through. You can find onboarding documents there, request time off, check your docs, and review payslips. The newly launched mobile app (February 2023) will soon allow you to do these things, plus access payment calendars, bank details, and company announcements on the go.
Papaya Global’s global equity management is another thing that sets it apart from other payroll software. With this tool, you can offer equity to employees as part of their compensation, regardless of their location. As we mentioned earlier, the platform does a great job of providing advanced analytics reporting. By "advanced," we mean that you can access dynamic and visual insights into not just payroll, but also HR, billing, and admin data.
However, there are a few things you should keep in mind when considering Papaya Global as your global payroll software. First and foremost, Papaya Global does not own any local entity where it provides services. The platform relies entirely on its third-party local partners. While its pricing is transparent, there are additional costs besides the plan’s price, including a set-up fee per location, onboarding fee, cycle fee per employee, year-end fee for tax filing, and refundable deposit. It is worth getting in touch with Papaya Global’s team to get a full quote for your specific requirements to evaluate the platform further.
Microsoft, Intel, Toyota, Wix, Fiverr, Johnson & Johnson, Deezer
Papaya Global has just added four standalone services to its offerings besides the three plans:
- Full-Service Payroll service: It starts from $20 per employee per month, depending on your operation. It includes its advanced payroll platform, embedded payments, global partner network, and employee portal.
- Payroll Platform License service: Starting from $20 per employee per location, it is for businesses that need to upgrade their payroll and payments tech without replacing the current payroll partners.
- Data and Insights Platform License service: Starting from $150 per employee per month, it includes tools for real-time analytics on payroll costs and headcount.
- Payments-as-a-Service service: Starting from $3 per employee per month, it provides an embedded platform designed for workforce payment.
- Global EOR plan: This plan is between $770 and $1000 per employee per month and lets you manage all your EOR locations on one platform.
- Contractor Management & IC Compliance plan: Particular services are outsourced to a domestic or foreign contractor for periods of rapid growth and the need to reduce labor costs. This plan starts at $25 per employee per pay cycle.
- Payroll Intelligence Suite plan: This plan lets you consolidate all workforce and payroll data from all your operations into a single dashboard, priced at $250 for an annual plan or $320 quarterly per location.
Best For
Those that want to automate global payroll in countries where they have entities can benefit from Papaya Global. The platform is also a go-to payroll software for businesses whose international hires (employees, contractors) are based within Papaya Global’s country coverage.
I primarily used Papaya Global to ensure we were hiring the right people globally while complying with local labor laws. It was invaluable when onboarding new employees, making sure everyone felt welcome and informed, no matter their location. The tool’s reporting capabilities were also extremely useful, particularly when reviewing compensation to ensure fair and competitive pay.
Additionally, it helped manage day-to-day HR tasks like monitoring employee well-being and managing benefits. It was essential in keeping everything organized and transparent across the company, regardless of where employees were based. I used it frequently, as it was like a Swiss Army knife for all HR tasks, especially for managing global operations.

I liked the main dashboard because it was user-friendly, allowing me to access important information quickly. Papaya Global integrated well with the client's existing HR tools, making it easier for everyone and ensuring smooth data flow. The reporting was accurate, providing the exact details needed for decision-making. Lastly, the tool had great scalability, adapting to the client’s needs as they grew without any issues.
I used Papaya Global while working with a client as a freelancer in HR. They started using it because managing HR tasks across different countries was becoming overly complicated and time-consuming. They struggled to keep up with the various labor laws and maintain communication with their team spread around the globe. The tool was a lifesaver, providing a single platform to handle everything and keep everyone aligned.
Personally, I’ve been using it for about two years, and it has been incredibly helpful. It automates repetitive tasks that used to take up a lot of my time, all with the click of a button. It also integrates seamlessly with their other HR systems, allowing information to flow smoothly. It has saved both me and the client significant time and effort.
One major downside is that Papaya Global is quite expensive for what it offers. It doesn’t have enough advanced features to fully justify the cost. Additionally, it’s not very customizable, so it can be difficult to adapt it to specific business needs. While it automates some tasks, many actions still need to be done manually, which is disappointing considering the price. It also has a steep learning curve, so new users might struggle to get accustomed to it quickly, which can slow down adoption. Finally, customer support is not very responsive, which can disrupt workflows when issues arise.
Papaya Global stands out for its Employer of Record feature, which is especially helpful for managing legal compliance overseas. It effectively handles the regulatory challenges of working across different countries, providing peace of mind without the need for a large legal team. Although I haven’t used other tools, this one excels in handling international employment and compliance. The biggest advantage is the confidence it offers in ensuring compliance globally. Managing complex HR tasks across different countries is much easier with this tool, making it invaluable to our company.
When considering a tool like Papaya Global, it’s crucial to assess your company’s global footprint and ensure the tool can handle payroll, legal matters, and hiring across multiple countries. It’s also important to choose a tool that works in locations where you don’t have an office, as this helps you stay compliant with local laws.
Usability is another key factor; a user-friendly tool will help your HR team get up to speed quickly and keep operations running smoothly. Lastly, verify that the tool integrates well with your existing HR systems to allow for seamless data transfer.
By expanding to more countries, Papaya Global has stayed ahead of the competition. It now offers a broader range of services, helping companies manage global offices effectively. Over time, it has improved its legal compliance capabilities, which is critical when dealing with different countries' regulations. The tool has also become smarter with automation and reporting, streamlining processes and freeing up users to focus on more important decisions.
In addition, the platform has been enhanced to make navigation easier, even as it grows more powerful. This has made it a go-to choice for companies with employees spread across the globe.
Let's not forget about the look and feel of the thing. Papaya Global has put a lot of effort into making sure that using their platform is as easy as pie. It's all about making it simple to understand and navigate, even as it gets bigger and more powerful. This has turned it into a go-to choice for companies with employees scattered across the globe.
Papaya Global is ideal for large businesses that deal with complex salary management, especially when they operate in multiple countries. It’s perfect for companies with a diverse global workforce that need a robust system to comply with various labor laws and regulations.
Businesses that value seamless integration with existing HR systems and require advanced technology to handle complex tasks will find this tool especially beneficial. Even if a company doesn’t have offices in every country they hire from, this tool can manage payroll effortlessly.
Papaya Global might not be the best pick for companies with basic payroll needs because it could come with more bells and whistles than they actually need. If you're a small business with a tight wallet, the price might seem a bit steep, especially if you're not looking to manage payroll across different countries.
Plus, if your team isn't full of tech personnel or HR minded individuals, you might find it a bit tricky to use and might not get the most out of all its fancy features. For places like that, something simpler and easier on the budget might be the way to go.

