Best Payroll and Benefits Software Solutions in 2025

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

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

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

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

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

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

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

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

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.

Paylocity offers many pre-loaded reports, which were useful for targeting specific metrics. The interface is user-friendly and has many valuable features. Having the opportunity to participate in a demo with a representative to walk through Paylocity’s functionality was extremely helpful. Additionally, the function that automatically posts new vacancies to multiple job sites, like Indeed and Monster, was very convenient.

Our company switched to Paylocity after acquiring another franchise. The acquired company already used Paylocity, and it was part of the contract that we would keep and integrate it with our existing employees. I have used it for about two years. However, there were numerous issues on payday, with several instances where paychecks were deposited into the wrong accounts.

While customer support was promised to be excellent, it was often difficult to find solutions when problems arose. The demo of the software was impressive, and the sales team did a great job, which is understandable why people might choose it, but the ongoing functionality can become frustrating when the same mistakes occur repeatedly.

Customer service frequently experienced turnover, making it difficult to find knowledgeable support, which was frustrating. Often, I found that I knew more than the representatives assisting me. We also encountered several instances where an employee’s pay was deposited into the wrong account, which was a significant concern that needed prompt resolution. Lastly, the frequent misalignment of cost centers was a constant issue, taking up a considerable amount of time to correct.

Paylocity has a very user-friendly interface compared to other tools I’ve used. The ability to provide demo training for onboarding new corporate individuals from other brands was a great advantage. However, once our account manager left, it became challenging to bring new users up to speed.

Consider your organization’s specific needs and take detailed notes during demos. Paylocity offers many training advantages, but it’s essential to have clear expectations of what you need from the tool.

Before I left the company, there was talk of introducing a texting feature, which seemed like a valuable addition.

I would recommend Paylocity for larger organizations. It offers a wide range of features that can be useful for payroll, onboarding, recruiting, labor management, and more.

The first thing that we love is Deel HR is free! Not only is it free, it still offers all the bells and whistles of your typical paid platforms. I like that you can use Deel as the employer of record for international employees. Deel ensures we are compliant with local labor laws. Deel HR has replaced our need to purchase an HRIS system to serve as our employee management system.

We purchased Deel because we were seeking an affordable HR tool for our startup company. We were experiencing pain in the areas of documentation management, managing employee files on multiple databases, and wanted to streamline our operations. We were also seeking an onboarding solution that could integrate with our recruitment process. Deel has helped us centralize our HR functions and improve our efficiency in managing employee data and onboarding new hires.

The cost for the employer of record is very high for a startup company. This is an amazing solution to offer for a growing company, but I wish the price was lower or split into two payments across the month. Although it is easy to navigate, the UI could be nicer.

Deel is a one-stop shop for domestic and international hires. They have a built-in background check and visa and EOR in one platform. Other platforms require the use of multiple tools to accomplish these tasks.

First, they need to consider their hiring needs. Determine how many international hires annually to be able to do a cost-benefit analysis. They also need to have a defined hiring workflow to determine if Deel has everything they need to enhance their existing workflow.

Deel has done a great job with API and adding new integrations as the market evolves.

Global and domestic organizations of all sizes.

• 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.

Paycor had a simple interface that was easy to navigate. We were pleased with its all-in-one HRIS solution, which replaced multiple separate systems we had previously integrated. It was a cost-effective solution for a business of our size.

We used Paycor at a previous organization I worked for. We selected it over competitors because we felt it was the best fit for the size of our organization (about 200 employees). The main reason we chose it was to use it as an all-in-one solution for HRIS. We used it for approximately four years.

Customer service at Paycor left a lot to be desired after implementation. There were extra fees for special requests that were not explained upfront. Annual renewals became more expensive over the years.

It is a cost-effective solution compared to many competitors. Reports are customizable and easy to generate. With some other HRIS tools, report generation was more difficult. Since implementation, customer service has been lacking.

Other HRIS providers tend to emphasize customer service and client partnerships more. Paycor met our needs at the time, but more robust systems would better serve larger organizations.

There are a few key factors to consider when purchasing an HRIS/payroll tool. One is customer service and how well the provider supports your organization after the sale. This is especially important for small organizations that rely on strong customer support to save time.

Cost is another factor, but pricing may vary depending on the organization's size, with some providers offering significant discounts for larger businesses.

