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

I love how quickly we can set up a contract in a completely new country. The interface is intuitive, and setting up a contract takes less than five minutes. It is also no longer necessary for us to double-check the local labor laws against the contract, as they have local lawyers ensuring compliance. For example, the system does not allow you to input a number of holidays lower than the country's legal requirement, which is pretty nifty.

It has become increasingly difficult to employ people in other countries, especially China. Due to local employment laws, we were spending a lot of resources and time putting together job offers. We also needed to ensure local people that our obligations to local law were done by the book. We are still using Multiplier several months later. With the expansion of the business, we will likely use it even more.

I would like there to be a better overall HR manager system, where we can manage everything with different levels of management access. Also, I wish there were more personalized configurations that could specifically tailor to the business. A more custom onboarding would be superb and a slightly less robust package. Additionally, the price is a bit high for a startup trying to hire in countries with lower salary rates, which kind of defeats the purpose.

Multiplier is user-friendly, and onboarding is super quick. I didn't expect the platform to provide access to a benefit management program, which was a pleasant surprise. Overall, it combines contracting, benefits, and PTO management all in one place. It literally cut my working hours in half. It is excellent.

Definitely consider the price. The pricing makes sense if you are employing people with high salaries, but if you are hiring administrators from a low-income country, the platform may not be cost-effective. You can get a discount if you bulk purchase for more than five people. The price is per person per month. Another thing to consider is its simplicity; the platform is very easy to use, practically immediately. Finally, consider the effort you would need to figure out employment laws in countries where laws are constantly changing; this tool will save you from some headaches.

Not much, although they have promised the HR section is developing and will be rolled out in full capacity soon.

Startups and scaleups. Multiplier is great for companies that are global and starting out, but not for big ones that already have entities in different countries. It is also suitable for scaling companies that do not yet have in-house HR and legal teams.

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.

•  Remote drafts contracts to ensure compliance with employment laws in countries such as the Philippines and Portugal.
• The system's navigation is easy and seamless, saving time.
• Notifications update HR and line managers for approval once invoices are submitted, ensuring timely contractor payments.
• The reporting tool allows for the review of previous invoices and payments made to contractors.

My previous employer, Competitive Capabilities International, already had this tool in place when I joined, and I used the system for six months while employed there. The previous payroll processing system, SAGE VIP, was not as effective as the Remote platform for contractor payments. Remote also streamlined the drafting of contracts, ensuring compliance with employment laws without the need for legal counsel, which was time-consuming. This tool addressed the pain points of inefficiency and compliance, providing a more robust and automated solution for managing contractor payments and contracts.

• The limited usage of the tool makes it difficult to comment on any significant cons.
• I was satisfied with the required functions of the Remote system.
• There were no notable issues during my use of the tool.

I haven’t worked with a similar system for contractors before using Remote, but I was quite impressed with its functionality and ease of use.

• Usability and training: The system should be easy to use and navigate. I grasped the Remote system in a day.
• Compliance: Ensuring the tool adheres to employment laws and best practices is crucial to avoid fines.
• Security: The system should have multi-factor authentication to protect user data.
• Cost-effectiveness: Remote is more cost-effective than employing an individual for these services, allowing focus on more critical tasks instead of manual admin work.

The functionality and usage remained the same for me during my six-month period of use.

Remote is ideal for organizations with a remote workforce employed globally. It provides peace of mind by ensuring payroll and contracting compliance with each country's specific legislation. It benefits HR from contracting, onboarding, and payroll perspectives, and may also benefit finance departments depending on who handles payments.

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.

It is very easy to use. The country-based information guides are well-researched and helpful. The onboarding process is slick and pain-free.

My organization was struggling to get reliable resources in overseas locations. Freelancers did not stay around long enough and were expensive. The organization wanted to reduce salary costs and increase staff retention by hiring actual employees instead of freelancers.

However, we were only hiring one or two employees in multiple locations, so it didn't make financial sense to establish an offshore legal entity. We needed to use an Employer of Record service to quickly and efficiently employ staff offshore. We wanted to convert some of our freelancers to employees as well.

