9 best global payroll providers for teams across borders

Hiring people in different countries is no longer just something big companies do. These days? Loads of small and mid-sized UK businesses are doing it too.

When it comes to paying a workforce in multiple countries, though, it goes quite far beyond simply sending money. Each country has its own tax rules and reporting requirements. It also has its own bank systems and legal definitions of what counts as an employee. So, if you try to wing it, or rely on local payroll tools not built for global teams, you’re asking for trouble. We’re talking fines, delays, and accidentally misclassifying someone when you shouldn’t have.

In this article, we explain what global payroll software actually is and look at why local tools don’t cut it. We also share a list of nine of the best global payroll providers for UK businesses hiring across borders in 2025. You’ll get pros, cons, features, and tips to help you pick the right one for your business.

All information in this article is current as of April 2025. Prices, features, and platform availability can change, so it’s a good idea to check with the provider directly before making a decision.

What is global payroll software

Global payroll software is a system that helps you pay employees and contractors in different countries, without messing up the legal stuff.

Great international payroll solutions take care of the whole payroll process. So, everything from calculating wages and taxes to getting the money into your team’s accounts. More importantly, they do the heavy lifting when it comes to keeping you on the right side of the law in the countries you’re hiring in.

Here’s what proper global payroll software should do:

• File the right taxes and withhold the right amounts based on local payroll regulations
• Pay contractors and employees differently (because they’re not the same and can’t be treated like they are)
• Handle currency conversion, apply the right tax rules, and automate as much of the international payroll operations as possible

Essentially, global payroll providers take the chaos out of payroll management across borders. This can mean not needing five different platforms to pay ten global employees.

Why local payroll tools can’t keep up

Let’s say you’re already using a UK payroll system. It probably works fine for UK staff. But as soon as you add someone in another country, things can start to come apart at the seams. Local-only tools aren’t built for cross-border tax law, different benefits requirements, or paying in multiple currencies. And they won’t do much to stop you from making a compliance mistake that could cost you thousands.

Global payroll software is specifically designed for remote and distributed teams, no matter how spread out they are. So, instead of guessing or Googling how to pay someone in France, you can do it with a few clicks, and actually sleep at night.

9 best international payroll solutions for remote teams

There are lots of payroll tools out there. But not all of them are built to handle paying people across borders. Here’s a look at nine of the best global payroll providers for UK businesses to consider in 2025. We include what they actually do, what makes them different, and what to watch out for.

1. Rippling

Rippling is an all-in-one HR and payroll system. It takes care of local UK and international payroll in the same place, without relying on third parties.

Key features

• Rippling lets you run payroll in many countries from one platform.
• You can pay contractors and full-time employees differently, in their local currency.
• It files taxes and helps with compliance based on local-specific laws.
• You can set up location-specific onboarding and documents for global hires. This information feeds into the payroll software automatically.
• The software shows you total compensation in real-time, including exchange rates.
• You can automate tax forms, payslips, and other documents by country.
• It integrates with time tracking, expenses, and finance tools.
• Rippling gives you one view of global headcount, spend, and compliance from one dashboard.

Strengths

• Rippling handles UK and global payroll in one system. This means you don’t need to run separate processes or use different tools.
• The system doesn’t rely on third parties for global payroll. It’s all built in-house. The result? Fewer delays and more control.
• It lets you manage HR, IT, and finance from one place. So, hiring and paying someone overseas isn’t a multi-platform mess.

2. ADP

ADP is a legacy payroll provider. It offers global payroll services through a mix of its own tools and third-party partners.

Key features

• ADP runs payroll across multiple countries through its GlobalView and Celergo systems.
• The platform runs payroll for full-time employees and processes contractor payments through a separate system.
• It includes basic reporting tools to help with compliance and tax filings.
• Currency conversion and payslip delivery are available for supported countries.
• ADP offers its own suite of HR features and also connects with some third-party HR and finance tools.

Strengths

• ADP supports UK payroll and global payroll.
• The platform offers outsourced payroll services through its managed service model. This may appeal to businesses that don’t want to run payroll management in-house.

Weaknesses

• ADP relies heavily on third-party providers for global payroll delivery. This may lead to slower support and inconsistent service.
• According to reviews, new users often face a steep learning curve. The system can feel complex out of the box and usually requires extensive formal training and support before you can use it properly.

3. Oyster HR

Oyster HR is a global employment platform. It enables UK companies to pay employees and contractors across a range of countries, including the UK.