ADP

ADP GlobalView is the solution for international payroll from one of the most reputable and long-standing companies in the space.
PROS
- Native, all-in-one technology suite for recruitment, payroll, and compliance.
- 17 RPO service centers in 14 countries and provide services in 42 different languages.
- Dedicated team of AIRS-certified recruiting professionals.
CONS
- Technology options outside ADP’s dedicated HR tools are limited.

If you intend to manage global payroll for thousands of employees, ADP’s GlobalView should be on your list of vendors to consider. The payroll giant has put together a solution that’s specific to big businesses, providing them with a single system to unify all global employee payroll data while letting you stay compliant.
For this product, ADP also operates with local experts. You can process payroll yourself, or outsource most of the back office payroll functions to ADP’s team. Finally, GlobalView works only in 40 countries, but it can be combined with ADP Celergo to extend their coverage to up to 140 nations.
Among others, ADP’s global payroll solution is used by the likes of PayPal.
Like with most ADP products, pricing details aren’t available online, since they’ll likely provide a custom quote once you request and have a demo.
Best For
Large enterprises that want a single place from where to manage an international workforce.
We use ADP to manage payroll. It is also used to provide affordable benefits. The HRBP helps to ensure we remain compliant and provides resources as needed. In addition, the helpline is always available. The MyLearning tool has also provided hundreds of training sessions.
The pros of using ADP are having an HRBP and a Payroll Advisor who works directly with you. The HRBP has been great at ensuring that we are following the proper guidelines for our HR-related issues. Having a payroll advisor gives us direct 1:1 support while doing payroll. It has also been great for updating our employee handbook, I love the way they make sure our policies are up to date as new policies develop.
We have been using ADP since 2017. As a small nonprofit organization, it was important to find a PEO. This helped with lowering the cost of benefits for our staff as well as managing our payroll. It has also provided us with endless HR resources.
When thinking about buying this tool, think about your company’s specific needs. Take into account the size of your company and what your expectations are. Be sure to have a budget that shows what your company will pay for benefits versus your employees. Think about what HR resources you are interested in (will you solely rely on ADP or will you also have in-house assistance)? Thinking about these things will help you when speaking with the representatives.
Over time we have been able to upgrade from Total Source to WorkForce Now. This has allowed us to have better reposting and made it easier on our accounts when submitting payroll. It has saved us a ton of time with spreadsheets. ADP is great at keeping you up to date on ungraded to their system. They have also evolved their MyLearning tool which provides a ton of training and now they have more live training and even in-person leadership training.
I feel like ADP can be useful for any size organization, it all depends on the needs. Whether it’s for part of the platform or the entire platform they have something to suit everyone’s needs.

Oyster

Among several global payrolls in the market, Oyster stands out for being flexible enough to manage payroll in over 120 currencies while integrating features for expense reimbursement, time-off request, and bonuses.
PROS
- Oyster’s global payroll supports salary payouts in over 120 currencies.
- You can sign up to explore the platform, help docs, and HR tools, only paying when you hire someone.
- Provides transparent flat rates for employees and contractors and a tool that can quickly calculate potential costs and risks of hiring in a new country.
- Whether your employees are in one country or 100, Oyster can accommodate them accordingly, and this is a feature few platforms can boast of.
- Helpful customer support and help center. Thorough guidance on global employment (available for only the highest-priced plan, though).
- Intuitive: The platform is easy to navigate and makes logical sense.
- competitively priced: The flat rate for employees and contractors makes cost comparisons simple, and is competitive in the market.
- Targeted for a remote workforce: Whether your employees are in one country or 100, Oyster can accommodate them accordingly, and this is a feature few platforms can boast.
CONS
- There may be some salary delays in transfers.
- Only supports bank transfers for payments.
- Monthly pricing varies by where the employees are based.
- Slight delays in processing times for payments in the local currency are somewhat common.
- Immediate communication via phone support is not an option, but they do offer live support via Zoom when necessary.
- An initial security deposit is necessary to begin the engagement and is refundable.
- The platform lacks native time-tracking functionality and provides only an in-app tool for managing time off.
- If you’re looking to co-employ your employees and partially outsource HR responsibilities, Oyster isn’t for you. They are more akin to employer of record services (EOR) than a Professional Employer Organizations (PEO).

