Best HR and Payroll Software Systems in 2025
This guide reviews top cloud-based HR and payroll software, including pros, cons, pricing, ROI, implementation tips, and more.








Whether it's small businesses or large corporations, one thing that's a must for every company is ensuring employees are paid accurately and on time. Good payroll software takes care of this. But what's even better is that some can even handle several HR tasks, from onboarding to time tracking, benefits, and workforce planning.
We put together this guide in 2022 and have been updating it ever since to help HR leaders find the best HR and payroll software for their needs. If you need help narrowing down your options to 2-3 of the best choices, simply request personalized help from our HR experts here (it's free).
To bring you the best HR and payroll systems, we conducted extensive research and leveraged our expertise in the industry. We've been following and demoing numerous software solutions over the years. Combined with the help of our community of HR experts, who often share their experiences with each tool in various organizational settings, we were able to select the very best. Three of the most important criteria we used to evaluate these tools are workflow automation, payroll processing, and core HR features.
- Payroll Processing: We filtered for payroll and HR software that excels in this area, ensuring robust yet user-friendly payroll processing for businesses of all sizes. The chosen solutions offer comprehensive payroll software features, including tax calculations, direct deposit capabilities, payroll reporting, and integration with accounting systems.
- Core HR Features: These tools are great for payroll, but do they get HR right? We handpicked those offering the greatest range of core HRMS features to support your organization's needs. Most of these tools are fully-fledged HCM systems, enabling you to efficiently handle all aspects of employee management in one centralized platform.
- Workflow Automation: We prioritized solutions that offer robust automation capabilities, enabling HR professionals to save time on repetitive tasks. The selected software options provide intuitive workflows and can automate key tasks such as onboarding, employee data management, PTO calculations, leave requests, and more.
To learn more about our comprehensive evaluation process and discover additional insights on selecting the best HR tech, we invite you to read our piece on how we select the best HR tech.

Paylocity

Paylocity streamlines payroll and HR processes with user-friendly tools, automation, compliance support, and more. Its comprehensive features, accessible platform, and expert resources make it a standout choice for managing your workforce efficiently and effectively.
PROS
- Paylocity offers a feature-rich platform that simplifies the management of payroll, HR, benefits, and other related tasks.
- It features a user-friendly interface and offers extensive online documentation to guide users through the various features and functionalities.
- There’s a mobile app that both employees and managers can access to perform several processes on-the-go.
- Paylocity’s customer support is highly rated for always being available to answer questions.
- Global payroll support for 100+ countries.
- Provides free and unlimited training modules on the website.
- Paylocity’s mobile app has a good UI and functionality
- The tool is easy to use for both employees and employers.
- Has 350+ pre-built integrations.
CONS
- Pricing information is not publicly available, and there isn’t a free trial or a free plan at this time.
- Paylocity's comprehensive feature set can create a learning curve for users.
- The report customization options in Paylocity could be enhanced.
- Undisclosed pricing.
- It doesn’t have a free trial or free plan.
- Support is available in English only.
- It isn’t the best solution for remote teams looking for a tool to manage payroll and benefits for their contractors.

Paylocity offers a comprehensive and user-friendly platform with features for payroll, people, benefits, time off, and compliance management. We love how easy and quick it is to process payroll, thanks to Paylocity’s intuitive three-step navigation flow: you enter the necessary payroll info, review and hit Submit. Paylocity also minimizes manual data entry by automatically transferring information from Time & Labor, flagging employees who need prorated or retro pay, and showing the calculations for your review.
To ensure payroll accuracy, you can make use of Paylocity’s Payroll Readiness Dashboard, which gives you a comprehensive overview of your critical payroll tasks well ahead of your processing day. The system also features over 40 configurable pre-submit audits that flag irregular occurrences, such as an employee receiving double their typical pay.
Beyond payroll management, Paylocity provides a solid HRIS that helps you stay on top of several employee-related processes. For starters, it excels at data management and task automation across multiple users and workspaces. Whether it's confirming employee addresses, collecting certification proofs, or managing employee onboarding, Paylocity simplifies these processes through automation and centralization.
Accessibility is another strong point of Paylocity. Employees can securely access their payroll and HR data from anywhere, on any device. They can retrieve important information such as offer letters, paystubs, tax forms, benefits info, and make changes to their personal information. Managers and HR professionals have full visibility into employee data, enabling them to manage positions, assign skills and certifications, predict vacancies, and manage budget changes effectively.
Paylocity also prioritizes compliance, offering a user-friendly dashboard with swift access to work authorizations, EEO, and FLSA compliance data, as well as industry news. For additional support, Paylocity's HR Edge service provides expert resources, including an account manager, to assist in minimizing risk and implementing optimal practices. Furthermore, Paylocity's reporting and analytics capabilities provide deeper insights into the workforce through real-time, visually presented data. This data enables the monitoring of key metrics, recognition of patterns, enhancement of HR strategies, and the advancement of business goals.
Paylocity’s solutions are used by over 40k organizations including CRP Industries, Wagstaff, and Powerhouse.
Paylocity’s pricing isn’t disclosed upfront. We recommend scheduling a demo with their Sales team to get a breakdown of all associated costs.
Best For
Paylocity's solutions are designed for businesses of all sizes across diverse industries, with a primary emphasis on medium and large enterprises. These companies possess the necessary resources and infrastructure to fully utilize the platform's functionalities, allowing them to effectively maximize its benefits.
Paylocity’s primary purpose for us was processing payroll for multiple-state locations biweekly. We also used the system to onboard new employees once or twice a month.
Additionally, Paylocity helped us register new states whenever necessary. I used Paylocity daily to review employee information and update data. Every two weeks, I ran reports in Paylocity for accounting purposes.
The onboarding team was excellent and provided the support we needed to ensure a smooth transition. Paylocity simplified state registrations, saving the HR team a significant amount of time. Payroll accuracy was consistent, and we could rely on payroll being processed correctly and on time.
Paylocity was chosen because we needed a multi-state payroll provider, and it had the best reviews for accuracy in processing Pennsylvania payroll. We also required a provider to handle state registrations, and Paylocity offered this service.
Accuracy for Pennsylvania payroll was critical due to the extensive attention to detail and knowledge of complex local laws it requires. My first organization used Paylocity for two years, and my last organization used it for one year. Personally, I have used it for a total of three years.
Some of the most recent changes made the platform harder to use than it was before. The HRIS side of Paylocity was less user-friendly than I would have liked. Many self-service solutions were provided, and customer support could have been more helpful.
I have used other systems, and payroll accuracy was the key difference between Paylocity and tools like Zenefits. I would recommend Paylocity over any other system I have used.
When buying a payroll tool, it’s essential to consider the states or countries you need payroll services for and the provider’s accuracy in complying with state, local, or international payroll laws. It’s also important to evaluate the cost per employee or pay run and any additional charges, such as fees for same-day pay runs.
I believe some of Paylocity’s recent changes are holding users back. Reporting is not as straightforward as it used to be, making it confusing to locate reports or other information. The user interface could be improved to make it more intuitive.
Paylocity is ideal for multi-state organizations that need to maintain payroll compliance across all states.
Paylocity may not be a good fit for very small organizations operating in only one state.

ADP

Easy to use, 24/7 support from payroll experts, seamless integrations, – ADP is packed with interesting features that will elevate your business like nothing else.
PROS
- Native, all-in-one technology suite for recruitment, payroll, and compliance.
- 17 RPO service centers in 14 countries and provide services in 42 different languages.
- Dedicated team of AIRS-certified recruiting professionals.
CONS
- Technology options outside ADP’s dedicated HR tools are limited.

