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

I like that the process and layout is very similar regardless of which product and service you use from them - quite intuitive. It supports employers ability to maintain compliance by listing out requirements and flagging missing items or expired items. Lastly, being able to file 1099s digitally is a luxury I hadn't had previously. A total time saver.

We implemented Deel initially as a way to pay our onshore 1099 contractors, track their contracts and contact information outside of our HRIS. After two years, we had a new problem to address and changed our Deel platform to include an EOR. We had offshore contractors that we wanted to bring on as full-time employees to retain them and ensure compliance with the IRS. The change was seamless and the EOR is intuitive, informative and our offshore employees have been satisfied with the service from their end.

I think there is room to improve the connection between employer and the EOR service representatives in that a dedicated point-of-contact that is in house with Deel and not an international partner. Another consideration for EOR is having to pay a month's salary deposit up front for payroll is not ideal for cash flow. Lastly, I would love to see more employee and contractor features that you might find on a traditional HRIS because I believe it would be a better and more enriched experience for them.

For 1099 contractor management, oftentimes you use an ERP or accounting SaaS which has limitations. Deel bridges the gap between accounting SaaS/ERPs and an HRIS. For EOR, Deel is middle of the road in value. It is a great option for smaller OPEX budgets, but there are other EOR companies who offer more desirable features and better in-house service partners.

Consider the number of contractors or employees you would need for the upfront and annual costs to be justified. Whether or not you are familiar with global payroll, consider how much compliance support you need or is desirable for you. Lastly, consider whether you are up to converting your local currency to the international currency. Deel does not currently offer this in the employee profile, they only show the employee's local currency.

There is better customer service and help tutorials. Further, I have found there is an increase in the amount of educational materials available through Deel in order to stay current on contractor and global payroll trends and compliance.

I have known it to be used by HR and Finance professionals alike. Payroll administrators, regardless of where they fall organizationally, will find this tool beneficial. I believe organizations where these contracts or payrolls are relatively straightforward can benefit. Running payroll and paying invoices takes 10 mins or less per pay period.

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

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

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

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

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

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

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

I love Remote because I can post job openings in different countries, which helps me attract more candidates and create a talent pool. I like that it is user-friendly, and the features are easy to use and understand; you do not need to watch YouTube videos to learn how the platform works. Finally, it helps me create job postings that are more attractive to candidates using AI.

Our Customer Service department requires bilingual and, in some cases, trilingual profiles. This skill can be challenging to find in the market if you focus your search on just one country. I have been using Remote for the past four years, and it has helped us find seasoned candidates on different continents, opening the possibility of hiring international employees and meeting our recruitment goals.

It can increase the number of ATS systems that they can integrate with the platform. Remote has amazing additional services, but they offer them as an enterprise plan (extra cost); I believe some of them, such as global payroll, could be included in the talent acquisition plan. Although customer support is available 24/7, sometimes it takes a few days to get back to you with a solution.

I have used different platforms to hire international employees. Remote.com allows me to contract directly with the employee for my organization, while other platforms only allow me to hire the candidates as freelancers or contractors, and we require full-time employees.

If you want to increase your talent pool and hire remote workers, Remote.com is a good option. In addition, if you need help processing payroll according to the employment laws in each country, Remote.com takes care of it with global payroll.

Remote.com has changed the way of remote work. Before, there was just one option: hiring someone as a freelancer or contractor. However, their platform is available in different countries and has opened the possibility of hiring full-time employees. Companies can now count on team members to be 100% focused on their needs.

Remote.com is for any type of organization, whether an international or multinational company or a business startup, because their platform adjusts to the organization's needs.

• I appreciate ADP's user-friendly interface to simplify complex HR processes.
• ADP's robust reporting capabilities provide valuable insights for strategic decision-making.
• The scalability of ADP allows seamless adaptation to the evolving needs of our growing organization.

One of the primary reasons ADP was selected was its reputation as a reliable HR solution provider. The platform is known for its ability to streamline payroll processes, manage employee benefits effectively, and ensure compliance with changing regulations.

Additionally, ADP's scalability was a crucial factor. It accommodated the evolving needs of our workforce and provided the flexibility to handle increased employee numbers.

• I find occasional glitches in the user interface of ADP frustrating.
• The limitations in customization options can be restrictive for our specific needs.
• There's a concern about potential increased costs as our organization grows with the continued use of ADP.

ADP user-friendly interface makes HR tasks more accessible for our team, and the reporting features provide insights into workforce analytics. Also, the customer support from ADP has been consistently responsive and helpful.

Consider the tool's functionality to ensure it aligns with your HR needs, evaluate scalability for future growth, and assess integration capabilities with existing systems. You will need to scrutinize compliance, security, and the total cost of ownership. Additionally, research the vendor's reputation, inquire about the product's upgrade plans, and take advantage of trial periods to assess real-world performance before making a final decision.

