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September 26, 2024
Your choice in EOR provider can make all the difference in your ability to successfully hire internationally. Our shortlist of best Employer of Record services for 2025 includes Playroll, OysterHR, Rippling and Papaya Global. Compare pricing and top features to make the best choice for your business.
An Employer of Record (EOR) is a third-party service that legally employs workers on behalf of a company, handling all employer responsibilities such as payroll, benefits administration, tax compliance, and HR duties. This allows businesses to hire employees in foreign markets without the complexity, time, or expense of setting up a legal entity. While the EOR manages the legal and administrative aspects of employment, the company retains full control over the employee’s day-to-day tasks and responsibilities.
The benefits of using an EOR include:
We carefully evaluated a range of Employer of Record (EOR) providers based on key factors that matter most to businesses expanding internationally. Our selection process focused on:
Yes, we admit our bias, but can point to a proven track record of success when it comes to compliantly employing, managing and paying remote teams for businesses of any shape and size.
Playroll simplified our expansion into new markets by providing a comprehensive understanding of local regulations. Through this partnership, we could immediately tick the box on compliance, at no risk to BET Software.
Gizelle Govender, Senior People Partner, BET Software
As a global Employer Of Record, Playroll stands out for its cost effective pricing, without compromising on the quality of its EOR services or support. It offers truly human customer support for both employers and employees to simplify international employment. This is in contrast to many competitors that rely on ticketing systems, do not offer dedicated support, or upcharge for support. We are uncommonly flexible when it comes to the needs of our customers, going the extra mile to customize contracts and facilitating transfers between EOR and client entities as needed.
Playroll’s user-friendly platform allows you to employ, pay and manage employees and contractors alike in 180+ countries, and provides a team of experts that ensures compliance with shifting employment regulations. Other services include comprehensive localized benefits packages, immigration support, and streamlining global payroll operations.
Pricing: From $399 per month, per employee. No annual commitment required for affordable prices.
Papaya Global is especially known for its comprehensive support in payroll processing, and is innovative when it comes to integrating AI within HR tech. They have a broad range of customization options available to customers.
On the downside, Papaya Global relies fully on third party partners to provide their services, instead of having its own infrastructure of owned entities. This can mean extra fees being passed on to customers, on top of already hefty monthly EOR fees. It also means the EOR provider always has to liaise with third-party partners when providing customer support, which can significantly delay their response times.
Pricing: From $599/month, per employee.
G-P is a popular EOR choice that offers a broad range of products. They split their EOR services between a core and premium offering. This can be useful for businesses that are looking for a broad range of options to pick and choose from. They also have many options to tweak and customize services, and advanced data analytics.
Globalization Partners does have its cons. Their pricing is complex and obscure, with reports of high monthly fees. Many of their EOR features are only available with their premium product, and they’ve received some negative feedback for slow customer service. Overall, this could make them a poor fit for smaller companies that have more limited resources and require more hands-on support to make their first international hires.
Pricing: Not publicly disclosed.
OysterHR is known for their fun branding and user-friendly platform, with quick onboarding times reported. They have a wide country coverage, and solid compliance credentials behind their name.
On the other hand, they are priced at the upper end of the market for their EOR services, which can quickly prove to be a financial bottleneck for companies hoping to hire more than just a handful of international employees. In addition, there have been some reports of payroll mistakes and delays on public review sites.
Pricing: From $599/month, per employee if paying annually. Monthly plans are priced from $699 p/month.
Remote is a well-known EOR provider, with a focus on providing services through their own network of owned entities, which can be useful for businesses that want to avoid dealing with any additional third parties in the equation.
On the downside, their EOR fees are very high compared to some other names in the business, and they have received some negative reviews on slow customer service and multiple points of contact. They also don’t offer a very wide network of country coverage for EOR services, with less than 100 countries covered, which can limit your ability to scale as a business.
Pricing: From $599/month, per employee.
Deel is another well-established player in the EOR space, offering options to manage full-time employees and contractors in 150+ regions. They can be a good fit for businesses looking for an EOR partner with many owned entities, and a comprehensive range of integrations.
That said, Deel’s fees are expensive and require annual commitments for cheaper pricing, and they’ve received many negative reviews of hidden fees and unexpected costs. This can make it hard to properly budget for their services, and can prove too expensive for smaller businesses looking to scale globally.
Pricing: From $499/month, per employee if paying annually. Monthly plans are pricier, at $599 p/month.
Rippling is a popular workforce management solution, and is especially known for their broad range of products that include payroll, finance and IT management. This can make them a good choice for companies looking for a single solution to workforce management.
If you’re looking for a specialist in global employment and EOR services though, there are some cons to consider. Their pricing is not publicly disclosed, though high fees are reported – and they’ve received negative reviews of a bloated product with a steep learning curve, as well as payroll errors.
Pricing: Not publicly disclosed.
Velocity Global stands out for its wide country coverage as an EOR provider, at 185+ regions, which can make them a good choice for employers interested in stable support for any future growth plans.
They are another example of an EOR provider that doesn’t disclose their pricing publicly, with reports of steep monthly fees. Another downside is the many negative reviews they’ve received for slow customer service and multiple points of contact, which can make them a frustrating provider to deal with if you value quick response times to enquiries.
Pricing: Not publicly disclosed.
Multiplier offers good pricing for the EOR services, and has a solid library of extra global hiring resources available for employers. They also have all compliance credentials needed to mitigate risk for employers looking to hire internationally.
On the other hand, they take a complex approach to invoicing, and have received some reviews of slow and faulty payroll services. They’ve also received negative feedback on slow customer service. Overall, this can mean risk to your business if you value simple, timely payroll for employees.
Pricing: From $400/month, per employee.
WorkMotion is an EOR service that specializes in supporting European companies, and can also assist with in-country registrations – which can make them a good choice for EU companies looking to expand their business.
As for its cons, WorkMotion charges very high EOR fees that only become more affordable when hiring many employees. They also don’t offer any support in hiring independent contractors, which can be detrimental to businesses that are looking for a single service to hire any type of worker across the globe. Lastly, they don’t have SOC2 certification, which many businesses require to safeguard their data when working with EOR providers.
Pricing: €649 p/month ($724) per employee for up to 4 employees. Price decreases if onboarding more people.
Choosing the right Employer of Record company is a critical decision for companies looking to expand globally while ensuring compliance and seamless employee management. A reliable EOR can simplify hiring, payroll, benefits administration, and legal compliance, allowing businesses to focus on growth. Here’s how to select the best EOR partner for your needs.
One of the primary reasons for using an EOR is to navigate complex labor laws and regulations in foreign markets. Ensure the EOR has deep legal expertise in employment laws, tax compliance, and contractual obligations in each country of operation. A trustworthy EOR should provide up-to-date legal guidance and minimize compliance risks.
If you’re hiring internationally, confirm that the EOR has established entities or partnerships in your target countries. A strong local presence ensures smooth onboarding, payroll management, and regulatory adherence. Some EORs specialize in certain regions, so make sure their coverage aligns with your expansion goals.
A top-tier EOR should offer robust payroll solutions, including salary processing, tax deductions, and statutory contributions. Additionally, they should provide competitive employee benefits, such as healthcare, pensions, and insurance, in compliance with local laws. Ask for details on their payroll processing timelines, currency support, and error resolution processes.
A modern EOR should leverage advanced technology for payroll, HR, and compliance tracking. Look for platforms that offer:
A tech-enabled EOR streamlines operations, improves transparency, and enhances the employee experience.
Understanding the service levels provided by an EOR is crucial. Request details on response times, dispute resolution, and issue escalation. A reputable EOR should offer dedicated account management and 24/7 support, ensuring seamless operations across different time zones.
EOR pricing structures vary—some charge a flat fee per employee, while others use a percentage-based model. Make sure you understand the full cost, including any hidden fees for contract terminations, currency conversions, or compliance updates. The right EOR should offer transparent pricing with no surprises.
Research the EOR’s track record by reading case studies, reviews, and testimonials from businesses in your industry. An experienced EOR with a solid reputation demonstrates reliability, expertise, and a proven ability to manage global workforces.
Given the sensitive nature of employee data, the EOR should comply with global data protection regulations such as GDPR and SOC 2. Ask about their cybersecurity measures, data encryption policies, and disaster recovery plans to ensure your employees’ information is secure.
An EOR provides a range of essential services to simplify global workforce management. Key services include:
Playroll ticks the boxes on robust compliance, broad country coverage and many owned entities. This is similar to many of the competitors mentioned on this list, and are some of the standard offerings you should look out for when choosing an EOR provider that offers comprehensive services.
Overall, though there are many strong EOR contenders on the market, Playroll stands out for its competitive pricing, as well as its on-the-ground support for businesses of all sizes – with dedicated support and flexibility for both employers and employees.
We believe quality support is the single most important trait for an EOR provider, since EORs support businesses that are expanding into jurisdictions they’re often unfamiliar with. This means quick responses to tricky compliance questions, flexibility to customer needs and a truly human touch is invaluable.
Book a chat with our team to find out how we can help you scale your global team.
Compare the top EOR providers side-by-side, with a full breakdown on cost, support, coverage and more.
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You gain multiple benefits when you hire remote workers. It goes hand-in-hand with hiring international employees and all the advantages of a global workforce.
Despite a trend of many companies enforcing a return to office, remote work has become an ingrained part of the working world post-COVID-19. According to Forbes, 12.7% of full-time employees in the U.S. work from home, while 28% follow a hybrid model. What’s more, a whopping 98% of workers want to work remotely at least some of the time – it will remain an integral part of the future of work.
When you hire remotely, you get a ticket to talent based all over the globe and can tap into many benefits that include:
Hiring from various countries enhances team diversity in culture, ethnicity, and gender, which improves talent acquisition, customer experience, and employee satisfaction. In turn, this drives business profitability, according to a McKinsey report.
Before the rise of remote work, companies were largely restricted to talent based near their offices, or had to relocate candidates that were willing to move - often at great expense. This naturally restricts the number of candidates you have access to.
Remote hiring allows access to top talent globally, vastly expanding your candidate pool. This can be immensely helpful when sourcing hard-to-find skills or if your country is too small to find a good number of candidates for your open roles.
By looking at countries with a lower cost of living, you can access quality, affordable talent across the globe. This can be especially useful for highly competitive, expensive roles as is common in certain industries, for example software development.
Employees have a strong preference for remote work, with 66% preferring fully remote work and 32% preferring hybrid. The majority of employees also report improved work-life balance when working remotely. Offering these opportunities to your team not only increases employee satisfaction as well as your employer reputation, but can also help retain employees.
Using a global workforce platform like Playroll allows your employees to work remotely, from any location, with limited overhead costs and complete compliance.
TecEx provides importer of record and compliance services for companies dealing with IT equipment. They wanted access to a global talent pool — but hiring remotely in new regions was not an option given legislative roadblocks, high costs and time-consuming efforts required to incorporate new entities.
Playroll helped them to scale their company without diminishing the employee experience for their remote teammates.
“The Playroll platform is intuitive and well designed, allowing our HR and Finance teams the ability to seamlessly hire new employees in international jurisdictions where we are not established. Playroll’s customer success team is highly responsive and knowledgeable. This level of service and support has been critical to realizing our global expansion goals.”
Learn more about TecEx’s global growth, made possible by Playroll
Hiring remote workers is more complex than local hiring due to additional legal and compliance requirements. If you want to reap the benefits of a global talent pool, there are several challenges you should be aware of before you get started:
There are always direct and indirect employment costs to consider with any new hire – but international hiring can come coupled with costs you might not be aware of. To legally hire new employees in any new market, you need a legal entity in the region which can come with substantial costs.
Many businesses opt to use Employer Of Record services for this reason, especially if they don’t have a large number of employees in a country. An EOR acts as a legal employer in a region on your behalf, so that you don’t have to take on the effort and cost of establishing entities yourself every time you want to explore a new market.
When you hire in a new market, you need to comply with the employment laws and probation periods of the country the employee is based in. This means setting up compliant contracts that adhere to local labor laws.
You also need to classify your workers correctly to avoid hefty fines – for example, hiring a contractor but treating them like a full-time employee can open you up to misclassification risk.
Permanent establishment (PE) refers to businesses with a continuous presence in a country, requiring them to pay local taxes. There are a variety of factors that can lead to PE classification which differs by country, such as activity by employees that generate revenue, or having an address or bank account in a country.
Not paying these taxes can make you liable to fines and penalties in that country, and cause reputation damage to your business.
Paying any new employee means having them on your payroll system, paying all required employer taxes and mandatory local contributions – and making sure they’re paid on time. You also need to ensure fair compensation while accounting for currency fluctuations with different currencies.
There’s no one-size-fits-all when it comes to benefits. Each country has its own required mandatory benefits or contributions.
