15+ Best Time and Attendance Systems of 2025: Reviewed

TimeClock Plus is robust, with many features we do not use because our payroll company provides them, but it's nice to know the tools are there. The dashboard and exceptions filter make it simple for managers to approve their employees' hours and time-off requests. TCP has decent training videos. The PTO calendar and employee notifications are very helpful. Integration into my payroll, Gusto, was seamless.

We switched to TimeClock Plus (TCP) when we experienced unacceptable issues with Homebase. TCP integrated with my payroll company, Gusto. TCP was very cost-effective when we used the minimum features. TCP has decent geofencing and geolocation, which was a requirement by the owner. TCP also has overlapping features with my payroll that we didn't need, but it was nice to have the option as a backup.

TimeClock Plus can be overwhelming for a small business, as it has many features that might not be used. Some employees reported that their times weren't being recorded properly, but managers could easily log in and make adjustments. It can be expensive if you purchase features you do not utilize.

TimeClock Plus is a lot like Kronos to me, with many features. I like it for how customizable everything is, and their help team walked me through the process for anything I couldn't figure out.

First, determine if you need all the features offered. We narrowed everything down to the Time and Attendance Essentials. TimeClock Plus integrates with everything, but ensure it's a seamless integration with your payroll. TCP has serious scalability, so if you anticipate a lot of growth, this is a solid system.

I've only used TimeClock Plus recently.

TimeClock Plus is great for mid-sized to large organizations that need a high level of customization. TCP worked extremely well for a small manufacturing business, though we only utilized the minimum features.

Paylocity’s user-friendly design makes managing HR tasks incredibly easy. Tracking employee hours, processing payroll, and handling benefits is convenient and helps prevent errors. The reporting and analytics tools provide a clear overview of the team’s performance, enabling me to make informed decisions.

We chose Paylocity to address numerous issues with our previous HR and payroll system. The old system caused delays in paychecks and dissatisfaction among employees due to multiple errors.

We needed a solution that could manage everything from payroll to career development in a single platform. Paylocity stood out because of its simplicity and useful features, and it’s scalable to support our company's growth.

Since implementing Paylocity, we've seen significant improvements in payroll accuracy, compliance with statutory requirements, and employee satisfaction. Employees can now view their pay stubs and request leave on their own, streamlining HR tasks.

I've been using Paylocity for approximately two years, and it has transformed our HR processes, making everything more efficient.

Paylocity's customer service can be slow, which is frustrating when dealing with urgent issues. While the customization features are helpful, they can sometimes feel limited and don’t always fit our needs perfectly. The mobile app, though functional, could benefit from design improvements to make it more user-friendly and enjoyable to use.

Paylocity stands out because of its simple layout and ease of use, unlike other platforms that require extensive manuals just to understand basic functions. It offers a one-stop shop for HR tasks, including payroll and talent management, without being overly complex.

The self-service portal for employees, which allows them to manage their own information, is a great feature that fosters a sense of belonging and teamwork. Paylocity seems tailor-made to meet our organizational needs, ensuring smooth operations and employee satisfaction.

When choosing an HR and payroll system like Paylocity, usability and compatibility with other programs are key factors. Ensure the platform is easy to use for HR staff and employees alike, and that it integrates seamlessly with other tools your company uses.

Customer support is also crucial, as you’ll need reliable assistance during setup and daily use. Additionally, consider future scalability—choose a system that can grow with your company without requiring major overhauls down the road.

Paylocity has made several improvements over time, particularly by adding new analytics and reporting features that help companies better understand their employees. The platform has maintained its ease of use with a redesigned interface and a more intuitive mobile app.

They’ve also introduced social collaboration tools and personalized employee dashboards, making it easier for employees to access their work-related information and engage with colleagues. These updates reflect Paylocity’s commitment to meeting HR needs and keeping employees engaged and satisfied.

Paylocity is ideal for mid-sized businesses that need a comprehensive solution for HR and payroll tasks. It efficiently handles employee payments, time tracking, and benefits management on one simple platform.

The employee portal allows workers to access their data and communicate with others, making it a great fit for companies that value collaboration and satisfaction among their staff.

Additionally, HR professionals needing strong reporting and analytics tools will benefit from Paylocity's capabilities.

The platform is straightforward and user friendly. It allows me to keep track of any employee requests. Its tracker for employee disciplinary issues is easy to follow. The system is great for payroll management.

I have used Buddy Punch to manage employees for clients since 2021. The service is a platform that allows employees to have hands-on access to necessary information like time off and payroll. My clients were looking for an option that enabled them to track expenses, manage employees, and maintain disciplinary information for each member of the team i.e. late arrivals. It has been an affordable alternative to other products for my clients (particularly small team startups). Buddy Punch simple interface allows the HR team to keep track of important changes when I need legal guidelines or employee related team management.

