G-P Pricing

Globalization Partners charges $599 per employee per month for employer of record, and it publishes that rate. Its own employer-of-record page carries the number, and its pricing FAQ calls $599 “the same flat rate across all 180+ countries”.

That puts G-P level with Deel and $100 below Remote on the platform line, which is not where this page had it before August 2026. We used to tell you G-P published nothing and cost $699 to $1,000 a head. Both claims were wrong, and both are gone.

The other published price is G-P Contractor, from $39 per contractor a month.

Where G-P is genuinely opaque is everything after the platform fee. It publishes no deposit, no currency-conversion margin, no minimum term and no setup charge, so the part of the bill you cannot size from the website is the part that will decide your business case.

Employer taxes and social contributions sit on top of all of it, from roughly 15% to 45% of salary depending on the country, and across most of Europe they dwarf the $599.

So this page does two things. It sets out what G-P publishes, and it tells you what a written quote has to itemise before you can compare that quote to anyone else’s.

What does G-P charge?

Starting price

$599 per employee per month for EOR, and $39 per contractor per month for contractor management. Both are on G-P’s own pages.

The EOR fee is a flat platform fee rather than a percentage of payroll, and G-P states it does not move by country. That is an unusual claim in this market, where rivals routinely surcharge the harder jurisdictions, so it is worth getting into the contract rather than leaving it on the website.

Pricing model

Two published prices, and then a wall. Here is what G-P puts in public and what it leaves to the quote.

Source: G-P’s own employer-of-record page and pricing FAQ, read 6 August 2026. Rows marked not published are absent from every G-P page we could find, not withheld by us.

What affects the total cost

Three things move the number: volume, the country, and the items G-P leaves off the website.

G-P says it offers volume discounts but publishes no tiers, no thresholds and no contract terms, so treat $599 as a ceiling on any multi-seat deal rather than a floor. Ask what the rate is at your headcount, and ask what it becomes in year two.

The country should not move the fee at all, on G-P’s own account. It should move your bill enormously, because employer statutory costs are set by the government rather than the provider.

Everything else is negotiable precisely because none of it is published. That is the awkward half of a flat published rate: the transparency stops at the platform line, and your Finance team will meet the rest on the first invoice.

What does the G-P fee include?

Core features

In G-P’s own words the $599 buys compliant hiring across 180+ countries, automated onboarding, local payroll processing, tax filings, benefits administration, and ongoing legal and HR support.

Background checks, visa support, equity payroll and equipment are listed as paid add-ons rather than inclusions, and G-P publishes no price for any of them. Those are the four to name in your quote request if you expect to use them.

Owned-entity model

G-P’s pitch is that it owns the local entity rather than renting a partner, and that is its core differentiator. But treat “owned everywhere” as a G-P claim: it states at least 100 wholly owned entities against the 180+ countries it covers, which leaves at least eighty markets unaccounted for.

Where G-P is the direct employer, a payroll issue in Brazil or a termination question in Japan is handled through its own subsidiary, with no third party in the chain.

That matters for legal and compliance teams, because an owned entity keeps liability direct rather than routed through a partner. So ask G-P to name the employing entity in each target country before you commit.

If your procurement treats owned entities as a hard requirement, G-P and Remote are the usual shortlist, but confirm it holds for your specific markets rather than assuming full coverage.

Compliance tooling

The fee also includes access to G-P Gia, an AI compliance tool that G-P says covers employment law across dozens of countries. For basic queries, it is bundled with EOR.

A paid standalone tier unlocks more, but the bundled version handles the questions your People Ops team asks most often. We have not independently tested its legal accuracy.

What costs sit on top of G-P’s fee?

This is where the business case becomes complicated. Every cost below is real, recurring, and unlikely to appear in an initial sales conversation.

Employer taxes and social contributions

Employer taxes and social contributions. These are pass-through costs, not G-P charges, but they are the largest variable in your total spend.

In Germany, employer contributions add roughly 21.3% on top of gross salary, the employer share only. The 40% you will see quoted is the combined employer and employee rate.

In France, about 45%. In the UK, employer National Insurance adds 15%. In Singapore, closer to 17%.

Your first invoice will include these. If your Finance team has budgeted only the platform fee, that conversation will be difficult.

Salary deposits

Salary deposits. G-P publishes no deposit figure, and we do not have one. We previously printed a one to two month range here.

It traced to nothing we could show you, so it has been removed rather than restated with a hedge.

What we can tell you is that a deposit is normal in this market and that most providers hold something in the region of a month of total cost per employee. On a twenty-person team that is real money off your balance sheet from day one, so ask G-P for the amount per country, what triggers it, and when it comes back. Remote asks for no deposit at all, which is the cleanest point of contrast if your treasury team is the one deciding.

Currency conversion

Currency conversion. G-P converts currency on payroll cycles where your funding currency differs from the local payout currency, and does not disclose the margin it adds over the mid-market rate.

This is standard practice across EOR providers, but it means the cost is real and not quoted up front.

The mechanism is easy to underestimate: even a 1% margin on $2.4 million of annual salary disbursements is $24,000, and that number will not appear on any proposal.

It only becomes visible in your Finance team’s reconciliation.

Implementation fees

Implementation fees. G-P publishes no setup or implementation charge, and its employer-of-record page does not mention one. We previously carried a $10,000 to $50,000 range from third-party analyses.