To attract great talent, you also want to provide attractive supplementary benefits – however, this also differs widely between regions.
For example, employees in Norway might not find supplementary health insurance plans very attractive, since they enjoy free healthcare. In another country like South Africa, a great health plan can make all the difference to your employees.
With many international employees, you will be sharing your data across borders. You’ll need to have good technological infrastructure in place to keep your data safe, as well as invest in training for your team to make sure they handle all sensitive data securely.
If you hire employees through an Employer Of Record, double-check that they offer services to ensure your IP belongs to the company.
So, those are significant challenges – how do you overcome them to start enjoying the benefits of an international workforce and explore global expansion as an option? There are several solutions that you can consider depending on the needs of your business:
One way to overcome the obstacles of hiring full time employees is to make use of contractors or freelance workers, instead. Hiring contractors can come with benefits such as:
However, beware of using contractors in the long-term, and for the same amount of work you would give to full time employees. Hiring contractors but treating them like full-time employees comes with misclassification risk, which comes with fines, penalties and reputational harm to your business.
If you make use of contractors, make sure your contract with the contractor is correctly set up to comply with local labor laws, and that your IP and invention rights are protected. Using a contractor management solution through a service like Playroll can help in the set up of compliant contracts, protect your business against misclassification risk, or convert contractors to full time employees.
Use this table as a guide to decide whether you require an employee or contractor for your needs:
Having an established legal entity in a new market can help you overcome many of the challenges mentioned. You can run domestic payroll for local employees, and it will help you avoid the risks of handling a permanent establishment improperly. Since it is considered a separate legal entity to the parent company, it can safeguard you against compliance risk.
However, establishing a legal entity can take a long time and comes with substantial costs – an estimated $20k+ in set up costs and $50K+ in operating costs per location.
To comply with local laws and taxes, you’d also need to hire your own HR, legal and finance experts in each new region.
If you have definite plans to hire many employees in a new market, this approach could make sense. However, it can be a financial bottleneck if you want to explore new markets, quickly expand, or only plan to hire a handful of employees in a new region. Fortunately, there are affordable alternatives that still allow you to be legally compliant when operating in a new region.
Another way to overcome the challenges associated with international hiring is to use an Employer Of Record, an increasingly popular solution for businesses that are expanding globally.
An employer of record is a third-party service that allows companies to employ international talent, without the barriers that are normally associated with global hiring.
These services allow you to expand into new markets at a much faster pace than establishing your own entities. Traditionally, only large companies with substantial resources could afford to employ the local HR, financial and tax experts needed to set up and operate local entities.
An Employer of Record like Playroll removes these barriers and allows companies of all sizes to access global talent. An EOR provider with comprehensive services can:
The usual pricing plan involves paying a monthly or annual fee per employee, instead of the steep set up and operating costs of establishing a legal entity.
Some of the most common reasons it might be time to use an Employer Of Record include:
There are many Employer Of Record solutions on the market. When choosing between services, ask questions such as:
Are they flexible with EOR to Owned Entity transfers?
Many EOR providers are inflexible when it comes to transferring employees between their own entities and client-owned entities, requiring a ‘resign and rehire’ approach – vastly complicating your relationships with employees. Playroll supports the flexible transfer of employment arrangements to client entities.
What is included in the base pricing?
Many EOR providers charge extra for everything beyond their core service offerings, such as dedicated customer support, or to provide localized benefits packages. Often, there are also hidden fees at stake that you’ll discover only when it’s time to pay the bill. Playroll has built-in compliance, dedicated support and benefits management included as part of its fixed pricing.
What kind of support can I expect?
Attracting and retaining talent for your team is an extra challenge when you’re operating in new markets. Your chosen global HR partner should act as an extension of your team. If you have to wait days to get an answer, your promising hire might have moved on already.
Playroll’s legal, finance, HR and support experts are available to advise on everything from payroll and local benefits, to setting up compliant contracts. Employers and employees alike have dedicated support managers available at no extra cost, to give you personalized service.
Once you’ve settled on your method of how you’ll hire remote workers, there are important preparations and research you should do as a business before getting stuck into the hiring process.
Besides the business of paying your remote workers compliantly, you should decide on your approach when it comes to global compensation – for example, do you pay location-independent salaries, or pay based on location and local cost of living?
You might consider pegging salaries to the currency your business uses as a standard (for example, dollars). In this example, you would use the dollar amount as the base for an employee's salary, then pay employees in their local currency based on the current exchange rate.
Every approach comes with its own pros and cons. Read our full guide on the subject, and make sure your business is aligned on this decision before you start hiring internationally.
The country you decide to hire in will affect what a competitive salary band for a role looks like. Factors such as the cost of living, required employer contributions and customary local benefits can have a significant impact on your hiring budget.
Conducting research on this will be important, regardless of your chosen global compensation strategy.
Tools to help you determine employee cost:
To source remote workers in new markets, make use of the following strategies:
Get a detailed breakdown of what your new employee will cost and compare different markets with Playroll’s free employee cost calculator.
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Finally, it’s time to dive into the actual hiring process. While much of this will follow your same process for hiring local employees, there are some special considerations.
Besides doing research on cost of living and competitive salaries per region, it’s important to know what the local employment laws and regulations are that you’ll need to follow – as well as cultural norms and practices that might affect how you communicate with candidates.
Some countries also have provisions in place that can make it easier to do international business, financial incentives for remote workers, or digital nomad visas that support remote work. For example, remote workers in France receive a monthly working indemnity of €100, and the government extends various incentives to those planning to establish businesses in the country – while many countries such as Spain, Portugal and Japan have introduced digital nomad visas.
Playroll’s country guides, covering 180+ regions, can be a useful starting point to familiarize yourself with hiring in a new market.
Be clear in your job description about the nature of the role, such as:
This can help prevent any confusion about the role and your business. If you’re using an Employer Of Record, it can also be useful to explain the nature of this arrangement to candidates, so they don’t get any surprises on who will ultimately help them manage their leave, benefits and payslips.
Since the COVID-19 pandemic, conducting interviews via video calls have become a standard part of the hiring process. That said, you should double check the basics when interviewing international candidates:
Make sure your employment contract is compliant according to the requirements of the country. It should adhere to local labor laws that govern aspects such as:
If using an Employer Of Record, they will handle setting up compliant contracts and offer expertise on every aspect of the offer you’re making to candidates. Alternatively, make sure you consult local legal, tax and HR specialists when setting up your contracts.
Managing a remote, international employee can differ from working with a team member that’s locally based. Here’s our top tips on what to watch out for:
On a practical level, ensure you have great employment management software up and running that can make it easier for employers to handle the administrative tasks of a distributed workforce and for employees to access key documents or request leave. For example, Employer Of Record services offer portals for employees and employers alike and can integrate with other popular HR software.
Software tools that can make remote team management easier include, for example:
Clear communication is crucial in a fully remote environment, where frequent in-person check-ins are not possible.
Make sure your whole team knows what is expected of them and when, and be deliberate in setting up regular check-ins to flag any problems and address questions in a timely manner.
Create structure and thorough documentation
Without structure in place, miscommunication can easily occur in a remote team, ultimately wasting time and causing frustration among team members.
Your project management should be extra organized with a remote team, with a common understanding of what tools you use to check in on your work and track progress.
Similarly, house your documentation in one place so it’s easy for new joiners to orientate themselves in your business and make an impact sooner.
It can be easy to feel disconnected from team members when working fully remote, and there is an extra risk when you have team members of different nationalities working together who might also be dealing with cultural and language barriers to overcome. To counter this:
While many employees enjoy greater work-life balance with remote work, it can also blur the boundaries between work and personal life – especially if you don’t have strict working hours in place. Set and enforce work hours to prevent burnout, improving long-term retention of valuable team members.
Related to respecting strict working hours, be flexible when it comes to team mates in different time zones – a policy of flexible working hours can make a big difference here. Schedule your team check-ins during times that respect the working days of your entire team.
While frequent check-ins are good in a remote setting, avoid crossing the line into micromanagement. Make it clear that you trust your team members to manage their tasks.
A structured onboarding program is especially important in a remote setting. Work with your HR team to develop a comprehensive program that gives new hires all necessary insight into the business and confidence with the tools they need on the job.
A popular practice is to pair new hires with mentors to provide guidance and support during their initial period.
As a business, your data is only safe if every employee helps safeguard it. When working with international employees:
When working with a global team, inclusive practices are especially important to make everyone on your team feel respected – it can also help your team if they’re going to work with clients based in different countries.
Offer training on cultural sensitivity and awareness, and survey your team regularly on its effectiveness and any improvements you could make.
Your country's borders should not limit where you can source and hire talent – extraordinary people are everywhere.
As skills shortages continue, and competition for world-class talent increases, hiring remote workers will become the new frontier for more companies across the globe.
Hiring a remote team compliantly can quickly get complex and come with significant challenges – but it doesn’t have to be. Playroll is on a mission to make borderless work a reality for thousands of businesses, of all sizes. By using a EOR provider such as Playroll, you can remove many of the risks and challenges of hiring remote workers:
Read Time
October 4, 2024
Employee misclassification is the incorrect categorization of a worker as an independent contractor when they should be classified as an employee due to the true nature of the relationship, regardless of the type of contract they had entered into. This misclassification occurs when companies fail to meet legal criteria that distinguish employees from contractors.
Why is this problematic?
Employee misclassification is particularly challenging because the criteria for determining employment status vary between countries and states.
For example, a worker classified as a contractor in the US may be seen as an employee in the UK based on local labor standards. Because these rules can be complex, many businesses rely on expert assistance to ensure compliance across different jurisdictions.
To avoid misclassifying employees as independent contractors, you first need to know how to distinguish between them. Here are the key differences:
Employees have income tax automatically deducted from their wages, while contractors are responsible for their own tax filings.
Employees follow strict guidelines from their employer on how and when to perform their tasks, while contractors have more flexibility and autonomy.
IP created by employees typically belongs to the employer, while IP created by contractors remains their own unless specified in contracts.
Employees are entitled to mandatory benefits such as health insurance, unemployment insurance, and workers' compensation, while contractors usually do not receive these same benefits.
Employees are also generally entitled to protection from discrimination and harassment, whilst contractors may not be afforded the same level of protection.
Correctly distinguishing between employees and contractors can get surprisingly complex: several tests exist for this reason, for example the Economic Reality Test test in the U.S.
There are, however, some common hallmarks of misclassification. Here’s your checklist of the most common questions that government authorities use to determine misclassification. If you’ve hired a contractor and find your answers aligning with the characteristics of an employee, it’s a red flag that they may be misclassified:
There are several risks to employee misclassification, whether unintentional or not – though the repercussions tend to be most severe if government authorities find that a business has intentionally misclassified workers or committed fraud.
Some of the repercussions can include:
Whilst any industry is susceptible to employee misclassification, some industries have longer standing practices of misclassification than others or it’s generally more common.
For example, businesses in sales, IT, high-tech, hospitality, entertainment, logistics and construction industries should be especially aware of misclassification risks.
Penalties for employee misclassification differ between countries but can include financial fines, tax penalties, and reputational damage. For example:
The IRS imposes heavy fines for unpaid payroll taxes, along with penalties for failure to provide benefits like health insurance or workers' compensation. The Wage and Hour Division of the U.S. The Department of Labor also actively pursues claims. For example, you can be subject to a $50 fine for each unfiled Form W-2, or charged a percentage of wages.
Companies may face penalties under the UK’s Employment Rights Act, including paying back-pay for lost wages, holiday pay, and missed pension contributions.
Penalties vary but may include large fines, repayment of lost unemployment insurance benefits, and damage to the company’s standing with labor unions.
Several notable legal cases highlight the consequences of misclassifying employees:
There are several measures you can take as a business to avoid the pitfalls of misclassification. These include:
Ensuring compliance and the correct classification starts at the recruitment and onboarding stages. When hiring contractors, make sure your contractor agreement is set up correctly in line with local labor laws. It should cover, amongst others (see checklist above):
In a worst-case scenario, a robust contractor agreement can be used in your defense in legal cases – assuming you truly haven’t misclassified the worker.
Whilst the content of the contractor agreement is important, employers should still be aware of the “substance over form” principle, discussed above, and determine if it is applicable in the countries in which they hire individuals.
Employment laws are constantly evolving, especially in the context of remote work.
Spend time researching local regulations for the regions you’re interested in, before taking the next step and hiring an independent contractor or employee.
Regularly review the status of all your workers to ensure they are correctly classified. Make sure this forms part of your standard policies or procedures, and assign ownership of the audit to a specific person or department so these checks don’t fall through the cracks of your business.
