Picture a company headquartered in Manchester that has just hired its first two engineers in Berlin and a sales lead in Lisbon.

Its founders built the business on UK payroll, PAYE, and pension auto-enrolment, and now they need a single system that protects those British obligations while onboarding people in countries they’ve never employed anyone in before. That search almost always starts with a hunt for the best global HR software, and the results seldom arrange themselves into a clean ranking.

A flat top-10 list hides the thing that matters most to a UK buyer: two tools can both call themselves global HR software and solve different problems. One runs your system of record and your HMRC payroll. Another employs staff in Portugal on your behalf so you skip setting up a local entity. This guide groups the platforms by what they do, so you can match a category to your need instead of comparing a core HR suite against an employer of record as though they were the same purchase.

One rule holds across every category. For a UK business, GDPR and employment compliance aren’t features to shop for, they’re the baseline. Any platform worth a shortlist has to keep clean records for HMRC Real Time Information and pension auto-enrolment, and store personal data in line with UK GDPR. The list below assumes that floor and judges each tool on what it adds above it.

What to look for in global HR software for UK businesses

Before you book a single demo, get clear on which problem you’re solving. A 40-person UK company adding a handful of European hires wants a different shape of tool from a 2,000-person group running payroll in nine countries. These five questions sort the field fast.

• UK compliance baseline: Does it handle PAYE, RTI submissions, statutory sick pay, and auto-enrolment without a manual workaround, and can it keep the multi-year leave records UK law now expects?
• Multi-country coverage: Can one record hold an employee in Leeds and a colleague in Warsaw, with local workflows and languages, or does each country need its own bolt-on?
• Payroll model: Is UK payroll native or run through a partner, and how does pay get processed everywhere else, in-house or through connected local providers?
• Data residency and GDPR: Where does employee data sit, and can you prove lawful handling under UK GDPR to an auditor or a works council?
• Integrations: Does it connect to your finance system, identity provider, and job boards through a real marketplace, or through brittle one-off exports?

Hold those five up against every tool below, starting with the platforms built to be your system of record.

All-in-one core HR platforms for UK global teams

These platforms own your people data and run day-to-day HR. They’re the system of record a growing UK business sits on top of, and the best of them carries your British compliance while giving people in every office a modern experience. The strongest all-rounder for a UK company going global leads this group, and the list as a whole.

1.    HiBob

Bob, HiBob’s HR platform, fits the company this guide opens with: a UK business with people spread across borders. Bob Core holds one set of records for every employee, whether they sit in Bristol or Barcelona, with local workflows and languages on a single data model rather than a separate instance per country. That multi-country core is what makes it a natural fit for a UK head office adding teams across Europe.

For UK teams, the compliance story runs deep. Bob meets UK GDPR, giving a data protection officer the access controls and audit-ready history they want to see, and its native UK payroll files with HMRC and supports IR35, so PAYE and year-end forms like the P60 stay in the same system as your HR records. Where you already run local payroll abroad, the Payroll Hub connects those providers into one dashboard instead of asking you to rip them out. An open marketplace and APIs connect Bob to your finance and identity stack, with SSO handling access.

The honest catch: pricing comes through a demo, not a public rate card, and Bob is foundation-first, so a customer commits to Bob Core and then switches on Talent or Payroll on top. For a UK business that wants its system of record and its HMRC payroll under one roof, that foundation-first model is the point rather than a drawback.

Where it fits: UK-headquartered companies with international teams that want core HR and UK payroll in one modern system, with global payroll coordination on top.

Price: Not published; HiBob builds a quote around your headcount and the suites you add, arranged through a demo.

2.    BambooHR

BambooHR is one of the most familiar names in people-focused HR, and reviewers reward it with an average of 4.4 on G2 drawn from more than 5,000 reviews. Its clean interface makes core HR and onboarding approachable for a UK team that’s outgrowing spreadsheets. For a business whose workforce is based in the UK, that simplicity is a genuine strength.

Two limits show up as UK companies scale abroad. Customisation is shallow, so teams that want to reshape workflows or reporting hit a wall, and limited customisation is the platform’s most common review complaint. Its global depth is thinner than its US-centric roots suggest, which matters once you’re running people and pay across several countries. UK payroll and international payroll both lean on partners rather than a native engine.

Where it fits: Growing UK teams that want an easy, people-first core HR system and keep most of their workforce in Britain.

Price: Tiered per-employee model (Core, Pro, and Elite), quoted by headcount rather than published as a flat rate.