Organizations should also clarify their specific needs by creating lists of "must-haves," "nice-to-haves," and "not needed" features. This helps avoid paying for unnecessary functionality and can serve as a bargaining tool during negotiations.

During the time I used it, I observed that they kept up to date with wage and labor laws by state, which was crucial for compliance. Over the four years I used it, they implemented software updates to ensure the system functioned smoothly. Although we did not use this feature, they added integration capabilities with other tools over time.

Paycor is well-suited for mid-sized businesses that have HR experts on staff and need an easy-to-use tool.

Recognizing the inefficiencies of siloed HR systems, we implemented Rippling to centralize payroll, benefits, onboarding, and even IT management. This user-friendly platform automates tasks, boosting departmental efficiency. Employees are empowered through a self-service portal, freeing up HR time for strategic initiatives. Rippling prioritizes security, giving us peace of mind. Overall, it streamlines processes and empowers our workforce.

Before implementing Rippling, we juggled multiple siloed systems for payroll, benefits administration, and onboarding. It was time-consuming and error-prone to manage everything separately. Rippling offered a single platform to manage everything in one place, allowing for a more efficient and centralized approach. This has not only saved my client a significant amount of time but also improved the employee experience by providing a user-friendly portal for them to access their benefits information, make changes, and complete onboarding tasks.

Rippling isn't without limitations. Extensive customization for unique needs might require extra development work. Some reviews suggest scalability limitations for massive enterprises. Thankfully, these haven't been dealbreakers for us, and the overall benefits outweigh the downsides.

Unlike competitors with clunky interfaces, Rippling prioritizes user-friendliness for both HR and employees. It goes beyond just payroll or benefits, offering a single platform for HR, IT, and some finance needs. This centralization eliminates juggling multiple systems and fosters smoother workflows. Rippling's focus on automation frees up HR from repetitive tasks, allowing them to focus on bigger picture initiatives. Ultimately, Rippling stands out for its user experience, comprehensive approach, and focus on streamlining HR processes.

Selecting HR software requires introspection. Identify your core needs - is it strong payroll, benefits, or something else? Prioritize user-friendly interfaces for both HR and employees. Finally, decide if a one-stop-shop like Rippling suits you, or if best-in-breed solutions for specific areas are preferable.

Rippling keeps evolving to meet user needs. They've expanded beyond core HR functions, offering features like bill pay. Automation is increasing, freeing up HR professionals. User experience remains a focus, with ongoing improvements based on feedback.

Rippling shines for SMBs - easy to use and centralizes HR for them. Fast-growing companies benefit from its scalability and automation for a growing workforce. It also excels for those seeking streamlined workflows and a user-friendly experience for both HR and employees.

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

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

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

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

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

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

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

• QuickBooks is very affordable and reasonably intuitive.
• Out-of-box, it comes with a generous offering of features, and you are able to add more through its ability to connect with third-party applications (Bill.com).
• The online version allows us to access our financials from any computer, and there is a mobile app available for quick views and expense tracking.
• QuickBooks also has a fairly extensive self-help library if you are unfamiliar with certain features or processes.

My company was in the market for a new accounting software to handle AR, AP, and payroll. The software we used before QuickBooks Online was too complex and more robust than what we needed, and the pricing structure was simply unaffordable. We've been using QuickBooks Online for 3+ years. It handles all of our invoices and vendor payments, and also helps us manage and distribute our payroll.

• Unfortunately, QuickBooks has terrible customer service. In most cases, it is extremely difficult to contact a human customer service representative, and their support ticket system is very slow.
• QuickBooks also has issues connecting with smaller banks, so some features may not be available if you use a local bank or credit union.
• There are also a number of CSS and UX issues that hide certain Call To Action buttons or make them altogether unusable.

QuickBooks stands out from its competitors through its offering of a robust set of features at an affordable price. The price structure allows for affordable scalability, as you only need one license for each business entity. The interface is user-friendly and does not require a lot of details steps in order to customize your experience.

Before purchasing a license, you should think about how businesses you want to connect to the application. Other platforms may accommodate more elaborate business structures. You should also think about the total feature set you are looking to obtain. QuickBooks is great for general accounting, but its reporting capabilities are somewhat limited compared to other more customizable platforms.