If a contractor's role has evolved to more closely resemble that of an employee, consider offering them a formal employment contract. This can also hold the following benefits:
It can take significant time and resources to stay compliant as a global business when hiring remote workers. That’s why many businesses choose to use global employment services like Playroll, that have experts on-hand to help you make sense of local labor laws and stay fully compliant when hiring across borders.
I always feel completely calm and safe with Playroll, which is very important to me and the people we employ. I have complete trust that everything is done by the law.
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Violeta Cirkovic, HR Generalist, Two Desperados
Employee misclassification can get complicated, but it doesn’t have to be a bottleneck to scale your global team.
Playroll can help businesses sidestep employee misclassification risk by ensuring compliance with employment laws in over 180 countries. No matter what type of worker you want to hire, Playroll’s team of experts will do the heavy-lifting to ensure your workforce is correctly classified and compliant – freeing you up to focus on your business growth.
Book a free chat with our team and get a compliance consultation, to ensure your business is not at risk of misclassification.
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When choosing a global payroll solution, there are a couple of different approaches you can take as a business, including:
In this shortlist, we’ve assessed the full spectrum of solutions on offer, from top global payroll providers to innovative new global payroll software. Your choice of solution and payroll strategy will depend on the specific needs of your business.
Your chosen payroll solution should make it easier to handle tasks like payroll consolidation, payment monitoring, and data entry efficiently. The solutions on this list were selected based on their ability to manage the complex needs of your international employees.
Competitive pricing for local payroll and international services was a key factor in our rankings.
These tools address common challenges such as compliance with local labor laws, accessing unified reporting and streamlining payroll operations.
We considered user feedback from sources such as G2 and Capterra, to make sure these global payroll solutions deliver measurable benefits, including reduced administrative effort and improved payroll compliance.
Playroll offers a comprehensive suite of services for global employment and payroll management, suitable for businesses of all sizes. Through its Employer Of Record services you can process payroll for your international employees and contractors in 180+ regions.
Its Global Payroll Management product allows you to consolidate fragmented payroll systems across countries, with complete freedom of choice in providers and vendors. Choose between GP Analytics, a standalone product to visualize and analyze payroll data from every country, or GP Manager for full control of global payroll processes in addition to analytics features.
Playroll has spent 25 years building their global employment infrastructure as part of the VAT IT Group, which services half of all Fortune 500 companies.
Playroll’s Global Payroll Management products consolidate your global payroll systems in one place, while seamlessly integrating with your current operations. Compared to other providers, you can onboard to use the software in days instead of months, and there is no costly upfront investment needed to replace your in-house payroll or trusted local providers. Instead, you can layer the software to standardize your payroll platforms, tailor payroll workflows as fits your needs and automate currency management.
Save time and money while ensuring compliance in 180+ countries. Switch to Playroll for seamless payroll management tailored to your needs.
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Top Features Overview
Especially suited for large enterprises, ADP is a well-established global payroll solution founded in 1949. It offers robust multi-country payroll software with advanced analytics for payroll data insights.
Custom quotes based on business size and needs.
Top Features Overview
Deel is a well-known global workforce platform that offers payroll solutions alongside EOR and contractor management services. It integrates global payroll solutions with its HR software, so it’s easy for businesses to manage their HR admin, payments and reporting in one place.
From $29 per employee/month for global payroll
Oyster HR is a user-friendly global employment solution – when it comes to running payroll, their solution is best-suited to pay international employees and contractors hired via their EOR service, in 130+ countries. They also offer options to pay your direct employees, but have limited coverage where this is concerned. For their supported regions, they offer easy options to review and approve payroll, approve expenses, and download monthly payroll reports.
Global Payroll Pricing
Starting at $25 per employee/month
CloudPay offers end-to-end payroll solutions that includes global payroll and salary payments in a cloud-based system. It features comprehensive reporting features and centralized payroll data management to consolidate all payroll data into one system. It also offers features to automate manual payroll tasks.
Custom quotes available for multi-region businesses.
Payslip provides a centralized platform for managing global payroll, designed for large enterprises that need to handle payroll across multiple regions. It integrates with your existing HR tools and financial systems, which can help businesses streamline their overall operations.
Custom pricing based on the number of employees and countries served.
Dayforce is a comprehensive HR services platform that offers real-time payroll processing across multiple countries. It has add-on services for workforce management, talent management, and timekeeping, which can make it a solid choice for businesses looking for an all-in-one HR tools solution. It offers comprehensive features to help companies maintain compliance with local labor laws and regulations in various jurisdictions.
Custom pricing based on the scope of services and the size of your workforce.
While Paylocity is primarily known for its domestic payroll solutions, it also offers capabilities for global payroll management, especially for companies with an expanding international presence. Paylocity integrates payroll processing across multiple countries and provides a centralized platform to manage international employees. The platform offers country-specific payroll calculations and tax compliance. It also automates the payroll data flow for businesses operating in multiple countries.
Custom pricing based on the scope of international payroll services.
Remote is a good choice for businesses with a global workforce, offering options to consolidate payroll for international employees and contractors. It provides comprehensive HR tools for managing benefits, payroll processing, and ensuring compliance with local labor laws in over 50 countries.
Global Payroll Pricing
$29 per employee/month.
Rippling is a comprehensive global workforce management platform designed to handle global payroll processing, benefits management, and HR functions. It stands out for its wide integration capabilities, and its ability to handle payroll, benefits administration, and HR tools in a single platform.
Pricing varies depending on the services and the number of employees.
Multiplier is a platform designed for businesses expanding internationally. It supports global payroll processing, tax compliance, and employee benefits administration. The platform’s strength lies in its ability to automate complex payroll tasks across multiple countries, which can be a good fit for rapidly scaling companies.
Global Payroll Pricing
Custom pricing tailored to the number of employees and countries covered.
If you’re looking for global payroll solutions to simplify your international expansion, there’s a wealth of services to choose from – it can be overwhelming to make the best choice for your business.
At Playroll, we understand the challenges at hand. Above all, we are dedicated to providing personalized customer service, for businesses of all sizes. Our platform combines automated, easy-to-implement global payroll management software with hands-on support. All in the name of making global payroll and expansion truly simple.
Book a chat with our team to learn more about consolidating your payroll operations, no matter where your team is located.
Compare more top Global Payroll solutions side-by-side, with a full breakdown on features, support, coverage and more.
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An Employer Of Record (EOR) is a third-party service that handles employment responsibilities for your company, like payroll, taxes, benefits, and compliance with local labor laws. The EOR legally employs your global team on paper, while you manage the employee's daily activities.
EOR providers typically operate under these business models: using their own wholly-owned local entities, partnerships with local providers, or a combination of these two approaches. A wholly-owned EOR model means the provider sets up its own entities in each country and retains full control over hiring and payroll.
In contrast, some EORs partner with local vendors and outsource these tasks. While this can be cheaper for the EOR, it may lead to less reliable service for you. Wholly-owned entities has the following advantages:
Selecting an EOR partner with a robust network of wholly owned entities can give you advantages in all these areas.
It's important to find an EOR with transparent pricing. Some providers may have hidden fees, like onboarding and offboarding charges, which can increase costs unexpectedly. Look for an EOR that clearly communicates all potential expenses upfront, is straightforward in their invoicing, cost effective and offers a clear breakdown of what’s included in their pricing.
Lastly, they should offer flexibility in their pricing models that suits the needs of your business: this includes offering monthly charges for full-time employees over requiring annual commitments for lower rates.
The level of support an EOR provides can make or break your global employment strategy. Quick response times and hands-on support are essential, especially when dealing with complex issues like payroll queries or legal compliance in jurisdictions you might be unfamiliar with.
Before bringing an EOR provider on board, check their public reviews on platforms like G2 and Trustpilot. Additionally, ensure that the EOR offers dedicated support for your employees to ensure employee satisfaction and retention. Be sure to ask if dedicated support comes free of charge, as some EOR providers charge extra for this service.
Your EOR provider should have a strong presence in the countries where you wish to expand in the short-term and in the long run. In cases where they do not operate in your desired country, your growth might be hampered if you're locked into a contract you’re unhappy with. Some providers also charge fixed offboarding fees – it’s a good idea to ask whether this is the case before you commit to a provider.
Identify a company with comprehensive country coverage. For example, Playroll operates in over 180+ regions and offers the extensive coverage required to support your global ambitions.
An ideal EOR should help you hire both full-time employees and contractors legally. This flexibility is essential as your workforce needs may evolve over time. It’s much easier to use one service provider that can cater for all potential needs, than having to choose different providers to hire full-time employees and contractors.
Additionally, the EOR provider should be able to assist with classifying your workers correctly to avoid the penalties associated with misclassifying employees as contractors, and convert contractors to full-time employees if needed.
Check that your chosen EOR provider will support hiring different types of workers, in all the regions you’re interested in.
Competitive employee benefits are a key component of attracting and retaining top talent. Your EOR should offer a comprehensive benefits package that includes both local benefits and global options.
Enquire about additional services like benefits management and visa support. The more robust and flexible the benefits, the better equipped you’ll be to support your international team no matter any curveballs that might come your way.
Timely and accurate payroll is a non-negotiable part of your day-to-day operations when managing a global workforce. Having delayed and faulty payroll can result in great reputational harm to your business and potential legal fallout. Ensure the EOR has a proven track record of paying employees on time and offers a user-friendly payroll system.
Before committing, ask for a demonstration of how their payroll system works and whether it provides a clear view of all transactions in one place. Ask how their invoicing system works, as some providers can make this needlessly complex.
Your data should always be safe, and data security is an important consideration while choosing an EOR. Ensure this by checking the certifications the EOR holds, such as GDPR and SOC2, and inquire about the measures they take to protect your Intellectual Property. An EOR provider should guarantee that all contracts are compliantly set up to ensure your IP will belong to you.
Be wary of EORs that rely heavily on third-party partners since this can increase the risk of data security issues.
Compliance with local labor laws is one of the main reasons to partner with an EOR. The right EOR should have a team of experts on hand to help you navigate challenges such as employee misclassification risk, and meeting all compliance requirements in new markets. Again, be sure to check if the EOR provider has a track record of quick response times, as you might need fast support when it comes to questions of compliance.
Ask about their legal expertise in the specific countries you’re interested in and how they help you stay compliant with local regulations.
Employment contracts can vary across different regions and your EOR should be flexible to your specific needs and can create customized agreements if needed. Ask about their process for amending contracts and how long it typically takes.
Flexibility in this area ensures your contracts are aligned with both local laws and your business objectives.
Employee terminations can be difficult and complicated, making it a matter that should be handled carefully. Ensure the EOR has a clear and compliant process for managing terminations, including support for both the employer and the employee during the offboarding process. Understand this process thoroughly before entering into a partnership to prevent legal issues in the future.
If you're considering moving an employee from an EOR to one of your own entities, many EOR providers require a ‘resign and rehire’ process. During this process, the employee resigns from the EOR and is rehired by your entity. This approach can complicate the businesses’ relationship with the employee.
Clarify with the EOR if they offer a flexible transfer process.
Choosing the right EOR partner is fundamental for your business’s global expansion. Playroll stands out by meeting the criteria mentioned above, offering extensive country coverage at 180+ regions with a robust network of wholly owned entities.
Enjoy transparent, best-in-class pricing, dedicated support for employees and employees, and a flexible approach to employment contracts – with a team of HR, finance and legal experts on hand every step of the way.
Compare EOR providers and book a demo with Playroll today to explore how we can support your international growth.
If you aim for global growth, hiring internationally isn't just an option — it's a game-changer. Embrace the diversity that sparks innovation and fuels creativity. The trend of hiring overseas employees, as highlighted in the World Economic Forum's analysis, reflects a strategic response to global labor market dynamics and technological advancements.
Some of the top benefits include:
Ready to explore new markets to reap the benefits of a global workforce? When looking at hiring in a new country, assessing it according to these criteria can help you make the best choice for your business:
Based on criteria such as high education levels, reliable infrastructure, probationary periods, competitive cost evaluations, political stability, language proficiency, and robust legal protections, here’s our choice of top 10 countries to hire international employees. In no specific order:
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Boasting a high level of education and robust infrastructure, Germany offers a competitive cost of living and attractive employee benefits. The country is increasingly embracing remote work, heightening its appeal to international employers.
Germany is renowned for its exceptional quality of life, which includes political stability and safety. Moreover, most professionals in Germany are proficient in English, making it an ideal environment for global business operations.
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The United States features a world-class education system and advanced infrastructure, providing competitive employee benefits and strong legal protections. It accommodates various international business needs with convenient time zones and a diverse range of lifestyle options. English proficiency is also widespread in the U.S.
The Portuguese have high levels of education, and there is an increasing emphasis on international programs and partnerships. The cost of living is generally lower compared to other European countries, while still having attractive benefits on offer to employees.
This makes it an attractive option for cost-effective international hiring. The country offers a high-quality lifestyle with pleasant climates, cultural richness, and affordable healthcare. Portugal is known for its political stability and safety.
