Best HR and Payroll Software Systems in 2025

• I appreciate ADP's user-friendly interface to simplify complex HR processes.
• ADP's robust reporting capabilities provide valuable insights for strategic decision-making.
• The scalability of ADP allows seamless adaptation to the evolving needs of our growing organization.

One of the primary reasons ADP was selected was its reputation as a reliable HR solution provider. The platform is known for its ability to streamline payroll processes, manage employee benefits effectively, and ensure compliance with changing regulations.

Additionally, ADP's scalability was a crucial factor. It accommodated the evolving needs of our workforce and provided the flexibility to handle increased employee numbers.

• I find occasional glitches in the user interface of ADP frustrating.
• The limitations in customization options can be restrictive for our specific needs.
• There's a concern about potential increased costs as our organization grows with the continued use of ADP.

ADP user-friendly interface makes HR tasks more accessible for our team, and the reporting features provide insights into workforce analytics. Also, the customer support from ADP has been consistently responsive and helpful.

Consider the tool's functionality to ensure it aligns with your HR needs, evaluate scalability for future growth, and assess integration capabilities with existing systems. You will need to scrutinize compliance, security, and the total cost of ownership. Additionally, research the vendor's reputation, inquire about the product's upgrade plans, and take advantage of trial periods to assess real-world performance before making a final decision.

ADP has evolved to meet user needs by enhancing its user interface and expanding its features to address a broader range of HR requirements. This would include payroll processing, benefits administration, and talent management. ADP's scalability has improved, accommodating the diverse needs of both small businesses and large enterprises. The platform's increased integration capabilities enable seamless connectivity with other systems, enhancing overall workflow. Over time, ADP has embraced mobile accessibility, allowing users to manage HR tasks remotely, reflecting its adaptability to changing work dynamics.

In my experience ADP is adaptable to the specific needs of growing companies. It is an excellent choice for users seeking a comprehensive HR solution, encompassing payroll processing, benefits administration, time and attendance tracking, and talent management. The platform is beneficial for those who prioritize user-friendly interfaces that require robust compliance features and reliable customer support. ADP is a valuable and supportive HR management solution.

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.

I liked the customization of contracts. I liked that our contractors could manage their funds after they were available. It was very easy to get help and a solution through their chat feature or by phone with a representative.

We were in search of an international HRIS tool to employ our international contractors and full employees temporarily. We chose Deel due to the ease of onboarding, customization, and 0 dollar up front cost to onboard our international contractors. We used the platform on a weekly basis to onboard and pay our contractors for 6 months. I especially liked that once a contract ended we could still pay out hours via an off-cycle payroll. This was helpful if a contractor missed a timesheet submission deadline. Another benefit to the platform that our contractors favored was the ability to withdraw their funds in their currency of choice; or split payments into various currencies. Once timesheets were approved and processed from an administrative perspective, funds were available, in most cases within 24hrs to the contractors Deel account.

As we were considering hiring international employees we could only do so by paying upfront cost before onboarding them, this was not ideal for us. I did not like that I couldn't set a semi-monthly rate for a few of our contractors. Onboarding manager wasn't easy to reach for quick questions when onboarding contractors.

The management fees were lower and contractors had more control over their funds.

If you are hiring contractors or employees and how many. Have a solid understanding of what countries they are located in, as this affects the management fee. Also, management fees are paid each payroll, which could get costly, so be sure the contractor or employee is aware of their pay schedule.

We only used this tool for about 6 months and did not see any significant changes during that time.

Remote first companies with employees or contractors across the world.

I love the ease of use and the way it's laid out. I appreciate that there’s one place for all information. I also like that they have many useful tools, so as the company grows, they can adapt other features within their system (like performance evaluations, tracking, and learning management trainings).

Our company needed an HRIS system that would allow us to handle payroll, administer benefits, and provide compliance advice. We used Rippling for one year. The key benefit Rippling provided was a one-stop shop where everything could be tracked and kept together in one place, rather than having to visit different sites for various tasks (e.g., payroll, compliance, etc.). We were originally using an Excel file to track employee data. We switched to Rippling to store this data on their platform in a more secure and user-friendly way.

We used it as a PEO, and the health plans offered weren’t as competitively priced as if we had brought benefits in-house. Additionally, the benefit rates increased during open enrollment. I also dislike the $65 per employee, per month fee, which I find a bit steep.