Key features

• Oyster runs payroll in more than 25 countries, with automated tax and social contribution calculations.
• The platform pays contractors and full-time employees through separate workflows.
• Payslips and payroll reports are available in multiple formats, based on local country requirements.
• You can pay in over 120 currencies using local payment rails or SWIFT.
• Oyster connects with some HR software to sync data between systems.

Strengths

• Oyster supports hiring, onboarding, payroll, and compliance from one platform.
• The platform offers support for both employees and contractors across a wide list of countries.

Weaknesses

• Oyster relies on third-party providers to deliver global payroll in many countries. This can cause delays or support gaps.
• The platform doesn't offer in-house tax filing support in every location. This can add extra admin for UK businesses hiring globally in countries Oyster doesn’t support. 

4. Sage

Sage People is a cloud-based HR platform built on Salesforce. It offers integrated payroll services in some countries, while connecting to third-party payroll providers for others.

Key features

• Sage People provides integrated payroll services in the UK and US through partnerships with ADP and Brain Payroll. ​
• The platform connects to other payroll providers via a secure payroll connector, enabling global payroll integration. ​
• Sage People offers a unified HR and payroll system.
• The system provides on-demand reports, dashboards, and analytics to monitor payroll, compensation, and benefits data. ​
• Sage People integrates with finance and accounting systems to automatically log costs to journals and accounts. ​

Strengths

• Sage offers custom reporting and workforce insights.
• The platform includes built-in employee self-service tools.

Weaknesses

• Sage People relies on third-party payroll providers for countries outside the UK and US. This may create integration complications.
• According to user reviews, the interface feels clunky and outdated. This can slow teams down, especially when trying to run payroll quickly or navigate multiple countries.

5. Remote

Remote is a global employment platform. It enables businesses to hire and pay international employees and contractors without establishing local entities.

Key features

• Remote operates its own legal entities in many countries. This allows for direct control over employment processes and compliance. ​
• The platform automates global payroll calculations and payments.
• Remote provides integrated payroll, expense management, and HRIS solutions.
• The system helps with compliance with local payroll regulations in every country it operates.
• The platform includes tools for managing benefits, stock options, and other compensation elements tailored to each country.

Strengths

• Remote provides compliant payroll services for both UK-based and international employees.
• The platform's in-house payroll operations reduce reliance on third-party providers.

Weaknesses

• Some users report that some features may not have the depth needed for tricky global payroll scenarios. This can potentially limit functionality needed for intricate workflows.
• According to other user reviews, the support team often gives scripted or surface-level answers that don’t match the real-world complexity of global payroll. This can slow things down when you need practical help.

6. BambooHR

BambooHR is a cloud-based HR platform. It offers optional integrations for global payroll through third-party providers.

Key features

• BambooHR integrates with global payroll providers like Blue Marble, Deel, and Papaya Global to facilitate international payroll processing.
• The platform supports UK payroll through integrations with providers such as Pento and PayFit.
• BambooHR's open API allows for custom integrations that enable you to connect with various payroll systems.
• The system offers automated workflows for HR processes, which can be extended to payroll.
• BambooHR provides employee self-service, which, through integrations, enables your staff to access their payroll-related documents.

Strengths

• BambooHR lets you sync time-off data directly into connected payroll systems.
• The platform gives you control over user permissions for accessing or editing payroll-related data.

Weaknesses

• BambooHR relies on third-party integrations for both UK and global payroll services. This can complicate things and also potentially lead to delays.
• According to user feedback, BambooHR can take a long time to set up for complex organisations. This matters if you need to get payroll up and running quickly or don’t have a large internal team to manage the setup.

7. Multiplier

​Multiplier is a global employment platform. It enables UK businesses to manage payroll, compliance, and benefits for employees and contractors in several countries.

Key features

• Multiplier runs global payroll with local tax and labour law compliance across a wide range of countries.
• It supports payments in 120+ currencies via local rails or SWIFT.
• The platform automates payroll calculations, taxes, and statutory benefits.
• You can customise pay schedules, compensation, and leave policies by country.
• Multiplier offers an open API to connect with HR and finance systems.

Strengths

• The platform offers 24/5 support from local HR and legal experts.
• Multiplier's global payroll supports both employees and independent contractors.