Singapore is known for its world-renowned education system and advanced infrastructure, particularly in technology and business sectors. Positioned in GMT+8, it facilitates global business interactions.
Initiatives like digital nomad visas and Tech Pass welcome skilled professionals and entrepreneurs, promoting a strong remote work culture.
Canada has a robust education system and advanced infrastructure tailored to modern business needs. Its convenient time zones facilitate global interactions, making it a favorable environment for international employers. Canada's openness to skilled professionals is evident through its various immigration programs, which support a strong remote work culture with progressive policies.
Australia also has an excellent education system and welcoming visa programs that encourage a diverse workforce. The country promotes remote work through flexible arrangements and progressive policies, ensuring a high quality of life.
Australia is also noteworthy for its excellent healthcare, safety, and cultural amenities, supported by a stable political environment and strong legal frameworks.
Japan has advanced technology infrastructure and digital nomad visas on offer, promoting a strong work culture with flexible arrangements and innovative policies.
The country offers a high quality of life, featuring excellent healthcare, robust safety standards, and rich cultural experiences. Japan's stable political environment and robust legal protections create a secure and supportive setting for both employers and employees.
Well-known for its breathtaking natural landscapes, South Africa also has a relatively low cost of living compared to many Western countries – along with a multi-cultural workforce that is proficient using English as a primary business language. It also recently rolled out digital nomad visas to boot.
Positioned in the GMT+2 time zone, South Africa facilitates convenient business interactions across Europe and Africa, making it an attractive location for international employers.
The Netherlands is celebrated for its education system and advanced infrastructure. With fast internet and a flourishing technology sector, the Netherlands is an excellent location for businesses that need highly skilled employees.
Its strategic location within the GMT+1 time zone heightens its appeal as a hub for European and global commerce. The country is politically stable and offers a secure environment for residents and businesses alike, supported by a strong legal framework that ensures transparency and protection for both employers and employees.
South Korea is distinguished by its prestigious education system and cutting-edge infrastructure supporting technology and commerce. The country promotes a thriving culture of remote work with progressive policies and a digitally adept workforce.
South Korea boasts a high standard of living, including exceptional healthcare, stringent safety standards, and a vibrant cultural scene, making it an appealing destination for international hiring.
Several countries are actively implementing remote-friendly policies to facilitate the hiring of international employees. Notable examples include:
Estonia has introduced a digital nomad visa, which allows international remote workers to live and legally work in the country for up to a year. This initiative supports Estonia's reputation as one of the most digitally advanced countries in Europe.
Mexico offers a Temporary Resident Visa, suitable for remote workers who can prove they have the financial means to sustain themselves. The country’s affordable cost of living and vibrant culture make it an attractive destination for digital nomads.
India is improving its digital infrastructure and regulatory frameworks to attract more remote workers. The country’s vast talent pool in IT and customer service makes it a viable option for companies looking to outsource these functions.
Brazil has introduced visas that are more favorable for remote workers and improved internet connectivity across the country. These moves are part of broader efforts to boost economic activity by attracting international talent.
Vietnam is becoming increasingly popular among remote workers due to its low cost of living and high-speed internet. The government is exploring more formal policies to support remote workers, including extended visas and tax incentives.
Costa Rica offers a specific visa for remote workers and digital nomads, allowing them to stay for up to two years. The country’s rich biodiversity, stable political climate, and high-quality healthcare system add to its appeal as a remote work destination.
Explore our country hiring guides for 180+ regions, covering everything from leave and benefits to payroll.
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Navigating the complexities of global hiring isn't easy – especially if you first need to set up costly legal entities in new markets. Playroll simplifies this process by offering Employer of Record (EOR) services, handling hiring, onboarding, and management of international employees through our network of established legal entities in 180+ regions.
Speak with our experts to discover how Playroll can help you make your next international hire effortless, no matter where they are based.
Read Time
July 11, 2024
What are the best locations for hiring international employees? Discover the benefits of hiring remotely in our shortlist of countries, and how to simplify the process with Playroll.
So, which countries have free healthcare systems? Well, few countries offer completely free healthcare services. However, most developed countries offer government-funded universal healthcare systems to citizens and residents where most services are free, or low cost.
The United States is a notable exception of a highly developed country that does not offer universal healthcare. On a global scale, the World Health Organization has noted that the world is off track in making progress towards universal health coverage, with improvements to health service coverage stagnating since 2015.
Below, we have compiled a list of the top 10 countries with universal healthcare or public health insurance, considering accessibility, quality, and coverage of healthcare services.
Canada tops our list of countries with free healthcare systems. Medicare, the Canadian universal healthcare system, is publicly funded and run by individual provinces and territories.
Healthcare services are available to all Canadian citizens and permanent residents. Free healthcare services include doctor's visits, lab tests, hospital care, and prescription drugs.
The United Kingdom has a free and universal healthcare system called the National Health Service (NHS), which is praised for its accessibility and efficient primary care services. NHS free health care services are structured regionally and funded by the government through taxation.
All United Kingdom citizens and residents have access to comprehensive free health care services, including hospital care, medical consultations, doctor's visits, maternity care, mental health care, prescription medications, and more.
Australia stands out among the countries that have free healthcare. Known as Medicare, the Australian free healthcare system is funded through general taxation and offers essential healthcare services to citizens and permanent residents.
Residents have access to free basic medical services, hospital care, doctor's appointments, prescriptions, and some diagnostic tests. For high-quality services and faster access to specialists and elective procedures, Australians have the option of purchasing private health insurance.
The Norwegian universal healthcare system stands out among countries that have free healthcare because of low wait times, emphasis on patient outcomes, and quality of services. Norway’s healthcare system is funded through taxation and social security contributions and is available to all residents.
Free health care services include hospital care, prescription medication, and medical consultations. Individuals looking for additional coverage and faster access to services have the option to purchase private medical insurance.
Our Norway playbook can help you understand the country’s labor laws and regulations.
Germany is among the countries that have achieved universal health coverage through a government-run " sickness fund" that requires all citizens to have medical insurance. Germany's healthcare system is funded through a combination of taxes, social insurance contributions, and copayments.
That ensures all citizens and legal residents have access to comprehensive high-quality medical services, preventive care, long-term care, and more.
Listing countries with free healthcare is hard without mentioning France. Its universal health care system is reputed as one of the best in the world for accessibility, quality care, and efficiency.
Healthcare services, including hospital care, prescription drugs, and doctor's visits are available to all citizens, legal residents, and even visitors residing in the country for more than 3 months.
Sweden has made it to our list of countries with free healthcare systems because it has achieved universal health coverage with comprehensive healthcare services. The Swedish healthcare system is government-funded and is accessible to all citizens and legal residents.
Residents have access to many healthcare services, including hospital care, maternity care, preventive services, primary care, specialist consultation, and dental care for children and young adults.
Brazil stands out as the model of countries that have free healthcare. The Brazilian free and universal healthcare system is funded by the government and is accessible to any person in Brazil, including citizens, legal residents, tourists, and even refugees and immigrants.
Patients have access to free health care services at the point of care, including hospital care, outpatient care, vaccinations, surgeries, preventive care, and more.
South Korea is among the countries with the best healthcare systems in the OECD funded through government subsidies and monthly contributions from both employees and employers.
The Korean universal health system is accessible to all Korean citizens, residents, and even foreigners. The government-run health system covers 60% of healthcare costs and the remaining expenses are covered through a private health insurance fund.
Denmark closes our list of top ten countries with free healthcare. Denmark's free and universal healthcare system is government-funded through taxes and offers free healthcare services to all residents.
The country’s healthcare system is highly regarded for its patient-centric services, preventive care, and comprehensive access to medical services, including prescription medicine, doctor's visits, hospital care, and more.
Free and universal healthcare systems offer numerous benefits, but they come with challenges, including:
As healthcare policies worldwide continue to shift toward building free and universal government-funded healthcare systems, more countries are expected to join the list of countries with free healthcare.
That may impact where employees choose to live to access free or low-cost healthcare services or where businesses source talent to reduce workforce-related healthcare costs.
To help businesses navigate the challenge, Playroll offers HR solutions and Employer Of Record services for hassle-free management of a global workforce, including:
Book a demo with our team to find out how we can help you scale your remote team with ease.
With a semi-monthly payroll, employees receive payment twice a month. Paychecks are distributed on fixed dates, say 1st and 15th, or 15th and 30th.
Bi-weekly payroll means that employees are paid once every two weeks. Paychecks are distributed every other week, usually on a Friday.
This article delves into the strengths and weaknesses of semi-monthly vs bi-weekly payroll. By the end, you’ll be able to make an informed decision and choose a payroll schedule that aligns with your business goals and workforce needs.
As mentioned above, bi-weekly payroll distributes employee paychecks every other Friday. Paying employees once in two weeks results in 26 pay periods per year. This pay schedule is favored by most U.S. companies as it ensures employees are frequently paid without burdening HR teams with excessive admin work.
A bi-weekly payroll works fine for companies that regularly hire a lot of new hourly and salaried employees.
Employees are paid twice a month on specific dates, with many companies choosing the 1st and the 15th of the month. That results in 24 pay periods per year. Sometimes, paydays may fall on weekends or holidays. Thus, HR teams have to monitor pay dates and make adjustments to ensure timely pay.
Semi-monthly payroll may be a great choice for businesses with employee benefits deductions, such as health insurance and retirement contributions. Paydays align with monthly financial reporting, making it easier to deduct and report deductions from employees’ paychecks.
According to the Bureau of Labor Statistics, 43% of businesses in the U.S. use a bi-weekly pay schedule, while 19.8% use semi-monthly payroll.
When determining the optimal payroll schedule, employers often choose between bi-weekly and semi-monthly pay periods. Each approach has distinct implications for payroll processing, cash flow management, and employee satisfaction. Understanding these differences is crucial for making an informed decision that aligns with your organization's operational needs and supports your
Employers must ensure that their chosen pay schedule complies with state and federal labor laws, which may dictate minimum pay frequencies or specific requirements for different types of employees.
Implementing an effective payroll system is crucial for ensuring accurate compensation, maintaining compliance, and enhancing overall organizational efficiency. Below are best practices to guide employers through a successful payroll system implementation:
Choosing the right payroll schedule helps businesses manage their financial commitments and overall administrative workload while driving employee satisfaction. Semi-monthly vs bi-weekly pay schedules are the most common. Both are great, and the one you choose depends on your industry, company size, number and type of employees, and payday regulations in your region.
Playroll is an innovative global employment platform that offers EOR services and global payroll solutions to help you hire and manage global teams through:
Book a chat with our experts to find out how you can scale your global team with ease.
Remote working is increasingly becoming ingrained in the UK corporate culture. According to StandOutCV, 58% of UK employers offer remote work, with 16% of the UK workforce working full-time from home in 2023.
Cutting-edge business technology, robust internet connection, and the peak of the COVID-19 restriction in 2020 are the top reasons for the increasing shift to this new work culture.
That creates the need for remote management tools to help businesses streamline workflows, manage and monitor remote teams, and ensure secure access to company systems and networks.
Playroll is an all-in-one payroll and HR management platform that offers employment and payroll solutions to help businesses build and manage remote teams efficiently.
This article covers the seven types of remote administration tools for businesses in 2024 and beyond.
Effective communication and collaboration are essential when employees work remotely from different locations. Video conferencing tools and instant messaging apps are the top remote management tools in this category that help bridge the gap and create a seamless work environment.
For instance, video conferencing tools facilitate face-to-face meetings and remote presentations. With messaging apps, remote teams can create groups or channels to organize conversations by topic or project and communicate in real-time.
Reliable communication and collaboration tools to check include:
With about 12.7% of employees working full-time from home, project management and task-tracking tools are absolutely essential for businesses. They enable managers and supervisors to plan projects, schedule tasks, and allocate resources.
From behind a computer screen, managers can set deadlines, assign tasks, and set clear responsibilities to enable remote teams to collaborate on projects. Again, these tools provide important reports and insights to help managers track overall project progress, identify issues, and make adjustments accordingly.
The best remote management tools in this category include:
The 9-to-5 working schedule is lost when employees work from home. That makes it difficult to monitor their home office activities because supervisors don’t have physical access to their remote computers and mobile devices.
Time tracking and productivity software help solve this problem. They work in the background to track down employees' activity and non-activity time. That enables companies to determine time spent on assigned projects or tasks to evaluate performance and productivity.
Time tracking tools also ensure that working hours are fully recorded to enable HR managers to generate payroll easily and quickly. Top remote management tools in this category include:
Playroll's HR and payroll management software integrates with time tracking and productivity tools to automatically log working hours and generate accurate payroll.