Among several options in the space, Oyster is flexible enough to manage payroll in multiple currencies and locations globally and has integrated features for expense reimbursement for traveling employees. Running payroll on Oyster was easy. We could process both employee and contractor payroll in one platform and choose the preferred currency and payroll frequency (monthly/bimonthly), depending on country payroll regulations. We’re also happy with its simplicity in managing tax withholding and accounting. While Oyster did well in ensuring employees working under different currencies are paid correctly and compliantly, we wished to see more withdrawal options in the platform rather than just bank transfers.
Oyster is one of a few vendors that can accommodate teams hiring people in over 180 countries. The platform also provides a self-service portal where employees can request time off and reimbursements. We liked that each time one submitted a request, we instantly saw it in Oyster’s admin dashboard, highlighted under the Requiring Attention section. Related tools like the cost calculator, global recruitment guides, and invoice management were placed right in the dashboard, making it easier to access and get the needed help.
Some of Oyster's customers are Juno, Demodesk, Chili Piper, Quora, Wagestream, Impala, and Grover.
Oyster has three pricing plans:
- Contractor: It starts at $29 per contractor per month and includes hiring contractors in 180+ countries, drafting, editing, signing compliant contracts, processing invoices, and paying contractors in 120+ currencies.
- Employee: The plan starts at $499 per employee per month when billed annually and includes features for hiring full-timers in 120+ countries with compliance and liability coverage, automation, IP protection, global payroll, expenses, allowances, and bonuses in 120+ countries.
- Scale: The plan has custom pricing and includes a discounted rate, dedicated client service, and support to navigate global employment and bulk hiring.
- Local benefits plans are provided as add-ons for Employee and Scale plans.
- You can create an account, explore the platform, and access Oyster’s HR tools and resources for free. You’ll only pay once you’ve engaged a team member.
- Discounts are available for nonprofits and businesses hiring refugees.
Best For
Distributed teams whose current and future contractors, employees, or both are based in countries listed on Oyster’s 120+ country coverage. Nonprofits and businesses looking to hire refugees in countries where Oyster has local entities would also benefit from the platform’s special discounts.
Since I worked between both teams, I spent 50% of my time using features aligned with TA's needs and the other 50% using features aligned with HR's needs. I worked full-time and used the platform daily, Monday through Friday. I assisted recruiters and talent acquisition partners in sourcing candidates to fill vacant roles across the company.
When I worked with the HR team, we used Oyster to hire employees, onboard contractors, transfer personnel between teams, and, if applicable, convert them to different job profiles. By conversion, I mean changing someone to a W2 employee after they had been hired as a 1099 contractor.
Personally, Oyster is one of the better platforms. I appreciate how it emphasizes the importance of compliance. Since we were a global company, Oyster's functions allowed us to stay compliant with city laws, state laws, and federal regulations. Its onboarding functions are excellent.
Onboarding can often become messy with global companies, but Oyster streamlined the process. When it came to customer support, we felt confident because their team was easy to contact and provided helpful tools and resources.
I was with my previous employer for a 9-month temporary contract. We used Oyster as a "catch-all" platform for Human Resources and Talent Acquisition. The platform allowed us to source, onboard, and maintain personnel records.
While I was on that contract, I worked between both teams, which gave me a good grasp of the platform's functions, and I enjoyed using it. From my understanding, they implemented Oyster shortly before I joined because of a company shift that required HR and TA to work more collaboratively.
I don’t have many cons, but there are a few. Their reporting functions are not the best; for a platform that is so advanced, the reporting features are basic and require more manual work.
Additionally, the reliance on third-party services, which many companies use, can sometimes cause issues. When working with third-party vendors, processes can become messy and more time-consuming than necessary.
I have worked with similar tools in the past, and I can confidently say that I prefer Oyster. The platform operates efficiently and simplifies tasks for HR and TA functions. Its features are user-friendly and make our roles easier.
Companies and teams should assess whether they truly need this type of platform—just because it offers a lot doesn’t mean it’s the right fit for everyone. Since it is somewhat expensive, I would advise teams to carefully evaluate their needs before committing to a platform like Oyster.
Oyster did not change significantly during my time using it. It remained consistent throughout my contract role. However, due to the platform’s modern features and design, I felt it didn’t require much change.
Oyster is well-suited for HR and TA teams with 20+ members, especially companies that operate globally.
I don’t think it’s ideal for small, local companies. For smaller organizations, the platform might be excessive for their needs.

Rippling

Rippling stands out from other global payroll companies because it handles every aspect of the payment process. Very few global payroll companies directly administer all of the steps needed to pay employees across the globe.
PROS
- Nested within HRIS
- Hire, pay, and manage people under a single system of record
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Not advisable for very small companies with slow growth
- While you can buy a base tier and add payroll, the real “magic” of this system requires total immersion in the Rippling environment
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing

Rippling went the extra mile on their global payroll product. They solved a business problem better and before anyone else in their weight class. At this point in their growth, they are agile enough to move quickly, but have just enough mass and inertia to put thousands of hours of labor into doing a complex thing right.
As we pointed out before, Rippling’s global payroll suite stands out from other global payroll companies because it handles every aspect of the payment process; from tracking hours to calculating and filing taxes. Very few global payroll companies directly administer these kinds of steps while also offering a full HRMS to plug it with.
With the exception of payroll titans like Workday, most businesses offering global payroll services are actually “aggregators” of other businesses– they arrange connections between an array of third-party vendors who are unified under one company name. This has some serious drawbacks. Like a game of telephone, a lot can be lost in translation as data is passed from one entity to another.
Built-in is better. This feature’s proximity to the HRIS means the integration process is simple. According to Rippling, it takes “about 90 seconds” to set up an employee for global payroll if you’re already using Rippling. Being built-in also results in seamless access across all dimensions of employee information.
Best For
As an HR user, Rippling is used almost daily for HR operations. It plays a key role in recruiting, benefits management, and absence/time tracking. An HR admin can vet candidates, configure and manage benefits, track and pay PTO, and handle compliance documentation. The system supports various workflows, making HR processes more efficient.
- Rippling has a clean, visually appealing interface.
- It offers strong integrations and is user-friendly for beginner admins.
- Implementation is quick and straightforward for organizations.
I consulted with a tech startup on a tech stack selection project, where they chose to use Rippling. My engagement lasted about six months, covering implementation and organizational change management.
Rippling is a workforce management platform specializing in HR management, compliance, and expense management. The organization needed an HRIS as it began scaling aggressively and required a system to streamline HR operations.
- The system lacks flexibility for complex HR requirements compared to platforms like Oracle or Workday.
- Customer support is among the weakest in the HRIS market.
- While onboarding is fast, it can be confusing, as Rippling prioritizes speed over thorough implementation.
Rippling targets the middle market, catering to fast-growing startups and mid-sized enterprises. It offers more features than basic HRIS options but lacks the depth and complexity of Workday. While many companies find it appealing, I don’t think it’s worth the price.
- Budget vs. features—how much are you willing to spend for the functionality you need? HRIS options vary widely.
- Organization size and HR complexity—ensure the system can handle your operational demands.
Founded in 2016, Rippling has effectively targeted fast-growing startups and mid-sized enterprises. However, its development team focuses more on UI enhancements than adding meaningful features.
- Companies that prioritize an intuitive interface for admins and employees.
- Those looking for more features than basic HRIS options but not ready to invest in enterprise-level solutions.
- Companies with either very small or very large HR budgets, as their needs likely don’t align with Rippling’s offerings.
- Organizations with advanced HR architecture or complex requirements.

