10+ Best Global Payroll Services for International Companies
The best international payroll providers of 2026 include Multiplier, Deel, Lano, Remote, PapayaGlobal, and ADP. Get pricing, feature breakdowns & comparisons, and more below.
Global payroll software allows businesses to hire workers internationally. The best platforms let you choose between hiring people as contractors or full-time employees through an Employer of Record service, with nearly the same ease.
Regardless of the method, these tools take a fairly complex process and make it seem as simple as if you were hiring locally. From the same platform, you’ll be able to manage payroll in multiple countries while remaining compliant with local laws and regulations.
We’ve carefully selected the top global payroll systems that are best for businesses with a multi-country workforce. As this software category has grown, most of these companies have expanded to offer all sorts of workflows for the international team, like onboarding, employee self-service, and even compensation management.
To find the best global payroll systems, we’ve demoed dozens of products over the years and are in constant touch with our community of HR and payroll experts. We’ve been writing about this type of software since 2021, when it was still a fairly novel idea, and we’ve followed the product and company journeys of many HR tech vendors quite closely.
The goal with this guide has always been to recommend the best products, but also present a selection that would benefit a wide range of organizations. Here’s more detail on how we evaluate HR tech vendors.
The featured international payroll providers all score consistently 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 payroll platforms 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 SMB-oriented payroll tools that help you start paying contractors overseas to enterprise payroll service options that allow you to migrate your entire international payroll to one platform.
- Flexibility: Among the dozens of products we tried, we preferred those that offer a good variety of payroll processing options (like paying contractors and employees, full-time or part-time) on an EOR or PEO scheme, with the ease of moving 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.
Seeking payroll software for a specific country or industry instead? Our guides on the best Canadian Payroll Software and Trucking Payroll Systems might just be what you’re looking for.
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Deel
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.
- 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.
As a new product, Deel has changed a lot since its inception. Its newest offering, DeelHR, allows companies to complete most of their HR operations tasks in Deel.
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.
Deel serves as our HRIS system for all personnel outside the US, including contractors and employees through EOR in countries like Armenia, Georgia, Kazakhstan, Mexico, and the Netherlands. We use it for payroll processing, employee tracking, managing time off, and ensuring legal compliance in each country. Compliance is crucial, as Deel helps ensure we adhere to local employment laws. Additionally, it manages expenses and other HR processes for our non-US employees.
Deel simplifies the hiring process, particularly for contractors, making it incredibly user-friendly. The compliance features are invaluable, keeping us informed of legal changes across different countries. Moreover, the platform itself is straightforward and easy to navigate.
Our organization needed a system that would enable us to quickly hire contractors in Europe while scaling with our growth. Deel was chosen for its clarity, ease of setup, and cost-effectiveness. Initially, it was used for managing our European contractors, but as we transitioned from contractors to full-time employees, Deel's capacity to handle EOR and contractors across multiple countries proved ideal. We have been using Deel for just over a year, starting with contractors and recently expanding to include EOR services for our European employees.
Navigating the platform can sometimes be confusing when trying to locate specific features. Currently, Deel does not support adding US employees, necessitating separate HRIS systems for our US and international staff. Additionally, we occasionally encounter unexpected fees.
Deel offers a more affordable solution compared to its competitors, although it's important to consider potential hidden fees. While the platform's overall look and functionality are similar to others in the market, the differences are relatively minor.
When considering a tool like Deel, evaluate your hiring needs outside the US. Inquire about all potential costs, including benefits and administrative fees. Also, plan strategically for the countries you intend to hire in, as adding multiple countries can complicate the process.
Deel is actively developing new features aimed at becoming a comprehensive solution for US-based employers managing international hires. This ongoing evolution is geared towards creating a single platform that can accommodate a variety of HR needs.
Deel is exceptionally well-suited for SMBs to small enterprise businesses that need an efficient platform for managing contractors. It offers simplicity and ease of use that is ideal for businesses at this scale.
Larger companies may find Deel lacking in features necessary to manage a large employee population effectively, making it less suitable for bigger enterprises.