Cloud-based storage systems are great remote management tools for file sharing. Unlike in-house file storage systems that are only accessible locally, files on the cloud are accessible to team members at any time regardless of their geographical location.
That enables team members to create, store, edit, share, and access content from any device. Teams can easily collaborate and work on projects or tasks on shared files where everyone can see updates and track file versions. That helps eliminate slowdowns and ensure faster completion of workloads.
The best remote management tools in this category include:
Remote desktop and access tools help technical support teams and managed service providers (MSPs) offer remote support without needing physical access. These tools are embedded in operating systems on company devices, including laptops, computers, tablets, or even mobile devices.
That enables technical support teams to respond to issues quickly without the need to travel on-site. They can remotely manage operating systems' updates, troubleshoot networks, and transfer files. They can also send a command line of tasks to multiple PCs, configure devices, and if necessary, shut down remote computers.
Top remote desktop and access tools include:
If implemented well, employee monitoring has been found to increase employee productivity by 7%. Remote monitoring and management tools help businesses track and analyze how employees utilize working time and company resources.
They track and monitor employees' activities like internet use & browsing, emails, phone calls, or even video surveillance. Such data is then analyzed to draw important insights and identify areas of improvement.
That helps companies ensure remote workers perform their duties efficiently, adhering to company policies and ethical standards. It also helps protect and identify insider threats that can result in damaging data breaches.
Best remote management tools for employee monitoring include:
With companies spending an average of $4.37 million to recover from damaging data breaches, the need for robust data security tools cannot be overlooked.
These tools ensure real-time monitoring of computer networks to identify and report threats. They also scan and remove viruses and malware apps to improve the security of remote and hybrid work environments. Top remote management tools for data security include:
As remote working continues to take root, remote administration tools are becoming an indispensable part of modern business operations. Therefore, business owners should consider using the above tools to ensure hassle-free remote monitoring and management of their workforce.
Playrooll's HR and payroll management system integrates with your remote management tools to ensure streamlined HR and payroll processing for remote teams. Request a demo to see how you can optimize your remote management with Playroll.
Understanding the average maternity leave by country helps employers grasp the global landscape, ensuring their policies are competitive and in line with international standards.
According to the ILO (International Labour Organization) standards, maternity leave is a universal human and labor right and should last at least 14 weeks. Still, the ILO recommends increasing that period to 18 weeks of paid parental leave so the mother can have more time to rest and recover properly.
However, regarding maternity leave requirements, two variables change between the 152 countries that offer the benefit: leave duration and financial compensation. During said leave, the mother can either be fully paid maternity leave, paid in part, or not paid at all.
To guarantee compliance, employers must keep up-to-date with each country's maternity leave laws. Here are some examples of maternity leave by country around the world. This section highlights the differences in paid maternity leave by country, illustrating how compensation during leave varies globally.
Evaluating the best maternity leave by country allows employers to understand which nations offer the most comprehensive support for new mothers, setting a benchmark for global maternity policies.
Also Read: What Are the Best Countries for Maternity Leave?
Let's examine the common employee rights during maternity leave to better understand the scope of employer obligations and practices.
Pregnant workers may feel entitled to take legal action if they are treated less favorably due to their pregnancy or family responsibilities or if they’re asked to perform tasks not suitable for someone in their state.
Some countries allow employees to take more leave in exchange for disadvantages, such as not being paid for the extra time or pausing their career progression.
In addition to paid maternity leave, 63% of countries offer parental leave. However, the leave duration is often smaller than the mother’s, usually under three weeks of maternity leave.
This is one of the more important things to keep track of. Every mother has the right to return to her previous position upon returning to work, no matter how much time she spends on leave.
A great thing to do when implementing maternity leave policies in your company is to plan and disclose everything in advance. That way, you can ensure you and your team are up-to-date with all respective duties and procedures, avoiding any possible hiccups.
Here are some tips that will help you through this process:
● Previously define those eligible for a paid maternity leave, stating criteria such as length of service, full-time status, etc.
● Establish the leave duration, including possible extensions and other additional arrangements.
● Declare the pay and all the benefits employees receive during the maternity leave beforehand.
● Specify the notice requirements. Let your team know when they should inform you about their pregnancy and when they plan on taking maternity leave.
● Assure job protection. Your employees must know their positions will remain secure.
● Adapt your company to better accommodate pregnant employees and those returning from maternity leave. The gold standard is creating flexible work schedules.
Maternity leave policies have evolved significantly in recent years to reflect the changing dynamics of the modern workforce. With globalization and the rise of remote work, employers face new challenges in managing maternity leave across borders and in diverse cultural contexts. Here are some challenges that global employers may encounter and tips on how to deal with them.
The advent of remote work has blurred traditional boundaries, presenting opportunities and challenges for managing maternity leave. Remote employees may require flexible arrangements to balance work and caregiving responsibilities effectively.
Employers should prioritize communication and collaboration, offering remote-friendly maternity leave policies that accommodate the unique needs of remote workers.
In some cultures, there may be stigma or pressure surrounding maternity leave, leading to reluctance among employees to take time off.
Legal risks associated with maternity leave include potential discrimination claims, wrongful termination lawsuits, and labor law violations. Employers must take proactive steps to mitigate these risks by implementing fair and equitable maternity leave policies, providing adequate training to managers, and fostering a culture of inclusion and diversity within the organization.
While maternity leave is typically associated with birth mothers, it's essential to recognize the importance of supporting fathers and non-birth parents in parental leave policies. Employers should offer gender-neutral parental leave benefits that enable all parents to bond with their newborns and support their families.
By encouraging fathers and non-birth parents to take advantage of parental leave, employers can promote gender equality, strengthen family bonds, and create a more inclusive workplace for all employees.
In an increasingly interconnected and diverse world, managing maternity leave requires a nuanced understanding of legal, cultural, and societal factors. Employers must prioritize compliance, equity, and inclusion, recognizing the role of maternity leave in supporting working parents and promoting gender equality.
That’s where Playroll comes in. Our expert and global team of HR professionals are ready to help you safely navigate maternal leave and offer your international workforce all the benefits they seek. Don’t worry about all the legal hurdles: count on us. Request a demo today.
If you’re thinking of hiring independent contractors, you’re not alone. In recent years, remote work has drastically changed how businesses manage their workforce. The demand for skilled freelancers has skyrocketed due to the flexibility, specialized skills, and cost savings they offer businesses. In the U.S. alone, 35% of the workforce are gig workers, with this number expected to increase in the coming years.
At the same time, businesses are increasingly hiring across borders, making good contractor management software essential for managing international payments, compliance, and contracts of global contractors.
There are many platforms for contractor management on the market, each with its own business model, set of features and pricing. To remain compliant and efficient as a business, making the right choice from the get-go matters. That’s why it’s so important to carefully weigh up your choices.
Below, we’ll dive into the details of our shortlist of the best contractor management software on the market. Here’s a summary of their main stand-out feature, as well as pricing.
Contractor management software is a digital solution that helps businesses manage the entire lifecycle of hiring, managing, and paying contractors. Some typical features of contractor management systems include automated manual processes such as setting up contractor agreements, making payments and conducting compliance checks.
It’s tempting to manage contractors yourself to save costs as a business. However, going the manual route can quickly get time-consuming, and it’s especially risky if you’re hiring contractors in multiple countries. Contractor management software can offer the following benefits over managing everything yourself:
Selecting the top contractor management services required a comprehensive evaluation of various platforms and rating them on critical factors that ensure effective contractor management. Our selection process emphasized:
We admit our bias, but have a proven track record of success behind our name as a standout global employment solution to compliantly hire workers across the globe – which includes our all-in-one platform for contractor management.
With Playroll, we’re not just getting lower costs but a true service-oriented mindset. You don't know what you're missing until you meet Playroll.
Sherene Binni, Senior Office Manager & HR People Partner, Exalate
With Playroll’s contractor management system, you can hire and pay international contractors in 180+ countries. Managing and paying your team is made easy with automated contract creation, global payments in 50+ currencies, and an intuitive platform to manage work for all your contractors in one place.
When setting up your contractor agreements, Playroll does the heavy lifting to ensure compliance with local labor laws. Each client gets their own dedicated Customer Success Manager, at no extra cost, for ongoing support.
Playroll also offers Employer Of Record (EOR) services to hire full-time employees, making it easier to scale your workforce for any type of employment need.
Pricing: $35 p/contractor. Flat fee per month.
Fiverr offers a large marketplace that allows businesses to connect with freelancers worldwide. It’s easy to navigate with advanced filtering options, making it a popular choice for companies that want quick access to talent and browse freelancers by category.
However, managing larger teams of contractors through Fiverr may require additional tools for tracking and contractor management. They also do not offer comprehensive compliance support when hiring international contractors.
Pricing: Base service fees of 5.5% per purchase amount. For purchases under $100, an additional $3.00 is added per purchase.
Upwork provides project management tools and time tracking to help businesses manage contractors. With access to a large talent pool, it’s a great platform for finding specialized skills or purchasing ready-made projects.
On the downside, managing payments across international borders may require third-party tools. They don’t offer compliance support for hiring international contractors. Upwork also charges high fees for its premium features, including dedicated support and customized reporting.
Pricing: Between 5-10% service fees, some plans include contract initiation fees per contract. Custom fees for enterprise customers.
Deel is a well-known platform designed for managing international contractors and employees. It automates multi-currency payments, has comprehensive compliance support, and offers an intuitive dashboard for tracking contractor performance and agreements in one place.
On the downside, they charge high fees for contractor management, starting from $49 per contractor/month, as opposed to the flat fees other providers offer. They’ve also received reviews of high exchange fees and unexpected fees. This can make it hard to properly budget for their services.
Pricing: Starts from $49 per contractor/month.
Rippling is a workforce management system that also offers services to hire, pay and manage international contractors. It offers advanced capabilities to automate payment processing and compliance checks. They offer a wide range of products, including IT and finance management, that can make them a good fit for businesses looking for one platform to handle multiple aspects of their workforce.
On the other hand, Rippling has received public reviews on the steep learning curve of its products, with many products that are difficult to navigate. They do not publicly disclose their pricing, making it hard to make a straightforward assessment of whether their services fit into your budget.
Pricing: Not publicly disclosed.
ClickUp is a versatile project management platform designed to boost team collaboration and productivity. For managing contractors, ClickUp offers specialized features that streamline the entire process. The platform provides customizable templates, such as the Contract Management Template, that help users efficiently track contract statuses, set deadlines, and organize stakeholder information. The platform's flexibility allows teams to tailor it to various project needs.
However, some users find the interface complex, leading to a lengthy adoption process, especially for those new to project management software. Additionally, while time tracking is available, it may not be as intuitive as other time-tracking tools.
Pricing:
Worksuite is a freelancer and contractor management platform designed to help organizations manage their external workforce efficiently. Users enjoy its ability to centralize contractor data, automate onboarding processes, and facilitate seamless payment workflows. The platform's customizable nature allows businesses to adapt it to their specific needs.
On the other hand, some users have noted that certain features, such as reporting and project tracking, could be more flexible and intuitive. Additionally, the user interface may feel dated to some, potentially negatively impacting user experience.
Pricing: Starting at $500 per user per month for the Core Plan
Remofirst is a global EOR platform that also offers contractor management services, enabling businesses to onboard, manage, and pay international contractors. Remofirst's user-friendly platform is a strong point, simplifying the onboarding process and daily management tasks. Remofirst received praise for their automated invoicing and payment tracking features that improve operational efficiency.
However, there's a lack of integration capabilities with other software tools. While the contractor platform offers a robust set of features, users report the need for more advanced customization options tailored to specific organizational needs.
Pricing: $25 per contractor p/month
Remote is a platform designed to help businesses manage global payroll, taxes, benefits, and compliance for both employees and contractors. Users value its ability to handle multi-currency payments and automated compliance checks, which simplify the complexities of international contractor management. The platform's wide country coverage makes it suitable for businesses with a global presence.
While Remote offers offers a 24/7 help centre, the company uses a chat bot and a ticketing system which means you won’t necessarily receive personalized or immediate assistance. Companies like Playroll provide comprehensive support for both employees and employers with our customer support managers. Additionally, Remote charges a premium for offering full compliance checks for contractors.
Pricing: $29 per contractor/month. Their premium product with full compliance checks costs $99 contractor/month.
When selecting a contractor management system, consider the following factors:
Problem-Solving Capability: Identify the specific challenges you face in contractor management and evaluate how effectively the system addresses these issues, whether it's compliance tracking, communication hurdles, or performance monitoring.
While there are many strong contractor management solutions on the market, Playroll stands out for its competitive pricing, dedicated support to businesses of all sizes – and built-in compliance to hiring globally.
While hiring independent contractors comes with many perks, government authorities worldwide have started clamping down on the issue of misclassification of employees as contractors, which can open up businesses to hefty penalties.