Rippling is very comparable to other PEOs. What sets it apart is that they allow you to continue using their HRIS platform for HR, employee data tracking, and payroll even if your company decides to leave the PEO and bring benefits in-house. This flexibility is helpful, as it allows you to start with them as a PEO and transition to their standalone platform without searching for a new system, making the process easier.

The fees per employee per year are important to consider. If you’re in a period of rapid growth, make sure to account for expected new hires in your budget. You’ll also want to decide which features you’ll actually use. For example, we didn’t use their recruitment feature because we had a different system for that, but Rippling does offer a recruitment tool. The more features you use, the higher the cost, so be mindful of that.

I think their customer service improved from the time we started using them until we stopped. Initially, they didn’t have a designated rep for companies, so you had to go through their experts and didn’t always get the same person helping you, which could be frustrating. By the end of the year, we noticed improvements in their customer service, which was a positive development.

Rippling is great for any company with more than 10 employees. It’s ideal for small companies using a PEO, especially if employees are spread across multiple states. For larger companies that want to stop using a PEO and bring benefits in-house, Rippling is still very effective as an HRIS system for data tracking.

The process of adding a new employee to the payroll system is straightforward and efficient. The system alerts are manageable and provide proactive notifications of any potential issues before payroll is finalized. Additionally, tax documents and year-end statements are mailed automatically without any extra fees, making it a hassle-free service.

We decided to switch to Onpay because it had a strong reputation. During our research, many recommendations pointed toward this system. Once we began learning it, we found it very easy to use. We appreciated that it offered a comprehensive package for all our payroll needs. A bonus was that it’s a cloud-based program with lifetime access, which is crucial for HR as we often need to access past records. Onpay is affordable and overall very user-friendly.

The manual check process can be time-consuming for companies that issue a lot of manual checks. Setting up 401(k) deductions can be confusing if there are unusual requests. Payroll education and support for new employees could be improved with better FAQs or online tutorials.

Onpay is very easy to navigate, and the cloud-based functionality adds extra convenience and security. I prefer cloud-based services as they offer better protection, especially in case of risks to your HRIS systems or databases.

Consider how many paychecks are processed each month and the total number of employees. Are your current processes streamlined, and how complex are your payroll deductions? It's also important to review how many errors typically occur during payroll runs and whether the tool can minimize those.

Onpay listens to user suggestions and continuously adapts to improve over time.

Onpay is ideal for medium-sized organizations with fewer than 1,000 employees.

UKG Pro offers a platform for employee recruiting, compliance, and file management, which can help businesses save time and streamline their HR processes. Additionally, its robust reporting and analytics capabilities enable data-driven decision-making, while its focus on diversity and inclusion can promote a positive workplace culture.

Our HR team was facing an administrative burden and we aimed to streamline our HR processes. For this, we needed a tool with HR features that could be customized for a large company. Our goal was to enhance the employee experience. We also wanted to ensure compliance with HR regulations, which is where UKG came in handy. With its customizable HR features and compliance tools, UKG helped us achieve our goals. In summary, we chose UKG to reduce administrative burden, optimize the employee experience, and maintain compliance with HR regulations. I have personally used UKG for 1 year.

UGK's customer service could be improved. Currently, making even simple changes within their systems requires submitting a ticket to the helpdesk. However, there are times when it can feel like too many tickets are being submitted. It would be helpful if they streamlined the process for updating passwords so that users/admins don't have to go through so many tedious steps.

UKG is not the best but it isn't the worst - more flexible than Workday but less flexible than Peoplesoft when it comes to reporting. I have a preference for UKG over its competitors. This is largely due to the convenience and efficiency of its payroll dashboard, open enrollment, and employee self-service features.

When looking to buy a tool like UKG, it is important to consider criteria such as integration, installation, security, support, and features that can bring ease to the admin users and employees. These factors can play a crucial role in the overall effectiveness and usability of the software. By evaluating these aspects carefully it will ensure you’re selecting the right tool to meet your needs.

In regards to maintaining the system, the type of user UKG would be good for is someone who is tech savvy. It could benefit a mid-size to large organization.

I like the aesthetic of the site; it is fun to use and user-friendly. The mobile version is functional during onboarding, unlike many other systems that claim to be mobile-friendly; Namely actually is! I like how things flow and the ease of uploading and storing documents. I like that our people enjoy using Namely.