Weaknesses

• According to user reviews, the interface feels too simple in parts. This can make it harder to manage more complex or high-volume payroll operations.
• Some users have reported issues with payroll accuracy that led to problems for employees. These reports claim support was slow to address the situation, which could impact trust and compliance.

8. TriNet

TriNet is a Professional Employer Organization (PEO). It provides UK businesses with access to global payroll and HR services through partnerships with providers.

Key features

• TriNet integrates with global employment platforms to manage international payroll and HR tasks. ​
• The platform automates payroll processing, including tax calculations and compliance reporting. ​
• TriNet offers tools for onboarding and managing international employees and contractors. ​
• The system supports direct deposit, electronic pay stubs, and mobile access for employees. ​
• TriNet provides integrations with accounting systems like QuickBooks and NetSuite.

Strengths

• Alongside global payroll, the platform offers a comprehensive suite of HR services.
• TriNet's partnerships with global providers can enable you to manage international payroll across multiple countries.

Weaknesses

• Payroll processing is only included in the high-end plan. This limits access for smaller teams or UK businesses that don’t need the full HR suite but still want international payroll capabilities.
• Some users say that TriNet’s support staff can be slow to respond. This matters when you’re dealing with time-sensitive payroll issues or compliance questions that need quick, accurate answers.

9. Workday

Workday is an enterprise platform. It offers integrated payroll in a few countries and connects with third-party providers to support global payroll in others.

Key features

• Workday runs native payroll in the UK, US, Canada, and France.
• It integrates with global payroll partners in over 100 countries.
• The platform supports automated tax calculations and reporting.
• Real-time analytics help track labour costs across locations.
• Payroll and HR data sit in the same system for easier access and syncing.

Strengths

• Workday's integration with certified global payroll partners enables you to manage international payroll operations within a single system. ​
• The platform's real-time analytics can provide you with insights into global labor costs.

Weaknesses

• Workday's native payroll processing is limited to the US, Canada, the UK, and France. This means that you'd need to rely on third-party integrations for other countries. ​
• Some users report that Workday's system can be complex and may require extensive training. This can potentially lead to a steep learning curve for new users.

Why global payroll operations get complicated fast

Paying people in different countries sounds simple. But the second you cross a border, everything changes, from tax to bank rules and what 'an employee' even means. Here’s what can make global payroll tricky for UK businesses:

1. Entity set up requirements

In many countries, you can’t legally pay employees unless you’ve registered a local entity (usually a full legal business presence). That means setting up with local tax authorities, opening a local bank account, appointing in-country directors, and jumping through a stack of admin hoops.

For example, to employ and pay someone in Japan, you’d need to register with the Social Insurance Agency and Labour Standards Office. You'd also need to file multiple documents (in Japanese), and set up a compliant payroll system locally. And there’d likely be a unique set of rules like this, no matter where you hire. 

Some businesses try to get around this by using an Employer of Record (EOR). But, unless it's the right EOR, even that comes with its own complications.

2. Risk of misclassification

Hiring global contractors instead of global employees might seem like a simple shortcut. But if you misclassify someone who meets the legal definition of an employee, you’re in for a rough ride.

Each country defines employment status differently. In Canada, for example, long-term contractors with set hours and direction from a manager may be considered employees under labour law. If they’re misclassified, you could owe back taxes, penalties, and employer contributions.

This is where poor compliance management can lead to major financial risk and reputational damage.

3. Tax law differences

No two countries handle tax the same way. Some require employers to withhold income tax and social contributions monthly. Others have quarterly filings or unique systems for bonuses, benefits, or pension schemes.

Let's say you’re paying someone in India. You’ll need to factor in income tax, provident fund contributions, professional tax, and employee insurance. And each come with their own tax documents, rules, and deadlines. If you miss even one, your tax payments could be rejected. Plus, you may be blocked from processing payroll altogether until the issue is resolved.

4. Multiple currencies

Paying people in different countries means navigating exchange rates, conversion fees, and banking systems that don’t always connect smoothly.

You might be based in the UK and paying someone in Argentina. The official exchange rate won’t match the market rate. And to complicate things further, local restrictions may limit how money is received. These issues can disrupt international operations, delay payments, and create friction for your global business. This is especially true if payroll isn’t handled in local currency.

5. Benefits, leave, and termination compliance

Every country sets its own rules for employee entitlements. For example, public holidays, sick leave, and how notice periods and redundancies work.