QuickBooks continues to add integrations that increase the number of available features without directly altering the platform. Connections to third-party services like Bill.com allow you to do more than what is offered out of the box.

QuickBooks is great for small businesses and business owners that handle all of their own accounting needs.

I love that we were able to use Paycom for our specific needs. I feel that Paycom understands the small business and mid-size business needs. Paycom listens to their customers and are always seeking to make their product better!

We purchased Paycom 5 years ago and have been using it since. We were using an outdated product for payroll that didn’t offer a diverse use across the board in terms of add-ons. The ATS system worked well with a tool called Job Scan, this helped reduce people applying for several positions with the same resume. Now that most small and large companies have employees in other states, Paycom has the info to keep the taxes aligned. Self Service was also a main factor; we needed a tool that would allow employees to be able to access their information so that our small staff wasn’t constantly having to field the calls for things like W-2s that should be easily accessible.

I wish there was more product training at a lower cost. Every time we get a new admin we have to pay for additional training. I would like to see more add-ons like the other companies who wanted our business. More computability with the old Deltek software that we were using so that the change over was smoother.

Paycom is different from the competitors because the customer service is phenomenal! They listen to the customer!

When buying a payroll tool, the first thing I would recommend is analyzing your company’s needs. I believe assessing how the employees use the product is important in making the decision as well!

Over the years, Paycom has made the software more user-friendly, introduced communities, and improved mobile support.

Paycom is great for small to midsize businesses

I appreciated the option to contact a customer service representative for any payroll-related questions. I liked that payroll could be entered online or submitted over the phone. I also valued the flexibility to add additional HR services, such as recruitment, retention, or benefits, if needed.

A previous organization I worked for purchased Paychex to administer payroll. We did not have an existing payroll system and needed a reliable solution to process payroll for 25-30 employees. Additionally, we required the ability to send tax documents and receive tax advice from experts.

Since no one within the company was a payroll expert, access to payroll professionals was essential. We only used Paychex for payroll services and did not require any additional HR functions.

Paychex customer service can be inconsistent; sometimes, I had to call multiple times to get a knowledgeable representative. I found it inconvenient that payroll submissions over the phone had to be done within a specific timeframe, requiring me to adjust my schedule. I also wish there were more self-service training options for employees, as I often felt responsible for training them on the platform.

I have not used other tools as standalone payroll solutions. I like that Paychex offers flexible plan customization based on the services you need. Other providers tend to push full-suite HR packages, whereas Paychex allows businesses to choose only what they require.

I recommend that the payroll administrator has prior payroll experience to ensure they ask the right questions when processing payroll and can assist employees with any issues. It is also important to check if existing HR tools offer payroll integration, as managing multiple platforms can be cumbersome.

While Paychex is a great solution, integrating payroll with other HR systems may be more efficient. If a company needs multiple HR solutions, Paychex can be a cost-effective option for bundling services.

Paychex has expanded its offerings to include additional HR services, supporting a full-suite HR platform.

Paychex is ideal for businesses that want a customizable HR platform, whether they need only payroll services or multiple HR solutions. It is also a cost-effective choice for small businesses that need payroll processing without investing in a full HR system.

I liked the main dashboard because it was user-friendly, allowing me to access important information quickly. Papaya Global integrated well with the client's existing HR tools, making it easier for everyone and ensuring smooth data flow. The reporting was accurate, providing the exact details needed for decision-making. Lastly, the tool had great scalability, adapting to the client’s needs as they grew without any issues.

I used Papaya Global while working with a client as a freelancer in HR. They started using it because managing HR tasks across different countries was becoming overly complicated and time-consuming. They struggled to keep up with the various labor laws and maintain communication with their team spread around the globe. The tool was a lifesaver, providing a single platform to handle everything and keep everyone aligned.

Personally, I’ve been using it for about two years, and it has been incredibly helpful. It automates repetitive tasks that used to take up a lot of my time, all with the click of a button. It also integrates seamlessly with their other HR systems, allowing information to flow smoothly. It has saved both me and the client significant time and effort.

One major downside is that Papaya Global is quite expensive for what it offers. It doesn’t have enough advanced features to fully justify the cost. Additionally, it’s not very customizable, so it can be difficult to adapt it to specific business needs. While it automates some tasks, many actions still need to be done manually, which is disappointing considering the price. It also has a steep learning curve, so new users might struggle to get accustomed to it quickly, which can slow down adoption. Finally, customer support is not very responsive, which can disrupt workflows when issues arise.