3.    Rippling

Rippling put HR and payroll on the same record as your IT provisioning, and the market rewards it with an average of 4.8 on G2 drawn from more than 12,000 reviews, among the highest on this list. For a UK business that wants device provisioning and app access to move in lockstep with hiring, that cross-functional reach is real.

The trade-offs are worth naming. Rippling’s breadth brings a steep learning curve, one of the most cited frustrations in its reviews, and small teams often find they’re paying for modules they won’t switch on for months. The IT-and-HR crossover that defines the product can leave day-to-day employee experience feeling secondary to systems administration. UK payroll and international coverage depend on which modules you buy.

Where it fits: UK scale-ups that treat HR and IT as one problem and have the appetite to configure a broad platform.

Price: Custom quotes; industry roundups cite entry pricing from around $8 per user a month, with the total driven by the modules you add.

4.    Personio

Personio is popular with UK and European SMEs that want to formalise HR without enterprise overhead, and it posts a 4.4 on G2 drawn from more than 800 reviews. It centralises employee records and absence management behind a tidy interface, which suits a UK company transitioning off fragmented tools.

Its ceiling shows in two places. Reviewers point to missing features and thin customisation as teams grow, and Personio’s strength sits inside Europe: coverage and depth outside the EU stay weaker, which matters for a UK business hiring in North America or APAC. Advanced workforce planning is light next to platforms built for that job.

Where it fits: UK and European small and mid-sized businesses putting structured HR in place for the first time.

Price: Quote-based and tailored to headcount; European plans have been cited from around 95 euros a month.

5. Namely

Namely is a mid-market HRIS that brings HR and payroll into one place for US-centric teams, with benefits management alongside, and it sits lower on user sentiment than most here, at an average near 3.9 on G2. UK buyers tend to shortlist it when a business has a sizeable American footprint next to its British base.

The caveats are practical. Reviewers describe slower issue resolution once implementation ends, and note that time and payroll functions could sit closer to the core HRIS than they do. Its centre of gravity is the US market, so a UK-first company gains less from it than an American one would.

Where it fits: Mid-sized companies with a strong US presence that want their core HR and payroll in one system.

Price: Per employee, starting near $9 per person a month, with tailored plans above that.

6. Sage HR

Sage HR is a lightweight, modular HR system that UK teams often meet through the wider Sage finance ecosystem. It averages 4.3 on G2, though on a smaller base of under 100 reviews, and it covers the core HR essentials a small British business needs day to day.

Its limits are about scope. Sage HR stays modest next to platforms built for scale: its integrations and advanced HR depth are limited, and reviewers flag clunky setup and navigation. For a UK company with real international ambitions, it tends to run out of room as headcount and countries grow.

Where it fits: Smaller UK businesses that want straightforward core HR, often alongside other Sage products.

Price: Quote-based, priced per employee with modular add-ons.

Employer of record and global hiring specialists

These platforms don’t replace your HR system, they let you employ someone in a country where you have no legal entity. For a UK business that wants one hire in Portugal without opening a Portuguese company, an employer of record (EOR) is the fast path. Most pair EOR with contractor management and global payroll.

7. Deel

Deel is the best-known name in employer-of-record hiring, live in more than 150 countries, and it carries a 4.7 on G2 drawn from more than 6,500 reviews. For a UK company that wants to employ a designer in Poland or a contractor in Brazil next week, Deel handles the local contract and payroll compliance without you standing up an entity.

Reviewers raise two recurring concerns. Payment issues and delays surface often enough to be the platform’s most common complaints, and several note that EOR costs run high, near $599 per employee a month at the standard tier, which adds up across a growing team. Deel is a hiring and payments layer rather than your core HR system of record, so most UK buyers run it next to a platform like the ones above.

Where it fits: UK companies hiring employees or contractors abroad without setting up local entities.

Price: Contractors from around $49 per month; employer-of-record from around $599 per employee a month.

8. Remote

Remote covers the same ground as Deel, employing and paying people in scores of countries on your behalf, and it averages 4.5 on G2 drawn from more than 4,800 reviews. It’s a credible pick for a UK business that wants country-specific benefits and local-currency pay handled for a distributed team.

The friction shows up after signup. Support quality and delays are the two complaints reviewers raise most, and slower response times can bite when a payroll deadline is close. Like other EOR tools, Remote sits beside your core HR system rather than replacing it, so plan for how the two share data.

Where it fits: UK teams building a distributed workforce that want employment and payroll handled country by country.

Price: Contractor plans from around $29 per month; employer-of-record from $699 per employee a month.

Enterprise HCM suites for larger UK organisations

When headcount runs into the thousands and governance gets serious, the enterprise suites earn a look. They bring depth in analytics and workforce planning, plus multi-entity structures that mid-market tools don’t match, and they ask for the implementation budget and specialist team to go with it.

