G-P

G-P Platform Screenshots

G-P platform overview

Summary

Pick G-P if your legal team requires 100% owned entities and you’re hiring across 180+ countries. At roughly $800/mo per employee, you’re paying for a cleaner compliance chain than Deel ($599) or Multiplier ($400), not for better UX. For regulated industries, that trade-off can be worth it.

The trade-offs are steep. The G-P Meridian platform feels a generation behind Deel and Remote. Onboarding runs 5–15 business days in markets where competitors finish in 2–3. There’s no self-serve contract flow — every engagement starts with a sales conversation. And the contractor management product was bolted on late and lacks the polish of Deel’s free contractor platform. G-P is the right provider for compliance-first enterprise buyers who can absorb the premium. For everyone else, newer platforms have closed the gap.

Pick G-P if these are priorities

• You need 100% owned entities across a wide map (180+ countries) with no partner chain.
• You can justify ~$800/mo for stronger legal defensibility in complex markets.

Skip G-P if these are non-negotiable

• You need 2–3 day onboarding and self-serve contracts for smaller teams.
• You are cost-sensitive and need pricing close to $400–$599/mo.

G-P: Key Facts

If G-P is on your shortlist, pressure-test feature fit in head-to-head comparisons, model all-in cost with the EOR cost guide, and validate talent demand in remote jobs by country.

What G-P Does Well

The largest owned-entity footprint in the industry

G-P owns its employing entity in every single one of its 180+ countries. No other major EOR provider comes close to this. Deel uses partner entities in roughly half its markets. Remote owns all its entities but only covers 85 countries. Multiplier mixes owned and partner across 150 countries. G-P’s coverage is both wider and structurally cleaner than every alternative.

The practical impact: in a Brazilian labor audit, G-P’s own LTDA is the entity sitting across from the inspector. In a German wrongful termination claim, G-P’s GmbH is the defendant, not a local PEO you’ve never met. For companies in financial services, healthcare, defense contracting, or any sector where your legal team asks “who exactly is the employer and what’s their capitalization?” — the answer being “G-P’s own entity” ends the conversation faster than explaining a partner-entity chain.

This also means G-P controls the employment contract templates, benefits packages, and termination procedures directly. No coordination delays with a third-party entity. No “our local partner handles that differently” surprises during offboarding.

14 years of operational muscle memory

G-P has been running EOR operations since 2012 — three years before Remote existed, seven years before Deel launched. That time compounds. Their employment contract library covers edge cases that newer providers haven’t encountered yet: German works council elections at the entity level, French collective bargaining agreement reclassifications, Japanese social insurance audits by the Nenkin Jimusho, Brazilian union notification requirements during mass layoffs.

The compliance team isn’t learning on the job. G-P’s in-house legal teams in Germany, the UK, Japan, and Brazil have handled thousands of employment lifecycle events — onboarding, salary adjustments, parental leave, long-term disability, and termination. When a client calls about a complex situation in France (redundancy during a maternity protection period, for instance), the response comes from an attorney who’s handled that scenario before, not a generalist reading a compliance wiki.

For enterprise buyers, this track record also streamlines procurement. G-P has completed security questionnaires for Fortune 500 companies hundreds of times. The SOC 2 Type II report, ISO 27001 certification, and GDPR data processing agreements are ready before your infosec team asks.

Termination handling that justifies the price

Terminations are where EOR providers earn their fee or expose their limitations. G-P’s owned-entity model and 14-year track record converge here. In Germany, termination protection under the Kündigungsschutzgesetz kicks in at six months. After that, you need social justification — and the Sozialauswahl (social selection criteria) calculation requires weighing tenure, age, dependents, and disability status. G-P’s German legal team runs this analysis routinely.

In Brazil, the math is different but equally nuanced: 40% FGTS penalty on accumulated balance, prorated 13th salary, accrued vacation plus one-third bonus, and 30 days’ notice (or payment in lieu). G-P models the full termination cost through its platform before you initiate the process, so there are no surprises on the final invoice.

Compare this to a partner-entity model where you’re relying on a local firm’s termination expertise. The firm may be competent, but you’re adding a layer of coordination. G-P eliminates that layer. For companies hiring senior employees in jurisdictions with strong protections — Germany, France, Japan, Netherlands, Brazil — this is the single strongest argument for paying G-P’s premium.

