Expanding across borders unlocks access to global talent, but managing payroll across multiple jurisdictions introduces regulatory, tax, and operational complexity. Varying tax systems, labor regulations, currencies, and reporting standards turn payroll into a critical compliance function, not just a monthly process.
International payroll services simplify this process. They help businesses pay global teams accurately, stay compliant, and focus on growth instead of paperwork. In this guide, we will list the Top 15 International Payroll Services and share practical tips, plus an alternative solution for companies hiring in Malaysia.
Content Outline
Key Summary
What Are International Payroll Services
They manage payroll for employees and contractors across countries, handling taxes, currency conversions, compliance, and reporting.
Payroll vs Direct Hire vs EOR
Choose the right hiring model: Choosing the right hiring model depends on entity presence, speed of hiring, compliance risk, and long-term expansion plans.
Top 15 International Payroll Providers
Leading platforms like Deel, Oyster, Papaya, ADP, and Lano help businesses manage global payroll, compliance, and multi-currency payments efficiently.
Key Features to Look For
Essential capabilities include multi-currency payroll, local compliance, employee self-service, HR/accounting integration, audit-ready reporting, and scalability.
Why Hire Malaysian Payroll Specialists
Local experts ensure accuracy, compliance, multilingual support, time zone alignment, efficiency, and employee satisfaction for global employers.
How to Hire Payroll Specialists in Malaysia
Define needs, assess experience with global payroll systems, verify compliance knowledge, evaluate technical skills, and consider direct, contractor, or EOR options.
FastLaneRecruit EOR for Malaysia
Simplifies hiring, ensures full compliance, manages payroll and benefits, supports contractors and full-time staff, and accelerates global expansion seamlessly.
What Are International Payroll Services?
International payroll services centralise and manage payroll for global employees and contractors, taking responsibility for local tax calculations, statutory deductions, currency conversions, compliance with labour laws, and multi-country reporting requirements. They ensure your international workforce is paid accurately, on time, and in accordance with each country’s regulations.
Also Read: Comprehensive Guide to Payroll Management in Malaysia
What Do International Payroll Services Handle?
1. Local Tax Calculations and Filings
Every country has its own tax system. International payroll providers calculate the correct income tax for each employee and submit required tax filings to local authorities.
Example: If you hire a software engineer in Malaysia and a marketing manager in the UK, your payroll provider will calculate their taxes separately based on Malaysian and UK tax rules and ensure filings are submitted to the right government agencies.
2. Currency Conversion and Salary Payments
International payroll platforms manage payments in local currencies, so employees receive their salary in their home country’s currency without delays or confusion.
Example: Your company pays salaries in USD, but your employee in Kuala Lumpur receives their salary in MYR directly into their local bank account.
3. Statutory Contributions and Reporting
Many countries require employers to contribute to social security, retirement funds, and insurance schemes. Payroll providers calculate and submit these mandatory contributions.
Example (Malaysia):
Employers must contribute to:
- Employees Provident Fund (EPF / KWSP)
- Social Security Organisation (SOCSO / PERKESO)
An international payroll service automatically calculates and submits these contributions every month.
4. Payslip Generation and Payroll Records
Payroll providers generate digital payslips, maintain payroll records, and store documents that may be needed for audits, employee verification, or government reporting.
Example: Your employee can log into a secure portal to download their monthly payslip or annual tax summary anytime they need it.
5. Compliance with Local Employment Laws
Each country has rules about minimum wage, paid leave, public holidays, termination procedures, and working hours. International payroll services help ensure your payroll follows these regulations.
Example:
A payroll provider ensures your Malaysian employee receives the correct public holiday entitlements and paid leave as required under Malaysian employment law.
Global and Malaysia-Specific Compliance Standards
International payroll providers follow global employment best practices recommended by trusted organizations such as:
- International Labour Organization (ILO) – sets global labor standards
- Organisation for Economic Co-operation and Development (OECD) – provides tax and employment guidelines for cross-border work
For companies hiring in Malaysia, payroll must also follow rules set by:
| Authority | What They Regulate |
| Inland Revenue Board of Malaysia (LHDN) | Income tax deductions and filings |
| Employees Provident Fund (EPF / KWSP) | Retirement contributions |
| Social Security Organisation (SOCSO / PERKESO) | Workplace insurance and benefits |
| Immigration Department of Malaysia | Employment passes and work permits |
These authorities define how salaries are taxed, what contributions must be paid, and what employment requirements businesses must follow when hiring in Malaysia.
