Best Payroll and Benefits Software Solutions in 2026

• I like their AI-led ATS, which sets them apart from many competing systems.
• The Deel Talent Network is a valuable resource for finding recruiters and recruiting firms without signing additional contracts or sourcing them independently.
• Deel continues to evolve to meet user needs, and the system regularly alerts users to compliance changes. For example, there was an alert that the state of Hawaii will increase its minimum wage in 2028, allowing users to remain compliant with state laws.

The organization I worked for chose Deel for its global compliance capabilities. The company has employees across multiple countries, so it was important to find a platform that could help the team manage compliance from one country to another.

The key features that stand out beyond the global platform include their AI-led ATS and their talent network of pre-vetted recruiters. These tools helped streamline recruiting and compliance within one system. The platform has been in use for about one year.

• Deel is not an affordable option for many companies.
• For domestic-only companies, even though Deel offers strong services, it may not provide the best value.
• With frequent updates and new features, HR teams must dedicate time to learning and keeping up with system changes.

Its global compliance capabilities are a major differentiator from competitors, along with its AI-led ATS.

Before purchasing Deel, consider where your employees are located. If your workforce spans multiple countries, this may be a strong option. If your organization is primarily domestic, evaluate whether the cost aligns with the value provided. Deel is technology-focused, including AI-driven features, so teams that prefer simpler systems may find it overwhelming.

Deel frequently releases new modules, including the recent workforce planning module.

A global organization with employees in two or more countries can benefit from Deel.

Justworks has excellent and responsive customer service. Their pricing tiers are very affordable. It is a comprehensive service that is friendly to those who aren't tech savvy.

We use Justworks to manage payroll and employee benefits. I manage the HR onboarding functions for all new employees. Justworks allows you to track compliance training deadlines. The service also gives regular webinars with tips and tools for managing your business effectively. I have used the service for 3 years.

Justworks offers a PEO service but it can be tricky to confirm details. The service requires payroll to be run with a longer lead time in case of issues. You have to make sure Justworks actually submits tax withholdings to the IRS in time.

Justworks is a great platform. Its interface is easy to navigate and their customer service puts them ahead of competitors.

Do I need a PEO for my employees? Do my programs integrate smoothly with Justworks platform?

Justworks has incorporated training and suggestions for employers on how to improve their business. Their webinars are very helpful, particularly if you are new to HR management.

Justworks is great for small businesses or independent contractors.

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 like that our data sits in one place - makes it easier to find. I especially like the link to e-verify, that brings me peace of mind. I also enjoy the way the user experience is set up for the pay profile.

I was not a part of the organization when they decided to begin using ADP. My understanding is, we were using a PEO, and decided to move in-house utilizing the ADP tool. It's been great for payroll and for onboarding employees. I have used it for 2.5 years at this organization within HR, and as a user at other companies. ADP has been great for managing benefits, employee pay statements, etc. It is nice to have a system that employees can self-serve.

I am not sure if I am unaware or if we just haven't done this, but I wish ADP linked to our HRIS. It has been difficult to enter manual data and an integration would be helpful. Sometimes, I also feel like the user experience as a whole is a bit wonky. It is not always the most intuitive tool to use.

I have not really used other competitors, so I can't speak to this question.

Consider integrations with your HRIS and how that would work - how manual would your processes be? Ask yourself how open enrollment could benefit from this tool. Additionally, consider how employees would find the user experience. Consider which options you will utilize and how you will communicate about them. Also, talk to ADP about what their customer service setup will look like for your organization, what will the level of support be?

The e-verify feature has been a big one. It’s been great to have that functionality for our business.

I'd say a mid to large but imagine it is good for smaller organizations, too. Large-size organizations can benefit from having data in one place.

Gusto is a great beginner HRIS with basic functionality that is easy to use. Gusto is a cost-effective, affordable HR and payroll solution for small businesses. Gusto's document functions are very customizable, allowing for check mark boxes along with basic and more common features like signature boxes and text boxes.