Oyster impressed us as it offered this service in a unique SaaS format, making it transparent, quick, and great for remote collaboration. I have been using it for about six months and appreciate the easy onboarding process, cost calculator, and HR information per country, which is great for planning.

We have converted several existing freelancers to local employees and hired multiple employees into the local EOR entities via Oyster's one-stop-shop service.

I wish there was more information and guidance on offboarding. Some help with finding talent could be useful. Integration with sites like Upwork for contracting to hire via Oyster would be beneficial.

It's a one-stop-shop SaaS digital service, whereas I have used more analog organizations. I prefer the Oyster model as it's better for remote collaboration across different time zones.

People should consider cost and ease of use when buying this type of tool. Additionally, the global HR information guides provided are crucial to successful offshoring.

They have evolved into a one-stop global payroll tool that can save a lot of time if you have many workers in different locations that need to be paid.

Organizations that have good HR knowledge but want to hire just a few staff (1 to 5) in multiple locations around the world will find Oyster to be the best fit.

Ease of setting up and configuring automation during the onboarding process allowed for key touchpoints to be made during an integral stage of employment. Rippling also served as a single sign-on for the Google suite products our organization used. We received multiple compliments from employees on how easy the system was to use from their perspective.

My organization wanted to move away from an HRIS that was not cost-effective. After vetting multiple HRIS options, we decided to go with Rippling. The relationship with the sales and implementation team was seamless. Rippling offered a fully integrated payroll and HRIS system at an affordable cost. My organization used Rippling during the final year we were in business and should have made the switch sooner.

There were extra fees related to year-end tax filings, such as ACA and 1095 forms. The reporting function had some limitations; while several report templates were already built in, much of the data we needed required creating custom reports. Not all of the "fun" areas of the system were included in the core package. We could have done a lot more with Rippling but simply did not have the budget to add on the additional functions.

It felt very modern from both an Administrator standpoint and an employee perspective. It did not feel like an outdated system like some others, which was something that stood out to my organization, especially being in the SaaS space.

I suggest identifying which HRIS features are most important for your organization. Some may prioritize a robust reporting function, while others may need compliant payroll across multiple states. Once those key features are identified, avoid compromising if possible. Also, consider the Administrator who will be heavily involved in the system each day—what tools do they need to succeed, how can this system help streamline their current processes, and how can it improve overall efficiency?

Unfortunately, I do not have enough experience with this system to accurately answer this question, as my organization was only with Rippling for 12 months.

Small to medium-sized businesses looking for a modern approach to HRIS and payroll. An ideal user would be someone who wants to embrace technology and utilize it in standard processes.

Globalization Partners provided my organization with a simplified approach to compliance management, taking care of complex compliance issues, including payroll, benefits, and tax regulations from a global perspective.

Onboarding new employees across multiple countries was also more efficient, including contract management.

Additionally, Globalization Partners provided region-specific support, which was especially helpful for navigating various languages and laws across different countries. This gave my employees more accessible HR support.

My previous organization decided to purchase Globalization Partners last year because we were experiencing rapid global growth, and managing global compliance was becoming more complex.

We needed software that provided a solution to handle everything, including payroll, benefits, and understanding local tax laws, without creating a significant financial burden on our organization.

Globalization Partners managed most of the heavy lifting related to compliance, making it easier to onboard new employees globally. I personally began using the software during the implementation process, and the support staff at Globalization Partners were very responsive, which was invaluable.

Globalization Partners could offer additional HR tools, such as features for performance tracking and employee engagement.

The onboarding process could be more customizable to allow organizations to incorporate more brand-specific elements.

Another drawback is that Globalization Partners does not offer a dedicated section focused on training and employee development.

Globalization Partners stands out from competitors by offering a more comprehensive compliance management system. Compared to other solutions like Velocity Global, Globalization Partners handles more extensive international compliance requirements, providing additional checks and balances to ensure adherence to local laws.

When evaluating this type of tool, organizations should consider how it handles onboarding, manages local employment laws, and the level of ongoing employee support offered.

• The onboarding experience is important, as its quality can significantly impact company culture.
• Local employment law management is critical; strong compliance can help organizations avoid legal fees and fines.
• Reliable ongoing employee support is essential, specifically in terms of response times and problem-solving capabilities.

