Data verified
The G-P question is rarely which alternative to buy. It is whether you can defend the premium internally, and the answer moves with your headcount.
G-P publishes no EOR rate. Third-party analysis estimates $800 to $1,000+ per employee per month against $599 at Deel and $699 at Remote. At 100+ employees, volume discounts reportedly bring G-P to an estimated $550 to $700, and most of the gap closes.
So get your own discounted renewal number before you shop anything. Below that scale the premium is real, and the rest of this page matches each internal objection to the provider that answers it.
Check current pricing and plans
What does G-P actually cost?
More than the headline, and G-P publishes no headline. The third-party estimate runs 34 to 67% above Deel’s $599, 14 to 43% above Remote’s $699, and roughly double Multiplier at $400.
For a 25-person international team that is $60,000 to $120,000 a year in platform fees alone. Four further layers sit underneath it, and only one of them appears in a proposal.
Implementation runs $10,000 to $50,000+ on complex multi-country deployments. Per-country setup fees of $500 to $1,500 are not always disclosed upfront, and the FX markup is estimated at 1 to 2% above mid-market.
Deposits are the largest. G-P holds 1 to 2 months of gross salary per employee, so 50 people averaging $10,000 a month lock up $500,000 to $1,000,000 in refundable cash.
Third-party analysis puts the effective all-in cost at $950 to $1,500 per employee per month. We cannot rebuild that figure from the components above, so treat it as a prompt to model your own stack rather than as a number of ours.
| Provider | EOR price | Deposit | Entity model |
|---|---|---|---|
| G-P | $800-$1,000+/month (estimated, not published) | 1-2 months salary | ~95% owned (180+ countries) |
| Deel | $599/month | 1-1.5x monthly cost | ~60% owned (150+ countries) |
| Remote | $699/month | None | Owned in main markets, partners elsewhere (90+ countries) |
| Pebl (formerly Velocity Global) | $399-$599/month | Not published | Mixed (~65 owned, 185+ total) |
| Papaya Global | $650-$770/month (our other pages quote $599-750; ask) | Varies | Mixed |
| Multiplier | ~$400/month | 1 month salary | Mixed (150+ countries) |
| Remofirst | $199/month | 1 month salary | 100% partner (180+ countries) |
| Rippling | $499-1,000/month (reported, not published) | Varies | Mixed (80+ countries) |
Source: Provider pricing pages and third-party analyses, verified April 2026. Neither G-P nor Rippling publishes EOR rates; both ranges come from third-party reports.
At 100+ employees, G-P’s volume discounts reportedly bring the per-employee cost to an estimated $550 to $700. That is close enough to Deel and Remote that the compliance depth becomes the harder thing to replace.
Who inside your company objects to G-P, and what answers each one
Six objections, and they almost never arrive together. Each points at a different replacement, and one of them points back at G-P.
Finance wants the fee cut
On a 25-person team, moving to Deel at $599 saves $60,000 to $120,000 a year, and Remote at $699 saves $30,000 to $90,000. Multiplier at roughly $400 saves $120,000 to $180,000. Remofirst at $199 saves $180,000 to $240,000.
Each of those savings buys a shallower entity model. Remofirst runs 100% partner entities, Multiplier a mixed model and Deel roughly 60% owned, against G-P’s 95%.
That is the trade Finance is actually proposing, and it is worth making them say it out loud before the renewal call.
Your CFO wants the reporting, not the discount
Papaya Global is built for finance teams, with real-time cost analytics, payment orchestration and spend dashboards across countries. G-P gives you employment administration and expects you to build the reporting yourself.
Papaya’s EOR is cheaper than G-P’s estimate. We are not going to give you the figure with a straight face, because our own pages quote $650 to $770 in one place and $599 to $750 in another. Get it in writing.
Legal wants to know who employs your people
This is where G-P wins, so settle it before anyone spends a switching budget. G-P employs through its own entities in roughly 95% of 180+ countries, and that chain of liability is the most defensible on this page.
No alternative here beats that, and Remote comes closest. It employs through its own entities in its main markets and vetted partners beyond them, across 90+ countries at $699 with no deposit. If your people sit in those main markets you get a comparable chain of liability for less money. If they do not, you are back to a partner arrangement and G-P keeps the advantage.
Pebl, which traded as Velocity Global until its rebrand, reaches 185+ countries with roughly 65 owned and an in-house immigration team. It is the closest structural match to G-P at a lower price.
Hiring managers are losing candidates to the timeline
G-P onboards in 5 to 15 business days. Deel does it in 2 to 5 and Remote in 3 to 7. The gap comes from G-P’s manual compliance review, which is thorough and is also the thing costing you days.
