TopSource review

Provider claims180+ EOR countries and130+ payroll countries. Master defines delivery partners as partly/wholly owned companies or subcontractors, while TopSource retains primary service responsibility. The dated audited subsidiary list supports owned entities across multiple regions, including Dispersa, Compandben, Blueback and TopSource names, but marks some dormant, sold or liquidated. It is not a current180-country employer/licence map, and country employment eligibility remains subject to local law and the order.

Identity and brand relationships

Current TopSource brand follows TopSource Worldwide rebrand in2025. Own timeline traces TopSource Global Solutions to2003, PEO Worldwide to2013 and Horizon-backed combination in2020; Capterra/G2 use2004, so dates describe different histories. Registry12987655 is active, incorporated October30 2020, formerly Golf Bidco until October2021. PEO Worldwide, Compandben and Blueback Global are acquired/related delivery brands, not additional independent competitors; Bradford Jacobs EOR division was acquired, not necessarily the entire Bradford Jacobs business. Other payroll acquisitions include Select Payroll, Capital Payroll, eSlip, Epsilon and Practical Payroll.

Legal portal links fee list labelled October2026, future relative to September16 capture. It lists GBP500per worker for resignation/client contract termination, and GBP350per hour plus external legal fees for client-led transfers or mutual termination agreements; other exits require addendum/country agreement. Additional benefits/insurance/permit ad-hoc fees can apply. This is published schedule evidence, not confirmation these future-labelled charges already govern every current customer.

G2 four and historical concern

All four displayed TopSource G2 accounts are now read: three G2-invited/incentivized accounts from September 2024 and one Organic April 2023 PEO complaint. Positive observations concern global payroll visibility, local experts and reliable updates; wishes include automation/reporting and simpler/lower-cost service. The 2023 reviewer alleges absent support, months-long issue resolution and inflexible processing times without identifying country, issue type or payment loss. No provider reply or resolution is displayed. Generic SLA praise supplies no contractual target/remedy. Sparse historical accounts do not establish current failure rates.

All four displayed TopSource G2 accounts are now read: three G2-invited/incentivized accounts from September 2024 and one Organic April 2023 PEO complaint. Positive observations concern global payroll visibility, local experts and reliable updates; wishes include automation/reporting and simpler/lower-cost service. The 2023 reviewer alleges absent support, months-long issue resolution and inflexible processing times without identifying country, issue type or payment loss. No provider reply or resolution is displayed. Generic SLA praise supplies no contractual target/remedy. Sparse historical accounts do not establish current failure rates.

FX and invoice disputes

Annex defaults invoicing to local territory currency unless agreed otherwise. FX uses Ebury at transaction time or another bank/data-provider rate chosen by TopSource; no fixed spread or interbank guarantee published. Master allows invoice disputes within5days of receipt with reasons; undisputed portion remains payable. No universal invoice correction deadline found. Taxes without markup do not establish zero FX markup.

All four displayed TopSource G2 accounts are now read: three G2-invited/incentivized accounts from September 2024 and one Organic April 2023 PEO complaint. Positive observations concern global payroll visibility, local experts and reliable updates; wishes include automation/reporting and simpler/lower-cost service. The 2023 reviewer alleges absent support, months-long issue resolution and inflexible processing times without identifying country, issue type or payment loss. No provider reply or resolution is displayed. Generic SLA praise supplies no contractual target/remedy. Sparse historical accounts do not establish current failure rates.

Human support and local expertise

EOR pages promise named account/local specialists, quarterly workforce reviews and24/5telephone support. Portico claims direct access to in-country people for compliance/payroll issues. Master does not make advertising contractual; response/resolution service levels belong in order/SOW. No current severity-based SLA, measured local response times or independent resolution statistics obtained.

Portico site describes employer payroll management, employee mobile/desktop payslips, leave, expense and attendance workflows, GPS attendance and receipt-based AI expense categorisation. HR modules are explicitly available only in selected countries; Annex allows Portico EoR or an alternative platform. Consolidated accounts describe a combination of third-party apps and own Portico software. No authenticated trial or country-by-country parity map performed.