ADP has evolved to meet user needs by enhancing its user interface and expanding its features to address a broader range of HR requirements. This would include payroll processing, benefits administration, and talent management. ADP's scalability has improved, accommodating the diverse needs of both small businesses and large enterprises. The platform's increased integration capabilities enable seamless connectivity with other systems, enhancing overall workflow. Over time, ADP has embraced mobile accessibility, allowing users to manage HR tasks remotely, reflecting its adaptability to changing work dynamics.

In my experience ADP is adaptable to the specific needs of growing companies. It is an excellent choice for users seeking a comprehensive HR solution, encompassing payroll processing, benefits administration, time and attendance tracking, and talent management. The platform is beneficial for those who prioritize user-friendly interfaces that require robust compliance features and reliable customer support. ADP is a valuable and supportive HR management solution.

I like the user experience. I like that the platform takes a fun approach (not cookie-cutter). I really love that I can set up a page for each country we do business in but have all the pages in one portal.

Our organization had many pain points as a startup. We needed the flexibility to hire people outside of the US quickly. Oyster was super user-friendly and was a wonderful EOR for us. I can't say enough nice things about their product and people! I have personally used them for just over a year.

Cons of having an EOR (or a PEO) are that we have less control over growing costs year over year (especially benefits costs - you are pretty much stuck with their recommendations). Another disadvantage of Oyster is the detailed customization usually wanted in smaller businesses. The cost of the tool is also steep.

Oyster is different from Atlas, for example, in the user interface. Oyster is more fun to use! In HR, so much of what we do is serious, urgent, and complex - high stress. This tool makes the work a bit more enjoyable.

Do you need an EOR? Have you researched EOR versus PEO, and why is an EOR more of a fit for your company?

They seem to be making continual improvements. Not stagnant.

Oyster can be a great fit for a company with employees, contractors, or vendors in multiple countries worldwide.

Recognizing the inefficiencies of siloed HR systems, we implemented Rippling to centralize payroll, benefits, onboarding, and even IT management. This user-friendly platform automates tasks, boosting departmental efficiency. Employees are empowered through a self-service portal, freeing up HR time for strategic initiatives. Rippling prioritizes security, giving us peace of mind. Overall, it streamlines processes and empowers our workforce.

Before implementing Rippling, we juggled multiple siloed systems for payroll, benefits administration, and onboarding. It was time-consuming and error-prone to manage everything separately. Rippling offered a single platform to manage everything in one place, allowing for a more efficient and centralized approach. This has not only saved my client a significant amount of time but also improved the employee experience by providing a user-friendly portal for them to access their benefits information, make changes, and complete onboarding tasks.

Rippling isn't without limitations. Extensive customization for unique needs might require extra development work. Some reviews suggest scalability limitations for massive enterprises. Thankfully, these haven't been dealbreakers for us, and the overall benefits outweigh the downsides.

Unlike competitors with clunky interfaces, Rippling prioritizes user-friendliness for both HR and employees. It goes beyond just payroll or benefits, offering a single platform for HR, IT, and some finance needs. This centralization eliminates juggling multiple systems and fosters smoother workflows. Rippling's focus on automation frees up HR from repetitive tasks, allowing them to focus on bigger picture initiatives. Ultimately, Rippling stands out for its user experience, comprehensive approach, and focus on streamlining HR processes.

Selecting HR software requires introspection. Identify your core needs - is it strong payroll, benefits, or something else? Prioritize user-friendly interfaces for both HR and employees. Finally, decide if a one-stop-shop like Rippling suits you, or if best-in-breed solutions for specific areas are preferable.

Rippling keeps evolving to meet user needs. They've expanded beyond core HR functions, offering features like bill pay. Automation is increasing, freeing up HR professionals. User experience remains a focus, with ongoing improvements based on feedback.

Rippling shines for SMBs - easy to use and centralizes HR for them. Fast-growing companies benefit from its scalability and automation for a growing workforce. It also excels for those seeking streamlined workflows and a user-friendly experience for both HR and employees.

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

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

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

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

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

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

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

• It is easy to navigate and use, allowing me to efficiently manage schedules and track employee time without extensive training.
• The automation features, such as scheduling and time tracking, save me considerable time and reduce manual errors, ensuring smoother operations.
• It provides detailed reports on attendance, overtime, and scheduling metrics, empowering me to make informed decisions and optimize workforce management strategies effectively.

We implemented TFY due to the manual processes in the organization that were causing inefficiencies, specifically with scheduling and time tracking. These processes were time-consuming and prone to errors, frequently leading to payroll discrepancies. TFY allowed us to automate tasks and create optimized schedules quickly and efficiently. It has robust time tracking, which has significantly improved accuracy in employee hours, payroll, and overall operational efficiency. It has streamlined our workforce management, removed administrative tasks, and allowed us to focus more on strategic initiatives and employee productivity.

