Hiring across borders is no longer just an enterprise challenge. Startups, scale-ups, and mid-sized companies are all tapping into global talent pools—and discovering how complex things get once payroll, tax, and compliance enter the picture. That’s where global employment platforms come in.

These platforms make it possible to hire, pay, and manage employees and contractors in dozens (or even hundreds) of countries without needing to open local entities. In 2026, the best tools go beyond payroll: they offer EOR (Employer of Record) services, localized benefits, contractor management, and strong HR workflows in one place.

Below are 10 top global employment platforms HR and People teams should consider in 2026.

1. Deel

Deel has become one of the most recognized global employment platforms, known for its speed, wide country coverage, and strong contractor support. It allows you to hire full-time employees through its EOR entities or work with contractors around the world through compliant localized contracts.

Why HR teams like it

• Fast, self-service onboarding for both employees and contractors
• Localized contracts in many countries with in-built compliance checks
• Support for multiple payment methods and currencies
• HR features like time-off tracking, document management, and basic HRIS capabilities

Best for: Distributed teams that need a flexible platform to manage both global employees and contractors from a single dashboard.

2. Remote

Remote focuses heavily on compliance, employee experience, and transparent pricing. They operate their own legal entities in many countries, which gives them more control over compliance, benefits, and local employment standards.

Why HR teams like it

• Strong EOR offering with localized benefits packages
• Clear, transparent pricing and simple billing structure
• Good support and guidance on compliance and local labor laws
• Tools for onboarding, document signing, and payroll in one place

Best for: Companies that want a long-term, stable EOR partner with strong in-country expertise and clear governance.

3. Oyster

Oyster is built to make global hiring more inclusive and accessible, especially for remote-first organizations. Its platform simplifies global employment contracts, payroll, and benefits while emphasizing fair, localized compensation.

Why HR teams like it

• Focus on global pay ranges and fair compensation practices
• EOR support in a large number of countries
• Built-in guidance on hiring costs and compliance risks
• Employee-centric experience with localized benefits and self-service

Best for: Remote-first teams that care strongly about equitable global compensation and a positive employee experience.

4. Papaya Global

Papaya Global operates as a unified workforce payments and payroll platform. It aggregates payroll, EOR, and contractor payments into a single global view, which is helpful for finance and HR teams that need consolidated reporting.

Why HR teams like it

• Centralized payroll and payments across multiple countries
• Support for EOR, contractors, and traditional payroll under one umbrella
• Detailed analytics on headcount, payroll costs, and workforce distribution
• Integrations with finance systems and HR tech stack

Best for: Finance and HR teams looking for powerful global payroll infrastructure and consolidated reporting across multiple entities.

5. Velocity Global

Velocity Global supports global employment, contractor management, and global mobility. In addition to its EOR capabilities, it offers solutions for relocation, visa support, and project-based engagements.

Why HR teams like it

• Solid EOR and contractor management capabilities
• Support for mobility needs such as visas and relocations
• Focus on flexibility for project-based or short-term international engagements
• Ability to support complex workforce structures across regions

Best for: Organizations with dynamic global projects and mobility needs, including consultants, project-based teams, and companies entering new regions quickly.

6. Multiplier

Multiplier focuses on simplifying global employment for small and mid-sized businesses, with a straightforward interface and a focus on cost transparency. The platform helps companies handle local contracts, payroll, and benefits through its EOR network.

Why HR teams like it

• Intuitive platform that is easy for smaller HR teams to adopt
• Support for EOR, contractors, and localized benefits
• Transparent pricing structure with clear per-employee fees
• Payroll, expense handling, and compliance in one workflow

Best for: Small and mid-sized companies that want to scale global hiring without building a large internal HR operations function.

7. Omnipresent

Omnipresent is built around the idea of making global employment simple and people-centric. It supports global payroll and compliance while emphasizing a smooth onboarding and ongoing experience for employees.

Why HR teams like it

• Strong emphasis on employee support and lifecycle management
• EOR capabilities with country-specific guidance and best practices
• Payroll, benefits, and compliance through a single platform
• Helpful resources and support for HR and People teams

Best for: Distributed teams that value high-touch employee support and need help navigating the full employee lifecycle globally.

8. Rippling (Global Employment & Payroll)

Rippling is a broader HR and IT platform that has added global capabilities, including international payroll and EOR functionality in selected countries. It stands out because it unifies HR, IT, and finance workflows on a single system.

Why HR teams like it

• Single system for HR, payroll, devices, apps, and access control
• Growing global payroll and EOR capabilities for international teams
• Strong automation for onboarding, offboarding, and permissions
• Deep integrations with other tools across HR and finance stacks

Best for: Companies that want a unified platform for HR, IT, and finance operations with expanding global employment support.