In France, for instance, employees have a right to specific severance pay depending on seniority. Plus strict termination procedures and advance notice rules. If you miss a step, you could face tribunal claims.

This makes global payroll administration much more than a numbers game. You need to track complex leave accruals, stay on top of global compliance, and make sure to align everything with your HR system.

What to look for in a global payroll services

Not all global payroll providers are created equal. Some will just move money. Others will help to keep you compliant, streamline your processes, and let you scale across borders without falling foul of foreign tax law. Here’s what to look for if you want something robust:

Support for both employees and contractors

You need a system that treats employees and contractors differently, because legally, they are different. A good global payroll process should split workflows, tax treatment, and documents based on employment type. Managing payroll in multiple countries without that distinction opens you up to compliance risk.

Look for global payroll services that let you run both contractor payments and employee payroll in the same place, but without cutting corners.

Compliance with local tax and employment laws

International payroll solutions need to go beyond just doing calculations. They should help you meet employer obligations in every country, from tax rates to benefits and statutory leave. That means working with global payroll experts who understand the fine print in each region. Not those that just offer surface-level support.

If you’re not on top of global compliance, you could face penalties or lose the right to employ staff in that market altogether. So, it's important that your global payroll software helps you get it right.

Multi-currency payroll and local banking support

If you're running a global operation, you’re probably doing more than just paying people. You’re dealing with potentially dozens of currencies and banking systems. Your international payroll setup needs to handle exchange rates, cross-border transfers, and local bank routing without delays.

If you’re converting every payment manually or dealing with transfer failures, you’re wasting time and risking delays for your team. The best global payroll services process payments in local currencies and connect to local payment rails directly.

Built-in automation and document management

Global payroll doesn't just involve money. There's paperwork, too. From payslips to tax forms, employment contracts, and leave records. It adds up rather quickly. You need automation that pulls this data in, formats it correctly by country, and then stores it securely.

Any provider handling sensitive employee data must offer built-in workflows that keep everything accurate, compliant, and ready to access. The best global payroll providers don’t make you chase paperwork across systems.

Integrations with HR, finance, and time tracking tools

Your payroll data shouldn’t live in a silo. If it’s not talking to your HR platform, finance system, and time tracking tools, you’ll end up re-entering everything. Look for global payroll services that integrate with the tools you already use or offer an all-in-one platform.

This can simplify payroll management and reduce errors. It can also give your team visibility without needing to stitch it all together manually.

International support coverage

If your international payroll provider only supports a handful of countries, you’ll hit a wall the second you hire somewhere new. Make sure your global payroll services cover the countries you're planning to hire in. And not just now, but six months to a year from now.

It also pays to check that support is available in the right time zones. If you're working in London and your provider’s support team is asleep in California, that’s a problem.

Scalability 

You might only have a few overseas staff now. But if your team doubles or spreads across more countries, will your payroll solution keep up? Scalability matters. Look for platforms built for growth.

A scalable global payroll provider should offer solid infrastructure, flexible workflows, and the global expertise to keep your payroll running as your hiring footprint expands.

How to pick a payroll provider that covers the UK and beyond

There’s no one-size-fits-all payroll platform. The best choice depends on who you’re hiring, where they’re based, and how your business is set up. Here’s are some steps to take to figure out what you actually need:

Step 1: Make sure it supports full UK payroll compliance

Before you even think globally, your selected payroll provider needs to nail UK payroll. That means HMRC reporting, RTI submissions, auto-enrolment, student loan deductions, and holiday accrual. And it needs to do it all without manual workarounds.

If a payroll platform can’t manage your UK team properly, it won’t stand a chance at global and local payroll management. So check it’s fully compliant here first, not just 'technically able to run payroll'.

Step 2: Understand whether you need an EOR or direct payroll

If you don’t have a legal entity in the country you’re hiring in, you’ll need an EOR. The EOR becomes the legal employer on your behalf, handling contracts, tax, and benefits, while you manage the day-to-day work.

These days, many decent global payroll services include built-in EOR support. So, you don’t need to manage multiple vendors. But not all EORs are equal. Some just pass the work to third-party agencies. Others have proper local experts and on-the-ground knowledge.

Choose a provider that offers global payroll services and EOR as part of the same platform. And make sure they can explain exactly how it works, not just say they 'cover that country'.