Works council and collective bargaining experience

Works councils are the compliance topic that separates experienced EOR providers from new entrants. In Germany, if G-P’s entity employs five or more people, employees can establish a works council (Betriebsrat) — and G-P cannot legally prevent it. The works council then has co-determination rights on working hours, overtime, performance monitoring tools, and restructuring. Managing this relationship requires dedicated HR infrastructure.

G-P has navigated works council elections, information and consultation procedures, and co-determination disputes across its European entities for over a decade. In France, they handle comité social et économique (CSE) obligations. In the Netherlands, they manage ondernemingsraad requirements. These aren’t checkbox items — they’re ongoing operational commitments that affect how you manage employees day-to-day. G-P’s experience here is deeper than any provider that entered Europe after 2018.

Benefits packages grounded in local benchmarking data

G-P publishes country-specific benefits benchmarks and adjusts standard packages based on 14 years of in-market data. In the UK, their default package includes private medical, dental, and life insurance above statutory minimums. In Singapore, supplemental health layers on top of MediShield Life. In Germany, they offer supplemental health insurance above the standard GKV/PKV structure.

The benchmarking data matters because it tells you whether your offer is competitive in a given market, not just compliant. G-P’s benefits team can tell you that a ₹15 lakh base in Bangalore needs gratuity plus supplemental health to match local offers, or that a London hire expecting £80k will also expect private medical and enhanced pension contributions beyond the 3% auto-enrollment minimum. Newer providers offer compliance-grade benefits. G-P offers market-competitive packages based on actual hiring data.

Where G-P Falls Short

~$800/mo makes every hire an enterprise decision

G-P doesn’t publish pricing. That’s the first red flag. In practice, you’ll get a custom quote after a sales-led scoping process. Compare that to Deel at $599/mo (published, negotiable to $400–$500 at volume), Multiplier at $400/mo, or Remote at $599/mo.

For a 10-person international team, G-P is usually priced at a premium versus Deel and Multiplier. In many deals, the premium is meaningful before optional setup or add-on services.

The pricing opacity compounds the problem. You can’t model costs until you’ve had a scoping call with the sales team. Competitors let you price a hire on their website in 30 seconds. G-P requires a meeting, a proposal, and contract negotiation. For a startup hiring two people in the UK and one in Germany, that sales cycle alone is a reason to go elsewhere.

The Meridian platform still trails the pack

G-P rebuilt its platform as “G-P Meridian” in 2023 and made genuine improvements — cleaner navigation, better document management, and a mobile-responsive interface. But it still feels a step behind Deel’s dashboard and two steps behind Rippling’s unified HR platform.

Contract generation involves more manual steps than it should. Where Deel lets you self-serve a locally compliant employment agreement in minutes, G-P’s process routes through a CSM and takes 1–3 days for contract creation alone. The employee self-service portal handles payslips and basic document access, but leave management and expense tracking feel grafted on rather than native. Reporting requires CSV exports where competitors offer in-app dashboards with real-time analytics.

For a People team managing 50+ international employees who live in their EOR platform daily, the accumulated friction is real. Every extra click, every manual export, every “let me check with your CSM” adds operational drag. G2 reviews consistently cite “great people, mediocre software” — and that quote captures the experience accurately.

Onboarding speed is a competitive disadvantage

G-P quotes 5–15 business days for standard onboarding. In practice, the UK and Canada run 5–7 days. Germany takes 7–10 days. Brazil stretches to 10–15 days. Deel finishes UK and Canada hires in 2–3 days, Germany in 4–5, and Brazil in 5–7. Remote is comparable to Deel in most markets.

The gap comes from G-P’s more manual compliance review process. Every contract, benefits enrollment, and entity registration goes through human review rather than automated workflows. That thoroughness is defensible from a compliance perspective — but when a candidate has competing offers and your start date is two weeks away, G-P’s timeline can cost you the hire.

The sales process adds more delay. Because G-P doesn’t offer self-serve contract generation, your first hire in a new country requires a scoping call, commercial proposal, and contract setup before onboarding even begins. That front-loaded cycle can add 1–2 weeks to the overall timeline for a new market entry.

