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Run Payroll Anywhere in the World—Accurately, On Time, and Fully Compliant
Managing payroll across borders is one of the most complex parts of global expansion. Every country has its own tax rules, filing deadlines, statutory benefits, and reporting requirements—and mistakes can quickly lead to penalties, employee dissatisfaction, or legal exposure.
Our Global Payroll Hub gives you a single source of truth for understanding how international payroll works, what’s required in each country, and how companies run payroll compliantly at scale.
Why Global Payroll Is So Challenging
Global payroll isn’t just about paying salaries—it’s about complying with dozens of overlapping regulations.
Companies face challenges such as:
Different tax systems and social contributions
Multiple currencies and exchange rates
Country-specific payroll cycles and cut-off dates
Local reporting and filing requirements
Varying benefit obligations
Data privacy and security regulations
What the Global Payroll Hub Covers
This hub is designed for founders, finance leaders, HR teams, and global expansion managers who need clarity—fast.
Inside the Hub:
How global payroll works
Payroll models (Entity vs EOR vs hybrid)
Country-specific payroll requirements
Employer costs and contributions
Payroll compliance risks
Best practices for scaling payroll internationally
Global Payroll Models Explained
1. Payroll Through a Local Entity
You manage payroll directly in each country.
Pros:
Full control
Suitable for large, permanent teams
Cons:
High setup and maintenance costs
Requires local payroll, legal, and tax expertise
Higher compliance burden
2. Payroll via Employer of Record (EOR)
The EOR becomes the legal employer and runs payroll on your behalf.
Pros:
No local entity required
Fully compliant payroll and filings
Faster market entry
Reduced legal risk
Cons:
Per-employee service fees
Best for fast international expansion.
3. Hybrid Payroll Model
Some countries via entity, others via EOR.
Pros:
Flexible
Scales with growth
Cons:
Requires coordination across systems
Key Payroll Components by Country
Every payroll system must account for:
Gross-to-Net Calculations
Income tax withholding
Social security and pension contributions
Mandatory insurance
Employer Contributions
Payroll taxes
Statutory benefits
Country-specific levies
Pay Frequency
Monthly, bi-weekly, or weekly (country dependent)
Reporting & Filings
Monthly or annual tax filings
Employee payslips
Government submissions
Common Global Payroll Risks
Payroll errors can trigger serious consequences:
Late or incorrect payments
Fines and penalties
Employee disputes
Tax audits
Reputational damage
Most common mistakes:
Using foreign payroll templates
Missing local filing deadlines
Incorrect benefit contributions
Currency conversion errors
Data privacy violations
Global Payroll Compliance & Security
Running payroll means handling sensitive employee data.
We ensure:
GDPR and local data privacy compliance
Secure data storage and access controls
Audit-ready documentation
Continuous monitoring of regulatory changes
When Companies Need a Global Payroll Solution
You may need centralized payroll if:
You pay employees in multiple countries
You’re expanding into new markets
Your finance team is managing multiple vendors
Compliance risk is increasing
Payroll operations are slowing growth
How Companies Simplify Global Payroll
Leading global teams:
Centralize payroll visibility
Automate compliance checks
Partner with local experts or EORs
Use standardized processes with local adaptation
Why Use a Global Payroll Hub
This hub helps you:
Understand payroll obligations before hiring
Compare payroll models
Reduce compliance risk
Plan international expansion
Make informed hiring decisions
Run Global Payroll With Confidence
International payroll doesn’t have to be complicated—or risky.
Whether you’re paying one employee or building teams across continents, the right payroll structure makes all the difference.
info@peopleandfinance.org