We selected Namely because we wanted a personalized solution fit for our unique needs. We were tired of the same old runaround with big companies like ADP and being passed from one department to another to solve a simple issue. My company needed a better user experience for us as administrators and for our employees. Our primary pain point was transitioning off of a full-service PEO and needing a personalized touch and a good bit of handholding during setup. I used Namely for one year, and the company I was with is still using the product.

During the merger with Prism, there were some system bugs, but those seemed to get sorted out after a month or so. At times, the chat or help function can be slow to use, and I had to restart a few chats, which did not make me happy at that time. That said, the Namely reps were always courteous and went above and beyond to help us. Since we had no appointed contact team, I was always talking to a new person, which can be challenging when working through a long-term project like multi-state payroll tax setup or complex benefits.

I like that Namely allows the HR team to drive the bus. If someone is not tech-savvy, Namely will not be the best tool for them. Namely stacks up against its competitors well, and I loved using the system! I’d use it again.

Before investing in this platform, determine if your HR team is at least moderately tech-savvy; if not, look elsewhere. Do you have under 500 employees? If yes, Namely can easily accommodate your group. Do you have at least one HR person on staff per 75-100 employees? If not, you should consider adding an admin. Namely is a great tool, but it doesn’t think for you. People still need to do the work, especially benefits and payroll-related tasks.

Yes, it has, and they are doing a good job adjusting to market needs. Namely is cutting-edge and definitely improving over time.

Namely is a great tool for small to mid-sized businesses.

I like that Workday can be your one stop shop for all HR and recruiting needs. It is easily customizable to your organizations preferences. I love the reporting capabilities that Workday can provide. I also like the main screen user interface. I think it is very user friendly and easy to learn.

My organization implemented Workday for the reporting and metrics functionalities. Workday is so robust and can do so much, especially for a big organization like the one I am in. The key benefits are that you can personalize Workday to your company's needs. There are no shortages of capabilities and functions Workday can serve. If you want recruitment metrics and reports, Workday is your tool. I have used Workday personally for 5 years in 2 different organizations. Both companies needed better reporting metrics around hiring and Workday solved these needs.

Workday can be a lot! It offers so many functions that it can get overwhelming. I have had candidates who have not liked the Workday experience when applying for a position. Workday's customer service has been weak at times and has not been the easiest to deal with.

WorkDay has a great brand name. Some of the largest and most profitable companies in the world use Workday which I think speaks for the brand itself. Workday’s functionalities can do so much more than a lot of their competitors. I have used similar tools and Workday by far has the largest arsenal of functionalities. You can utilize anything you decide you want to utilize and can offer almost everything from an HR, Recruiting, and Benefits standpoint.

Workday can be expensive. You get what you are paying for. If you want a complex product as a one stop shop then I would recommend Workday. I would figure out what you want your Workday to function as within your organization.

Workday has continuously made adjustments to the user interface to make it more user friendly. More training is always offered to new capabilities that are added monthly.

Very big organizations who want a system that can do a lot of different things. If you are an organization who has a high requisition load, a need for high level reporting, Workday would be a great fit.

Firstly, I like BambooHR for its simple and user-friendly Recruitment function. Secondly, it is a great system where you can keep all of the records, even it is possible to keep the terminated employees' details as well. Thirdly, I like it for its customizable reports. I think that there is still room for further improvement in supporting clients in the Learning&Development process.

We have been using BambooHR since 2020. The previous HRIS that we used had lots of issues that we were not able to solve as it was not possible to get an answer from the support team to our inquiries. Before choosing BambooHR we defined key criteria that would support the business and analyzed other available HRISs as well. Key benefits of BambooHR for our company are lots of functionalities that support the employee life cycle in the company; a user-friendly interface; friendly and prompt support team. It has very good functionality for welcoming new hires and sending a new hire welcome package to all personnel/users.

I think there is room for further development in the Training function. It would be great to integrate the system with one of the LMS platforms or develop its own. Moreover, I think that it would be great to receive some comments or follow-up messages from each user under each announcement sent through the platform. Besides, there is not any chat room for users. That is why the companies that use BambooHR use other tools for internal communication.

Simplicity, user-friendliness, and having more functions than others.

Clients that prefer user-friendly programs should choose BambooHR. It has a very good customer support team. They are always prompt and friendly. But they should keep in their mind that this tool doesn't provide in-house payroll management.

