Pros
Continued work-from-home setup – Employees were able to retain their remote work arrangement after the acquisition, which supports flexibility and work-life balance. No strict return-to-office requirement – Since Deel does not maintain a corporate office in the Philippines, employees benefit from a fully remote setup. Brand transition maintained (PayAsia under Deel) – The acquired entity continues to operate under the PayAsia identity within Deel, which helps maintain some level of familiarity for employees and clients.
Cons
Reduction or loss of existing benefits – Transitioning from PayAsia to Deel may result in the removal or downgrading of previously established employee benefits, creating dissatisfaction among long-tenured staff. Challenging and unclear performance bonus structure – The performance bonus (P4P) appears difficult to achieve due to stricter or less transparent criteria, compared to the more straightforward metrics previously used. Decline in employee engagement initiatives – Activities such as charitable events and team building have been significantly reduced or removed after the acquisition, affecting morale and team cohesion. Impact on tenured employees – There are instances where long-tenured employees have been affected by role changes or terminations following the transition, contributing to concerns about job security and organizational stability. Inefficiencies in Customer Success Manager (CSM) support – Coordination with CSMs can be challenging, as concerns are often forwarded without sufficient filtering or resolution. There also appears to be a gap in country-specific payroll knowledge, which can delay issue resolution. Platform limitations and usability issues – The Deel platform still requires improvement in terms of functionality and user experience. Lack of comprehensive time and attendance features – Current tools focus more on time tracking rather than a fully integrated time and attendance system capable of handling payroll interpretation needs. Limited transparency during and after transition – Communication around changes, expectations, and long-term plans may not be consistently clear. Cultural misalignment – Differences between PayAsia’s previous work culture and Deel’s operating style may create adjustment challenges.