The 8 best global payroll services for 2025

Reaching the point where your company can hire globally is an exciting milestone. Your next step is picking the right global payroll software to cater to the needs of your new global workforce. 

What is global payroll software?

Global payroll software lets you run payroll for your employees and contractors across multiple countries. 

It centralizes data collection, tax calculation, currency conversion, and payment processing, while enforcing local tax and labor regulations. The best global payroll providers also integrate with your human capital management (HCM), human resources information systems (HRIS), and accounting tools to streamline approvals and reporting.

However, not all global payroll services are created equal. Some companies claim to offer full solutions, but often work as payroll aggregators that work with third-party vendors to process your payroll. This can introduce manual handoffs and delays. 

Native or unified platforms keep payroll, compliance rules, and payments in one system. Rippling falls in the latter camp, combining global payroll with HR, time, and benefits so you can pay international teams in local currencies with fewer moving parts.

To give you more options, here are eight global payroll services to consider.

Quick comparison: Best global payroll services at a glance

Methodology: How I chose the best global payroll software

I sourced facts from official product, pricing, and support docs for each provider, then validated user-reported pros and cons on G2, Capterra, and Trustpilot. I ignored one-off comments and only counted themes that appeared 5+ times in the last six months.

What I evaluated:

Coverage

I confirmed each platform’s stated country payroll reach, noted whether they support payroll for multiple workforce types, such as employees under owned entities, EOR hires, and global contractors.

Payroll model

I classified vendors as native engine, aggregator/partner network, or hybrid, since this affects data handoffs, SLA risk, and local compliance.

Integrations with upstream HR, ERP, and finance systems

I noted HRIS, T&A, payments, and GL connectors that reduce manual payroll operations. I gave priority to providers with direct sync to accounting software like QuickBooks, Xero, or NetSuite.

Analytics

I looked for consolidated global analytics, drill-downs by country, and exportable payroll data for audits.

Core payroll features

I verified automated payroll processing, tax compliance, employee self-service, and local payment methods (e.g., direct deposit or in-country rails).

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1. Rippling

G2 Rating: 4.8/5 stars (#1 software solution for Core HR and Workforce Management)

What Rippling is known for

If you’re tired of stitching payroll, HR, and IT together, Rippling puts everything on one employee record. You can run global payroll in about 90 seconds, pay people in 50+ currencies, and support teams in 185+ countries — all from one dashboard.

Why Rippling stands out

Rippling combines time tracking, scheduling, payroll processing, benefits administration, and HR tools, so your global payroll operations stay in one place.

With flexible short block periods, instant gross-to-net payroll runs, and direct integrations with HR and accounting systems, you can process payroll in minutes while staying fully compliant everywhere you operate. Rippling also offers a consistent user experience and support across countries.

Where Rippling can fall short

Rippling Payroll is powerful on its own, but it works best when connected with Rippling's HR, Finance, and IT modules. Without this, you may miss out on the deeper automation and data sync that come from running everything in one unified system.

Is Rippling right for you?

Pick Rippling if you want one global payroll system that also handles HR, time, devices, spend management, and GL sync. It reduces handoffs and shortens payroll cycles as you hire across multiple countries.

Feature snapshot

2. ADP Global Payroll

What ADP is known for

ADP delivers multi-country payroll through Celergo and GlobalView. Celergo is designed for companies with up to 1000 employees per country. GlobalView targets large multinationals with 500+ employees in a single country, with deep in-country expertise.

Why ADP stands out

ADP stands out for enterprise-level scale. They offer ADP DataCloud for benchmarking and analytics, workforce management tools, and ERP and HCM integrations. You also get access to add-ons like benefits administration.

Where ADP can fall short

• ADP charges per pay run, with additional fees for tax filing and W-2 generation. You also cannot include non-U.S. workers in a single pay run.

• ADP's products often stem from acquisitions, which can lead to disconnected systems and require navigating multiple teams to resolve cross-product issues.