I don’t have any major complaints about the product outside of it being difficult to contact support. The software can be slow to update but it is more than worth the price. It can take extra time to manually upload data.

Buddy Punch is pretty great in comparison to some of its competitors. The service is affordable and user friendly. For about $60 per year, you know what you are getting and your expectations are often exceeded.

Do you need a product that is more AI focused? Are you rapidly expanding and will you have time to manually update information?

I have used Buddy Punch since 2021 and it has been a consistent service. They have improved the loading time.

Buddy Punch is good for small-medium sized organizations that are easing their way into effective HR. At a $60 annual price point, it is easy to manage and offers simple functionality but a great experience.

I appreciate that the app has a clean interface and is easy to use, which our employees also seem to like.

Our organization has been using this tool for over 15 months to schedule per diem employees, who are hired as needed. Previously, there was a significant inefficiency in coordinating between management and gig workers, particularly in contacting workers promptly. This platform allows temp workers to schedule themselves at any time of day, effectively resolving the issue and streamlining the scheduling process for gig workers.

Currently, there’s nothing specific that I dislike about the tool.

While there are competitors like UKG and Q-Genda that offer similar services, this tool stands out for our particular needs.

Consider whether you employ many temporary workers and if your workforce is tech-savvy enough to utilize mobile technology effectively. These factors are crucial in determining the suitability of this tool for your organization.

To my understanding, the services provided by this tool have not undergone significant changes since their inception.

This tool is highly effective for small organizations that rely heavily on part-time or temporary workers.

• I like that you can use one platform to run multiple payrolls for different countries.
• I like that they make hiring contractors in other countries easier.
• I like that they make understanding other countries' payroll and employment laws easy with all sorts of helpful resources.

Our small start-up company of under 50 employees was looking to hire international consultants in various areas, mainly Canada, Brazil, and later Poland and Ireland. We've used Deel for about 2 years now mainly for contract management and international payroll, and used their PEO and Employer of Record services as well. The key benefit is being able to hire great talent outside of the US and being protected and advised around payroll and employment laws for various countries.

• I dislike their reporting function as it's essentially just Excel and doesn't allow for advanced filtering/reporting.
• I dislike that the integration with Rippling is a bit wonky. Some employee info will flow in, but not all.
• I dislike that making changes in contracts can be difficult and that the e-signature capability is not great.

I believe that Deel is the best in class in terms of international hiring/payroll/compliance/PEO. They have a great team behind getting the system of hiring set up in each individual country. Their customer service is really great and they are great consultants that help you meet your goals. If you use their PEO or Employer of Record service it can be costly depending on where you're hiring.

• Location of Hiring - Depending on where you're hiring, Deel may not support that region so it's important to take a look at which areas they cover. They do cover most major areas of international hiring.
• Cost - Overall it's an affordable and effective system for international payroll. It does sit outside of the HRIS ( if you use one) so that's something to think about as an additional cost.
• HRIS Compatibility - It's also important to think about the compatibility with your HRIS, otherwise you have a lot of data sitting outside of your HRIS which you can manually upload through CSV reports.

In the time that I used Deel, they developed their PEO availability regions. I believe they do a good job at customer listening, and their team is extremely attentive.

Deel is great for small to medium-sized businesses that are looking to quickly expand internationally. It's also important to note that in each new location you're hiring in, if you're looking to have a hiring hub of 20+ more employees in that particular company, using Deel may only be a short-term solution. But for quick hires, small hiring hubs, and hiring consultants across countries, it's a great platform.

The payroll processing was simple and accurate. We were able to trust the data. I liked the employee self-service feature. I appreciated the added benefits such as reporting, employee data management, and onboarding support.

We chose Paychex to simplify payroll and maintain compliance with payroll guidelines. We had employees in multiple states across the U.S. and needed a system that could manage that complexity. We were able to utilize some of the benefits management features.

We needed a solution that could handle payroll processing accurately, provide tax compliance support, and come at an effective price. We used Paychex for about two years before I left the company.

The reporting feature wasn't user-friendly. The mobile app was not easily accessible or intuitive. Completing a task in the system often required several unnecessary steps or clicks.

In comparison with other systems such as BambooHR or ADP, Paychex is more simplified and customizable. Payroll processing is straightforward and reliable. Competing systems that are more robust tend to be less user-friendly.

The size of the payroll and the number of employees should be considered when purchasing this type of system. Integration capabilities and how easily reports can be generated or exported are also important factors.

