10+ Best Global Payroll Services & Software Compared (2024)

The first thing that we love is Deel HR is free! Not only is it free, it still offers all the bells and whistles of your typical paid platforms. I like that you can use Deel as the employer of record for international employees. Deel ensures we are compliant with local labor laws. Deel HR has replaced our need to purchase an HRIS system to serve as our employee management system.

We purchased Deel because we were seeking an affordable HR tool for our startup company. We were experiencing pain in the areas of documentation management, managing employee files on multiple databases, and wanted to streamline our operations. We were also seeking an onboarding solution that could integrate with our recruitment process. Deel has helped us centralize our HR functions and improve our efficiency in managing employee data and onboarding new hires.

The cost for the employer of record is very high for a startup company. This is an amazing solution to offer for a growing company, but I wish the price was lower or split into two payments across the month. Although it is easy to navigate, the UI could be nicer.

Deel is a one-stop shop for domestic and international hires. They have a built-in background check and visa and EOR in one platform. Other platforms require the use of multiple tools to accomplish these tasks.

First, they need to consider their hiring needs. Determine how many international hires annually to be able to do a cost-benefit analysis. They also need to have a defined hiring workflow to determine if Deel has everything they need to enhance their existing workflow.

Deel has done a great job with API and adding new integrations as the market evolves.

Global and domestic organizations of all sizes.

1. Global Compliance Ease: Multiplier simplifies compliance with international labor laws, making it much easier to manage our diverse global workforce.
2. Efficient Payroll Processing: It streamlines payroll operations across different countries, ensuring timely and accurate payments.
3. Robust Employee Management: Multiplier provides comprehensive tools for onboarding, benefits management, and maintaining employee records, enhancing HR operations.

LMC adopted Multiplier to streamline the complexities of managing a diverse, international workforce. With crews and support staff based globally, we needed a solution to handle payroll, compliance, and employee management across different countries. Multiplier was introduced over two years ago to address these challenges effectively. It has been instrumental in ensuring compliance with local labor laws, simplifying payroll processes, and managing employee benefits efficiently. The ability to onboard international employees without setting up local entities has been particularly beneficial, enhancing our operational flexibility and reducing administrative overhead.

1. Complex Interface: The user interface can be complex and less intuitive, requiring a steeper learning curve for new users.
2. Limited Customization Options: Some features lack the flexibility to be fully customized to meet the specific needs of our global operations.
3. Response Times: Customer support response times can be slow, especially during critical payroll and compliance deadlines.

Multiplier stands out primarily due to its comprehensive handling of international labor compliance and the ability to manage payroll and HR functions across multiple countries without the need to establish local entities. Unlike other HR platforms that focus primarily on either payroll or compliance, Multiplier integrates these services seamlessly, which is particularly beneficial for companies like Liberty Maritime Corporation that operate globally. Its one-stop solution for international employment management makes it preferable for businesses looking to expand or maintain a global workforce.

1. Global Compliance: Ensure the tool efficiently manages compliance with international labor laws, crucial for companies operating across borders.
2. Integration Capabilities: Look for a platform that seamlessly integrates with your existing HR and payroll systems to streamline processes.
3. Scalability: The tool should grow with your business, handling increases in employee numbers and geographic expansion without performance issues.

The platform has significantly improved its user interface to simplify navigation and reduce complexity. Additionally, it has expanded its customization options to better cater to the diverse needs of various industries and enhanced its integration capabilities with other HR tools for a more cohesive user experience.

It is ideal for businesses expanding internationally that need to onboard, pay, and manage employees across multiple jurisdictions efficiently. This makes it valuable for companies in industries such as technology, shipping, and consulting, where flexibility and compliance are critical.

It is easy to set up new countries depending on business needs as an EOR provider. The easy-to-use platform helps us identify and manage our talent well. Global benefits allow us to navigate new countries without worrying about the nuances of benefit offerings.