• The aggregator model also adds vendor handoffs you should plan for in SLAs and implementations.

• ADP Global Payroll doesn’t support payroll for contractor-only employers. That feature is in WorkMarket by ADP, a separate product.

Is ADP Global Payroll right for you?

As your business grows and scales internationally, you may need to upgrade to different ADP systems, which requires reimplementation and relearning. If you want a unified, non-aggregator model, it may not be a fit. 

Feature snapshot

Pay on time, every time

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3. Blue Marble (via Paylocity)

What Blue Marble is known for

Blue Marble was acquired in September 2021 by Paylocity to bring global payroll capability into its platform and provide clients with a bundled solution for U.S. and international payroll.

Blue Marble's global payroll service, WebGlobe, allows you to manage payroll from a central location and access customized reporting. You can view payroll costs across all countries in one place, and its cloud-based technology provides aggregated monthly reporting. 

Why Blue Marble stands out

You get single sign-on for global payroll, aggregated reporting, and coverage in 100+ countries delivered with in-country experts. You can also tap expansion services like entity setup and bank accounts.

With a hybrid service model, you get support from a U.S.-based team, in-country experts, and third parties. The platform integrates with Paylocity under one monthly payment.

Where Blue Marble can fall short

• Blue Marble depends on Paylocity and other partners to run local payroll in each country. It doesn’t handle entity establishment or full global hiring by itself.

• Because service quality varies by partner, the experience can feel inconsistent across regions.

• Data reporting is limited. You can pull information from some modules, but not consolidate payroll, benefits, and time tracking into a single report.

• Blue Marble support is rated 7.9/10.0 for quality of support on G2, much lower than marketplace peers.

Is Blue Marble right for you?

Blue Marble may be a fit if you’re already a Paylocity customer and you don't want to change your HR system. If you're scaling beyond 100 countries and want a native, single-vendor engine, you’ll likely get more value from a unified provider like Rippling.

Feature snapshot

4. Deel Global Payroll

What Deel Global Payroll is known for

Deel runs global payroll in 130+ countries and offers EOR coverage in 150+ countries, where it utilizes a hybrid model of in-house infrastructure and in-country partners.

Why Deel Global Payroll stands out

With Deel, you can centralize international payroll processing, contractor payments, and EOR under one platform, powered by Deel’s network of payroll vendors that it has acquired: PaySpace, PayGroup, PayAsia, Astute Payroll, PayrollHQ, IWS, and Zeitgold. 

Aside from payroll and local tax filings, Deel offers a benefits tool and payroll reporting features. It also gives you various ways to pay your contractors, from standard bank transfers to credit and debit card payments, Brex, and even cryptocurrency payments.

Where Deel Global Payroll can fall short

• Like Blue Marble, Deel grew through acquisitions, leaving it with disconnected systems that don’t always integrate smoothly.

• YTD payroll reports must be manually requested, and bespoke reports or dashboard configurations are billed hourly.

• If you're hiring a lot of freelancers or contractors, you may find Deel's contractor fees pricey.

• Unlike Rippling, Deel's off-cycle pay runs aren't free. They cost $29 per employee.

• There are also additional fees for employee offboarding, GL configurations, and treasury management.

Is Deel right for you?

Deel works well if you’re a startup expanding internationally and need a quick way to pay contractors or new hires abroad. If you want deeper workforce management, Rippling is usually the stronger long-term fit.

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5. Remote.com

What Remote is known for

Remote helps companies hire, pay, and manage global teams in their local currencies through its own network of legal entities in 100+ countries. 

Why Remote stands out

Unlike providers that rely heavily on third-party partners, Remote boasts an in-house, owned-entity model for more consistent payroll and tax compliance.

Remote can also create relevant and compliant benefits packages tailored to employees’ specific locations around the globe, including health insurance, dental insurance, pension plans, life and disability insurance, and mental health support.

Where Remote can fall short

• It lacks direct accounting integrations. Payroll data is exported as PDF journal entries, forcing you to re-enter numbers manually.