Instead of obfuscating a first-time user with unnecessary details about their HR services, ADP asks you a few simple questions and fetches you a customized HR solution that would best suit your organizational needs.
ADP’s payroll and HR software known as RUN is easy to use, has a clean user interface, and yet contains so much depth in terms of features. From personalized payroll to AI-powered error detection features for tax compliance, ADP lets you seamlessly run payroll, track time & attendance, helps you with workforce management, and much more.
Best For
I typically use it every week. I use it to check my bi-weekly pay stub and access payroll info. We also use it to post job applications and advise HR of vacancies. Previously it was used to submit performance reviews which were done quarterly or semi-annually depending on the role (now using PATI). I would also use it to review the organizational chart for contact info when needed. I also found the quick links and HR/benefit information to be very useful and would frequently login just to find links and information about other company resources.

I really like that all the HR resources are essentially located in one place, especially with links embedded to external sites (eg. benefit provider). I also really like that I can access all my payroll info online in one place. The organizational chart feature is also really helpful for identifying the reporting structure for areas of the business I was less familiar with and help me connect with the appropriate team member on cross-functional projects.
We bought ADP to cut back on internal payroll costs, provide employees with online access to their payroll info, avoid manually mailing out paper T4's every year, consolidate HR information and links into 1 platform, streamline data entry requirements for the payroll team, help move employee calls and inquiries to the ADP team, free up internal payroll/HR time, and streamline HR recruiting and tracking request. I have been personally using it for around 2 years now I believe.
The login process always feels very cumbersome with the multiple authentication steps and 2FA. The performance review functionality was extremely tedious - there were a lot of different screens and it wasn't easy to locate reviews or edit them - it just seemed much more complicated than it needed to be and a lot of my managers struggled to complete their reviews even with instruction manuals. I also wish there was a way to inquire about any payroll discrepancies directly - employees would have to email me (with no visibility as a District Manager) and I would have to forward payroll and it always seemed to slow down the efficiency, especially when the answer was something simple.
More functionality and works as a total company website as opposed to just a payroll viewing platform. Much more visually appealing and easy to navigate than some other platforms (like some SAP ones I've seen)
How much functionality you want out of the platform - just access to paystubs or a fully integrated HR platform. Customization options - for example we could add custom fields like t-shirt size for team events and/or self-declaration options (eg. covid vaccination status)
We're still relatively new to the platform, so it's hard to say what is an ADP change or just an organizational learning, but I have seen the addition of new self-declaration fields in the employee profile. The benefits section and external links continue to expand as well. We struggled with the performance review section, but I believe this is now being worked on in the backend by our L&D team.
For a large organization looking to streamline HR / payroll operations, particularly if trying to move away from paper-based payroll/pay stubs.
Likely a smaller organization that just doesn't have the need for such a complex, integrated system
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Deel
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With its ability to process payroll in over 100 countries, Deel positions itself as an all-in-one system for managing global workforces. What’s more, their HRIS is entirely available to all existing customers.
PROS
- Global payroll supporting 100+ countries, 200+ currencies and 15 payment methods.
- Deel Card allows contractors to receive payments in USD and use funds directly.
- 200+ legal and tax experts ensure compliance with local labor laws and tax regulations.
- Automated payroll and invoicing significantly reduce manual effort.
- Deel HR is a free employee database for payroll users.
- Integrates with 100+ HR solutions.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Deel HR is free for companies of all sizes.
- Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
- User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
- Automated invoices simplify payments, provided they're in English.
CONS
- HR tool can be quite basic for some.
- Lacks built-in time tracking features.
- Invoice generation only available in English.
- Key features like onboarding automation are add-ons, which may increase costs.
- Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
- Invoices cannot be generated in languages other than English.
One of Deel’s most impressive capabilities is its ability to run payroll in over 100 countries with just a few clicks. The platform supports payments in over 200 currencies, and with 15 different payment methods, including bank transfers, Wise, PayPal, Payoneer, and even cryptocurrency, it felt like Deel had thought of every possible way to pay employees and contractors.

As a team with global contractors, the Deel Card was a particularly useful feature. It allowed our contractors to receive payments in USD and use the funds directly for purchases, eliminating the hassle of currency conversions.
What also gave us peace of mind was Deel’s in-house compliance expertise. The payroll platform has an in-house team of over 200 legal and tax experts who ensure companies meet local labor laws and tax regulations. Plus, payroll can be fully automated: Once contracts were set up, payroll and invoices ran themselves, which significantly reduced the manual workload.
For companies already using Deel for payroll, the fact that Deel HR is completely free makes it a compelling choice for managing a global workforce. The platform provides a single system of record with basic HR tools like employee profiles, performance management (1:1s and pulse surveys), and integrations with over 100 HR software solutions. So if you’re a smaller business or startup that needs a lightweight, cost-effective HR solution, this is a solid option.
But that also means Deel’s HR suite lacks the depth of more established HRIS systems like BambooHR or Bob—particularly in areas like workforce analytics and benefits administration. Companies needing a more full-fledged HR solution may find Deel’s HRIS too limited and might need to supplement it with additional software.
Pricing is another area where Deel may not be the best fit for every company. While Deel U.S. Payroll starts at $19 per employee per month, global contractor management costs $49 per month, and its EOR service is priced at $499 per employee per month—higher than alternatives like Papaya Global or Oyster. Additionally, the platform lacks built-in time tracking, which could be an issue for businesses needing to monitor working hours.
35,000+ organizations, including Andela, Makerpad, and Brex.
Deel's global payroll starts at $19 monthly, and its HRIS is free for existing customers.
Best For
Companies with a remote-first workforce are well-suited for Deel HR and payroll offerings.
Deel was used on a daily basis for us. It was used to manage all of our international contractors, manage contracts, payments, and payroll, and we used their employer-of-record model to hire in certain areas as well. Being able to run international payroll for various countries outside of the US using one system was extremely helpful. The customer support for Deel is also great, as you get an employment advisor as well who will help you understand how to best use Deel's international PEO/Employer-of-Record services. To summarize, hiring, international payroll, understanding employment/payroll laws of various countries, and making it digestible are the highlights of using Deel. It saved us a lot of time, money, and energy.
- 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.
I imagine it may not be the best for a very well-established company with a significant number of hires in particular locations. For example, having 20+ employees in one country would not be the best fit for Deel.

APS

Throughout our test, APS impressed us with a reliable, unified approach to managing the entire employee lifecycle. From the moment we began using the platform, it became clear that it’s designed with a strong emphasis on customer support and personalization—qualities that make it stand out in a crowded marketplace.
PROS
- Personalized customer service with a dedicated account team for hands-on support.
- Payroll management covers all 50 U.S. states, with specialized knowledge of state-level compliance.
- Automated benefits administration with integration to hundreds of benefits carriers.
- ACA compliance tools simplify employee tracking and IRS reporting.
- User-friendly self-service portal for both employees and managers.
- Well-suited for service-based industries like healthcare, hospitality, and non-profits.
- APS is very cost-effective. Although the pricing is custom and depends on your business size, we’ve heard current users speak of its affordability. Jackie R, who is a HR Director for a small-sized company says, “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but get everything they offer at APS for a price we can afford as a small business.”
- Their customer service is remarkable. As testified by multiple users, the customer service team at APS is prompt and there for you every step of the way, right from implementation to anytime you get stuck using the software. They’ll likely resolve your issue within the same day.
- APS is very easy to navigate and everything is updated and saved in real-time. Despite its complex features, you would likely not find it confusing. They also have how-to guides that come in very handy.
CONS
- No free trial and lack of transparent pricing.
- Payroll services must be purchased to access other products (e.g., HR, workforce planning.)
- Exclusively designed for the U.S. market, with no international payroll capabilities.
- The reporting feature is limited in functionality. Sometimes, there will be missing information that you may require.
- Although their customer support is prompt, you can’t directly reach their team via phone. Customer service answers your queries via email and if you wish to talk to someone on the phone, you’ll have to mention it.
APS offers a comprehensive and unified solution for managing payroll, HR, benefits, and workforce planning.

