10+ Best Global Payroll Services for International Companies

It saves a significant amount of time and money by eliminating the need to manage local compliance in new regions. It makes hiring and onboarding new hires easy, saving internal HR and payroll resources, with integration to BambooHR. We appreciate the ease of terminating employees with the assurance that it is handled in compliance with local laws, particularly with regard to final payments.

Our company has been scaling globally at a rapid pace over the past two years. We were hiring sales executives in regions within APAC and EMEA where we did not have an established presence. To quickly and efficiently hire and onboard new sales employees without setting up a business entity, we found Multiplier to be an effective EOR (Employer of Record) solution.

The support is sometimes lacking, especially with terminations that require timely action. The tool may be inaccessible depending on internet connection quality. It could benefit from additional data analytics features.

The ease of use and real-time dashboard/display are features our previous EOR provider did not offer. The overall presentation and user-friendliness are also superior.

If HR is recommending or purchasing this tool, it is crucial to meet with senior leadership to explain the cost in alignment with the company’s growth goals and compare it with other available options.

So far, we have not observed much evolution in the tool since we started using it.

Multiplier is ideal for companies experiencing rapid global growth and in need of a secure, efficient, and swift solution for hiring employees or contractors in regions without a business entity.

Deel has a user-friendly interface that is easy to navigate. The 24/7 chat feature is helpful whenever I have questions. Creating background checks through Deel is straightforward.

We purchased Deel in the spring of 2024. Our company was expanding its contractor base and needed payroll software to streamline the process. Our goals included simplifying contractor onboarding and payment while allowing contractors to upload their timesheets.

We needed a platform that could support these tasks, answer questions along the way, and assist with tax filing. We used Deel for about two months before deciding to switch to a different platform.

I’m not a fan of the pricing model, as it charges for all contractors added, even if they haven’t been paid. It feels as though there is a fee associated with nearly every action. Contractors also often seem confused when uploading their timesheets.

I appreciate Deel’s customer service, especially the 24/7 chat feature. Other tools require calling during business hours, which can be inconvenient.

I suggest prioritizing ease of use, price, and potential hidden costs. Ask whether the tool charges for customer service inquiries, monthly fees, and how pricing is structured for each contractor or employee. Personally, I prefer not to pay for a contractor I haven’t actually paid yet.

The home page and navigation were recently updated and look improved, though I don’t find this to be a significant change.

Deel is suitable for established small businesses.

I like ADP's ADA health compliance features, I like their payroll processing features, and I like their report-generating tools

West Monroe has used ADP for 10 years now. We moved to ADP to streamline benefits enrollment and to process payroll. ADP was purchased to help West Monroe grow to scale. When it was first purchased we were at 300 employees. As of today, we are at 2000 plus employees who we process payroll and benefits for

I dislike their open enrollment platform, customer service is sorely lacking, and their employee benefits profile always has problems

ADPs reporting is intuitive and one of the only features i like and would recommend

People should think about how they want to grow with ADP. For example, West Monroe is now an international company, and ADP payroll and benefits only works well for those in the US

The updates in their reporting abilities have helped with our company's needs

ADP is good for payroll and tax admins

• Easy Onboarding - Remote does make onboarding hires in remote locations quite easy.
• Online Portal - great to have all the hires from all international locations in one place.
• Expenses - easy for employees and companies to track/pay expenses.

With a shortage of talent in the U.S., our firm needed to hire in locations where we did not have an entity. Global EORs offer a way to do that without setting up a legal entity first. Remote was an up-and-coming player in the space that made getting setup much faster, less complex than traditional partners like Velocity Global. We have used the system for approximately 2 years now.

• Billing/Invoicing - Remote has had multiple billing errors in our invoices and their system is incredibly confusing for reconciling what is outstanding vs. the errors they have made.
• Management - Remote has changed management recently and they have changed terms & conditions from our original invoices and have taken away promotions by saying they were "introductory promotions" rather than the "negotiated terms" like we originally discussed.

Remote was a leader in simplicity when we first began using their services a couple of years ago. Now, I believe certain competitors have caught up and surpassed them.

• Cash flow - these services require upfront payment for payroll so be prepared to pay month end payroll by the 17th of that month.
• Terminating employees - Employment laws vary country by country. Remote is offering a service to make it easier on your company to hire elsewhere; however, terminating employees can be quite difficult.

