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Best Payroll and Benefits Software

Best Payroll and Benefits Software Solutions in 2025

An unbiased review of the best payroll and benefits software, handpicked by SSR payroll experts.

Rodrigo Vázquez-Mellado
Written by
Rodrigo Vázquez-Mellado
HR and B2B software analyst and advisor, tech writer and editor, former conversational designer
Contributing Experts
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Last Updated: Mar 17, 2025
TOP
Best for distributed teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Visit Website
TOP
Best for distributed teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Learn More
TOP
Best for midsize companies
Paylocity
4.2
Popularity Score
4.3
User Score
4.1
Product  Score
Visit Website
TOP
Best for midsize companies
Paylocity
4.2
Popularity Score
4.3
User Score
4.1
Product  Score
Learn More
TOP
Best for large enterprises
ADP
4.0
Popularity Score
4.0
User Score
4.1
Product  Score
Visit Website
TOP
Best for large enterprises
ADP
4.0
Popularity Score
4.0
User Score
4.1
Product  Score
Learn More
TOP
Comprehensive HR software starting at $5 per employee monthly
GoCo
4.1
Popularity Score
4.7
User Score
4.6
Product  Score
Visit Website
TOP
Comprehensive HR software starting at $5 per employee monthly
GoCo
4.1
Popularity Score
4.7
User Score
4.6
Product  Score
Learn More
TOP
Enterprise-grade project management tool with powerful automation
Wrike
4.7
Popularity Score
4.2
User Score
4.6
Product  Score
Visit Website
TOP
Enterprise-grade project management tool with powerful automation
Wrike
4.7
Popularity Score
4.2
User Score
4.6
Product  Score
Learn More
TOP
Best for distributed teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Visit Website
TOP
Best for distributed teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Learn More

Best Payroll and Benefits Software

QuickBooksTop choice for simplicity
PaycomSound option for midmarket companies
PaychexBest for multi-state payroll
Papaya GlobalIdeal for multi-national teams
NamelySelf-service payroll and benefits solution

Remote

: Best for remote-first teams

Paycor

: Best for U.S. companies

Gusto

: Best for small businesses

Rippling

: Best for HR automation

OnPay

: Best for affordability

TOP
Best for distributed teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Visit Website
TOP
Best for distributed teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Learn More
TOP
Best for midsize companies
Paylocity
4.2
Popularity Score
4.3
User Score
4.1
Product  Score
Visit Website
TOP
Best for midsize companies
Paylocity
4.2
Popularity Score
4.3
User Score
4.1
Product  Score
Learn More
TOP
Best for large enterprises
ADP
4.0
Popularity Score
4.0
User Score
4.1
Product  Score
Visit Website
TOP
Best for large enterprises
ADP
4.0
Popularity Score
4.0
User Score
4.1
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Introduction to Payroll and Benefits Software

Payroll processing and employee benefits go hand in hand, but not all payroll software can nicely handle both. We've been reviewing payroll software since 2018 and have checked out hundreds of options – that's what led us to make this buyer's guide.

Read on to find out which platforms that are great at both payroll and benefits, plus expert advice on picking the right vendor, things to watch out for, major benefits, and pricing.

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Our Criteria: Here's How We Chose The Best Payroll and Benefits Software

To select the best payroll and benefits software and to ensure we specifically list products offering this combination of functionality rather than general payroll software, we did demos, conducted user interviews, and tested dozens of tools that met the basic requirement. The ones that made the cut excel particularly in three key factors: ease of use, payroll automation, and benefits packages.

  • Ease of use: The sweet spot is a tool where everything is easy to figure out; you’re not overloaded with buttons and text, yet you don’t sacrifice robustness and capabilities. These tools are all remarkable in the way they solve this challenge. 
  • Payroll automation: Something is not quite right if a payroll tool doesn’t let you automate a good portion of the job with confidence. We prioritized vendors who are pushing the envelope here. 
  • Benefits packages: To be a best-in-class payroll and benefits tool, the benefits module needs to go beyond the basics. Tools that just do 1-2 benefits on top of payroll don’t cut it. We’re looking for those that offer good variety, and even for international teams, on top of a world-class payroll product. 

To learn more about our process for vetting software companies, you can read this blog on how we evaluate HR tech vendors.

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Compare the Best Payroll and Benefits Software

Popularity Score
Best for
Key Differentiator
Pricing
Free Trial
Customers
Users Score
Product Score
4.4
Teams that include full-time employees and contractors
Good bet for EOR/Contractor Management parity
Starts at $19/mo
Get pricing info
No
35,000+ companies
4.6
4.5
4.2
US-based mid-sized companies looking for payroll + benefits
Comprehensive payroll platform with great customer support
Custom Pricing
Get pricing info
No
40,000+ companies
4.3
4.1
4.0
Large companies looking for a service-oriented approach
Widely-used, scalable payroll system for large businesses
Custom Pricing
Get pricing info
Yes
35,000+ companies
4.0
4.1
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

Need Help? Get Custom Recommendations for Best Payroll and Benefits Software

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Detailed Reviews of the Best Payroll and Benefits Software

Deel

Visit Website
Deel
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Popularity Score
4.4 / 5
User Score
4.6 / 5
Product Score
4.5 / 5

Why we picked Deel

Deel’s software was designed for payroll compliance in over 150 countries. It also incorporates some core HR features and has a notably easy-to-use interface.

PROS

  • Deel excels in customer support, offering around-the-clock in-app help and an industry-leading 2-3 day onboarding speed. Users can also access local payroll experts across jurisdictions, which aids contractors in establishing themselves as LLCs, for instance.
  • Integration with popular software like Quickbooks, Bamboo HR, and Greenhouse, along with customizable integrations, streamlines processes.
  • Tech-enhanced self-service approach for quick setup. Identity verification is swift, often under 24 hours.
  • Automated invoice generation for both company and contractor/employee sides.
  • Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
  • Deel HR is free for companies of all sizes.
  • Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
  • User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
  • Automated invoices simplify payments, provided they're in English.

CONS

  • The benefits offered could be considered basic compared to more specialized vendors.
  • Certain modules like onboarding automation are only offered as add-ons at an additional cost.
  • Flexibility is limited in modifying contracts or service agreements; changes often require addenda.
  • A $5 payout fee is applicable.
  • Invoice generation appears to be available exclusively 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.

Deel Review

Deel is one of the top companies for international payroll. If you have an international team of remote workers, it’s a tool that’s worth looking into. You can use it to hire people as contractors or as full-time employees through either the EOR or PEO offerings.

Deel payroll and benefits software

The tool itself is quite easy to use and ever-expanding. Since we first became familiar with the tool, Deel has grown to include basic HR features, as well as a myriad of other hiring workflows. These include background checks, equity plans, flexible workspaces, employee onboarding, visa and immigration consulting, and more.

Deel Customers

35,000+ organizations, including Andela, HomeLight, and Makerpad.

Deel Pricing

Deel offers a range of payroll and benefits solutions, including:

  • Deel Contractor: $49/month for compliance, payments, and contractor management in 150+ countries
  • Deel EOR: $499/month for international hiring without an entity, including payroll, taxes, and benefits
  • Deel Payroll: $29 per employee/month for payroll services in businesses with existing entities
  • Deel US Payroll: $19 per employee/month for US-specific payroll, tax calculations, and compliance across all states
  • Deel US PEO: $89 per employee/month for HR, payroll, and benefits in the US
  • Deel Immigration: Custom pricing for relocation, visa sponsorship, and immigration management in 40+ countries.

Best For

Businesses with a mix of full-time employees, contractors, and freelancers overseas, especially those that require multi-country payroll, will benefit from Deel's payroll and benefits services.

Deel in action
Reviewer's Rating
9/10

Deel simplifies the entire employee lifecycle, from onboarding to payroll and benefits administration. It enables us to create an onboarding experience tailored to each location’s compliance requirements, ensuring a seamless transition for new hires. We also rely on Deel for contract generation and global payroll, allowing us to automate payments without concerns about timing or location.

Additionally, the platform streamlines benefits administration by allowing employees to easily enroll in the benefits they need directly through the system. The expense management feature enables us to process and pay employee expenses through payroll, consolidating everything in one place for efficiency.

What do you like about this tool?
  • Deel consolidates HR, IT, and payroll processes into a single platform, reducing the need for multiple systems.
  • Its workflows and automation free up time for HR staff, allowing them to focus more on employee engagement rather than administrative tasks.
  • The platform is cost-effective, and the time savings provide a strong return on investment.
Why did your organization buy this tool, and how long have you used it for?

As a global organization, one of our biggest challenges has been incorporating the unique requirements of the countries we operate in while maintaining a system that works across different regulations.

Deel has evolved into a robust platform that supports compliance in multiple countries, making it an ideal solution for our needs. It also simplifies global payroll, allowing us to pay employees and contractors anytime, anywhere.