Playroll does free misclassification assessments to protect clients from these risks, helps set up compliant contractor agreements, and ensures that your IP belongs to you when working with contractors. Dedicated support in these areas comes free of charge, unlike many competitors. When hiring globally, these are essential features to scale your workforce without risk.
In addition, Playroll offers businesses the ability to hire full-time employees compliantly in 180+ countries, and can help convert your independent contractors to employees if needed. This helps your business remain flexible to any future workforce needs, without bringing any additional third-party services on board.
Book a chat with our team to find out how we can help you scale your global team, without the red tape.
Our comprehensive guide to employee misclassification include a checklist to distinguish correctly between employers and contractors, and top tips to avoid misclassification risks.
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Let’s start with breaking down the basics of how payroll is structured, which consists of three key elements: the gross pay, deductions and net pay.
Gross pay is the total amount an employee earns before any deductions. Deductions include salary reductions from sources such as income tax, Social Security and Medicare, health insurance, and retirement contributions. Finally, net pay is the final amount an employee takes home after all deductions.
For instance, if an employee earns $4,000 gross pay per month, and they have $800 deducted for taxes and benefits, their net pay would be $3,200. Understanding these structural components will help you calculate gross pay correctly and avoid costly payroll errors.
The first step before processing payroll is collecting essential details about each employee. This includes their full legal name, tax identification number, pay period details, and banking information for direct deposits.
Companies must also refer to country specific requirements, such as the W-4 tax form that employees need to complete in the U.S.
Each country has their specific payroll requirements, which can be complex to understand. These include minimum wage laws, overtime regulations, and tax obligations specific to their region. Companies need to do their due diligence before beginning the payroll process.
For instance, in the U.S., businesses must comply with the Fair Labor Standards Act (FLSA), which sets federal minimum wage and overtime rules. In contrast, European countries have their own tax codes and labor laws that must be followed. Non-compliance with these can result in hefty fines, or even legal action.
Tip: Non-compliance can lead to significant financial penalties and legal consequences. Regularly review payroll regulations in your operating regions and consider using payroll software to ensure compliance.
When structuring employee compensation, businesses must decide whether to pay employees a fixed salary or an hourly wage. Salaried employees receive a consistent paycheck and a more consistent work contract, while hourly employees are paid based on the number of hours worked and includes overtime calculations.
Beyond base pay, companies may also offer bonuses, commissions, or profit-sharing to reward performance to boost employee retention.
Once the compensation structure is determined, the company needs to decide on how exactly to pay employees. There are several payment options to choose between depending on the structure and expectations of the company. Let’s break it down:
Direct deposit: This is the most common and convenient payment method, as it allows funds to be transferred regularly, automatically, and electronically to the employee’s bank account. This method is reliable and secure and ensures timely payment.
Paper checks or pay cards: In the age of automation, this method can be slow, prone to delays, and may result in lost payments. In addition to direct deposit and paper checks, some companies offer pay cards as an alternative payment method. Pay cards can be convenient for employees who don’t have bank accounts, but they often come with high fees and limited accessibility.
Digital wallet: This option has grown in popularity in recent years due to their speed and ease of use. However, they may not be accepted by all merchants, limiting their overall usefulness for some users.
For businesses operating internationally, managing multiple currencies and banking regulations can complicate payroll. Using a global payroll management solution can help centralize payments and ensure compliance across different regions.
Playroll’s global payroll solution centralizes multi-entity and vendor payroll data into one dashboard, enabling HR and finance teams to streamline controls and adhere to global compliance effortlessly.
A well-defined payroll schedule helps businesses manage cash flow and ensures employees are paid consistently. The most common payroll frequencies are:
Choosing the right schedule depends on business needs and employee expectations. Some industries, like retail or hospitality, prefer weekly payroll, while office-based jobs often opt for bi-weekly or monthly schedules. To understand the best option for your company, check out our guide here.
Of course, the most critical part of payroll is calculating the pay correctly. This entails three key components: determining gross pay, withholding the correct taxes, and accounting for employer contributions.
Compliance with these regulations ensures a smooth running for your business. Let’s dive into these components in detail:
Gross pay is the total amount of salary an employee earns before tax deduction. The pay can be determined depending on the compensation structures used by the organisation. Here’s some common ways of calculating the gross pay:
Once gross pay is determined, there are some standard deductions that apply. While local taxation is the basis of deduction in every country, there may be more deductions depending on the location of the organisation.
Here’s the deductions that could apply using the U.S. as an example:
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Tax withholding is the process undertaken by the organization where they deduct a portion of the employee’s earnings before paying their salary, to ensure that employees meet their tax obligations. The amount withheld depends on several (regional) factors. Here’s the tax holdings that could apply using the U.S. as an example:
In addition to employee withholdings, employers must contribute to various taxes and programs. These usually include:
Properly managing tax withholdings prevents underpayment issues and ensures compliance with regulatory requirements. Employers must stay informed about changes in tax laws to ensure proper compliance.
Payroll records must be kept for compliance and audits. Most labor laws require businesses to maintain payroll records for several years. For small businesses, these records include
Proper recordkeeping helps businesses track payroll costs, resolve disputes, and ensure accurate tax reporting. This process can be simplified by automation of the payroll system, reducing the administrative burden.
Payroll errors can be costly and time-consuming, harmful to your company reputation, and increases your risk of employee churn if it happens often. It is important to stay ahead of the curve and anticipate these common mistakes:
Regular payroll audits help businesses identify and fix potential issues before they become bigger problems. Playroll’s Global Payroll Analytics feature provides real-time insights into your payroll costs, helping you make data-driven decisions, accurately report, and optimize spending across your business.
Our intuitive software makes it easy for businesses of any size to consolidate multi-vendor payroll, automate payroll operations and stay globally compliant.
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Running payroll involves more than just cutting a paycheck. Companies need to adhere to tax laws, regional laws, creating the right payment structure and maintaining accurate records. Automating payroll can significantly reduce errors and save time, especially for companies with global teams.
For business owners looking for a simplified global payroll solution, Playroll offers tools that centralize multi-country payroll data, automate tax calculations, standardize payroll and ensure compliance with international labor laws. Book a chat with our team to learn how we can help you make running global payroll truly simple, while integrating seamlessly with your existing operations.
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As of 2025, the average annual salary in Brazil is approximately BRL 40,200, which translates to around USD 7,025.63 per year. This figure encompasses various sectors and positions, reflecting the nation's economic growth and the increasing demand for skilled professionals.
Income levels in Brazil are influenced by factors such as industry, experience, education, and geographic location. Major urban centers like São Paulo and Rio de Janeiro typically offer higher salaries compared to rural regions, aligning with the higher cost of living in these metropolitan areas.
Here's a general breakdown of monthly and annual salary ranges in Brazil:
Note: The above salary ranges are approximate and can vary based on specific industries, company size, and individual qualifications.
Set competitive salaries by comparing salary data for your roles globally, with real-time compensation benchmarking data.
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Salaries in Brazil differ notably across various industries, influenced by factors such as demand for specific skills, economic conditions, and regional disparities.
Note: These figures are approximate and sourced from industry reports and salary surveys.
The Brazilian labor market in 2025 showcases resilience and adaptability, with an employment rate of 58.80% in November 2024. The services sector dominates employment, accounting for over 70% of the workforce, followed by industry(20.49%) and agriculture(8.73%). The country's young and educated population contributes to a dynamic labor force, with a median age of 34.8 years. However, challenges such as underemployment and job-skills mismatch persist, emphasizing the need for continuous investment in education and training.
Brazil offers a range of advantages for companies looking to expand their workforce:
The salary landscape in Brazil is shaped by a variety of economic and market-driven factors. Employers looking to hire talent in the country must consider these elements to ensure they offer competitive compensation packages.
Brazil's economic performance directly impacts salary levels. Periods of robust growth often lead to increased demand for skilled labor, driving wages higher. Conversely, economic downturns can result in wage stagnation or reductions. Inflation also plays a critical role; as the cost of living rises, employees may seek higher salaries to maintain their purchasing power. For instance, Brazil's inflation rate decreased to 4.56%, which could influence wage adjustments.
Salaries in Brazil vary significantly across different regions. Urban centers like São Paulo and Rio de Janeiro typically offer higher wages due to a higher concentration of industries and a higher cost of living. In contrast, rural areas and less economically developed regions may offer lower compensation. This regional variation means that employers should consider location-specific factors when determining salary packages.
The demand for specific skills within various industries influences salary levels. Sectors experiencing rapid growth or facing a shortage of qualified professionals often offer higher wages to attract talent. For example, the technology sector in Brazil has seen competitive salaries, with software developers potentially earning up to R$92,000 annually in 2025.
An individual's educational background and professional experience significantly affect earning potential. Higher levels of education and specialized certifications can lead to better-paying positions. Similarly, extensive experience in a particular field often results in higher compensation, reflecting the value of seasoned expertise.
Legislative changes and government policies can impact salary structures. For instance, Brazil's minimum wage adjustments influence baseline earnings across sectors. As of January 1, 2025, the minimum wage was set at R$1,518.00 per month, reflecting a 7.5% increase from the previous year.
Additionally, laws promoting equal pay and transparency, such as Law No. 14.611/2023, mandate that companies with more than 100 employees publish reports detailing any gender-based wage disparities, potentially leading to salary adjustments to ensure compliance.
Understanding the evolving hiring trends and future salary projections is crucial for businesses and professionals operating in Brazil. The following key trends are shaping the Brazilian labor market:
Tap into global talent with Playroll's comprehensive hiring guides, offering key insights into labor laws, payroll, and compliance across over 180 countries.
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Have a good understanding of the latest salary trends in Brazil is key for businesses aiming to attract top talent and for professionals seeking fair compensation. To make well-informed decisions as a hiring manager, consider industry benchmarks, location, experience, and cost-of-living factors. Make use of free resources such as Playroll's salary benchmarking tool and employee cost calculator to effortlessly benchmark your offerings globally.
If you're planning to hire in Brazil, ensure you offer competitive salaries, provide benefits that match industry standards, and stay updated on local labor laws to ensure a smooth and successful hiring process.
Want to simplify the process of hiring in Brazil? Playroll offers leading Employer of Record (EOR) services to make global hiring seamless. Let us handle legal employment, compliance, payroll, and benefits management, so you can freely explore new markets and focus on team growth.
Book a chat with our team to find out how we can help scale your team in Brazil in 2025.
Payroll taxes are mandatory contributions that both employers and employees must pay to fund government programs. This includes Social Security, Medicare, and unemployment insurance. These taxes help support critical social services, ensuring that retired individuals, unemployed workers, and those in need of medical assistance receive financial aid.
For employers, accurately calculating and withholding payroll taxes is necessary for a few reasons. It helps provide a full view on the cost of your employees, and is critical for legal compliance and efficient payroll management. Failing to do so can result in penalties, fines, and legal issues. In addition, accurate paycheck deductions help to build employee trust.
Payroll taxes can be categorized into taxes withheld from employees’ wages and those paid directly by employers. The employer withholds federal income tax, Social Security, Medicare, and state taxes as required.
Below are the primary types of payroll taxes:
Employers must withhold federal income tax from employee wages based on their earnings and withholding selections on Form W-4. The amount withheld depends on the employee’s taxable wages, marital status, and allowances.
FICA taxes consist of Social Security and Medicare taxes, which are shared between employers and employees:
FUTA is an employer-paid tax that funds unemployment benefits. The standard FUTA tax rate is 6.0% on the first $7,000 of an employee’s wages. Most employers qualify for a credit up to 5.4%, reducing the effective tax rate to 0.6%.
Many states impose state income taxes, requiring employers to withhold the appropriate amount based on state tax tables. Some states, such as Texas and Florida, do not impose state income taxes.
SUTA taxes are employer-paid contributions that help fund state unemployment programs. Each state sets its own SUTA tax rates, which may vary based on the employer’s industry and history of layoffs.
Some cities and municipalities impose local payroll taxes in addition to state and federal taxes. These may include local income tax, school district tax, or city-specific business taxes.
Understanding these payroll tax categories ensures employers accurately withhold, contribute, and comply with tax regulations to avoid penalties and maintain smooth payroll operations.
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Before calculating payroll taxes, employers must gather specific information about their employees and payroll setup. This includes tax forms, employment classification, and details about deductions. Having accurate documentation paves the way for proper tax withholding and compliance with federal and state regulations. Here’s everything you’ll need to calculate taxes on payroll:
The Form W-4, also known as the Employee’s Withholding Certificate, is completed by employees upon hiring. It provides information on their tax filing status, dependents, and additional withholding preferences. Employers use this form to determine the correct amount of federal income tax to deduct from each paycheck.
The Form I-9 is required for all U.S. employees to verify their identity and work authorization. Employers must collect and review this form along with supporting documents (such as a passport or Social Security card) to ensure the employee is legally eligible to work in the United States.