Remote was very startup friendly 2 years ago. Their management has changed and their culture has changed drastically. It is no longer a customer-focused culture going above and beyond to win customers.

Remote is good for an established company in search of a way to explore hiring people in other regions of the world.

Ease of use. Subject matter expert for international payroll. Takes away the liability of mishandling payroll due to lack of knowledge.

We started working with Papaya Global because we needed a way to pay our employees located in Peru. We are currently with a PEO and they do not cover international payroll. We have been using them for a year now.

I cannot think of anything the company could use to improve at this time.

Their pricing is more competitive than the competition.

Ease of use, knowledge base, global reach in case you need to expand to other areas, pricing.

Any organization could use their services if they have a need to handle payroll internationally and do not have internal resources that can facilitate the process.

The interface is user-friendly and well-organized, making it easy to navigate. Oyster allows the HR team to focus more on strategic initiatives rather than administrative tasks. The platform offers comprehensive support for global payroll and compliance, ensuring accuracy and efficiency.

Our organization purchased Oyster to address the complexities of managing a global remote workforce, particularly in payroll, compliance, and benefits administration. Before implementing Oyster, we faced challenges navigating various international labor laws and ensuring timely, accurate payroll across different regions.

Oyster's intuitive platform has streamlined payroll processing, simplified onboarding, and ensured compliance with local regulations. The tool offers end-to-end support, including tax filings and benefits management, giving us confidence that we are meeting legal requirements in every market where we operate.

I have been using Oyster for over a year, and it has significantly reduced the administrative workload for our HR team, allowing us to focus on strategic initiatives. While the platform may seem complex for smaller companies, it has been invaluable in helping our organization scale efficiently and confidently.

Support response times can vary by region, with some areas experiencing slower service. The platform can feel complex for smaller companies that may not require all of its features. Some customization options for payroll reports could be improved to better fit unique business needs.

Oyster has simplified the payroll process for our global workforce and has helped us scale with confidence. Compared to other solutions, it offers a more comprehensive and reliable approach for managing remote and distributed teams. The platform’s focus on compliance and ease of use makes it stand out from competitors with more complex interfaces.

• Global Workforce: If your company employs staff across multiple countries, Oyster excels at managing payroll and compliance for international teams.
• Compliance Needs: The platform helps ensure compliance with local labor laws, tax filings, and benefits administration.
• Onboarding and Payroll Automation: Oyster simplifies the entire onboarding process for remote employees, saving time and effort.
• User-Friendliness: The intuitive design makes it accessible for HR teams of all experience levels.
• Cost Considerations: Larger organizations with significant international operations will benefit the most from Oyster's features and scalability.

Oyster has evolved significantly to meet the growing demands of remote work and global teams. Initially focused on payroll and compliance, the platform has rapidly expanded its features to include enhanced benefits administration and improved reporting tools based on user feedback.

Oyster is ideal for companies with remote or distributed workforces, fast-growing startups, mid-sized to large enterprises, and organizations expanding into new international markets. It is especially beneficial for HR teams that require streamlined payroll and compliance solutions.

• Rippling allows for organizational growth while providing flexible options to manage various HR and payroll functions.
• The chat support feature provides quick responses for most inquiries without requiring a phone call or ticket submission.
• The payroll and benefits modules are robust, allowing organizations to automate much of the process.

We purchased Rippling to streamline our processes. As a small organization, we primarily relied on physical copies of employee documents. We transitioned to Rippling about seven months ago.

Previously, we used ADP for payroll processing, but due to the size and needs of our organization, ADP was not a good fit. Rippling provided a more flexible solution that aligned better with our operational requirements.

• When issues require escalation to a specialist, response times can be very slow, often taking 5–7 days or longer.
• The documents module needs improvement, particularly in allowing multiple employees to access the same file and enabling employees to upload their own documents, such as course certificates or TB risk assessment results.
• The platform can become expensive, as additional modules, such as talent acquisition management and extra workflows, come at an added cost.

Rippling has a robust system with strong integrations, and its modules are built within the platform rather than being a collection of separate acquired tools, like ADP. I prefer its benefits and time-off modules because they are easy to update and manage.

However, the performance management, documents, and payroll sections can be challenging, requiring either manual work or additional paid features to achieve desired results.

Company size is a key factor to consider. After using Rippling for several months, I believe it is better suited for larger organizations. Cost is another consideration, as it is more expensive than options like BambooHR but still slightly more affordable than ADP.