Globalization Partners

Globalization Partners are the makers of a global Employer of Record platform, putting together professional services and AI for more than just payroll.
PROS
- Their G-P Meridian platform is heavily focused on the EOR space, but it’s offered in several plans that can cater to varying needs, even those that might only need to hire people as contractors.
- Using their tool also implies access to a team of HR and legal professionals with significant experience in each country they operate in.
- Their UX has evolved continuously and gotten more intuitive and modern each time we delve into the product.
CONS
- Customizing a contract is only possible with the G-P Meridian Prime plan.
- Features like background checks, equity management, and IT equipment— to name a few— are only available as add-ons.
- There is no way to try out the software product unless you sign up for a demo and request a proposal.

Globalization Partners combines professional HR and global payroll services with an AI-driven platform. Through their offering, you can hire team members in any of the 187 countries they operate in. Their platform & services go well beyond payroll, helping with onboarding, managing, benefits, and compliance.
Since they own a business entity in almost every country on earth, they can let you hire talent globally within a matter of days. Naturally, all this is done without you having to handle any legal, tax, or HR burdens yourself.
Zeeto
Pricing details are not provided by Globalization Partners. The best way forward is to request a demo and they’ll work with you to provide a custom quote.
Best For
Companies that want an employer of record provider with a platform to manage it all.
As a managing partner in HR, we use Globalization Partners daily. They handle all the compliance issues and make sure we don’t trip over local labor laws. They also manage payroll, ensuring everyone gets paid on time (we had issues with local banks before). Onboarding new hires has sped up considerably. We can now focus on strategic tasks instead of drowning in busy work.
Globalization Partners handles the time zone issues for us, making scheduling easy. Their platform provides updates on local holidays, so we never accidentally plan important meetings on a day off in another country. Their customer support is truly great, especially when we're dealing with urgent issues. They offer localized perks, like specific benefits that resonate with employees in different regions.
We jumped on board with Globalization Partners two years ago because we were overwhelmed by the chaos of hiring from different countries. The headaches of local labor laws and juggling international payroll were driving us crazy. Globalization Partners handled all the tricky aspects of global employment for us. They took care of compliance, payroll, and benefits, which saved us from countless sleepless nights. Thanks to them, we could manage more work with a smaller HR team, making everything more efficient. Now, we can focus on growing our team without getting bogged down in the details of international HR.
One downside is that their services can be pricey, especially for smaller companies or startups. It is expensive for us as well, and we intend to shop around. Another issue was that the platform's integrations with our existing HR systems were not as smooth as we hoped, causing some delays. Additionally, the customization options for reports and dashboards are limited, which can be frustrating when we need specific data.
I found the international payroll services quite good, which are always tricky. Other competitors advertise local entities that handle things seamlessly, but that was not always the case. Here, they truly are professional. The customer service is not just fast and lovely but also capable of solving issues, even at 7 PM on a Friday. Time zone and local holiday coordination make managing an international workforce easier.
When buying a tool like Globalization Partners, consider how well it handles compliance with local labor laws to avoid legal headaches. Look at the platform's ability to manage international payroll. Check the level of customer support—having not just quick but knowledgeable help can save you from a lot of stress. Also, think about how user-friendly the platform is and whether it integrates smoothly with your existing HR systems.
Over the last two years, Globalization Partners has introduced new features. Aside from the tool that helps us keep track of local holidays, they've improved their language support, making it easier for teams who speak different languages to get help and navigate the platform. Another addition is their cultural tips feature, which offers insights into local customs and etiquette—handy for building better relationships with our international team members.
It's perfect for mid-sized businesses and large enterprises that need to manage international employees. Startups with global ambitions will also benefit, especially if they want to hire talent from anywhere on the planet.
Globalization Partners might not be the best fit for tiny startups or small businesses with tight budgets who aren’t planning to go global anytime soon. If your hiring is all local and you don’t need to deal with international labor laws, you don't really need them.

TFY

TFY packs features for applicant tracking, freelance management, payroll and more in a single platform. Not only that, but the platform supports diversity hiring, and can support you in planning and running a host of Corporate Social Responsibility (CSR) initiatives.
PROS
- TFY offers features for applicant tracking, freelance management, payroll and more in a single platform.
- TFY’s platform supports diversity hiring, and can support you in planning and running a host of Corporate Social Responsibility (CSR) initiatives.
- TFY has simple and transparent pricing which is something software users always appreciate.
CONS
- According to user feedback, TFY’s UI feels outdated and takes some time to get used to.
- Interested users cannot create trial accounts on their own from TFY’s website.
- TFY doesn’t have prebuilt integration modules, but they do offer API access to connect with tools in your tech stack.
- TFY currently doesn’t have a mobile app.