Payroll vs Direct Hire vs Employer of Record (EOR)
When hiring internationally, companies usually choose between three main models. Each one works differently depending on how established your business is in a country and how fast you need to hire.
Understanding the differences helps you avoid compliance issues and choose the best setup for your expansion plans.
Also Read: Types of Payroll Deductions and How They Work
1. Direct Hire Payroll
When to use: You already have a registered company (local legal entity) in the country where you want to hire.
How it works: You hire employees directly under your company’s name. You are fully responsible for managing payroll, taxes, statutory contributions, benefits, and compliance with local labor laws.
Key considerations:
- You must register your business locally
- You retain full responsibility for payroll execution, statutory filings, employment law compliance, and audit exposure.
- You are responsible for employment contracts and compliance
- Best suited for long-term teams in countries where you already operate
Example: If your company has a registered office in Kuala Lumpur, you can hire Malaysian employees directly and run payroll under your local Malaysian entity.
2. Contractor Payroll
When to use: You need short-term support, project-based help, or flexible working arrangements.
How it works: You engage individuals as independent contractors instead of full-time employees. Payroll providers help manage payments, invoices, and cross-border transfers.
Key considerations:
- Contractors are not employees
- You must follow local rules to avoid misclassification
- Contractors usually manage their own taxes
- Best suited for short-term projects or specialized roles
Example: Hiring a freelance designer in Malaysia for a three-month branding project would typically fall under contractor payroll.
3. Employer of Record (EOR)
When to use: You want to hire full-time employees in a country where you don’t have a local company set up.
How it works: An Employer of Record (EOR) acts as the legal employer, assuming payroll, tax, statutory, and employment compliance while you manage day-to-day performance.
Key considerations:
- No need to set up a local entity
- Faster hiring process
- Payroll and legal compliance handled by the EOR
- Best suited for rapid global expansion
Example: If you want to hire a customer support team in Malaysia but don’t have a Malaysian company registered, an EOR can legally employ them on your behalf and manage payroll and compliance.
Top 15 International Payroll Services for Global Teams
1. Deel – All-in-One Global HR and Payroll Platform
Best suited for: Companies that want one platform for global hiring, payroll, and contractor management
Global reach: 150+ countries
Deel is a widely adopted global workforce platform that helps businesses hire employees and contractors around the world without needing a local entity. It supports payroll processing in local currencies, offers customizable employment contracts compliant with local laws, and integrates benefits administration like health insurance or retirement plans. Deel also provides detailed reporting dashboards, contractor management tools, and automated tax remittance.
Example: A U.S. startup hiring a product manager in Malaysia and a UX designer in Germany can use Deel to manage payroll, contracts, and tax compliance from one system.
Also Read: How to Process Payroll for Global Teams
2. Oyster – Global Payroll and HR Platform
Best suited for: Fully remote teams and expanding startups
Global reach: 180+ countries
Oyster stands out for its extensive global coverage and user-friendly interface. It combines payroll with HR services like onboarding workflows, benefits management, and local compensation benchmarking. Oyster’s Employer of Record (EOR) option allows companies to hire full-time employees in countries where they don’t have an entity. It also supports contractor payments and compliance monitoring.
Example: A SaaS company expanding into APAC can onboard developers in multiple countries, issue local contracts, and manage payroll all within Oyster.
3. Papaya Global – Large Workforce Compliance and Analytics
Best suited for: Enterprises and mid-size companies with complex payroll needs
Global reach: 160+ countries
Papaya Global focuses on payroll accuracy, compliance, and workforce analytics. Its platform includes multi-currency payroll, employee self-service portals, and robust compliance features that adapt to changing labor laws. Papaya also offers consolidated reporting, audit trails, and HR analytics that help leadership monitor global payroll costs.
Example: A multinational with thousands of workers across continents can use Papaya to standardize payroll processing, stay audit-ready, and forecast payroll spend.
