The 10 Best Payroll Software in 2026
This guide was updated in mid-August 2025 to refresh the existing content and ensure its accuracy. We have also welcomed some newcomers to the listing.
The best payroll software is payroll administrators’ BFF: They help ensure employee payments are made right and on time, compliant with the latest regulations, and reduce costly errors. With so many options out there, it can be overwhelming to choose the best one. That’s what this guide is for.
Here you'll find the best payroll software for small businesses, top choices for large companies, options for teams in the U.S., and even recommendations for businesses operating globally. These platforms strike a perfect balance of usability, automation, support, and value throughout our tech tests.
To ensure we list products that are truly best-in-class, we have reviewed over 50 payroll systems since 2021, attended software demos, surveyed accountants and HR professionals who have used these tools day in day out, consulted with industry experts, and ran our independent tests to rank each option in four criteria: ease of use, automation, mobile compatibility, and support options.
- Ease of Use: We focused on how user-friendly each software was. It’s crucial that HR professionals and accountants can navigate the system easily without getting bogged down in complicated processes. The goal of payroll tech should be to lighten your team’s load, not make their jobs harder.
- Automation Capabilities: We found that having good automation capabilities is a significant advantage for a payroll platform. Features like automatic tax calculations, fast payroll processing, and solid compliance tracking differentiate top-notch payroll and benefits software solutions from mediocre ones. Automation helps everything flow smoothly while ensuring employees are paid correctly and in line with the law.
- Mobile Compatibility: We paid attention to how well each option worked on mobile devices since many people need to access payroll information on the go. Imagine your accountant wanting to double-check payroll schedules while out for coffee, or your HR manager easily approving payslips on their tablet during a meeting. Plus, employees should be able to check their pay dates from their phones without hassle.
- Expert Support: Obviously, quick and helpful support can make a big difference! When your customer success manager (CSM) knows their stuff about local payroll laws and practices, it can lead to a smoother experience for everyone involved. On the flip side, if the support team isn’t familiar with your specific payroll requirements, it can lead to long waits for help and lots of frustration.
The payroll solutions featured in this guide received the highest average scores in the test. Please review our HR tech assessment methodology for more details.
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Deel
Though founded much later than competitors, Deel has established a good reputation for its ability to support payroll in over 200 currencies and ensure compliance across 100+ countries.
PROS
- Payroll services in 100+ countries, contractor management extended to 150+ countries, and 15 different payment options.
- 200+ in-house local tax, payroll, and legal experts to aid contractors in setting up LLCs.
- Local compliance management in 100+ countries.
- Automated payroll and invoicing processes.
- Self-service model often verifies identity within 24 hours.
- Offers APIs and native integrations with over 100 HR solutions.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- 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
- No phone support.
- Higher pricing compared to some competitors.
- Contract modifications need addenda, and a $5 payout fee applies.
- Invoice generation seems to be available solely 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 the best things about Deel is that the platform keeps getting more comprehensive each time we pay it a visit.
Starting with core payroll and contractor management services in 2019, Deel now includes a global EOR that works across 100+ countries, an expanded array of payment options, visa support, and automated compliance management. So, whether you’re looking to hire full-time employees, contractors, or freelancers in countries where you don’t have local entities, Deel can still assist.
One particularly impressive feature offered by the platform is the ability to process payroll in over 200 currencies with one click (you read this right, one click).
Another is its extensive payment options. There are 15 different methods, ranging from traditional bank transfers to the more modern PayPal, Wise, Payoneer, and even cryptocurrency via Coinbase. As a cherry on top, your contractors can also obtain a Deel card which lets them receive payments in USD and use these funds directly for purchases.
As expected from a tech-savvy startup, Deel’s built-in automation is good, too. Payroll can be fully automated, and invoices can also be auto-generated based on contract terms.
However, Deel payroll and EOR are more expensive than some alternatives. For example, Papaya Global offers contractor management for $30 per month per contractor and that’s $29 with Oyster, whereas Deel charges $49.
As of this writing, Deel still doesn’t provide phone support. Time tracking features are also missing, which may lead to extra money spent on supplemental solutions for such needs.
Over 35,000 companies have used Deel, including Brex, Google, and Duffel.
Deel provides a range of payroll solutions with different pricing structures:
- Deel Payroll: For businesses with existing entities, this plan offers comprehensive payroll services at $29 per employee per month.
- Deel U.S. Payroll: Specifically for U.S.-based companies, this plan handles payroll, tax calculations, and compliance across all states for $19 per employee per month.
- Deel Contractor: This plan covers compliance, payments, and contractor management in over 150 countries for $49 per month.
- Deel EOR (Employer of Record): This plan enables international hiring without an entity, including payroll, taxes, and benefits for $499 per month.
- Deel US PEO: This plan offers a wider range of services for US companies, including HR, payroll, and benefits administration for $89 per employee per month.
Best For
Deel’s payroll software is best for companies that are scaling quickly and need to hire across multiple jurisdictions without establishing local entities.
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.
Paylocity
Paylocity combines a simple interface and strong U.S. payroll features that cover everything from tax management to benefits administration, making it a versatile choice for mid-sized businesses.
PROS
- Intuitive interface, even for users who aren’t tech-savvy.
- Employers and employees alike appreciate Paylocity’s customer support team.
- Offers a solid value compared to other enterprise-grade payroll tools.
- Employees find the app straightforward and functional for basic payroll tasks.
- The Paylocity team provides guided setup, easing the transition process.
- 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
- Larger teams may find the reporting features less comprehensive than competitors.
- Support is English-only, with no region-specific assistance.
- Less effective for teams managing both employees and contractors worldwide.
- Very small companies may find Paylocity’s features unnecessary for their scale.
- 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.
From the moment we started testing Paylocity, its simplicity stood out. Navigating the dashboard felt straightforward, even for team members who weren’t particularly tech-savvy.
As one of our editors logged into the mobile app as an employee to access their payroll details, they shared that they could quickly update their direct deposit information during their commute, thanks to the app’s intuitive design. While the mobile app didn’t offer all the features of the web version, it allowed employees to perform essential tasks like viewing pay stubs and checking tax information with ease.
Another thing we liked about this payroll software was its self-service capabilities. For example, employees could adjust their tax withholdings themselves without involving HR, and the system provided real-time updates.
During our tests, updating tax filing status took just a couple of minutes, and then it was ready for HR to review the update instead of managing the entire process manually. However, when we needed to process benefits-related updates, we noticed a lack of automation. For example, verifying benefits data during open enrollment had to be done manually, which could have been more efficient with automation, we suppose.
We were also impressed with how well its modules integrated with each other. For example, once a candidate was hired in the recruiting module, their details automatically transferred to the onboarding module. This means that users won’t need to re-enter information, reducing the chance of errors and saving time.
And the training module was equally great—it was easy to assign courses to new hires and track their progress. We could use the training library to assign compliance courses to all employees during onboarding, and managers could monitor completion rates in real-time.
Paylocity’s reporting was straightforward for basic needs. We could use it to generate payroll history reports for audits or track specific tax details for compliance. However, its limitations became evident when we needed to create customized reports for executive analysis, such as combining payroll data with workforce performance metrics. We ended up exporting data into spreadsheets for further manipulation.
And while the support team was knowledgeable, the response times weren’t as fast as we expected for time-sensitive issues. As reported by some of the users we surveyed, they wish the support were quicker and more efficient, particularly for high-priority concerns since it’d take them a few days or sometimes, nearly a week to get their raised issue resolved.
40,000+ companies, including Momentus, Watters, and Weigel’s.
Paylocity’s pricing is not publicly disclosed, as it depends on the specific features and services a business requires.
Best For
Paylocity is best suited for mid-sized companies with fewer than 2,000 employees, especially U.S.-based organizations.