Native Teams
Native Teams impressed us with one of the most flexible and affordable global payroll lineups we’ve seen. Starting at as little as $19 per month, this platform supports payroll for all types of workers, from full-time employees to freelancers and gig workers.
PROS
- Affordable, distinct global payroll plans tailored to EOR, contractor, and gig workers.
- Payroll available in 95+ countries, with localized tax support.
- Built-in wallets and multi-currency payouts with optional employee cards.
- Automated workflows for salary updates, bonuses, absences, and expense reimbursement.
- Mobility and visa services are bundled into the payroll dashboard for EOR customers.
- Good range of EOR services with compliant contracts, payroll, benefits, and visa support.
- Pricing is half the typical EOR rate, and a free trial is offered.
- Built-in wallet and debit card for employees, with 1% cashback on balances.
- Contracts are bilingual and can be partially customized with legal team review.
- Visa and mobility support embedded in-platform for 20+ countries.
- Automated workflows for bonuses, tax allowances, and leave tracking.
CONS
- Fewer countries are supported compared to some competitors.
- Integrations with HRIS and Zapier are still on the roadmap.
- Lacks compensation benchmarking or pay analytics tools.
- The user interface and onboarding process can be more user-friendly.
- User interface lacks polish, and navigation can feel unintuitive.
- Onboarding can be slow, especially when syncing legal documentation.
- No HRIS integrations or open API (planned for 2026).
- Does not offer compensation benchmarking or planning tools.
If you're building a global team with a mix of employment types and need a simple, cost-effective payroll tool to match, Native Teams is well worth exploring.
Our first impression of this employer of record is that it is built for flexibility. Instead of bundling payroll into one monolithic product, Native Teams separates it into four clear plans based on employment type: Employer of Record, Contractor Pay, Gig Pay, and Contractor of Record. This modular approach gives companies far more control over costs and compliance.
Better yet, the pricing is fairly affordable to most teams. In particular, if you're hiring full-time employees abroad, the EOR plan starts at just $99 per month, which is the lowest we've seen in the category. For independent contractors, Contractor Pay begins at just $19 per month, while those paying gig workers or short-term freelancers at scale can opt for Gig Pay or Contractor of Record, depending on how hands-on they need to be with tax and compliance.
In our demo, we tested payroll flows for the EOR worker type. Adding bonuses, changing salaries, or submitting expenses was easy thanks to the automation. The payroll dashboard was insightful with data on country-specific tax breaks, vacation schedules, and details of what gross-to-net salary costs actually look like.
We also liked the digital wallet and Mastercard Native Teams offered to its clients’ employees and contractors, as these individuals can receive payments in multiple currencies and earn 1% cashback on balances. It’s not something we see often from competitors.
However, Native Teams’ country coverage (95+ countries) is still short of vendors like Deel, Remote, and Rippling (100+ countries). Furthermore, given that this EOR provider is working on HRIS integrations and Zapier support, finance and HR teams may have to rely on manual exports or custom workarounds for now.
Semos Cloud, Mad Head Games, Kaiko Systems, inDrive, STURM
Native Teams offers four payroll options:
- Employer of Record (EOR): Starts at $99/month per employee.
- Contractor Pay: Starts at $19/month per contractor.
- Gig Pay: Custom pricing.
- Contractor of Record: $99/month per contractor.
Best For
Native Teams is best for startups and lean global teams needing flexible, affordable payroll across multiple worker types.
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.
- 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
Remote’s Global Payroll is priced at $50 per employee per month.
Best For
Great pick for either remote-first businesses or those with distributed workforces.
I use remote.com to hire contractors in multiple countries for our company. Once we find a candidate we want to hire, we send an offer letter and start the onboarding process in remote.com. Employees create their invoices at the end of the month and we complete payment through remote.com immediately.
- Ease of use - ability to learn how to use the system in a day
- You are able to contract from over 100 countries in remote.com
- Reporting is clear and easy to understand
As a small organization we were looking to hire many contractors in various countries. Remote.com is extremely easy to use and makes hiring internationally simple. I have been using Remote.com since March 2023.