With recent advancements in the platform, we can do even more at a reasonable price while benefiting from an integrated system. Since adopting Deel over a year ago, we have successfully streamlined multiple processes into a single platform.

What do you dislike about this tool?
  • Deel is a complex system, which may not be suitable for all businesses.
  • Due to its complexity, it requires extensive training and experience to use it effectively.
  • The user interface has a learning curve and could benefit from additional improvements in usability and navigation.
How is this tool different than their competitors?

Deel stands out because of its comprehensive features, covering multiple aspects of HR, payroll, and global workforce management. While similar tools tend to specialize in specific areas, such as payroll or HR data management, Deel offers a wide range of modules that address nearly every HR and operations need in one platform.

What Instructions should people think about when buying this type of tool?

One of the most overlooked aspects of selecting a platform like Deel is post-implementation customer support. Many issues arise after deployment, so it’s crucial to research the level of ongoing support provided.

Also, consider any hidden costs for features that may not be included upfront but could become necessary later. Evaluating the full range of available features—even those you don’t need right now—can help ensure the tool remains valuable as your business scales.

How has this tool changed or evolved over time to meet users needs?

Deel continues to expand its platform, adding new features to support the evolving needs of HR and operations teams. The company actively enhances its offerings to provide more comprehensive workforce management solutions.

What specific type of user or organization is this tool very good for?

Deel is ideal for medium to large businesses with a global workforce or those that frequently hire contract workers. It is particularly valuable for companies that do not have entities in every country where they employ workers, as Deel can serve as an Employer of Record (EOR) in such cases.

What specific type of user or organization would this tool not be a good fit for?

Deel may not be the best option for small organizations with fewer than 100 employees that have minimal HR processes. Additionally, businesses that operate exclusively within the U.S. may not fully benefit from its global payroll and compliance features.

Paylocity

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Paylocity
Learn More
Popularity Score
4.2 / 5
User Score
4.3 / 5
Product Score
4.1 / 5

Why we picked Paylocity

Paylocity is among the top payroll vendors in the US market thanks to its ease of use and excellent customer support. It’s also quite comprehensive, offering a range of tools from tax to global payroll management, and benefits administration.

PROS

  • 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.
  • 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

  • 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.
  • Undisclosed pricing.
  • It doesn’t have a free trial or free plan.
  • Support is available in English only.
  • It isn’t the best solution for remote teams looking for a tool to manage payroll and benefits for their contractors.
Paylocity Payroll Program dashboard

Paylocity Review

Paylocity is one of the largest payroll providers in the United States but that’s not the main reason we were drawn to it. Our top deciding factors, instead, are its customer service, user-friendliness, and affordability.

We have heard a lot about Paylocity’s customer support, so we wanted to see it for ourselves. We got in touch with the Paylocity team to book a demo, and we really enjoyed the punctuality as they answered our questions and guided us through the software’s setup.

Paylocity is very user-friendly. We like that the ease of use applies not only to the web version but to the mobile app. It is particularly helpful for employees to access the self-service from anywhere to do a quick check on their payroll and benefits, make changes, and submit claims.

While not as advanced as some top enterprise-oriented payroll and benefits vendors, Paylocity’s reporting capabilities can be of benefit to mid-sized teams. There are a few reporting options to choose from or customize to track your benefits costs and see how employees are using their benefits. This information can be helpful enough in making decisions about benefit plans.

Though Paylocity doesn’t disclose its pricing on the website, businesses have praised the platform for its affordability compared to similar options in the marketplace.

Paylocity Customers

Momentus, Watters, Weigel’s, ILC, Upward, HMC, Polywood.

Paylocity Pricing

The exact pricing of Paylocity's offering is not publicly-disclosed.

Best For

Paylocity is a great option for companies, ideally midsized, looking for an established payroll and benefits software tool that is budget-friendly, user-friendly, and has great customer service.

Paylocity in action
Reviewer's Rating
10/10

Paylocity is used for every aspect of the business and is the most complete HRIS for our needs:

  • Easy, painless payroll that is automated and tax compliant.
  • HR task automation.
  • Recruiting and onboarding.
  • Communication and collaboration, helping build a more connected and engaged culture.
What do you like about this tool?
  • Operational efficiency - Time spent on administrative tasks is reduced, such as manual clocking, time-tracking, and costing out of labor rates.
  • The Talent Acquisition module helps fill roles more quickly with top talent by leveraging modern tools like texting and QR scan codes.
  • Cost-effective solutions for a variety of organizations, including education, financial services, healthcare, manufacturing, nonprofit, restaurants/hospitality, retail, and technology. Solutions are available for small, midsized, and large enterprise organizations. Paylocity streamlines HR tasks, minimizes compliance risk, and drives communication and collaboration with tools to improve employee engagement.
Why did your organization buy this tool, and how long have you used it for?

Since 2000, I have used Paylocity. Our previous HR systems were numerous. We moved the following processes into Paylocity, which offers an all-in-one HR solution:

  • Payroll - Automated processes, tax compliance, and overall simplification of payroll processing.
  • Workforce Management - Improved efficiency by automating scheduling, time tracking, and ease of use for employees via their phones.
  • Human Resources Software - Automation of manual tasks such as reviewing time management and I-9 Work Authorization tracking. Simplification and access to real-time information via the mobile app allow everyone to view their pay info, tax forms, time off requests, update personal information, and complete tasks that previously required paper.
  • Talent Management - This tool helps shorten the time to hire during the recruiting cycle, expands the reach of finding top talent by posting and sharing openings across many job boards, and enhances the candidate experience through texts and QR code scanning.

This aids in finding talent faster and making engagement easier. Additionally, this module is excellent for onboarding new employees by eliminating hours of onboarding paperwork, as every aspect of onboarding is done online through Paylocity.

There is a performance management segment that provides employees with the tools they need for career development and conducting reviews. Also within this module, compensation and a Learning Management System (LMS) are robust and automated, with a wealth of tools built in to help with employee engagement and retention.

  • Benefits - We moved from manual to automated processes, reducing confusion through simplified, flexible benefits management and employee usage. Key takeaways: access anywhere via mobile or desktop, real-time information, employee education with step-by-step guidance videos/scripts, compliance with federal and state regulations for COBRA, ACA, and HIPAA, and ease of error reduction through automation.
  • Employee Experience - Employees have access to the HR platform, increasing self-service adoption, building confidence, collaboration, and connection.
  • Data - Paylocity helps bring data to life while keeping in tune and up-to-date with your workforce. For example, AI is used to provide key insights for identifying gaps and actionable recommendations on how to improve employee productivity and reduce turnover.
What do you dislike about this tool?

I do not have any cons to share about Paylocity.

How is this tool different than their competitors?

In comparison to Workday, the ease of implementation and support was better with Paylocity. When I used Workday with a large enterprise organization supporting 10,000 employees, the assigned team was larger and divided into various segments. Paylocity supported a small service organization with fewer than 2,500 employees.

What Instructions should people think about when buying this type of tool?

The criteria should include the following:

  1. The available budget.
  2. Types of systems and applications being integrated.
  3. Company size.
  4. Readiness to move away from paper and files into software/automation. Paylocity simplifies and streamlines critical payroll and HR processes.
  5. Remember to allocate time and a team to help design the front end of the system and plan the rollout—this takes time and patience.
How has this tool changed or evolved over time to meet users needs?

Paylocity has expanded and introduced the Modern Workforce Index (MWI), giving HR leaders real-time visibility into organizational health compared to similar companies based on NAICS codes and organization size.

What specific type of user or organization is this tool very good for?

Paylocity is primarily designed for small to medium-sized organizations. It simplifies and streamlines critical payroll and HR processes and functions.

What specific type of user or organization would this tool not be a good fit for?

Larger enterprise organizations won’t find Paylocity dynamic enough for their needs.

ADP

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ADP
Learn More
Popularity Score
4 / 5
User Score
4 / 5
Product Score
4.1 / 5

Why we picked ADP

Possibly the longest-standing company in the payroll market, ADP deserves a mention. Their breadth of features includes many other HR workflows which fit enterprises and SMBs alike.

PROS

  • Native, all-in-one technology suite for recruitment, payroll, and compliance.
  • 17 RPO service centers in 14 countries and provide services in 42 different languages.
  • Dedicated team of AIRS-certified recruiting professionals.

CONS

  • Technology options outside ADP’s dedicated HR tools are limited.
ADP's business payroll service software dashboard

ADP Review

ADP is perhaps the best known company in the payroll space. Given their scale, they can offer just about everything your business needs when it comes to payroll and benefits.

ADP Customers

The Boston Globe, Whole Foods, The Bancorp, BP, Douglas Ellman Real Estate, Margaritaville, LongHorn Steakhouse

ADP Pricing

Sometimes ADP has special offers, like getting 3 months free when you sign up for their small business payroll processing plan. However, they don't share the prices for their payroll packages, so you'd have to request a quote to move forward.