9. ADP

ADP is a payroll-first institution with decades of compliance history behind it, and its Workforce Now platform posts a 4.2 on G2 drawn from more than 4,200 reviews. For a large UK organisation that treats payroll accuracy and regulatory coverage as the first priority, ADP’s scale is reassuring.

The common gripes are about the experience, not the engine. Reviewers describe difficult navigation and an interface showing its age against newer cloud tools, and support quality draws frequent criticism. Advanced HR features often depend on which modules you’ve bought, so the base package can feel thinner than expected.

Where it fits: Larger UK organisations that put payroll reliability and compliance ahead of modern experience.

Price: Quote-based, scaled to headcount and the modules you select.

10. UKG

UKG is strong in workforce management, with time-and-attendance and scheduling tools that suit shift-based UK sectors like retail and healthcare. It averages 4.3 on G2 drawn from more than 2,100 reviews, and its labour-cost visibility is a genuine draw for operations-heavy teams.

Depth comes with a cost. Reviewers point to a steep learning curve and inconsistent support as the two sticking points, and broader HR capability often means adding optional modules on top of the core. For a UK business that prioritises engagement or all-in-one simplicity over scheduling, it can feel heavier than the job requires.

Where it fits: Larger, shift-based UK employers that need advanced scheduling and labour management.

Price: Quote-based, in line with enterprise workforce-management suites.

11. Workday

Workday is the reference point for enterprise HCM, built for global organisations that need deep analytics and workforce planning across many entities. It posts a 4.1 on G2 drawn from more than 1,600 reviews, and large UK groups value its governance and reporting once it’s in place.

Getting it in place is the challenge. Reviewers cite complexity and a demanding learning curve as the recurring themes, with navigation that can frustrate. Implementations run in months with a partner and a dedicated HRIS team. For a mid-sized UK company going global, Workday often brings more machinery than the situation calls for.

Where it fits: Large UK enterprises with the resources to run a configurable, global-scale HCM.

Price: Quote-based, geared to enterprise budgets.

Choosing the best global HR software for your UK business

The right pick comes down to the shape of your problem, not the length of a feature list. A UK business hiring one or two people abroad might start with an EOR such as Deel or Remote and add a core HR system later. A larger group with a dedicated HRIS team can carry the weight of Workday or ADP. Most UK companies going global sit in the middle, and that’s where an all-in-one core HR platform earns its place.

For that middle, the case for Bob is straightforward. It treats UK compliance as the baseline: native HMRC payroll with IR35 support, and GDPR-grade data handling, then it builds a modern employee experience and multi-country core on top. A UK head office adding teams across Europe gets one system of record and its British payroll, with a Payroll Hub for everywhere else, without trading away the daily experience that keeps people engaged. That combination is why it leads this list for UK businesses with international teams.

Global HR for UK businesses: FAQ

What is the best HR software in the UK?

There isn’t one winner for every UK business, because the best fit depends on size and on how international you are. A small domestic team values simplicity and price, while a scaling company wants a modern core HR platform that carries HMRC payroll and grows with headcount. Shortlist against your own must-haves, starting with UK compliance and the payroll model, then judge each tool on what it adds above that floor.

Which payroll software is HMRC approved?

HMRC doesn’t ‘approve’ software with a formal seal; it recognises payroll software that can file Real Time Information (RTI) and handle PAYE alongside pension auto-enrolment. The practical test is whether a system files RTI on time and produces the P60s and P11Ds your employees and HMRC expect. Some HR platforms run UK payroll in-house, such as Bob, whose UK payroll files with HMRC and supports IR35, while others route pay through a connected provider. Check HMRC’s list of recognised payroll software and confirm the vendor sits on it before you commit.

What is the difference between global HR software and an EOR for UK companies?

They solve different problems. Global HR software is your system of record: it holds employee data and runs HR workflows, and it reports across every country you operate in, whichever way payroll is handled. An employer of record (EOR) acts as the legal employer of someone on your behalf in a country where you have no entity, taking on the local contract and payroll compliance. A UK company hiring its first person in Spain might use an EOR to make that hire, then keep everyone, UK and international, inside a single global HR platform. Many businesses run both.

How does global HR software handle GDPR and data residency?

For a UK business, UK GDPR sets the baseline: employee data has to be handled on a lawful basis and held no longer than it’s needed. Strong platforms give you role-based access controls and audit trails, plus clear answers on where data sits, which matters when a works council or an auditor asks. When you shortlist, ask each vendor where UK and EU employee data is hosted and what certifications they hold. A tool that can’t answer those questions in plain terms isn’t ready for a regulated, multi-country workforce.