There is now a performance management feature available. They have added fraud detection and a survey feature. More features have been introduced to appeal to larger companies or industries.

Paychex is well-suited for small to mid-sized companies. It works well for companies that prioritize compliance. Organizations with smaller accounting teams may benefit more from Paychex than those with larger teams.

Rippling centralizes the majority of the HR processes (+ Finance and IT, if you chose) that would otherwise be spread across multiple systems. For example, our company’s flex benefits, COBRA, and ACA were either managed with a carrier outside of our broker or manually by us and now Rippling handles the administration of all these areas in consolidation with our other health insurance benefits.

The strength of Rippling’s integration library allows for consistent and regular communication to and from Rippling for processes that are not directly managed within the system. For example, prior to Rippling, we manually onboarded and offboarded employees to/from Guideline. With Rippling, the systems speak to each other and manage the employee’s lifecycle with our company-sponsored 401k.

A highly beneficial aspect of Rippling is the workflow feature. Workflows have allowed us to set up Rippling in a way that allows it to speak within the system, initiate processes, and communicate to people/external systems. Rippling is a high-tech HRIS and a constantly progressing platform that meets the needs of today’s operations teams (HR, IT, Finance included).

We selected Rippling to implement a strong HRIS while centralizing other HR operations. By implementing Rippling, we were able to solve and improve several areas. First, we consolidated historical employee data from three to four different platforms into one, allowing us to use Rippling reporting to provide company trends. Second, we simplified benefits administration by transferring health insurance, Flex Benefits, COBRA, and ACA management to the Rippling platform. Third, Rippling offers a cleaner, more centralized, and highly integrated solution for our HRIS needs. I have been actively using Rippling for six months.

Rippling is a complex system. For it to be fully functional to the best of its ability it needs to be given the time to implement and set up in great detail. Knowing this, the implementation should have been much more hands-on. I’d recommend that whoever is leading the implementation internally has experience with other systems, so they know what to look for.

Rippling does not have an employee “notes” section. As the place I rely on for the most up-to-date employee job and personal information, it is missing the ability to keep it up to date with employee relations information directly in their profile. This is a feature I have experience with in other HRIS’s and is a missed opportunity in the Rippling platform.

Unlike BambooHR, a competitor, Rippling does not offer a “missing data” report. To find out who within the company is missing information, we will have to discover it when it is flagged during another unrelated process. I think this puts us at risk if we are unknowingly missing key information or signatures from any employee.

Rippling is a fully functional operations system with a large integration library. It provides HR with the necessary tools and offers Finance and IT tools. Incorporating various clouds and add-ons allows Rippling to carry an administrative weight heavier than its competitors.

Rippling is a complex system, so you should be prepared to invest time and attention to building a strong foundation during the implementation process. It can do a lot, but it needs to be built on the backend for the front end to function at its best. Since many tools within Rippling rely on one another, approach it with a big-picture philosophy for your organization’s intentions. Be clear about what you need during the discovery process, as Rippling has many features, but not all may be necessary for your company.

Rippling continues to introduce small improvements to existing features and entire tools, like performance reviews, and exclusive highly functional built-in integrations, like Carta. These developments are likely to continue as Rippling gains popularity in HR and Finance.

Rippling is highly flexible and can be strong for a wide range of companies. It can suit new startup companies (less than 50 employees) but may be best for 70+ and growing SMBs.

1. Excellent Customer Service: The customer support team has been very supportive and responsive in troubleshooting.
2. The system is user-friendly and has some videos guiding you through some of its functions. The system is designed to be customizable, so clients can tailor it to meet their specific needs.
3. Powerful reporting: BambooHR's reporting features have allowed me to generate a wide range of reports, such as headcount, turnover, and diversity reports, this information is instrumental in making data-driven decisions.

As Covid-19 forced most employers to look into hybrid working models, there was a need for us to look into tools for managing employee information and tracking time off to streamline administrative tasks and reduce errors while working remotely.

BambooHR offers Recruiting and applicant tracking features that make it easier to find and hire the right candidates for open positions remotely.

Additionally, it provides performance management tools, including goal setting and performance reviews, which can help ensure that employees are working towards company objectives and receiving the feedback they need to succeed.

I found the system to be user-friendly, with a modern interface that is easy to navigate and customize to meet our needs. The system also has video tutorials that are clear and guide you through its functions.

The main con would be its limited payroll functionality. It is not available in Africa and its payroll functionality is currently only available for customers in the United States and Canada, which may be a drawback for companies based in other countries.

Pricing is also on the upper limit compared to other solutions, particularly in Africa.