Best For

ADP is a good bet for companies of many sizes, but they’re certainly not the most self-service product out there. Their products are worth looking into if you’d prefer to have professionals work with you on setting up payroll.

ADP in action
Reviewer's Rating
1/10

ADP is used to process our US payroll and enroll in US benefits. It is also used for ADA compliance and generating 1095 forms for our employees. Since payroll is processed through ADP we also generate W2s for our full time employees. ADP helps to streamline benefits enrollment as we are able to have carrier connections with our carriers and ADP

What do you like about this tool?

I like ADP's ADA health compliance features, I like their payroll processing features, and I like their report-generating tools

Why did your organization buy this tool, and how long have you used it for?

West Monroe has used ADP for 10 years now. We moved to ADP to streamline benefits enrollment and to process payroll. ADP was purchased to help West Monroe grow to scale. When it was first purchased we were at 300 employees. As of today, we are at 2000 plus employees who we process payroll and benefits for

What do you dislike about this tool?

I dislike their open enrollment platform, customer service is sorely lacking, and their employee benefits profile always has problems

How is this tool different than their competitors?

ADPs reporting is intuitive and one of the only features i like and would recommend

What Instructions should people think about when buying this type of tool?

People should think about how they want to grow with ADP. For example, West Monroe is now an international company, and ADP payroll and benefits only works well for those in the US

How has this tool changed or evolved over time to meet users needs?

The updates in their reporting abilities have helped with our company's needs

What specific type of user or organization is this tool very good for?

ADP is good for payroll and tax admins

What specific type of user or organization would this tool not be a good fit for?

ADP is not good from an employee perspective. The way benefits enrollment is done is confusing as are the pay statement reviews

Remote

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Remote
Learn More
Popularity Score
4.2 / 5
User Score
4.6 / 5
Product Score
4.5 / 5

Why we picked Remote

Remote is an excellent choice for distributed teams who require a top-notch payroll and benefits service. Their customer care is outstanding: 24/7 live chat, free HR tools, local experts for employers, plus technical support for workers. They also operate as local entities in more than 60 countries.

PROS

  • Benefits plans are locally curated. Health, dental, vision, life, mental health support, and disability are all covered, as is pension/401(k).
  • Local entity ownership helps Remote have more control over service costs, resulting in more flexibility in its pricing and service.
  • Transparent rates. No markups on benefits premiums.
  • Self-service features are easy to navigate.
  • 24/7 HR support from regional experts.
  • Option to provide equity-based compensation to employees.
  • 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

  • Remote currently offers no off cycle payroll, and only wire transfers and direct deposit are available.
  • Lacks phone support.
  • Very few pre-built integrations (Greenhouse, BambooHR, and HiBob). Companies will likely rely on its custom API to connect their current ATS and other HR tools with Remote.
  • 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 Service Dashboard

Remote Review

Remote helps distributed teams provide a better experience for their workers via country-custom benefit plans and easy-to-access employee self-service features. Remote is one of a few providers that owns legal entities in the regions where it offers EOR services, which gives them an advantage by greater flexibility in services and lower costs for its customers. Both of these are significant features that companies who use third-party aggregator services ll cannot offer.

Remote’s benefits are offered without premium markups, and they offer everything from paid time off to holidays, health care, and life insurance. Remote gives you access to region-specific advice and support to help you finalize your benefits plans.

Remote offers a 15% discount for eligible startups and nonprofits for up to 12 months. They also offer free service for up to ten employees for companies who hire refugees.

The apps, though well-made and frequently updated, were surprisingly hard to find online.

Both the Android and iOS apps are easy to navigate and have essential features like submitting expenses, booking time off, accessing payslips, and, according to Remote, there’s more in the pipeline.

Remote Customers

Arduino, GitLab, Paystack, Loom, cargo.one, Secureframe, Phaidra.

Remote Pricing

  • Contractor Management plan: $29/contractor/mo
  • Employer of Record plan: $599/employee/mo (when paid annually)
  • Global Payroll and Remote Enterprise plans: Custom prices – contact Remote.
  • Startup and nonprofit discount: Eligible startups and nonprofits can get 15% off EOR and Contractor Management services for 12 months.
  • Refugee discount: Up to 10 employees free when hiring refugees

Best For

Remote is best for teams with a globally distributed workforce.  This tool makes it easy to hire, onboard, provide benefits for, pay, and retain top international talent.

It’s also a great option for startups, and nonprofits who can benefit from their 15% discount, and for those who hire refugees,

Remote in action
Reviewer's Rating
3/10

Remote is used by our firm to hire in locations like South Africa, Colombia and Brazil. We are able to use Remote as the Employer of Record and offer benefits just like they worked directly for our firm. You queue up the hire, Remote makes the offer in their system and makes all the employee information available via web portal. All expenses, benefits info, etc. can be accessed any time.

What do you like about this tool?
  • 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.
Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?
  • 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.
How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?
  • 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.
How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Remote is not good for startups.

Paycor

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Paycor
Learn More
Popularity Score
4.1 / 5
User Score
4.2 / 5
Product Score
4 / 5

Why we picked Paycor

Paycor is the go-to option for U.S.-based businesses because it goes beyond the average payroll and benefits solution by offering recruiting and employee performance in one place.

PROS

  • Paycor is a very user-friendly payroll solution. The interface is simple and intuitive, and easy to navigate.
  • The self-service employee portal lets employees access their HR information and benefits online.
  • Offers multiple subscription options, making the tool more accessible to businesses of different sizes.
  • No limit to the number of payrolls you run each month.
  • Frequently runs discount offers with set-up fees waived on all plans.
  • A free trial is available per request.
  • Offers on-demand payment options in all plans.
  • Accessible via mobile devices.
  • 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

  • Paycor offers various support options, including phone, email, and chat. However, they aren’t very responsive to customers’ queries.
  • Undisclosed pricing.
  • It provides time tracking as a paid add-on.
  • The reporting functionality can be challenging to use, as data is sometimes unavailable.
  • Can be challenging to customize the software if you have a unique set of requirements.
  • 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's dashboard - one of the best payroll service

Paycor Review

Paycor is featured here because it’s flexible and feature-rich. Users can purchase Paycor’s payroll alone and upgrade for onboarding, time-off management, and other HR functions as needed.

The first thing that caught our eye was Paycor's payroll. The solution can handle all-state and global payrolls, but please note that their global payroll services are outsourced to third-party services by location.

Available payment options are in pretty good shape. They offer on-demand pay, direct deposit, Paycor wallet, and access to Autorun, and each of these features is available on the basic plan.

Running payroll on Paycor is straightforward. The UI is simplistic, and navigation is intuitive for most users.

Employees can make benefits selections via the web or mobile apps. Both offer access to self-service payroll, onboarding, and attendance. As a security measure, changes to employee data are reported immediately to admin users.

However, rather than making this information available to any website visitor, Paycor only offers benefits guides, calculations, and other resources to their customers. Their data reporting capabilities left something to be desired, especially on the lower-tier plans.

Customer service being sometimes difficult to reach is also a disappointment, especially considering how critical prompt support is when it comes to payroll.

Paycor Customers

Wendy’s, McDonald’s, Detroit Zoo, the Cincinnati Reds, Chicago Fire FC.

Paycor Pricing

Fees vary depending on the number of employees and features selected.

Best For

Paycor is particularly well-suited for organizations operating within the United States and employing up to 1,000 individuals. Its strengths shine particularly for sectors such as manufacturing, healthcare, food and beverage, nonprofits, and professional sports organizations.

Paycor in action
Reviewer's Rating
3/10

We use Paycor for attendance tracking, which includes a scheduling and punch clock functionality. This is important for us as most of our employees are hourly. We also use Paycor for time off management, benefit accrual tracking, and payroll.

What do you like about this tool?
  • Our employees find their interface user-friendly
  • Employment taxes are filed without any effort from us (the employer)
  • It's one of the only HR software suites that has functionality for hourly employees
Why did your organization buy this tool, and how long have you used it for?

We bought Paycor when we needed a payroll solution that would work with employees in multiple states. Paycor allows us to process multi-state payroll, and they file the necessary taxes in each state and municipality.

We decided on Paycor for these reasons, and our staff found the UI to be the easiest to navigate. We have been using the platform for 4 years.

What do you dislike about this tool?

A great many things, unfortunately.

  • Support is practically non-existent
  • The payroll workflow is jumbled and doesn't make sense. Instead of a seamless flow in which you approve time card and move on to payroll in the same workflow, you do these things separately
  • Their punch clock isn't very intelligent. I have to manually fix several punches a week that shouldn't have been allowed in the first place (e.g. an employee has two punch-in records in a row, with no punch-out record in between)
  • There are a lot of reports, which is great. But, ironically, I can never find a report for what I need.
  • It's impossible to manage what I would consider basic configurations. For example, our office manager retired last year, but she remains the manager for all employees in Paycor because the setting cannot be changed, even though her Paycor employee profile is no longer active
  • Did I mention that support doesn't exist? Send in a ticket and you're unlikely to get a response.
How is this tool different than their competitors?

