Onboard, pay and manage your international teams

Global payroll is a system that allows companies to manage all their employees’ payroll, including global employees, on a single platform. It enables the management of employees in multiple countries, handling various aspects such as tax calculations, tax filing and payment infrastructure. 

An Employer of Record (EOR) is an organisation that legally employs and pays global employees on behalf of their clients. Businesses often choose to use an EOR to employ talent internationally to avoid setting up local entities, which can be complex, expensive and time-consuming. EORs take on the liability of employing international employees and ensuring compliance with local employment laws, and can help with tasks such as paying salaries and taxes, immigration, protecting IP and more.

A Professional Employer Organisation (PEO) is a co-employer model in the U.S. where the PEO is responsible for a specific portion of the employer’s responsibilities – typically payroll, taxes, benefits and workers’ compensation insurance. An EOR, by contrast, is a global service where the EOR is the sole employer of record; the EOR employs workers on behalf of client companies without requiring them to open a local entity there.

A global payroll provider is necessary to ensure accurate tax calculations, employee payments and annual deduction limits. It helps in managing all employees’ payroll, including global employees, on a single platform. The provider also supports the entire life cycle of a company through every stage of growth, managing various use cases from having contractors and employees in different countries to entities in multiple countries.

To offer benefits to international employees, the company can consider the following options based on the specific requirements and capabilities of the benefits administration platform:

Option 1:

• Pass demographic information about the employees eligible for coverage to the partner.
• Employees do their full enrollment on the partner’s platform, which can add dependents, show costs, SBCs, etc.
• The partner transmits the enrollment to the carrier, and the company receives cost information and the effective date of enrollment from the partner.

Option 2:

• For EOR, the company auto-adds the plan options and uses its benefits administration product to allow employees to view plans, add dependents, and view costs.
• The enrollment is transmitted to the partner, who then transmits it to the carrier.
• The company uses its own contribution schemes and scheduled deductions for EOR, and for non-EOR, the client owns the policy with the carrier.

The global HRIS is included in Rippling’s platform. It is designed to house global employees from an HR and IT perspective, providing a unified system for employees across different countries. The platform offers localisation features, including localised data, onboarding flows, holiday calendars, minimum wage rules, working time rules, break policies, and holidays and sickness absence. Additionally, it provides default global policies for compliance, such as time-off policies, work hour policies, weekend policies, holiday policies, overtime policies and break policies.

Yes, Rippling offers international payroll. Our Global Payroll product covers all aspects of international payroll and is full of robust products and automations designed to simplify the payroll experience for both your organisation and your employees.