TFY’s global payroll solution allows you to transfer payouts to your employees and independent contractors in over 150+ countries and over 130 currencies, including more than 20 cryptocurrencies. You won’t need to collect and store bank account details or monitor foreign currency exposures. Simply define the frequency for recurring payments, number of payouts, etc. All of these capabilities and more can be combined with TFY’s Employer of Record services and Vendor Management System, so you can hire seamlessly beyond your borders and have better visibility over your external workforce.
TFY serves companies of different industries. Some of their most notable customers are Zigurat Business School, Exante, Kissflow, WeWork, Revolut, B-caused, and RedHat.
TFY price their ATS and FMS separately as follows:
- FMS: $5 per team member, billed monthly. This includes everything you need to manage and pay remote teams, consultants, and freelancers.
- ATS: $50 per posted job. This plan provides insights into candidates’ skills and salary expectations.
Best For
TFY is best suited for companies looking to hire and manage over 100 freelancers. The platform would also make a good addition to companies looking to implement CSR activities.
I use TFY daily to streamline various essential workflows within the organization. I mainly use it for scheduling tasks, where I can create and manage employee shifts based on demand and availability. I also use the time and attendance tracking feature regularly to monitor attendance, manage overtime, and generate reports.
- It is easy to navigate and use, allowing me to efficiently manage schedules and track employee time without extensive training.
- The automation features, such as scheduling and time tracking, save me considerable time and reduce manual errors, ensuring smoother operations.
- It provides detailed reports on attendance, overtime, and scheduling metrics, empowering me to make informed decisions and optimize workforce management strategies effectively.
We implemented TFY due to the manual processes in the organization that were causing inefficiencies, specifically with scheduling and time tracking. These processes were time-consuming and prone to errors, frequently leading to payroll discrepancies. TFY allowed us to automate tasks and create optimized schedules quickly and efficiently. It has robust time tracking, which has significantly improved accuracy in employee hours, payroll, and overall operational efficiency. It has streamlined our workforce management, removed administrative tasks, and allowed us to focus more on strategic initiatives and employee productivity.
- Sometimes the customization options for specific scheduling rules or reporting formats can feel restrictive, making it less adaptable to unique organizational needs.
- Integrating with other existing systems or software can be complex and may require additional technical support to ensure seamless operation and data consistency across platforms.
- At times, the response time from the customer support team could be improved, especially during urgent situations or when needing assistance with complex issues that require immediate resolution.
It is easier to use than competitors and provides a much more streamlined approach, ensuring operational efficiency.
Prioritize functionality—evaluate whether the tool covers critical areas such as scheduling, time tracking, and reporting comprehensively. Assess the user interface for ease of use, as this impacts adoption rates and training requirements. Then look for customization options that align with your organization's unique workflows and policies. Integration capabilities with existing systems should also be a priority to streamline operations and data management. Also, evaluate the vendor's support services and maintenance to ensure ongoing reliability and assistance when needed. Taking these factors into account will help you choose a tool that enhances operational efficiency and meets long-term business objectives.
I’ve heard there are regular updates to provide the most up-to-date system, but not sure about the specifics as I haven’t used for a long time.
Small to medium companies can find TFY useful.
Large international companies may benefit better from other more robust tools than TFY.

WorkDay

Workday is a popular HR software that includes payroll functionality. It focuses on enterprise needs and offers international payroll solutions for the US, Canada, the UK, and France.
PROS
- Ability to make changes and update payroll in real time.
- Customizable automated calculation engine streamlines payroll processing.
- Provides audits for compliance and payroll accuracy.
- Employee self-service to pay slips, W-2s, W-4s, and payment elections.
- Offers pay on-demand.
- Automatic tax updates
- Support mergers and acquisitions (M&A).
- Accessible customer support from the community, live chat, and telephone.
- Compatible with 300 HR systems such as ERP/GL, CRM, HR, and PSA.
- Configurable dashboard with AI and ML-driven insights.
- Ability to maintain real-time alignment of budgets and workforce plans.
- SOC 2 Type 2 compliance.
CONS
- Enterprise-focus; not a great choice for smaller businesses.
- Time-consuming and complicated setup process.
- No free trial. Undisclosed pricing.
- Mobile app lacks stability and user-friendliness.
- Undisclosed pricing.
- No free trial for its talent management software.
- Time-consuming implementation period (average 4.5 months).
- Challenge navigating for first-time users may require training.
- Issues with logging in were reported by users.

Workday's payroll software is scalable, highly secure, and great for enterprise companies. However, user reviews on the mobile app and implementation vary. It covers the US, Canada, the UK, and France and integrates with Activpayroll for 140+ country coverage.
Workday's payroll software excels on the tech front. It ensures accurate deductions and tax information through automatic updates and audits. It offers flexibility with multiple pay cycles based on employee groups and supports workers' financial well-being by providing a pay-on-demand option for accessing accumulated wages before the scheduled payday.
Workday's mobile app offers customizable dashboards with access to payslips, time off, and time tracking. However, user feedback suggests that it lacks ease of use, with reports of app glitches and logging-in issues.
While Workday boasts impressive scalability and valuable HR features for large enterprises and global companies, it may not be ideal if your company is looking for a simple setup and a super-intuitive mobile app.
Quicken Loans, AstraZeneca, Target, Dell, Bank of America.
The exact pricing details of Workday are undisclosed. Contact Workday’s team for a quote.
Best For
Large enterprises looking for a global payroll solution within a broader HCM suite.
There are many reasons we'd use Workday, but some key work streams include: running payroll end to end, running the hire-to-retire process end to end, pulling important reports, and analyzing internal demographic data, etc. We use Workday multiple times per day, and we're currently still configuring some key features that we did not launch on 1/1/23, so we're still spending a lot of time on the tool.