G2 four and historical concern

All four displayed TopSource G2 accounts are now read: three G2-invited/incentivized accounts from September 2024 and one Organic April 2023 PEO complaint. Positive observations concern global payroll visibility, local experts and reliable updates; wishes include automation/reporting and simpler/lower-cost service. The 2023 reviewer alleges absent support, months-long issue resolution and inflexible processing times without identifying country, issue type or payment loss. No provider reply or resolution is displayed. Generic SLA praise supplies no contractual target/remedy. Sparse historical accounts do not establish current failure rates.

Mandatory and supplemental benefits are supplied at client expense; special benefits/insurance sourcing may incur ad-hoc administration. Client must report leave promptly and accurately. Annex defines HR processes broadly to include salary changes, bonuses, expenses and benefits, with formal communications through TopSource. Portico advertises configurable leave/benefit/expense rules, but no country insurer terms, expense payout timetable or independent claims outcome obtained.

Client directs daily work but TopSource alone initiates/writes formal HR processes, employment changes, discipline and termination unless separately agreed. Client reports performance/grievance problems within5businessdays; local legal process and performance-improvement timelines apply. Client must not tell worker about termination/disciplinary intent without TopSource involvement. Client approval of employment contract does not confer unilateral dismissal authority.

IP assignment

EOR-created worker IP is assigned to client without extra TopSource service fee. Necessary local deeds/procedures and outside legal fees require client approval and are client-funded. Client covers proven infringement caused by its direct instructions. TopSource keeps platform/service IP under master; no executed local employment IP chain, moral-rights waivers or third-party challenge tested.

Legal portal links fee list labelled October2026, future relative to September16 capture. It lists GBP500per worker for resignation/client contract termination, and GBP350per hour plus external legal fees for client-led transfers or mutual termination agreements; other exits require addendum/country agreement. Additional benefits/insurance/permit ad-hoc fees can apply. This is published schedule evidence, not confirmation these future-labelled charges already govern every current customer.

Termination cost and transfer process

TopSource checks legal termination grounds; notice and statutory amounts must be funded before termination. Client bears applicable severance/holiday/notice and proven dispute costs for instructed terminations without grounds; mutual settlement needs client approval. Employee costs persist until actual lawful employment end. Transfer to own entity/vendor is subject to local law, cooperation and order costs, with no guaranteed completion deadline. Data return/deletion on written request is subject statutory retention and may involve client expense.

EOR DPP treats TopSource and client as independent data-sharing controllers, naming TopSource Infotech Solutions Pvt Ltd as approved processor in India. Published intragroup agreement covers group/client processing and EU/UK transfer instruments; TopSource retains responsibility for processor acts. Data includes HR/payroll/bank/immigration information; special categories need separate agreement. No complete current cloud-hosting, onward-processor or country residency matrix obtained. DPP forbids solely automated significant decisions outside agreed purposes.

Incident and data exit obligations

EOR DPP requires notice without undue delay of data-protection breach, assistance and return/deletion on written instruction subject legal retention. India processor agreement requires prompt incident notice/restoration at its expense, annual audits and30days notice to TopSource before subprocessors change. These intragroup controls do not automatically grant clients an identical30day approval right or numerical incident SLA. No independently established TopSource data breach/outage found in targeted sources; absence of public evidence is not incident-free assurance.

Current TopSource brand follows TopSource Worldwide rebrand in2025. Own timeline traces TopSource Global Solutions to2003, PEO Worldwide to2013 and Horizon-backed combination in2020; Capterra/G2 use2004, so dates describe different histories. Registry12987655 is active, incorporated October30 2020, formerly Golf Bidco until October2021. PEO Worldwide, Compandben and Blueback Global are acquired/related delivery brands, not additional independent competitors; Bradford Jacobs EOR division was acquired, not necessarily the entire Bradford Jacobs business. Other payroll acquisitions include Select Payroll, Capital Payroll, eSlip, Epsilon and Practical Payroll.

G2 four and historical concern

All four displayed TopSource G2 accounts are now read: three G2-invited/incentivized accounts from September 2024 and one Organic April 2023 PEO complaint. Positive observations concern global payroll visibility, local experts and reliable updates; wishes include automation/reporting and simpler/lower-cost service. The 2023 reviewer alleges absent support, months-long issue resolution and inflexible processing times without identifying country, issue type or payment loss. No provider reply or resolution is displayed. Generic SLA praise supplies no contractual target/remedy. Sparse historical accounts do not establish current failure rates.