Our company originally bought Gusto in 2020 and has been using it for four years. I have personally been using it for six months and have used it in the past while working contracts for other start-ups. We use Gusto as a solution for small businesses that need an HR and payroll system. The key benefits it provides include a time tracking system, payroll system, HR storage system, ATS, benefits solution, and more. When originally buying the tool, the company aimed to use it mainly for payroll purposes and to move off of QuickBooks for payroll and paper copies of documentation. Gusto provides document signing as well.

Gusto's customer service lacks urgency and has put us into very difficult situations regarding compliance around our benefits. While Gusto is very beginner-friendly, this means it also lacks the workflows and customizability that most experienced HR professionals are accustomed to when setting up and using an HRIS. Gusto does not have many options for custom reporting, which can be difficult for HR personnel and business operations.

I prefer a more customizable HRIS, even if it is a little more expensive. I think Gusto is a good start solution, but once you grow past 25+ employees, you will need to look into more advanced HR and payroll solutions. I would not recommend Gusto to anyone that has over 25 employees due to this.

Businesses should consider their projected growth and hiring plans. You do not want to implement an HR system if you will need to switch to another HR system further down the road. If you plan on keeping your business small or do not plan on hiring a dedicated HR person, then Gusto might be the solution for you.

I have not been with Gusto long enough to see any change or evolution.

Gusto is good for small businesses with under 25 employees and/or businesses looking for a very cost-effective solution.

• Rippling is easy to use and intuitive.
• The platform offers a wide range of tools—such as reporting, spending, travel, and performance reviews—providing a centralized, all-in-one solution.
• The Account Management and Support team is responsive and helpful whenever we encounter issues or need assistance.

Our organization purchased Rippling because it offered a variety of tools we were eager to implement. One of the main reasons was that, prior to Rippling, we were managing processes like creating offer letters, hiring, and terminations manually.

These manual processes were extremely time-consuming and inefficient. I have personally used Rippling to send documents in bulk, issue offer letters to new candidates, and run various reports.

The platform is highly user-friendly and provides significant value to any HR professional or administrator.

• Rippling can be expensive, with pricing dependent on the number of employees in the system.
• Occasional glitches can cause system downtime lasting several minutes or hours.
• It would be helpful to have access to a demo or sandbox environment before purchase to better understand the platform’s functionality and nuances.

Rippling stands out from its competitors by offering an all-in-one platform. This eliminates the need to switch between different systems to perform similar functions. It integrates HR, IT, and Finance in one place, which is especially valuable for larger organizations.

One key consideration is how the tool will benefit your organization. Evaluate whether Rippling can scale with your business as it grows. Also, consider how the platform can streamline your workflows and improve process efficiency.

I can’t fully speak to its long-term evolution, as we have only used Rippling since January 2023. However, over the past year, they added Performance Reviews, which allowed us to cancel our contract with Lattice. In that regard, it has already addressed an additional need for our organization.

Rippling is well-suited for busy professionals. It benefits data-driven users through robust reporting features. It is also helpful for users who struggle with organization, as the platform clearly separates and manages different functions.

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

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

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

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

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

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

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

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

1. Comprehensive Global Management: PapayaGlobal excels in managing multinational payroll and compliance, which is critical for our global operations.
2. User-Friendly Interface: The platform is intuitive and easy to navigate, making complex tasks more manageable.
3. Efficient Automation: It automates many tedious processes involved in international HR management, significantly reducing the administrative burden.

LMC chose PapayaGlobal to address the challenges of managing a diverse, international workforce, including payroll complexities, compliance issues, and employee administration across multiple countries. We have been using PapayaGlobal for over a year, appreciating its seamless integration of payroll services with clear compliance tracking and benefits management. The platform’s robust reporting features and user-friendly interface have significantly improved our HR operations, making it easier to manage global employees effectively and ensure compliance with various international laws.