One of the standout aspects of APS is the dedicated account team assigned to each client. Compared to solutions like Paycor whose support often requires self-service or involves some delay, APS was consistently responsive, with most issues resolved within the same day during our tech test.
Comparable to other major payroll solutions, APS’s payroll tool provides coverage of all 50 U.S. states. Yet, what truly sets APS apart is its specialized focus on service-based industries like healthcare, hospitality, and non-profits. We got in touch with some users from these industries, and heard lots of good words about the expertise of APS’s payroll specialists, describing them as “responsive” and noting that they “clearly understood the complexities of state-level payroll requirements.”
Benefits administration became one of our favorite features during testing. The platform automates everything—from eligibility tracking to benefits enrollment—and makes all of this easily accessible through an employee self-service portal.
ACA compliance is a critical feature of workforce management technologies, and we’re glad APS’s is implemented thoughtfully. The platform includes tools that automatically track eligible employees, pre-populate forms, and even file reports directly to the IRS.
And the self-service portal didn’t disappoint, either. It allowed us to delegate tasks while maintaining accountability across teams. In manager roles, we could easily track action items, approve time-off requests, and see who was on vacation, while accessing the platform as employees gave us full control over our pay stubs, available PTO, and benefits.
Unfortunately, pricing transparency is quite a concern, as APS does not disclose its pricing, and there is no free trial available. We also found that you cannot purchase APS's HR and workforce planning modules unless you have already purchased the payroll solution, which limits flexibility and may be a barrier for businesses looking for only specific HR functionalities.
Another limitation is that APS is designed exclusively for the U.S. market, unlike platforms like Rippling and Zenefits, which offer both domestic and international capabilities.
3,500+ companies, including Wahlburgers, Rainbow Sandals, Grayson College, and Hillside Christian Church.
APS's payroll software has a minimum monthly billing of $250, while the pricing for APS's HR and workforce planning tools is undisclosed.
Best For
U.S.-based service industries seeking a comprehensive HR and payroll solution with designated support.

Rippling

Rippling is geared toward SMBs with its intuitive UI, automation, and 500+ integrations. Besides features like US/global payroll and self-service, the benefits administration tool lets you work with your chosen broker and select the benefits packages for your team from over 4,000 plans.
PROS
- Rippling payroll automatically updates work hours, deductions, and tax filings.
- Ability to process payroll in multiple countries and currencies.
- Can connect with 500+ apps.
- Enables users to work with their chosen broker.
- Ability to purchase modules separately or as a full suite.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Undisclosed pricing. No free trial.
- Phone support costs extra.
- Not the best option for teams with 2,000+ employees.
- The mobile app has limited features compared to the web browser version.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing

Rippling is a competent solution for growing teams looking to handle their HR and payroll more efficiently. Though the software is quite new in the space, we appreciate how fast the platform has evolved since it debuted.
One of the standout features of Rippling is its exceptional integration capabilities. With over 500 app connections available, it surpasses most tools in the market.
Rippling offers feature-rich capabilities that simplify payroll and HR management for global teams. With its integrated platform, users can pay employees and contractors worldwide within minutes. The built-in time tracking app automatically updates work hours, deductions, and tax filings, eliminating the need for manual tasks. This allows users to focus on reviewing numbers, approving payroll, and letting the system handle the rest.
We are impressed with Rippling's benefits management tool, allowing users to collaborate with preferred brokers, select from 4,000 plans, and offer the hires a self-service portal and mobile app. However, we hope for enhancements in the mobile app's performance and features, as it can be laggy at times and lacks certain functionalities compared to the web browser version.
Rippling's pricing starts at $8 per employee per month, but obtaining an accurate quote requires a demo with a sales representative. It's important to note that the actual cost may be higher due to the software's purchase model. The Unity module is mandatory for purchasing any other modules. Additionally, if you require phone support from HR specialists, additional fees apply.
Vox, Maximum Games, Superhuman, Compass Coffee, Highnoon.
Rippling's Core HR platform starts at $8 per employee per month. Contact Sales for more details.
Best For
Rippling is most useful for SMBs, ideally with 50 to 2,000 employees. It doesn’t matter whether they are US-based, global, remote, office-based, or distributed teams.
Rippling was primarily used for recruitment, with some use for onboarding since the number of employees being hired was still relatively small. The ATS and onboarding systems integrated seamlessly, allowing for an efficient workflow.
The tool was predominantly utilized during recruitment, where its dashboards and customizable recruitment processes proved especially helpful. Rippling's features significantly simplified the hiring process.
The hiring process was transparent and straightforward. I found Rippling's dashboard particularly helpful and user-friendly. The onboarding process became significantly easier, and the smooth integration between the systems was a major advantage.
I was working with a start-up where everything related to resume management, onboarding, and offboarding was done manually. Payroll was managed through QuickBooks.
Rippling was introduced because there were plans to expand the workforce, creating a need for a system that could streamline and organize processes efficiently without consuming too much time.
Rippling proved useful as it offered both an applicant tracking system (ATS) and tools for onboarding and offboarding. It also includes payroll options that can be leveraged in the future.
I felt that the customer service could be improved. The pricing was a bit high for our budget, but the company went ahead with the purchase based on positive reviews. After implementation, we realized that the payroll system might not be the best option for our future needs.
The company chose Rippling because of its positive reviews. I would prefer a system that includes an integrated payroll system in the future so everything can be managed in one place.
It is important to plan how the company will use the system in advance. Pricing should also be carefully considered, especially if expansion plans are uncertain, as was the case with the company I worked for.
I haven’t used it long enough to observe any evolution. It appeared to be the same during my time using it.
This tool is ideal for companies transitioning from manual processes in recruitment and onboarding to automation. I am unsure about its suitability for other features or use cases.
It might not be suitable for companies that don’t plan to expand significantly. In such cases, the onboarding, offboarding, and recruitment portal features may not provide much value.

OnPay

With best-in-class integrations and built-in HR, OnPay is extremely user-friendly and has top-notch customer support. Its USP is the way it combines simplicity with a wide range of features.
PROS
- Free tax form handling for W-2 employees and 1099 contractors.
- Some HR services included within the plan at no additional cost.
- 30-day free trial available (starts after OnPay verification).
- Well-developed online help resources.
CONS
- Poor functioned employee mobile app.
- Requires payment four days before payday for direct deposit.
- Doesn’t support automatic payroll.
- Customer support sometimes hard to reach.

