G-P Pricing

Globalization Partners does not publish pricing. That is the first thing you need to know, and it tells you something about who this provider is built for.

Industry estimates place Globalization Partners’s EOR fee at $699-1,000+ per employee per month, depending on country, headcount, and contract terms.

That makes it the most expensive mainstream EOR provider in the market.

The platform fee is not where the real cost sits.

Your actual monthly spend per employee will include employer taxes (15-45% of salary), a currency-conversion margin on every payroll cycle, a deposit reported at one to two months’ gross salary (G-P does not publish the figure), and, for complex enterprise deployments, possible one-time implementation fees.

We analysed third-party pricing data from eorHQ, Gloroots, and Anywherer, cross-referenced against G2 and Capterra buyer feedback, and modelled cost scenarios against the seven other providers reviewed here.

This page gives you the numbers to build a business case for or against Globalization Partners, not the numbers from a sales conversation you cannot verify.

What does G-P charge?

Starting price

G-P’s pricing is entirely quote-based. There is no pricing page, no published rate card, and no way to benchmark their fees without engaging their sales team. The only publicly listed price is $39 per contractor per month for contractor management.

Everything else requires a proposal.

Pricing model

Based on third-party pricing analyses and enterprise buyer reports, here is what you can expect.

Source: eorHQ, Gloroots, and Anywherer pricing analyses; G-P product pages. Verified April 2026. EOR prices are industry estimates, not published rates.

What affects the total cost

Volume matters. At 25-49 employees, third-party data suggests fees can drop to $750-900 per month. At 100+ employees with a multi-year commitment, quotes reportedly reach $550-700.

If you are bringing fewer than 10 employees, G-P may not accept the engagement at all.

The pricing opacity is not accidental. G-P targets enterprise procurement teams who expect custom proposals.

If your buying process requires a published rate card for apples-to-apples comparison, you will find this frustrating.

If your procurement team is accustomed to negotiating enterprise software contracts, it will feel familiar.

What does the G-P fee include?

Core features

The EOR fee covers employment through G-P’s owned local entity, compliant employment contracts, payroll processing, salary disbursement, statutory benefits administration, and tax withholding.

You also get onboarding and offboarding management, access to the G-P Meridian platform, and compliance monitoring across all 180+ countries.

Owned-entity model

The critical distinction: G-P operates 100% owned entities in every country it covers. There are no third-party intermediaries, no partner entities, no sub-contracting of the employment relationship.

When your employee has a payroll issue in Brazil or a termination question in Japan, G-P’s own team handles it through their own subsidiary.

That matters for your legal and compliance teams. Owned entities mean G-P carries direct liability. Partner-entity models introduce a layer of risk that some legal teams flag during due diligence.

If your procurement requires owned entities as a hard criterion, G-P and Remote are the only providers that meet it across their full coverage.

Compliance tooling

The fee also includes access to G-P Gia, an AI compliance tool that covers employment law across 50 countries. For basic compliance queries, this is included.

The full standalone G-P Gia subscription ($5,400/year) unlocks deeper functionality, but the version bundled with EOR handles the questions your People Ops team will ask most often.

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 40% on top of gross salary.

In France, they push past 45%. In the UK, employer National Insurance adds approximately 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 is reported to require 1-2 months of gross salary per employee as an upfront deposit (it does not publish the figure; confirm at quote). For a 25-person team with average monthly costs of $10,000 per employee, that locks up $250,000-500,000 in working capital.

Remote does not require a deposit. Multiplier and most peers quote a deposit by country rather than at G-P's reported scale. If your treasury team is sensitive to capital lock-up, this is the line item that will dominate the conversation.

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. For enterprise deployments requiring custom integrations with your HRIS, ERP, or payroll systems, setup fees reportedly range from $10,000 to $50,000+.

Smaller, standard deployments may not incur these, but confirm during procurement.

Benefits markups

Benefits markups. Supplemental benefits beyond statutory minimums carry additional costs. Third-party analyses estimate these add 15-20% on top of the base fee for broad benefits packages.

Statutory benefits administration is included, but anything above the legal minimum is quoted separately.

How does G-P compare on price?

Price ranking

G-P is the most expensive mainstream EOR provider. At an estimated $699-1,000+ per month, it costs 15-65% more than providers with published pricing. The deposit requirement and FX opacity compound the gap further.

Source: Provider pricing pages and third-party analyses, verified April 2026. All prices exclude employer taxes, salary, and FX costs. G-P prices are estimates from industry analyses.

For a team of 20 employees, choosing Remote over G-P saves approximately $24,000-96,000 per year in platform fees alone, plus the entire deposit requirement. Choosing Remofirst saves $120,000-192,000 per year.

Those savings come with trade-offs in entity ownership, country coverage, and compliance depth, but they are the numbers your procurement team will put on the comparison slide.

The closest comparison

The closest comparison is Remote: same 100% owned-entity model, published pricing at $599/month, no deposit. Remote covers fewer countries (85+ versus G-P’s 180+), so the question for your team is whether the additional 95+ countries justify the premium.

If your hiring plan fits within Remote’s footprint, the cost argument for G-P weakens significantly.

Is G-P worth the cost?

When the premium earns its place

G-P is worth the cost when your requirements make alternatives impractical. There are three scenarios where the premium earns its place.

You need owned entities in unusual jurisdictions. If your hiring plan includes countries that Remote, Deel, and Multiplier do not cover, G-P’s 180+ country footprint through owned entities eliminates the search.

You are not paying a premium for a better version of the same thing. You are paying for access to markets where cheaper alternatives simply do not operate.

Your legal team requires 100% owned entities. If your procurement process has flagged partner-entity risk as a disqualifier, your options narrow to G-P and Remote. G-P covers roughly twice as many countries.

If your hiring spans beyond Remote’s 85+ markets, G-P becomes the only option that meets the criteria.

You are running a complex enterprise deployment. If you need custom HRIS integrations, executive relocation support, or M&A-driven workforce transitions across 20+ countries simultaneously, G-P’s consultative approach and 12+ years of entity-ownership experience become relevant.

Newer providers may not have the operational depth for these scenarios.

When the premium does not earn its place

G-P is not worth the cost when your needs are straightforward.

If you are hiring in 5-10 standard markets, do not need complex compliance support, and your Finance team cares about cost predictability, paying $699-1,000+ per month when Remote pricing with no deposit is difficult to justify to your CFO.

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 we verified G-P pricing

Whichapp 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 compiled pricing estimates from three independent third-party analyses (eorHQ, Gloroots, Anywherer), cross-referenced against enterprise buyer reports on G2 and Capterra (2025-2026), and verified the $39/month contractor price against G-P’s own product pages.

Cost scenarios were modelled using estimated fees and country-specific employer tax data from official government sources.

G-P was not tested as a live product. EOR pricing estimates are derived from industry analyses and may differ from your negotiated quote.

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

Last reviewed: April 2026