- Customer service was not helpful and very rude. I had to get a manager involved.
- The system is not very robust. It really is just a payment and time tracking services system, any organization would need an employee performance management system.
- The integrations are underdeveloped and could be improved.
This is the first contractor tool that I have used, and I am very impressed. Remote.com does everything we need so I do not see us needing to switch to a different product.
I think people should assess what countries they need to hire contractors in, and make sure that remote.com is able to hire in those countries. Furthermore the cost of remote.com is pretty reasonable for the price that it costs.
I have not really seen a difference since I have been using it since March 2023. I will say that the reporting is great and I am always happy to improve my process while using it.
Companies with multiple contract workers
Companies with the majority of their hires in the United States.
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.
I use ADP weekly to provide employees with resources they might need. It could be for a pay stub, to calculate how much they make in 2 weeks, or to check their right to work. I especially like the feature that links to e-verify. That has been very helpful to us. We also use ADP for benefits and open enrollment. I also often point employees or former employees to the tool for self-service options.
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 am not sure smaller organizations could afford the tool and get the use they would need out of it.
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
Since 2024, Multiplier have expanded the HR offering of their tool to include a whole HRIS module.
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 use Multiplier regularly to manage global payroll and ensure compliance with local tax and labor laws on a monthly basis. The platform enables me to process payroll for our remote teams across multiple countries, ensuring that all employees and contractors are paid accurately and on time.
A key workflow involves setting up new employees or contractors, which is seamless and streamlined, as the platform integrates with local labor laws to simplify the process. I also use Multiplier to monitor tax filings and ensure that all required reports are submitted on time in each region.
The automation of payroll tasks, such as calculating taxes, deductions, and benefits, has significantly reduced manual errors and saved time for the HR team.
- 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.
- Small companies with limited payroll needs, as the platform may be overly complex for their requirements.
- Organizations without remote or international teams, as they may not need the global compliance features.
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.
Their country offering always tends to expand, and the same can be said for their integrations with other software. While they started out fairly limited in the latter regard, they've been working hard to make their product able to talk to other HR tools. Some of the recent integrations include Slack, Greenhouse, Personio, Workday, Expensify, HiBob, Okta, BambooHR HRIS, NetSuite, and BambooHR's ATS.
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.
I’ve used Oyster during a one-time project with a client who was developing a nearshore consulting practice in South America. The tool was used to hire contractors abroad (Brazil).
- Great interface which creates a very positive experience while using the tool.
- Easy to stay compliant to local labor laws.
- Easy onboarding process for new clients.
I helped a client to develop a nearshore consulting practice in South America.
Oyster definitely makes it easy to hire and manage employees abroad, which can be a challenging task due to labor laws intricacies. I have only used the tool during this project’s duration (1 month), but my experience was very positive.
- I wish there were more subscription package options available.
- The cost can be a barrier for startups.
- The resource tools are very helpful, however I’ve identified a couple of inaccuracies in some of the country guides.
Easy and efficient onboarding process.
Ensure that your internal processes are well defined, so you can meet the monthly deadlines to share your company’s information.
Analyze if the solution fits your needs, I’d highly recommend using the free trial that they offer.
Evolution and adaptability are definitely key characteristics when offering a global payroll solution, given the challenge that is to ensure compliance to the labor law complexities of some countries.
Companies that are starting to test or implement a workforce globalization project.
Super large companies that already have HR functions around the world.
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
Our organization uses Rippling to manage various HR processes, including payroll, time-off, benefits administration, employee data management, reporting, and leave management. We are also considering the performance management and survey modules but have not yet decided to implement them. As we grow, Rippling has been proactive in suggesting further process automation. We appreciate the flexibility to activate modules as needed, which prevents us from being overwhelmed by unnecessary complexity.
Rippling's user interface is exceptionally user-friendly, with appealing graphics and straightforward instructions, which differentiates it from other more complex HRIS systems. Our employees find it easy to navigate and locate what they need. The modular approach of Rippling, allowing us to activate features as needed, is highly beneficial. Additionally, Rippling's customer service has proven to be responsive and thorough.