Fast, precise, and backed by payroll experts, OnPay is a payroll software with all the HR tools embedded in it. OnPay’s goal is to enhance the productivity of individuals and teams. This is reflected both in their simple yet intuitive user interface and extensive features such as multi-state payroll, single sign-on, employee-self service, or automated onboarding flows.
One of the best things about OnPay is that when you buy it, you get the help of trained experts every step of the way. They also provide one month of a free trial.
Best For
We use OnPay to process bi-weekly payroll for our employees and contractors. We utilize the direct deposit functionality and use it to withhold for benefits and 401(k) deductions. It automatically remits payroll taxes to the state on our behalf. We have also recently started using it to track and approve employee PTO requests.
We are a small non-profit, and they provide us with a non-profit discount. It has all the functionality we need without being overly complicated. Processing payroll is quick and easy.
We bought OnPay because it seemed to be the best fit for our organization. It has all the functionality we need to handle HR and payroll for our small group of employees. It is robust enough to meet our needs but not overly complicated like some of the larger systems. It is easy to use, yet it allows us to process multi-state payroll and manage our employees' time off. It also includes all the basic reporting that we require.
It doesn't offer much in terms of custom reporting. Much of the HR information requires navigating to individual employee records to view. You can't edit a benefit plan once it's created; you have to make a new one to implement any changes.
OnPay is really the only system of its type and size that I've used, so I can't say how it compares to competitors. It is much simpler than ADP or UKG, which I have used, but we are getting it for a fraction of the cost. The simplicity of the system actually works well for our team.
Consider the needs of your business and team. OnPay is a fairly basic HR and payroll system. It covers all the essentials, but if you need extensive reporting or numerous integrations with other systems, you might want to explore a higher-tier HR/payroll solution. Additionally, consider cost. Even without the non-profit discount, it's a very economical solution compared to some of the larger providers.
I haven't noticed any significant changes since we started using OnPay, but as I mentioned, it already meets our needs.
I believe OnPay is great for smaller companies that don't need extensive features in their HR and payroll system.
I think a large organization with complex reporting needs would struggle to get everything they require from OnPay.
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Netchex
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Netchex is a standout in the payroll category thanks to their stellar customer support, described often as prompt, courteous, and knowledgeable. It’s the rightful complement to their comprehensive, single-source solution which integrates HR, time and attendance, benefits management, and payroll processing.
PROS
- Grows with your team: With Netchex, it’s very easy to opt for a new plan and keep all your data in the same place even if you outgrow your current pricing plan. Other vendors require a switch to a new service in that kind of event.
- Dedicated support team: Netchex are note-worthy for their award-winning and often lauded customer service. It’s all US-based and provided in real-time through email, live chat, and phone calls.
- Pre-payroll reports: Allows for critical error checks before submission.
- Flexible payroll grid: Easy to make changes or correct errors on the fly.
- Versatile payment options: Includes paper checks, direct deposit, and pay cards.
- Grows with your team: With Netchex, it’s very easy to opt for a new plan and keep all your data in the same place even if you outgrow your current pricing plan. Other vendors require a switch to a new service in that kind of event.
- Dedicated support team: Netchex are note-worthy for their award-winning and often lauded customer service. It’s all US-based and provided in real-time through email, live chat, and phone calls.
- Pre-payroll reports: Allows for critical error checks before submission.
- Flexible payroll grid: Easy to make changes or correct errors on the fly.
- Versatile payment options: Includes paper checks, direct deposit, and pay cards.
CONS
- Requirement of payroll: Users must use the payroll module to access other functionalities, so it wouldn’t work as stand-alone HR software.
- No free trial: Potential users can't test the software without committing to a purchase. The demo with a sales rep is the closest thing.
- Requirement of payroll: Users must use the payroll module to access other functionalities, so it wouldn’t work as stand-alone HR software.
- No free trial: Potential users can't test the software without committing to a purchase. The demo with a sales rep is the closest thing.

Netchex is a comprehensive HR and payroll management platform tailored for small and mid-sized businesses (50-500 employees). The platform stands out with its single-source solution that combines payroll, time and attendance, benefits, HR information, and more into a single tool, thereby reducing the need for multiple spreadsheets and manual data entries. One of our favorite things about Netchex is their flexibility. For example, payroll administrators can effortlessly make adjustments and correct errors directly from the payroll grid.
We also love and hear great things about their detailed pre-payroll reports. As stated above, these can be reviewed before payroll is processed, allowing managers to spot any abnormalities, such as terminated employees receiving paychecks or overpayments. The system comes with full garnishment integration, multiple pay rate solutions, and complete federal, state, and local tax filings, making it a robust and versatile tool for any business.
Additionally, Netchex recently introduced several innovative features, such as AskHR for immediate answers to employee questions, Netchex AI for data analysis, and Community for fostering employee engagement. In our view, these enhancements demonstrate Netchex's commitment to evolving its platform based on user feedback and emerging industry needs.
Netchex is used by companies like Xpressdocs, BK Corrosion, Regal Hospitality, and The Colony ER Hospital.
Netchex follows a per-Employee-per-Month pricing model. Pricing varies according to the company's size and the specific products used. Detailed pricing information can be found on their website.
Best For
Netchex is best suited for small and mid-sized businesses in various industries, such as restaurants, hospitality, manufacturing, healthcare, professional services, and auto. As of 2024, their sweet spot is organizations with less than 500 employees, but they are perfectly capable of working with larger teams.

UKG

Easy to navigate and customizable to your business needs, UKG’s Payroll and HR Software provides you with all the HR services under one roof. Their customer support team that’s available on a payroll hotline and chat are worth mentioning.
PROS
- Super robust product, packing years of experience with HCM and Workforce Management technology
- Since they offer UKG Pro for HRMS and UKG Ready for workforce management, you could arrive at a combination of products that suits many of your HR needs from the same set of tools.
CONS
- Compared to newer tools, UKG Pro and UKG Ready tend to miss a unique selling point or a specific focus on a certain type of business. While they work great for bigger companies in all sorts of industries, very niche operations might have a hard time adapting to the tool.
- Similarly, UKG offers many solutions under one umbrella, so it's not the best fit if you're looking for only a handful of specific use cases.

UKG has a variety of HR product suites. If you’re looking for an HR software that combines transformative HR technology with robust payroll functionality, then UKG Pro is their HCM solution you should keep an eye on.
UKG Pro takes care of four key areas and those are payroll processing, talent acquisition, learning, and employee voice. One of its most coveted aspects is its intuitive navigation. You can get all your information on the very first page, with just a single click.
It also has a mobile app that your employees can use to do a variety of things such as being able to request time off or pulling old pay stubs.
Best For
I use UKG daily. It serves as our ATS, onboarding, full HRIS, and payroll system. Our applicants apply on our career page, and we can process the applications, complete the offer letters, and conduct initial onboarding all within UKG. The system also functions as our timekeeping and payroll system, allowing our staff to use the mobile app to clock in and out. Their timesheets are approved in UKG and submitted to payroll for processing.

Some of the pros of UKG are that we can easily transfer information from the applicant profile to create the employee profile with no additional steps. Another pro is the ability for our employees to clock in and out easily from their mobile devices. Lastly, our benefits and payroll are also processed within UKG, making it a more convenient process for our organization.
We purchased UKG in 2019 to help streamline our hiring process, onboarding, and payroll system. Some of the benefits of UKG include being an all-in-one hiring, onboarding, and payroll system. I am one of the administrators of our UKG system, so I use it extensively. I am very proficient in what the system can offer, along with its downsides. The tool has significantly improved our operational efficiency since its implementation.
Some cons we have found with UKG include not being fully HR compliant; for a couple of years, we have not been able to properly run our EEO-1 reports. We use UKG to complete our I-9s and E-Verify, but that is not without constant issues. Some reporting capabilities hinder us from gathering information conveniently, often requiring us to manually maneuver the reports. Lastly, the system undergoes quarterly updates; however, each update often causes another issue in UKG, which we are not notified about until we submit a ticket. This causes many problems and makes us lose faith in new updates.
Many of their competitors are now all-in-one systems, so there isn't much difference in that aspect. Some improvements are needed to make it a perfect system, but the mobile ability for employees makes it very convenient for our staff to clock in and out from various work locations, differentiating it from its competitors.
The criteria that people should think about when buying this tool include the price; it is not an inexpensive tool, especially if purchasing all of the extended platform options such as the advanced scheduler and the leave or training modules. If a full HR compliance system is needed without manipulating the data, this system may be problematic.
UKG consistently updates its system to make improvements. They try to listen to their customers and work on ensuring they meet our needs.
UKG is best for an organization that needs a basic HRIS system.
UKG would not be suitable for an organization that needs to do extensive HR reporting or extensive compliance procedures.