Which global HR software works best for a UK company hiring across Europe?

It depends on how you employ people, as direct hires or through local entities, but the pattern that fits most UK companies is a modern core HR platform for the system of record, paired with native or connected payroll for each country. Bob suits this well: a UK head office keeps one record for staff in London and Madrid alike and files its UK payroll with HMRC in the same system. Local European payroll providers connect through the Payroll Hub. If you’re hiring in a country where you have no entity, add an EOR for those specific roles. The aim is one source of truth for people data, whatever the local employment setup.

Costco is slated to expand across North America over the next couple of months, with more than a dozen warehouses scheduled to open in the U.S. and Canada.

The company has already been growing this year in the U.S. and beyond, opening stores in California, Florida, Georgia, Minnesota, New York, Texas, Utah and Wisconsin, as well as Mexico and Taiwan.

Now, more warehouses are expected to open before the end of the year.

Five new Costco warehouses are set to open in October in Lee’s Summit, Missouri; The Colony, Texas; Amherst, New York; Lawrence, Kansas, and Camarillo, California.

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Costco is set to expand across North America over the next couple of months. (David Paul Morris/Bloomberg / Getty Images)

In November, Costco will open nine additional warehouses, including four in Canada — Northeast Edmonton and Lloydminster in Alberta and East Windsor and Wasaga Beach in Ontario.

The U.S. stores set to open in November will be in South Meridian, Idaho; Vallejo, California; Chandler, Arizona; Newport News, Virginia, and Franklin, Wisconsin.

For some of the new stores, Costco is just relocating within the same city.

For example, the warehouse set to open soon in Newport News is replacing a store that has been in the city since 1988, after Costco purchased a 32-acre property a few blocks from its current warehouse, aiming to build a 163,000 square-foot retail warehouse and fuel station.

Five warehouses are set to open in October, with nine more scheduled for November, including four in Canada. (Gary Hershorn/Getty Images / Getty Images)

Costco is also planning to open warehouses in even more communities.

Downey, California, approved a plan earlier this year for a new store, while proposals were submitted over the summer in Charleston County, South Carolina, and Hillsborough County, Florida, according to local media.

The company is also exploring possible warehouses in Fresno, California; Lake St. Louis, Missouri; Southborough, Massachusetts; Silver Spring, Maryland; Scottsdale, Arizona, and Des Plaines, Illinois.

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Costco is also planning to open warehouses in even more communities. (Angus Mordant/Bloomberg / Getty Images)

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Despite the expansion plans, Rhode Island, West Virginia and Wyoming will have to wait for now, as Costco is not expected to expand into any new states.

This comes after CEO Ron Vachris said earlier this year that the company wants to open 30 or more warehouses annually over the next five to 10 years. About half of those would be new warehouses in the U.S., while the remainder would open in locations around the world, with Vachris pointing out Mexico, Canada, Asia, Europe, Australia and New Zealand as potential spots for some of the future warehouses.

SANTA CLARA, Calif. — Advanced Micro Devices shares rose Wednesday after management told a Citi conference that data-center sales could reach about $70 billion in 2027 — roughly double this year’s expected run — and that the addressable AI market could hit $2 trillion by 2030.

The stock traded at $519.03 around 11:12 a.m. Eastern, up $13.29, or 2.63%, extending a Tuesday jump of nearly 6% after the same remarks. CLSA lifted its price target to $710 from $575 and kept an Outperform rating, raising 2027 and 2028 earnings estimates by 25% to 29% on higher MI-series GPU volume and price assumptions.

The $70 billion figure is the number the tape heard. AI GPUs are expected to contribute sales in the low $40 billions next year, with server CPUs making up the rest. Server CPU revenue is projected to grow more than 80% year over year in the second half of 2026 and more than 70% in 2027. Management also raised its 2030 server-CPU market view to $220 billion from earlier, much smaller, estimates. Inference, not training, is now “the majority driver of AI computing,” according to Citi’s summary of the session, as workloads move from chatbots toward agentic systems that need more CPUs beside the accelerators.

That mix is already visible in the last reported quarter. On Aug. 4 AMD posted second-quarter revenue of $11.54 billion, up 50% from a year earlier. Non-GAAP earnings were $1.66 a share. Data-center sales were $6.7 billion, up 107%, and 58% of the company, versus about 42% a year earlier. EPYC CPU sales rose about 70%. Gaming revenue fell 31% to $779 million.