1. Occasional Delays in Updates: Sometimes, updates to regulations aren't as prompt as they could be, which can be a compliance concern.
2. Customization Limitations: While PapayaGlobal offers robust features, some aspects of the platform lack deep customization options that could better fit specific organizational needs.
3. Cost Considerations: For smaller operations within our company, the cost can be somewhat prohibitive, making it less ideal for less complex needs.

PapayaGlobal stands out from its competitors primarily through its exceptional focus on automating and integrating payroll processes across multiple countries. It is exceptionally well-suited for companies with a global workforce. Unlike some competitors that may only offer essential international payroll services, PapayaGlobal provides comprehensive compliance management, real-time reporting, and detailed analytics that help organizations navigate the complexities of global employment laws and regulations. This integration and focus on compliance are what many users, including myself, find most beneficial compared to other platforms that may be broader in scope.

1. Global Compliance Capabilities: Ensure the tool efficiently manages global compliance requirements, essential for multinational operations.
2. Integration with Existing Systems: Check that the tool integrates seamlessly with your current HR systems to streamline processes without redundancies.
3. Scalability: Assess whether the tool can scale according to your business growth, especially if you plan to expand into new markets.
4. User Experience: Consider the ease of use and learning curve associated with the tool, as this will affect adoption rates across your organization.

PapayaGlobal has evolved significantly to meet users' needs by enhancing its technology for better automation and accuracy in global payroll processes. They have improved their platform's user interface to make it more intuitive and accessible, facilitating easier navigation and data management. Additionally, PapayaGlobal has expanded its compliance features to cover more countries comprehensively, ensuring businesses comply with local regulations as they scale globally. These updates reflect their commitment to addressing the challenges faced by their users in managing international workforces.

PapayaGlobal is particularly well-suited for medium to large organizations that operate on a global scale and require robust solutions for managing international payroll, compliance, and employee management across multiple jurisdictions. It excels for companies that need efficient, scalable solutions to handle diverse workforce needs across different countries, particularly where compliance with local employment laws is a critical concern.

It is easy to use - the interface is intuitive. I like the app and the fact I can do receipt tracking on my phone. I like that I can easily give my employees a company card and have them forward receipts into Quickbooks.

We work with a CPA firm who helped us to integrate Quickbooks across our organization. We began using Quickbooks in 2018, when our firm had just under $60,000 in revenue a year. Today, we use Quickbooks to manage the company's $1.7M and growing annual budget. We used Quickbooks because we wanted to have accurate timely financial statements across the organization, track all of our expenses, and manage our businesses PnL easily. I've been the primary user for the past 5 years.

I wish that it had better cash flow capabilities - the current capabilities do not account for projections. I also wish that when adding users there was an option to add employees who just had employee cards who need to email receipts into Quickbooks instead of having to take up a user seat - right now we have some employees emailing receipts to a company user to forward them on because there is only five seats in our plan. I also wish Quickbooks integrated better with my bank - the bank connection is always breaking and needs to be updated.

I haven't used similar tools - before Quickbooks I did everything on a spreadsheet. I did choose Quickbooks because it came highly recommended from my CPA firm.

People should think about their needs for financial reporting. People should also think about their needs for billing, and tracking employee expenses.

It works great for my consulting firm!

We are a small non-profit, and they provide us with a non-profit discount. It has all the functionality we need without being overly complicated. Processing payroll is quick and easy.

We bought OnPay because it seemed to be the best fit for our organization. It has all the functionality we need to handle HR and payroll for our small group of employees. It is robust enough to meet our needs but not overly complicated like some of the larger systems. It is easy to use, yet it allows us to process multi-state payroll and manage our employees' time off. It also includes all the basic reporting that we require.

It doesn't offer much in terms of custom reporting. Much of the HR information requires navigating to individual employee records to view. You can't edit a benefit plan once it's created; you have to make a new one to implement any changes.