Namely

What makes Namely stand out from its competitors is that it’s highly customizable, easy to implement, and has unmatched customer service. Namely is also very scalable and would smoothly grow with your team.
PROS
- Navigating Namely poses minimal challenges for most users, with an intuitive and notably clean UI despite its extensive feature set.
- Users commend Namely's employee onboarding module, which employs a user-friendly wizard to facilitate swift and clear onboarding for new hires.
- In addition to its inbuilt data management, recruiting, onboarding, time off tracking, payroll, and benefits administration features, Namely offers managed payroll and benefits administration services, relieving internal teams of heavy burdens.
- The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features.
- Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do.
- Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams.
CONS
- Namely predominantly caters to the U.S. market, limiting its suitability for international businesses.
- While users applaud its user-friendliness, implementing Namely can be time-consuming, with an average implementation period of 6-8 weeks, as reported by the platform.
- Lacking features for employee development like skill training, career pathing, and succession planning, Namely falls short in this area given its scope.
- Prior to adoption, verifying compatibility with your existing benefits provider is essential, as some users have reported instances of Namely encouraging them to switch providers, sometimes resulting in increased costs.
- Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.

Namely aims to help you stay on top of your job and free up your time to focus on innovative people strategies. This cloud-based HR software consists of enhanced payroll services, compliance tools, benefits insurance expertise, and tools for employee engagement.
Apart from handling your core HR needs, Namely also offers pre-built integrations with an ever-growing list of partners. But what’s even more compelling is that if you don’t find an integration you need, you could build your own integration through Namely’s secure API.
Namely also has an amazing and active client community you could reach out to if you want an insight into the best practices.
Best For
I used Namely daily. We utilized the HR module for onboarding and offboarding employees, and the e-signature functionality to speed up the onboarding process. The payroll and time modules were heavily used to manage staff hours and pay. We also relied on the performance management module to handle the probationary period and conduct performance reviews.

The HR system was easy to use and set up, making the transition from our previous, more disorganized HR processes smooth. The employee self-service feature was excellent, reducing the amount of data entry and admin work for our HR team. The continuous feedback appraisal system allowed us to appraise staff more regularly with minimal increases in administrative tasks.
There wasn’t a significant problem driving the decision. The organization had been managing HR through payroll software, Excel files, and Word documents. As the company grew, it wanted to consolidate and centralize HR into a single system that could be accessed online. Namely provided an all-in-one HR solution that handled payroll, HR records, and talent management. We used Namely for about a year or two.
Customer support wasn’t as responsive as it could have been. The reporting features are somewhat limited and don’t fully meet our needs, requiring us to do a fair amount of manual reporting. The portal is not as intuitive as other HR tools I’ve used.
The user interface and workflow are not as intuitive as some competitors. However, I appreciate the integration with payroll and timesheets, which not many systems do well. I also like that it offers managed services add-ons, such as payroll and benefits, which become more relevant as the business grows and becomes more complex.
Ensure the tool has a comprehensive records system and both employee and manager self-service features. Efficient onboarding and offboarding functionality are essential, as these processes can be time-consuming. A continuous appraisal feedback system is also important, as this approach to performance management is becoming the norm.
There has been better integration between its modules.
Namely is suitable for all kinds of organizations but particularly good for smaller organizations due to its affordable entry-level pricing.
Namely may not be the best fit for massive corporations.

WorkDay

Trusted by the world’s leading companies, Workday runs on automation and innovation to help you save time and money. Its advanced analytics tools can benefit HR teams at even the largest companies.
PROS
- Accessible customer support from the community, live chat, and telephone.
- Compatible with 300 HR systems such as ERP/GL, CRM, HR, and PSA.
- Configurable dashboard with AI and ML-driven insights.
- Ability to maintain real-time alignment of budgets and workforce plans.
- SOC 2 Type 2 compliance.
CONS
- Undisclosed pricing.
- No free trial for its talent management software.
- Time-consuming implementation period (average 4.5 months).
- Challenge navigating for first-time users may require training.
- Issues with logging in were reported by users.

Designed to fuel your acceleration in a changing world, Workday aims to overcome the limitations of an Enterprise Resource Planning system, commonly referred to as an ERP. Workday has many products and solutions but if you’re on the lookout for a payroll and HR solution that would help you optimize the time, talent, and energy of your people, their Human Capital Management system is worth checking out. From creating customized compensation programs to augmented people analytics that give you insights from vast data sets – Workday’s HCM suite is packed with extremely powerful tools.
Best For
The key workflows that we use Workday for include employee electronic files, running reports, keeping attendance, performance processes. We have over 320,000 employees and the employee electronic file needed to be customized to our needs. Certain elements such as the performance of an employee, rehire status, offer letter, and other employee related data needed to be located in one place. Strategic reports such as location data, performance trends, flight delays and hundreds of other reports are neatly stored. Attendance is vital, this feature is important in keeping up with vacation time used, earned, and sold. The connection between the time clock and Workday saves the company money because of its ability to cross check automatically.
I love that Workday is set up to have administrators who cross check local changes, hold all employee data, keep historical data and maintain who made changes in the employee file. The cross checking minimizes mistakes that can’t be figured out except by a manager who no longer works for the company! With such a large employee base, the ability to be able to keep up with everyone is paramount.
My company was really trying to get organized, and we felt that Workday was the ideal product we needed! We needed to be in a position where different individuals could access employee files. Different authorizations needed to be granted to different levels of managers. This tool offered organization and a tremendous amount of adaptation to what we needed as a global company. We have had Workday for three years and we are super happy with it!
The cons of Workday are that it can only give the information that you input into the system. Workday does not blend reports; the user has to tell Workday what to do. The best way for the Workday system to improve I think is for back office imaging to have a more active role in the information that is programmed into Workday.
Workday is different from its competitors because it has the ability to build files. As technology changes any software that is going to remain effective has to have a stacking component.
For anyone considering to purchase Workday, i’d recommend having full time programmers to enhance the core of the software. This product is extremely sophisticated and requires a lot of programming. Workday is not for the small business!
Workday is fantastic because the software is forever evolving. Workday knows what the end user wants and that is the ability to export files to excel, and add and subtract components to create a more accurate document.
Workday is designed for very large companies that survive off of statistics. Workday's strong suit is its ability to build on other reports.
Small businesses

BambooHR

BambooHR comes with an interface that’s remarkably calming to the senses for a workplace tool. They’re one of the top HR products of all time. Their payroll product, while acclaimed, is only available for paying US-based employees.
PROS
- BambooHR offers flexible packaging and custom pricing, allowing you to select packages and additional modules as needed.
- Renowned for its simplicity and user-friendliness, BambooHR stands out as an easy-to-use tool.
- Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs.
- Very simple and straightforward tool, easy to use.
CONS
- Payroll functionality is limited to US-based employees, restricting its global reach.
- Similarly, customer support is confined to US business hours, potentially inconveniencing international users.
- Certain modules, including time tracking, performance management, and surveys, are only accessible as add-ons, which would mean an extra investment.
- Payroll is only available for US-based employees
- Customer support is only offered during US business hours.
- Some modules like time tracking, performance management, and surveys are only available as add-ons.