We are a global company with needs in various countries for employee benefits, payroll, and HRIS. Specifically, we needed assistance with paying employees in countries where we do not have a legal entity. Remote provides Employer of Record services for us in multiple countries, allowing us to employ top talent without the burden of legal requirements and compliance. They have an easy-to-use platform that helps our employees stay on top of their pay and benefits, and they have dedicated team members that assist employees with any questions they may have. It's a cost-effective solution for our global payroll needs.

Remote could be more cost-effective. I have found other EOR services with cheaper offerings. The platform is fine, but it could have more features related to global compensation and access to more community-based groups that would allow companies to connect with each other.

Their platform is easy to use, and the recent addition of support tickets has made it very easy to access help in any situation. Additionally, Remote has a singular pricing model, which is convenient because we do not have to worry about charges for leavers, joiners, or year-end.

Consider hidden costs around processing and setup. The bottom-line monthly cost is not always the full price, as some of these EOR services will charge setup fees and year-end fees that, although mentioned in their proposals, are not included in the annual cost. Remote does this very well, and their pricing is very easy to understand.

I have not used Remote long enough to see changes over time.

Remote is good for global companies that have a few international employees.

I like that our data sits in one place - makes it easier to find. I especially like the link to e-verify, that brings me peace of mind. I also enjoy the way the user experience is set up for the pay profile.

I was not a part of the organization when they decided to begin using ADP. My understanding is, we were using a PEO, and decided to move in-house utilizing the ADP tool. It's been great for payroll and for onboarding employees. I have used it for 2.5 years at this organization within HR, and as a user at other companies. ADP has been great for managing benefits, employee pay statements, etc. It is nice to have a system that employees can self-serve.

I am not sure if I am unaware or if we just haven't done this, but I wish ADP linked to our HRIS. It has been difficult to enter manual data and an integration would be helpful. Sometimes, I also feel like the user experience as a whole is a bit wonky. It is not always the most intuitive tool to use.

I have not really used other competitors, so I can't speak to this question.

Consider integrations with your HRIS and how that would work - how manual would your processes be? Ask yourself how open enrollment could benefit from this tool. Additionally, consider how employees would find the user experience. Consider which options you will utilize and how you will communicate about them. Also, talk to ADP about what their customer service setup will look like for your organization, what will the level of support be?

The e-verify feature has been a big one. It’s been great to have that functionality for our business.

I'd say a mid to large but imagine it is good for smaller organizations, too. Large-size organizations can benefit from having data in one place.

I like the compliance laws offered between countries. The platform setup is easy to navigate. Oyster has great tools for new employees to learn how to use the software. Hiring remote workers anywhere in the world is a wonderful tool.

We spent a lot of time hiring employees outside of the USA and had to contact our law team to ensure laws from every country were being handled correctly. We were using three different programs that were time-consuming and hard to teach new staff members to use. We purchased Oyster to streamline our processes onto one platform. As a large company that hires worldwide, Oyster allowed us to set up employee information efficiently. An easy onboarding and hiring process was a key reason for purchasing this program.

Customer service can be complex sometimes. Getting an agent is time-consuming. The initial onboarding emails can be confusing at times. The rising cost is a con as well.

Having used a few programs, I can say that Oyster's laws and requirements are easily accessible, which is a step up from competitors. I prefer this program over a few different ones I have used.

They need to consider what their onboarding process consists of and if the program is a good fit. They also need to consider what compliances they have versus other countries' requirements. I feel that a prospective purchaser needs to meet with the sales team to ensure Oyster will be a successful tool.

Oyster has improved the smoothness of learning the program. They have also kept up with day-to-day changes in laws and requirements.

Oyster can be great for large companies that hire globally.

I love the ease of use and the way it's laid out. I appreciate that there’s one place for all information. I also like that they have many useful tools, so as the company grows, they can adapt other features within their system (like performance evaluations, tracking, and learning management trainings).

Our company needed an HRIS system that would allow us to handle payroll, administer benefits, and provide compliance advice. We used Rippling for one year. The key benefit Rippling provided was a one-stop shop where everything could be tracked and kept together in one place, rather than having to visit different sites for various tasks (e.g., payroll, compliance, etc.). We were originally using an Excel file to track employee data. We switched to Rippling to store this data on their platform in a more secure and user-friendly way.

