Deel is the best global payroll solution on the market today—see how the other top options compare.
Recent data shows that 90% of businesses have expanded internationally or plan to within the next year. That process involves a lot of legal red tape, and that’s just for hiring — international payroll comes with its own set of compliance requirements that change from one country to the next. That’s why the kind of payroll software you use is so important, and why I tested dozens of the top solutions to narrow it down to the best of the best.
My verdict:
My rating: 4.64 out of 5
I chose Deel as best overall because it offers something for all globally expanding businesses (and budgets). For example, its free plan gives you tools to manage all HR processes for a global workforce, from ensuring compliance with local regulations to managing time-off requests and automating processes like onboarding and offboarding employees. For larger companies looking to expand rapidly, Deel’s EOR plan enables hiring in over 150 countries without requiring you to build an entity in each, all while ensuring localized compliance support.
I also like that the platform serves both companies poised to hire globally immediately and those that simply want a provider that can offer that support when they’re ready. For example, Deel offers both a US Payroll plan for domestic hiring and a separate Payroll plan with tools for international hiring. This means companies can start wherever they are, and then upgrade or add plans as their needs become more complex.
Additionally, I appreciate that Deel offers multiple avenues for companies to save money as your business grows. For example, its free plan equips small businesses with tools to prepare for scaling globally, even before they have the budget to expand. With Deel, you can access tools such as global cost calculators, misclassification quizzes, and local law comparisons that can help you plan and make informed decisions before actually hiring your first global employee. Coupled with its ease of use, these tools make Deel stand out for me as the best overall.
| Pros | Cons |
|---|---|
| It offers a free HR plan with tools to manage global workforces, automate HR processes, and ensure compliance with localized insights. | Some plans can be cost-prohibitive for small companies. |
| Its PEO service gives employers access to Fortune 500 employee benefits plans at affordable prices. | Some competitors, such as Oyster, allow you to hire in more than Deel’s 150 countries. |
| Some competitors allow you to pay in more currencies than Deel does. |
Deel offers eight plans ranging from free to $499 per month. Many of its plans use per-person pricing, meaning final prices can add up quickly based on the number of employees or contractors you onboard. Here is an overview of its plans:
My rating: 4.24 out of 5
When it comes to automation, Rippling is second to none in my experience. It creates a literal ripple effect of automation whenever you make changes to employees’ profiles, ensuring they are always set up for success while keeping you compliant with labor and tax laws, even globally. Setting up these automations is as simple as filling out forms. You can create custom triggers tailored to your workforce to ensure your relevant processes are automated.
In addition, Rippling’s streamlined approach to workforce management creates an employee experience that cuts down on frustrations and helps employees succeed. One example is making sure they always have the equipment they need for their roles at their fingertips. When promoted, all the perks associated with that change are immediate and automatic, boosting their satisfaction with their career development. Services like Rippling’s PEO and EOR ensure employees receive competitive benefits plans tailored to their roles and locations, no matter where they are in the world.
| Pros | Cons |
|---|---|
| Automates 90% of your hiring, payroll, workforce management, and HR processes. | Features can be overly complex for small businesses. |
| Offers financial management tools that help global companies keep tight control of their bottom lines. | Expensive compared to many competitors. |
| Device management tool allows for automated employee device management and security across the globe. | Offers little pricing transparency. |
| Offers no free plan. | Offers no free plan. |
Rippling offers very limited pricing transparency around its products, publishing only that its Rippling Platform starts at $8 per user per month. Further, a Rippling Platform subscription is required before you can access other modules in its HCM, Rippling Spend, and IT suites and you must request a custom quote to receive information on these products. This is partly because it offers many modules that let you create a highly customized feature package for your company’s needs. These modules include:
Check out this Rippling Review: Features, Pricing, Pros & Cons
Our rating: 4.27 out of 5
Papaya Global is best for growing businesses because it offers volume discounts. For example, its payroll plans start at $25 per user per month for 101 to 500 employees. However, this price drops to $15 per employee per month for companies with more than 1000 employees. If you’re a large-volume employer, you can call to request a custom quote for more volume discounts. This pay-less-as-you-grow model is a unique feature that no other competitor on this list offers.