BambooHR refers to itself as an “HR Software with heart” and rightly so. This all-in-one HR software takes care of the entire employee lifecycle by focusing on five key areas which are compensation, culture, people & analytics, hiring, and onboarding.
By keeping customer experience at the center of everything, BambooHR lets you access all your employee records in one place and dramatically reduces your paper usage.
From a robust payroll software that lets your employees quickly access their pay stubs or direct deposit to a highly accurate applicant tracking system that lets you find people who match your company culture, BambooHR has most that you could ask for in an HRIS and more.
Best For
If I recall correctly, we intended to use BambooHR primarily as an ATS. However, the basic package did not include an ATS, so we added the ATS, Onboarding, and Employee Self-Service modules.
The ATS component was used almost daily to manage job postings and candidate pipelines. That said, the Employee Self-Service and Onboarding modules were underutilized, partly due to the variety of positions we hired for and differing needs across roles.
- The ATS system was easy to use and well-suited for a small business, with flexibility to manipulate information as needed.
- The increased visibility provided by BambooHR greatly improved our candidate pool and reduced time-to-fill metrics.
- The Employee Self-Service page was intuitive and straightforward to navigate.
As an HR Business Partner for a smaller company that relied entirely on manual processes, we sought a software solution to support hiring and employee records management. Major pain points included the lack of a proper ATS and an effective system for managing employee records.
At the time, individuals would physically drop off applications or apply through Indeed, limiting our talent reach significantly. Additionally, employee records were maintained as physical files, posing significant challenges for tracking and audits. This tool addressed these issues and helped streamline our processes.
- BambooHR was costly compared to other tools, considering its features and practicality for a small business.
- A better onboarding and training process for the team could have improved the use of the Employee Self-Service tools.
- For a company with both tech-savvy and labor employees, the tool could have been more agile to meet diverse needs effectively.
From a small business perspective, I would rate it a 7 out of 10. It is easy to use and allows for quick adjustments, but the cost is high for what it offers. While its user-friendliness is a plus, it may not be suitable for larger companies with complex requirements.
Cost is a crucial factor to consider. It is essential to evaluate whether employees and HR team members will use all the functionalities of the tool effectively. Assess the types of employees in your company, their technical skills, and their familiarity with workflows or self-service tools.
If you have a team that is technologically adept and values independent workflows, this tool could be a great fit. Additionally, for companies transitioning to more technologically enhanced processes, this tool can be beneficial if the cost aligns with your needs and expected usage.
Based on feedback I’ve heard, the tool has remained consistent with the features and functionality I experienced during my time using it.
This tool is ideal for smaller to mid-sized companies with independent, technologically proficient employees who value easy-to-use self-service and ATS tools. It also supports organizations looking to modernize their processes.
Larger companies with complex organizational structures may find this tool too basic for their needs. It is less suited for businesses requiring advanced functionalities or extensive customization.

Paycor

Paycor not only takes care of your payroll management and HCM needs but goes over and beyond by providing predictive HR analytics to help you understand your employees’ trends and behaviors.
PROS
- Paycor payroll solution and mobile app are both straightforward to use.
- Intuitive self-service employee portal.
- Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
- Unlimited payrolls.
- Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
- On-demand pay is available for all plans.
- With the acquisition of the people development platform Verb, it has improved its employee learning experience.
CONS
- Undisclosed pricing.
- Customer support is reported to be slow at times.
- It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.

Trusted by more than 29,000 businesses, Paycor’s HR + Payroll Software is made up of three HR management tools: A payroll system, an HR platform, and analytics. The payroll solution is laden with many incredibly useful features such as OnDemand Pay, AutoRun functionality, employee self-service, and tax compliance to name a few.
There’s also a mobile app that helps you make real-time changes at the tip of your fingers.
Similar to its payroll processing counterpart, Paycor’s HRMS tool is driven by automation and also comes with features that let you view employee records, edit employee data, optimize performance reviews, and improve internal communication.
Best For
When I started as a general employee, I used Paycor to track my hours, manage sick and personal leave, submit time-off requests, and access paycheck stubs and W-2 forms. I also received newsletters from HR through the platform.
After becoming an administrator, my responsibilities expanded to approving and managing employee hours, reviewing job candidates, approving or denying time-off requests with notes, and accessing employee records such as hire dates and training information. These features made it easier to manage HR tasks efficiently.
- It is easy to use, with a simple interface that even less tech-savvy users can navigate.
- It offers customizable access levels, allowing employees to have only the permissions they need, such as viewing W-2s or punching in and out.
- It consolidates all HR needs in one platform, including payroll, recruiting, and document management, eliminating the need for multiple programs.
When I joined the nonprofit organization, Paycor was the HR tool in use. This nonprofit had five umbrella companies and needed an HR tool that could support each one effectively, and Paycor met all those requirements. I initially started using Paycor as an employee with limited access for a year.
After being promoted to an admin role, I was introduced to more advanced tools that Paycor offered, which I utilized for about three and a half years. Paycor was particularly beneficial because it provided features like payroll management, time tracking (clocking in and out, requesting and managing time off), and employee status monitoring.
It also supported recruiting by allowing administrators and HR to coordinate, review applicants, schedule interviews, and manage candidate paperwork such as resumes and background checks.
Additionally, it streamlined job postings and editing job descriptions. Employees could access newsletters, W-2s, and pay stubs virtually, reducing the need for physical copies and supporting efficient banking processes.
- Access management can be slow; I have to rely on the HR team to update permissions for departing employees, which can take weeks.
- There are occasional glitches during updates that either reset access levels or result in data loss.
- The app for clocking in and out sometimes fails to sync properly, requiring users to log in on a computer to ensure times are correctly recorded.
My current company's tool is overly complicated, with a cluttered homepage that makes navigation difficult. Paycor, on the other hand, keeps the homepage simple and intuitive, making it easy to request time off or enter hours. While the app has occasional glitches, the desktop interface is user-friendly and reliable.
Organizations should consider their size and specific needs. A smaller organization might not require all of Paycor’s features, such as recruiting tools, while larger companies can benefit from its robust capabilities, including the ability for administrators and HR to collaborate effectively.
Buyers should also assess how much access they want to provide to leadership teams and what tools they expect employees to use frequently.
Over the three and a half years I’ve used Paycor, it has resolved many glitches and released updates to improve functionality. While I’ve adapted to the platform and learned to use it more effectively, there are still features I haven’t explored due to time constraints.
Paycor has been proactive in providing updates and instructional materials to help users get the most out of its tools.
Paycor is suitable for any organization, whether nonprofit or for-profit, small or large. For example, the nonprofit I worked for served over 500 people, and Paycor was a great fit due to its comprehensive features. The tool's versatility allows organizations to tailor its use based on their specific needs.
Paycor may not be ideal for companies that don’t require daily use or lack a need for its recruiting tools. I logged into Paycor at least three times a day to handle various tasks, including time tracking, employee approvals, and recruitment. Smaller organizations that don’t need such robust functionality might find it unnecessary.