I primarily used Paylocity for recruiting, onboarding, and performance management. I used it to edit and post jobs and job descriptions, review applications, and manage candidates. I used onboarding to launch hiring workflows, administer hiring documents, and utilize E-Verify. I used the performance management module to build and administer annual performance reviews. Additionally, I occasionally used the feature to maintain employee performance and misconduct documentation.
I loved how simple it was to learn and use Paylocity. It was also easy to navigate and figure things out if I didn't know something. The second thing I liked was the variety of modules—it was easy to quickly access them based on the employee issue or task. Lastly, I loved how the modules essentially "talked to each other." For example, once hired, a candidate automatically moved from the recruiting module to the onboarding module.
I believe my former organization purchased Paylocity to scale their employment growth as they added employees quickly. They were also looking for a user-friendly HRIS while managing costs. I used Paylocity for nearly two years and really enjoyed it. It was very easy to learn. I used each module as it pertained to various aspects of the employee lifecycle.
Paylocity lacked automation in some areas. I think there were opportunities to improve certain workflows. It also lacked some customization features. Finally, Paylocity's customer service was not the best. I remember we had to upload benefits information, and they were neither quick nor efficient in resolving our issue.
I think Paylocity is one of the easiest HRIS platforms to use and learn compared to others. I like that it holds a lot of data and serves as a one-stop shop for all HR functions. The self-service side for employees is also very user-friendly.
I think company size is probably the most critical factor aside from cost. Small or extremely large organizations may not benefit from Paylocity as much as from other options like Dayforce or UKG.
I'm not sure about the evolution of Paylocity, but I think it does a good job of keeping up with companies' HR needs.
I would say mid-sized, professional companies. Paylocity could also be good for industrial, manufacturing, or trade companies from an employee-user standpoint.
As mentioned earlier, very small or very large organizations (in terms of employee size). I'm not sure if Paylocity’s data capabilities would be sufficient for a large employee population, and the cost/benefit may not be ideal for smaller companies.
Workforce
We chose Workforce.com for its strong employee-facing mobile experience and its automated compliance safeguards, which make it especially effective for shift-oriented SMBs balancing labor efficiency with risk management.
PROS
- Payroll is natively built with direct flow from timesheets to pay runs.
- Automation reduces manual work: auto-approved timesheets, tax filings, and garnishments.
- The mobile app allows employees to view pay stubs, update their bank information, and track historical payments.
- Support includes knowledge base, live chat, email, phone, and ticketing.
- Strong audit logs help maintain payroll accuracy and compliance.
- Full-service, in-house payroll engine with tax filing and wage garnishment support.
- Centralized employee profiles housing HR data, documents, and compliance logs.
- Automated time-to-payroll workflows reduce manual intervention.
- Onboarding and offboarding steps are trackable, with document bundling and digital forms.
- Employee self-service tools (mobile and web) for leave requests, profile updates, and shift management.
CONS
- A free trial is not offered.
- Payroll is offered as part of an all-in-one suite and cannot be licensed independently.
- Payroll compliance is currently limited to the U.S. and the U.K., which restricts global coverage.
- The web interface is functional but could use a modern redesign.
- No standalone access to payroll or HR modules.
- No free trial or sandbox access to test payroll workflows without speaking to a Workforce.com representative.
- Recruitment components are basic compared to specialized ATS systems.
- Their payroll system lacks international tax/localization support.
Workforce.com’s payroll offering feels like the natural extension of its time and attendance roots. In our demo, we saw payroll runs pulling data not just from timesheets and schedules, but also from employee records that contained certifications, incident reports, performance reviews, surveys, and onboarding documents. Because payroll, HR, and workforce management all live on the same codebase, it felt cohesive in a way many payroll add-ons don’t.
Running payroll itself was straightforward. Timesheet data flowed directly into pay runs, allowing us to preview deductions, contributions, tips, commission, bonuses, leave accruals, garnishments, and taxes before processing direct deposits with just a few clicks. We also appreciated the level of automation built into the payroll system. During testing, timesheets that fell within pre-set tolerance rules were automatically approved, so only those that fell outside the rules required review. The system also handled tax filings and garnishments independently.
On the employee side, the mobile app stood out. Workers can view pay stubs, see their historical earnings, and update bank information without logging into a desktop. We particularly liked how earnings were tied to shifts: employees could track what each shift paid and watch weekly totals add up. That kind of visibility provides hourly workers with a clearer picture of their pay in real-time.
Support was also reliable, offering a knowledge base, live chat, phone, email, and ticketing system. While we didn’t test the speed of responses, having multiple channels is reassuring, especially for SMBs that don’t have a dedicated payroll team.
Nevertheless, there are a few trade-offs to consider. One drawback is that Workforce doesn’t offer a self-sign-up free trial, so you won't have the opportunity to explore it on your own before speaking to a sales rep. When it comes to features, the payroll tool primarily caters to the U.S. and U.K., which may not meet the needs of enterprises with thousands of employees worldwide. While we find the workflows to be quite efficient, the admin web interface isn’t as modern as some other options listed, such as Deel and Rippling.
Winnipeg Jets, Altitude Trampoline Parks, Domino’s Pizza, Pinnacle Live, Cedartown Foods.
Workforce.com offers pricing plans ranging from $5 to $24 per employee per month.
Best For
Workforce.com payroll is best for SMBs with hourly teams who value automation, mobile access, and operational efficiency over advanced reporting or international coverage.
I used Workforce on a daily basis, as I was frequently fielding questions from employees and managers. The key workflows I used included time and attendance, fair work week compliance, predictable pay, onboarding, scheduling, and payroll.
These processes were streamlined through the platform, which reduced the need for manual interventions. Workforce allowed me to respond quickly to inquiries and resolve issues efficiently.
The ability to access all functions from a single interface significantly improved my productivity.
- Labor forecasting – Workforce has incorporated AI capabilities to assist with forecasting future labor needs.
- Onboarding – The entire process is paperless and can be completed prior to the employee’s first day of work.
- All-in-one – Everything from recruiting to benefits and payroll is integrated in one place.
My organization transitioned from Kronos to Workforce several years ago. Kronos created a lot of additional work, as we had to make manual entries.
Workforce solved this problem by providing crucial workflow connections throughout the applicant-to-employee process. It allows us to do everything from assigning attendance points to viewing paychecks and resolving payroll issues.
- Benefits – This module is helpful but the weakest on the platform; it's difficult to automate, resulting in frequent manual entries.
- Reporting – There are endless reporting options, but the inability to save templates requires generating a new report each time.
- System upgrades – These often occur during business hours, causing delays in processing critical actions.
Workforce ranks above several similar tools, as the all-in-one option is extremely beneficial for any HR department. I prefer having everything on one system instead of using multiple systems that do not communicate with each other.
Organizations should consider which key modules are required to function on a daily basis before making a purchase. Knowing this up front is important, as adding modules later can create instability in reporting and system performance. Ensuring compatibility with current workflows is also crucial for a smooth implementation.
Workforce has done a great job keeping up with technology advancements. The new AI feature for labor forecasting has been a significant improvement.
Workforce is ideal for any employer with at least 50 full-time employees.
Workforce is a very robust tool, so an organization with fewer than 15 employees may find it too costly for their needs.
ADP
As one of the best-known and biggest companies in the payroll and HR space, ADP is well-positioned to tackle the complex needs of large enterprises in all kinds of industries.
PROS
- Mature, robust platform & staff with decades of experience.
- Comprehensive packages to tackle payroll, benefits, and HR needs with one tool.
- Big enough to cater to the needs of large enterprises with thousands of employees.
- 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
- Price points might be too steep for budget-strapped organizations
- Not the most modern platform. Prone to bugs and has an outdated look and feel.
