From startups to enterprises, we’ve got payroll covered

Managed payroll providers handle several aspects of payroll processing and management on behalf of their clients. This includes calculating employee wages and taxes, processing payroll, generating pay stubs, and filing tax forms with the appropriate authorities.

Self-service payroll typically involves the employer handling most or all of these tasks in-house, using either manual or automated systems.

The key difference between managed payroll and self-service payroll processing is the level of involvement and responsibility required of the employer (you). With managed payroll, you can outsource many tasks and activities of the payroll process to the payroll processing vendor (us). This can save you significant time and effort to then focus on other strategic aspects of running your business.

We offer a seamless onboarding experience, guiding businesses through setup with expert support. Our team ensures smooth implementation, from data migration to compliance setup, across Africa, the United Kingdom, and Brazil.

Whether operating in California, New York, or any of the states in between, we’ve got you covered. For all 50 states, Deel will accurately & automatically calculate and file payroll taxes with the IRS and with local, state and federal agencies on your behalf, along with necessary W-2, W-4, new hire and termination filings. We also offer human resources tools like digital i-9 verification to facilitate compliant [new hire onboarding](new hire onboarding), and have 24/7 support to help you at every step of the way. Plus, clients can use our proactive monitoring tool, the Compliance Hub, to stay informed about compliance updates that are impactful, whether to small business or enterprise size clients.

When a company engages with a PEO, they enter into a co-employment arrangement. As co-employers, the PEO and client contractually share employer responsibilities and liabilities. 

The client company retains ownership and control over its operations, including day-to-day management of employees and product development, marketing, sales, and service. The PEO will typically assume responsibility for many human resources-related projects, including administrative tasks, employee records, employee benefits, payroll processing, and employment taxes.

Both the client company and the PEO have compliance obligations. However, PEOs typically assume much of the liability for the business of employment, such as risk management, human resource management, payroll taxes, and employee tax compliance—all of which contribute to peace of mind for business owners.

An employer of record caters to businesses aiming to build and manage a global workforce without bearing compliance liabilities. Meanwhile, a professional employer organization (PEO) is tailored for companies seeking domestic HR services and workforce management support willing to accept a shared responsibility for any instances of non-compliance.

Unlike employers of record, who are the sole legal employers of your workers, PEOs provide co-employment services. A co-employment relationship means you and the PEO share legal liabilities and management responsibilities related to your employees. Another crucial difference is that PEOs operate locally, so you can’t hire international employees through a PEO.

See also: EOR vs. PEO: The Difference (And Why It Matters)

Companies can tap into a staffing agency’s existing talent pool to bolster their workforce, secure project support, or cover temporary positions.

Conversely, the employer of record services facilitates the compliant engagement of top talent directly recruited by the client company. To leverage EOR services, your company must first identify the talent it wishes to hire and then engage them through the Employer of Record’s legal framework.

See also: How Staffing Agencies Can Guarantee a Good Employee Experience With an EOR

Paying contractors around the world can be a complex process that takes time and focus from your team. With Deel you can easily pay contractors in 150+ countries, in more than 120 currencies and using more than 8 payment methods. Additionally you can use Deel to pay your contractors in bulk and automate the invoicing process that allows you to pay contractors effortlessly and on time with our global payroll services.

Deel provides 110+ enterprise-grade integrations and APIs for secure, flexible, and seamless data flow. Deel Global Payroll integrates with leading HRIS/HCM platforms, including Workday, SAP SuccessFactors, UKG, HiBob, BambooHR, and more. We are a GPC-certified (Global Payroll Cloud) partner of Workday for seamless, comprehensive integration.

We provide an open API that allows you to seamlessly integrate Deel Payroll solutions with your existing tech stack, including ERP, accounting system, time tracking, learning management, expense management, benefits administration, and more.