Many states require a separate state withholding form in addition to the W-4. This form determines the correct state income tax withholding based on the employee’s residence and work location. State tax agencies provide these forms, and requirements vary by state.
It’s essential to classify workers correctly as either employees or independent contractors to avoid the pitfalls of employee misclassification. Employees have payroll taxes withheld, while independent contractors are responsible for paying their own taxes. Misclassification can lead to steep penalties and back taxes.
Some deductions, such as health insurance premiums, retirement contributions, and pre-tax benefits, reduce an employee’s taxable income, ultimately affecting their home pay. Employers must correctly account for these deductions before calculating payroll taxes to ensure compliance and accuracy.
So, how do you calculate payroll taxes in practice? This step-by-step guide will walk you through the details, including necessary forms, calculations, and best practices.
Gross pay is the total amount an employee earns before deductions.
Example Calculation:
An hourly employee works 45 hours per week at $20 per hour:
A salaried employee earning $52,000 annually with biweekly pay:
Employers must withhold and contribute to several payroll taxes.
Federal income tax is based on the employee’s Form W-4 and IRS tax tables. Employers follow these steps:
Employers and employees share responsibility for Federal Insurance Contributions Act (FICA) taxes.
Employers pay FUTA tax to fund unemployment benefits. Refer to the employee’s filing status (single, married, head of household), as their marital status affects how much federal income tax is withheld.
After calculating tax withholdings, deduct any post-tax contributions, such as:
Employers contribute additional payroll taxes beyond employee withholdings:
Example Calculation:
For an employee earning $4,000 per month:
Accurately completing payroll tax calculations for your workforce can get complex, requiring attention to numerous details and regulatory requirements. Here are our top tips to prevent errors in the process:
Employers must deposit withheld and employer-paid taxes on a regular schedule.
Employers must report payroll taxes regularly.
Keep payroll records for at least 3–7 years, including:
Many businesses use payroll software (e.g., Playroll, Gusto, QuickBooks, ADP) and payroll analytics to simplify payroll tax calculations and ensure compliance. Some may also outsource payroll management to professionals or accountants. Employers should maintain detailed payroll accounts to track employee wages, tax withholdings, and employer contributions accurately.
To better understand payroll tax calculations, let’s consider two scenarios: one for an hourly employee and another for a salaried employee.
Example 1: Hourly Employee
An hourly worker earns $20 per hour and works 45 hours in a week.
Example 2: Salaried Employee
A salaried employee earns $60,000 per year and is paid biweekly.
These examples illustrate how different tax components affect employee take-home pay.
Employers play a critical role in withholding and remitting payroll taxes, including federal, Social Security, Medicare, and state-specific taxes. Errors in tax calculations can lead to costly penalties and legal complications.
This doesn’t have to be complex – leverage comprehensive payroll software and global HR experts like Playroll to simplify tax compliance and audits. Book a demo with our team to find out how we can help your team scale and avoid the compliance and payroll complexities.
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Despite the ongoing debate over what constitutes an adequate minimum wage, it is a widespread tool in labor regulation, adopted by over 90% of countries globally:
Worldwide, minimum net monthly wages vary from 2,711 U.S. dollars in Luxembourg to $46 in Nigeria as of January 2025. Minimum wages must be seen in relation with price levels in a country. One popular way to measure purchasing power is the Big Mac Index.
Minimum wage regimes vary extensively worldwide, shaped by a complex mix of laws, institutional arrangements, and collective bargaining. They are not randomly assigned values but the outcome of negotiations involving a country's social and political forces—trade unions, employers' associations, and governments.
International discourse often emphasizes increasing minimum wages to counter in-work poverty, a sentiment that gained momentum during the COVID-19 crisis as essential workers' low wages came under scrutiny. With each country's approach reflecting its unique economic and labor landscape, the ongoing challenge is to strike a balance between protecting workers and fostering economic health.
Picture this: in some places, there's a single minimum wage that covers everyone, no matter the job—pretty straightforward, right? This is what we call a universal regime. It's like having one rule for all, usually set by the national government.
Now, in the European Union, for example, most countries follow this universal approach with a one-size-fits-all minimum wage. But then, there are places like the United States or Canada, where things get a bit more local. States or provinces set their own minimums, which can be higher than the national floor. So, if you're in California or Ontario, the minimum wage might be different than in Texas or Quebec.
And then, there's the sectoral approach—think of it as custom-tailored wages for specific industries. Maybe you're a barista, a construction worker, or a nurse; your minimum wage is decided by the norms of your particular field.
Whether it's a universal rate that blankets the entire workforce or varied sectoral wages, the idea is to ensure you get a fair shake for a hard day's work, no matter the zip code or job title.
Of the G20 countries, Argentina saw the largest increase of the net minimum wage from January 2024 to January 2025, with wages increasing by 51% percent. However, due to high inflation rates, the real purchasing power of the minimum wage has declined.
Another significant outlier over the past year is Saudi Arabia, which saw an increase of 45% in its minimum wage rate, from SAR 4,000 to SAR 5,800 per month. This increase reflects the government's efforts to enhance the standard of living for Saudi workers and encourage greater participation in the private sector workforce.
When it comes to minimum wage, it's not always a one-rule-fits-all situation. In many places, especially across Europe, how much you should get paid at the very least might come from a national law, but it's not just plucked out of thin air. The government usually chats with employers and unions to figure it out. Sometimes, when everyone can't agree, the government steps in and sets the wage itself.
Now, let's take a quick trip north. In countries like Denmark and Sweden, instead of one blanket minimum wage, they have special pay rates for different job sectors. Think of it like a menu of wages tailored to each industry. Even in countries like Germany, which jumped on the national minimum wage bandwagon in 2015, this sector-specific approach was the go-to for ages.
And then there's Uruguay, a standout place where sector-level bargaining sets the pace, even with a national minimum wage in play. These special cases show that when it comes to ensuring fair pay, there's more than one way to bake the cake.
Navigating miminum wage and staying compliant with ever-changing employment laws can be complex, but it doesn't have to be. Playroll is an EOR service that can help you employ, pay and manage international workers in 180+ countries. Our team of experts ensures on-time payroll for your remote workforce, every time, and ensures compliance with all local labor laws so you can focus on scaling your business.
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As of 2025, the average annual gross salary in Germany is approximately €50,250, equating to around $54,000 per year. This figure reflects the country's economic growth and the increasing demand for skilled professionals.
Income levels in Germany vary based on factors such as industry, experience, education, and location. Urban areas, particularly cities like Munich, Frankfurt, and Stuttgart, tend to offer higher salaries compared to rural regions.
Here’s a general breakdown of monthly and annual salary ranges in Germany:
Note: USD equivalents are approximate, based on an exchange rate of 1 USD = 0.93 EUR.
Salaries in Germany differ by industry, with highly skilled sectors such as IT and finance offering significantly higher compensation.
Note: Salaries are based on estimates from the latest salary surveys and job postings.
Set competitive salaries by comparing salary data for your roles globally, with real-time compensation benchmarking data.
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Germany's labor market has demonstrated resilience and adaptability, with an unemployment rate of 3.3% in May 2024, among the lowest in Europe. The service sector dominates employment, accounting for 75.5% of the workforce in 2024, followed by industry and agriculture.
The country's aging population means the median age of the labor force is 45.7 years. However, challenges such as underemployment and job-skills mismatch persist, requiring continuous investment in education and training.
Germany's robust economy and highly skilled workforce make it an attractive destination for businesses seeking to expand their operations. Here are some key reasons why companies choose to hire German talent:
The salary landscape in Germany is shaped by various economic and market-driven factors. Employers aiming to hire talent in the country must consider these elements to offer competitive compensation packages.
Experience plays a crucial role in salary determination. Professionals with several years in a field command significantly higher wages than entry-level employees. Typically, those with 0-2 years of experience earn lower salaries, while mid-career professionals (3-5 years of experience) can see earnings increase by 50% or more.
Senior-level professionals and specialists (10+ years of experience) can demand salaries that are often double or even triple the national average, particularly in technical fields.
The industry in which a professional works heavily influences salary levels. The IT, finance, healthcare, and engineering sectors generally offer higher-than-average wages due to talent shortages and global demand for skilled professionals. For example, software developers and cloud engineers are increasingly in demand as companies shift toward digital transformation.
Similarly, healthcare professionals, particularly registered nurses and medical technologists, are seeing higher salaries due to international demand and the growing healthcare sector in Germany.
Location is a major determinant of salary levels in Germany. Major cities like Munich, Frankfurt, and Hamburg offer higher salaries compared to smaller towns and rural areas. For example, professionals in Munich might earn up to 20% more than their counterparts in eastern cities like Leipzig or Dresden.
However, the cost of living is also higher in these metropolitan areas, which should be factored into any salary considerations.
Higher education and specialized certifications significantly impact salary levels in Germany. University graduates typically earn 20-50% more than individuals without degrees. Certain degrees, such as computer science, engineering, finance, and healthcare, lead to higher salaries due to industry demand. In contrast, some graduates in liberal arts or education may find it more challenging to secure high-paying positions unless they specialize further.
Additionally, professional certifications can give employees a competitive edge in the job market. For example:
Employers should consider offering sponsorships for professional development programs to enhance their workforce’s capabilities while boosting retention rates.
Foreign companies operating in Germany often offer higher salaries, better benefits, and more career growth opportunities compared to local firms. This is especially true in industries like business process outsourcing (BPO), IT services, and finance, where multinational corporations actively hire German professionals.
For example, a foreign IT company hiring a software developer in Munich may offer €80,000 per year, whereas a local company might offer €60,000 per year for the same role. Similarly, customer service representatives working for global companies may earn 20-30% more than their counterparts in locally owned businesses.
Germany's labor market is experiencing notable shifts influenced by technological advancements, economic factors, and evolving industry demands. Understanding these trends is essential for businesses and professionals navigating the German employment landscape.
The adoption of remote work has accelerated, particularly in sectors like IT, customer service, and digital marketing. This shift allows companies to tap into a broader talent pool, including international professionals.
Remote positions often offer competitive salaries, sometimes exceeding those of traditional office-based roles, to attract skilled workers. For instance, software developers and digital marketers can command higher wages when working remotely for German companies.
The integration of artificial intelligence (AI) and automation is transforming industries such as finance, manufacturing, and customer service. This transformation has led to increased demand for professionals skilled in AI, machine learning, and data analysis.
Individuals who upskill in these emerging technologies can command higher salaries, with some roles offering starting salaries upwards of €70,000 annually.
Sectors like fintech, cybersecurity, and blockchain are among the fastest-growing job markets in Germany. Professionals in these fields often earn salaries 20-50% above the national average.
For example, cybersecurity experts and blockchain developers are in high demand, leading to lucrative compensation packages.
The German government has implemented measures to enhance worker compensation. The statutory minimum wage was increased to €12.82 per hour as of January 2025, up from €12.41 in January 2024.
This adjustment reflects the government's commitment to improving living standards and addressing inflation.
Recent data indicates a decline in hiring intentions among German companies. The Ifo Institute reported that the employment barometer fell to 93.7 points in October 2024, the lowest since July 2020.
This downturn suggests a more cautious approach to recruitment, with companies focusing on efficiency and cost management.
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Understanding salary trends in Germany is essential for businesses aiming to attract top talent and for professionals seeking fair compensation. By considering industry benchmarks, location, experience, and cost-of-living factors, both employers and employees can make well-informed decisions.
If you're planning to hire in Germany, ensure you offer competitive salaries, provide benefits that align with industry standards, and stay updated on local labor laws to facilitate a smooth and successful hiring process. Look for free resources such as Playroll's salary benchmarking tool and employee cost calculator to easily benchmark your offering across the globe.
Want to simplify the process of hiring in Germany? Playroll offers leading EOR services to make global hiring a breeze – let us handle legal employment, compliance, payroll and benefits management, so you freely explore new markets and focus on team growth. Book a chat with our team to find out how we can help scale your team in Germany in 2025.
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As of 2025, the average annual salary in the Philippines is approximately PHP 539,755.48, equating to around $9,528 per year. This figure reflects the country's economic growth and the increasing demand for skilled professionals.
Income levels in the Philippines vary based on factors such as industry, experience, education, and location. Urban areas, particularly Metro Manila, tend to offer higher salaries compared to rural regions.
Here’s a general breakdown of monthly and annual salary ranges in the Philippines:
Source: Salary Expert
Note: USD equivalents are approximate, based on an exchange rate of 1 USD = 55 PHP.
The minimum wage in the Philippines varies widely by region. As of 2025, Metro Manila's daily minimum wage is PHP 645, while provincial areas have lower rates, around PHP 316-560 per day.