Workday is powerful, you can create almost any report and any feature that you can imagine (although, you need to know how to do it). Workday is scalable, you can do a lot in bulk. Workday is integration friendly, having an internal HRIS be able to integrate with other software is key to running smooth internal business operations.
Previously, we were using Gusto and BambooHR for our Payroll and HRIS sources of record. Gusto and BambooHR would not integrate with one another, and we were continually faced with "big company problems" using a "small company tool" like Gusto. Workday promised an all-in-one, scalable, and powerful tool we could use in order to meet our many Payroll and HR needs. We've been using it since January 1st, 2023, and I can say that it's definitely allowed the company to scale some work streams.
Workday is incredibly unintuitive, I wish it was more user-friendly. Workday doesn't have a support team and the Workday Resource Center is not super useful, I wish it had a support team we could call. Workday is very expensive since they hold a large chunk of the market and since it's difficult to move HRIS systems, they're able to get away with charging a lot of money -- I wish it was less expensive.
A lot more powerful, and a lot more scalable, but way less intuitive to use.
Don't purchase Workday if your company is small (0-500-ish employees). Don't purchase Workday if you're not struggling with scale.
Workday has allowed us to spend less time processing workflows that affect the end user, allowing for more automation, which means less risk, which means fewer errors.
Mid-size to Large companies.
Small companies, or companies where the HR or finance teams are very small.
.jpeg)
Atlas
.jpeg)
Atlas is an EOR and HR services-focused global payroll provider. They work well for teams of all sizes and offer a good combination of in-house expertise and a functional tech platform.
PROS
- Hire people through direct EOR entities in 160+ countries.
- They are a services-focused company with the tech to back it. For example, with the help of a locally-versed expert to guide you through the process, you can onboard employees and process their payroll in any of the 160+ countries they cover – and it can all be done online.
- Strong focus on compliance: regulations, taxes, local labor laws, etc.
- Atlas has legal entities in over 160 countries. They’ll help you take care of employee onboarding and payroll processing in any of those countries, eliminating the need to engage any local service providers.
- The platform simplifies how you hire, manage and pay employees and contractors abroad, without needing to set up an operation where they are located.
- Atlas helps you stay compliant with local labor laws and frees you from employer liability.
CONS
- Some users noted communication with support can be tricky. An individual expert (or one representing a small team) may be involved in addressing compliance issues specific to a geographic region. Though this has been reported to slow the process, our reviews suggest ongoing improvements.
- No native integrations, but they do have API
- Atlas currently doesn’t offer global managed payroll for non-employer of record (EoR) clients; so if your company doesn't need Atlas to take on from you as EoR, but need to use Atlas' global payroll services, you can't do so at this time. Do note though that the team at Atlas is planning to offer this service next year.
- Atlas currently has limited prebuilt integration modules but they do offer API access for users to plug in third-party tools.

Atlas is a comprehensive global payroll and direct employer of record (EOR) solution that empowers businesses to hire and compensate talent across the globe effortlessly. We’ve seen a demo of Atlas and tried the tool, finding them a solid company to entrust with your legal employer responsibilities.
What does this mean? We found that Atlas can dependably manage most of the operations aspects of the employee life cycle, for several employees, in several countries, from a single platform.
Atlas is used by over a thousand companies, including Toyota, CACI, Bath & Body Works, Coupa, PAE, and Namely.
- Essential: For $99 per month, this plan encompasses features and services that help users navigate the labor & employment laws in over 160 countries (+50 US States), manage employee lifecycle, compliance information between countries, be compliant with their accounting for travel and business expenses, receive personalized notifications, as well as have moderate access to expert insights and HR templates (which are priced separately).
- Premium: For $149 per month, this plan packs everything in the Essentials plan, plus compliance audit interactive checks, people analytics and planning features as well as dedicated account management.
- Enterprise: The pricing of this plan varies according to the number of purchased licenses and customer needs. You can reach out to Atlas’ Sales team for a custom price quote.
Add-ons:
- Contractor Pay: Starting at $49 per contractor per month
- Employer of Record: $595 per employee per month
- Visa & Mobility Sponsorship: Starting at $2,500 per visa
Best For
Companies of all sizes would find an ally in Atlas, but it’s especially good for those looking for a service-oriented offering rather than a DIY, employee-driven, self-service platform.
I use Atlas on a weekly basis as we are continuously hiring new employees. We use it for interviewing and sharing interview details with other staff members. We also utilize its payroll processing services. The onboarding process ensures compliance with employment laws for each jurisdiction, saving us the effort of researching these laws ourselves. We also use the benefits administration features weekly.
I appreciate the efficiency Atlas brings to onboarding. Tailored paths for each employee's development, along with skill tracking, have been invaluable. Setting goals and providing regular feedback sessions is a strong point of Atlas. Its focus on the human experience, including employee well-being, makes it a desirable company to work for. This increases engagement and provides tools to enhance job satisfaction and commitment.
I have used Atlas for five years and find it to be one of the better programs I've used. We sought a solution to improve team collaboration during the hiring process. Atlas helped us eliminate inefficiencies in our interviewing by streamlining candidate tracking, which we previously managed with notes. It allowed us to adopt more advanced technology, addressing our time-consuming and sometimes unorganized onboarding process.
The cost is higher than other programs I've used. The setup process was complex and time-consuming. It lacked customization options to meet my company's specific needs.
The user interface is intuitive, allowing for smooth interaction. The algorithm is sophisticated and provides insightful data analysis. Customer support has been exceptional; they are helpful and informative. The mobile app accessibility is better than other programs I've used.
First, consider the cost and whether it is efficient for your company. I recommend thoroughly researching each tool that the software offers, as it may be too complex for smaller companies.
Atlas has significantly improved over the last three years, offering enhanced customization options and faster processing times. The program's performance has become smoother and more accessible.
Atlas is ideal for large companies that hire frequently, such as financial institutions.
Atlas may not be suitable for small companies with few office staff members.

Omnipresent

Omnipresent excels in delivering comprehensive global payroll services with a unique blend of automation and expert human support. Their focus on compliance, contractor management tools, and flexible PEO and VEO solutions make them a top contender for companies navigating international payroll complexities.
PROS
- Global Coverage: Payroll and compliance support in 160+ countries, including contractor management.
- Human Support: Direct access to in-house experts for payroll, tax, and legal issues.
- Virtual EOR (VEO): Efficient virtual EOR product for simplified international hiring.
- Transparent Invoicing: Clear breakdowns of payroll costs, enhancing financial transparency.
- Integrations: Seamless connections with 50+ HRIS platforms, reducing data duplication.
- Global Coverage: Payroll and compliance support in 160+ countries, including contractor management.
- Human Support: Direct access to in-house experts for payroll, tax, and legal issues.
- Virtual EOR (VEO): Efficient virtual EOR product for simplified international hiring.
- Transparent Invoicing: Clear breakdowns of payroll costs, enhancing financial transparency.
- Integrations: Seamless connections with 50+ HRIS platforms, reducing data duplication.
CONS
- Pricing: Higher cost compared to some competitors; suited for companies prioritizing quality.
- No Free Trials: Unlike some providers, Omnipresent does not offer free trials.
- Support Limitations: No phone support, which may be a drawback for some users.
- Partner Reliance: In niche markets, service consistency depends on third-party partners.
- Pricing: Higher cost compared to some competitors; suited for companies prioritizing quality.
- No Free Trials: Unlike some providers, Omnipresent does not offer free trials.
- Support Limitations: No phone support, which may be a drawback for some users.
- Partner Reliance: In niche markets, service consistency depends on third-party partners.