The biggest difference we found is that Paycor has functionality (or modules) for a wide variety of employment situations. In our case, it was one of the only suites that could accommodate hourly employees, meaning it has punch clock and scheduling features.

My staff believes their UI is better, too. However, I don't believe that to be the case from an employer standpoint.

What Instructions should people think about when buying this type of tool?

Firstly, if needed, are you prepared to wait for a response from support that may never come? Because that is a reality of Paycor.

Secondly, what functionality do you need? There are a lot of HR suites, and Paycor was our choice because it had functionality that many others did not. If you don't need time management (punch clock) or scheduling, then you should take the time to compare all of your options. Paycor may not be right for you.

Thirdly is the cost. In our second year, they changed their entire price structure. They gave us 30 days' notice. Our monthly costs went up, but we could do little as it takes many months to evaluate other options and several more months to facilitate the migration. The point being, we were stuck and had to deal with the rate change.

How has this tool changed or evolved over time to meet users needs?

I would say very little during the four years we have used Paycor. They've made some UI changes but nothing impactful.

What specific type of user or organization is this tool very good for?

I am sure there is a scenario in which Paycor is a suitable solution for companies of all sizes. Their suite has a lot to offer and can accommodate a variety of employment situations. That said, based on my experience, I wouldn't think Paycor is best suited for companies with many employees. I have a hard enough time managing five employees in Paycor.

What specific type of user or organization would this tool not be a good fit for?

Companies with many employees or companies that employ people only in one state. There are certainly better options for employers who don't need multi-state payroll.

Gusto

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Gusto
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Popularity Score
4 / 5
User Score
4 / 5
Product Score
4.1 / 5

Why we picked Gusto

Gusto is a versatile solution: flexible pay schedule options, payroll deductions, automated tax filing, benefits, self-service, and more. SMB users particularly appreciate its compatibility for both W-2 employees and domestic and international contractors.

PROS

  • Gusto payroll works for U.S.-based workers (W-2 employees and contractors) and for international contractors.
  • The software supports online signatures and automated tax filing.
  • Flexible payroll options accommodate different schedules and unlimited pay runs.
  • Automatic deductions streamline benefits administration.
  • Phone support, email, and customer service resources are available.
  • Licensed benefits advisors are accessible to all plan users.
  • Transparent pricing with no long-term contracts and no account 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

  • No payroll support for international employees.
  • There is no native accounting feature for tracking earnings and spending.
  • Simple plan lacks native time tracking and online signatures, requiring third-party integrations.
  • The analytics dashboard is basic.
  • Federal/state compliance alerts and existing broker/health insurance integration require the Premium plan or add-ons.
  • A free trial is not available.
  • Gusto can support payments for international contractors, but not employees
  • No native accounting feature to keep earning and spending under the same roof
  • Analytics dashboard is simplistic

Gusto Review

We have found Gusto to be a versatile payroll and benefits software that caters to the needs of small and medium-sized businesses.

One of the standout features of Gusto is its support for W-2 employees and domestic and international contractors. The software's capabilities extend beyond payroll, providing support for online signatures and automated tax filing, which streamline administrative tasks. We have a weak spot for flexibility, and Gusto doesn’t disappoint us by providing different pay schedules and unlimited pay runs.

Gusto has also known among HR folks for its support responsiveness. The platform provides phone support, email assistance, and licensed benefits advisors for all plan users to ensure that users can receive prompt service when needed. It also is praised for having a transparent pricing structure, eliminating long-term contracts and account setup fees.

However, it's important to note that Gusto does not currently support payroll for international employees. Additionally, the software lacks a native accounting or spend management features, so users must rely on third-party integrations.

The analytics dashboard, while functional, may be considered basic. And please be aware that federal/state compliance alerts and integration with existing brokers are exclusive to Gusto’s highest tier plan or available as add-ons.

A free trial is not an option here, limiting the opportunity for businesses to explore the tool before committing.

Gusto Customers

Gusto serves over 400,000 businesses nationwide, including many that turn to the platform specifically for its integrated payroll and benefits management capabilities.

Gusto Pricing

Gusto’s combined payroll and benefits management platform starts at $49 per month plus $6 per employee, with more advanced HR and benefits features available on higher-tier plans.

Best For

Gusto offers an affordable basic plan, making it accessible for budget-strapped startups. Additionally, the top-tier Premium plan is an excellent choice for SMBs with available capital to invest in human resources, particularly if they have a small HR department.

Gusto in action
Reviewer's Rating
6/10

Day-to-day I used Gusto to manage payroll, benefits, and tax forms.

Gusto's automated payroll is solid and I never had an issue with the main payroll functions, although we had a few issues due to confusing UI with the custom earnings and dismissal payroll workflows.

Gusto's quarterly tax filings and reminders about compliance checks/updates were incredibly useful to us. The Docs section and reporting features turned out to be a helpful resource for all kinds of administrative tasks. Around 2021 I started receiving notices that some of our state tax forms weren't being filed on time. Although Gusto did resolve them eventually without penalty, it was concerning that they didn't keep us in the loop.

Gusto's benefits department is its weakest link. I never participated in the initial setup, but I managed 4 or 5 open enrollments through Gusto, and each was an unmitigated disaster. During two separate years, I sent 4+ requests to discuss new providers and never received a response. Not a peep. I have also had to clean up multiple enrollments and COBRA errors.

I speak to Gusto's support team a few times a month. Their support used to be outstanding, but recently they seem to have shifted to a script model, and the agents' competence is hit or miss. There is often an unrealistically long response time when issues are escalated to a specialist, and it is frustrating to wait days or weeks for an answer only to receive an unhelpful form response. Since Gusto handles so many regulated processes, agents are quick to default to a "we cannot advise" answer, and they often provided bad information that caused more problems than they solved. To be fair, I have also worked with agents that helped me pull off miracles, but I wish the quality were as consistent as it used to be a few years ago.

What do you like about this tool?

The UI is clean, intuitive, and (mostly) easy to use. I very seldom had issues with automated processes. They make onboarding new employees incredibly simple. I also really like the friendly tone of the brand's "voice." The marching pig on the loading screen that changes with the seasons never gets old; it still sparks joy each time, even after all these years!

Why did your organization buy this tool, and how long have you used it for?

I have used Gusto since 2018 in 3 different early-stage tech startups. Gusto has a reputation as the go-to in Silicon Valley incubators and accelerators, although I've seen Rippling gradually gaining market share in the past few years. In all 3 cases, we selected Gusto because of their breadth of services. Gusto makes it easy to set up everything our organization needed to begin hiring and paying employees. What's nice about Gusto is that it makes processes that are intimidating to many founders into a "set it and forget it" task. Automating payroll, benefits, filing government forms, and quarterly taxes helped free up time for our founding team to focus on a growing set of other responsibilities.

What do you dislike about this tool?

Gusto's benefits department is unresponsive and it's nearly impossible to get answers from support about even simple benefits questions.

I have seen quite a few concerning errors across the platform (mostly with benefits), including employees not being enrolled in benefits programs, dismissed employees not being removed from benefits programs, incomplete COBRA enrollment, and late tax filings.

The information from Support is unreliable and often inaccurate.

The dismissal payroll workflow is misleading and we've had a few serious problems as a result.

When a Gusto admin is dismissed, their admin privileges are not removed automatically, which is a serious privacy concern.

I wish Gusto made it easier to set up a business entity in new states. They partner with a company called CorpNet, but I found the level of service wasn't worth the price and went back to handling state registration myself.

How is this tool different than their competitors?

I love Gusto's friendly casual-but-professional tone compared to other providers in the space.

What Instructions should people think about when buying this type of tool?

Gusto is best for small teams, the smaller the better. It is a great option for founders and single-person People teams who have less time to dedicate to payroll, benefits, and compliance. It makes many benefits available and affordable for small groups that would not have the numbers to access plans through traditional providers.

Gusto becomes less useful as a team grows and compensation & benefits become more complex. I would definitely recommend Gusto to founders, but I recommend moving off of their benefits platform as soon as you have a full-time person to manage benefits administration. Its payroll functionality is solid, but payroll administrators should be aware that they will get limited guidance from the Gusto support team.

How has this tool changed or evolved over time to meet users needs?

Gusto's functionality has grown over the time I've used the platform as they've added additional features and integrations. However, the accuracy and quality of support have suffered over time. I used to be a Gusto evangelist, but these days I recommend that growing companies move off of Gusto as soon as is practical. New features have become less useful over time, and I wish they would focus on maintaining the quality of their core product rather than trying to expand into new services.

What specific type of user or organization is this tool very good for?

Company founders or admins inexperienced in payroll and benefits. Very small teams with a single person managing payroll and benefits administration among many other HR responsibilities.