Salaries in the Philippines differ by industry, with highly skilled sectors such as IT and finance offering significantly higher compensation.
Note: Salaries are based on estimates from the latest salary surveys and job postings.
Set competitive salaries by comparing salary data for your roles globally, with real-time compensation benchmarking data.
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The Philippine labor market has shown resilience and adaptability, with an employment rate of 96% as of June 2024, according to the Philippines Statistics Authority. The services sector dominates employment, accounting for over 60% of the workforce, followed by industry and agriculture.
The country's young and educated population contributes to a dynamic labor force, with a median age of 25.7 years. However, challenges such as underemployment and job-skills mismatch persist, requiring continuous investment in education and training.
The Philippines has become a top destination for global companies looking to expand their workforce. Here are some key reasons why businesses choose to hire Filipino talent:
The salary landscape in the Philippines is shaped by a variety of economic and market-driven factors. Employers looking to hire talent in the country must consider these elements to ensure they offer competitive compensation packages.
Experience plays a crucial role in salary determination, with professionals who have several years in a field commanding significantly higher wages than entry-level employees. Typically, those with 0-2 years of experience earn lower salaries, while mid-career professionals (3-5 years of experience) can see earnings increase by 50% or more.
Senior-level professionals and specialists (10+ years of experience) can demand salaries that are often double or even triple the national average, particularly in technical fields.
The industry in which a professional works heavily influences salary levels. The IT, finance, healthcare, and engineering sectors generally offer higher-than-average wages due to talent shortages and global demand for skilled professionals. For example, software developers and cloud engineers are increasingly in demand as companies shift toward digital transformation. Similarly, healthcare professionals, particularly registered nurses and medical technologists, are seeing higher salaries due to international demand and the growing healthcare sector in the Philippines.
On the other hand, industries such as agriculture, hospitality, and education tend to offer lower salaries due to lower profit margins and economic constraints. Many workers in these fields supplement their incomes through side businesses or freelance work. Businesses in lower-paying industries can remain competitive by offering benefits beyond salary, such as performance bonuses, flexible work arrangements, and career development opportunities.
Location is a major determinant of salary levels in the Philippines. Metro Manila, being the economic hub, offers the highest salaries, as it hosts multinational corporations, IT parks, and major financial institutions. The average salary in Manila is 30-50% higher than in provincial areas due to the concentration of businesses and the higher cost of living.
Other major cities like Cebu and Davao also provide competitive salaries, particularly in the outsourcing (BPO), tourism, and IT sectors. However, rural and less-developed areas tend to have significantly lower salaries due to fewer job opportunities and lower living costs.
A teacher in Metro Manila, for instance, may earn PHP 25,000 per month, while a teacher in a rural province might earn only PHP 15,000 per month for the same role. Employers hiring remote workers should consider adjusting salaries based on cost-of-living differentials to attract talent across various regions.
Higher education and specialized certifications significantly impact salary levels in the Philippines. University graduates typically earn 20-50% more than individuals without degrees. Certain degrees, such as computer science, engineering, finance, and healthcare, lead to higher salaries due to industry demand. In contrast, some graduates in liberal arts or education may find it more challenging to secure high-paying positions unless they specialize further. Additionally, professional certifications can give employees a competitive edge in the job market.
For example:
Employers should consider offering sponsorships for professional development programs to upskill their workforce’s capabilities while boosting retention rates.
Foreign companies operating in the Philippines often offer higher salaries, better benefits, and more career growth opportunities compared to local firms. This is especially true in industries like business process outsourcing (BPO), IT services, and finance, where multinational corporations actively hire Filipino professionals.
For example, a foreign IT company hiring a software developer in Manila may offer PHP 1.2M per year, whereas a local company might offer PHP 800,000 per year for the same role. Similarly, customer service representatives working for global companies may earn 20-30% more than their counterparts in locally owned businesses.
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Understanding salary trends in the Philippines is essential for businesses looking to attract top talent and for professionals seeking fair compensation. To make well-informed decisions as a hiring manager, consider industry benchmarks, location, experience, and cost-of-living factors. Look for free resources such as Playroll's salary benchmarking tool and employee cost calculator to easily benchmark your offering across the globe.
If you're planning to hire in the Philippines, make sure to offer competitive salaries, provide benefits that match industry standards, and stay updated on local labor laws to ensure a smooth and successful hiring process.
Want to simplify the process of hiring in the Philippines? Playroll offers leading EOR services to make global hiring a breeze – let us handle legal employment, compliance, payroll and benefits management, so you freely explore new markets and focus on team growth. Book a chat with our team to find out how we can help scale your team in the Philippines in 2025.
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Managing international payroll involves the complex task of compensating employees and contractors across various countries, each with its own set of regulations, tax laws, currencies, and cultural expectations. Ensuring timely and accurate payments while maintaining payroll compliance with local laws is crucial for businesses operating globally.
While the technical aspects of payroll differ depending on the business’s size, type and location, all payrolls follow the same basic protocols. The international payroll process can be managed manually or through specialized payroll software.
Let’s deep-dive into how each of these approaches work in practice.
In a manual payroll system, businesses handle payroll tasks internally without automated tools. This process involves several key steps:
This manual approach requires careful attention to detail and a thorough understanding of various regulations to ensure accurate and compliant payroll processing.
Utilizing payroll software automates many aspects of the payroll process. This enhances efficiency and accuracy throughout the payroll process. The automated process includes the following steps:
By making use of comprehensive payroll software, businesses can streamline the complexities of international payroll. This helps ensure accuracy, compliance, and boost efficiency when managing a global workforce.
Now that you know how payroll works, let’s take a closer look at setting up a payroll abroad. By following the below steps, you can set up your international payroll and boost your employee happiness regardless of whether you’re using dollars, euros, or yen.
Understanding international tax and HR laws should be your first step in setting up an international payroll. Like tipping etiquette and TV channels, tax and HR codes differ based on your employees’ locations. The last thing you want is to apply the same tax laws you knew in Madison, Wisconsin, to your burgeoning business in Mexico City.
To set up your global payroll for success, take note of the following information:
While understanding your employees’ country-specific tax laws might seem like an unachievable task, you don’t have to wade through international payrolls alone. Instead of checking out every international tax codebook at your public library, engage a company that can provide you with all the country insights you need to seamlessly set up your global accounts.
An Employer Identification Number (EIN), also known as a Federal Employer Identification Number (FEIN) or Federal Tax Identification Number (FTIN), is a unique nine-digit number assigned by the Internal Revenue Service (IRS). An employer’s EIN is recorded on the W-4 Form in the "Employers Only" section, along with the employer's name, address, and the employee's start date All business entities operating within the United States are required to obtain an EIN for tax identification purposes and can do so by following these key steps:
Keep in mind that you can only apply for one EIN per day, irrespective of the application method used. Some states require employers to obtain state or local tax identification numbers, often referred to as state tax ID numbers or state EINs, depending on the state's regulations. In the U.S., local tax ID’s are used for state-level tax obligations, such as sales tax collection, state income tax withholding, and other state-specific taxes.
The type of employee your international business hires is just as important as the employee’s location. Understanding how to do payroll for different employee types is crucial for accurate payroll processing.
Employees may occupy one of several employment categories, and each category directly impacts your running payroll. For both international and domestic businesses, the most common employee types include:
Taking time to learn more about employee types and correctly classifying your employees is critical for businesses to ensure compliance with tax laws and labor regulations. Employee misclassification can lead to significant legal issues, financial penalties and reputational damage.
Avoid costly misclassification penalties with our 2025 Employee Misclassification Guide for employers.
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Once you’ve classified your international employees, you’ll want to update your payroll with their pay cycles.
Most domestic and international businesses use one of the following pay cycles:
Regardless of the pay cycle, ensure that your payroll has enough funds to pay your employees on their specified pay dates. It’s equally important to pay attention to country-specific payday regulations: For example, Luxembourg mandates that employees be paid on the last working day of the month, while Mexico has different pay cycles for different workers: weekly for “blue-collar” workers and biweekly for “white-collar” workers.
Selecting an appropriate global payroll system is crucial for employers managing international teams. The right payroll solution should ensure timely and compliant compensation across various countries. When businesses are looking for the right global payroll system or provider, they should keep the following in mind: choose a solution that supports multi-country payroll processing. Viable options include:
A business could also choose to work with an Employer of Record (EOR):
To facilitate accurate and compliant payroll processing across various countries, employees should provide the following general information:
If you offer domestic employees benefits, be prepared to offer comprehensive global benefits packages (depending on their classifications). The most common benefits include health insurance and retirement plans. The good news is that some governments already provide employee benefits in the form of health insurance and retirement packages.
Other governments, however, require that businesses provide employee benefits regardless of where they’re based. Knowing how to do payroll in such cases becomes crucial. If your employees live in countries that mandate government benefits, your payroll may still be affected for benefits—even if you don’t provide them domestically.
Calculating payroll taxes is a fundamental aspect of managing employee compensation and ensuring compliance with tax regulations. While specific tax rates and regulations vary by country, the general process involves the following key components:
Income Tax Withholding: Employers are typically required to withhold a portion of an employee's earnings to cover income taxes. The amount withheld is based on the employee's earnings and applicable tax rates, which can be progressive (meaning higher earnings are taxed at higher rates).
Social Security Contributions: Many countries require contributions to social security programs, which provide benefits such as retirement pensions and disability insurance. These contributions are often shared between employers and employees and are calculated as a percentage of the employee's gross wages. For example, if the social security contribution rate is 6% for both the employer and the employee, the employee’s contribution would be $180 ($3,000 x 6%) and the employer would be expected to match this contribution. This means that the total contribution to the social security fund for this pay period would be $360 ($180 from the employer and $180 from the employee).
Healthcare Premiums: In some countries, employers and employees contribute to national healthcare systems through payroll deductions. Alternatively, employers may offer private health insurance, with premiums partially or fully paid by the employee through payroll deductions. If an employer provides health insurance with a total monthly premium of $400 and splits the cost equally with the employee, the employee’s contribution would be $200 ($400 ÷ 2) and so would the employer’s.
In this case, the employee's $200 share is deducted from their paycheck.
Distributing paychecks involves calculating each employee's net pay by deducting applicable taxes and contributions from their gross earnings. Employers then distribute the net pay through methods such as direct deposit, paper checks, or payroll cards, accompanied by pay stubs detailing the deductions from employees’ paychecks and their net pay. Maintaining accurate records of these transactions is essential for compliance and future reference.
Ensuring compliance with tax filing and reporting requirements is crucial for businesses to avoid legal penalties and maintain smooth operations. Key steps include:
Utilizing a comprehensive payroll management system like Playroll’s Global Payroll Manager can streamline these processes. Playroll offers features such as automated payroll calculations, real-time tracking with complete audit trails, and seamless integration with various HR data sources. These capabilities help boost efficiency and ensure compliance with evolving local tax regulations.
Manually processing payroll presents several challenges that can impact a business's efficiency and compliance:
Human Error
Manual data entry increases the risk of mistakes in calculations, tax withholdings, and employee information, potentially leading to incorrect tax payments and compliance issues.
Time-Consuming Processes
Processing payroll by hand is labor-intensive, diverting valuable time from strategic business activities and reducing overall productivity.
Compliance Challenges
Keeping up with constantly changing tax laws and regulations is difficult without automated systems, increasing the risk of non-compliance and associated penalties.
Data Security Risks
Storing sensitive employee information in physical formats or unsecured systems heightens the risk of data breaches and unauthorized access.
Lack of Real-Time Reporting
Manual processes often lack the capability for real-time payroll data analysis, hindering informed decision-making and timely financial reporting.
Learn more about how Playroll's Global Payroll Manager reduces manual errors, improves payroll cycle workflows, and streamlines multi-country payroll processing.
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Ensuring payroll compliance is essential for employers to meet legal obligations and avoid penalties. Employers can remain compliant when processing payroll by focusing on the following key areas:
Managing payroll in-house can be complex and time-consuming. Here are alternative approaches to streamline the process and enhance accuracy:
Expanding your business internationally is a thrilling step – but can mean a lot of work. Not only do you have to keep up with multi-national accounts, but you also have to make sure your payroll systems are in tip-top shape to pay your people in time. To reduce the complexity, take advantage of Playroll’s comprehensive payroll services and products. Playroll’s Global Payroll (GP) suite makes keeping up with international payroll a breeze.
Global Payroll Analytics allows you to consolidate multi-vendor payroll data into an all-in-one dashboard. Connect and visualize rich data sources to make more informed decisions for your business, and easily monitor payroll Key Performance Indicators (KPIs).
Use Playroll’s GP Manager to optimize your existing payroll system. Our product helps you streamline multi-country payroll operations and processes in one convenient platform. Book a chat with our team to find out how you can offload the complexities of global payroll, so you can focus on growth.
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