• Remote’s Zero Deposit model requires about a month of payroll as upfront collateral, then reconciles later. This ties up cash and adds reconciliation work.

• As an EOR-first platform, its HR and IT capabilities are lighter than more unified systems like Rippling.

• Remote’s workflow automation is still in beta, so automation is limited.

• Only 10 prebuilt reports are available, and global payroll customers don’t have access to a consolidated global cost-of-workforce report.

Is Remote right for you?

Remote is a good fit if you want an EOR-first provider with its own in-country entities. If you need to manage both domestic and international teams in one system, you may outgrow Remote quickly.

Feature snapshot

6. Oyster HR

What Oyster HR is known for

Oyster makes global payroll easy. You pay one invoice, and it's split into local-currency payments for your employees and contractors. It cuts admin, helps keep you compliant, and offers localized benefits and onboarding.

Why Oyster HR stands out

If you want to run international payroll with predictable pricing, Oyster checks boxes. You can manage payroll ops, expenses, and time off in one place.

Where Oyster HR can fall short

• You have to fund payments ahead of payroll disbursement so international workers get paid on time.

• Oyster's platform lacks key HR functionality, including recruiting, learning management, performance reviews, surveys, and scheduling tools.

• No off-cycle or retro-payroll available.

• Payroll cutoff dates are early, typically the 10th of each month for direct countries and the 6th for those managed through Oyster's third-party partners.

Is Oyster HR right for you?

Oyster HR only covers global payroll in 30+ countries. If your international workforce sits within their current payroll country list, it may be a fit. If not, you'll need a payroll provider with wider coverage.

Feature snapshot

7. Multiplier

What Multiplier is known for

Multiplier's pitch is a one-stop solution for global businesses. It has established itself as a market leader in global payroll, HR management, benefits administration, and compliance, with strong local knowledge in APAC markets. 

Why Multiplier stands out

Multiplier processes global payroll in 100+ countries and 120 currencies with full visibility into each payroll cycle, so you can see who’s getting paid when and how. It also offers analysis and reporting to track performance, time, attendance, schedules, and more with pre-built and custom reporting templates.

Where Multiplier can fall short

• Multiplier payroll often relies on third-party vendors. This can open you up to inefficiencies and security risks.

• Their integration suite is limited compared to other payroll providers.

• Costs can be high, especially for smaller companies.

• Multipler has 100+ in-house legal and tax experts, but there's no direct contact between customers and the team.

Is Multiplier right for you?

Multiplier is a good fit if you want a straightforward way to process international payroll in APAC regions without setting up entities yourself.

Feature snapshot

8. Papaya Global

What Papaya Global is known for

Papaya Global is a workforce management software that offers HR management, benefits administration, EOR services, immigration, and global payroll to employees and contractors in 160+ countries.

Why Papaya Global stands out

Papaya runs payroll on its own payment rails, so funds move faster and more securely than with traditional third-party wires. Its cloud-based platform also automates journal entries and ensures payments are fully compliant in each country.

Where Papaya Global can fall short

• Papaya Global is another provider that doesn’t offer native payroll through its own entities; instead, it aggregates third-party providers in most countries where it offers payroll services. 

• Papaya Global also has limited integrations with third-party software tools. 

• It is one of the more expensive international payroll providers on the market.

• Setup and implementation can take up to three months.

Is Papaya Global right for you?

Papaya is explicit about its aggregator model. You'll be coordinating payroll through vetted in-country partners, but with handoffs. If you prefer a fully unified stack without partner handoffs, compare Rippling.

Feature snapshot

The benefits of using global payroll software

Managing payroll in different countries is complex because there are so many local payroll tax laws to master. International payroll software, such as Rippling, can help you consolidate your global operations seamlessly, so you no longer need to worry about compliance as you expand. 

Here are the key benefits:

All your employee data in one place

Say goodbye to disparate data. With global payroll software, all your employee data lives in one platform, making it easy to manage international teams. This includes deduction details, time off, attendance, and pay codes for payroll processing.

