11 Best Global Payroll Services & Software Compared (2024)

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.

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

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

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

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

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

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

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

•  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.

Easy to use. Provided sign up incentives. Respected brand.

Colleagues had experience with ADP in the past and were lobbying for the company to make a change. We have made that change and then continued to increase the services that we were obtaining from them. It has been a positive experience. The vendor is exceeding our expectations. We don't foresee making changes in the near future.

It is a big company so you don't always feel like an important customer. We often deal with different people at the company. It would be nice to have one consistent contact.

The breadth of products that it offers is important to us. We know it has quality products and services.

A company with a long track record. Incentives to move to it. Suggested enhancements to the products.

It is continually updating its service offerings with improvements. It contacts us for associated products and services that may assist our business.

Small to medium business.

Rippling is user-friendly; you do not need to be a programmer to be able to program functions on this platform. You can contribute ideas for new features or functionality. Their customer service is better than most HRIS systems.

The organization had been using an HRIS system that did not have the robust reporting, automations, or customer service they were looking for. I used Rippling with the company for about a year and a half as a super admin. We found Rippling's customer service superior to the previous system we had been using.

Implementation was easy, but I strongly recommend that someone who has done implementations previously spearhead an implementation to help bridge where you were with a previous system to where you want to go with Rippling. Setting up workflows and automations is easy in Rippling, and their technical advisors are always willing to hop on a call to walk you through any issues that you may need additional help with.

We started using Rippling as the HRIS/payroll for our US team but quickly added the Canadian team. We used it largely for headcount and reporting for all other global teams.

Only one workflow in the core plan; everything else is an upgrade. Rippling often uses their customers for BETA testing without letting them know (Rippling told us they had functionality for payroll in another country when they did NOT). It feels like they are constantly trying to upsell you and get more money out of you.

The tool is one of my favorites so far. It is very easy to use, but when you get stuck on something, they will provide live support to walk you through. Most other HRIS systems are very helpful through implementation but are hard to reach once you have completed.

People need to think about the implementation process; the new tool is probably not going to look or act like the old tool. Definitely ask if there is a demo account and work through it to see how it works.

Think about where your company is now versus where you expect to be in five years. Will the tool grow with you? How much additional expenditure will be required to scale it with your business? If there are new functions you will need to purchase in the future, will the additional expense work with your scaling budget?

Rippling is very good at taking requests from customers for new functionality. For the most part, Rippling employees only know Rippling; they don't know other platforms. So they don't know how you used XYZ brand prior and how the change in process affected your business.

Rippling is good for organizations with a growing or evolving workforce. It can house all historical HR documents, send revised documents out with the click of a button, and update workflows easily.

Globalization Partners 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 Globalization Partners 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. Globalization Partners 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 Globalization Partners, 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, Globalization Partners 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 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.

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

The primary benefit lies in the enhancement of the employee experience, introducing a newfound level of autonomy for our non-U.S. employees. Additionally, Oyster offers seamless service, excellent communication, and significant time and cost savings. Utilizing Oyster costs less than engaging external consultants for equivalent services. Its ease of use has integrated it seamlessly into our business strategies.

I've had experience with Oyster at a previous company. The service operates seamlessly, boasting excellent communication, and notably saves both time and costs. Utilizing Oyster comes at a lower expense compared to engaging external consultants for similar services. The most significant benefit lies in the enhancement of the employee experience. Oyster introduces a level of autonomy previously unavailable to our non-U.S. employees.

While Oyster excels at generating basic reports such as payroll, invoices, and expenses, its reporting capabilities are limited beyond these functions. Unlike other HR tools that offer insightful charts, customizable filters, and robust data exploration features for identifying hiring trends, benchmarking team productivity, or analyzing retention rates, Oyster falls short. This deficiency in advanced reporting may frustrate businesses focused on optimizing costs, improving time-to-fill metrics, and establishing a global talent pipeline. While workarounds are available—such as exporting report data for analysis in Excel or data visualization tools—they entail additional effort.

Oyster collaborates with third-party vendors to provide payroll and HR services in certain countries where it lacks a direct presence. While this expands Oyster's support for more locations, it also introduces potential inconsistencies in user experience. Working with partners may incur higher costs, offer less transparency, and result in longer wait times compared to dealing directly with Oyster.

Oyster is easy to use but has limitations when compared to some of its competitors from what I learned while researching online.

Pricing, types of employee engagement that the purchaser is needing, and the size of the company.

I’m unsure of how WorkTango changed or evolved over time.

Oyster very good for hiring, onboarding, and payroll, and for companies that does these activities a lot.

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.

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.