- Little flexibility to cater to specific needs when it comes to implementations and pricing plans.
- Pricing is not publicly disclosed.
- Technology options outside ADP’s dedicated HR tools are limited.
ADP stands out in a crowded field thanks to their ability to offer related HR functions like benefits administration, compliance, and time and attendance in addition to tailored payroll packages - all from a single, easy-to-use platform. Their tailored payroll packages offer a range of tools and add-ons, and we’ve found that upgrading between packages is easy, which is great for companies expecting notable shifts in headcount.
However, ADP may not be the best fit for SMBs due to its high price point. Fees tend to increase with time, and it’s not the cheapest tool out there. Also, we’ve spoken to numerous users who have remarked upon their customer service as an aspect they could improve. Some common complaints include the time of each response and not having a stable point of contact to refer to within the company.
In our experience, the software itself can also create some issues with time. While few companies are able to offer as much, it’s common to encounter bugs and errors that require you to speak to a representative in order to get it fixed – for instance, the hourly pay rate doesn’t come through properly.
Overall, ADP is one of the best-known names in the space and their huge market share means they’re definitely a must-consider for some companies, but they are certainly not the most flexible. Also, since you’ll be among thousands of other customers, you’re unlikely to receive a white-glove customer service experience.
Margaritaville, BP, The Bancorp, The Boston Globe, Whole Foods, LongHorn Steakhouse and more.
APD’s pricing is not publicly available. However, they can provide a custom quote through their website if you indicate your company size and the desired modules.
Best For
Large organizations with headcounts in the thousands. ADP has extensive technical and human resources plus a staggering amount of experience in the field.
Paychex
Paychex offers three different plans that can serve the needs of various types of small businesses, all focused on payroll processing and featuring some HR tools as you go up in range.
PROS
- Pay-as-you-go plans for various business scenarios.
- Plan upgrades offer enhanced features like performance management, employee screening, and benefits services.
- 48-hour onboarding with personalized payroll guidance for Select and Pro plans.
- Experienced payroll and benefits administrator for 740,000 US companies.
- Timecard processing can be fully automated.
- Integrates well with benefits providers like Benetrac for benefits management.
- User-friendly interface for reviewing W2s and paystubs.
CONS
- Users struggled to get timely help due to frequent payroll contact changes and long wait times.
- Some reported payroll errors and tax inaccuracies which caused compliance issues.
- Separate departments in Paychex for payroll, HR, and benefits hinder integration, customization, and support for small businesses.
- Limited third-party integrations.
- Some users reported slow app login.
- Less modern looking compared to competitors.
We quickly understood why Paychex is so popular among U.S. businesses after diving into its automations.
The auto payroll tax filing, for example, is nicely done. It can handle the whole tax filing process, which is super handy for multi-state teams in minimizing errors and avoiding penalties. Additionally, the employee onboarding feature is one of the most robust we have tried, with easy-to-complete online forms and personalized messages.
We also got a good impression of Paychex’s time tracking, as this tool not only supports touchless employee clock-ins but is agile enough for both medium and large teams.
On top of that, the availability of PEO services means Paychex users can gain access to specialized support for health benefits, compliance, and onboarding without the hassle of finding a whole new tool.
Paychex might be a bit trickier to use and get support than ADP but its strong automation focus is a boon and its HR tools are high quality.
However, if top-notch design is important to you, a fair warning: Paychex’s UI isn’t very good. Perhaps due to its abundant feature set, the payroll platform’s interface gives off a rather cluttered feeling.
Cluttered interface aside, we found the customer support team to be underwhelming. It's tough to get hold of someone on the phone and, when it comes to email support, this vendor can take hours and even weeks to respond. We're also not big fans of the frequent changes in Paychex's customer success managers' contacts, either. This, according to several users we spoke to, has made it even tougher to get assistance.
740,000+ companies, including ESET, Funnelbox Inc., Smile Cafe, H.Y.P.E. Counseling Services, ASG, and Pet Partners.
- Flex Essentials plan costs $39/month + $5/employee/month.
- Flex Select and Flex Pro plans have custom pricing.
- Some features like recruiting, document management, and time tracking are charged separately.
Best For
Mid- to large-sized U.S. businesses that face the intricacies of employing and paying workers across state lines.
I used Paychex primarily for payroll management in a small SaaS company—first for paying contractors, and later for handling employee payroll. I typically logged in a few times each pay period to review time entries, confirm hours, and process payments.
The platform managed direct deposits fairly efficiently and streamlined tax filings, though occasional syncing issues required manual corrections.
Over the years, I encountered several instances where payments were either doubled or not processed at all. I also used the system to manage employee financial onboarding, update contractor payment details, and review accounting reports.
Overall, it’s a functional system that covers the basics well, although the interface can be cumbersome.
I liked that Paychex made payroll relatively simple once everything was set up. It automated most of the more complex tasks.
The reporting tools were useful for tracking payroll costs and exporting data for accounting purposes.
Customer support was usually helpful and quick to resolve issues—when available, though access felt unpredictable. Having tax compliance managed automatically was also a major benefit.
The company I worked for purchased Paychex originally to handle contractor payments during tax season. We used it the entire time I was there and found it clunky and outdated, though not as problematic as ADP.
Customer service was fairly responsive when available. It was easy to get into a routine of entering contractors and their information into the system, but the process could have been improved with a more efficient bulk add function.
I used it for about five years. Before Paychex, we were sending paper checks.
Paychex could be difficult to navigate, and some features felt outdated. The system sometimes had syncing issues that caused delays or required manual fixes. While reporting was available, it often took too many steps to locate specific data.
Customer support was inconsistent—some agents were excellent, but response times varied. Routine changes or updates often took longer than expected to process. I also encountered more payment issues with contractors and employees than with other payroll providers.
Paychex seemed better suited for growing or moderately complex businesses compared to the very basic tools aimed at small operations.
It wasn’t the most user-friendly or visually appealing platform, but it handled core payroll, tax, and compliance functions effectively without requiring multiple add-ons.
When evaluating a payroll tool, consider how easy it is to run payroll each cycle, including entering or importing hours, approving runs, and fixing errors. Look for a bulk upload feature that actually works.
Strong tax filing and compliance features are critical—they can save significant time and prevent costly mistakes.
Reporting and integration capabilities are also important, especially if your accounting or finance teams need clean data.
Lastly, evaluate the quality of customer support, as a lack of reliable help can quickly become a major issue.
I found that Paychex did not evolve meaningfully over time, which became a major drawback.
Paychex can work for businesses of any size, depending on how it’s used. That said, for the price, other options like Gusto offer better functionality at a lower cost.
I can’t think of a specific group Paychex wouldn't suit, but it’s not my preferred solution overall.
Zoho Payroll
Zoho Payroll stood out during our hands-on evaluation for how quickly it enabled us to launch payroll across multiple states, with direct deposit, tax setup, and employee enrollment guided through intuitive workflows. It’s especially appealing for organizations already using Zoho Books or Zoho Expense, since syncing payroll data is baked in.
PROS
- Supports payroll in the U.S., India, and GCC.
- Automates tax filings across all 50 U.S. states.
- Offers a highly rated mobile app for employee self-service.
- Includes regular, off-cycle, bonus, and termination payroll types.
- Integrates natively with Zoho Books and Zoho Expense.
- Provides a free 14-day trial with full feature access.
- Includes guided setup, migration help, and compliance support.
- Supports payroll in the U.S., India, and GCC.
- Automates tax filings across all 50 U.S. states.
- Offers a highly rated mobile app for employee self-service.
- Includes regular, off-cycle, bonus, and termination payroll types.
- Integrates natively with Zoho Books and Zoho Expense.
- Provides a free 14-day trial with full feature access.
