10+ Best Global Payroll Services for International Companies

• I appreciate the accessibility of functions such as payroll, onboarding, and the ability to have Deel set up our employer entity in multiple locations while remaining compliant.
• The communication features within the Deel system allow for easy updates across teams.
• The tool streamlines complex HR and payroll processes into a unified platform.

We purchased Deel to support employees across multiple states and countries. It was a significant benefit to have the Deel team set up our company’s legal entity within a state without requiring our Finance team to pause and complete the registration themselves. This was a major advantage for us.

Deel also simplified our onboarding process, enabling us to expedite onboarding efficiently while providing a seamless experience for both the employer and the new hire. Additionally, we leveraged the payroll functionalities, which added further value.

These capabilities made the system a worthwhile investment for our organization.

• The site is not particularly user-friendly for new users.
• We occasionally encounter glitches and system errors.
• There have been instances where forms were difficult to locate, causing confusion.
• Errors in invoices and contracts have also occurred, sometimes stalling operations despite our ability to work through them.

One area where Deel stands out is its combination of contract management, global payroll, HRIS, and other functions within a single platform. Its capacity to support international clients is a major advantage, allowing companies to grow globally without having to navigate the complexities of international payroll and compliance independently.

Many competitors lack this feature or the ability to register companies in multiple states or countries, which can otherwise delay business operations by weeks as finance teams handle all necessary paperwork and state-specific procedures.

Compliance and international support are key criteria to evaluate. Even if an employer doesn't have international employees at the time of implementation, the option to add this functionality later can be extremely beneficial.

Comprehensive support for onboarding, payroll, and compliance is not available in all systems, so these factors should play a critical role when selecting a new HRIS system.

It appears that Deel has enhanced its automation workflows and now includes functionality to track paid time off requests.

Deel is well-suited for mid-sized to large organizations with an international presence. It’s also a strong option for large companies with smaller HR or Finance teams. The platform’s flexibility and scalable support provide considerable benefits in these scenarios.

While smaller companies can use Deel, there may be more cost-effective solutions tailored to their specific needs.

•  Remote drafts contracts to ensure compliance with employment laws in countries such as the Philippines and Portugal.
• The system's navigation is easy and seamless, saving time.
• Notifications update HR and line managers for approval once invoices are submitted, ensuring timely contractor payments.
• The reporting tool allows for the review of previous invoices and payments made to contractors.

My previous employer, Competitive Capabilities International, already had this tool in place when I joined, and I used the system for six months while employed there. The previous payroll processing system, SAGE VIP, was not as effective as the Remote platform for contractor payments. Remote also streamlined the drafting of contracts, ensuring compliance with employment laws without the need for legal counsel, which was time-consuming. This tool addressed the pain points of inefficiency and compliance, providing a more robust and automated solution for managing contractor payments and contracts.

• The limited usage of the tool makes it difficult to comment on any significant cons.
• I was satisfied with the required functions of the Remote system.
• There were no notable issues during my use of the tool.

I haven’t worked with a similar system for contractors before using Remote, but I was quite impressed with its functionality and ease of use.

• Usability and training: The system should be easy to use and navigate. I grasped the Remote system in a day.
• Compliance: Ensuring the tool adheres to employment laws and best practices is crucial to avoid fines.
• Security: The system should have multi-factor authentication to protect user data.
• Cost-effectiveness: Remote is more cost-effective than employing an individual for these services, allowing focus on more critical tasks instead of manual admin work.

The functionality and usage remained the same for me during my six-month period of use.

Remote is ideal for organizations with a remote workforce employed globally. It provides peace of mind by ensuring payroll and contracting compliance with each country's specific legislation. It benefits HR from contracting, onboarding, and payroll perspectives, and may also benefit finance departments depending on who handles payments.

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.

Leave management and payroll functions made Rippling’s cost worthwhile. Hiring administrators for those functions would have been more expensive. I-9 and W-4 compliance became a much easier process and saved time and effort.

Rippling also offered background checking, training reminders, and anniversary reminders, which helped improve employee satisfaction.

My former company used Rippling for about three years, and I used it for one year. Rippling provided a solution for streamlining payroll and onboarding processes. The main attraction was that it replaced several software tools that were previously used.

The integration into the work cycle was easy and user-friendly. The automation and consolidation of systems eased the burden on different departments that needed to stay in constant communication.

Some of the workflows were not intuitive and were complex to set up. While the cost was reasonable at the time, it has been rising. Support tickets did not always receive fast responses.