Our organization was grappling with highly manual HR processes such as payroll, benefits administration, timekeeping, and time-off requests, which were prone to errors due to being handled via Excel spreadsheets. As our organization continued to grow rapidly, we required a tool that could automate these processes in a user-friendly manner with minimal implementation time. We have been using Rippling for almost two years now.
We find ourselves renegotiating the cost of our contract annually, with sales representatives often pushing for us to add new features instead of facing a price increase. While custom workflows are beneficial, they can be challenging to set up without a clear understanding of the functionality. The payroll function's inability to handle retroactive pay is a significant drawback, requiring manual calculations on our part.
Rippling stands out due to its ease of use and engaging user interface, which makes it more appealing to employees compared to other HRIS systems I've encountered, which often appear sterile and are not intuitive.
When choosing an HRIS, consider both your current needs and future growth. Be wary of systems that might become obsolete as your business evolves or require additional purchases to meet new needs. It’s also crucial to consider the system's cost structure, especially if your organization experiences high turnover or expects significant growth. Lastly, evaluate how user-friendly and engaging the system is for your employees, as a difficult or dull interface might deter them from using it effectively.
Rippling actively responds to customer feedback, making regular recommendations for system upgrades or new modules based on our specific needs. They have significantly improved their Applicant Tracking System (ATS) by incorporating suggestions from users like us during their annual updates.
Rippling is particularly well-suited for small to medium-sized organizations looking to automate their HR processes comprehensively. It's easy to implement, requiring only a small team, and manageable even by a modest HR department.
Rippling may not be the best fit for government contractors, as it lacks certain functionalities required to ensure compliance with specific contract requirements. Organizations in this sector might find other HRIS systems more tailored to their needs.
G-P
G‑P helps companies hire, pay, and manage workers in 180+ countries without setting up entities, handling everything from EOR and contractor payments to payroll taxes and compliance. The G‑P Meridian platform and AI assistant G‑P Gia bring automation and clarity to cross-border employment, making it easier for teams to grow internationally with confidence.
PROS
- Centralized payroll, HR, and compliance in 180+ countries
- G‑P Gia automates contract creation and HR workflows
- Supports full-time employees, part-timers, and contractors
- Strong legal and regulatory coverage with in-house experts
- Scales well with mid-sized and enterprise teams
- 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
- Contract editing requires the Meridian Prime plan
- Add-ons like IT support and equity management increase total cost
- No free trial; demo required to explore functionality
- 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.
G‑P (formerly Globalization Partners) is a global payroll and employment platform that enables businesses to hire and pay contractors, freelancers, or full-time employees in over 180 countries. The company pairs software with local HR, tax, and legal infrastructure, helping users stay compliant without the need to set up foreign subsidiaries.
Their G‑P Meridian platform covers everything from localized payroll to benefits, expense reimbursements, onboarding, and offboarding. G‑P Gia, their AI assistant, simplifies contract creation, country-specific labor law guidance, and employee inquiries. This makes G‑P particularly helpful for companies entering unfamiliar regions or scaling quickly across borders.
G‑P isn’t the lowest-cost provider and doesn’t offer a free trial, but its ability to cover nearly any employment model—EOR, contractors, or freelancers—within one platform makes it a strong choice for teams that prioritize compliance and scale.
Used by thousands of global companies, including Zoom and Zeeto.
Pricing is not publicly listed and depends on country, employee type, and service tier. A custom quote is provided after a demo.
Since our last review, G‑P has launched G‑P Gia, an AI assistant that supports hiring workflows, generates compliant contracts, and answers labor law questions. The G‑P Meridian platform also added expanded contractor support, expense tracking, and better visibility across multi-country payroll and HR tasks.
Best For
Teams hiring across multiple countries that need one platform for paying contractors, full-timers, and freelancers—without the complexity of local entity setup.