- Includes guided setup, migration help, and compliance support.
CONS
- Does not support 1099 contractor payments in the U.S.
- Currently offers no integrations beyond the Zoho ecosystem.
- Requires manual filing for some local and state taxes.
- Charges additional fees for payment failures and delayed filings.
- Launched in September 2025, so some features are still maturing.
- Does not support 1099 contractor payments in the U.S.
- Currently offers no integrations beyond the Zoho ecosystem.
- Requires manual filing for some local and state taxes.
- Charges additional fees for payment failures and delayed filings.
- Launched in September 2025, so some features are still maturing.
Zoho Payroll is a promising option for automating payroll, taxes, and employee compensation across multiple regions. With versions tailored for India, GCC, and the U.S., this payroll software brings statutory compliance and pay cycle management together under one clean, easy-to-navigate interface.
In our demo of the U.S. version, we were able to set up the organization, tax settings, and direct deposit within an hour. The system supports both salaried and hourly W-2 employees, covering regular, bonus, off-cycle, and termination payrolls. The mobile-friendly self-service portal stood out for its simplicity: employees can authorize tax forms, view pay history, and track leave balances directly.
Where Zoho Payroll shines is its automation. It proactively files most U.S. payroll taxes, generates W-2s, calculates benefit deductions, and syncs transactions with Zoho Books. PTO policies are also flexible. You can configure accrual caps, carry-over rules, and state-specific compliance.
However, there are limitations to note. U.S. businesses cannot currently pay contractors (1099s) through Zoho Payroll, though this is supported in the India version. Third-party integrations could benefit from an expansion here, as the available connectors are all within Zoho’s ecosystem and haven’t yet included third-party accounting, time tracking, or HRIS.
We also caution buyers to review Zoho’s fee structure. While base pricing is competitive, you could face additional charges for failed transfers ($8–$100), late tax filings ($150), or manual wire payments. These are not the costs associated with the software, but rather the compliance-related costs, which are automatically added to your next billing cycle.
And because Zoho Payroll's U.S. edition launched as recently as September 2025, the feature set is still maturing. It's a good fit for businesses already using other Zoho products or for SMBs seeking a clean, compliant payroll experience.
KRG Technologies, Leegality, Beez Innovation Labs, CredRight
Zoho Payroll offers two plans: Standard and Professional. Annual pricing starts at $29/month plus $5 per employee, while monthly billing starts at $39/month plus $6 per employee. The Professional plan includes advanced features and starts at $49/month plus $7 per employee (annually). Additional fees apply for failed payments, fund transfer issues, wire transfers, and late tax filings. A 14-day free trial is available with no credit card required.
Best For
Zoho Payroll works best for SMBs and Enterprises operating in the U.S., India, and GCC that need automated payroll, built-in tax filing, and native Zoho integration.
Rippling
We have a high opinion of Rippling for the way it combines stellar HR features, payroll, and even IT in one suite.
PROS
- Integrated platform for HR (including payroll), IT, and finance solutions.
- Robust automation features within an easy-to-use interface.
- Extensive analytics options for comprehensive payroll insights.
- Provides a very clear report of company expenses, breaking down headcount costs.
- 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
- No option of completely automating the payroll process.
- Requires a minimum of one-year contract length.
- Rippling's payroll requires purchase of its core HR platform.
- 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 3-in-1 HR, IT & finance platform that can handle multi-state payroll, global payroll, benefits, PEO, EOR, and anything in between for your business.
Rippling has always stood out for its UI. The design is crisp, but more importantly, it’s very well thought out. We tried multiple features during our tech test: onboarding, payroll processing, PTO, and time tracking, and we had no complaints.
Rippling’s payroll solution stands shoulder-by-shoulder with other peers on our list. You can use multi-state and global payroll, as well as EOR and PEO, depending on your needs, to hire and pay employees and contractors in the U.S. and overseas.
On the benefits front, while not as versatile as Gusto’s (9,000+ plans available), Rippling offers 4,000+ options—still a lot more than ADP’s 700. We also love that the platform’s integration list is always growing (500+ at the time of writing).
We’ve talked to HR pros who use Rippling daily. Efficient payroll tools, user-friendly benefits enrollment, and generally helpful phone and email support were all mentioned.
However, we’re quite surprised to discover that it’s not possible to automate the entire payroll process—a feature most modern payroll solutions offer.
Rippling is also less flexible when it comes to billing. There’s no free sign-up option like with Deel. A minimum one-year commitment is also required, unlike Gusto or PapayaGlobal which let you pay either monthly or annually.
Rippling's pricing begins at $8 per month per user and can be customized based on selected modules or the entire platform and the number of users.
Best For
Rippling is worth consideration for midsized and large teams looking to combine payroll, HR, and more into a single tool.
I personally used Rippling as a recruiter, primarily as my ATS system. It also provided a company directory within the platform, which was very helpful. I no longer work for the company that uses Rippling, but the tool was seamless and easy to use.
The ATS workflow was simple and user-friendly—you could view applications, reject or move candidates forward, email them, and send job offers with just a few clicks. I mainly used it for recruiting and the job offer process. My colleague used it for onboarding.
I liked how user-friendly Rippling is. Another major advantage is that it’s an all-in-one platform. It simplifies workflows and makes tasks easy to complete.
They needed an ATS system for hiring. The company bought Rippling, which was helpful because it's not just an ATS—it has many features that benefited the business. They had Rippling before I started, so I assume it’s been more than a year and a half.
We liked that Rippling is an all-in-one platform, handling HR, recruiting (ATS), employee spend, and payroll. This provided a single solution for the business instead of requiring separate platforms. It was easy to manage everything in one place with Rippling.
I didn’t immediately notice anything I disliked about Rippling. The cost might be a concern, though it starts at $8 per employee, which isn’t very expensive unless the company is large. I didn’t pay for Rippling myself, as the company covered the cost.
Rippling stands out by being an all-in-one platform, while many ATS systems only focus on recruiting. It offers capabilities that most other tools do not.
It depends on what the buyer is looking for. I liked it from the ATS perspective—if someone needs a user-friendly, easy-to-use product, this works well with little to no learning curve. Buyers should also consider the cost of managing multiple platforms and whether Rippling makes sense for their business model.
I don’t have much insight there. I used it primarily as an ATS, so I'm not sure when new features were added or what those features are.
I would recommend Rippling to anyone who needs an ATS system for hiring. I can’t speak to the other features, as I only used it on the recruiting side. My HR and payroll teams also used Rippling and mentioned that they found it easy to use.
Rippling may not be a good fit for someone who doesn’t need an ATS or payroll solution. For example, a solo business owner might not need a tool like this.
Gusto
Gusto offers versatile features such as flexible pay schedules, payroll deductions, automated tax filing, and almost everything else an SMB needs for compliant and fast payroll.
PROS
- Full-service multi-state payroll including W-2s, 1099s, and contractors.
- EOR services for hiring international full-time, salaried employees.
- Supports automated tax filing and benefits administration.
- Flexible payroll options and unlimited pay runs.
- Comprehensive customer support resources.
- Transparent pricing without long-term contracts or setup fees.
- 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 analytics dashboard.
- No native accounting feature for earnings and spending tracking.
- Federal/state compliance alerts and benefits require the Premium plan or add-ons.
- Entry plan lacks native time tracking and online signatures.
- 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 has always been a worthy consideration within the payroll software category, especially for small and medium-sized businesses.
First, Gusto is very user-centric: Even the cheapest plan includes call, email, and live chat support at extended hours. There is also an online help center and dedicated community where accountants can connect and learn from each other.
With features ranging from full-service multi-state employee and contractor payments to benefits and even global EOR, Gusto can assist with many business types. We tested its payroll capabilities and can report that its ability to schedule and run fast, flexible (and unlimited) payrolls is pretty much on par with enterprise solution ADP.
