Deel, Remote and Papaya Global are worth considering as G-P alternatives when they address a defined gap in workforce administration, employment delivery or payroll and payments. A replacement also needs to preserve the country arrangements and employee requirements that made the existing service workable. This guide compares the three candidates, explains when staying with G-P may make sense, and examines quotes, funding and transition responsibilities. It gives particular attention to existing employees whose move requires more than ordinary onboarding.
G-P and Globalization Partners refer to the same provider. Before requesting competitor quotes, separate a dissatisfaction with its commercial terms from an employment requirement that may be difficult to replace.
A useful inventory has one row per employee, with country, employment arrangement, salary currency, benefits, relevant work authorization, required systems and unresolved employment matters. Mark which services are essential. If a candidate cannot cover one important requirement, a cheaper fee elsewhere does not make it a complete replacement.
G-P’s public offer includes EOR services as well as separately positioned contractor and Gia products. Its pricing FAQ says EOR hires have no minimum contract length. That is not a promise that changing provider ends every financial or employment obligation immediately. Use your signed agreement as the commercial starting point and our G-P review for the wider assessment.
G-P lists connections with Workday and UKG alongside its API. Check whether your current integration can support the missing fields or approvals before commissioning a replacement.
Ask G-P to respond to a short list of specific problems: a recurring invoice question, a delayed escalation or a report that takes too long to prepare. Set a review date. If it resolves the material issues, keeping a functioning employment arrangement may be preferable to a move whose benefits are still hypothetical.
Three G-P alternatives and when to compare them
Our provider ratings reflect our recommendation order for providers overall. “Not rated” means we haven’t published a rating for that provider.
OptionProviderBest ForEOR fee from
Option 1
★★★★★4.7
Best For: Paying employees and contractors on one platform
It is more useful to verify three credible proposals against your difficult requirements than to collect ten similar sales presentations.
Deel: check whether the wider product range fits your workload
Deel’s EOR service includes employee access to payslips, time off and expense workflows. If your team handles those tasks outside G-P, ask Deel to demonstrate how employees submit changes and how payroll approves them.
Build the demo around a busy month, not a perfect onboarding. Ask the team to change an allowance after your normal cutoff, explain the approval route, correct a cost allocation and trace the change into finance. Confirm which actions employees can complete themselves and which need provider intervention.
Ask each provider to run the same task through to payroll approval. The Deel and G-P comparison helps separate what you need from optional products.
Remote: examine the employing entity country by country
Remote says its own entities employ EOR workers. Ask it to identify the employer for your hire and explain who would handle an unresolved payroll or employment issue.
Request the proposed employer’s registered name, the employment agreement, the services covered by your customer agreement and the escalation route. Have the same discussion with G-P. Compare the two sets of documents.
A replacement that covers three of your four hiring countries still leaves a decision in the fourth. Compare a split arrangement with keeping the existing provider before signing.
Papaya Global: useful when finance is buying more than EOR
Ask for two proposals: one for the existing EOR employees and one for the wider payroll project. This reveals whether the additional work has a clear benefit and prevents a large implementation from obscuring an uncomplicated employment comparison.
Ask finance to trace one approved amount through the payroll result, payment and accounting record. Identify the legal employer separately from whoever calculates payroll or transfers funds.
Request quotes on the same terms
EOR service fees and billing terms rechecked on 1 November 2026, per employee/month; Papaya Global on 8 November 2026. USD is shown where established.
OptionProviderBest ForEOR fee from
Option 1
★★★★★4.2
Best For: Hiring abroad while keeping your existing HR systemRequest in writing: Volume terms and services covered
Best For: Hiring through provider-owned entities in every countryRequest in writing: USD 599 requires an annual contract; USD 699 is standard monthly usage. Confirm invoice timing and any reserve.
From USD 599
Per employee per month with an annual contract, or USD 699 per employee per month with monthly billing.
Best For: Comparing payroll costs across countries in one reportRequest in writing: Per employee/month on Papaya’s pricing page. Confirm the billing commitment.
These service fees exclude wages, statutory employer costs, benefits and applicable extras. Deel’s mandatory Employer Liability Cost also belongs in the comparison.
Keep two totals. The expense budget includes recurring charges and any implementation or exit fees. The cash schedule records when deposits, payroll funding and refunds occur. Put unknown amounts in an ‘unconfirmed’ column rather than treating them as zero. Our pricing-sheet guide provides the questions behind that exercise.
Approve the employment transition before the platform rollout
Make one person responsible for coordinating the old provider, the replacement and your internal team. Ask local specialists to confirm the applicable route for each employee, including any consent, notices, benefit changes, work authorization or treatment of service history. Avoid a universal transfer promise across countries.
Agree who retains and provides historical records, how final balances are reconciled, and when employees will receive their new documents. Build the first payroll calendar backwards from the pay date: bank details, approved inputs, funding, local cutoffs and an escalation contact all need owners. Use the parallel payroll checks before signing off on the first run.
The strongest proposal should explain both what it will do and what it still needs from you. Use that standard to choose between staying with G-P and moving. Return to the alternatives hub for other provider shortlists.
How this shortlist was researched
Official provider pages were checked on 3 October 2026. Our assessment draws on our hands-on tests of each provider and information offered by providers to confirm details. Obtain a proposal for your specific hire. Our recommendations describe candidates for defined needs. We may earn referral fees through introductions or links.
