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deel
Pricing:
Contractors: $49/month per contractor
EOR: $599/month per employee
HR Platform: Free up to 200 employees
Best For:
Companies looking to rapidly expand their team across multiple countries without setting up foreign entities.
Not For:
Businesses that only operate in one country or require extensive customization and internal control over HR processes.
Multiplier
Pricing:
Hire Employees (EOR): $400 per employee per month.
Pay Freelancers: $40 per freelancer per month.
Global Payroll (Standalone): Starts at $20 per employee per month.
Best For:
Companies undergoing rapid global expansion, especially those focusing on the Asia-Pacific (APAC) region
Not For:
businesses needing extensive pre-built software integrations beyond the current limited list (BambooHR, Workday, Personio, HiBob) or those requiring deep customization
Lano
Pricing:
Employer of Record (EOR): from €600 per employee per month.
Multi-Country Payroll (via partners): from €300 per month + €30 per additional employee per month
Payroll Consolidation: €3 per employee per month
Contractor Management: €20 per contractor per month
Best For:
Medium to large international companies, particularly those based in EMEA, dealing with the complexities of global workforce management.
Not For:
Lano is generally not the right fit for small businesses (under 50 employees) with straightforward, single-country payroll needs..
Oyster
Pricing:
Contractors: $29/month per contractor
Global Payroll: $25/month per employee
EOR: $699/month per employee
Best For:
companies initiating their workforce globalization efforts or those who value a user-friendly interface, straightforward onboarding, and the ability to explore the platform before committing financially.
Not For:
very large multinational corporations that already possess extensive global HR infrastructure.
Papaya Global
Pricing:
Workforce OS: Starts from $5 per employee per month
EOR: Starts from $599 per employee per month
Contractors: Starts from $30 per contractor per month
Best For:
companies needing to automate payroll and payments for their global workforce
Not For:
businesses seeking numerous out-of-the-box software integrations or those looking for a simple, all-inclusive flat fee structure without additional setup
Rippling
Pricing:
Starts at $8 per user per month
Best For:
US-based and international SMBs with up to 2,000 employees
Not For:
Very small companies with only a handful of employees may find Rippling too robust for their needs.
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International payroll has become essential for businesses hiring talent abroad while maintaining compliance across multiple countries. It goes beyond simple international payments—it's about employing workers globally as if you had registered entities in each of their home countries.
deel
Before selecting a global payroll provider, consider these important factors:
Even with a service handling compliance, you should understand the basics of international HR regulations in each country where you employ people. This knowledge helps with budgeting, hiring decisions, and potential transitions from contractor to full-time status.
While global payroll platforms may seem expensive compared to domestic solutions, calculate what you'd spend using individual providers in each country or establishing your own operations. Factor in potential compliance fines and employee turnover costs from inadequate benefits.
Don't overburden your HR department with international payroll responsibilities. Look for solutions with automation features that reduce manual work while keeping HR informed. Involve finance teams and leadership in the selection process, as this represents a significant investment.
Consider how the platform handles employee data security, particularly in regions with strict regulations like GDPR. Understand both legal compliance and practical security measures implemented by the provider.
Global payroll technology continues to evolve with several notable innovations:
Modern platforms use AI to automate complex calculations for salaries and taxes while maintaining compliance with diverse regional requirements. Some services now offer chat-based AI consultants that can answer specific questions about tax implications in different locations.
This employee-centric feature allows workers to access earned compensation before traditional paydays, addressing immediate financial needs and improving overall financial wellness.
With 94% of business leaders desiring integration between payroll and HR systems, many providers now incorporate comprehensive HR workflows. Companies like Deel and Remote have expanded beyond payroll to include onboarding, time management, organizational charts, and expense tracking.
deel
Comprehensive global payroll solutions typically offer three key service models:
For companies without legal entities in employees' countries, an Employer of Record (EOR) employs workers on your behalf. This approach works well whether hiring one person or building entire international teams. While some providers aggregate services from local partners, more companies now own their EOR entities to reduce risks and streamline operations.
This option suits situations where either party prefers contractor status over full-time employment. The platform manages payments to international contractors while ensuring compliance with local regulations for self-employed workers.
For companies with existing legal entities abroad, these services handle payroll and benefits administration similar to domestic providers, while you maintain direct employer responsibilities.
Most providers offer flexible combinations of these services, allowing different approaches for different countries based on your specific needs.
When narrowing your options to 2-3 providers, prepare specific questions for demos and trials:
If full global payroll software doesn't fit your current needs, consider these alternatives:
Rather than software-based solutions, you might partner directly with service providers who handle everything manually. This requires more familiarity with each service and more direct communication with payroll professionals.
For simpler situations where contractors manage their own taxes and benefits, international money transfer services offer a less costly interim solution while you develop a long-term strategy.
Implementing international payroll properly requires careful consideration. Beyond legal compliance and payment logistics, focus on creating the best possible experience for your global team members. When employees feel properly supported, they perform better and stay longer.
Take time to evaluate providers thoroughly, ask detailed questions, and determine the right mix of services for your specific situation. A well-chosen global payroll solution can give you a competitive edge while saving time, reducing costs, and creating a more satisfied, productive workforce.
deel
