GLOBAL PEO
Co-Employ. Manage. Scale. Across 160+ Countries.
Professional Employer Organisation Services. 100% Compliance.
Global Deployments provides Global PEO services across our core markets and a global service network reaching 160+ countries. We co-manage employment obligations including payroll, HR, compliance, and statutory benefits, so your business can focus on growth rather than administration.
- Co-employment model with shared HR responsibility and risk management
- In-country legal and HR teams across our core markets
- No local entity or subsidiary required on your side
Trusted by 200+ companies across 5 continents
48hr Onboarding
Fast deployment
Full Compliance
Local labor law coverage
160+ Countries
Global PEO coverage
Global PEO Solutions
Complete Global PEO Services. Core Markets and Beyond.
From co-employment contracts to payroll, HR administration to compliance management, Global Deployments handles workforce complexity across our core markets and global service network. One provider. One engagement.
Co-Employment Setup
Establish a compliant co-employment relationship in any of our markets. Contracts, local statutory registration, and HR frameworks set up by in-country teams in as little as 48 hours.
Shared Payroll Management
Accurate, timely payroll in local currency across all markets. Statutory deductions, tax withholding, and contributions managed in coordination between our in-country team and your HR function.
Compliance Management
Remain fully compliant with local employment laws, statutory obligations, and regulatory requirements across all jurisdictions. Managed by in-country legal professionals in each market.
Benefits Administration
Statutory and supplementary benefits administered in line with local law. Social security, health insurance, pension contributions, and mandatory local entitlements across every market we serve.
Strategic HR Support
Beyond administration, our in-country HR specialists provide strategic workforce guidance. Local employment practices, market benchmarks, and workforce planning across all jurisdictions.
Rapid Deployment
Get your co-employed workforce operational in as little as 48 hours. In-country teams are already active and operational across our core markets. No setup delay on your side.
Why Choose Global Deployments
The Global PEO Advantage. Scale Effortlessly.
Global PEO management across multiple jurisdictions does not have to be fragmented. Our in-country teams and dedicated local specialists ensure your co-employed workforce is always compliant.
Local Expertise
Navigate co-employment obligations, statutory rates, and HR requirements across multiple jurisdictions. In-country legal and HR professionals in our core markets, with local specialists managing every additional market we service.
Complete HR Support
Full-service HR management from co-employment contract drafting and in-country registration through to workforce offboarding. All markets under one PEO engagement.
Fast Implementation
Your co-employed workforce is operational in as little as 48 hours. In-country teams are already active across our core markets. Extended markets follow the same accelerated process.
Payroll & Benefits
Shared payroll management in local currency across all markets. All statutory contributions, tax withholding, and mandatory benefits calculated and filed by in-country teams.
Risk Mitigation
Under the co-employment model, Global Deployments assumes shared employment liability in each jurisdiction. This reduces your exposure to labour claims, regulatory penalties, and compliance failures.
Global Mobility & Immigration
Visa, work permit, and residence permit support for co-employed international staff relocating to any of our core markets. Managed by in-country immigration specialists.
Our Global PEO Features
Our Global PEO Perks
With Global Deployments as your Global PEO partner, you can grow your international workforce without the overhead of establishing and managing local entities in each target market.
Cost Reduction
Eliminate the cost of local entity setup, in-country HR hires, and compliance infrastructure. The Global PEO model puts that overhead on us, not you.
Operational Efficiency
Streamline co-employment operations across multiple jurisdictions with unified processes. One PEO provider, one engagement, consistent compliance standards running in parallel across all markets.
Dedicated Support
A dedicated account manager oversees your PEO engagement across all markets. Always available for queries, escalations, and country-specific HR guidance.
Global Coverage
Co-manage your workforce across our core markets and 160+ countries through a single Global PEO provider. Consolidated HR reporting and oversight under one contract.
Unified Operations
Manage your entire co-employed global workforce from one point of contact. Consistent HR processes and aligned compliance standards across all active markets, tracked through our platform.