What specific type of user or organization would this tool not be a good fit for?

Larger organizations with 50+ employees. HR teams with specialists in each area. Companies with complex and highly-regulated compensation structures.

Rippling

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Rippling
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Popularity Score
4.2 / 5
User Score
4.2 / 5
Product Score
4.1 / 5

Why we picked Rippling

Rippling is a great choice for SMBs who want payroll to be a seamless and highly accurate process they don’t have to worry about.

PROS

  • All-in-one platform for payroll, employee management + PEO services offered, and even a suite of other IT products
  • With 500 integrations, they likely integrate with other key tools from your tech stack.
  • 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

  • Very SMB focused
  • Decent prices for the core HR tools, yet extra features (sold as add-ons) can be too pricey for some.
  • Some shortcomings are reported with benefit carriers, and users may be limited to their partner ecosystem.
  • 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's Online Payroll Software Dashboad

Rippling Review

Rippling was started by Zenefits alumni. They focus on helping small and medium organizations extinguish HR and IT busywork with one solution. The tool is built to be used, with ease, across every department.

Their product aligns with what you’d expect from a Silicon Valley-based startup: a great UI, eye-catching design, and fast performance. Notably, they have over 500 integrations (and counting) so they are likely to be able to meet any team where they are at, technically speaking.

Rippling Customers

Proxy, Dwell, Superhuman, Expensify, Checkr

Rippling Pricing

Rippling’s pricing starts at $8 per month per user and will vary depending on which modules you’d like to use.

Best For

SMBs with a strong need for automation in HR processes.

Rippling in action
Reviewer's Rating
7/10

As an HR user, Rippling is used almost daily for HR operations. It plays a key role in recruiting, benefits management, and absence/time tracking. An HR admin can vet candidates, configure and manage benefits, track and pay PTO, and handle compliance documentation. The system supports various workflows, making HR processes more efficient.

What do you like about this tool?
  • Rippling has a clean, visually appealing interface.
  • It offers strong integrations and is user-friendly for beginner admins.
  • Implementation is quick and straightforward for organizations.
Why did your organization buy this tool, and how long have you used it for?

I consulted with a tech startup on a tech stack selection project, where they chose to use Rippling. My engagement lasted about six months, covering implementation and organizational change management.

Rippling is a workforce management platform specializing in HR management, compliance, and expense management. The organization needed an HRIS as it began scaling aggressively and required a system to streamline HR operations.

What do you dislike about this tool?
  • The system lacks flexibility for complex HR requirements compared to platforms like Oracle or Workday.
  • Customer support is among the weakest in the HRIS market.
  • While onboarding is fast, it can be confusing, as Rippling prioritizes speed over thorough implementation.
How is this tool different than their competitors?

Rippling targets the middle market, catering to fast-growing startups and mid-sized enterprises. It offers more features than basic HRIS options but lacks the depth and complexity of Workday. While many companies find it appealing, I don’t think it’s worth the price.

What Instructions should people think about when buying this type of tool?
  • Budget vs. features—how much are you willing to spend for the functionality you need? HRIS options vary widely.
  • Organization size and HR complexity—ensure the system can handle your operational demands.
How has this tool changed or evolved over time to meet users needs?

Founded in 2016, Rippling has effectively targeted fast-growing startups and mid-sized enterprises. However, its development team focuses more on UI enhancements than adding meaningful features.

What specific type of user or organization is this tool very good for?
  • Companies that prioritize an intuitive interface for admins and employees.
  • Those looking for more features than basic HRIS options but not ready to invest in enterprise-level solutions.
What specific type of user or organization would this tool not be a good fit for?
  • Companies with either very small or very large HR budgets, as their needs likely don’t align with Rippling’s offerings.
  • Organizations with advanced HR architecture or complex requirements.

OnPay

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OnPay
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Popularity Score
4.3 / 5
User Score
4.8 / 5
Product Score
4.7 / 5

Why we picked OnPay

We love OnPay because it takes less than one hour to setup and is the lowest cost option on the market.

PROS

  • Free tax form handling for W-2 employees and 1099 contractors.
  • Some HR services included within the plan at no additional cost.
  • 30-day free trial available (starts after OnPay verification).
  • Well-developed online help resources.

CONS

  • Poor functioned employee mobile app.
  • Requires payment four days before payday for direct deposit.
  • Doesn’t support automatic payroll.
  • Customer support sometimes hard to reach.
OnPay's Payroll Software Dashboard

OnPay Review

OnPay is perfect for smaller companies (500 employees or less) who want a simple and straight-forward payroll process, plus help with HR. Onpay customers love the customer service and the transparent pricing - it’s one monthly fee for everything. They offer benefits management in all 50 states including medical, dental, vision, and 401k retirement plans.

OnPay Customers

OnPay Pricing

OnPay charges a base fee of $40, plus $4 per employee per month.

Best For

OnPay is a great solution for smaller, budget conscious companies that also want a basic HRIS in addition to payroll.

OnPay in action
Reviewer's Rating
8/10

We use Onpay weekly for our payroll runs, and it's become an essential part of our routine. The key workflows we rely on include calculating and processing employee salaries, handling automated tax filings, and managing direct deposits. This is challenging for us because we have employees on several different types of contracts. Onpay’s benefits administration feature simplifies enrollment and tracking for our team. It also keeps all our employee records up-to-date and compliant, ensuring everyone gets paid accurately and on time. We've also minimized payroll complaints from staff, which is a significant improvement.

What do you like about this tool?
  1. Super Simple: Onpay is easy to use, even for someone who’s not a payroll expert.
  2. Tax Magic: It takes care of all our tax filings automatically, saving us a lot of time.
  3. Great Value: For what it offers, the price is excellent, especially for a smaller team like ours.
Why did your organization buy this tool, and how long have you used it for?

We bought Onpay because our previous payroll system was outdated, causing delays and errors that made payroll days difficult. We needed something reliable and easy to use, especially for our small team. Onpay met all our requirements with its straightforward interface, automated tax filings, and affordable pricing. It also integrates well with benefits and handles employee onboarding efficiently. I've been using Onpay for about a year now, and it has significantly reduced our administrative workload.

What do you dislike about this tool?
  1. Limited Customization: I wish there were more options to customize reports and dashboards.
  2. Customer Support: The support can be slow at times, which is frustrating when you need quick assistance.
  3. Advanced Features: It lacks some advanced features that larger businesses might need, making it feel a bit basic for more complex needs.
How is this tool different than their competitors?

Onpay stands out with its straightforward, user-friendly interface and great value for money. Unlike some other tools I've tried, it's incredibly easy to navigate and doesn’t overwhelm with unnecessary features. I appreciate that it automates tax filings, which many other tools don't do as effectively. While it might lack some advanced options that larger businesses may need, for a small team, it offers the right balance of functionality and simplicity at a great price.

What Instructions should people think about when buying this type of tool?
  1. Ease of Use: Choose a tool that is easy to navigate, so you’re not stuck figuring out complex menus.
  2. Automation: Ensure it handles tax tasks and direct deposits automatically to make payroll days stress-free.
  3. Support: Verify that the support team is helpful and quick to respond when needed.
  4. Cost: Make sure it fits your budget without sacrificing essential features.
How has this tool changed or evolved over time to meet users needs?

Onpay has improved over time by keeping things simple and adding useful features. They have perfected automating tax filings and direct deposits, making payroll days easier. The interface has become increasingly user-friendly, which is a big plus.

What specific type of user or organization is this tool very good for?

It is ideal for small to mid-sized businesses that need a payroll system without extra complexity. It’s perfect for those who want an easy-to-use platform that handles all the payroll essentials, such as automated tax filings and direct deposits. If you’re running a business and want something straightforward and affordable without all the complicated features, Onpay is an excellent choice.

What specific type of user or organization would this tool not be a good fit for?

Onpay wouldn’t be a great fit for large organizations with complex payroll and HR needs. If you require advanced features, extensive customization, or robust integration with other sophisticated systems, Onpay might feel too basic.

QuickBooks

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QuickBooks
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Popularity Score
4.1 / 5
User Score
4 / 5
Product Score
4 / 5

Why we picked QuickBooks

Quickbooks is a trusted name in financial tracking, payroll, expense reports, and even time and attendance software for small businesses.

PROS

  • Unlimited pay runs, auto full-service payroll, and same-day deposits included.
  • Supports unscheduled payrolls and automatic year-end tax filings.
  • Reminders for tax readiness provided.
  • Pricing transparency. 30-day free trial available.

CONS

  • No employer app.
  • More expensive than some competitors like Patriot.
  • Limited third-party integrations.
  • No global payroll features.
Quickbooks' payroll software dashboard

QuickBooks Review

Many small businesses use Quickbooks for their accounting and financial reporting. They know that small business owners may not have enough time to be doing payroll, so their solution focuses a lot on running things automatically and freeing up your time. The same goes for taxes, as they'll calculate, file, and pay your payroll taxes for you, in some cases.

