10+ Best Global Payroll Services for International Companies

Deel makes it easy for us to pay our international contractors. It ensures we are adhering to each country's legal and compliance standards. It is very easy to process separate payroll along with our regular payroll system. The tool is affordable and straightforward, and it only charges us for what we use each month.

We implemented Deel in order to pay our international contractors. The software we were using did not offer international payroll services and it became a necessity for us to look for one that offered such a feature. In addition, we also had to adhere to the compliance and pay standards of other countries, so we needed a third-party payroll system. We've been using Deel for over 2 years now, helping us solve all the problems we had before.

It does not integrate with our HRIS, Rippling. It does integrate with several other HRIS tools, however. No other negative feedback to share.

I like how simple Deel is. I can create contracts and payment schedules for contracts easily. I can terminate a contractor quickly and I feel confident that I am doing so in a compliant way. It is easy for new admins to be added to the tool so my finance team is involved with payments and contracts.

You should use Deel if you have international contractors. If your current payroll tool does not offer an easy or affordable way to pay global employees, consider using Deel.

Some new features I've seen in the tool include an onboarding tracker and a global payroll feature with more robust offerings. They add new countries as well and service 90+ countries currently.

One with global contractors.

First off, Multiplier takes the guesswork out of international compliance - no more frantic Googling about employment laws! The dashboard is a game-changer; I can finally see everything about our global team in one place without jumping between twenty spreadsheets. What really seals the deal is the payroll system - hitting one button and knowing everyone's getting paid correctly, no matter where they are.

The decision to get Multiplier came from a real headache we were facing with international hiring. We were drowning in paperwork trying to manage people across different countries, and the breaking point came when we realized we'd need to set up legal entities in each one.

After hearing good things about Multiplier from a colleague, we took the plunge. Six months in, I can't imagine handling our global team without it - no more late nights figuring out compliance issues for different countries.

I've got to be honest, the price tag made me wince at first, especially since we're scaling up. The interface can be a bit of a maze sometimes; just yesterday I spent ages trying to find a specific report.

Support response times can be frustrating too - while the team is helpful when they get back to you, sometimes you're left hanging. We've also run into snags with some of the more obscure markets we're trying to hire in.

Here's the thing about Multiplier - they've really nailed the balance between contractors and full-time employees, which most other platforms struggle with. The big difference is they actually understand local nuances instead of just checking boxes.

Their pricing is refreshingly straightforward too - no surprise fees lurking in the fine print (learned that lesson the hard way before). The local support in each market has helped us navigate tricky situations that other providers probably wouldn't have caught.

Take it from someone who's been through this - look beyond the flashy sales pitch. Dig deep into their compliance coverage in your target markets and think about your growth plans.

Make sure you understand ALL the costs involved - not just the base subscription, but currency conversion fees and support costs. Don't forget to check how it'll play with your existing systems - we learned that one the hard way.

Multiplier keeps getting better. When we first started, the reporting was pretty basic, but they've really stepped up their game. Last month they added some smart automation tools that have saved us hours.

They seem to actually listen to feedback too - they recently overhauled the compliance monitoring system after users kept asking for better alerts.

If you're running a growing company with international plans, you'll love Multiplier. It's perfect for those "I can't believe how much time I used to spend on this" moments in managing global teams.

The sweet spot seems to be mid-sized companies that are serious about international expansion but don't want to build out massive legal and HR teams in every country.

The platform was easy to onboard new employees, and select and edit all personal and employment details. Employees and Contractors were paid timely and we never ran into any payroll issues of people not being paid on time. We had monthly calls with our Account Rep who was always willing to step in to escalate or help answer any questions we had or anything that came up that was employee specific.

Our org purchased the platform so we could pay and offer benefits to our international employees. I used Remote for just under 2 years. We had over 50 employees in 5-10 different states and using this platform allowed us to offer benefits in those local countries, along with any other country-specific benefits that in some cases we were required to offer. Remote also served as our EOR, employer of record, and provided legal protections related to employee terminations. All international employees and contractors were onboarded into the platform at hire and could access their portal at any time.