The features on training could also be more customizable to clients in diverse spaces or lines of work

BambooHR has strong reporting features which allow us to generate a wide range of reports, such as headcount, turnover, and diversity reports, which can help organizations make data-driven decisions.

Its user-friendly interface is easy to navigate and find the information users need. The system is designed to be customizable, so users can tailor it to meet their specific needs.

When buying BambooHR or any other HR software solution, there are several criteria to consider, including:

1. Location: BambooHR's payroll functions are better suited for companies in US and Canada. For ease of compliance with local regulations, countries in Africa can consider an alternative tool to run their payroll function.
2. Company size and needs: The size of the company and its HR needs are important factors to consider when selecting a software solution. BambooHR is generally well-suited for small to medium-sized businesses with straightforward HR needs.
3.  Customization: Companies should consider how customizable BambooHR is, and whether it can be tailored to their specific HR workflows and processes.
4. Security and compliance: Companies should consider BambooHR's security and compliance features to ensure that employee data is protected and that the system meets relevant legal and regulatory requirements.

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• Improved user experience: BambooHR has focused on improving the user experience over time, with updates to the system's interface, navigation, and overall usability.
• Deeper analytics: BambooHR has added more powerful reporting and analytics features over time, which has helped users gain deeper insights into their HR data.

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BambooHR is well-suited for small to medium-sized organizations with straightforward HR needs. The system is particularly strong in areas such as employee data management, onboarding, and reporting, and is designed to be customizable to meet the specific needs of each organization.

Functions like payroll are better suited for companies in US and Canada.

It is well-suited to organizations that need a flexible, customizable, and user-friendly HR software solution.

UKG Pro’s greatest strength lies in its full-suite of payroll and HR tools. It’s all blended together in a “sandbox” environment so users can freely explore the system. In addition to these, it also includes extensive reporting tools which makes work much easier and quicker.

My company transitioned to UKG Pro after frustrations with our former HRIS. One of UKG’s greatest strengths is the program’s ease of use. Not only is it easy for our HR representatives to use, but for our employees as well. We’ve been using UKG Pro for a little over a year now and already it’s proven to be leaps and bounds above some other systems I’ve used. With UKG Pro, you’re getting an excellent value for your money.

UKG Pro is on the expensive side and, to boot, they’re not transparent about their pricing. I also did not appreciate the lack of a free or “trial” mode to try out the product before spending so much for it. Also, scaling up (or down) can be cumbersome as a custom set up is required.

UKG Pro is far more intuitive than other HRI Systems I’ve used in the past. It’s among my favorites for its ease of use and customizability.

When buying this type of tool you want to pay close attention to what is important for your company. You’ll always want to take into consideration pricing. But beyond this, look at the features provided. Does it include a full-suite? Does it integrate well with other systems you’re currently using? You’ll want to really do your research.

I can’t speak too heavily to its evolution. I can acknowledge that they have implemented a few smaller quality of life changes to make the experience run smoother.

This is a good software for larger, very typically structured, organizations. If you’ve got more than 200 employees, this software will make your life easier.

• Easy to use.
• The interface is visual, allowing users to compare how much time has been spent on each project each day of the week.
• Good value for the cost.

As a startup, we needed a way to track how much time we were spending on setup activities, routine non-billable tasks, and billable client work. More specifically, we needed a method to monitor how much time we spent on deliverables for each client—Clockify provides all of this.

It allows us to easily input the number of hours spent on each type of activity for a given day. For administrators, reports on all of the above are accessible and easy to generate. We have been using Clockify for a little over three months and have found it easy to use.

• Our business does not require tracking time to the second, so it would be helpful if Clockify had an option to enter time in 15-minute increments.
• If time is being entered in 15-minute increments, a dropdown selection would be more efficient than manual entry.
• Two-factor authentication in the app is difficult to use. If I get signed out, I receive an access code by email. When I switch to the Outlook app to retrieve the code, the code entry window in the Clockify app disappears.

I previously used Epoch at my former job. I prefer how Clockify allows users to go back and correct or update entries. With Epoch, if a user made an error, only an administrator could delete the entry, and the user had to re-enter it from scratch.

Necessity—do employees regularly work on different categories of tasks that need to be tracked? If not, a simpler solution might suffice, such as a basic clock-in/clock-out system. Consider cost versus utility, ease of time entry, and reporting capabilities.

This is difficult to answer as we have only used it for a few months. No significant changes have occurred during that time.

Professional service firms that need to track time spent on each client and differentiate between billable and non-billable time.