QuickBooks Customers

QuickBooks Pricing

For payroll, Quickbooks has three plans:

  • Core: The basics to pay your team and have payroll taxes done for you at $22.50 per month
  • Premium: Manage your team's payroll with HR support and some employee services for $37.50 per month
  • Elite: This plan provides access to on-demand experts in order to simplify payroll to the max. It starts at $62.50 per month.

QuickBooks often offers discounts for its plans. They currently have a 50% discount on all plans for the first three months of subscription.

Best For

SMBs with a fairly simple payroll structure but little time to handle it all themselves.

QuickBooks in action
Reviewer's Rating
7/10

We use QuickBooks on a weekly basis for all of our AP and AR needs. We send client invoices through QB, and we pay vendor invoices through a QB integration with Bill.com. We also use QuickBooks to distribute team payroll on a bi-monthly payroll. All of these features are directly tied to our management of the company's P&L and Balance Sheet.

What do you like about this tool?
  • 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.
Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?
  • 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.
How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

QuickBooks is not ideal for companies that are looking for advanced accounting reports or performance metrics. Larger organizations that have dedicated implementation teams would be better suited for a more customizable platform.

Paycom

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Paycom
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Popularity Score
4.1 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked Paycom

Paycom offers online payroll services and HR software solutions for both big and small businesses to manage the entire employment life cycle.

PROS

  • Paycom's payroll system is easy to use and customize.
  • They now have a Global HCM offering with the aim of expanding access to users in over 180 countries.
  • Customers have praised the responsiveness of the support team and their willingness to help with any issues that arise.
  • Paycom assigns each account a dedicated rep who can provide support and answer questions.
  • Paycom is constantly updating its software with new features and improvements.
  • It has a reasonably functioning mobile app.

CONS

  • Paycom does not integrate directly with QuickBooks, so users that use both systems must manually enter data into Paycom.
  • Some customers have experienced slow access to tax reports.
  • Some of the members on the customer support team are new and at times, don’t have answers to questions or solutions to issues. 
  • Paycom price has increased in recent years.
  • No free trial.
  • Integrations are limited.
Paycom's payroll platform dashboard

Paycom Review

We recommend Paycom for medium to large businesses since the platform provides payroll and HR solutions, which from our experience, are comprehensive and user-friendly.

Paycom impressed us with its guided self-service technology, Beti, which is accessible on browsers and mobile devices. The Android app received positive feedback for its user-friendly interface and comprehensive employee self-service features, including time clock punching, time-off requests, accessing pay stubs and benefits, reviewing paychecks, and submitting receipts for reimbursement.

As an admin, you can customize employees’ access to these features and manage HR tasks on the go. Employees have control over their HR data, including earnings and personal details. However, Paycom currently offers only direct deposit and paper checks, with no available pay card option.

While originally focused on serving the U.S. market, Paycom has expanded its reach with the introduction of their Global HCM, enabling users in over 180 countries to access its services. This enhancement demonstrates Paycom's dedication to addressing the needs of global teams, further solidifying its value-for-money proposition.

While Paycom has its strengths, we noticed there are a few areas where it falls short. Integration options remain limited, relying solely on API integrations, which can prolong implementation and require IT involvement. The connection with third-party software, like QuickBooks, is not seamless, resulting in manual data entry. Additionally, customer support quality varies, with some representatives lacking system knowledge, leading to delayed issue resolution or multiple follow-ups.

Paycom Customers

Paycom Pricing

The pricing of Paycom’s plans isn’t disclosed on the website. You do have to contact their sales team to get a custom quote.

Best For

Paycom’s full-service payroll makes it a great solution for midsize and large businesses to have a full suite of payroll and HR services.

Paycom in action
Reviewer's Rating
9/10

I used Paycom every day. I utilized the electronic personnel files that helped ensure that I had all onboarding documents correct during this process. I also used the recruiting function. I had many hires and Paycom offers a great function to keep track of all of your recruiting needs. Including where you are at in the interview process, applications, interview questions, and many more!

What do you like about this tool?

I love the aspect of streamlining Paycom and Payroll. Another pro to utilizing Paycom is the electronic version of personnel files. The recruiting tool in Paycom is another great tool to help with any organization's recruiting and hiring needs!

Why did your organization buy this tool, and how long have you used it for?

Our organization originally did not have a HRIS system. One of the major selling points to the organization is that Paycom offers a seamless transition to make all of our HR personnel files digital along with many other HR options to help streamline all HR processes. In addition, we added a function within Paycom to ensure our payroll was efficient and easy to work through each pay period. Paycom also offered our hourly employees an app to help make it easier to clock in and out during the work shift. This was a key function as many employees were offsite and other locations other than headquarters.

What do you dislike about this tool?

There has been a few times were the dedicated account manager took longer to get back to specific questions that I would have liked.

How is this tool different than their competitors?

Paycom offers a lot more functionally. The implementation process was not too difficult company-wise. And the price is a vary fair investment.

What Instructions should people think about when buying this type of tool?

If your organization is thinking about utilizing its first HRIS system. If your company wants a user-friendly payroll system.

How has this tool changed or evolved over time to meet users needs?

It has added many functions, including pieces of training, performance reviews, and tracking attendance.

What specific type of user or organization is this tool very good for?

Any organization that is mid-sized or a corporation.

What specific type of user or organization would this tool not be a good fit for?

Smaller businesses

Paychex

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Paychex
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Popularity Score
4.1 / 5
User Score
3.9 / 5
Product Score
4.1 / 5

Why we picked 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.
Paychex Payroll Software Dashboard screenshot

Paychex Review

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.

Paychex Customers

740,000+ companies, including ESET, Funnelbox Inc., Smile Cafe, H.Y.P.E. Counseling Services, ASG, and Pet Partners.

Paychex Pricing

Paychex pricing starts at $39 per month, plus $5 per employee per month.

Best For

Medium and large-sized U.S. businesses face the intricacies of employing and paying workers across state lines.

Paychex in action
Reviewer's Rating
8/10

I use PayChex at least twice per week. As new employees are hired, I input their data into the system. The HR team and bookkeeper review payroll weekly. The benefits manager updates and makes any necessary changes. I oversee the final output.

What do you like about this tool?

I like that PayChex is a classic system. It is effective in employee payroll management. This system is also employee friendly.

Why did your organization buy this tool, and how long have you used it for?

We purchased PayChex to migrate to an effective payroll process. As the organization grew, the platform we were using was not sustainable with the growth that we planned. PayChex allows the HR team to manage employee information effectively. It also allows employees to retrieve data as needed without waiting. I have used PayChex for 10 years.

What do you dislike about this tool?

PayChex has technical issues often. Customer service is not as responsive as other platforms. The app has to be updated often which is tedious.

How is this tool different than their competitors?

Paychex is pretty much the standard for Payroll and HR processing. It does not have the most attractive interface but it does carry most of the features that are offered by its competition.

What Instructions should people think about when buying this type of tool?

Do you want a classic platform that is easy to navigate and a standard across industries? Do you want a user-friendly experience (PayChex) or a platform that is a teambuilder (others with more interactive and social features)?

How has this tool changed or evolved over time to meet users needs?

PayChex has been consistent over the years. It is exactly as advertised, a payroll platform.

What specific type of user or organization is this tool very good for?

PayChex is good for companies of all sizes.

What specific type of user or organization would this tool not be a good fit for?

PayChex is not a good fit for an organization that needs a comprehensive platform, something that allows for team interaction or goal setting.

Papaya Global

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Papaya Global
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Popularity Score
4.3 / 5
User Score
4.5 / 5
Product Score
4.4 / 5

Why we picked Papaya Global

Papaya Global stands out in the realm of payroll software for enabling seamless, secure payments to contractors and employees in 160+ countries, backed by robust security and compliance measures.

PROS

  • Papaya ensures prompt payouts within 72 hours across 160+ countries.
  • Transparent pricing with a 60-day money-back guarantee.
  • Dedicated customer success managers in your time zone, providing localized assistance without extra charges.
  • The starter monthly fee is reduced to $12 per employee for full-service payroll.
  • Offers comprehensive solutions (data and insights, benefits, immigration, payment services, employee data management) at an accessible entry price.

  • 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

  • Lacks local entities in service countries; no tax penalty guarantee information available.
  • No free trial or plan is offered.
  • Additional fees include setup, onboarding, cycle per employee, year-end fees, and a required deposit.
  • Limited existing integrations, but free use of pre-built APIs and custom API integrations.

  • 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 Review

Papaya Global is highly favored by both users we've engaged with and our editorial team. We’ve been familiar with the tool since early 2021, and it immediately stood out for its transparent pricing, comprehensive HR tools, robust BI analytics, and local customer support.