The primary use was payroll. We added the employee to the system under G-P legal entity in Canada, dictated how often they'd be paid and what their salary was, and G-P handled the rest, including benefit offerings. We also used the platform to process bonus payments, as we have a yearly bonus that is paid to all employees. Although G-P does offer other services, such as background checks, integrations, and reports, we did not use those features.
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 G-P 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. G-P 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.
G-P 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. G-P 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, G-P is not better than any other HCM service.
If you are looking for a payroll solution or an HCM solution to support your legal entity in a country you operate in, there are far better options than G-P.
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.
Lano has introduced enhanced automation features, real-time payroll reporting, and a redesigned user interface. These updates address common challenges like payroll errors and lack of visibility while improving user experience. New workforce management tools now allow businesses to manage onboarding, contracts, benefits, and payroll changes within a single platform.
Best For
Medium to large international companies based in EMEA with complex payroll and workforce management needs.
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.
I used it for recruiting, internal mobility, onboarding, and reporting. It was an excellent tool for internal mobility because it gave visibility into information like compensation, leveling, and performance reviews. This helped ensure that candidates had eligibility to apply to roles internally. The onboarding workflow was also very straightforward and configuring the to-do tasks was easy. Reporting took a little bit of time to learn and I would recommend taking the Learn Workday course if you have no experience with it because you will learn Workday's logic.
The ATS portion of Workday is a struggle. It is difficult to schedule candidates and build structured interviews.
Pros:
- The information you can get access to is extremely helpful
- The UI/UX is very clean
- All-in-one type solution
Workday was selected because it offered a comprehensive people solution. Instead of having different portals for compensation, performance management, recruiting, and people analytics, Workday allowed everything to live in one system of record. This reduced costs and ramp time in some ways because it allowed everyone to be in one place.
I've used it for a combined 2-2.5 years in my career in all facets from selection to design and then every day use for reporting and recruiting.
Cons:
- The Recruiting module for recruiters and recruiting coordinators is not intuitive and user friendly
- The Recruiting module for candidates is lengthy and miserable. It does a terrible job of parsing resumes
- Job management versus position management makes data funky in some instances (for example, if you were hired into a position, it can look like you hired your whole team unless you put in specific calculated fields)
- If you don't have the right access controls, it is borderline impossible to do your job effectively.
The Workday Recruiting Module (their ATS) is one of the most reviled in the Recruiting space. It doesn't compare well to other ATS like Greenhouse, Lever, or Ashby because the latter offers better functionality, controls, and ease of use.
- Ease of use. Workday has the ability to be so much but you have to know exactly what to look for and how to configure it.
- Implementation time. Workday requires a focused implementation and testing period. Without it, you will run into a number of problems. If you need to roll out something quickly, Workday isn't the tool for you.
It is difficult to tell because they release big updates every 6 months so requests for solutions might be forgotten by that point.
HR Business Partners, HR Operations, Finance, Compensation, and C-Suite
Recruiting, Analytics, Interviewers, Candidates
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Atlas HXM
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.
We used Atlas HXM as our Employer of Record (EOR). It was used as a payroll and global HR database for records. Atlas was our company's legal employer. Atlas acted as a liaison for our HR department, connecting and assisting us with global compliance questions and needs. It is compliance-focused.
I liked the reliable customer-centric focus of the Atlas team. I could count on their compliance and global regulatory guidance. I liked the cost-benefit.
We used Atlas HXM for three years. My company had cross-border employees, both inside and outside of the US. A pain point for them was maintaining one database, one source of truth for their employee records, and needing the flexibility to hire people quickly in new global regions. The key benefit of Atlas was that they were the employer of record, which was better than a PEO, saving me a lot of time setting up employer and other tax-related accounts. It is a good system and an alternative to the big players who are only interested in the bottom line. Customer-focused system.
It lacks flexibility in customized functionality. They could improve their customer support response time (but it wasn't bad considering the time zone differential). They could reduce costs or provide more incentives for smaller businesses or startups.
I have used many similar tools. Atlas HXM is truly a global provider! From Western to Eastern Europe, they are everywhere! I preferred this system over others because I could rely on them consistently in areas of global rules and regulations I was unfamiliar with.