4. ADP GlobalView – Enterprise Payroll Solutions
Best suited for: Large multinational corporations
Global reach: 140+ countries
Part of the well-established ADP suite, GlobalView is designed for large enterprises that need consolidated global payroll. It combines payroll, compliance, and workforce reporting, and it integrates with HR systems and time tracking tools. With decades of experience in payroll services, ADP supports local tax filings, statutory reporting, and global benefits.
Example: A large manufacturing company with offices in Europe, North America, and Asia can manage multi-country payroll from a centralized dashboard.
5. Rippling – Automated Payroll Workflows and HR Integration
Best suited for: Fast-growing companies that value automation and system integration
Global reach: 140+ countries
Rippling combines global payroll with HR, IT, and finance automation. It supports employee and contractor payroll, tax filings, and cross-border payments. Rippling’s strength lies in how well it connects with other business systems such as timekeeping apps, accounting software, and benefits tools, reducing manual data entry and errors.
Example: A technology company that uses multiple HR and finance systems can use Rippling to unify onboarding, payroll, and IT provisioning for global staff.
6. Multiplier – APAC Hiring and Compliance Support
Best suited for: Businesses expanding in Asia-Pacific markets
Global reach: 150+ countries
Multiplier provides payroll, compliance, and employer support with strong local expertise, particularly in APAC countries like Singapore, Malaysia, India, and Japan. It offers payroll processing, statutory contribution calculations, leave and benefits management, and detailed compliance dashboards. Multiplier also includes an EOR option for markets where direct hiring is more complex.
Example: A fintech startup hiring operations staff across Southeast Asia can use Multiplier for payroll, labor law compliance, and local payroll reporting.
7. Lano – Enterprise Payroll Consolidation and Partner Network
Best suited for: Organizations needing consolidated payroll across vendors
Global reach: 170+ countries
Lano’s platform integrates payroll services from a network of vetted local partners, giving businesses access to payroll in dozens of countries without switching providers for each region. It supports payroll processing, compliance, contractor payments, and reporting. Lano also provides central dashboards to compare payroll data and streamline multi-vendor operations.
Example: A company working with different payroll vendors in Europe, Asia, and the Americas can use Lano to unify payroll reporting and reduce administrative complexity.
Also Read: Payroll Process and Compliance Guide in Malaysia for Employer
8. Remote – Employer of Record and Payroll Support
Best suited for: Companies looking for EOR solutions and compliant global payroll
Global reach: 100+ countries
Remote specializes in Employer of Record services, making it easy for companies without local entities to hire full-time employees. Beyond payroll, Remote handles employment contracts, statutory benefits, and compliance with local labor laws. It supports contractor payments and partners with local experts to ensure legal adherence.
Example: A U.K. company wanting to hire a marketing lead in Malaysia without setting up a legal entity can use Remote to employ and pay them compliantly.
9. Gusto – SMB Global Payroll and HR Tools
Best suited for: Small and medium-sized businesses expanding internationally
Global reach: 120+ countries
Gusto began as a payroll platform for U.S. businesses and has expanded to support global payroll and contractor payments. It provides employee onboarding support, compliance tools, and integrations with accounting systems. Gusto is known for its ease of use, clear pricing, and strong customer support, particularly for smaller teams.
Example: A boutique software firm hiring designers in multiple countries can use Gusto to manage payroll and HR without complex administrative overhead.
10. TMF Group – Tax, Payroll, and Back-Office Outsourcing
Best suited for: Companies needing in-country compliance and payroll outsourcing
Global reach: 150+ countries
TMF Group is a professional services firm offering payroll, tax filing, HR administration, and accounting support. With a presence in dozens of jurisdictions, TMF helps companies stay compliant with local employment laws and statutory reporting requirements. Its cloud-based payroll tools provide real-time analytics and integration with HR and ERP systems.
Example: A corporation entering multiple emerging markets can use TMF to manage payroll compliance and payroll outsourcing locally.
11. Mercans – AI-Powered Payroll Automation
Best suited for: Businesses seeking scalable and automated payroll processing
Global reach: 160+ countries
Mercans combines payroll with human capital management features powered by AI to automate routine processes like tax calculations, payslip generation, and compliance tracking. It supports contractor and employee payroll, cross-border payments, and multi-currency reporting. Mercans is designed for organizations that want efficiency and data-driven insights.