Those days have a price in competitive markets. A senior engineer in Germany can accept a competing offer while the G-P contract is still being generated, and no compliance assurance recovers that hire.
People Ops is running two platforms
G-P sells no standalone HRIS, no global payroll for entities you own, no IT device management and no equity administration. Anything past employment administration means a second system and a second invoice.
Rippling collapses that into one login across HR, IT and finance, and it is the obvious move if you already run Rippling domestically. Its EOR reaches 80+ countries, well short of G-P’s 180+, and Rippling publishes no EOR rate either.
Procurement cannot get a number at all
Every G-P quote needs a sales conversation and a scoping call. There is no pricing page, no self-serve path and no way to put G-P on a comparison slide before someone books a meeting.
Deel and Remote publish their rates and let you start the same day. On a parallel evaluation with a deadline, that difference alone can decide which three providers reach the shortlist.
If Finance is right, the answer may not be a provider at all
G-P’s rate brings the entity crossover forward. Three employees in one country costs $28,800 to $36,000 a year in G-P platform fees before a single salary, which is the range where running your own entity starts to compete.
Your own entity replaces the per-head fee with fixed costs: incorporation, a local accountant, a registered address and the filings. It is slower to stand up and it does not scale away.
We cannot give you a credible setup figure. Our own pages carry entity-setup ranges that disagree with each other by an order of magnitude, so get a written quote from a firm in that specific country and budget from that.
WhichPayroll view
Ask G-P for your renewal number at your current headcount before you talk to anyone else. The published comparison on this page uses G-P’s list estimate, and at 100+ employees the discounted rate is reportedly $550 to $700, which is a different argument entirely.
A switching case built on the list price can collapse the moment G-P quotes its own discount. Find out what you are actually paying next year, then decide whether the entity model is worth the remaining gap.
What G-P does well that its alternatives may not match
Two things, and both are the reason the premium exists rather than excuses for it.
Owned entities at genuine breadth. Roughly 95% of 180+ countries are G-P’s own. Remote owns more of its network in percentage terms and covers less than half the countries, so nothing on this page matches both numbers at once.
Depth in the countries nobody else wants. G-P has run this since 2012 and holds the top analyst ranking, and the consultative compliance work shows up in exactly the jurisdictions where a partner-entity provider will hedge.
If your hiring is concentrated in mainstream markets, you are paying for capability you will not use. If it reaches the awkward ones, that capability is the product.
What breaks when you leave G-P
Every employee is terminated by G-P’s entity and rehired by the incoming provider’s. That is an employment event in each country, and four things routinely overrun the plan.
Benefits can lapse. Health cover, pension contributions and statutory benefits may be interrupted across the 2 to 4 week transition, and some countries impose fresh qualifying periods on the new employer.
In Germany and France the statutory element is large enough that your employees will feel it directly. Identify who is affected and arrange gap cover before you set a date.
Work permits may need reapplying for. Where a permit is tied to G-P’s entity, changing the legal employer starts a new application. A delay in Japan or Germany can run to months and it will set your whole timeline.
Leave balances do not travel. Accrued leave, sick days and holiday must be documented and either settled in cash under the G-P contract or transferred in writing before the termination date.
The deposit comes back on nobody’s published schedule. G-P refunds the deposit, but the timing is not documented publicly. For the 50-person example above that is $500,000 to $1,000,000 your treasury team must plan around while it funds the incoming provider.
Tell your employees before the paperwork does. They will get a termination notice from G-P and a new contract from the replacement, and two weeks of notice with a named contact turns that from alarming into administrative.
Check current pricing and plans
Frequently Asked Questions About G-P Alternatives
Can you keep G-P for the difficult countries and use a cheaper provider elsewhere?
Yes, and on G-P it is often better than a full switch. G-P’s value concentrates in the jurisdictions where partner-entity providers hedge, so keep it there and move mainstream hiring to Deel or Remote. You take most of the saving and none of the work-permit exposure.
What should you get in writing before the G-P renewal call?
Get the all-in rate at your actual headcount, including setup and per-country fees, from G-P and from everyone you compare. Ask each for the deposit and its refund timing, and for the transition timeline per country. Then ask G-P which employees hold permits tied to its entity.
How we assessed G-P alternatives
WhichPayroll is an independent comparison site. We do not sell EOR, payroll or contractor services. We may earn a commission from provider links, and it does not affect our editorial judgement.
We assessed the eight providers covered on this page against the specific reasons buyers move away from G-P. G-P publishes no EOR pricing, so every G-P figure here is a third-party estimate and is labelled as one.
No provider was tested as a live product. The recommendations rest on published documentation, review patterns and cross-provider analysis. Where our own pages disagree on a figure, we have said so rather than picked a side.
Last reviewed: April 2026