BambooHR has some great integrations (Slack, for instance) that allow me to see when my co-workers are out of the office or even celebrating an anniversary or birthday.

It is good for startups and small-size companies that use other tools for payroll, but need a user-friendly tool that is great for time tracking, recruitment, and performance management.

The mobile feature of this system is a great convenience for managers and employees alike, as it enables them to easily access on the go. The user interface is visually appealing and easy to navigate, which makes it a pleasure to use on a daily basis. In addition, the reporting functionality is simple and intuitive, and the customer service team is highly responsive and helpful in case of any issues or questions.

Our company was struggling with the hiring process and needed a more efficient and cost-effective solution than our current system. We needed a system that would help us manage job postings, resumes, candidate communication, and applicant tracking in one place. We also wanted a solution that would integrate with other HR tools we were using, such as our payroll system. Paycor provided us with a cost-effective and comprehensive solution that helped us improve our recruitment process and streamline our HR operations. It helped us save time, reduce costs, and improve our hiring outcomes. I have used Paycor for 3+ years.

I think the ATS function was better when it was under Newton, but since it was acquired by Paycor, it has taken some time to adjust to the changes. I also wish it was capable of serving larger organizations to compete with iCIMS or Workday.

Paycor stands out from its competitors due to its user-friendly interface, customizable features, and seamless integration with other HR tools like payroll systems which is why I prefer Paycor.

When purchasing a tool like Paycor, people should consider important criteria such as the software's integration capabilities, installation process, security features, customer support, available features, and pricing. These factors can help individuals make an informed decision and choose a software solution that best fits their needs and budget.

The beauty of using this system has been that you are grandfathered in from the time you purchase the tool. Which means as they continue to update the system with innovative functions they do not charge extra.

I think it's excellent for small to mid-size organizations

The software is laid out very nicely, making it easy to find anything, and all employee documents are in one place. Reports are easy to find and customize. Their help desk is extremely knowledgeable. If they can't help you, it's elevated via a ticket system to an in-house engineer. Gusto is so user-friendly that an employee can learn what they need to know in minutes.

Gusto was purchased for a small company's payroll, HR management, and processes.

We needed to simplify payroll, become fully HR compliant, and organize processes (handbook, reviews, job descriptions, tax documentation, etc. for the team). HR at the time had worked with various large platforms that would not suit our needs because they were overly complicated with a cumbersome setup for a small company.

Combined with features we would never use, these platforms were an unworkable option. This led us to find a vendor specific to small businesses. A colleague of the owner suggested Gusto. After one demonstration, we decided to go with the full suite of offerings (Premium) but later reduced to Plus. Once you learn the features, you know what you can do without and save some money.

One problem we had, which Gusto was unable to solve at the time, was timekeeping. We added a timekeeping system that partners with Gusto for a seamless hourly staff payroll. There are lots of options listed within Gusto.

I've used the Gusto tool for four years. All our HR problems were solved. Gusto works perfectly for a small business (under 100 employees). Payroll is a snap. Managers approve their employees' time, it's filtered into the Gusto system, and ready for final approval/submission within minutes.

Additionally, you have a window to pull back payroll to make changes. All adjustments (healthcare, court-ordered payments, etc.) are easily set up via each employee, and changes can be made within seconds. Employees can update their personal or tax information right in their app, which is very convenient for them.

Gusto simplified the entire onboarding process, along with payroll, handbooks, employee reviews, etc. Gusto needs to add their own time clock system (if they haven't already), but their time clock partners work extremely well.

One last point, if you want to be very specific about which employee's information their manager is allowed to see, Gusto has levels of permissions for managers and employees built into the software.

It would be nice if they had a timekeeping system (that wasn't on the internet), reducing the need for another app. It would also be nice if Gusto had an applicant tracking system. PTO can be cumbersome to figure out on an accrual basis.

Gusto is by far the best payroll, HRIS software I've used mainly due to its simplicity and speed.

How many employees do you plan on running through the system? Payroll over 100 could be run better on a different platform. Understand what Gusto cannot do that you'll need to add on (timekeeping app, harassment training). What does your accounting firm do for you that Gusto can automate? 940/941 filings, tax setup for unemployment in each state.

I'm a fan of their customer service; however, many think they're too slow. Growing pains, Gusto's management will catch up. They've streamlined even more in the last four years.

The entire HR department and all managers with staff in small business can find Gusto to be a great fit.