Example: A global services firm managing payroll across departments and regions can use Mercans’ automation to reduce manual workload and errors.
12. Dayforce – Workforce Management Plus Payroll
Best suited for: Organizations that want payroll integrated with time and workforce systems
Global reach: 200+ countries
Dayforce by Ceridian is a unified global payroll and human capital management platform. It features real-time payroll calculation engines, advanced compliance tools, and integration with time tracking, benefits, and talent management systems. Dayforce is popular with enterprises that need a complete workforce platform, not just payroll.
Example: A hospitality brand operating in many countries can use Dayforce to sync scheduling, payroll, and HR processes for frontline and salaried staff.
Also Read: How to Pay International Employees for a Hong Kong Company
13. Omnipresent – EOR and Payroll Expertise
Best suited for: Businesses hiring internationally without local entities
Global reach: 160+ countries
Omnipresent offers Employer of Record and payroll services focused on simplifying compliance and benefits administration. It manages payroll runs, local statutory contributions, contract creation, and global compliance updates. Omnipresent’s payroll dashboards help companies keep track of employee pay and benefits in one place.
Example: A digital agency hiring salespeople in Asia and Europe can use Omnipresent’s payroll and benefits suite to stay compliant without maintaining multiple legal entities.
14. Horizons – APAC Expansion and Payroll Support
Best suited for: Companies expanding in Asia-Pacific with legal and payroll support
Global reach: 180+ countries
Horizons provides EOR, payroll, and legal services to help companies hire international talent. Its strength lies in local expertise across APAC countries, along with payroll processing, statutory compliance, and benefits administration. Horizons also supports cross-border payroll and audit-ready documentation.
Example: A technology company expanding from Singapore into Malaysia, Indonesia, and Vietnam can use Horizons to manage local payroll and HR compliance.
15. iiPay – Global Payroll with Analytics and Reporting
Best suited for: Businesses that need centralized reporting and insights
Global reach: 170+ countries
iiPay offers payroll processing and compliance services with strong analytics and reporting capabilities. It provides multi-currency payroll, integration with HR and ERP systems, and real-time payroll dashboards. iiPay is suited for companies that want transparency and control over payroll data across regions.
Example: A fintech company that needs detailed payroll insights for budgeting and audit compliance can leverage iiPay’s analytics tools.
Key Features to Look For in International Payroll Services
When selecting a global payroll provider, it’s important to consider the features that ensure compliance, accuracy, and efficiency for your international workforce. Here are the most critical capabilities:
1. Multi-Currency Payroll
Why it matters: International teams are often paid in different currencies. A provider with multi-currency payroll ensures accurate salary conversions, timely payments, and avoids foreign exchange errors.
Example: If you hire a software developer in Malaysia and a designer in Germany, multi-currency payroll ensures both employees are paid correctly in MYR and EUR without manual calculations.
2. Local Compliance Management
Why it matters: Every country has its own labor laws, tax rules, and statutory contribution requirements. A compliant payroll system reduces regulatory risk, audit exposure, and cross-border payroll errors, fines, or legal disputes.
Example: In Malaysia, payroll must comply with regulations from the Inland Revenue Board (LHDN), EPF / KWSP, and SOCSO / PERKESO. A compliant payroll provider automates deductions and filings accordingly.
3. Employee Self-Service Portal
Why it matters: Employees should be able to access payslips, tax documents, and benefits information independently. This reduces administrative workload for HR teams and increases employee satisfaction.
Example: A marketing executive in Malaysia can download their monthly payslip and tax summary directly from the platform without contacting HR.
4. Integration with HR and Accounting Systems
Why it matters: Payroll platforms that integrate with HR, accounting, or ERP systems streamline workflows, reduce manual entry, and improve accuracy.
Example: Linking payroll with your accounting software ensures salaries and statutory contributions are automatically reflected in financial reports.
Also Read: 6 Reasons Why You Should Outsource Your Payroll
5. Audit-Ready Reporting
Why it matters: Comprehensive reporting and analytics help businesses maintain financial transparency, prepare for audits, and make data-driven decisions.