There was no reporting function. There would be payroll reconciliations each month, sometimes there was a payment due to us and other times we underfunded accounts, this posed problems with forecasting and budgeting for our finance team. It was unclear and not detailed on employee pay stubs to see what the benefits breakdown was for employees and employers. Meaning who was covering what percentage or what amount was being paid by each party on a biweekly or monthly basis.

I know Remote is an EOR and not all international platforms are. Over the last year I used a different international platform and did prefer that over Remote. The functionality was built out more, support was more responsive and as the HR admin I had more control over the contracts and editing.

How many employees or contractors you are planning to hire internationally. Does Remote support those countries and in what way? What is your annual budget for an International HRIS tool? How do you want federal taxes to be withheld from international employees or contractors? Do you want to offer benefits to international employees? If so, what benefit tiers are you looking to offer, can Remote support your company goals.

Remote increased the number of countries they offered onboarding and hiring during the time I used the platform.

Companies looking to hire internationally and ones' where they do not want to be the Employer of Record and would prefer the HRIS have an entity in the countries you are looking to hire in and be the EOR.

I really like that all the HR resources are essentially located in one place, especially with links embedded to external sites (eg. benefit provider). I also really like that I can access all my payroll info online in one place. The organizational chart feature is also really helpful for identifying the reporting structure for areas of the business I was less familiar with and help me connect with the appropriate team member on cross-functional projects.

We bought ADP to cut back on internal payroll costs, provide employees with online access to their payroll info, avoid manually mailing out paper T4's every year, consolidate HR information and links into 1 platform, streamline data entry requirements for the payroll team, help move employee calls and inquiries to the ADP team, free up internal payroll/HR time, and streamline HR recruiting and tracking request. I have been personally using it for around 2 years now I believe.

The login process always feels very cumbersome with the multiple authentication steps and 2FA. The performance review functionality was extremely tedious - there were a lot of different screens and it wasn't easy to locate reviews or edit them - it just seemed much more complicated than it needed to be and a lot of my managers struggled to complete their reviews even with instruction manuals. I also wish there was a way to inquire about any payroll discrepancies directly - employees would have to email me (with no visibility as a District Manager) and I would have to forward payroll and it always seemed to slow down the efficiency, especially when the answer was something simple.

More functionality and works as a total company website as opposed to just a payroll viewing platform. Much more visually appealing and easy to navigate than some other platforms (like some SAP ones I've seen)

How much functionality you want out of the platform - just access to paystubs or a fully integrated HR platform. Customization options - for example we could add custom fields like t-shirt size for team events and/or self-declaration options (eg. covid vaccination status)

We're still relatively new to the platform, so it's hard to say what is an ADP change or just an organizational learning, but I have seen the addition of new self-declaration fields in the employee profile. The benefits section and external links continue to expand as well. We struggled with the performance review section, but I believe this is now being worked on in the backend by our L&D team.

For a large organization looking to streamline HR / payroll operations, particularly if trying to move away from paper-based payroll/pay stubs.

• Oyster provides strong global compliance and employment expertise.
• The international onboarding process is fast and efficient.
• Payroll management across different currencies is reliable and flexible.
• The benefits administration tools help attract and retain global talent.
• The platform includes useful analytics and reporting.
• Customer support is responsive and knowledgeable.
• The product evolves based on user feedback.

Our organization was expanding globally and needed help navigating international compliance and employment regulations. With a small HR team of just three people, we lacked the in-house expertise to manage international hiring effectively.

Oyster helped us solve those challenges with a platform that covers global compliance, onboarding, payroll, and benefits. It gave us the support we needed without having to hire additional staff.

The company has been using Oyster for over a year, and it has become an essential part of our HR operations.

• The cost can be high, especially for smaller companies.
• Integration options with other HR or business tools are limited.
• Time tracking and performance features are basic.
• Customization options are minimal.
• Learning and development tools are underdeveloped.
• Absence management is limited compared to specialized platforms.
• The mobile app lacks some functionality available on desktop.
• Document management features are very basic.

I haven’t used other tools like this before, so I can’t directly compare it with competitors.