“We delivered an excellent quarter, with record revenue and profitability as Data Center revenue more than doubled year-over-year,” Chair and CEO Lisa Su said in the release. “We enter the second half with strong momentum as EPYC demand accelerates, Instinct deployments scale and Helios begins to ramp.” Third-quarter guidance was about $13 billion, plus or minus $300 million, implying 41% year-over-year growth at the midpoint and 56% non-GAAP gross margin.

Helios, the rack-scale stack of Instinct GPUs, EPYC CPUs and Pensando networking, is the product the 2027 number rides on. MI450 production shipments started in the third quarter, with a larger ramp in the fourth quarter and into early 2027. Su said on the earnings call that AMD would launch “a new rackscale AI platform every year.” For 2027 that means MI500 GPUs, Verona CPUs and both copper and optical interconnects. Customer work on MI500 is “very strong,” she said, and the company expects the largest generational leap in Instinct history.

The customer list is no longer a single logo. OpenAI committed to multi-gigawatt Instinct deployments, a deal AMD has described as more than $100 billion of potential revenue over years, with equity-linked warrants. Meta’s expanded pact covers up to 6 gigawatts of custom GPUs and CPUs, also with a performance warrant of up to 160 million AMD shares that vest as shipments and the stock price climb, the last tranche at $600. Anthropic agreed to deploy up to 2 gigawatts of MI450-class GPUs in Helios, first gigawatt in the first half of 2027. Microsoft will put Helios on Azure for inference. AMD said it has locked $29 billion to $30 billion of purchase commitments. Lead customers have raised forecasts above their original 2027 plans. Neo-cloud buyers are appearing behind them.

Constraints are the other half of the story. Advanced wafers, high-bandwidth memory and packaging are tight. That is why a $519 stock can still sell off on a beat, as it did after the August print when guidance looked rich to bulls and thin to people who wanted an even steeper second half. Gaming is a drag: Su said higher component costs “weighed on overall demand” for graphics cards. Client PCs are only a partial offset.

The valuation assumes the $70 billion lands. AMD is tracking “materially ahead” of the November analyst-day model that called for more than 35% revenue growth and $20 of annual EPS in the strategic window; management now says it will beat both. A $850 billion-plus market cap at midweek prices pays for a second source to Nvidia that actually ships racks, not slides. If MI450 yields slip, if HBM stays rationed, or if OpenAI and Meta digest capacity, the multiple compresses. Warrants dilute if the stock keeps rising. Nvidia still owns training mindshare.

Wednesday’s 3% is the market marking the Citi slides, not a new quarter. Su’s job from here is to turn $13 billion of guided sales this quarter into a visible Helios run-rate that makes $40 billion-plus of 2027 GPU revenue look like arithmetic. The AI TAM slogan is $2 trillion. The operating slogan is racks out the door before the memory and substrate lines say no.

The leader of Britain’s trade unionists has told Andy Burnham the government should introduce a “social tariff”, paid for by a bank surcharge, to help low and middle earners with their energy bills.

A social tariff is a discount on bills based on household income, and the TUC says it believes two-thirds of households could benefit.

The TUC says the bank surcharge, which was reduced in 2023 from 8% to 3% by the then Conservative government, should be reversed – and estimates it would raise £9bn over four years.

TUC leader Paul Nowak said: “I think it will appeal to the prime minister. These are policies that make a difference in the real world and people can see a value in them.”

In a wide-ranging BBC interview ahead of its annual congress in Brighton next week, the TUC general secretary said next month’s Budget needed to show “the government is back in the service of the British people”.

While he said Burnham had got off to a good start as prime minister, he had a series of “asks” of the prime minister and the new Chancellor, John Healey.

Top of his list is more help with energy bills, saying: “We need to drive down inflation – those energy bills are fuelling inflation.

“And millions of families up and down the country are worried about turning on their heating this winter.”

Burnham has already offered “breathing space” – as he calls it – on the cost of living by temporarily scrapping VAT on electricity bills from October.

Nowak said the proposal for a social tariff would be popular with Labour MPs; while the Liberal Democrats and the Greens in England and Wales have called for a windfall tax on banks too.

However, UK Finance, which represents well-known banks and lenders, has suggested that heavier levies would undermine the government’s ambition to deliver “growth in every postcode” and would damage international competitiveness.

The organisation argues that UK banks face a heavier tax burden than those in the US, for example.

So could the TUC’s revenue-raising measure be counter-productive and threaten jobs in finance?

Nowak is sceptical. “I can’t believe banks would leave the UK just because we are restoring the surcharge to where it was in 2023. Bank share prices have risen faster here than in New York,” he said.