That said, we can’t escape the fact that Gusto relies on third-party integrations for accounting capabilities. And while this vendor now provides an international EOR ( partnering with Remote), this service is not available for part-time, hourly workers.
Gusto has a transparent pricing structure and is more affordable than some competitors like Deel. For contractors, it's $6 per contractor per month (Deel is $49) and for employees, it's $40 per person per month (Deel charges $500).
It may be cheap but Gusto does lack some essential features in higher-tier plans, including federal/state compliance alerts, time tracking, and multi-state payroll services. The most affordable plan only supports single-state payroll. For online signatures, time tracking, and expense management, you’ll have to integrate Gusto with third-party tools.
Gusto serves over 400,000 customers nationwide, spanning a wide range of industries and company sizes. While they don’t break down the exact share by business segment, we’ve seen companies of all shapes and sizes — from startups to midsize firms — embrace Gusto’s platform for its reliable payroll and HR features.
Gusto offers various payroll software plans:
- Simple: Starts at $49/month, plus $6 per team member.
- Plus: Begins at $80/month, with an additional $12 per person.
- Premium: Costs $180/month, plus $22 for each person.
- Contractor Only: Available for $35/month.
Additionally, add-ons are available for the Simple and Plus plans:
- HR Resources: $50 plus $5 per employee.
- Priority Support: $30 plus $3 per employee.
Best For
Gusto is great for U.S.-based startups and growing SMBs with limited HR resources.
We use Gusto for payroll, onboarding documentation, and to provide employees and ourselves with tax documentation. We also use Gusto to track time in some instances.
I enjoy Gusto's simple design. I like Gusto's walkthroughs for each process to help employees self-help. I also enjoy Gusto's onboarding workflows.
We use Gusto for our employee's payroll. We also help our clients implement Gusto for their teams. We were looking for a simpler and cheaper solution by having a small team. We also were attracted to the onboarding options on Gusto to help employee self-help with federally required documents.
I dislike the payroll/payslip breakdown as it's not as detailed as other systems. I also dislike that even though the design is simple(pro) it can appear childish or unprofessional. I also dislike the time-tracking feature.
Gusto is a simplistic and affordable option to larger competitors.
The size of the company. The payroll/reports needs.
Gusto has not changed much since I started using it.
A large company.
An organization/user that requires more detailed reporting or is not tech savvy/wants more 1:1 help
Paycor
Paycor is a feature-rich payroll tool boasting capabilities such as autorun, real-time calculations, paystub previews that are available three days before payday, and much more.
PROS
- Unlimited monthly payrolls.
- User-friendly payroll solution with a simple, intuitive interface.
- Employee mobile-friendly self-service portal for HR info and benefits.
- Multiple subscription plans for businesses of varying sizes.
- Offers frequent discounts and free trials with no set-up fees.
- 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
- Reporting functionality is not robust with occasional data unavailability.
- Pricing is undisclosed. Some SMBs found it expensive.
- Customer services are not very responsive.
- Time tracking is a paid add-on.
- 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.
Paycor is a great option for small to mid-sized businesses seeking a solution that can handle HR tasks in addition to payroll.
Paycor doesn’t (directly) handle global payroll like Deel or Papaya. Instead, the platform outsources such service to its partners and pays close attention to its domestic users—U.S.-based companies and staff. Thanks to that, its national payroll functionalities are rich and, at the same time, straightforward.
Within this single software, you’ll find autorun, pay options, compliance alerts, and employee self-service, to name a few. The system automates federal and state tax filings and you can do as many payroll runs as you like.
Paycor is particularly well-liked for its flexibility. With multiple plans to choose from, businesses can opt for extra tools like onboarding and compensation planning when they truly need them.
The self-service portal is easy to use and provides access to a bunch of cool features. From checking pay stubs to viewing work schedules, updating profiles, and requesting time off, everything's right there on desktop and mobile.
However, a fair number of HR pros we’ve spoken with mentioned that they weren't happy with Paycor's customer support. Most cited the service being often unavailable and the support team members not being on the same page, so they had to report the same issue multiple times.
We also recommend that you communicate clearly with Paycor about the full costs associated with using its product as, from what we found, there may be extra fees like minimum billing and charges for early check clearance on top of the regular subscription cost.
40,000+ companies including McDonald’s, Wendy’s, the Cincinnati Reds, Detroit Zoo, and the Chicago Fire FC.
Varies depending on your headcount and the specific features you choose.
Best For
Paycor excels for U.S.-based organizations with up to 1,000 employees, especially in industries like manufacturing, healthcare, food and beverage, nonprofits, and professional sports.
While using Paycor, I interacted with the full platform. I used it for processing payroll and managing employee data through their HRIS system.
I worked for a school district with about 200 employees, and with all of the state-required coding, Paycor struggled to provide what we needed to process payroll smoothly, making it an extremely stressful task.
For storing data, it was easy to use and finding documents was simple. There was no effective way for employees to sign documents in the system.
We also used it for timekeeping, which worked well for employees to track time and use paid time off. The app supported this effectively, so I had no complaints in that area.
- I appreciated the direction they were taking with their platform and the effort to improve.
- I liked that they were a local company in our region of the Midwest.
- Our implementation specialist was excellent, and I wish we could have kept them as our main contact.
My organization used Paycor for about three years before moving to another company that better fit our needs.
One of our biggest pain points was customer service. We did not have a dedicated specialist, so any issues—whether new or recurring—required starting from scratch to resolve. Hold times were very long, and when processing payroll with a strict deadline, this caused significant stress.
Many of their products were offered à la carte, which meant it became expensive to access everything needed to use the platform efficiently.
- The payroll system was difficult to use because of the coding rules required by the state.
- We did not have a dedicated specialist for our account.
- Customer service wait times were long.
Paycor was a robust system, but it struggled with product management and customer service. I have also used BambooHR, ADP, and ExtensisHR. Once you learn one system, you can generally adapt to the others, though each has its strengths and weaknesses.
BambooHR provided some of the best customer service, second only to ExtensisHR. ADP, being such a large company, made smaller nonprofits like ours feel insignificant.
Even so, I believe Paycor is still a strong competitor, and I would consider trying them again in the future since they have made significant progress with their platform.
The most important factor is ensuring that all necessary features are included in an affordable package. It is also critical to choose a solution that aligns with the size of your organization. For example, if you have thousands of employees worldwide, Paycor may not be the best option.
I cannot speak to the most recent updates, as I have not done a demo in the past year. That said, they were consistently making updates and process changes while I was using the system, so I am confident improvements have been made.
Small to mid-sized organizations can benefit from Paycor.
Larger or global organizations will need something more robust than Paycor.
Remote
Remote provides a unified global payroll solution with strong compliance controls and direct EOR support across more than 100 countries. We like their intuitive UI, localized payroll compliance, and wide international reach, which is especially beneficial for fast-scaling startups and remote-first teams.
PROS
- Payroll and compliance coverage in over 100 countries without needing local entities.
- Consolidates contractor and employee payroll in one platform.
- Transparent per-country pricing model for EOR and contractor management.
- Intuitive dashboard that simplifies global payroll processes.
- Supports multiple pay methods, including localized payment rails.
- Fast and compliant payroll in 170+ countries.
- Live chat support with local payroll experts.
- Flexible, localized benefit packages.
- Flat-rate pricing structure, no deposits or hidden fees.
- Mobile app streamlines expense reimbursement with autofill from receipt photos.
CONS
- No phone support; email support can sometimes require repeated follow-ups.
- Mobile app lacks full functionality compared to the browser version.
- Invoicing UX can be improved; it currently lacks autosave functionality.