9. G-P (Globalization Partners)

G-P is one of the pioneers of the Employer of Record model and has a strong reputation for in-country expertise. It is particularly attractive for larger organizations with complex compliance and governance requirements.

Why HR teams like it

• Extensive global entity footprint with deep local legal expertise
• Strong compliance support and risk management focus
• Enterprise-friendly features like approvals, workflows, and reporting
• Support for complex use cases such as rapid multi-country expansion

Best for: Enterprises and high-growth companies that need a proven, compliance-first partner to scale across many markets.

10. Atlas

Atlas positions itself as an “independent EOR” with a focus on owning its legal entities rather than relying heavily on partners. That ownership approach appeals to organizations that value control, consistency, and long-term predictability.

Why HR teams like it

• In-house entities in many countries, improving compliance and control
• Tools to manage EOR employees, contractors, and payroll globally
• Reporting capabilities to analyze workforce distribution and costs
• Support for complex compliance and local HR policies

Best for: Organizations that want a globally consistent EOR partner with strong in-house country presence and governance.

How to Choose the Right Global Employment Platform

With so many options, it’s not enough to pick the biggest or most well-known platform. HR and People teams should align their selection with business model, headcount, and expansion plans. Here are some key factors to consider when comparing global employment platforms in 2026:

1. Countries and coverage model

Start with where you hire now—and where you plan to hire in the next 12–24 months. Not every platform has strong coverage in every region.

• Check whether they own local entities or rely on partners
• Confirm that key target countries are supported for EOR and payroll
• Ask about expansion roadmaps if you are entering niche markets

2. Compliance and legal expertise

Compliance is the main reason companies use EOR and global platforms, so it should be a core evaluation criterion.

• How do they update contracts and policies when local laws change?
• Do they provide legal guidance and documentation for terminations, benefits, and working time rules?
• How do they manage risk, audits, and dispute resolution?

3. Employee experience

Global hiring isn’t just an HR process; it shapes how employees feel about the company.

• Look at the onboarding flow: contracts, documentation, and first-day readiness
• Evaluate how employees access payslips, benefits information, and support
• Consider whether the platform supports localized benefits that are actually competitive in each country

4. Payroll, benefits, and cost transparency

Finance and HR teams need predictable costs and clear visibility into spend.

• Compare pricing models (per-employee-per-month vs. tiered or percentage of salary)
• Review invoicing practices and currency handling
• Check whether benefits contributions, employer taxes, and fees are clearly itemized

5. Integrations and tech stack alignment

Global employment platforms should connect smoothly with your existing HR and finance tools.

• Look for integrations with HRIS, ATS, accounting software, and identity platforms
• Check API availability if you rely on custom reporting or data warehouse pipelines
• Ensure you can export consistent, clean data for analytics and compliance reports

6. Service, support, and SLAs

The best technology falls flat if support is slow when you need it most.

• Review SLAs for onboarding, ticket response, and incident resolution
• Ask how they support employees in different time zones and languages
• Evaluate the quality of customer success and onboarding teams

The Future of Global Employment Platforms

By 2026, global employment platforms are no longer just about “hiring someone abroad.” They’re evolving into strategic infrastructure for distributed work:

• Deeper analytics: More platforms are surfacing insights on location strategy, total cost of employment, and workforce distribution, helping HR partners advise leadership on where and how to grow.
• AI-assisted workflows: Contract review, localized policy suggestions, and compliance risk flags are increasingly supported by AI to reduce manual work for HR teams.
• Better employee experiences: From mobile apps for payslips and time-off to richer local benefits and wellness offerings, platforms are competing on how they treat employees, not just how quickly they can run payroll.
• Tighter collaboration with finance and legal: HR, finance, and legal teams are using these platforms as shared systems of record for cross-border employment, budgeting, and risk management.

Final Thoughts

Global employment platforms have shifted from “nice to have” tools to core infrastructure for modern organizations. Whether you are hiring your first employee in a new country or managing a fully distributed workforce across dozens of markets, the right platform can dramatically reduce complexity, risk, and admin workload.

For HR and People leaders, the choice comes down to your hiring footprint, growth plans, and internal capacity. The ten platforms outlined above—Deel, Remote, Oyster, Papaya Global, G-P, Velocity Global, Multiplier, Atlas, Omnipresent, and Rippling—are among the top options in 2026. Each brings a different mix of coverage, employee experience, and operational depth, giving you plenty of choice as you design the global workforce model that best fits your organization.