Easily Scalable
Scale your co-employed workforce from 1 to 1,000+ employees across our core markets and global service network without adding entity complexity or compliance burden.
OUR EOR PLATFORM
Your Global Workforce.
Managed in One Place.
160+ Countries. One Platform. Total Workforce Visibility.
Hire, onboard, and pay employees across 160+ countries through a single platform. Global Deployments gives you full visibility over your international workforce, with in-country compliance handled locally and everything managed centrally through one provider.
- Full visibility over your entire global workforce, across every active market. Track headcount, payroll, and compliance status in one place.
- Local legal and HR specialists managing statutory obligations, payroll, and employment law in every jurisdiction you hire in. No gaps. No guesswork.
- One account manager. One platform. One consolidated invoice for your entire global operation, regardless of how many markets you are active in.
Full Compliance
Local labor law coverage
160+ Countries
Global service network
In-Country Teams
Local expertise in every market
Testimonials
Client Stories
Hear from the organizations we have helped scale. Discover how our streamlined solutions and local expertise empower businesses to scale confidently across borders.
“Global Deployments onboarded our team across Morocco and Kenya in under 72 hours. Their in-country entities gave us legal certainty we couldn’t get from any other EOR provider.”
SetPiece Technologies
“We compared six global EOR providers. Global Deployments was the only one that provided us a transparent list of their registered entities, partners and pricing breakdown. That was the decision.”
Osiris Payroll LLC
“The compliance expertise that Global Deployments brings has been critical to our rapid growth. They’ve helped us navigate complex regulations in 8 different countries.”
Ordell Finance
FAQ - Global Deployments & Global PEO
Everything You Need to Know: Global PEO
What is a Global PEO?
A Global PEO (Professional Employer Organisation) is a company that enters into a co-employment arrangement with a client business to manage HR, payroll, benefits, and statutory compliance for the client’s employees across one or more countries. Unlike an EOR, where the provider is the sole legal employer, a PEO model shares employment responsibilities between the provider and the client company.
What is the difference between a Global PEO and a Global EOR?
The key difference lies in the legal employment structure. A Global EOR becomes the sole legal employer of the employee in the target country, absorbing full employment liability. A Global PEO operates under co-employment, sharing that liability between the PEO and the client. EOR is typically preferred when companies want maximum legal protection. PEO suits companies that want to retain more employer identity while outsourcing HR complexity.
What is co-employment?
Co-employment is a contractual arrangement where two companies, the PEO and the client, share employer responsibilities for the same workforce. The PEO typically manages HR administration, payroll, benefits, and statutory compliance, while the client retains operational control and direction of the employees. Both parties carry defined employer obligations under local law.
Why use a Global PEO instead of managing HR in-house?
Managing international HR in-house requires hiring country-specific employment lawyers, payroll specialists, and HR managers, plus establishing a legal entity in each market. A Global PEO eliminates that infrastructure cost, transferring HR complexity to a provider with existing in-country expertise. It allows companies to scale internationally without building a parallel HR organisation.
What types of companies benefit from Global PEO services?
Global PEO services are particularly suited to mid-market and enterprise companies expanding into new international markets, companies deploying larger teams that benefit from shared HR infrastructure, and businesses that want to retain employer identity and co-manage HR strategy while outsourcing administrative and compliance obligations to a local expert.
Which countries does Global Deployments provide Global PEO services in?
Global Deployments provides Global PEO services across 160+ countries. Core markets include Mauritius, Morocco, Kenya, South Africa, and Dubai, where in-country legal and HR teams manage co-employment, payroll, and compliance directly. Additional markets are accessible through our global service network.
How quickly can a Global PEO engagement be activated?
Global Deployments typically activates co-employment arrangements within 48 hours of engagement across our core markets. In-country teams are already active and operational, which eliminates setup delays and allows clients to begin employing almost immediately after contract execution.