- Doesn’t have a free trial.
- Redundant for organizations solely recruiting within the U.S.
- Help center documentation isn’t easiest to understand.
Remote’s payroll software stands out for its international reach and compliance infrastructure, particularly for companies without local legal entities. It supports payroll in more than 100 countries, allowing businesses to manage both global contractors and full-time employees from a single platform. The user experience is designed to be intuitive—we were able to navigate key workflows, like employee onboarding and payroll setup, with minimal friction.
During our tech tests, the dashboard provided clear visibility into multi-country payroll cycles and compliance alerts, which makes it a strong contender for HR teams prioritizing legal and tax compliance.
One of the standout features of this vendor is its approach to Employer of Record (EOR) services. Unlike platforms like Papaya that often depend on third-party local partners, Remote manages its own legal entities. This in-house strategy provides customers with greater confidence in maintaining consistent service and data control across different countries.
Feature-wise, Remote also keeps up with top players like Deel, offering one-click invoicing, payroll automation, and streamlined contractor payments in multiple currencies. The platform is particularly popular among tech companies that are scaling globally and have a lean HR team.
That said, our experience wasn’t without a few hiccups. Some users we spoke with mentioned inconsistent customer support, including slow responses and lengthy email threads for what should be simple queries. We also noticed that the mobile app occasionally redirected us to the browser for certain actions, which slightly diminished its convenience on the go.
Remote has been used by companies including Pydantic, Axelera AI, Reverse Tech, and Weaviate.
Remote offers several pricing tiers, depending on the level of support needed:
- Contractor Management: Starts at $29 per contractor per month.
- Contractor of Record: Starts at $325 per contractor per month.
- Global Payroll: Starts at $29 per employee per month.
- Employer of Record: Starts at $599 per employee per month.
Best For
Remote is best suited for remote-first, growing teams that want to simplify international hiring and stay compliant without setting up local entities.
Homebase
Homebase is a simple yet effective payroll solution that is a great bet for small businesses in the retail, hospitality, and service industries. For cost-conscious teams, it’s worth noting that the platform is offering the All-in-One Plan (payroll included) free for 6 months, through January 20, 2027.
PROS
- New customers get six months of the All-in-One Plan free (ends January 20, 2027).
- Built for small businesses that need simple, all-in-one payroll and HR management.
- AI-powered automation simplifies workflows and reduces repetitive admin tasks.
- Connects with Square, QuickBooks, Homebase, and 20+ other platforms.
- Automatic tax filing at the federal, state, and local levels helps maintain compliance.
- Facial recognition clock-in reduces buddy punching and payroll errors.
- Attractive affiliate program with competitive payouts and strong conversion rates.
- Separate dashboards for managers and employees
- Real-time communication features allow for schedule changes on the move
- Requesting and approving paid time off is easy
- Great scheduling templates help managers streamline work
CONS
- Not ideal for larger businesses needing dedicated payroll support.
- US-only payroll with no support for international employees.
- Facial recognition currently does not verify photos against employee profiles.
- Limited third-party integration support
- Additional features are somewhat expensive
If you’re a small retail, restaurant, or service-based business, Homebase Payroll can keep your HR and payroll operation simple and efficient for you.
One of this payroll system’s biggest advantages is how well it syncs with Homebase’s time tracking. Unlike Gusto, which requires third-party time tracking integrations, Homebase automatically pulls employee hours, overtime, and PTO into the payroll system.
During our testing, we clocked in and out using the Homebase app, and our hours were instantly reflected in the payroll dashboard without needing manual adjustments. This makes it a great fit for small businesses that rely on hourly workers and shift-based schedules.
Additionally, Homebase offers overtime prevention tools, which automatically clock out employees when their shift ends to prevent unapproved overtime. This is a feature we haven’t seen in other payroll solutions like APS and Gusto, which makes Homebase a stronger option for labor cost control.
We liked that Homebase provides automated payroll tax calculations and filings at federal, state, and local levels. The platform also includes a facial recognition clock-in feature to prevent buddy punching—something not natively available in competitors like Gusto or APS. The only drawback here is that this feature doesn’t match employee photos to their profiles, making it less foolproof than it initially sounds.
We think Homebase is great for small businesses, but it may not scale as effectively for larger organizations as a few other SMB-friendly payroll software like Gusto.
Another thing to bear in mind is that similar to APS, this vendor is hyper-focused on the U.S. market and thus does not currently support global payroll. Also, they don't offer dedicated account teams if you're looking for more personalized customer service.
100,000+ U.S.-based companies, including Fuzzy Goat Yarn Shop, The Blind Goat & Xin Chao, and Arthritis and Osteoporosis.
Homebase has a clear pricing structure specifically for small businesses. The payroll tool is marketed as an add-on and can be added to any Homebase plan (even the free one) for $39 per month, plus an additional $6 per month for each active employee.
Best For
If you’re a small retail, restaurant, or service-based business, Homebase Payroll keeps things simple and efficient. It’s a great choice for small, shift-based businesses that need automated payroll with built-in time tracking and overtime prevention.
APS
After testing APS firsthand, we found that its mix of human expertise and experience in service-based industries across 50 U.S. states makes it an excellent fit for organizations in the country looking for reliable payroll processing combined with exceptional support.
PROS
- Each customer is assigned a dedicated account team, ensuring personalized, prompt assistance.
- Tailored payroll expertise for sectors like healthcare, hospitality, churches, and non-profits.
- Recent updates to the UX/UI have modernized the interface while retaining familiarity.
- Comprehensive HRIS features, including workforce planning, AI Assist for HR, and integrations with popular platforms like QuickBooks Online.
- Affordable for small to mid-sized businesses.
- Processes payroll across all 50 U.S. states.
- 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 available.
- Only supports payroll in the United States, excluding international use.
- Payroll must be purchased to access other features like workforce management.
- Minimum cost of $250 per month applied to all 25-to-100-employee companies.
- 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 Payroll is a solid, U.S.-focused payroll solution with a human touch that truly sets it apart from many competitors.
One of its biggest strengths is customer service. From day one, you’re assigned a dedicated account team, which means there’s always someone familiar with your setup available to help. Throughout our experience, we found APS’s support team to be responsive, with most issues resolved within the same day. Most users we spoke to also praised the payroll software vendor for being there from the implementation phase through ongoing assistance.
APS specializes in payroll for service-based industries such as healthcare, hospitality, churches, and non-profits. This focus has allowed APS to develop a payroll system tailored to meet the unique needs of these sectors, including managing workforce planning while ensuring compliance with the varied payroll regulations across different U.S. states.
During our test, we appreciated the expertise of APS’s payroll specialists, who clearly knew the intricacies of state-level payroll requirements—something that sets APS apart from competitors relying solely on automation.
Over the past couple of years, APS has made notable product enhancements, including AI Assist for HR and integrations, but our favorite is the platform’s new look. Previously, the outdated design was one of our biggest complaints. However, by the time of our test, APS had updated its interface while striking a balance between modernizing and maintaining the familiarity that many long-time customers prefer.
APS doesn’t offer a free trial; however, the pricing starts at $250 per month for 25-100 employees, which makes it quite affordable for small SMBs compared to other payroll providers.
During our research, we spoke with Jackie R., an HR Director for a small company. “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 we get everything they offer at APS for a price we can afford as a small business,” Jackie shared.
This aligns with our experience—while it’s not the cheapest option out there, the features provided make APS a valuable solution for businesses needing robust payroll and HR services without breaking the bank.
Unfortunately, APS's primary focus on the United States means it lacks the ability to handle operations for companies outside the country, making it a poor fit for international organizations.
Another thing to bear in mind is that the payroll solution is a required component of using other services that APS offers, such as benefits or HR. So, if you’re looking for a workforce management solution but want to keep your current payroll tool, APS is not ideal for you.