OnPay is really the only system of its type and size that I've used, so I can't say how it compares to competitors. It is much simpler than ADP or UKG, which I have used, but we are getting it for a fraction of the cost. The simplicity of the system actually works well for our team.

Consider the needs of your business and team. OnPay is a fairly basic HR and payroll system. It covers all the essentials, but if you need extensive reporting or numerous integrations with other systems, you might want to explore a higher-tier HR/payroll solution. Additionally, consider cost. Even without the non-profit discount, it's a very economical solution compared to some of the larger providers.

I haven't noticed any significant changes since we started using OnPay, but as I mentioned, it already meets our needs.

I believe OnPay is great for smaller companies that don't need extensive features in their HR and payroll system.

• Easy Onboarding - Remote does make onboarding hires in remote locations quite easy.
• Online Portal - great to have all the hires from all international locations in one place.
• Expenses - easy for employees and companies to track/pay expenses.

With a shortage of talent in the U.S., our firm needed to hire in locations where we did not have an entity. Global EORs offer a way to do that without setting up a legal entity first. Remote was an up-and-coming player in the space that made getting setup much faster, less complex than traditional partners like Velocity Global. We have used the system for approximately 2 years now.

• Billing/Invoicing - Remote has had multiple billing errors in our invoices and their system is incredibly confusing for reconciling what is outstanding vs. the errors they have made.
• Management - Remote has changed management recently and they have changed terms & conditions from our original invoices and have taken away promotions by saying they were "introductory promotions" rather than the "negotiated terms" like we originally discussed.

Remote was a leader in simplicity when we first began using their services a couple of years ago. Now, I believe certain competitors have caught up and surpassed them.

• Cash flow - these services require upfront payment for payroll so be prepared to pay month end payroll by the 17th of that month.
• Terminating employees - Employment laws vary country by country. Remote is offering a service to make it easier on your company to hire elsewhere; however, terminating employees can be quite difficult.

Remote was very startup friendly 2 years ago. Their management has changed and their culture has changed drastically. It is no longer a customer-focused culture going above and beyond to win customers.

Remote is good for an established company in search of a way to explore hiring people in other regions of the world.

1. Reporting is great
2. Payroll is straight forward.
3. User friendly.

Printfly switched to Paycom following a brief stint with Namely. The switch was made because we didn't feel that Namely was robust enough for our organization. We switched to Paycom to enable the HRIS system, payroll, and scheduling.

1. Tax team is HORRIBLE. They are not customer interfacing and are not held accountable for their errors.
2. Problem tickets are not resolved quick enough.
3. If you have an issue and you need to call customer service, there is a 99% chance you are not connected to your dedicated rep. The rep you are connected to is usually clueless and cannot assist.

I've used Paychex, Intuit and Gusto in the past. I think that I like Paychex the best because they were easy to get in touch with to answer questions.

Price - It's a costly system. Time - The set up is annoying. You are shuffled around and really need to take the time to teach yourself the system.

Paycom has added things like "ask here" and it allows for users to more easily ask questions about paychecks or benefits. Paycom also launched Beti which pushes employees to approve their own timesheets to ensure that there are no missing hours.

Anyone that is tech savvy

It performs the basics well, including housing resumes and candidate data. It stores attachments from applicants. I know it offers other platform integrations, though my client did not use them.

I appreciated the opportunity to experiment with AI-powered JD creation; although it wasn't entirely accurate, it was worth exploring to make the most of the pay-per-member subscription.

I worked with this client for eight months. I think they had only used it for a little over a year when I joined. They primarily used Paycor not just as an ATS but for its full functionality across other HR departments. It helped streamline HR processes by providing an integrated solution. This reduced the need for multiple platforms and simplified data management.

The interface could be improved, as it affects ease of use. It doesn't look modern and is not user-friendly. A new user may need guidance to navigate the system. Once set up, the functions and workflows are not customizable.