No self-serve path for smaller buyers

Deel lets you sign up, generate a contract, and start onboarding without talking to anyone. G-P requires a sales conversation for every new engagement. There’s no pricing page, no self-serve contract builder, no “get started” button that actually gets you started.

For enterprise buyers with procurement teams and 18-month planning horizons, a consultative sales process is expected and even preferred. For a 15-person startup that just raised a Series A and needs an engineer in Berlin by next month, the sales cycle is an obstacle. Every day spent in proposal review is a day the candidate is talking to other companies.

G-P has introduced G-P Meridian Core (a lighter product tier) and made moves toward self-service, but the core engagement model remains sales-led. If you value speed-to-first-hire as a deciding factor, Deel and Remote are structurally faster.

Contractor management is an afterthought

G-P added contractor services to its platform, but the product feels bolted on. The contractor workflow is separate from the EOR flow, lacks built-in misclassification risk scoring, and doesn’t offer the self-serve invoice management that Deel provides for free. There’s no contractor-to-EOR conversion path built into the platform — you’d need to off-board the contractor and re-onboard as an EOR employee.

Deel’s contractor platform is free, supports unlimited contractors in 150+ countries, handles W-8BEN/W-9 collection, and lets you convert contractors to employees within the same dashboard. If you’re managing a mixed workforce of contractors and full-time EOR employees, G-P’s contractor tooling is a reason to run a second provider alongside it — which defeats the single-platform advantage.

Pricing Breakdown

Volume discounts: Teams on annual, multi-country contracts can negotiate lower rates, but G-P does not publish discount tiers publicly.

What’s included in the base fee: Employment contract generation, local payroll processing, statutory benefits administration, tax withholding and filing, dedicated CSM support, compliance documentation, and access to G-P Meridian platform.

What’s not included: Work permit and visa processing (government fees passed through at cost), hardware procurement, co-working or office space stipends, equity administration (G-P does not manage stock option plans), and enhanced benefits above their standard country packages.

Annual cost example: 15 employees at ~$800/mo = ~$144,000/year. The same 15 employees on Deel at $599/mo = $107,820/year. On Multiplier at $400/mo = $72,000/year. The G-P premium over Deel is ~$36,180/year, and over Multiplier it’s ~$72,000/year. That delta buys you 100% owned entities and 14 years of compliance track record — a real value proposition for some buyers, an unjustifiable premium for others.

G-P: Region-by-Region

Deep dive: For detailed compliance analysis of G-P in Asia, see our eor.asia review.

Pros and Cons

How G-P Compares

Case Studies

Real User Feedback

What users praise:

• Compliance confidence from 100% owned entities — repeatedly cited as the top reason for choosing G-P
• Dedicated CSMs who know their assigned countries deeply and respond same-day
• Employment contract quality — legal teams consistently rate G-P’s templates above competitors
• Termination support in complex markets (Germany, Brazil, Japan) where in-house legal teams handle the process
• Benefits packages that are competitive in local markets, not just statutory minimums
• Enterprise security posture (SOC 2 Type II, ISO 27001) that passes procurement review without friction

What users complain about:

• Platform usability is the most common criticism — “great people, mediocre software” appears in dozens of G2 reviews
• Onboarding timelines that feel slow compared to Deel, especially in straightforward markets like the UK and Canada
• Pricing opacity — multiple reviewers cite frustration with not knowing costs until after a sales conversation
• Setup fees and per-country activation charges that weren’t flagged during the initial sales process
• Contractor management product feels like an afterthought compared to Deel’s integrated contractor platform
• Support quality varies between dedicated CSM interactions (excellent) and general support tickets (inconsistent)

Our Final Verdict

Use G-P if: You’re an enterprise or upper mid-market company hiring 15+ employees across multiple continents and compliance certainty is a non-negotiable requirement. G-P is the right choice when your legal team demands owned entities in every market, your procurement team requires SOC 2 and ISO 27001 certification, and your industry faces regulatory scrutiny where the identity of the employing entity actually matters. If you’re hiring in Germany, France, Japan, or Brazil and expect complex terminations or works council interactions, G-P’s 14 years of in-house legal experience in those markets is worth the premium. The dedicated CSM model also fits companies that want a named point of contact rather than a chat queue.