3,500+ companies, including Wahlburgers, Rainbow Sandals, Grayson College, and Hillside Christian Church.
- For businesses with 25-100 employees, APS starts at $250/month, which includes a base fee of $50 and an additional $5 for each employee. Optional features like attendance tracking and scheduling are available for additional costs.
- For companies with more than 100 employees, pricing is available upon request.
Best For
U.S.-based companies in the service industry.
APS was our day-to-day lifeline. It was critical for candidate tracking, credentialing, business development, and back-end operations. These functions were essential to support our growth initiatives. APS helped streamline multiple processes. The platform supported us through the transition and remained reliable throughout each step.
- APS allowed us to customize the platform based on our specific needs.
- We could configure features for designated functions.
- Having a dedicated super user to support our organization was highly beneficial.
At the time, we were looking to upgrade our existing platform. APS offered multiple options that allowed us to enhance and customize the platform. It provided our organization with a strategic advantage, improving our speed-to-market delivery. It also supported our production goals. Overall, it significantly contributed to our operational efficiency.
- I wish the sandbox environment could have been pushed to production after final approval.
- I would have appreciated more training prior to going live.
- Additional support and post-launch check-ins would have been helpful.
APS is a strong option, but like any product, its value depends on the features and subscription level you select. It’s a good value-added solution.
Key criteria include cost, user experience, customer support, and adaptability. For me, APS meets nearly all of these requirements.
There have been consistent enhancements aimed at improving the product.
APS is good for the staffing industry.
APS may not be the best solution for certain niche markets.
Papaya Global
Papaya Global distinguishes itself in the payroll software category by facilitating secure, seamless payments to contractors and employees across 160+ countries, supported by rigorous security and compliance protocols.
PROS
- 5 individual solutions at an affordable price: payroll, EOR, contractors, global workforce payments, and agent of record.
- Guaranteed 72-hour payouts in 160+ countries with full-service payroll.
- Dedicated local support for international employees.
- Free access to global employment specialists in 160 countries.
- 60-day money-back guarantee for dissatisfaction with platform performance.
- EOR monthly fee reduced from $650 to $599 per employee.
- Papaya Global packs the EOR services you need to do global payroll and employment compliantly in over 160 countries.
- Automated payments in over 100 currencies, 80 of them directly to the worker's bank account through its global banking partners.
- Dedicated customer support providing locations-specific knowledge regarding employment and payroll.
- End-to-end payroll guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, making the platform more affordable and scalable.
CONS
- No free trial or plan is offered.
- Limited existing integrations, but free use of pre-built and custom APIs.
- Additional fees include setup, onboarding, per-employee cycles, year-end fees, and a deposit.
- No local entities in service countries. No tax penalty guarantee info.
- No free trial or free plan.
- Doesn’t own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.
Papaya Global has its own time and attendance tracker that works really well with its payroll and compliance services. We can imagine how well-received this feature is by HR pros who can now handle employee hours, PTO, and payroll in one unified place.
We think Papaya’s benefits team is also among the best in the field. They break down all the options and can pair you with top-quality benefits providers across hundreds of different countries and regions. Best of all, you get all this bespoke advice at no extra cost.
And, just as we expected from a top player, Papaya’s self-service portal is good. It’s very handy for getting started, requesting time off, and checking pay stubs, and now, it’s even accessible on the go.
However, unlike Deel, which has its own entities in more than 150 countries for its EOR services, Papaya Global relies entirely on local partners. This presents compliance risks and potential add-on fees. Further, the fact that the platform doesn't offer a tax penalty guarantee is another thing worth noting.
We contacted several individuals who have used Papaya for at least three months to see how their experience with customer service has been, and the gathered feedback was kind of mixed. While some found the support quick and helpful, others have been dealing with the same problems over and over again. A few even felt like the reps might not have all the answers to solve their reported issues.
1,000+ companies, including Fiverr, Toyota, Wix, Deezer, Intel, and Microsoft.
Papaya offers 5 different modules:
- PayrollPlus has 3 plans: Grow Global, Scale Global, and Enterprise Global, priced at $25, $20, and $15 per month per employee respectively.
- EOR: Starts at $599 per employee per month.
- Contractors: Begins at $30 per contractor per month.
- Global workforce payments: Starts at $2.5 per transaction.
- Agent of Record: Begins at $200 per contractor per month.
Best For
Companies that employ a diverse, international workforce and need a centralized solution to manage payroll complexities.
We use Papaya Global to run payroll in India, manage contractor payments, and stay compliant with local Indian labor laws. It also helps with generating reports and managing employee records. We can track employee data, generate reports, and manage time off or expenses through the dashboard.
The platform integrates with our accounting, travel, and HRIS systems for smoother operations. Overall, it has simplified the management of international teams in one place.
- Handles direct employees, contractors, and Employer of Record (EOR) services all in one system.
- Ensures compliance with local tax laws, labor regulations, and data privacy in each country.
- Pricing is published and predictable, with no hidden fees or required demos to receive a quote.
- Customer support is professional and easy to work with.
We bought Papaya Global around five years ago. Our company had started hiring employees and contractors in India. We needed a better way to handle global payroll and compliance, and Papaya became our final choice.
We chose Papaya because it was straightforward and easy to use. It has helped us centralize employee records, payroll, and compliance in one platform.
- Onboarding new countries or setting up EOR entities can take longer than expected due to compliance obligations.
- Per-employee pricing may be high for small businesses or startups with limited global hiring needs.
- It has fewer native integrations than some established HR platforms like ADP or Workday.
Papaya simplifies global payroll with a fully automated system and built-in compliance checks. It supports different types of workers—such as employees, contractors, and EORs—all within one platform.
The interface is easy to use, even for teams new to global hiring. It is a strong all-in-one platform for companies hiring across multiple countries, whereas Remote and Deel sometimes require separate setups or add-ons for certain features.
ADP can be complex and costly for smaller or fast-scaling businesses, while Papaya offers broader global coverage and more flexible international hiring options.
When choosing a global payroll or workforce platform like Papaya Global, begin by confirming that it supports the countries where you plan to hire. Look for built-in compliance features that keep you aligned with local tax laws, labor regulations, and data protection requirements.
The platform should be easy for your HR and finance teams to use and integrate well with your existing tools. It should support different types of workers, including full-time employees and contractors.
Strong customer support and reliable payroll accuracy are also critical, along with secure data protection standards like GDPR and SOC 2. Choose a platform that can scale with your organization and offers clear, upfront pricing.
Papaya Global has become easier to use over time, with more integrations and improved reporting tools. It now supports larger, global teams through expanded country coverage and increased automation.
A key benefit is its built-in compliance features—such as automatic tax and labor law updates, GDPR and SOC 2 compliance, and real-time alerts. These updates help companies reduce legal risks and stay compliant worldwide.
Papaya is well-suited for mid-sized or large companies that hire internationally or have remote teams in multiple countries. Papaya acts as an EOR, allowing companies to legally hire in other countries without setting up a local entity.
Startups expanding quickly across borders benefit from the platform's scalability and compliance support without needing to build HR infrastructure in each location. Papaya Global is ideal for these organizations seeking a centralized, compliant global EOR and payroll solution.
It may not be a good fit for small businesses or companies that operate in only one country, as the platform is designed for managing complex, multi-country payroll and compliance needs.
Papaya’s primary value lies in handling cross-border payroll, taxes, and compliance. Companies that are entirely domestic may find that many of its features go unused. Small U.S.-based businesses with only local employees might find alternatives like Gusto, QuickBooks Payroll, or Patriot more cost-effective and easier to use.
Since Papaya acts as a third-party intermediary, companies that prefer to directly manage their international payroll and entities may find this limiting.