• Sometimes the customization options for specific scheduling rules or reporting formats can feel restrictive, making it less adaptable to unique organizational needs.
• Integrating with other existing systems or software can be complex and may require additional technical support to ensure seamless operation and data consistency across platforms.
• At times, the response time from the customer support team could be improved, especially during urgent situations or when needing assistance with complex issues that require immediate resolution.

It is easier to use than competitors and provides a much more streamlined approach, ensuring operational efficiency.

Prioritize functionality—evaluate whether the tool covers critical areas such as scheduling, time tracking, and reporting comprehensively. Assess the user interface for ease of use, as this impacts adoption rates and training requirements. Then look for customization options that align with your organization's unique workflows and policies. Integration capabilities with existing systems should also be a priority to streamline operations and data management. Also, evaluate the vendor's support services and maintenance to ensure ongoing reliability and assistance when needed. Taking these factors into account will help you choose a tool that enhances operational efficiency and meets long-term business objectives.

I’ve heard there are regular updates to provide the most up-to-date system, but not sure about the specifics as I haven’t used for a long time.

Small to medium companies can find TFY useful.

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

Pricing flexibility was great and affordable for smaller enterprises. The representatives and customer service staff were very knowledgeable and experienced, offering excellent guidance and a can-do attitude, which was very welcome as we had become bogged down in red tape. We liked that there were very relevant add-on services that could be used on an ad-hoc basis.

We bought Papaya Global because we were expanding internationally. Our business meant that we had small offices and remote workers in many countries. It was time-consuming and error-prone to individually pay staff in so many countries. We needed a tool that could centralize global payroll and pay multiple international staff seamlessly and effortlessly, and Papaya Global did this. I used it for about a year.

It would have been good if they had a solution for 50 to 100 employees. We had to take the minimum 100-employee tariff even though we initially had fewer than 100 employees. Reporting could be improved; I found that the invoices were a little low on detail. It is a bit more expensive than the competition.

I have used other similar tools, and while a little more expensive, I found that this one has better global coverage and a more comprehensive service offering.

Consider global coverage, e.g., what countries they serve and if they have a depth of knowledge and expertise. Ensure it has a good and efficient global payroll service at its core, but also has the appropriate add-on services (like EOR, global payments, contractor payments) so you can quickly adapt to changing business circumstances.

I think the library and knowledge base have grown substantially, providing more on-demand information and advice about global payments.

Papaya Global is good for any international organization with employees in multiple countries.

1. What I really like about Atlas is that it has everything in one place, such as recruitment, onboarding, and payroll, which makes it easier for me to keep information accurate rather than having to input everything into different systems and lose track.
2. Another thing I like about Atlas is its friendly features that make it user-friendly for employees.
3. It is really easy to navigate for both HR and employees, which saves a lot of time as employees do not need to seek answers from the HR team for simple tasks such as editing their own personal details.
4. Lastly, the reporting features are very helpful as I do not have to make any more spreadsheets, and it can generate the repetitive tasks every month.

The organization I worked for chose Atlas because we initially had issues with HR systems that made it difficult to maintain consistency and accuracy. I personally used it for six months. Our previous HR system did not have everything in one place, such as onboarding, payroll, and recruitment, making it difficult to keep information accurate and centralized. When we started with Atlas, everything became easier as it brought together all the needed features, such as performance management, payroll, onboarding, and recruitment, and it is very user-friendly.

1. Sometimes Atlas slows down during peak usage, but we did not have a massive issue with that.
2. The implementation took a lot of time and required significant effort.
3. Training videos would be more useful if they were more comprehensive and specific to the organization.
4. Lastly, the platform can be expensive for smaller organizations.

Atlas covers various aspects of HR, and having all these aspects integrated is amazing and time-saving. Also, Atlas offers integrations with CRM systems, which streamline business processes. That is why I was really glad to work with Atlas, because the integrations it offers are really useful and user-friendly.

Features and functionality are key to maintaining accurate and consistent data. Integrations are essential to keeping everything in one place. It would be nice to see Atlas quicker, as it slows down during peak usage. Another important aspect is that the platform should be user-friendly and easy to navigate to ease implementation. While Atlas is very easy to navigate and provides many useful features, having quick and responsive customer support is also crucial when facing issues. Lastly, consider the cost.

Atlas expanded its features and included talent management and employee engagement tools. This allowed users to find solutions to various human capital management needs all in one place. Additionally, Atlas has become even more user-friendly over time, making it easier for users to customize and navigate the platform, increasing efficiency and productivity.

Atlas is very good for medium and large-sized organizations that seek human capital management solutions. It is ideal for organizations that prioritize data-driven decisions and want to integrate CRM tools within the HR system to make data more visual and accurate.