Skip G-P if: You’re a startup or growth-stage company hiring fewer than 15 people internationally. Deel gets you onboarded in 2–3 days at $599/mo with self-serve contracts and a free contractor platform — that operational speed matters more than entity ownership when you’re in hiring mode. If your hiring is concentrated in 10–15 countries and you want owned entities without enterprise pricing, Remote covers 85 markets at $599/mo with a more modern platform. If cost is the primary driver, Multiplier at $400/mo halves your EOR spend. And if you already run Rippling for domestic HR, their EOR module keeps everything in one system for less money than G-P charges.

Bottom line: G-P is the provider you choose when the compliance conversation matters more than the cost conversation. Owned entities in 180+ countries, 14 years of operational history, and genuinely deep expertise in complex European and Latin American labor markets — no competitor offers all three. The price is premium, the platform is dated, and the onboarding speed won’t impress anyone who’s used Deel. But for companies where a labor audit, a wrongful termination claim, or a works council dispute could create material business risk, G-P’s structural advantages justify what you’re paying. Start with the question: “Does my company need the employer to be a G-P-owned entity, or is a partner acceptable?” If the answer is the former, G-P belongs at the top of your shortlist. If the answer is the latter, you have faster and cheaper options.

Frequently Asked Questions

How much does G-P cost?

Quote-based — G-P doesn’t publish pricing. Expect ~$800/mo per employee depending on country mix, headcount, and scope. Ask for all-in cost: setup fees, benefits admin charges, per-country surcharges. Always request a line-item breakdown during the scoping call before committing.

Does G-P use owned or partner entities?

100% owned in all 180+ countries. No partners. Deel uses partners in ~50% of markets; Multiplier is mixed; Oyster HR is 100% partner. Remote also owns all entities but only covers 85 countries. G-P’s 180 owned-entity footprint is unmatched for compliance-first buyers.

How fast can G-P onboard someone?

5–15 business days. Singapore/Canada: 3–5 days. UK: 5–7. Germany: 7–10. Brazil: 10–15. Work permits add 4–12 weeks. Slower than Deel (2–5 days) — G-P’s compliance review adds human checkpoints. If speed is your top criterion, G-P isn’t the fastest.

Is G-P worth the premium over Deel or Remote?

Yes, if your risk profile demands it. Owned entities in 180 countries eliminate compliance chain-of-custody questions. Regulated industries (financial services, healthcare) where employer identity matters in audits — G-P’s premium is justified. SaaS startups hiring engineers — Deel ($599) or Multiplier ($400) deliver 90% of the value at 50–75% of the price.

Can G-P help transition employees to our own entity?

Yes. G-P assists with transitions to your entity or another EOR. Process: 4–8 weeks, new contracts with receiving entity. Cleaner than partner-entity providers because G-P controls offboarding through owned entities — no third-party coordination. Vistra offers deeper entity incorporation support for the full corporate lifecycle.

When should we set up our own entity instead?

Around 15–20 employees in one country, entity overhead usually beats EOR fees. Below that, G-P or Deel is faster than entity setup ($15k–$50k, 2–6 months). See EOR vs entity for the breakeven math.

Who should skip G-P?

Startups hiring fewer than 15 people internationally — Deel gets you onboarded in 2–3 days with self-serve contracts. Cost-conscious buyers — Multiplier at $400/mo halves EOR spend. Companies already on Rippling — their EOR module may be cheaper. G-P is for enterprises where compliance conversation matters more than cost.

For market-level context beyond vendor features, see EOR pricing hidden costs and browse remote jobs by country to understand demand patterns.

Further Reading

• Deel vs. G-P: New Guard vs Category Pioneer
• GoGlobal EOR Review: Mid-Market Owned-Entity Alternative
• Vistra EOR Review: Enterprise APAC Corporate Services
• EOR vs. Entity Setup: When to Switch
• Best EOR Providers 2026: Full Comparison

Anchal Katyal · Founder, eorHQ

Anchal has spent over a decade in product strategy and market expansion across Asia and the Middle East. She evaluates EOR providers on compliance depth, entity ownership, payroll accuracy, and in-country support quality.

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