10 Best Sage HR Alternatives & Top Competitors 2026

Deel shows up in nearly every conversation where Sage HR starts feeling too small for global needs. It’s built for teams that hire across several countries and want everything, EOR, payroll, compliance, under one roof. Startups love it because they can spin up employees anywhere without dealing with local entities. Bigger orgs like the reporting and the contractor workflows.

How it differs from Sage HR

• Deel runs global payroll and EOR directly; Sage HR only handles HRIS basics.
• Compliance libraries and localized contracts come baked in, which saves legal time.
• The onboarding flow is far more structured; Sage HR leaves more to admin setup.
• Deel’s pricing model scales with usage, not seats, and that matters for small teams.
• Immigration support is built in, something Sage HR doesn’t attempt.

Community Score & Reviews Summary

• G2 Score: 4.6 (2,300+ reviews)
• Trustpilot Score: 4.7 (1,400+ reviews)

Multiplier is a good fit for teams expanding into APAC, where they’re particularly strong. It doesn’t try to be everything, but the mix of EOR, payroll, and benefits is enough for companies stepping beyond Sage HR’s limits.

How it differs from Sage HR

• EOR and global payroll are built-in; Sage HR requires add-ons.
• Benefits are localized better in APAC countries.
• UI is simpler but not as feature-heavy as Remote or Deel.
• Pricing works well for teams with a few hires in multiple countries.
• Immigration support is available without heavy process overhead.

Overall Score & Reviews Summary

• G2 Score: 4.5 (300+ reviews)
• Trustpilot Score: 4.3 (150+ reviews)

RemoFirst gets attention when a company wants EOR capability without the premium price tag. I’ve seen lean teams choose it simply because it gives them what they need—hire someone abroad, stay compliant—and doesn’t introduce unnecessary features. It’s more pragmatic than polished, which some founders actually prefer.

How it differs from Sage HR

• Offers low-cost EOR in many markets; Sage HR doesn’t.
• Contractor management is simpler but more globally focused.
• Customer support tends to be more direct and hands-on.
• Lacks Sage HR’s traditional HRIS modules, which is fine for small orgs.
• Pricing is predictable and usually lower than bigger EOR platforms.

Overall Score & Reviews Summary

• G2 Score: 4.8 (150+ reviews)
• Trustpilot Score: 4.6 (200+ reviews)

Remote appeals to teams that care as much about the employee experience as the employer workflow. Sage HR feels functional; Remote feels more polished and globally aware. Companies scaling across 3–5 countries usually consider this their “balanced” option.

How it differs from Sage HR

• Built-in EOR entities, whereas Sage HR expects integrations.
• Strong equity and benefits workflows for distributed teams.
• Cleaner UI; feels more cohesive than Sage HR’s modular structure.
• Pricing is flat and easy to forecast.
• Remote’s local insights reduce manual compliance work.

Overall Score & Reviews Summary

• G2 Score: 4.6 (800+ reviews)
• Trustpilot Score: 4.4 (400+ reviews)

Oyster tends to attract remote-first teams that want transparency in pricing and a well-organized hiring workflow. It’s friendlier than Sage HR if your workforce is scattered across time zones.

How it differs from Sage HR

• Predictable pricing; less “nickel-and-dime” feeling.
• Country intelligence hub helps small teams avoid rookie compliance mistakes.
• HRIS capabilities are lighter than Sage HR’s core modules.
• Contractor management is better suited for async teams.
• Benefits marketplace is more globally aware.

Overall Score & Reviews Summary

• G2 Score: 4.4 (400+ reviews)
• Trustpilot Score: 4.3 (180+ reviews)

Trinet isn’t a global hiring platform. It's a US PEO, which means it handles HR, payroll, and compliance for domestic teams. Companies using Sage HR in the US sometimes move to Trinet when they simply want someone else to run HR for them.

How it differs from Sage HR

• Operates as a PEO, not an HRIS or EOR.
• Benefits administration is far more robust.
• Compliance support is hands-on.
• Not suitable for global employment like Sage HR integrations might be.
• Pricing is based on payroll and insurance, not software seats.

Overall Score & Reviews Summary

• G2 Score: 4.1 (600+ reviews)
• Trustpilot Score: 3.9 (300+ reviews)

G-P is the veteran in this space, and large companies tend to trust that. When Sage HR falls short in compliance-heavy countries, G-P often becomes the “safe bet.” It’s not the cheapest, but it’s one of the more consultative EOR experiences.

How it differs from Sage HR

• Much deeper compliance infrastructure.
• Better suited for enterprise procurement processes.
• Offers a full managed-service model—not just software.
• Global coverage is broader with stronger in-country expertise.
• Pricing is premium but stable for bigger headcounts.

Overall Score & Reviews Summary

• G2 Score: 4.5 (500+ reviews)
• Trustpilot Score: 4.2 (250+ reviews)

Papaya’s appeal is different. It’s not trying to be your HRIS; it’s trying to be the engine that runs payroll across multiple countries cleanly. Companies usually look at it when Sage HR creates too much manual work around payroll consolidation.

How it differs from Sage HR

• Built for multi-country payroll automation; Sage HR isn’t.
• Analytics and forecasting are much deeper.
• EOR exists but payroll is the real strength.
• Integrations push data cleanly into finance tools.
• Setup takes more time but pays off for complex payroll.

Overall Score & Reviews Summary

• G2 Score: 4.5 (500+ reviews)
• Trustpilot Score: 4.0 (200+ reviews)

Atlas runs its own entities, which makes it attractive to companies that don't want a “middleman” EOR model. Sage HR doesn’t offer that kind of reach on its own. Atlas is more enterprise-leaning but still workable for midsize teams.

How it differs from Sage HR

• Owned-entity EOR means more control and fewer third parties.
• Compliance guidance is deeper in-country.
• HRIS feels heavier but covers more global workflows.
• Pricing varies more than Sage HR’s simpler model.
• Implementation needs more planning.

Overall Score & Reviews Summary

• G2 Score: 4.2 (200+ reviews)
• Trustpilot Score: 4.0 (120+ reviews)

Safeguard is often the pick for companies entering tricky markets—LATAM, parts of EMEA, anywhere compliance turns messy. Sage HR doesn’t attempt to solve these challenges directly.

How it differs from Sage HR

• Broader compliance services, not just software.
• Global workforce deployment options beyond EOR.
• Implementation takes longer but is thorough.
• Works well for companies with internal HR teams already in place.
• Pricing reflects a more enterprise-oriented service model.

Overall Score & Reviews Summary

• G2 Score: 4.3 (250+ reviews)
• Trustpilot Score: 4.1 (130+ reviews)