What HR functions does a Global PEO manage?
Under a Global PEO engagement, Global Deployments manages employment contract drafting under local law, in-country employee registration, payroll processing in local currency, statutory contribution filing, tax withholding, benefits administration, and employee relations support, all in coordination with the client’s own HR function.
How does payroll work under a Global PEO?
Payroll is managed jointly under the co-employment model. Global Deployments processes payroll in local currency in each market, including all statutory deductions, social security contributions, health insurance, pension contributions, and income tax withholding, while the client retains full visibility and input into compensation decisions.
What employment liabilities does a Global PEO assume?
Under the co-employment model, Global Deployments assumes shared liability for payroll compliance, statutory contribution obligations, statutory benefits entitlements, and employment contract validity in each market. The specific allocation of employer obligations is defined in the co-employment agreement between Global Deployments and the client company.
Can a Global PEO manage workforces across multiple countries simultaneously?
Yes. Global Deployments manages co-employed workforces across multiple markets simultaneously under a single PEO engagement, with unified HR reporting, one point of contact, and one contract covering all active jurisdictions.
What is included in a Global PEO service from Global Deployments?
A Global PEO engagement with Global Deployments includes: co-employment contract drafting under local law, in-country statutory registration, payroll processing in local currency, statutory contribution management, tax withholding and filing, benefits administration, and dedicated HR and account management support. Immigration and enhanced benefits are scoped separately.
How are statutory benefits managed under a Global PEO?
Global Deployments manages all statutory benefits in each co-employment market, including NPF and NSF (Mauritius), CNSS, AMO, and CIMR (Morocco), NSSF and SHIF (Kenya), UIF and SDL (South Africa), and end-of-service gratuity (Dubai), in full compliance with local law.
Is Global PEO suitable for businesses of all sizes?
Global PEO services scale to fit organisations of all sizes. Whether deploying a team of 5 or 500 across our markets, Global Deployments provides a co-employment framework that grows with your workforce without adding entity complexity or compliance burden as headcount increases.
What is the difference between a Global PEO and a domestic PEO?
A domestic PEO operates within a single country, providing co-employment services to businesses that want to outsource HR administration, payroll, and benefits management locally. A Global PEO provides the same co-employment model across multiple countries, enabling businesses to hire and co-manage employees internationally without establishing legal entities in each market. The key operational difference is jurisdictional complexity: a Global PEO must manage employment law compliance, statutory contribution rates, payroll obligations, and benefits requirements across multiple distinct legal frameworks simultaneously. This requires in-country legal and HR expertise in each market, not just centralised HR administration.
How much does a Global PEO service cost?
Global PEO pricing is structured on a per-employee-per-month (PEPM) basis. Costs vary by market depending on statutory contribution rates, mandatory benefits obligations, and the scope of HR services required under the co-employment arrangement. Global PEO engagements typically cost more than payroll-only outsourcing because they include shared HR management, strategic workforce support, and co-employment liability management in addition to payroll processing. Providers typically offer more favourable rates for larger teams and multi-country engagements. Global Deployments prices all PEO engagements on a fully custom basis reflecting the specific markets, headcount, and HR requirements of each client.
What is the difference between a Global PEO and a Global Employment Organisation (GEO)?
The terms Global PEO and Global Employment Organisation (GEO) are often used interchangeably in the industry, but they describe slightly different arrangements. A GEO is a broader term for any provider that enables companies to employ workers internationally, including EOR structures where the provider is the sole legal employer. A Global PEO specifically refers to a co-employment model where employment responsibilities are shared between the PEO and the client. In practice, many providers use both terms loosely. When evaluating a provider, the important question is not the terminology but the legal employment structure: is the provider becoming the sole legal employer (EOR), or are you entering a co-employment arrangement (PEO)?
Can a Global PEO support workforce expansion without requiring a local entity?