Gusto

Gusto offers an affordable basic plan that is suitable for budget-conscious startups. At the same time, their premium plan is a good bet for companies that want to invest more in their employees’ skills. This is especially true in companies whose HR departments are very small.
PROS
- Gusto has an eye-catching UI and multi-device compatibility.
- Easy payroll for U.S.-based W-2 folks, domestic and international contractors.
- Supports online signatures and automated tax filing.
- Flexible payroll options for different schedules and unlimited pay runs.
- Automatic deductions streamline benefits administration.
- Streamlined hiring and onboarding process between HR and new hires.
- Integration with CorpNet and Checkr for post-offer tasks.
- Person-to-person phone support, email, and customer service resources. Licensed benefits advisors available for all plan users.
- Transparent pricing and no long-term contracts. Free account setup.
- Ability to create onboarding checklists send offer letters, and store documents online.
- The dashboard feature keeps tabs on compliance tasks
- The hiring and onboarding sequence is nicely streamlined between HR and the new hire
- Post-offer, pre-start tasks are made easy with integrations like CorpNet (state tax set up) Checkr (background checks)
- Easy payroll for U.S.-based W-2 folks, domestic, and international contractors
- Person-to-person phone support, email, and other customer service resources
- The business model is responsive to customer needs
CONS
- Limited support for international employees.
- No native accounting feature for tracking earnings and spending.
- Simple plan lacks native time tracking and online signatures, requiring third-party integrations.
- Simplistic analytics dashboard.
- Premium plan or add-ons required for federal/state compliance alerts and existing broker/health insurance integration.
- No free trial available.
- Gusto can support payments for international contractors, but not employees
- No native accounting feature to keep earning and spending under the same roof
- Analytics dashboard is simplistic

Gusto UI is both aesthetically pleasing and user-friendly. The platform doesn’t offer mobile apps (except for its Wallet app), but being browser-based means it can “play nice” on all devices.
It supports online signatures and automated tax filing, streamlining essential administrative tasks. It also offers flexible payroll options, helping businesses accommodate varied pay schedules and perform unlimited pay runs.
Another notable advantage of Gusto is that it effectively syncs payroll with deductions. This feature saves time and ensures compliance with relevant regulations. Moreover, its integration with CorpNet and Checkr enhances post-offer tasks — a plus for those seeking better employee onboarding.
Gusto strongly emphasizes customer satisfaction through responsive phone and email support, live chat, and licensed benefits advisors for users of all plans. Plus, the setup is free!
Though it can manage payments for international contractors, full support for international employees is unavailable. Additionally, the software lacks a native accounting feature for tracking earnings and spending, so users must rely on external accounting solutions.
If you’re checking out Gusto’s Simple plan, a heads up: it doesn’t have native time tracking or online signatures, so third-party integrations are needed. Advanced features like compliance alerts and integration of existing brokers are reserved for the Premium plan or offered as add-ons for the Plus plan. Simple plan users do not have the option to purchase these add-ons, which may limit their access to comprehensive compliance support and insurance integration.
We are excited to announce that Gusto now serves more than 400,000 customers nationwide! Please update any and all references of "300,000+ customers" to "400,000+ customers".
Gusto is increasing our Simple Plan’s pricing from $40 per month + $6 per person per month to $49 per month + $6 per person per month (a $9 increase in monthly base).
Best For
Gusto offers an affordable basic plan that is suitable for budget-conscious startups. The top-tier Premium plan is highly recommended for companies willing to invest more in their human capital, particularly for those with a single-person HR department.
With my current consulting client, we use Gusto for a few different workflows. We use it for payroll, sending offer letters, managing our 401K program as well as new employee onboarding. In previous companies I worked at, we used it for payroll. In my opinion, the greatest strength of this tool is running payroll. It’s super simple to use.