Key Payroll Software Features
Key payroll software features include automated payroll processing, employee self-service, time tracking integration, multi-state and global compliance, customizable reporting, mobile compatibility, and security and data protection.
- Automated Payroll Processing: Ensures accurate, on-time payments by automating calculations, pay runs, and tax filings.
- Employee Self-Service: Lets employees view pay stubs, update tax details, and access payroll info without HR intervention.
- Time Tracking Integration: Connects directly to attendance systems to automatically pull in hours, overtime, and PTO data.
- Multi-State and Global Compliance: Keeps you aligned with local, state, and international tax laws and labor regulations.
- Customizable Reporting: Offers precise, accurate data on their payroll costs, taxes, benefits, and workforce metrics to aid decision-making.
- Mobile Compatibility: Managers and employees can access payroll info using their mobile devices.
- Security and Data Protection: Safeguards sensitive employee and financial data through encryption, multi-factor authentication, and role-based access.
How to Choose Payroll Software
Before making any investment in a payroll system, you must know what your team wants to achieve with this tool. Our recommended vendors in this buyer guide will save you time and help you narrow down your shortlist to 3-5 options based on your needs.
Next steps, you’d want to jump on a demo with each of these vendors and trial their products first-hand. Equip yourself with the following to ensure you cover all the bases:
- Expert support: Top-tier vendors often provide service-level agreements with guarantees for known scenarios like wait times. For example, APS offers dedicated support and guarantees that 100% of customer queries are answered within an hour. You should also look at real user reviews as they can offer a unique glimpse into how much a vendor prioritizes the customer experience. We did just that—including a verified user review underneath the detailed review of each tool we recommend, so be sure to take advantage of it.
- Key Payroll Software Features: A bare-bones payroll software platform provides automated payroll processing, including time tracking, tax calculation, filing, and pay distribution functions. Another nearly-standard element is employee self-service functions. Think twice about skipping this feature: employees love it, and your HR team will thank you for the time they’re not spending checking someone’s current PTO accrual.
- User-Friendly Interface: In addition to good desktop performance, we recommend companies that offer apps or a mobile-friendly web interface. This is especially critical for payroll software because most users will be employees, not members of your HR team. Look for tools built to enable all users to get the most out of the product. Everyone should be able to access their info on the go with ease.
- Compliance Assurance: If you’ve ever been tasked with running payroll, you know that state and federal regulations are numerous and subject to change (check out the screenshot below as an example). Payroll software should operate in compliance with regulatory standards so you are not at risk of fines or penalties associated with late or incorrect filings.
The last step is determining how much each option would cost you. Most vendors can give you a tailored quote post-demo, but don’t forget to let them know you are also considering other options. From our experience, sales tend to give informed prospects a better quote so that they can compete with their rivals. Once you reach the point where you have all your key notes on each option’s features, drawbacks, and rate cards, you’ll see how easy it is to spot the best payroll software for your company.
Pitfalls When Buying Payroll Software
Some critical pitfalls to watch out for when considering the purchase of payroll software are underestimating the total costs of ownership, ignoring scalability, and overlooking compliance and integration requirements.
1. Underestimating Total Costs
Many businesses focus solely on the initial purchase price of payroll software, neglecting to account for ongoing costs that can accumulate over time. This includes subscription fees, training expenses, and potential costs for necessary upgrades or additional features.
A low-cost solution may end up being more expensive in the long run due to hidden fees or inadequate functionality that requires further investment.
2. Ignoring Scalability
Choosing payroll software that does not accommodate future growth can severely limit a business's operational capabilities.
When an organization expands globally, for example, their payroll needs become more complex; thus, selecting a solution that lacks global payroll capabilities can result in inefficiencies and require a costly switch to a new system later on.
3. Overlooking Compliance and Integration Needs
Compliance with tax laws and labor regulations is critical when managing payroll. Many businesses mistakenly assume that payroll software will automatically ensure compliance, but errors can still occur, leading to potential legal penalties.
Given that more than 9 in 10 business leaders worldwide (94%) want to see their payroll software integrated across all their HR systems, failing to consider the payroll software’s integration capabilities can lead to data inconsistencies and operational disruptions.
4. Documentation Readiness
Comprehensive documentation completed in advance will ensure a smooth payroll system implementation. Timely payroll processing is critical for building employee confidence in the new system, so do everything you can to ensure the software makes a good first impression.
5. Broker Compatibility
If you work with an insurance broker, ensure the chosen vendor supports this partnership arrangement. Not all vendors accommodate external brokers, and those that do may impose additional fees.
6. Geographic Mismatch
Whether it’s global access or county by-laws, make sure your vendor can support all your employee types (independent contractors vs. employees) and office locations (Canadian payroll vs. state-side or international payroll). Read the fine print if you’re looking for a global payroll solution.
As of 2024, payroll for contractors in other countries is fairly common, but this is not the case for employees outside of the U.S., for whom EOR providers may offer more suitable services.
Payroll Software Pricing
Payroll software is typically priced per employee per month. Many vendors offer free trials (such as Rippling, Remote, and Paycor), and most offer discounts for longer-term commitments. As indicated in our payroll software pricing guide, a good payroll tool can cost as little as $19 per month to up to four figures, depending on your business size, employment types, and support requirements, among others.
We recommend negotiating, even if it’s a little out of your comfort zone. Deals can be found if both parties are flexible. From our experience, many vendors, especially those who don’t list their pricing on their websites, are open to negotiation, so go ahead and ask.
Payroll Software FAQs
What is payroll software?
Payroll software is a specialized solution designed to streamline, automate, and manage employee payments.
Can my company do payroll without software?
Technically, yes. But is it a good idea? Probably not. While it's possible to process payroll and benefits manually, this approach is prone to human error and demands significant time and effort.
Automating payroll frees up valuable time that can be better utilized to enhance your business or product. It also reduces the risk of compliance-related fees and fines, provided that you go with a vendor that specializes in your jurisdiction and can provide not only a good tool but also excellent guidance when it comes to navigating those legal intricacies.
What are the different types of payroll systems?
Payroll systems can be categorized in various ways based on specific criteria:
- Country-specific payroll systems, for example, Canadian payroll tools, are tailored to meet the legal and tax requirements of a specific country and often include localization features such as language support and compliance with local payroll regulations.
- SMB-focused payroll platforms are designed specifically for budget-minded teams and, thus, are typically affordable and cover essential payroll processing without the complexity of larger systems.
- Enterprise payroll software is developed for large organizations and can handle a high volume of payroll transactions, and comes with advanced features like integration with other enterprise systems, extensive reporting capabilities, and customizable configurations.
- Global payroll systems are suitable for companies with a global workforce, with multi-country payroll, HR, and compliance for different types of workers.
- Industry-specific payroll software, such as trucking payroll software, often includes additional features relevant to particular labor laws or industry practices, such as tracking of overtime, certifications, or union agreements.
Should I use payroll software or payroll services?
It depends on your specific use cases. Payroll software and payroll services serve different needs. Payroll software automates processing, manages employee data, calculates taxes, and ensures legal compliance, making it ideal for in-house, established accountant teams.
In contrast, payroll services or payroll outsourcing offer a hands-off approach, where dedicated professionals manage all payroll tasks. This is perfect for those with limited human capacity for payroll management and who would like to hyper-concentrate on their core business functions.
Are payroll and benefits software better handled through the same platform?
Many vendors provide comprehensive solutions that cover both payroll and benefits tools. Conversely, some vendors focus on either benefits or payroll alone and offer the rest through partners and integrations.
In our view, using the same platform for payroll and benefits can significantly simplify processes, enhance data consistency, and may even cut costs. Nevertheless, the decision ultimately depends on your particular needs, preferences, and scale.
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