The platform caters to employers and staff alike, providing unified access to payroll, payments, and workforce analytics. It ensures automated payments in local currency, customized benefit packages, and multilingual pay slips across 160+ countries. Additionally, AI-powered engines scrutinize invoices for precision.

In-house benefits experts are at your service for location-specific advice at no extra cost. Employees benefit from a user-friendly self-service portal for onboarding, time off requests, document checks, and payslip reviews. The recently launched mobile app (as of February 2023) offers even greater accessibility, allowing access to payment calendars, bank details, and company announcements on the go.

They also offer a unique global equity management feature, enabling equity distribution to employees, regardless of location. The platform excels in providing dynamic visual insights for payroll and HR, billing, and administrative data.

There are critical factors to consider when evaluating Papaya Global for your company’s needs. For example, depending on the service region, Papaya may or may not have its own local entity set up, which means they will rely on third-party local partners. Additionally, though pricing transparency is a strength, additional expenses like setup fees per location, onboarding fees, cycle fees per employee, year-end tax filing fees, and a refundable deposit should be considered. We advise evaluating and outlining all the ins and outs specific to your team’s needs and then meeting with Papaya Global’s team for a comprehensive quote tailored to you.

Papaya Global Customers

Fiverr, Toyota, Wix, Deezer, Intel, Johnson & Johnson, Microsoft

Papaya Global Pricing

  • Full-Service Payroll service: Starts at $12 per employee per month, with flexible options based on operational needs.
  • Payroll Platform License service: Begins at $3 per employee per location for tech upgrades.
  • Data and Insights Platform License service: From $150 per employee per month, offering real-time analytics on payroll costs and headcount.
  • Payments-as-a-Service service: Starting at $3 per employee per month, delivering a dedicated workforce payment platform.
  • Global EOR plan: Ranges from $650 to $1000 per employee per month for comprehensive EOR management.
  • Contractor Management & IC Compliance plan: Tailored services for outsourced contractors, starting at $2 per contractor per month.
  • Global expertise services: Starting at $190 per month per employee, this lets you add the global health plan, immigration support, and global equity for employees.

Best For

Papaya Global is a good choice for streamlining global payroll and benefits operations in countries with established entities. It's particularly valuable for businesses with international hires within Papaya Global’s extensive country coverage.

Papaya Global in action
Reviewer's Rating
9/10

We use PapayaGlobal daily as a central tool in our HR department to streamline and manage our international payroll and employee data. The key workflows include onboarding new hires in different countries, processing multi-country payroll, ensuring compliance with local employment laws, and managing employee benefits. The platform’s ability to handle these complex, often varying requirements across different jurisdictions is crucial for maintaining operational efficiency and regulatory compliance. Additionally, we frequently utilize its analytics features to track and analyze workforce costs and performance globally.

What do you like about this tool?
  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.
Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?
  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.
How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?
  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.
How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

PapayaGlobal may not be the best fit for small businesses or startups that primarily operate within a single country and do not require complex international payroll solutions. Its comprehensive features and focus on multinational compliance and payroll processes might be more than what is needed for smaller, domestically-focused organizations, potentially making it a less cost-effective option for them.

Namely

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Namely
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Popularity Score
4.7 / 5
User Score
4.1 / 5
Product Score
4.6 / 5

Why we picked Namely

Namely provides a quick and easy payroll solution with modern design and UX. Their all-in-one HR platform can be used by any company really, though they pay close attention to mid-market companies.

PROS

  • Namely's user interface is highly praised by users. It is clean and quite intuitive despite the platform's comprehensive feature coverage.
  • The employee onboarding module includes a user-friendly wizard that effectively guides new hires through necessary steps and tasks.
  • Along with Namely’s built-in features for data management, recruiting, onboarding, time off tracking, payroll, and benefits administration, Namely offers managed payroll and benefits administration services for those needing extra assistance.
  • The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features. 
  • Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do. 
  • Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams. 

CONS

  • Namely primarily caters to U.S.-based companies, which makes it unsuitable for organizations needing to manage pay and benefits for employees in other countries.
  • The implementation process of Namely can be time-consuming, typically taking a minimum of 6-8 weeks.
  • Despite how big of a player Namely is in the HR space, it lacks employee development features like skill training, career pathing, and succession planning.
  • Before purchasing Namely, it is essential to ensure compatibility with your current benefits provider, as there have been reported instances of Namely's team encouraging users to switch to more expensive providers.
  • Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
  • Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
  • For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc. 
  • You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more. 
Namely's payroll dashboard

Namely Review

Namely’s all-in-one platform comes with a payroll module for processing salaries on time and without any errors. It can help you with a lot, including calculating wages, deductions, and taxes, and generating pay stubs for your employees. The platform is also always up-to-date with the ever-changing payroll regulations and tax laws to ensure you don’t get penalized and that everything pertaining to your employees’ payments is above board.

We like any product with employee self-service features and Namely checks that box of ours. Your staff can log in to a dedicated dashboard to access and manage their payroll information, update personal details, and view pay stubs whenever needed. Namely also packs a robust reporting module to get a holistic view of your company’s payroll and valuable statistics to make informed decisions.

Namely Customers

Greenhouse, Bevi, and Workwave are among Namely’s 1000+ customers.

Namely Pricing

Namely has custom pricing that varies according to the extent of your need. You can contact the Sales team for an estimate.

Best For

Namely predominantly serves mid-sized companies across different verticals.

Namely in action
Reviewer's Rating
10/10

We currently utilize Namely for managing payroll, which has been essential in ensuring timely and accurate compensation for our employees. Namely is used daily for onboarding new employees, streamlining the process and making it more efficient. It has also been valuable in tracking new employee benefits and was particularly useful during our company-wide open enrollment period in July. Supervisors use Namely for conducting yearly performance reviews for all employees, which has significantly reduced the need for paper-based evaluations. Additionally, Namely helps us with quarterly and annual data tracking for State and Federal reporting purposes, ensuring compliance and accuracy.

What do you like about this tool?
  1. Namely offers excellent benefits brokerage and administration, making it easy to manage employee benefits.
  2. The customer service provided by Namely is outstanding, with quick and helpful responses to our needs.
  3. The onboarding process for new employees is streamlined and efficient, reducing the time and effort required to bring new hires on board.
Why did your organization buy this tool, and how long have you used it for?

My organization plans to expand in the next two years, and we were looking for an HRIS software that is manageable for both supervisors and employees. We needed a system that could effectively track new employees throughout their tenure with the organization, and management agreed that we required software capable of scaling as we grow. After going through a thorough selection process with various HRIS companies, we found it challenging to choose the best fit for our organization. However, we were impressed that the team at Namely answered all of our questions and provided excellent guidance during the implementation process. We have been using Namely for about one year, and we are very satisfied with it so far.

What do you dislike about this tool?
  1. Uploading form templates into Namely can be challenging, requiring additional time and effort.
  2. The ability to add e-signatures to documents is limited, which could be improved for better functionality.
  3. Making edits within the platform can sometimes be difficult, causing frustration when changes are needed.
How is this tool different than their competitors?

I like that Namely is good for small and mid-size companies just starting their HR Department. They don't oversell products like some other HRIS software - they give you what is needed.

What Instructions should people think about when buying this type of tool?

When purchasing Namely, it's important to consider its functionality and whether it meets the specific needs of your organization. It is also essential to evaluate whether the pricing fits within your budget, especially if you are a new or smaller company. Namely’s capacity to grow with a company is a key advantage, making it a good option if your organization is planning on expanding in the near future.

How has this tool changed or evolved over time to meet users needs?

Namely has evolved to be very user-friendly for both employees and administrators, making it easier to navigate and use on a daily basis.

What specific type of user or organization is this tool very good for?

Namely is particularly well-suited for small to mid-sized companies looking for a comprehensive HRIS solution that can grow with their needs.

What specific type of user or organization would this tool not be a good fit for?

Namely may not be the best fit for large companies with more complex HR needs, as its features are tailored more towards smaller and mid-sized organizations.

Why Payroll and Benefits Software?