Many departments could use Rippling. Most competitors only offer payroll or HR solutions.

Compare the cost of Rippling to the cost of hiring individuals to perform each function manually. Consider the organization’s overall goals. If the goal is to integrate departments and streamline processes, Rippling is a strong option.

Customization has improved and is helpful.

A large workplace. A small or midsized company may not find Rippling worth the cost.

The breakdown of costs is easy to understand, as the pay slip provides the cost of wages, social fees and taxes, and the management fee. It is easy to add new employees to the solution, as the onboarding process is straightforward. The widespread coverage of Globalization Partners is very good, as they cover many countries, making setup easy.

We had a key member of our staff relocate to Canada, where we did not have a legal entity set up to pay them. We needed to continue to payroll this employee, provide benefits, and comply with Canadian employment laws. Globalization Partners was able to do this on our behalf for a reasonable price, and we did not have to manually process any payroll. They handled engaging our employee, paying them directly, and addressing any disputes raised by the employee or the government. We used them for just over a year.

Payroll is cumbersome, and there is no clear way to learn how to do it without trial and error. Adding something as simple as a bonus was unclear. Customer service is slow and unprofessional. Without a phone line, emergency situations are not resolved quickly, and their answers to questions are short and incomplete. The website is also hard to navigate, as you lose the navigation panel whenever you go into a module.

Globalization Partners is similar to other global payroll/HCM systems but is more cumbersome than the competition. The price isn't better to warrant this lack of intuitiveness either. They recently added a direct Advisor feature, which is very nice, but other competitors have had this feature for some time.

If you are doing business outside of your home country, you need to invest in an EOR/HCM system that is responsive and easy to navigate. It's hard enough to learn each country and their payroll/compliance laws. The partner you pick needs to be engaging and responsive. Globalization Partners is on the lower end of the responsiveness scale. I suggest increasing your budget for an EOR tool because of this, as cheaper is not always better.

Yes, they recently added an Advisor feature that will help streamline client issues moving forward.

It is suitable for businesses and HR admins that need to expand to other countries where they do not have a legal entity. Outside of that, Globalization Partners is not better than any other HCM service.

I love that Workday is set up to have administrators who cross check local changes, hold all employee data, keep historical data and maintain who made changes in the employee file. The cross checking minimizes mistakes that can’t be figured out except by a manager who no longer works for the company! With such a large employee base, the ability to be able to keep up with everyone is paramount.

My company was really trying to get organized, and we felt that Workday was the ideal product we needed! We needed to be in a position where different individuals could access employee files. Different authorizations needed to be granted to different levels of managers. This tool offered organization and a tremendous amount of adaptation to what we needed as a global company. We have had Workday for three years and we are super happy with it!

The cons of Workday are that it can only give the information that you input into the system. Workday does not blend reports; the user has to tell Workday what to do. The best way for the Workday system to improve I think is for back office imaging to have a more active role in the information that is programmed into Workday.

Workday is different from its competitors because it has the ability to build files. As technology changes any software that is going to remain effective has to have a stacking component.

For anyone considering to purchase Workday, i’d recommend having full time programmers to enhance the core of the software. This product is extremely sophisticated and requires a lot of programming. Workday is not for the small business!

Workday is fantastic because the software is forever evolving. Workday knows what the end user wants and that is the ability to export files to excel, and add and subtract components to create a more accurate document.

Workday is designed for very large companies that survive off of statistics. Workday's strong suit is its ability to build on other reports.

The interface was intuitive, so even employees who were not tech-savvy could use it. There is a built-in time zone coordination feature, which is perfect for international team alignment. It made scheduling easy. Customer service was exemplary. I think they probably had 24/7 people on call because we never had to wait "till tomorrow" for a reply.

We set up an account with Oyster about four years ago and used it for about two years. We were expanding rapidly and needed a workforce from countries with lower salary rates to be more economically efficient. We did not want to go through the hassle of setting up entities in different countries, and our HR team did not feel confident we could do it in-house and remain compliant. So, we outsourced this service. The platform's ability to handle international payroll has been a game changer.

Cost. We dropped it because of the cost; it simply made no sense for us to use such a pricey platform. If the company had been developing as fast as we hoped, we might have stayed with them, but not under the circumstances we had. There were also some limitations with the integrations, and we could not lose some of the other platforms we were using for other aspects of people management. I also would have liked to see more customization; the system was rather robust and did not allow finesse.

