Best Payroll and Benefits Software Solutions in 2026
An unbiased review of the best payroll and benefits software, handpicked by SSR payroll experts.
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.
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.
Justworks
We picked Justworks for their strong compliance pedigree and long-standing PEO expertise. With IRS CPEO certification, ESAC accreditation, and over a decade of experience delivering HR services, the vendor offers payroll and benefits tools backed by proven compliance infrastructure.
PROS
- IRS Certified Professional Employer Organization (CPEO) and ESAC accredited, reflecting strong compliance standards.
- Transparent payroll pricing starting at $8 per employee per month plus a $50 monthly base fee.
- Integrated HR platform includes onboarding, PTO management, employee directories, and document storage.
- Automated payroll for salaried employees reduces administrative overhead.
- Guided benefits enrollment with plan explanations helps employees make informed choices.
- Strong support infrastructure with chat, phone, email, Slack, and text support options.
- IRS Certified Professional Employer Organization (CPEO) and ESAC accredited, reflecting strong compliance standards.
- Transparent payroll pricing starting at $8 per employee per month plus a $50 monthly base fee.
- Integrated HR platform includes onboarding, PTO management, employee directories, and document storage.
- Automated payroll for salaried employees reduces administrative overhead.
- Guided benefits enrollment with plan explanations helps employees make informed choices.
- Strong support infrastructure with chat, phone, email, Slack, and text support options.
CONS
- Core benefits such as medical, dental, and vision insurance are offered as add-ons.
- Pricing for benefits depends on carriers and market availability.
- Some organizations may still require third-party HR tools for deeper workforce analytics.
- Core benefits such as medical, dental, and vision insurance are offered as add-ons.
- Pricing for benefits depends on carriers and market availability.
- Some organizations may still require third-party HR tools for deeper workforce analytics.
For organizations that value simplicity, responsive support, and strong compliance credentials, Justworks offers a payroll and benefits platform that appears reliable and easy to adopt. During the product walkthrough, the admin dashboard immediately surfaced upcoming payroll runs, pending PTO approvals, and onboarding alerts. Salaried payroll ran automatically, making the process feel simple. And based on the demo we reviewed, administrators can still make adjustments, such as bonuses or commissions, either individually or through bulk uploads.
Benefits enrollment is handled through the same interface. In the employee view we tested, the platform walked through plan selection step by step, showing medical, dental, and vision options along with the employee’s monthly contribution before confirming enrollment. Each plan included explanations that appeared when hovering over plan details, which helps clarify insurance terminology.
Another benefit feature worth highlighting is Health Advocate. According to Justworks, employees can call a HIPAA-compliant hotline to speak with a healthcare professional who helps them evaluate plan options. Since we weren’t able to test that service directly, this assessment is based on the vendor’s explanation and user feedback about how the service supports employees who may be unfamiliar with employer-sponsored health coverage.
Beyond payroll and benefits, Justworks includes several HR basics that many small companies would otherwise manage through separate tools. Employees can request PTO, access company directories, review payroll information, and view documents within the same system. These workflows are also available through the mobile app.
During the demo, we also saw how employees and administrators can reach support directly from within the platform through chat. The vendor claims responses can sometimes arrive within two minutes. While we weren’t able to test response times ourselves, the speed and accessibility of support were consistently highlighted in user feedback we reviewed.
Much of Justworks’ credibility comes from its history as a Professional Employer Organization. The company has operated as a PEO since 2012 and holds IRS CPEO certification and ESAC accreditation. These credentials indicate compliance with strict financial and regulatory standards, providing additional reassurance to companies entrusting payroll tax filings and benefits administration to a third party.
That said, Justworks still seems best suited for small and mid-sized businesses rather than large enterprises. Companies that require extensive HR customization or very advanced workforce analytics may need a more complex HR suite.