There are a few apparent use cases for payroll and benefits software. However, we also wanted to explain some of the benefits that may not be as self-evident. Here is the “why” behind buying new payroll and benefits software:

  • Pain-free payroll: These solutions will run payroll for you in a streamlined way that reduces your time and effort. To teams using outdated systems or completing operations manually, this could mean hours or even days saved per pay period.
  • ‍Simplify health benefits: These solutions guide you through the benefits selection process, sometimes with a trusted consultant who recommends packages that fit your company well. Your employees can then choose which option is right for them during open enrollment, qualifying events, or onboarding.‍
  • Access to experts: Managing benefits and payroll internally can be complicated, especially if this is not your day-to-day focus. You must be aware of and keep up-to-date with a wide range of regulations and requirements, as they can change frequently! To assist with this, the best benefits and payroll solutions offer day-to-day customer support and will work closely with you when making strategic decisions and regulatory updates.‍
  • Access to better health plans: The best payroll and benefits solutions provide you with greater access to competitive employee benefits to create a package that makes the most sense for your employees. You will also be able to compare plans from different providers more easily and therefore ensure you have selected the best package for your business’s needs.‍
  • Cost-effective: Using an external vendor for payroll and benefits will help decrease the number of employees you need for this function and help save on costs in technology, support, and training.‍
  • Save time: On average, 19% of small businesses spend 80+ hours a year on federal taxes alone. Small and medium businesses that arm themselves with the right solution to handle payroll and efficiently manage benefits save a lot of time, resulting in their ability to allocate time to their core business and product.‍
  • Ease of use: Software solutions today are serious about their product experience. They have built their platforms with their various end users in mind and provide them with a simple-to-use, mobile-friendly, and feature-rich experience. Your employees can now look up co-pays on mobile when at the doctor, or request time off in a given pay period.‍
  • Increase employee retention: With greater access to a wide range of employee benefit insurance and retirement plans, you will be able to ensure that your employees feel taken care of. Naturally, this has a considerable sway towards employee retention.‍
  • Aids in your talent strategy: The right payroll and benefits software helps you attract talent by offering the best and most comprehensive benefits packages. An AICPA survey found that 80% of those polled would choose a role with a comprehensive benefits package versus a position with a much higher salary but no benefits.‍
  • Enhanced security benefits: Most top payroll and benefits vendors will have high levels of security that contemplate HIPPA and have varying levels of SOC compliance.‍
  • Compliance guarantee: According to recent payroll statistics, 1 in 2 companies have been penalized for non-compliant payroll. Payroll and benefits software have access to the most up-to-date information which means that you never have to worry about missing tax notices and other regulatory notices. This is a huge benefit as you will help protect your company and reduce your risk of compliance-related expenditures.

Pro Tips on Payroll and Benefits Software

Key Features of Payroll and Benefits Software

The majority of the top-rated benefits and payroll solutions provide feature-rich offerings that are wrapped into an intuitive user experience. While we’ve focused on payroll and benefits, there are additional add-ons that you may also be interested in, especially if you do not currently have another solution in place. Many of these also map to the demo questions we have suggested below:

  • Payroll software features: Automated and unlimited multi-state and global payroll runs (Plus contractor & vendor payments, tips reporting), off-schedule payroll runs, all tax filing/payments, multiple pay-rates and schedules, reporting including year-end payroll reporting, and direct deposit.
  • Employee benefits admin software features: Employee self-service (including self-service benefits enrollment and changes), benefits administration & cobra administration (health, dental, vision), and additional benefits options including 401K/retirement, life insurance & disability, FSA, HSA, commuter, and additional supplemental benefits.
  • Other important features: Time tracking & paid time off, HR documentation & PTO policies, employee directory & surveys, workers’ compensation & risk mitigation, new hire onboarding, HR expertise (varied based on level), online resource center (Best practices, FAQs, and more), and mobile friendly and/or mobile app.

How to Choose a Payroll and Benefits Solution

The following is what we’ve learned over the years:

  • Choose a payroll service that has a track record for serving companies of your size.
  • Remember, change management requires a team effort. You may need to involve a few different teams during the buying and implementation process including your operations, HR/recruiting, information technology, and communications teams.
  • Core features that you probably already have and that employees/HR are used to, like direct deposit, automated pay stub distribution, and payroll taxes need to be in any future offering you use.
  • Don’t forget about integrations! It’s important that any new system can sync with the rest of the tools in your tech stack at least in some sense.
  • Make sure the vendor that you choose can operate in all of your office locations (don’t forget your remote employees). Several of the vendors we’ve outlined here are among the best global payroll providers, but many do have a heavier focus on the United States.
  • Documentation is paramount— get your ducks in a row in advance to help streamline implementation and prevent any delays that could have a negative impact on employees. Nobody’s going to be that excited about the new payroll and benefits system if the next checks or deposits are going to be late. 
  • Choose a vendor that is compliant with the most recent regulations and that takes data privacy very seriously. HIPAA and tax payment violations can be extremely costly.
  • If you already have an insurance broker with whom you like to work, make sure that your new vendor allows for this— not all of them do, and those that do may charge an additional fee.
  • If you are moving to benefits with a provider, remember to report any employees who are on COBRA to the new provider and make sure to ask if they assist in COBRA administration.
  • Lastly, choose a vendor that you can grow with. Make sure that the vendor is confident in their ability to work with you based on your targeted employee growth rates as a company.

Payroll and Benefits Software Pricing

The cost of payroll and benefits software varies based on company size and feature requirements:

  • Payroll Software for Small Businesses: Entry-level solutions can start as low as $19 per month. For example, Gusto offers a "Simple" plan at $40 per month plus $6 per employee, which includes full-service payroll and basic onboarding.
  • Payroll Tools for Medium-Sized Businesses: Plans typically begin around $50 per month and can exceed $1,000, depending on the number of employees and desired features. These plans often offer advanced payroll features, HR support, and benefits administration.
  • Payroll Solutions for Large Enterprises: Due to complex needs, such as managing a diverse workforce across multiple locations, comprehensive payroll solutions often start in the four-figure range monthly. These packages usually provide extensive support for multi-state taxes, advanced reporting, and dedicated customer service. 

Demos Questions to Ask Vendors

Once you have chosen a few vendors to demo, it is imperative to ask pertinent questions. Here is a list of questions we think you should ask on demos.

Support:

  • Who will be on my support team during the payroll software implementation, how will that change after I’m set up?
  • What the the specific steps our company will have to go through to get this setup and how long does each take?
  • What internal stakeholders do I need to bring into this?
  • What are the support SLAs?
  • How big is your biggest customer and how small is your smallest customer? What is the size of your average customer?
  • What are the most common reasons that companies don’t succeed?
  • How will our pricing change as we scale?

Tech & Security:

  • Can you walk me through the typical workflows that HR would go through? Employees?
  • What is the mobile experience for HR and employees?
  • What’s on your product roadmap?
  • Do you support multi-factor authentication?
  • Do you support single sign-on?
  • Are you SOC 2 compliant?
  • What is your security audit process?
  • How do you keep our data safe?

Regulatory & Compliance:

  • Do you have a regulatory compliance team?
  • Who handles regulatory updates for taxes, HR, or benefits?
  • How will I get updated on regulatory changes relevant to my business?
  • Do you handle payroll in my state (within the U.S.)?
  • Do you handle international payroll services (if you operate internationally)?
  • Are you GDPR compliant?
  • How are tax filings handled?  Is there an extra charge for this?
  • Do you handle new hire onboarding reporting and forms?
  • Are you ACA-compliant? What about HIPAA and ERISA?
  • How will you handle benefits for my employees in different states and, if applicable, remote employees?
  • How can my accountant or finance team access the relevant files?

Payroll Integrations and Process:

  • Is your offering full-service payroll or a tool that I will use to run my own payroll?
  • How are payroll taxes handled? How are tax forms generated?
  • What standard integrations do you support? Do you integrate with my existing technologies (accounting software, HRIS, ATS)?
  • How will direct deposit work with our employee bank accounts?

Payroll Software FAQs

What is payroll software?

Payroll software is a solution designed to manage, automate, record and organize payment of a company’s employees.

What is benefits software?

Benefits software is a solution designed to take over all administrative benefits tasks, including managing and organizing health insurance, retirement programs, time off and leave.

Can my company do payroll and benefits without software?

Yes, your company can process payroll and benefits without the assistance of software. However, manually taking care of payroll and benefits requires a lot of time and effort. On average, over 20% of small businesses spend 120+ hours dealing just with federal employee taxes. That’s before even considering benefits management. That time is better spent perfecting your business or product, therefore automating payroll is a worthy investment.

Do software providers offer both payroll and benefits software together?

Yes, many payroll vendors offer a benefits solution and vice versa.

Need Help Shortlisting for the Best Options for Your Business?

For those press on time and want to narrow the search to the top payroll and benefits solutions that most align with their organization’s priorities and budget, SSR Advisors provide a transparent, unbiased shortlist of 2–3 recommendations from 1,000+ vendors across HRIS, Payroll, and HCM—for free. Get in touch with one of our advisors today!

About the Author

Rodrigo Vázquez-Mellado
HR and B2B software analyst and advisor, tech writer and editor, former conversational designer
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Rodrigo has worked in tech since 2015 across various marketing and product roles. All the while, he's stayed active as a journalist, musician, and avid traveler. He's been a writer and editor at SSR since 2020, covering software niches like payroll, HCM, workforce planning, AI Recruiting, and whatever spikes his interest. He's always on the lookout for the right software and tools—whether it's for managing business processes or to fuel his many hobbies. Rodrigo studied Journalism at the University of North Texas and Marketing and Communications at Tec de Monterrey. You can see more of his writing at: http://rvmrosas.com/

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

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