Yes. The core purpose of a Global PEO is to enable companies to expand their workforce internationally without establishing a local legal entity in each target country. The PEO’s existing legal entity or in-country infrastructure in each market provides the employment structure through which workers are co-employed. The client company can direct and manage the employees operationally while the PEO manages the statutory and administrative employment obligations. This makes the Global PEO model particularly valuable for companies testing a new market, deploying a small team, or operating in multiple countries where the cost of local entity setup is not justified.
How does a Global PEO handle employee relations and workplace disputes?
Under a co-employment arrangement, both the Global PEO and the client company carry defined employer obligations. Employee relations issues, including disciplinary matters, grievances, and workplace disputes, are handled in coordination between the PEO’s in-country HR specialists and the client’s management team. The PEO manages the procedural compliance aspects of any dispute, ensuring that the process follows local employment law. In markets with mandatory conciliation or arbitration requirements, such as South Africa’s CCMA process or Kenya’s Employment and Labour Relations Court, the PEO’s in-country legal team ensures that the client’s exposure is managed within the correct regulatory framework.
How does a Global PEO manage GDPR and data privacy compliance for international employees?
International employee data must be handled in compliance with the data protection laws of each jurisdiction where employees are based. In markets within the European Economic Area, GDPR applies. In African markets, applicable frameworks include Kenya’s Data Protection Act 2019, South Africa’s POPIA (Protection of Personal Information Act), and Mauritius’s Data Protection Act 2017. A Global PEO managing employee data across multiple jurisdictions must ensure that payroll data, employment records, and personal information are processed, stored, and transferred in compliance with the applicable local data protection legislation. Global Deployments manages employee data in compliance with the data protection framework of each market it operates in.
Can a Global PEO manage contractors as well as full employees?
A Global PEO is designed for the co-employment of full employees, not independent contractors. Engaging contractors under a PEO structure would create misclassification risk, as the co-employment relationship implies employment obligations that are inconsistent with independent contractor status. Companies needing to compliantly engage contractors internationally should use a Contractor of Record (COR) service rather than a PEO. A COR acts as the formal agent of record for contractor engagement, managing localised contractor agreements, invoicing, and payments without creating an employment relationship. Global Deployments provides both Global PEO for employees and Contractor of Record services for independent contractors.
What is the process for ending a Global PEO engagement?
Exiting a Global PEO engagement involves transitioning the co-employment relationship in each market. This typically requires serving contractual notice under the PEO service agreement, conducting a compliant offboarding process for affected employees in accordance with local law in each jurisdiction (including notice periods, final payroll settlement, and deregistration with statutory authorities), and either transferring employees to a new entity or terminating the employment relationship. The PEO manages the compliance elements of the exit process in each market, ensuring that statutory obligations, accrued entitlements, and procedural requirements are met before the engagement closes. Exit timelines vary by market depending on local notice and severance rules.
How does a Global PEO differ from outsourced HR?
Outsourced HR refers broadly to delegating HR administration functions (recruitment, training, payroll processing, benefits administration) to a third-party provider, without changing the legal employment relationship. The client remains the legal employer. A Global PEO goes further: it enters into a formal co-employment relationship with the client, sharing employer liability for statutory obligations, employment contract validity, and compliance in each jurisdiction. This means the PEO is not just administering HR on the client’s behalf, it is legally co-responsible for employment in each market. For international operations, this distinction is significant because it determines where compliance liability sits when local employment law is not followed correctly.
What industries use Global PEO services most?
Global PEO services are used across industries, but the highest adoption is in technology (software, SaaS, fintech), professional services, engineering and construction, NGOs and international development organisations, and financial services. Technology companies use Global PEO to scale distributed engineering and sales teams across multiple countries quickly without entity overhead. Engineering and construction firms use it to deploy project-based workforces in markets where building a permanent HR infrastructure is not cost-effective. NGOs and international development organisations use it to deploy field staff in emerging markets compliantly. In all cases, the common driver is the need to hire internationally fast, without committing to full local entity setup.