Still duct-taping your global workforce together?

See Rippling

Automated currency conversions

Save time and money when running payroll by automatically paying your workers in their local currencies — ideal for companies with a workforce in different time zones.

Maintain an in-sync general ledger

Reconciling expenses and payroll on spreadsheets is a time suck. Global payroll software automatically syncs payroll data, freeing up time for more strategic work.

Local tax law compliance

Let local tax experts handle compliance requirements on your behalf. They navigate the tangled web of tax laws and regulations so you don’t have to.

How to choose a global payroll provider

As shown above, several features and factors must be considered when evaluating global payroll services. So how do you choose the right one?

Here are some of the most important considerations to keep top of mind when partnering with a provider:

Tax and compliance support

In addition to processing payments, a global payroll service should automate localized and accurate tax compliance in every new country you hire. Make sure they help you stay up-to-date on compliance requirements to avoid potential penalties and fines. 

Also, ask whether filings are handled directly or through third-party partners, as this determines accuracy and turnaround time.

Accurate and timely payments

If you’re outsourcing payroll, you want to be sure your provider delivers correct, on-time payments to contractors and employees. This means correctly calculating and processing disbursements in multiple currencies and on differing pay schedules.

Availability of local experts

Ideally, a provider should also have local payroll experts who have a deep understanding of HR practices, employment laws, and tax regulations in the countries where your business is expanding.

Cost visibility

If you can’t see workforce costs in real time, you can’t manage them effectively. Look for a payroll provider with consolidated reporting on headcount costs, taxes, and variances by country.

Scalability and flexibility

Your payroll provider should scale with your business, not force a reimplementation at every stage. Look for one that supports multiple pay schedules, currencies, and funding methods, along with employee self-service tools that grow with your team. Rippling’s flexibility makes it easy to adapt on the fly — whether that’s adding a last-minute hire or adjusting payroll right up to month-end without delays.

Native vs manual processing

Many global payroll providers have a very manual process behind the scenes. This results in multi-week lead times to run payroll and can be prone to human error. Choose a provider that runs payroll calculations natively to minimize human error and delays.

Unified coverage across all worker types

If you need one system for employees, contractors, and EOR hires and not three separate vendors, look for a payroll provider with this functionality. The fewer systems you need for different worker types, the fewer data handoffs, sync errors, and compliance gaps you’ll face.

Treasury management automation

Look for platforms that automate money movement, FX conversion, and cash reconciliation to reduce the risk of human error. This offloads admin work, giving back valuable time to your HR and finance teams.

Which global payroll software is best for you?

Based on your company's stage

Based on your footprint and operating model

Hire and scale with Rippling’s global payroll solution

If you want payroll so powerful it runs itself, use Rippling. 

Rippling is the only platform that unifies payroll, HR, IT, and finance, running it all on a single employee record so you can process payroll across multiple countries with strong compliance management.

Here’s what you’ll notice in practice:

• Local compliance baked in: Enforce local payroll regulations, labor regulations, employment laws, and tax compliance. Handle tax withholding, local tax, and pay tax authorities on time.

• One record, fewer errors: Hours, PTO, bonuses, and benefits administration flow into payroll for automated payroll runs. Your workers get paid accurately, every time.

• Run anywhere, pay locally: Support international payroll operations for employees and international contractors, using local rails and currencies per country. No need to manage bank files, tax payments, or FX transfers manually.

• EOR when needed: Add legal employer of record services where you don’t have a local entity, then move in-house later without rebuilding data.

• Finance-ready: Post to your accounting software, manage expense management, and see costs by country, team, or project.

• Operate from one global payroll cloud: One dashboard, one dedicated point of contact for rollout, and consistent global support as you keep hiring employees.

• Consistent global experience: Unified interface and dependable support quality across every country.

Run global payroll end-to-end

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Frequently asked questions about global payroll services