Example: A company with employees across 10 countries can generate consolidated payroll reports showing costs, taxes, and statutory contributions in one dashboard.
6. Automated Tax Calculations and Filings
Why it matters: Payroll systems that automatically calculate taxes and handle filings reduce errors and save time, ensuring compliance with local laws.
Example: In Malaysia, the system can automatically deduct income tax and submit it to LHDN each month, preventing late penalties.
7. Statutory Contributions and Benefits Administration
Why it matters: Proper calculation and submission of statutory contributions, such as social security, provident funds, and health insurance, is mandatory. Automating this reduces risk and ensures employee benefits are correctly managed.
Example: EPF and SOCSO contributions for Malaysian employees are automatically calculated and remitted by the platform.
8. Scalable Platform
Why it matters: Choose a provider that can grow with your business. As your team expands globally, the platform should handle additional countries, employees, and reporting needs without requiring system changes.
Example: Startups hiring 5 employees in Malaysia today and 50 globally next year can continue using the same platform without disruption.
Tips and Recommendations for Choosing a Global Payroll Provider
- Prioritize APAC Coverage for Asian Hiring:
If you plan to hire in Malaysia, Singapore, or other Asian countries, make sure the platform has strong expertise and local compliance knowledge in the region. - Confirm Compliance Support for Statutory Filings:
Ensure the provider can manage tax remittances, social security contributions, and other mandatory filings automatically. - Check Government Integrations:
Verify if the platform integrates with local authorities such as EPF, SOCSO, and LHDN in Malaysia for seamless compliance. - Choose Scalable Platforms:
Pick solutions that can grow with your business, adding employees, contractors, or countries without requiring a platform switch. - Look for Employee-Friendly Features:
Self-service portals, automated payslips, and benefits visibility increase employee satisfaction and reduce HR workload. - Assess Reporting and Analytics:
Platforms with audit-ready reporting and real-time dashboards help monitor payroll costs, statutory contributions, and multi-country compliance effectively.
Why Hire Malaysian Payroll Specialists?
For companies operating or expanding in Malaysia, local payroll specialists provide accuracy, regulatory assurance, and operational continuity. Beyond processing salaries, these specialists help provide employee benefits that matter for global talent, improving retention, engagement, and overall workforce satisfaction. Here’s why local expertise matters:
1. Expertise in International Payroll and Compliance
Malaysian payroll specialists understand both local labor regulations and the needs of international companies. They can manage payroll compliance, multi-currency payments, taxation, and reporting while ensuring alignment with global HR policies. This prevents errors, maintains legal compliance, and ensures smooth operations across borders.
Benefits for employees include:
- Competitive compensation packages aligned with international standards
- Health and wellness benefits such as private medical insurance
- Annual leave, sick leave, and flexible working arrangements
- Performance-based bonuses and incentives
2. Language Expertise
For international teams, clear communication is essential to avoid payroll errors and ensure smooth collaboration across regions. Malaysian payroll specialists are typically fluent in English, the global business language, and many also have proficiency in other key languages relevant to multinational operations, including Mandarin, Malay and Tamil. This multilingual capability enables payroll specialists to:
- Collaborate seamlessly with global HR and finance teams
- Communicate effectively with local and regional employees
- Ensure accurate payroll processing and reporting for international staff
Example: A European company hiring a diverse team in Malaysia and Singapore can rely on multilingual payroll specialists to handle communications, contracts, and payroll instructions accurately across languages, reducing errors and misunderstandings.
Also Read: What Is Payroll Service And Why You Need It
3. Compliance and Time Zone Alignment
Payroll specialists in Malaysia are well-versed in both local regulations and international compliance standards. Operating in Malaysia’s time zone (GMT+8) allows them to provide real-time payroll processing, timely reporting, and fast response to global payroll queries.
Example: A company in Europe hiring talent in Malaysia can rely on specialists to process payroll during Malaysian business hours, ensuring accurate, timely payments that align with global schedules.
4. Accuracy and Efficiency
Global employers benefit from payroll specialists who can manage complex payroll structures, including contractors, expatriates, and remote staff. They ensure:
- Timely and precise salary payments in local or foreign currencies
- Accurate payroll record-keeping for audits and financial reporting
- Smooth coordination between HR, finance, and management systems
Example: A tech company with remote Malaysian staff and team members in Singapore or India can ensure salaries, bonuses, and benefits are correctly calculated, avoiding errors that could disrupt employee satisfaction.