There are several things that I like about this tool. Here are three main reasons:

1. The first thing I like about Zoomshift is its ease of use. the drag-and-drop interface makes it very easy to create and modify schedules, and the tool's automated shift reminders help ensure that employees are aware of their upcoming shifts. This has made the scheduling process much smoother and more efficient.
2. Another thing I like about ZoomShift is its time-tracking capabilities. The tool's time clock integration has helped us save a significant amount of time and reduce errors in our payroll process. I can easily view and approve employees' time cards, as well as generate reports for payroll and other purposes.
3.  Finally, I appreciate the ability to communicate with employees through Zoomshift. The tool's messaging feature allows us to send real-time updates to employees about their shifts and any changes to the schedule. This has helped us improve communication with our employees and ensure that everyone is on the same page.

Overall. I have found Zoomshift to be a very useful and user-friendly tool for managing employees scheduling and time tracking. It has helped us save time, reduce errors, and improve communication with our employees.

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Our organization decided to purchase ZoomShift to help streamline our employee scheduling and time-tracking processes. Prior to using this tool, we were manually creating schedules and tracking hours, which was time-consuming and prone to errors. We wanted a solution that could help us save time and reduce errors, while also giving employees more control over their schedules. were actually using this for a couple of months and were happy using it.

Here are some weaknesses of Zoomshift that I think need to improve:

1. Mobile app limitation: The mobile app for ZoomShift is not as feature-rich as the web version, limiting the ability to manage and update on the go.
2. Limited customization options: While the solutions are flexible, there are some limitations in terms of how much you can customize certain features such as scheduling templates. I wish there were more options for customizations to tailor it to our organization's needs.
3. Pricing: Zoomshift’s pricing can be relatively high for businesses with a large number of employees, making it less accessible for small businesses and start-ups with limited budgets.

ZoomShift is different than its competitors in several ways. First, ZoomShift is very user-friendly and easy to navigate, which is not always the case with other scheduling tools. Secondly, ZoomShift offers a wide range of features and customization options, allowing businesses to tailor their scheduling need to fit their specific requirements. This includes features such as time clock tracking, shift swapping, and automatic scheduling.

When buying a scheduling tool like Zoomshift, there are several criteria to consider. Firstly, the tools should be easy to use and navigate, with a clear interface and simple features. Next, it should be flexible and customizable, allowing businesses to tailor the scheduling process to their specific needs. It should have features like time clock tracking and shift swapping, which can help streamline the scheduling process. Also, it should be affordable and offer good value for money. Finally, it should have strong customer support, with a knowledgeable and responsive team available to assist with any issues that may arise. My advice would be to research different options and read reviews from other users to find a tool that meets these criteria and is well-suited to your business needs.

Based on my experience, ZoomShift is very good for small to medium-sized businesses that need a user-friendly and customizable scheduling tool. It's also a great option for organizations that require shift schedules for their employees, such as restaurants, retail stores, and healthcare facilities. the tool is well-suited for businesses with employees who work in shifts and require an easy and efficient way to manage their schedules.

The cost can't be beaten. While you do pay per user, there are a few different service options you can select, and it is billed monthly. The mobile time tracking capability is great, particularly for contractors with more hands-on roles who don't always have access to a PC. QuickBooks Time is one of the easiest time-tracking/payroll systems on the market.

QuickBooks is one of the easiest time-tracking and payroll systems on the market. Whether it is a small business or a larger company, QuickBooks is beneficial. This system is also great for contractors that you don't necessarily want lumped with all the benefit-eligible employees. I used it for one year for contractors' timesheets and payroll. There are also mobile capabilities for employees and approvers.

There isn't an overabundance of key reports that can be generated. The actual clock-in and clock-out feature isn't the most accurate. It is easiest to log hours worked if permitted by your employer. If needed, the GPS tracking capability isn't accurate or functional.

It is similar to Bullhorn. Bullhorn may have a more complex dashboard and more kinks; QuickBooks is easier to use. I prefer QuickBooks Time based on mobile app capability, ease of use, and cost per month per employee/contractor.

Do you anticipate having a different number of employees or contractors every month? If so, then QuickBooks is great as it is billed monthly per user so this can fluctuate. Do you have a lot of blue-collar contractors who don't spend hours in front of a computer? The mobile app makes recording timesheets very easy for them, and they can set up notifications when timesheet deadlines are due.

You can now share a schedule for your team within QuickBooks Time. For example, if your project isn't a typical Monday-Friday 9-5 job, you can send schedules directly through QuickBooks. If you need later coverage or give days off for teams or individuals during the normal work week, you can manage that easily.

QuickBooks Time is very good for organizations with a lot of contractors, particularly those with high turnover.