We used it as a PEO, and the health plans offered weren’t as competitively priced as if we had brought benefits in-house. Additionally, the benefit rates increased during open enrollment. I also dislike the $65 per employee, per month fee, which I find a bit steep.

Rippling is very comparable to other PEOs. What sets it apart is that they allow you to continue using their HRIS platform for HR, employee data tracking, and payroll even if your company decides to leave the PEO and bring benefits in-house. This flexibility is helpful, as it allows you to start with them as a PEO and transition to their standalone platform without searching for a new system, making the process easier.

The fees per employee per year are important to consider. If you’re in a period of rapid growth, make sure to account for expected new hires in your budget. You’ll also want to decide which features you’ll actually use. For example, we didn’t use their recruitment feature because we had a different system for that, but Rippling does offer a recruitment tool. The more features you use, the higher the cost, so be mindful of that.

I think their customer service improved from the time we started using them until we stopped. Initially, they didn’t have a designated rep for companies, so you had to go through their experts and didn’t always get the same person helping you, which could be frustrating. By the end of the year, we noticed improvements in their customer service, which was a positive development.

Rippling is great for any company with more than 10 employees. It’s ideal for small companies using a PEO, especially if employees are spread across multiple states. For larger companies that want to stop using a PEO and bring benefits in-house, Rippling is still very effective as an HRIS system for data tracking.

It is very easy to use and responsive; everything is mostly self-explanatory, but when I have questions, getting answers is straightforward. Additionally, the site itself is clean and operates quickly.

We bought it because during the pandemic, we allowed employees to move abroad, and some decided to stay there. Our company was only registered in the US and had no plans for international expansion, so it made sense to use a company like Globalization Partners. We started using them in 2020 and have been using them since.

I can't recall any significant dislikes about them. However, every time you add a new country, there is a new fee, which isn't ideal, but I understand why it is structured that way.

For us, it was their expertise, reputation, and the range of countries they could serve that made the difference. It's also a one-stop-shop in many ways since they can handle everything in a single simple workflow when adding a new employee.

If you are hiring just a few people internationally, then it makes sense to use Globalization Partners. However, as your international workforce grows, it might become more cost-effective to manage these processes internally.

I can't think of any specific changes, but I know I receive emails all the time with updates and news from them.

They are great for smaller to medium-sized companies that have just a few employees overseas.

• 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.

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.

1. The tool ensures compliance with employment legislation across different countries.
2. It handles payroll functions, including currency and tax laws, specific to each country.
3. The platform provides a unified experience for all employees globally, which can be managed from a central location.

The organization I worked for needed to streamline its payroll and HR platform to cover all global locations. We were struggling to manage payroll efficiently while complying with various employment laws. The financial burden of maintaining multiple teams to oversee these functions was also a concern, as it was costly to ensure accuracy and compliance. Payroll was our primary focus, so we sought a platform that could handle these tasks without requiring a large, expensive team in each country. We have used this tool for several years now, with significant improvements in efficiency and cost savings.

1. The primary support is via chat, which can be inconvenient during urgent situations.
2. The cost might not be suitable for startups or small businesses.
3. The learning curve is steep for large companies, requiring significant time to implement and integrate fully.

Papayaglobal offers a globally integrated service that ensures compliance with employment and tax legislation. Compared to similar tools, it is user-friendly once you become familiar with it. The ability to manage all employee functions from headquarters on a single platform distinguishes it from others, making it a valuable investment.

Papayaglobal is ideal for large companies with multiple global locations seeking a unified platform for HR and payroll management. It is particularly beneficial if you want to manage these functions centrally while providing a consistent experience for all employees.

Papayaglobal has become more user-friendly and has expanded its support options. It now offers more integrations with other software, making it even more versatile and useful.

Papayaglobal is excellent for large, multi-location organizations. It is particularly useful for companies with global operations looking to consolidate HR and payroll functions into a single team at their headquarters.

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.