You are also unable to edit candidate profiles. I am not sure if this was a limitation of my client's subscription or a general system restriction, but it was not a function I could use. The sourcing feature is clunky.

Boolean string searches do not work efficiently, and the candidate matches are inconsistent—some are good, others are far off. The system is not visually appealing, but I heard it is candidate-friendly.

I think Paycor has certain strengths, but if I had other options, it is not one I would recommend. It offers the same functions as other ATS systems, such as maintaining a central candidate database, storing employee files, providing initially customizable workflows, and offering platform integrations, but it does not have a clear advantage over other systems. This is one of my least preferred ATS systems.

Consider company size and budget. I think this system works well for small to mid-size organizations and lean TA teams that need AI assistance for generating job offers and drafting job descriptions.

It also requires a technically capable HR team to navigate and maximize its features. The interface reminds me of Oracle Taleo from 2015. If that style doesn't bother you, the tool is functional.

I don't believe I have had enough experience or exposure to comment on this, but I do know that AI-generated JDs are an area they are aiming to improve.

Small to mid-size organizations can benefit from Paycor.

1. User-Friendly Interface: Intuitive and easy to navigate, making it accessible for both HR staff and teams.
2. Integrations: It integrates payroll, benefits administration, and performance management, streamlining processes and eliminating the need for scattered Google Sheets.
3. Employee Self-Service: The self-service portal allows employees to manage their personal information, view pay stubs, and access benefits details independently, saving us time from routine administrative tasks. This is the future of HR, as automation should be adopted across the board.

At Impactable, we chose Namely because we were overwhelmed by managing too many HR systems that didn’t integrate well. It was challenging to keep up with payroll and benefits manually, so we needed a solution that could consolidate everything and simplify our processes, allowing us to focus on developing the new platform.

Namely turned out to be a great choice. It has a user-friendly interface that even the least tech-savvy among us can navigate with minimal training. The employee self-service portal was something we didn’t realize we needed, but it has been incredibly helpful in allowing the team to manage their own holidays and benefits without constantly contacting HR.

The analytics and reporting tools, while not initially a priority, have also proven useful. I’ve been using Namely for two years now, and overall, it has greatly improved our organization’s efficiency.

1. Customer Service Issues: The customer service can be slow and sometimes unresponsive, which is disappointing given the quality of the product.
2. Integration Challenges: It took time to get the integrations working correctly, and we had to invest considerable effort in training everyone to manage them.
3. Reporting Features: The reporting features are difficult to use and have limited customization options, which was a letdown.

Namely is much easier to use compared to other HR tools, with everything from payroll to benefits consolidated in one place. It has a sleek interface, and the employee self-service portal allows staff to manage their own information. Unlike some competitors, Namely offers solid reporting tools and continuous updates, keeping the platform modern and efficient. Overall, it simplifies HR tasks better than many competitors, although I haven’t used many similar tools recently, so they might have improved as well.

1. Ease of Use: Ensure the platform is user-friendly for both HR staff and employees.
2. Integration Capabilities: Look for seamless integration with existing systems such as payroll, benefits, and other HR tools you already use.
3. Customer Support: Check the quality and responsiveness of customer support, as effective support is crucial for resolving issues quickly.
4. Feature Set: Evaluate the range of features offered, such as employee self-service, performance management, and reporting capabilities, to ensure the tool meets all your HR needs. Avoid tools that require additional services to cover all necessary functions, as there are comprehensive solutions available.

The interface has improved, and integrations are smoother. However, customer service hasn’t seen much improvement.

Namely is particularly well-suited for mid-sized organizations with 50 to 1,000 employees across various sectors such as media, technology, and eCommerce. It's ideal for companies looking for an all-in-one HR solution that integrates payroll, benefits, and performance management. Businesses that require comprehensive analytics and reporting tools to make informed HR decisions will also benefit significantly from Namely’s features.