When choosing a tool like Oyster, consider your specific HR needs and how well the platform addresses them. Budget is important, but you should also think about how the tool integrates with your current systems. For us, compatibility with our existing setup was key. Be clear on the problems you're trying to solve so the solution aligns with your goals.

We have only used Oyster for about a year, so I’m not sure if any significant changes were made to the platform.

Oyster is well-suited for global or fast-growing companies, especially in industries like manufacturing, where international hiring is common.

G-P handles the time zone issues for us, making scheduling easy. Their platform provides updates on local holidays, so we never accidentally plan important meetings on a day off in another country. Their customer support is truly great, especially when we're dealing with urgent issues. They offer localized perks, like specific benefits that resonate with employees in different regions.

We jumped on board with G-P two years ago because we were overwhelmed by the chaos of hiring from different countries. The headaches of local labor laws and juggling international payroll were driving us crazy. G-P handled all the tricky aspects of global employment for us. They took care of compliance, payroll, and benefits, which saved us from countless sleepless nights. Thanks to them, we could manage more work with a smaller HR team, making everything more efficient. Now, we can focus on growing our team without getting bogged down in the details of international HR.

One downside is that their services can be pricey, especially for smaller companies or startups. It is expensive for us as well, and we intend to shop around. Another issue was that the platform's integrations with our existing HR systems were not as smooth as we hoped, causing some delays. Additionally, the customization options for reports and dashboards are limited, which can be frustrating when we need specific data.

I found the international payroll services quite good, which are always tricky. Other competitors advertise local entities that handle things seamlessly, but that was not always the case. Here, they truly are professional. The customer service is not just fast and lovely but also capable of solving issues, even at 7 PM on a Friday. Time zone and local holiday coordination make managing an international workforce easier.

When buying a tool like G-P, consider how well it handles compliance with local labor laws to avoid legal headaches. Look at the platform's ability to manage international payroll. Check the level of customer support—having not just quick but knowledgeable help can save you from a lot of stress. Also, think about how user-friendly the platform is and whether it integrates smoothly with your existing HR systems.

Over the last two years, G-P has introduced new features. Aside from the tool that helps us keep track of local holidays, they've improved their language support, making it easier for teams who speak different languages to get help and navigate the platform. Another addition is their cultural tips feature, which offers insights into local customs and etiquette—handy for building better relationships with our international team members.

It's perfect for mid-sized businesses and large enterprises that need to manage international employees. Startups with global ambitions will also benefit, especially if they want to hire talent from anywhere on the planet.

It is user friendly. It is easy to teach it to employees outside of our Human Resources department. There are so many features!

We bought Workday to ensure we had a financial system that would work with our HR systems. This helped us accurately run payroll. We use this Workday for storing the employee information, such personal details, previous employment details and contact details. It helps to track the goal setting to yearly appraisal feedback. We can easily be able to track the compensation revision history as well. It is a highly secured website. It requires a password + additional two security questions to login. This ensures the additional safety of the data.

It can be confusing to navigate at times. That is partially the software itself but more so how our team decided to set everything up. We are still adding more and more and making this process better for our users.

I would consider it very similar to Paycom. I would recommend Paycom over Workday by a slight margin.

Workday is an excellent choice if you are the owner of a business with 250 to 1,000-plus employees and require workforce management tools (onboarding and training, scheduling and leave management), as well as HR analytics tools (pay management and performance evaluation and management)

It has evolved to take on more employees with little effort.

Human Resources, Management, Financial Department

Rippling is a one stop shop for our employees. We enjoy the ease and flexibility of the tool. It is also highly customizable to our needs. Payroll processing is straightforward. It takes care of all the compliance, reporting and tax matters we have. The customer support is exceptional and I always get to speak with a real agent when I have a question.

To bring a single source of truth and information hub to the company, we implemented Rippling. We've had Rippling in place since January of 2022. We wanted a tool that supports single sign on, benefits admin, time and attendance tracking, PTO requests and more. We also use Rippling for payroll, onboarding/offboarding, compliance and tax, IT device management and more.

Paying for workflows was a surprise. In order to create custom workflows or approvals you have to upgrade your package.