Papaya Global’s Agent of Record (AOR) services also create a secure and efficient framework for hiring contractors worldwide. For example, its AOR service offers contractor classification services, so you don’t have to navigate local laws on your own, along with guaranteed compliance, contractor record keeping for seven years, liability coverage, and ongoing compliance checks. You can also hire contractors in over 160 countries and pay them in 100 different currencies as needed.
| Pros | Cons |
|---|---|
| Offers per-employee volume discounts for payroll plans. | Per-employee rates for its payroll plans are relatively expensive for small businesses. |
| Agent of Record (AOR) service offers unique efficiencies and safeguards services for contractor companies. | There is no free plan. |
| Supports payments to contractors and employees in over 160 countries and 100 currencies. | Limited integrations compared to some alternatives. |
| Offers automated payroll processing in local currencies. | Not well-suited for very small companies, as its Grow Global plan requires a minimum of 101 employees. |
| Provides 24/7 support. |
Papaya Global offers three payroll processing plans designed to scale with the number of employees you anticipate using the platform.
For larger companies, you can request a custom quote to receive more volume discounts as you grow.
Papaya Global offers an EOR service for $599 per employee per month. This plan includes:
Papaya’s Agent of Record plan costs $200 per contractor per month. It handles contractor hiring, classification, and payments. Specifically, it includes:
Priced at $30 per contractor per month, this plan manages contractor onboarding and payment processing. Its features include:
Our rating: 3.59 out of 5
I chose Oyster because of its advanced global coverage, risk protection, and other contractor hiring support. You can choose an add-on to the Contractor plan that covers up to $500,000 in misclassification risk protection. This feature allows you to quickly onboard contractors in minutes, manage contractor workforces with ease, convert contractors to employees when necessary, and ensure contracts comply with regulations in more than 180 countries. This coverage outshines many competitors. For example, Deel only allows you to hire contractors in 150 countries compared to Oyster’s over 180 country coverage.
In addition, Oyster offers ways to save money if you’re serving under-resourced or at-risk populations. For example, Oyster for Refugees helps you find refugee talent and hire them at a discounted or free price point. Non-profit organizations looking to hire global talent can also benefit from these special discounts.
I also found the platform to be intuitive to use, even for small businesses with minimal payroll software experience. When I signed up for an account, I was immediately taken to a hiring dashboard with a preparation checklist that outlined each step I needed to start hiring employees or contractors. Each checklist item included an action button that directed me to the tools I needed to complete each action. The home dashboard includes tools that help me make informed decisions. I also had access to tools such as a cost calculator, country guides, and a global salary converter.
| Pros | Cons |
|---|---|
| Hire and pay contractors in over 180 countries. | Has fewer complementary payroll features than some competitors, such as employee device management and expense management modules. |
| Offers discounts for serving under-resourced or at-risk populations | Expensive compared to some alternatives. |
| Access contractor misclassification risk protection of up to $500,000. | Has no free plan. |
| The contractor plan comes with a 30-day free trial. | Benefits plans are only available via an add-on. |
| Pay employees in a choice of over 140 currencies. |
Oyster offers four plans with different price ranges, plus a number of add-ons starting at $25 per employee per month. Here is an overview of available plans and add-ons:
In addition to its paid plans, Oyster offers a number of add-ons for enhanced functionality. These plans require a custom quote to learn pricing details. They include:
My rating: 4.16 out of 5
Although Remote lacks some features competitors offer, such as IT management solutions and a PEO (like Rippling and Deel), the solutions it provides are robust. For example, you can hire employees in over 200 countries and integrate the platform with over 5,000 tools. Examples of integrations include Zapier, BambooHR, and HiBob. Remote also offers an API, allowing you to create custom integrations. Unlike some competitors, these integrations come at no additional cost, even with the free plan.
