Global Mobility · Global payroll
Payroll is where a compliance problem becomes a monthly one.
Every month, in every country, a payroll either matches the contract, the labour instrument and the tax rules, or it quietly does not. We run the cycle in each jurisdiction to its own rules, and report it to you as one view rather than as four sets of files in four formats.
Markets
Angola · Mozambique · South Africa · India
Cycle
Gross-to-net, filings, contributions
Reporting
One consolidated pack, one invoice
Chain
Contract → payroll → filings
What is included
What we carry for you
Monthly gross-to-net
Calculated in each jurisdiction against its own tax tables, contribution rules and the instrument that governs the employment — not a template applied across markets.
Statutory filings
Withholding returns, social-security declarations and the year-end obligations, filed on the local calendar rather than yours.
Employer contributions
Calculated, funded and reconciled, with the employer cost shown separately from the employee cost so the true cost of a role is visible.
Payslips and records
In the local language and format, with the records an inspection would ask for kept where they can be produced.
One reporting pack
A single consolidated view across countries — headcount, gross, employer cost, contributions — with the underlying detail available per country.
Expatriate cases
Allowances, split payrolls, hardship and housing arrangements, and the cross-border questions that a domestic payroll provider will not answer.
How it works
How a mandate runs
Step 01
Take on
We review the contracts, the instrument that applies and the current registrations before running anything, and we report what does not reconcile.
Step 02
Parallel run
The first cycle is run alongside your existing one, so differences are found before they reach an employee or a return.
Step 03
Run
Monthly cycle, approvals with a named contact on your side, filings on the local calendar.
Step 04
Report
One pack, one invoice, and the annual obligations raised before the deadline rather than after it.
The position
Why payroll outsourcing fails, and what prevents it
Payroll outsourcing that never saw the employment contract will faithfully reproduce whatever the contract got wrong. The provider calculates what it is told to calculate; the employer discovers the error at an inspection, a termination or a dispute, by which point it has been repeated twelve or twenty-four times and the liability has compounded.
Holding the employment file and the payroll file together removes the failure. When the contract, the permit and the payroll are drafted and run by the same team, a term that cannot be paid the way it was written is caught when it is written.
Several countries, one view
Companies operating across Angola, Mozambique, South Africa and India rarely have a payroll problem in any single one of them. They have a consolidation problem: four calendars, four formats, four sets of employer costs and no comparable view. That is the part we take.
Regulatory positions, contribution rates and processing sequences change and differ by activity. We confirm the current position for your case before you commit.
What you get monthly
- Gross-to-net per jurisdiction, to local rules
- Statutory filings on the local calendar
- One consolidated reporting pack
- One invoice across countries
By market
Where we run this ourselves
Common questions
What clients ask
Can you run payroll if we employ the staff directly?
Yes. Payroll is available on its own, whether the employer is your entity or ours. Where it is your entity, we work as your payroll provider and register accordingly with the authorities.
What happens in the first month?
A parallel run. We calculate the cycle alongside your existing process and reconcile the differences before anything is filed or paid, which is where legacy errors surface.
Do you make the payments to employees?
The arrangement depends on the market and on how the funding is set up; both funded-by-us and funded-by-you models are used. We agree which applies before the first cycle and it is stated in the contract.
Can you handle expatriate allowances and split arrangements?
Yes, and this is usually why a domestic provider is not sufficient. Housing, schooling, hardship and split-payroll arrangements have tax consequences in both countries, and they need to be structured, not just paid.
Send us one payslip and one contract.
From those two documents we can usually tell you whether the current arrangement reconciles, and what a take-on would involve. It is the fastest honest read available.