We could not stand it up against anything G-P says, so it has gone.

That absence is not the same as a guarantee. Custom HRIS, ERP or payroll integrations are exactly where enterprise providers introduce a one-off charge, so put “any one-time fee, itemised” in the quote request and read the answer before you model anything.

Benefits and add-on markups

Benefits and add-on markups. Statutory benefits administration is inside the $599. Anything above the legal minimum is not, and neither are visa support, background checks, equity payroll or equipment.

G-P prices those per case on the quote and publishes nothing, so there is no percentage we can honestly give you here. If supplemental benefits matter to your offer, price them as a separate line and get the markup in writing.

How does G-P compare on price?

Price ranking

G-P sits in the middle of the mainstream EOR band, not at the top. At $599 it is level with Deel, $100 below Remote and Oyster, and three times Remofirst’s $199. The undisclosed deposit and FX margin are what push its real cost above that ranking, and they are the reason the headline is the least useful number on this page.

Source: G-P’s own employer-of-record page for the G-P row and remote.com/pricing for Remote, both read 6 August 2026. Every other row is taken from our own provider review for that company, each of which was itself verified at the provider’s own page between 31 July and 5 August 2026. All prices exclude employer taxes, salary and FX costs.

For a team of 20 employees, G-P’s platform fees come to $143,760 a year. Remofirst at $199 a head saves $96,000 of that, and Multiplier at $459 on an annual commitment saves $33,600, or $24,000 if you take Multiplier month to month at $499.

Remote and Oyster run the other way: at $699 each they cost $24,000 a year more than G-P on the same twenty seats. Deel matches G-P exactly.

Those savings come with trade-offs in entity ownership, country coverage and compliance depth, and none of them account for the deposit G-P will not size for you. They are still the numbers your procurement team will put on the comparison slide.

The closest comparison

The closest comparison is Deel, which publishes the same $599 and wraps far more product around it: an HRIS, equipment, immigration and contractor tooling across 130+ countries. Same headline, fewer countries, more platform.

So the G-P question is no longer whether you pay a premium. It is whether 180+ countries with a named legal employer is worth more to you than Deel’s software, at an identical rate. Remote is the third option and the one that answers the deposit problem: $100 dearer per head, but no deposit at all and everything it charges is on the page.

Is G-P worth the cost?

When $599 is the right number to pay

Yes, on the platform line, if you need breadth and a named employer. At a rate that matches Deel and undercuts Remote and Oyster, the question is no longer whether G-P is affordable but whether you need the 180+ country list at all. Three cases where you do.

You need a named legal employer in unusual jurisdictions. If your hiring plan includes countries Remote, Deel and Multiplier do not cover, G-P’s footprint ends the search, and it ends it at the same rate Deel charges for a narrower one.

Just do not assume ownership follows coverage. G-P states 100+ owned entities against 180+ countries, so ask it to name the employing company in your specific markets before your legal team signs anything.

Your legal team treats partner entities as a disqualifier. If partner-entity risk is a hard no, your shortlist narrows to G-P and Remote, and G-P is both the wider network and the cheaper of the two on the fee.

You are running a complex enterprise deployment. Custom HRIS integrations, executive relocation, or M&A-driven transitions across 20+ countries at once are where a decade of entity experience and a consultative rollout team start to matter. Newer providers may not have the operational depth to run them.

When $599 is not the number you will actually pay

The risk with G-P is not the headline. It is that the headline is the only figure you can check.

If Finance wants cost predictability above all, a provider that publishes one number and nothing else is a harder sell than one that publishes its deposit policy, its FX margin and its contract terms. Going to Remote pricing instead costs you $100 more a head, or $24,000 a year on twenty seats, and buys you no deposit at all. Whether that trade is worth making depends on a G-P deposit figure you cannot get without asking, which is rather the point.

For a broader view of the platform, see our Globalization Partners. For alternatives, see G-P alternatives.

G-P pricing FAQ

Frequently asked questions

How Did We Verify G-P's Pricing?

WhichPayroll is an independent comparison site. We do not sell EOR, payroll, or contractor services.

We may earn a commission from provider links. This does not affect our editorial judgement.

We read the $599 EOR rate, the flat-rate statement and the $39 contractor price on G-P’s own employer-of-record page and pricing FAQ on 6 August 2026. Remote’s $699 comes from remote.com/pricing, read the same day. Every other provider rate in the comparison table is taken from our own review of that company, each verified at the provider’s own pricing page between 31 July and 5 August 2026.

Cost scenarios use the published fee and country-specific employer-tax data from official government sources. The dollar-to-euro conversion uses $1 = €0.8657 on 6 August 2026. Coverage and owned-entity claims are marked G-P-stated because we could not verify them country by country.

This page previously said G-P published no EOR rate and cost $699 to $1,000 or more per employee, and it carried third-party figures for volume discounts, deposits, implementation fees and benefits markups. None of those survived a check against G-P’s own pages. All of them have been removed rather than hedged, and where G-P publishes nothing we now say so instead of substituting an estimate.

G-P was not tested as a live product. Enterprise deals are still quoted, so the rate you are offered may sit below the published $599.

We recommend requesting an itemised breakdown during procurement and comparing against at least two alternative providers.

Last reviewed: 6 August 2026