Papaya Global stands out for its Employer of Record feature, which is especially helpful for managing legal compliance overseas. It effectively handles the regulatory challenges of working across different countries, providing peace of mind without the need for a large legal team. Although I haven’t used other tools, this one excels in handling international employment and compliance. The biggest advantage is the confidence it offers in ensuring compliance globally. Managing complex HR tasks across different countries is much easier with this tool, making it invaluable to our company.

When considering a tool like Papaya Global, it’s crucial to assess your company’s global footprint and ensure the tool can handle payroll, legal matters, and hiring across multiple countries. It’s also important to choose a tool that works in locations where you don’t have an office, as this helps you stay compliant with local laws.

Usability is another key factor; a user-friendly tool will help your HR team get up to speed quickly and keep operations running smoothly. Lastly, verify that the tool integrates well with your existing HR systems to allow for seamless data transfer.

By expanding to more countries, Papaya Global has stayed ahead of the competition. It now offers a broader range of services, helping companies manage global offices effectively. Over time, it has improved its legal compliance capabilities, which is critical when dealing with different countries' regulations. The tool has also become smarter with automation and reporting, streamlining processes and freeing up users to focus on more important decisions.

In addition, the platform has been enhanced to make navigation easier, even as it grows more powerful. This has made it a go-to choice for companies with employees spread across the globe.

Let's not forget about the look and feel of the thing. Papaya Global has put a lot of effort into making sure that using their platform is as easy as pie. It's all about making it simple to understand and navigate, even as it gets bigger and more powerful. This has turned it into a go-to choice for companies with employees scattered across the globe.

Papaya Global is ideal for large businesses that deal with complex salary management, especially when they operate in multiple countries. It’s perfect for companies with a diverse global workforce that need a robust system to comply with various labor laws and regulations.

Businesses that value seamless integration with existing HR systems and require advanced technology to handle complex tasks will find this tool especially beneficial. Even if a company doesn’t have offices in every country they hire from, this tool can manage payroll effortlessly.

Namely's user interface is modern and intuitive, making it easy for managers and employees to navigate. The workflow configurations are straightforward, reducing the need for extensive support. The reporting functions are robust, allowing us to generate customized reports essential for effective planning and reporting.

Our organization was experiencing rapid growth, doubling in size each year, and we needed to upgrade our HRIS system to accommodate this expansion. We sought a solution that integrated HRIS, payroll, and IT support into a single tool.

After evaluating Namely and ADP, we chose Namely for its more cohesive system. It offered improved permission settings, enabling managers, IT, and finance to access necessary information and generate reports.

Additionally, it facilitated the creation of cross-functional workflow notifications. We used the system for 2 and a half years until our acquisition necessitated its discontinuation.

Namely's HRIS and payroll systems are connected but not fully integrated, which complicates data transfer between the two. The payroll interface is less user-friendly, creating additional workload for our payroll personnel and requiring more support from our HR implementation team. Although we were initially assured of specific reporting capabilities, we found ourselves unable to generate certain reports without delays and additional support from Namely.

Namely is particularly appealing to mid-market and small enterprise companies due to its price point and functionality, positioning it between basic SMB tools and more complex systems like Workday. However, newer entrants like Rippling and BambooHR are beginning to offer improved functionality at a competitive price, encroaching on the niche Namely once effectively filled.

When it comes to HRIS systems, none of them are perfect. It's really about finding a tool that can do 70-80% of what you need and have workarounds for the rest. My biggest factors for evaluating tools like this is to see if it'll take care of our "basic needs/high priority needs" first, whether it will be easy to use for the people who use it most, and then cost. I would start by creating a spreadsheet of what problems are you trying to solve, then label them–is this a basic need, high/medium/low priority? Make sure you include the stakeholders so you can look at the tool holistically and make better-informed decisions.

When we were using the tool, a lot of Namely's updates were more back-end functions. For example, they later implemented better reporting which helped make looking at data easier. This was great for HR teams because it reduced the friction in the product for us.

Namely is best suited for mid-market to smaller enterprise customers, typically with employee sizes ranging from 400 to 3,000.