1up, Acterra, Andie Swim, Artemis Ward, Aunt Flow, beehiv, Capsule
The Payroll Plan has a base fee of $50 plus $8 per employee per month, covering payroll, HR tools, expert support, and time tracking. Benefits start at $8 per eligible employee for medical, dental, and vision insurance, with additional options including COBRA, 401(k), HSA/FSA, commuter benefits, life, and disability insurance.
Best For
Small and mid-sized U.S. businesses that want easy payroll and benefits administration today and the option to move to a PEO as they grow.
I use it daily. It allows me to process weekly payroll. I use it to track PTO, sick time, and any personal time from the team. I use it for I-9 verifications. I use it as a digital folder for all employees.
Everything. It makes managing HR seamless. It integrates with most other HRIS'. It is user-friendly. It has automation, so once you set up a process, you can automate it. They have customer support for employees.
5-years+. It is a great tool for small and large companies. They are able to manage remote workers from all across the states. They are computer and mobile-friendly. They have customer support for your employees.
The app is not as great as the desktop version. They don't really lay out employee benefits for your specific company clearly.
Their software is more up-to-date than most of their competitors. They are constantly updating their services. They remain affordable.
Make sure you choose the right package; they have basic and plus plan options. If your company has remote employees spread across the USA then Justworks is great. They are able to integrate data from most other payroll or PEO competitors.
They have an app. They provide customer service for employees when most companies don't do this. They do more than just payroll and in the beginning that was their bread and butter.
Any and all organizations can use Justworks
No. It is a tool that is built to grow with your company as you scale.
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Deel
Deel’s software was designed for payroll compliance in over 130 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.
- 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 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.
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.
40,000+ organizations, including Andela, HomeLight, and Makerpad.
Deel offers comprehensive payroll and benefits solutions.
Managed Payroll:
- Global ($29/employee/month): Fully managed, including tax, multi-currency, reporting, and integrations.
- US ($24/employee/month): Compliant federal/state/local tax filing (W-2, 1099) and compliance across all states, with integrations.
- Self-serve: Available in US, UK, Canada, Singapore, offering country-specific compliance and reporting, with optional expert support.
- Add-ons: Payroll Connect (reporting), Treasury services (funding), and Premium expenses (reimbursement/approvals).
Deel Benefits:
- Benefits Admin: Unified administration for EOR, PEO, and payroll, covering plan tools, enrollment/renewal reporting, QLE management, and carrier integration.
- Benefits Marketplace: Compare and purchase global statutory and optional benefits via a brokerage network.
- Managed Benefits: End-to-end administration, including employee helpdesk, QLE and renewal coordination.
As a new product, Deel has changed a lot since its inception. Its newest offering, DeelHR, allows companies to complete most of their HR operations tasks in Deel.
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.
I used Deel regularly—at a minimum weekly, and more heavily around payment cycles. Most of my day-to-day use was tied to contractor onboarding and ongoing pay management, so I was on the platform anytime we added a new international contractor or needed to update an agreement.
The main workflow involved creating or sending out contractor agreements, confirming that the person completed their profile and payment details, and routing invoices or payment requests through an approval step before payouts.
During pay periods, I used it to review amounts, confirm currencies, and validate that everything matched what was approved, especially when there were changes such as bonus payments, rate adjustments, or one-off reimbursements.
I used Deel for basic recordkeeping as well, including pulling contract details, reviewing payment history, and exporting data when finance needed reconciliation or reporting.
Overall, it was less of a daily HRIS login tool for me and more of a core operational system we depended on to keep global contractor payments clean, consistent, and on time.
It makes paying international contractors straightforward and predictable, especially when dealing with different currencies and banking formats.
The onboarding flow is clean, so contractors can enter their details and documents themselves without my team chasing them in email threads.
Approvals and payment tracking are easy to manage in one place, which reduces mistakes and helps finance reconcile faster.
Contracts, invoices, and payment history stay organized inside the platform, so I’m not digging through folders or spreadsheets when questions come up.