The ease of payroll and ability to have payroll run on auto-pilot is AWESOME. The customer service is friendly and for the most part quite efficient. The UI is pretty good compared to a lot of other platforms I've used.
We initially chose Gusto when the company was first established. We needed a simple payroll solution that would work for a company of our size, which at the time was just one W-2 employee on the payroll. We used the solution for about eight months before transitioning to a different solution that would allow us to manage payroll and offer benefits under one platform. Prior to that, I personally used the solution at another company for almost a year.
Since I also do freelance HR consulting, I am now working with a client who also uses Gusto. In this company, we use it for payroll, benefits management, and 401K.
Paying international contractors has been challenging in my experience. I'm not a huge fan of having the employees separated out by whether or not they are onboarded yet. I would rather see all employees with a status showing whether or not they have completed onboarding.
Payroll is a breeze! It's really one of the best tools I've used for payroll for a small company. The customer service is stellar.
Think about your long-term growth plans. I think Gusto is best for smaller companies. Think about whether or not you'll be paying contractors and especially international contractors because that can get complicated. And when you are first implementing the tool, do your best to have someone who understands the platform and how to best optimize it for your team do the set up.
I'm not sure but I do often see that they are rolling out beta features, which leads me to believe that they are always evolving to meet customer needs.
I think Gusto is best for small businesses, especially for small businesses that may not have a dedicated HR personnel. It's easy enough to use that the average business owner should be able to navigate it without too much trouble.
I think it may not be the best platform for larger orgs, especially for orgs with complicated pay needs, i.e. international contractors.
Payroll and HR Software Benefits
While it may not seem like a necessity early on, contemporary payroll and HR solutions offer so much more value than meets the eye. Here are some of the reasons why you should consider investing in payroll and HR software:
- Streamline your workflows: Instead of buying two separate software for your core HR tasks and payroll, you would immensely benefit from buying an all-in-one payroll and HR software in a plethora of ways. Not only would a consistent user interface give you more clarity about your work, but you would also be able to easily map out an employee’s compensation and PTO based on their attendance, performance, and other such metrics – all of which would be accessible in one single place if you choose a unified HRIS.
- Save time: The biggest advantage of using modern HR tools is that they focus on automating redundant tasks and freeing up your bandwidth for more creative and strategic thinking initiatives. A good HR and payroll system would help you save time on recurring tasks like payroll processing, time and attendance, and applicant tracking.
- Avail expert advice: Dealing with the nuances of payroll processing can get complicated pretty quickly. Although integrated payroll and HR software would have a user-friendly interface, most such software comes with a robust support team that’s not only there with you for implementation and weekday support but also for intimating you with regulations that keep changing frequently. You could also avail of the service of these payroll experts for understanding best practices and making important business decisions.
- Improve employee retention: Modern Payroll and HR solutions come with tools for employee benefits ranging from retirement benefits to health, vision, and dental insurance. This not only is an effective employee retention strategy but also helps you save money and stay compliant.
- Transparency: Makers of HR and payroll software know that they have many stakeholders. So, while HR managers have access to employee records, employees can access a portal that lets them see their own time and attendance, request time off, avail of benefits, and stay up-to-date with any changes. This kind of transparency builds trust, saves time, and helps employees improve their performance.
- Stay compliant: Payroll and HR software companies take compliance very seriously because they know that in today’s world of ever-changing regulations, no company wants the stress of lawsuits or fines looming over their heads. From unlimited access to expert HR advisors to law alerts and compliance resources, a good payroll and HR system would help you stay compliant and up-to-date with regulatory changes.
- Identify trends and patterns: Modern HR technology is equipped with analytics tools that give businesses a holistic overview of their company. From getting an insight into your diversity patterns to seeing your attrition trends in a visually digestible form, you can make use of a payroll and HR system to formulate new HR strategies and bring change.
ROI Of Payroll and HR Software
HR and payroll systems are often not free and the cost only escalates as the organization scales up. In the early stages of a company, tasks like time tracking and running payroll can be managed with the help of spreadsheets, although you have to consider that the opportunity cost is your precious time and sometimes even your peace of mind.
But when your organization grows, it’s clear as day that you’re better off outsourcing menial payroll and HR tasks to a software tool.
Consider this simple stat: The average salary of a payroll administrator in the U.S. is $50,000 per year. The average annual salary of an HR administrator is approximately the same as a payroll administrator. If you compare the amount of money you’ll spend on payroll and HR software vs. what it costs to hire a couple of administrators for such jobs, you’ll see that it’s completely worth buying a good payroll and HR system.
Besides, unquantifiable features such as accuracy, elimination of duplicate entries, or compliance risks, however easy to overlook, can make a substantial difference at the end of the day.
Payroll and HR Software Pricing
The cost of payroll and HR software varies based on the provider, company size, and features included. Most vendors use a pricing model that includes a monthly base fee plus a per-employee-per-month fee, with the per-employee cost typically around 25% of the base fee. Vendors also offer differently priced packages based on feature requirements and company size, and many require custom quotes instead of listing standard prices publicly.
Here’s what you can expect from some of the top payroll and HR software providers:
- APS: Minimum monthly billing of $250, additional HR tools cost extra.
- Paylocity: Pricing is not publicly disclosed; custom quotes are required.
- Rippling: Starts at $8 per user per month, but costs increase based on the selected modules.
- OnPay: Offers transparent pricing with free setup and data migration.
- Gusto: Base plan starts at $40 per month + $6 per employee.
- Deel: Payroll options start at $19 to $29 per employee per month.
- Patriot: "Basic" plan is $17 per month + $4 per employee; "Full Service" plan is $37 per month + $4 per employee.
- QuickBooks: "Core" plan is $45 per month + $4 per employee.
HR and Payroll Software Features
After spending countless hours in the HRMS vendor universe, we’ve found that the highest-rated payroll and HR solutions are laden with features that surpass the basic requirements of HR teams.
While some vendors go over and beyond in terms of the add-ons they provide, below is a list of features that you must look for while selecting a payroll and HR solution.
- Automated, unlimited payroll runs: It’s always good to go with software that aims to eliminate repetitive work. You’d want to choose an HRMS that not only lets you schedule when to pay different employees but also lets you run payroll as often as you’d like, as opposed to solutions that only allow you to run payroll a limited number of times in a month.
- Tax filing and payments: Managing taxes on your own can add unnecessary risk and burden on your shoulders. Top-tier HRMS vendors withhold all your taxes each pay run and file all the necessary annual and quarterly forms on your behalf.
- Multiple pay rates: Vendors are aware that a lot of companies have employees who perform multiple tasks, for which they’re remunerated differently. This adds another level of complexity to payroll processing. It’s in your best interest to go with a vendor who provides such a feature, otherwise, you’ll be wasting your time matching different pay rates to the different number of hours worked; a task that’s best left for automation.
- Employee self-service: A feature that lets employees access their own information not only fosters a culture of transparency and trust but also frees up the HR department’s bandwidth to focus on more high-level, people-centric tasks.
- Benefits administration: Vendors who have a benefits administration platform can rid you of the hassles that come with the open enrollment process in addition to enhancing your employee experience. The biggest advantage of going with a vendor that comes with a benefits tool however is that the benefit deductions automatically flow into payroll for processing, saving you potential hours of manual work.
- Attendance & time tracking: You’d want to choose an HRMS that has an attendance tool that’s fully integrated with the payroll. This would eliminate duplicate data entry and improve the overall accuracy of the payroll system.
- Automated onboarding flows: The process of onboarding usually comes with a lot of paperwork, especially if it’s done manually. Automated onboarding flows let employees onboard themselves with features that allow them to enter their own details, e-sign documents, and self-check all the tasks.
- Employee database: An HRIS with an employee database lets you view all your employee records and information in one single place, making it easy to find any employee’s performance history, salary, position, training records, and more.
Questions To Ask On Demos
Most HR tech vendors either provide a live demo or a recorded one to their potential customers. Think of this as a simulation of what it’s going to be like after you get this product onboard. Lest you get carried away by the number of features or a beautiful user interface, it’s imperative that you prepare a list of questions beforehand that will address your core HR needs.
Although not exhaustive, below are such questions that we think HR professionals should definitely ask to get the most out of a demo:
- How does this HR software integrate with other systems that we already use?
- How do you go about transferring data from our current system to your solution?
- Do you provide training after implementing this software in our organization?
- Can you tailor your software for our specific needs?
- How long does it typically take to resolve any issues we may face?
- What are your security measures like? How do you protect our sensitive data?
- Can you give a product walkthrough from the point of view of different kinds of users?
- Will your solution help me manage contractors and other people who are not full-time employees?
- How will our pricing change as we scale?
- Is your solution cloud-based and mobile-friendly?
- Do you have a team that would help me stay up-to-date with regulatory changes that are relevant to my organization?
- Do you handle international payroll?
- How do you go about handling benefits for employees in different states or remote workers in different countries?
- Is there an in-built tool that helps the HR team communicate with employees?
- What kind of HR processes will be automated?
- What are your key features? What differentiates this solution from its competitors?
HR and Payroll System Implementation
Depending on whether you’re buying payroll and HR software for the first time or switching to a new one, your implementation process would slightly differ.
There are also variables such as your organization size, training requirements, and the vendor you choose that would dictate your timeline and process. Thus, implementation of a new payroll and HR software could take as little as a day to a couple of weeks.
Most vendors start with an installation, which is followed by data migration (if you’re switching from another vendor), configuration, testing, employee training, and finally officially bringing the software on board. Later, the vendor may follow up for feedback.
In most cases, the implementation team would ask you for the following information:
- Basic company information such as your EIN (employee identification number)
- Basic employee information such as their name, SSN, address, compensation, etc.
- Payroll and information about already paid taxes, if you’re switching vendors mid-year
Do note that although this is the typical process, it’s best to ask the vendor you’re interested in about their implementation process and timeline before proceeding with them.
Payroll and HR Software FAQs
What is payroll software?
In 2022, when someone says payroll software they typically mean a SaaS solution that manages, records, organizes, and automates a company’s payments to its employees. That being said, payroll software could be cloud-based or on-premise.
What is HR software?
HR software is a suite of tools that helps a company’s human resources department carry out everyday HR tasks in an efficient manner.
What is an all-in-one HRMS software?
An all-in-one HRMS software enables a company’s HR department to carry out a wide range of core HR tasks such as payroll processing, onboarding, recruiting, benefits administration, applicant tracking, and more from one centralized location.
Do companies provide both payroll and HR software together?
Yes, many vendors in the HR space provide a combined solution that takes care of payroll and core HR needs.
What does HRIS stand for?
HRIS stands for Human Resource Information System.
What does HCM stand for?
HCM stands for Human Capital Management.
What does HRMS stand for?
HRMS stands for Human Resource Management System.
What’s the difference between HRIS, HCM, and HRMS?
These terms are often used interchangeably because, on the surface, there isn’t a huge difference between HRIS, HCM, and HRMS. The definition varies from vendor to vendor and even among HR professionals. While all three are people management tools, the differences lie in their features and use cases.
An HRIS takes care of your core HR needs and is limited in that sense. An HRMS has the same use case as an HRIS but goes beyond the core HR needs in terms of features, especially if it adds performance management and payroll. Strategic planning is the epicenter of an HCM while having most of the HRMS features all the same.
What are the benefits of using HR and payroll software?
There are many benefits of using HR and payroll software, some of which are:
- Helps you save time by automating repetitive tasks
- Improves the overall employee experience
- Increases compliance
- Better organization and everything in one place
- Analytics, reporting, and key business insights
- Workforce management.
What is the best payroll and HR software?
While we’ve spent a lot of time researching and coming up with this list of best payroll HR software, what is best for one company might not be for some other. Hopefully, our comprehensive yet brief vendor reviews help you shortlist what would be the best HE and payroll software for your particular case.
Last Advice
To wrap things up, we hope that the information on this page helped you get an overview of the best HR and payroll systems, their features, pricing, and how to go about implementing them.
Using a top payroll and HR solution will help you save a lot of time and money, but what would truly elevate your experience is partnering with a vendor that specifically caters to your company’s needs.
Our advice to you is that instead of looking for a one-size-fits-all solution, you should narrow down your specific HR requirements and base all your demos around that. Dive right into demos with 2-3 vendors and ask them to show specific functionality. If a vendor checks the majority of your boxes, you can then evaluate them on other factors like ease of use and overall user experience.
Lastly, if you're an internationally distributed team, consider coupling this guide with our roundup of the best global payroll software.
About Us

- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.