Are you in need of a global employer of record for your business? How many countries do you have employees in? Do you struggle to keep current with global compliance at your company?
I haven't seen many changes, but since they are small, I assume evolution will happen quickly.
Global entities with cross-border employees.
An organization not wanting an EOR.
Papaya Global
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.
We use PapayaGlobal daily as a central tool in our HR department to streamline and manage our international payroll and employee data. The key workflows include onboarding new hires in different countries, processing multi-country payroll, ensuring compliance with local employment laws, and managing employee benefits. The platform’s ability to handle these complex, often varying requirements across different jurisdictions is crucial for maintaining operational efficiency and regulatory compliance. Additionally, we frequently utilize its analytics features to track and analyze workforce costs and performance globally.
- Comprehensive Global Management: PapayaGlobal excels in managing multinational payroll and compliance, which is critical for our global operations.
- User-Friendly Interface: The platform is intuitive and easy to navigate, making complex tasks more manageable.
- Efficient Automation: It automates many tedious processes involved in international HR management, significantly reducing the administrative burden.
LMC chose PapayaGlobal to address the challenges of managing a diverse, international workforce, including payroll complexities, compliance issues, and employee administration across multiple countries. We have been using PapayaGlobal for over a year, appreciating its seamless integration of payroll services with clear compliance tracking and benefits management. The platform’s robust reporting features and user-friendly interface have significantly improved our HR operations, making it easier to manage global employees effectively and ensure compliance with various international laws.
- Occasional Delays in Updates: Sometimes, updates to regulations aren't as prompt as they could be, which can be a compliance concern.
- Customization Limitations: While PapayaGlobal offers robust features, some aspects of the platform lack deep customization options that could better fit specific organizational needs.
- Cost Considerations: For smaller operations within our company, the cost can be somewhat prohibitive, making it less ideal for less complex needs.
PapayaGlobal stands out from its competitors primarily through its exceptional focus on automating and integrating payroll processes across multiple countries. It is exceptionally well-suited for companies with a global workforce. Unlike some competitors that may only offer essential international payroll services, PapayaGlobal provides comprehensive compliance management, real-time reporting, and detailed analytics that help organizations navigate the complexities of global employment laws and regulations. This integration and focus on compliance are what many users, including myself, find most beneficial compared to other platforms that may be broader in scope.
- Global Compliance Capabilities: Ensure the tool efficiently manages global compliance requirements, essential for multinational operations.
- Integration with Existing Systems: Check that the tool integrates seamlessly with your current HR systems to streamline processes without redundancies.
- Scalability: Assess whether the tool can scale according to your business growth, especially if you plan to expand into new markets.
- User Experience: Consider the ease of use and learning curve associated with the tool, as this will affect adoption rates across your organization.
PapayaGlobal has evolved significantly to meet users' needs by enhancing its technology for better automation and accuracy in global payroll processes. They have improved their platform's user interface to make it more intuitive and accessible, facilitating easier navigation and data management. Additionally, PapayaGlobal has expanded its compliance features to cover more countries comprehensively, ensuring businesses comply with local regulations as they scale globally. These updates reflect their commitment to addressing the challenges faced by their users in managing international workforces.
PapayaGlobal is particularly well-suited for medium to large organizations that operate on a global scale and require robust solutions for managing international payroll, compliance, and employee management across multiple jurisdictions. It excels for companies that need efficient, scalable solutions to handle diverse workforce needs across different countries, particularly where compliance with local employment laws is a critical concern.
PapayaGlobal may not be the best fit for small businesses or startups that primarily operate within a single country and do not require complex international payroll solutions. Its comprehensive features and focus on multinational compliance and payroll processes might be more than what is needed for smaller, domestically-focused organizations, potentially making it a less cost-effective option for them.
Why Use Global Payroll Software
International payroll 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 but about being able to hire international workers and run payroll as if you had a registered company in each of the nations that at least one of your hires 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 systems take 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 global payroll services 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 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 payroll software vendor, these can include social security, benefits insurance, retirement funds, disability, and more. It also means that taxes are handled for them using the same tool. This is what global payroll systems mean when they tout full compliance.