The system offers numerous features, which can be overwhelming, so organizations should focus on their specific needs and choose a solution that simplifies their processes.

Since I started using it, Rippling has introduced a few new features in the documents section. However, I have not observed any major improvements.

Larger organizations with complex needs will find Rippling useful.

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.

• 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.

1. Ability to have all of our offerings under one system.

2. The user experience is easy to navigate and has a modern feel and approach.

3. The system allows for a ton of customization by the customer meaning a lot of configuration can be done without the support of Workday directly to meet your needs.

Our organization purchased Workday to bring all of our previous systems under one offering. We had four different vendors supporting our HR needs at the time and we were able to bring everything under Workday.

Our previous HRIS was lacking updates that supported our team's needs and we wanted to offer an experience to employees internally that was easy to navigate and understand. Workday is easy to use, understand, and looks and feels very modern.

Also, they allow us to have payroll, recruiting, onboarding, performance, training/compliance, etc. all under one offering. Personally, I have used Workday since the fall of 2019.

1. Everything is tied to one system meaning you are glued to the ecosystem making it hard to make a switch in the future, if needed.

2. The amount of customization available is a ton making it at times hard to understand for more complex business processes.

3. The cost. It's an amazing system, but the cost is steep if that is a concern.

Overall, it's different in that everything is able to be under one offering. It's amazing to have the ability to customize your Workday for what the organization needs and it's great that they only release two updates a year for system updates.

The updates are also pushed out to all Workday customers at the same time so everything is working off the same version, unlike other offerings we've used. The ease of use and modern feel is also much different from many of its competitors. It's a great offering!

Overall, when looking at an HRIS like Workday, it's important to consider whether you are looking for a system that can house all your offerings under one system - truly, that's the benefit of getting Workday.

If your organization does not want/need that, you could find alternative options that likely could offer a great experience at a more reasonable cost.

However, for our organization, this was something we needed, and have found great value in offering to create a better experience with more efficient processes.

Workday releases two system updates a year and they are pushed out to every customer at the same time. We have seen so many good updates since we implemented Workday and many of their updates come directly from Workday Community where Workday customers give feedback and ideas for recommended system changes.

For example, there have been significant improvements to the recruiting offerings in managing requisitions, which has really helped our team more efficiently manage requisitions. Another example is when Workday added COVID vaccine tracking very quickly to meet the needs of customers when the government was requiring employers to track vaccinations.

This was outside of the normal twice-a-year releases, which was really appreciated so we were in compliance. They care, listen, and make updates when needed to support their customers.

From my experience, Workday is great for larger organizations because it's such a robust offering. If you are a smaller organization, it may be a bit overwhelming and the expense may be hard to justify.

However, if you are looking for an offering that can be a one-stop shop for everything, offer an easy to navigate experience for staff, and the ability to customize the system for your needs, Workday is great!

• Atlas HXM is a robust and scalable system that adapts well to the needs of large, global organizations.
• It excels in international hiring, standing out as the premium choice for HR software in this category.
• The onboarding process is seamless and very user-friendly.

I worked with a client on a tech optimization project that required an employee experience management tool. I used the system closely for a period of six months, which was the duration of the engagement. Atlas HXM emerged as a strong contender because of its unique feature set for recruiting, hiring remote teams, and ensuring compliance.

The organization needed to manage a diverse set of regulatory requirements while maintaining a global workforce, and Atlas HXM proved to be the ideal solution for this challenge. Its comprehensive tools allowed the client to streamline processes and address compliance issues effectively.

• It is an expensive option; both implementation and maintenance come with high costs for the advanced features it offers.
• Some features are not immediately visible and require a learning curve to utilize fully.
• Certain integrations can be difficult to implement effectively.

Many of Atlas HXM's competitors fail to prioritize both experience management and the global component together. Most tools focus on one or the other. This dual focus makes Atlas HXM stand out in its category, making it an excellent choice for organizations that value these features.

• Determine your budget for the tool, as it can be a significant investment.
• Assess whether you have a large, global workforce and if prioritizing employee experience is a top concern.
• Consider the agility of your employee experience team or whether you have one in place.

Atlas is relatively new software. It exhibits all the hallmarks of a modern tool designed to meet the needs of organizations looking for cutting-edge solutions in employee experience and global compliance.

Large organizations, particularly in industries like technology, that prioritize streamlining employee experience and have significant recruiting needs in multiple countries may not find Atlas to be the right fit.