Step 3: Evaluate ease of implementation and onboarding

Global payroll typically isn't plug-and-play. So, don’t wait until after you’ve signed to find out how hard it is to get started. Ask what onboarding looks like. How long will it take to get your first payroll cycle live? How are employee records imported? What support do they offer during setup?

A smooth rollout matters. If you need to pay global employees quickly, delays in implementation can slow everything else down.

Step 4: Consider how well it integrates into your existing tech stack

Your payroll system needs to work with the rest of your tools. Ask if the platform offers seamless integration with your HRIS, accounting software, or time tracking system.

If you're already using a payroll solution, find out what switching will involve. This is a non-negotiable, especially if you're mid-cycle or dealing with year-end reporting. The less manual work, the better!

Step 5: Gather social proof

Don’t just take the sales rep’s word for it. Look at reviews from companies like yours. Ask to speak to a reference customer. Check independent ratings and user experiences.

Look for feedback that mentions support quality, accuracy, and reliability. Bonus points if the reviews come from actual payroll experts or teams running international payroll solutions in multiple countries.

A global payroll solution that ticks all the boxes

Rippling isn’t just a payroll tool. It’s an all-in-one HR platform that lets you hire, pay, and manage your team, whether they’re in Manchester, Madrid, or Mumbai.

It runs UK payroll natively and supports international payroll in over 50 countries, all from one system. That includes paying employees and contractors, in their local currency, while handling tax, compliance, and statutory benefits based on local laws.

Unlike some platforms that rely heavily on third parties, Rippling owns the infrastructure behind its global payroll product. That means fewer delays, fewer handoffs, and more visibility into what’s happening. You get one dashboard that shows your full global headcount, spend, and compliance status in real time.

Need an EOR? Rippling has one of those too. If you don’t have a legal entity in a particular country, Rippling can act as the legal employer for you. The EOR takes care of the legal employment, tax, contracts, and filings. You still manage the day-to-day work. And it’s all built into the same platform. So, no juggling vendors.

Where Rippling really stands out is in how everything connects. HR, Payroll, IT, and Spend are all part of the same system, built on one source of truth. So when you hire someone, you don’t need to enter their details five times. Their onboarding data flows straight into payroll, benefits, devices, and expenses. The best part? It does it all automatically and accurately.

If you want to stop switching between tools just to get someone paid, this is the kind of setup that actually makes life easier. One platform. One source of truth. UK and international payroll in the same place.

International payroll FAQs

What’s the difference between global payroll and local payroll?

Local payroll focuses on just one country, like the UK, taking care of things like PAYE, National Insurance, and tax payments to HMRC. That’s all fine if your team is only based in the UK.

Global payroll services, on the other hand, manage payroll across multiple countries at once. They support local tax rules, pay structures, currencies, and employment classifications in each location.

What’s the best global payroll provider?

That really depends on your needs. If you only hire in one or two countries, you might be fine with a simpler setup. But if you're scaling across borders or need support for both employees and contractors, you’ll want a more robust platform.

Rippling is a great option for UK businesses because it combines local and global payroll in the same system. It doesn’t outsource the hard stuff to third parties, which gives you more control and fewer delays. You also get HR, IT, and finance tools in the same platform. So, everything works together out of the box.

How does Rippling ensure compliance with local tax authorities?

Rippling uses in-house infrastructure and localised workflows to stay compliant in over 50 countries. When you run payroll through Rippling, the system automatically applies the correct local tax rates, deductions, and benefits based on the country the worker is in.

How do I avoid fees when paying a global workforce?

International bank transfers come with all sorts of hidden charges. For example, currency conversion fees, SWIFT costs, and intermediary bank fees. To avoid them, the best option is to use a payroll provider, like Rippling, that supports local payment rails. This means money moves directly through in-country banking systems, without relying on expensive international wires.

Also, paying in the local currency helps reduce conversion markups. Some platforms give you real-time exchange rate previews before you hit 'pay,'. So, you know exactly what’s going out and what your employee sees on their end.

What’s the best way to pay remote workers?

The best way to pay remote workers is through a system that supports both contractors and full-time staff, with separate processes for each. Contractors usually need gross payments and self-manage tax. Employees require deductions, employer contributions, payslips, and tax reporting.

You’ll also want to pay them in their local currency, through local banks when possible. That can help keep things fast, compliant, and free of unnecessary fees. The worst approach? Trying to manage it all manually or sending money through your domestic banking app. That’s how compliance mistakes and delays happen.

This blog is based on information available to Rippling as of May 13, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.