Most recently, in 2022, Globalization Partners rebranded to "G-P" to reinforce their commitment to supporting organizations in global growth. This rebranding was one of the first steps G-P took to demonstrate a proactive approach to enhancing their software.

Globalization Partners is particularly well-suited for small to mid-sized organizations. These companies often face challenges in hiring a dedicated HR department to manage global operations.

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

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

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

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

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

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

Small to medium companies can find TFY useful.

I like that Workday can be your one stop shop for all HR and recruiting needs. It is easily customizable to your organizations preferences. I love the reporting capabilities that Workday can provide. I also like the main screen user interface. I think it is very user friendly and easy to learn.

My organization implemented Workday for the reporting and metrics functionalities. Workday is so robust and can do so much, especially for a big organization like the one I am in. The key benefits are that you can personalize Workday to your company's needs. There are no shortages of capabilities and functions Workday can serve. If you want recruitment metrics and reports, Workday is your tool. I have used Workday personally for 5 years in 2 different organizations. Both companies needed better reporting metrics around hiring and Workday solved these needs.

Workday can be a lot! It offers so many functions that it can get overwhelming. I have had candidates who have not liked the Workday experience when applying for a position. Workday's customer service has been weak at times and has not been the easiest to deal with.

WorkDay has a great brand name. Some of the largest and most profitable companies in the world use Workday which I think speaks for the brand itself. Workday’s functionalities can do so much more than a lot of their competitors. I have used similar tools and Workday by far has the largest arsenal of functionalities. You can utilize anything you decide you want to utilize and can offer almost everything from an HR, Recruiting, and Benefits standpoint.

Workday can be expensive. You get what you are paying for. If you want a complex product as a one stop shop then I would recommend Workday. I would figure out what you want your Workday to function as within your organization.

Workday has continuously made adjustments to the user interface to make it more user friendly. More training is always offered to new capabilities that are added monthly.

Very big organizations who want a system that can do a lot of different things. If you are an organization who has a high requisition load, a need for high level reporting, Workday would be a great fit.

1. Comprehensive Global Management: PapayaGlobal excels in managing multinational payroll and compliance, which is critical for our global operations.
2. User-Friendly Interface: The platform is intuitive and easy to navigate, making complex tasks more manageable.
3. 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.

1. Occasional Delays in Updates: Sometimes, updates to regulations aren't as prompt as they could be, which can be a compliance concern.
2. Customization Limitations: While PapayaGlobal offers robust features, some aspects of the platform lack deep customization options that could better fit specific organizational needs.
3. 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.

1. Global Compliance Capabilities: Ensure the tool efficiently manages global compliance requirements, essential for multinational operations.
2. Integration with Existing Systems: Check that the tool integrates seamlessly with your current HR systems to streamline processes without redundancies.
3. Scalability: Assess whether the tool can scale according to your business growth, especially if you plan to expand into new markets.
4. 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.

1. Convenience: We didn't have to set up our own entity to hire someone in France.
2. Compliance: It's handled by the Employer of Record, so we don't need to acquire the knowledge ourselves or create policies.
3. Employee satisfaction: All HR and payroll questions can be answered by a local team.

There was a need to expand the firm's market in France, and we needed an SDR in the country with the necessary language skills. Atlas HXM allows us to employ individuals through an existing local structure, which addressed our concerns. The company I work for is still using the service, which is compliant with local laws, easy to understand, and saves time.

1. Response time: The account managers are slow to respond.
2. Holiday management system: It doesn't always count correctly.
3. Constant changes: The platform changes quite often.

It is a great tool to use and cost-efficient in our setting. We had quotes from different providers, and this quote was the most service vs. price efficient.

Companies should explore the cost of using this tool when they consider employing someone abroad without an entity. If it's for several employees, it will be cost-efficient, but above a certain number, it might be worth exploring the option of setting up your own entity.

The platform has changed several times for the better. They have created a more accurate holiday tool and clearer information sharing. The response time has improved as well.

Remote companies can make great use of Atlas, mainly for tech or sales roles.