When I tested the software, I found it very user-friendly, even for small business owners with limited technical experience. The dashboard, for example, includes a to-do list to guide you through the steps you need to take to set up the platform and add employees. The left-hand menu places all tools at your fingertips, eliminating the hassle of drop-down submenus to find the tools you need. Remote also provides tools to make your job easier, such as a cost calculator and a salary explorer.
Adding integrations is simple. To set one up, you just click “Integrations” from the left-hand menu, then select “Add” under the application tile of your choice. From there, the platform walks you through a step-by-step form to fill out to successfully integrate Remote with the app and any internal data. You don’t need technical experience for this setup.
| Pros | Cons |
|---|---|
| There’s no minimum member count. | Offers limited currency options for paying global talent. |
| You only pay for the contractors you’re actively engaging. | Its payroll plan is expensive. |
| Offers an API for custom integrations. | Plans have few frills, such as device management tools or a PEO. |
| Offers localized benefits plans. | |
| Provides a Free HR plan. | |
| Allows hiring in over 200 countries. | |
| Integrates with over 5,000 applications. |
Remote offers six plans ranging from free to $599 per month (billed annually). These plans allow you to source and hire global talent, run payroll, and manage HR tasks. Here is an overview of what each plan includes:
Read our Remote Payroll Review: Features, Pricing, Pros & Cons.
Apart from analyzing features, assessing pros and cons, and considering costs, the best way to find the right international payroll outsourcing service for your business is to get hands-on experience with multiple products before making a final choice.
Most global payroll services don’t offer free trials, though some notably allow you to create a free account and explore the software on your own before paying a fee.
For the most part, global payroll companies require you to set up a customized demo where a sales representative will walk you through the program’s dashboard and offer you a tailored quote. The payroll system you choose will have a massive impact on your company’s bottom line, your employees’ experience with your company, and the amount of time you have to spend dealing with paychecks and tax regulations—so make sure to ask questions like the following during your demo before committing to a global payroll provider:
Feel free to consult our guide to choosing and setting up a payroll system as you sort through your payroll options to find the best global payroll service for your business.
A global payroll provider offers a centralized platform and tools to hire and pay employees and contractors worldwide. Many solutions offer EOR services that allow you to hire employees or contractors in foreign countries without having to set up an entity in each location. As they do, they provide local expertise to help you stay compliant with local tax and labor laws, tools for local payment methods and currencies, and access to benefits plans to attract top global talent.
Hiring employees globally often requires you to either work with an EOR to hire the candidate on your behalf or establish a legal entity in the country where you’re hiring. The process also involves setting up payroll to pay your new hire in their local currency and in compliance with local labor laws. From there, you need to pay local taxes in accordance with the country’s regulations. To avoid penalties due to non-compliance, hiring an EOR is the most cost-effective and efficient option other than building your own entity in each country where you plan to hire.
Deel is the best global payroll provider overall, but your company’s position and needs may require something different. Here are some example scenarios:
I tested dozens of payroll software solutions and evaluated each based on user reviews, pricing, customer support, platform and interface, global payroll services, and global payroll features. Each category contributed to a final scoring system, comparing how providers stack against competitors. I rated the solutions based on their strengths and weaknesses in each area to identify the top seven global payroll solutions. From there, I narrowed the list down to the top five. Here is how each feature set influenced the final scoring:
Alana has over a decade of experience in business technology content. She was a Staff Writer and Review Editor for Forbes Advisor’s SMB team and focused on HR technology. Prior, she served as a Deputy Editor at USA Today Blueprint, specializing in small business technology and operations and Fit Small Business where she consulted on content strategy and focused on creating guides around marketing technology. Alana is also a contributor to Fortune, producing content in the small business technology space.