Omnipresent offers a powerful global payroll solution tailored for companies with a distributed workforce. What struck us immediately while demoing their platform is how many options you have to hire people internationally. The tool lets you manage payroll for employees and contractors in over 160 countries, ensuring compliance with local tax laws and regulations. The Virtual Employer of Record (VEO) feature simplifies the process for companies looking to test international markets without establishing physical entities, while their PEO services support larger-scale operations.
One of the things that sets Omnipresent apart is their combination of automated tools and expert human support. They won G2’s award for best support within the Global Payroll category in 2024. The reason it’s so celebrated is because it’s so easy to access it within the platform via a chat window that you can pull up with one click. This little view lets you decide whether to find an answer in their technical documentation or chat with a human. During a demo, we were told that 35% of issues are resolved before a human is needed, and 80% of queries are solved live without needing an email follow-up.
Clients also benefit from features like the OmniCalculator for total employment cost estimation and detailed, transparent invoicing. Compared to tech-only providers, Omnipresent’s approach ensures complex payroll issues are resolved quickly by subject matter experts.
Their contractor management tool is another highlight. It offers seamless onboarding and payroll for freelancers worldwide, starting at just $25/month per contractor. This makes Omnipresent suitable for full-time global employees and companies with a diverse, flexible workforce.
However, the higher pricing and absence of a free trial may deter budget-conscious organizations. Additionally, while support is award-winning, the lack of phone assistance could be a downside for some users. Despite these considerations, Omnipresent’s robust platform and compliance-first approach make it a top choice for managing global payroll.
Omnipresent is used to hire people at places like Danelec, Soundtrap, Juni, Tessian, American Eagle, and Polaroid.
Starts at $600 per employee per month, with discounts for larger teams. Contractor plans begin at $25 per month.
Best For
Companies of all sizes who’d favor compliance-centric, expert-supported global payroll solutions for employees and contractors. This option is ideal for organizations prioritizing contract flexibility, compliance, and human-centric service.
Why Use Global Payroll Software
Multi-country payroll software is necessary when businesses of any size want to pay people abroad while staying fully compliant in each country. It’s not just about being able to process payments internationally, since there are a myriad of solutions for that (some of them used by international payroll companies), but about being able to run payroll in multiple countries as if you had a registered company in each of the nations that at least one of your employees calls home.
One could argue that you could do just that by having a payroll provider or a PEO/EOR in each country. However, global payroll software takes it to the next level. These tools help you avoid the extra costs and logistical headaches of having multiple providers. This can be especially challenging when you need a central repository from where to manage them all, and the data inherent to payroll processing is scattered across various systems.
A basic example of the simplicity of using a global payroll tool is that, at least with the ones we’ve mentioned here, you’re assumed to pay each worker in their local currency. They can literally decide this with a couple of clicks.
This ease of localization, to put it that way, extends beyond salary as well. Some of these tools can provide all the employee benefits required by law in each individual’s country as if they worked for a local company. Depending on the software vendor, these can include social security, health insurance, retirement funds, disability, and more. It also means that taxes are handled for them using the same tool. This is what global payroll software vendors mean when they tout full compliance.
Key Considerations & Pitfalls of Multi-Country Payroll
There are just certain considerations that you need to have before assuming that the right international payroll solution will do the heavy lifting for you, make sure your people are paid on time, and present everything in a user-friendly way.
- Knowing local laws: Just because a software company/services provider will be doing part of the work for you doesn’t mean you shouldn’t be aware of what that work is. Like with any good manager, delegating doesn’t mean ignoring. As an employer or HR professional, you should know which laws and tax regulations you must adhere to in each country where you’ll pay someone. This not only helps with making sure that you’re staying compliant through the tool. It also aids when creating a budget, deciding whether to hire someone, shifting from contractor status to full-time, etc.
- Know your costs: Fees for some of these international payroll companies may seem high compared to payroll software for small businesses or even some enterprise payroll software solutions. It helps to try and calculate how much you’d spend if you choose to go with individual providers in each country or even set up an operation there and handle it in-house. That should help determine how much is reasonable to spend on the project instead of trying to find the lowest-cost provider. Among these costs, you should also consider the fines you would incur if you stay non-compliant or even the potential cost of churn if your employees and/or contractors leave you for not providing the full range of benefits.
- Loading the project mainly into HR: Traditionally, human resources departments tend to have little time, lots of work, and few idle hands. Looking to them to solve the puzzle of international payroll and stick to a budget is one way of ensuring that the project’s outcome will be subpar. When choosing a global payroll solution, you should look towards those that do the most automation and outsourcing, freeing up some of HR’s time while keeping them in the loop. Also, choosing said solution should be taken into the hands of the finance team and upper management since it is, after all, an investment.
- Be mindful of data protection: Data protection laws, especially GDPR, should be one of your concerns if you hire people in new markets. When trusting a software company with your employees’ data, you should know which laws are being obeyed when it comes to said data’s safekeeping. You should also know what kind of practices are put into keeping it safe beyond the legal requirements.
Pricing: What Global Payroll Solutions Cost
Most multinational payroll providers charge a fee per full-time employee and a smaller fee for contractors. While not every vendor discloses its initial pricing scheme online, since many will provide a custom quote upon requesting a demo, we’ve put together the following chart for your convenience:
Note: All figures are in USD.
Key Components of Global Payroll Software
When we speak about global payroll, it means much more than paying people internationally, likely with a money transfer company, and using a different system to manage and onboard them. In the full sense of the term, global payroll should let you do all this while offering the following services or payroll models:
- Global employment services: This is when you don’t own a business entity where your remote employees live, so you can set up a legal entity in the country or use employer of record companies to employ workers on your behalf. This is essential if you intend to hire people full-time in a country and don’t plan on opening a new branch where they live. Precisely because of that, it’s an excellent way to go if you plan on hiring as little as one person or a bigger team.
Through this model, you'll get access to a team of payroll experts who are well-versed in the local regulations when hiring international employees. A thing to note here is that many companies in the global payroll space don't own the EOR entities they use but work with local firms in each country and aggregate their services in a software tool that presents it all as a streamlined version for you. While this can certainly work, we've been seeing more companies own as many EOR providers as they can (or only use the ones they own) in order to reduce risks and simplify payroll operations for everyone.
- Contractor payment services: This type of service is suitable when one side prefers contractor status as opposed to full-time employment. Essentially, this means that the worker acts more as a service provider and is legally a self-employed person. An international payroll company should also offer this type of service, with a key component being the assurance of full legal compliance.
In other words, a global payroll provider (or contractor management tool, in this case) helps manage payments to an international contractor and ensures that all the local legal requirements of working with said worker are met and avoid non-compliance. - Localized payroll services: Then we have the case of a company with a legal entity in a country that require a local payroll solution. Naturally, most global payroll providers can also help with this since they don’t need to employ the workers for you to process payroll for them. In that case, they can handle payroll and benefits just like any local payroll provider would. At the same time, you are the legal employer of your people and thus responsible for the legal obligations that stem from that relationship.
As you probably imagine, multi-country payroll partners can offer a mix and match of these services, letting you choose different methods for different countries depending on what’s more comfortable and efficient for you. Suppose you're unsure whether you will stick with hiring people overseas on a contractor status or eventually move into an EOR or PEO model. In that case, we'd recommend looking at tools that offer a good mix of both.
One way in which this software category has evolved is by having more players in the space that offer both models instead of focusing exclusively on one.
The same goes for the number of capabilities an international payroll provider can offer. Some of these cloud-based tools now also include a fully working HRMS, a benefits administration suite, or even an IT management product, in the case of Rippling.
Demo Questions: What To Ask To International Payroll Companies
As with any software purchase, once you select 2-3 options for your global payroll provider, you should try each of them, likely through a demo and maybe even by doing a free trial. With both scenarios, it’s a good idea to step into the process with a list of the critical questions you need to answer.
To put this list together, you should consult each stakeholder within your team, including remote employees and contractors overseas. This list should reflect your unique business needs when it comes to employing people in different countries, but we’ve put together a basic list to get you started:
- Which countries do we need payroll in, or do we plan on needing payroll in, and in which of those do we need the full service, such as EOR?
- What kind of benefits would I like to offer to my global workforce?
- What are the key features I want to try out and validate?
- What kind of workflows are possible and maybe automated?
- What kind of tax regulations do we need to be concerned with if we hire in X or Y country?
- How will this solution fit into the rest of my tech stack and therefore what integrations do I need?
- How will others in the organization use this solution?
- How can this tool improve the experience of our workers?
- What are the things that would make me or my coworkers nervous about switching our current processes to this platform?
- How is employee data kept safe if trusted to this vendor?
- What conclusions can I start to make about the quality of customer support? Is there a help center? Are the support articles clear and easy to read?
- How will this solution fit our current plans for global expansion?
Alternatives to Global Payroll Software
We’ll now expand into one of the points we touched upon above— what are your alternatives if you decide that global payroll software is not the way to go for you just yet? Mainly, these are the two following:
- Payroll services: Most of the vendors we mentioned offer a combination of payroll services and a platform to manage and keep track of them. But of course, you could also opt for partnering with a company and letting them take care of it themselves. This requires you to get more familiar with each kind of payroll service and the fees they charge. It will also require much more direct communication with those payroll professionals.
- Money transfer companies: The other option is to just solve the issue of an international money transfer. Suppose your contractors overseas are okay with handling taxes & benefits themselves. In that case, this can be a less costly and time-consuming option, particularly helpful while you figure out what to do in the long term.
Global Payroll FAQs
What is Global Payroll?
The term “global payroll” refers to the compensation that a company needs to make to its foreign employees, independent contractors, and freelancers. Typically handled by the HR or finance departments, it includes salaries, tax withholdings, invoicing, benefits, bonuses, PTO, overtime, commissions, and of course, international bank transfers.
What is an EOR?
EOR stands for ‘Employer of Record’. It is an essential component of an internationally compliant payroll since it’s what most providers use to be the legal employer of a worker in their country. Through this practice, a company doesn’t need to set up a legal entity in that country to stay compliant with the local labor laws.
What is a PEO?
Essentially, a PEO (Professional Employer Organization) is a company that offers a wider range of HR services to other businesses, including payroll operations, of course, but also benefits administration, HR consulting, hiring, onboarding, and even training. This can be quite helpful for companies that don't have a big internal HR team, as it allows them to stay compliant while focusing on other responsibilities for their in-house concerns.
So, PEO goes way beyond employing people on your behalf to ensure compliance but goes into the territory of absorbing more of your HR tasks.
Last Advice on Buying a Global Payroll Solution
Setting up an international payroll properly is quite a project. It’s not only about setting up direct deposits to people and staying within the boundaries of the law but investing in creating the best possible experience for them. If your workers feel that they’re properly taken care of, they will feel enabled to perform their best and stick with you in the long run.
Because of this, it is essential that you choose the provider that is right for your business needs. Take your time, ask a lot of questions, figure out what the right mix is for you and your team, and you’re likely to gain an edge over your competitors while saving time, cutting costs, and making your employees happier and more productive.
About Us

- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.