Oyster stood out from its competitors mainly because of its top-notch compliance management across countries, which was a game changer for us. Many other tools don't cover this as thoroughly. I also found Oyster's interface incredibly user-friendly, which isn't something I can say about all the HR platforms I've tried—some of them feel like navigating a spaceship. One special thing I really appreciated is how it helps with time zone coordination; it's a small detail, but it makes scheduling across a global team much easier.

Other than the compliance aspect, look for a user-friendly interface that makes daily operations smooth and straightforward. It is important to evaluate the integration capabilities with your existing HR systems to avoid tech compatibility issues. Lastly, consider the quality of customer support, as having reliable, real-time assistance can save you a lot of trouble down the line and is a reason clients would walk away.

Initially, Oyster was mainly about helping companies hire and stay compliant with local laws globally. Over time, they added stronger payroll management features, making it easier to pay employees accurately and on time, which goes hand in hand with the first service. They also kept working on the interface and the integrations.

Oyster is perfect for companies that want to hire talent from all over the world without getting bogged down by local labor laws and payroll hassles. It is ideal for startups looking to grow quickly and mid-sized businesses expanding their global footprint.

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.

Atlas HXM has an employee self-service portal, which reduces the daily headaches of HR. It is present in most prominent countries. It is very useful when it comes to global payroll and compliance, which used to consume a lot of HR's time, leaving little time for strategic discussions. It also gives country-specific labor and employment updates.

My organization was in the expansion phase when Atlas HXM was introduced. The main pain point for HR was maintaining global compliance and managing global payroll. Our organization was initially in the US and India, and we were planning to expand to the UK and South Africa.

Hence, we were looking for reliable options to help ease the admin-related activities of employees with respect to payroll and compliance. The best part of using Atlas HXM was that it provided country-wise labor and employment updates, which was always helpful. Since Atlas HXM helped us with compliance, HR had a lot more bandwidth for strategic activities.

There is a certain amount of time required for training and gaining acceptance for  Atlas HXM. It could be simpler than it is currently. It might be a little costly for a small organization or a start-up. It doesn’t have many options for customization.

I haven't used any similar tools that could be implemented internationally so easily and in a way that gives us an overview of all the locations.

• How much are you ready to invest in compliance?
• If going international, how are you going to manage compliance?
• Which countries are you planning to expand to?
• Customer service of the tool.
• How much cost can you bear?

The firm has used Atlas HXM for a limited time and hasn't seen much evolution.

Organizations that have employees in multiple countries will find Atlas HXM to be a great fit.

• The platform simplifies global payroll management and ensures compliance with local tax and labor laws.
• Setting up new employees or contractors is seamless, thanks to its integration with local labor regulations.
• Payroll automation reduces manual errors and saves significant time for the HR team.
• The compliance tools help us stay updated with regulatory changes, ensuring smooth operations across regions.

As an HR professional managing global payroll, Multiplier was transformative for our operations. The platform simplified payroll processing across multiple countries, ensuring compliance with tax and regulatory requirements in each region. It also addressed complex compliance issues, making the entire process much smoother for our HR team.

The interface was clean and user-friendly, reducing the learning curve for new users. Setting up employees and contractors globally was straightforward, and the integration with local labor laws reduced administrative headaches. Payroll automation was accurate and timely, leading to fewer errors compared to our previous solutions. I have personally used it for one year.

• The platform may not be necessary for businesses without remote or international teams.
• It is not ideal for smaller companies with limited payroll needs, as it might be overly feature-rich.
• There is a lack of deeper HRIS functionalities, which could enhance its utility for broader HR management.

While Multiplier excels in international payroll and contractor management, it lacks some of the advanced HRIS functionalities offered by other platforms. It is best suited for businesses with international teams, providing time-saving features and ensuring compliance.

Compared to competitors, its focus on global payroll and streamlined contractor setup stands out, making it an excellent choice for businesses expanding globally.

Consider whether your organization has a remote or international workforce, as Multiplier is designed for global payroll and compliance. Assess the complexity of your payroll needs and the number of contractors or employees across regions. Smaller companies with basic payroll needs might find the platform too robust, while those managing international operations will benefit greatly from its compliance tools and automation features.

I’m not sure as I have not worked on the tool for long enough to see changes.

• Businesses managing international payroll and contractors.
• Organizations with remote teams across different countries requiring compliance with local tax and labor laws.
• Companies looking to automate payroll tasks and streamline global operations.