5. Risk Mitigation and Employee Satisfaction
Payroll errors can lead to financial losses, legal penalties, and reduced employee trust. Skilled Malaysian payroll specialists mitigate these risks while enhancing employee satisfaction by managing:
- Accurate payroll and benefits administration
- Global-standard health, wellness, and retirement benefits
- Transparent reporting and payroll visibility
By leveraging local expertise for global operations, international companies can confidently scale in Malaysia without worrying about compliance or administrative hurdles.
Also Read: How to Pay International Employees
How to Hire Payroll Specialists in Malaysia
Hiring the right payroll specialist is critical for smooth operations. Here’s a step-by-step approach:
1. Define Your Payroll Needs
Identify whether you need full-time employees, contractors, or part-time payroll specialists. Consider your company size, number of employees, and complexity of payroll operations.
2. Look for Relevant Experience
Choose candidates familiar with Malaysian payroll systems, statutory contributions, tax filing, and multi-currency payroll management. Experience with global payroll software is an added advantage.
3. Assess Technical Skills
Payroll specialists should be proficient in software such as SAP, Xero, QuickBooks, or local HRIS systems, and comfortable handling reporting, analytics, and compliance documentation.
4. Verify References and Compliance Knowledge
Check prior work experience and ensure candidates understand local employment laws, statutory filings, and benefits administration.
5. Consider Flexible Hiring Options
Depending on your business structure, you can hire:
- Direct employees if you have a local entity
- Contractors for short-term projects
- Employer of Record (EOR) services if you do not have a legal entity
Example: A startup expanding into Malaysia can choose an EOR for faster onboarding while avoiding the setup of a local company.
FastLaneRecruit’s EOR: Simplifying Hiring in Malaysia
FastLaneRecruit provides Employer of Record (EOR) services to support compliant hiring and payroll management in Malaysia.
- Compliance is guaranteed – payroll, tax filings, statutory contributions, and labor laws are fully managed.
- Faster hiring – onboard talent quickly without worrying about legal paperwork or company registration.
- Flexible workforce management – hire full-time employees or contractors while maintaining control of your team.
- Payroll and benefits handled seamlessly – salaries, EPF, SOCSO, and other mandatory contributions are processed automatically.
Example: A tech company looking to hire software engineers in Malaysia can engage FastLaneRecruit’s EOR services to start employment immediately while ensuring compliance with LHDN, EPF, and SOCSO regulations.
Simplify your Malaysian hiring process today with FastLaneRecruit’s EOR services and focus on growing your business while we manage payroll, compliance, and benefits.
Also Read: Payroll Mistakes You Should Avoid in Hong Kong
Conclusion
International payroll should support expansion, not become a barrier to growth. The right payroll partner helps your business scale globally while staying compliant and organized. Whether you choose a global payroll platform or an EOR solution, the key is selecting a model that fits your expansion strategy.
For companies expanding into Malaysia, FastLaneRecruit’s EOR service offers a faster, fully compliant alternative to traditional payroll outsourcing so you can focus on building your team, not managing paperwork.
Ready to Hire in Malaysia?
Expanding your business into Malaysia doesn’t have to be complicated. With FastLaneRecruit’s expertise, you can hire talented Malaysian employees quickly and compliantly, without the need to set up a local entity.
Our Employer of Record (EOR) solution takes care of payroll, benefits, taxes, and compliance, so you can focus on growing your business and managing your team. Whether you’re onboarding full-time staff, contractors, or remote employees, we ensure your workforce is supported, compliant, and productive from day one.
Benefits of partnering with FastLaneRecruit:
- Hassle-free hiring of Malaysian talent without establishing a local company
- Full compliance with labor laws and international standards
- Streamlined payroll, benefits, and reporting for your global team
- Multilingual support and local expertise for smooth communication
- Time zone-aligned operations for real-time payroll management
Take the guesswork out of international hiring. Talk to FastLaneRecruit today and start building your Malaysian team the smart way, efficiently, compliantly, and with confidence.