Key Considerations & Pitfalls of Multi-Country Payroll
Certain considerations must be made before assuming that the right global payroll providers will do the heavy lifting for you, ensure your people are paid on time, and present everything in a user-friendly way.
- Knowing Local Laws: Just because the global payroll 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, you must adhere to the international HR and regulations in each country where you’ll pay someone. This not only helps with making sure that you’re staying compliant but 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 global payroll systems 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. Some key payroll software features to look towards are payroll automation and tax filing, as they help free 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.
The Evolution of Global Payroll Technology: Current Innovations and Future Directions
While already somewhat novel, global payroll technology is always undergoing profound transformations, driven by cutting-edge innovations and evolving workforce expectations. This analysis examines the key developments that are reshaping how organizations manage international compensation.
- Artificial Intelligence: These intelligent systems now handle complex processes automatically— from calculating precise salary and tax payments to maintaining compliance with diverse regional filing requirements. Some platforms like Borderless, an EOR product and service, have opted for implementing a chat-based agent, which you can consult on the tax implications of employing an individual in a new location; the way you’d ask a seasoned expert.
- Financial Flexibility Through Earned Wage Access: The integration of Earned Wage Access (EWA) represents a significant shift toward employee-centric payroll solutions. This innovative approach allows workers to access their earned compensation before traditional payday cycles, addressing immediate financial needs and improving overall financial wellness.
- Global Payroll Meets Global HR: Given that 94% of business leaders worldwide agree that they would like to see their payroll software integrated across all their HR systems, companies Deel and Remote are incorporating HR workflows into their suite. In a move likely ignited by Rippling’s 2022 incursion into the space with their EOR offering, HR departments have likely figured that if they’re employing people internationally, it also makes sense to handle their HR processes within the same tool. Deel, for example, has had a sturdy HRIS for a couple of years now. Naturally, they are not alone in adding more features to it with each quarter, like onboarding, time management, org charts, and expense tracking.
Pricing: What Global Payroll Systems Cost
Most multinational payroll providers charge a fee per full-time employee and a smaller fee for contractors. Many providers will give you a custom quote if you ask for a demo, but not every vendor discloses its initial pricing scheme online. For reference, check out the following payroll software pricing list:
- Atlas: The Essential plan starts at $99 per month, then $149 for Premium or custom for Enterprise.
- Papaya Global: Starts at a $20-$100 fee per employee per month for the basic payroll. Global EOR starts at $770 and Contractor Management from $25 per pay cycle.
- Deel: Pricing is per worker per month. Contractors start at $49 and full-time employees hired with an EOR start at $500.
- Remote: Pricing for employees starts at $299 per month and they offer custom quotes after that. To hire contractors, you only pay the payment processing fees.
- Oyster: First two contractors are free, then $29 per month. EOR for full-time employees is $399 or $699 per employee per month.
- Multiplier: $400 per month to hire employees, $40 per month for freelancers.
- Rippling: Starts at $8 per user per month, but varies depending on the amount of modules.
- TFY: ATS and FMS are priced separately. The FMS is $5 per team member.
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 systems 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 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 digital nomad compliance.
In other words, a global payroll processing provider (or freelancer management tool, in this case) helps manage payments to an international contractor, ensures that all the local legal requirements of working with said worker are met, and avoids non-compliance.
Localized Payroll Services
Then we have the case of a company with a legal entity in a country that requires 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 tax regulations should we 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 would make me or my coworkers nervous about switching our current processes to this platform?
- How is employee data kept safe if trusted by this vendor?
- What conclusions can I draw 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:
- Global payroll services: Most of the vendors we mentioned offer a combination of payroll services and payroll software tools 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 most providers use it 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.
Read More: How to Choose the Right Professional Employer Organization for Your Company
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, and figure out what the right mix is for you and your team. You’ll likely gain an edge over your competitors while saving time, cutting costs, and making your employees happier and more productive.
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