Our view: choose around the work your team needs done
Put Deel first on your demo list if you want to evaluate EOR alongside a wider employment and IT setup. Put G-P first if your immediate problem involves transferring established employees and coordinating the employment work around that transition.
Deel and G-P both advertise an EOR service fee starting at US$599 per employee per month. Compare the country proposals, included services and responsibilities each provider accepts in the contract.
For a straightforward new hire, don’t pay for a complex solution you won’t use. For an acquisition or transfer, don’t treat a polished onboarding screen as the whole service. Ask who will turn the proposed arrangement into an employment contract your employee can actually sign.
The differences worth checking
Our provider ratings reflect our recommendation order for providers overall.
Question
Deel
G-P
Decision
Public EOR service fee
Deel
From US$599 per employee/month
G-P
From US$599 per employee/month
Decision
Published commitment
Deel
Month-to-month
G-P
No minimum EOR contract length
Decision
Useful area to explore
Deel
Employment services alongside a broader product purchase
G-P
Employment continuity during a workforce transfer
Decision
Proof to request
Deel
A demonstration using your actual approvals and systems
G-P
A named transition team and country-specific transfer plan
Decision
What should settle the decision
Deel / G-P
Check before signing: confirm the same-country quote, employee offer and contractual scope in writing.
Deel also charges a mandatory Employer Liability Cost that varies by country. Ask for the amount for your hire.
Service fees and stated billing terms rechecked on 1 November 2026. These are advertised service fees in US dollars. Obtain separate lines for salary, employer contributions, benefits, deposits, currency conversion and any additional work. A flexible service agreement does not remove obligations associated with ending employment. The service-fee and commitment rows reflect the providers’ pricing pages; the other decision rows are our buying recommendations.
Decide whether you want to add a service or consolidate tools
Deel’s IT service covers equipment and access management. Ask for separate prices for those services and for employment.
G-P lists integrations with Workday, SAP SuccessFactors and BambooHR. Test the fields and approvals your current HR system needs to exchange with G-P.
The useful demonstration is small and specific: change a manager, approve a salary increase and export the resulting employment cost to finance. Check which system receives the update, which fields move automatically and who handles an error. A connector logo cannot tell you whether your own team will still be copying data between screens.
If you like your current tools, score the provider on how little disruption it creates. If your tools are the problem, document which subscriptions and manual tasks you expect to replace. Otherwise, “consolidation” becomes another subscription rather than a measurable improvement.
An existing workforce needs a different evaluation
G-P offers workforce integration for mergers and acquisitions, including arrangements that can recognize prior service where legally applicable. Request a transition proposal if you are acquiring a workforce in a country where you lack an employing entity.
Give both providers an anonymized employee schedule. Include country, role, compensation, start date with the existing employer, benefit commitments and the proposed transition date. Ask for an exceptions log showing which promises can carry forward, which require employee agreement and which need local legal review. Don’t infer those answers from a global coverage total.
For a transfer, ask each team to walk backward from the first payroll. Who prepares employee communications? Who checks outstanding leave and variable pay? What happens if one employee hasn’t signed by the target date? The best proposal is the one that resolves the awkward cases before your employees encounter them.
Two example buying situations
Hypothetical example: a software company hiring three new employees. The company already has candidates and wants to reduce the work involved in contracts, payroll and laptop delivery. Start with Deel’s combined proposal, then compare its EOR-only price with G-P’s. The wider package earns its place only if the quoted services replace work the team would otherwise do or buy elsewhere.
Hypothetical example: an acquisition with employees in four countries. The buyer needs an employment route for an existing team and has promised that employees will understand their new terms before the transaction completes. Start with a G-P transition proposal and require Deel to respond to the same employee schedule. The decisive deliverable is an acceptable plan for continuity and exceptions.
In both situations, assign a person inside your company to approve contractual changes. A provider can explain its service, but it cannot choose your benefit budget or decide which employee promises your business is willing to make.
Questions to settle before signing
Use the EOR request-for-proposal checklist to compare what Deel and G-P will do in each country and which costs each will charge separately.
How we reached this comparison
We checked the official pricing, product and integration pages linked here on 3 October 2026. Our comparison draws on our hands-on tests of both providers, with provider information used to confirm payroll, transfer and pricing details. Request the applicable terms before treating a starting fee or advertised capability as part of your agreement.