Rippling truly offers everything you might need. You can pick and choose the features and services you'd like to have, which I appreciate. As a smaller business, we don't need every feature, but we use quite a few and we are very satisfied with what they offer. They also integrate with several other tools which makes it easy to keep all of your platforms connected and speaking to one another.

What are you trying to solve for your company? Make a list of ways an HRIS could simplify your life, for employees, managers and HR. Look at what tools you currently use and see if Rippling could replace those. Or if those tools could integrate with Rippling.

They add new capabilities all the time. They now have a global payroll feature so you could pay all of your contractors and employees from one place. They have headcount planning features now. They also offer compensation banding.

Rippling is good for companies of all sizes and stages. It could be used to manage a team of 15 or a team of 50,000. It is flexible and customizable. I can't think of a company Rippling wouldn't be good for.

Clients used the system and enjoyed the self-management process and support for immigration. The client's data was easy to access, and the information was in an excellent report to isolate any outliers on the compa ratio when comparing the national averages. Immigration allowed for an easy checklist for the operations or HR departments to follow for each employee.

Two clients used Atlas HXM. Clients were in the United States and Australia. Our consulting firm performs different HR duties. Atlas HXM provided other support such as hiring, contracting, and assisting on a similar level of HR. We provided HR data analytics and other supportive measures.

The two companies used it for different reasons. The U.S. company wanted assistance with immigration and hiring. The Australian client used it for onboarding.

Other software captured more personnel data. The extraction was easy, but the formatting can be improved. The setup may not be easy for all personnel.

The layout in some sections is more accessible and complete. The immigration software is supportive of the global market compared to others. It is easier to manage without an attorney. The onboarding needs improvement as there are ways to improve the cultural connection when inputting data for global usage.

The cost is the biggest consideration. The smaller client enjoyed the Atlas HXM but could not afford to purchase more features. The larger client relied on Atlas HXM so much that I do not feel they were properly using it. It basically replaced someone’s job, but if the main admin left, then the system would need someone to relearn the systems and how to add admins, employees, and make edits.

I am not sure as each client role was temporary and did not involve a significant time working on the platform.

Atlas HXM is great for mid-size companies and large companies. It provides all the support they would need and saves money. It is an excellent add-on feature for other software.

Customer service is exceptional; you really feel that they are part of your team. I also loved the guarantees of local compliance, which created great trust with our in-house auditors. The ability to see the big picture of our workforce globally was also crucial, as it provided a great understanding of the workforce map and enabled strategic moves on the people side of things.

I was setting up PapayaGlobal for one of my previous clients. The reason we needed a tool like this was that we wanted to hire talent from different countries. Previously, we bypassed this by hiring on a "contractor agreement," but we really wanted employees, not contractors. While managing paperwork for EU candidates was somewhat easier, when it came to hires from outside the EU, it was a bit of a nightmare. Our HR team had to learn local employment laws, and we even contacted local lawyers to send us an empty contract so we could be fully compliant. These were the pains that the service greatly alleviated. We saved a lot of time, and audits were less stressful. We used it for about two years, but then the business took another direction.

It took a long time to learn the navigation through the platform; you really need to invest time to learn everything—you cannot just jump in with no training. Sometimes the screen would not load properly; words were overlapping, and it took some reloads for it to work, which was disappointing for a service that charges so much. We also had some issues with invoices; it was not clear how to manage them, but customer service helped with that.

Compliance support and global presence are the main reasons we chose PapayaGlobal. Another key factor is the customer service, which was consistently excellent. I also enjoyed the real-time access to analytics, which was helpful in following trends and monitoring important metrics globally.

First, consider the cost and how the pricing is structured to determine how much value a company can derive from the service at the agreed price point. Another important factor is access to real people who can guide the onboarding and integration with existing tools, which was commendable. Additionally, global access to local labor laws is perhaps the biggest consideration.

PapayaGlobal has evolved, but I believe other platforms have caught up and may be more attractive in their pricing.

PapayaGlobal is great for rapidly scaling businesses that need support in managing a multinational workforce.