We bought Deel because we needed a reliable way to pay international contractors without turning every pay cycle into a mini compliance project.
Before Deel, we were juggling wires, invoices, random payment platforms, and constant back-and-forth about banking details, currency conversions, and whether we were collecting the right documentation.
The biggest pain point was consistency — we needed one place where contractors could onboard, submit what they needed, and get paid on time in their local currency without our team reinventing the process every month.
Deel reduced risk by creating a more structured workflow around contracts and payments, so we weren’t relying on someone’s spreadsheet to keep everything straight.
The key benefit for us was speed and control: we could add contractors quickly, manage approvals, and run payments with far fewer surprises, especially as the contractor headcount grew across multiple countries.
I personally used Deel for two years, and during that time, it became the system we relied on whenever we brought on or paid someone outside the U.S.
Reporting and exports are adequate for basic needs, but they are not always as flexible as finance teams want when specific breakdowns are required.
The cost was somewhat high compared to tools like Gusto.
Deel was fine for global contractor pay, but if I had the choice, I’d prefer Gusto because it’s more intuitive for U.S. payroll/HR and feels like less of a system to manage
Cost would be a big one to consider. Other than that, contractor pay was straightforward. I didn't use it for tax paying individuals.
I am not sure, as I have not used it recently.
Deel is great for small businesses with growing remote teams. Teams with limited benefits to manage that need a simple way to process contractor payments.
Deel is not good for large organizations with complex system demands from employees.
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 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.
The Boston Globe, Whole Foods, The Bancorp, BP, Douglas Ellman Real Estate, Margaritaville, LongHorn Steakhouse
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.
I typically use it every week. I use it to check my bi-weekly pay stub and access payroll info. We also use it to post job applications and advise HR of vacancies. Previously it was used to submit performance reviews which were done quarterly or semi-annually depending on the role (now using PATI). I would also use it to review the organizational chart for contact info when needed. I also found the quick links and HR/benefit information to be very useful and would frequently login just to find links and information about other company resources.
I really like that all the HR resources are essentially located in one place, especially with links embedded to external sites (eg. benefit provider). I also really like that I can access all my payroll info online in one place. The organizational chart feature is also really helpful for identifying the reporting structure for areas of the business I was less familiar with and help me connect with the appropriate team member on cross-functional projects.
We bought ADP to cut back on internal payroll costs, provide employees with online access to their payroll info, avoid manually mailing out paper T4's every year, consolidate HR information and links into 1 platform, streamline data entry requirements for the payroll team, help move employee calls and inquiries to the ADP team, free up internal payroll/HR time, and streamline HR recruiting and tracking request. I have been personally using it for around 2 years now I believe.
The login process always feels very cumbersome with the multiple authentication steps and 2FA. The performance review functionality was extremely tedious - there were a lot of different screens and it wasn't easy to locate reviews or edit them - it just seemed much more complicated than it needed to be and a lot of my managers struggled to complete their reviews even with instruction manuals. I also wish there was a way to inquire about any payroll discrepancies directly - employees would have to email me (with no visibility as a District Manager) and I would have to forward payroll and it always seemed to slow down the efficiency, especially when the answer was something simple.
More functionality and works as a total company website as opposed to just a payroll viewing platform. Much more visually appealing and easy to navigate than some other platforms (like some SAP ones I've seen)
How much functionality you want out of the platform - just access to paystubs or a fully integrated HR platform. Customization options - for example we could add custom fields like t-shirt size for team events and/or self-declaration options (eg. covid vaccination status)
We're still relatively new to the platform, so it's hard to say what is an ADP change or just an organizational learning, but I have seen the addition of new self-declaration fields in the employee profile. The benefits section and external links continue to expand as well. We struggled with the performance review section, but I believe this is now being worked on in the backend by our L&D team.
For a large organization looking to streamline HR / payroll operations, particularly if trying to move away from paper-based payroll/pay stubs.
Likely a smaller organization that just doesn't have the need for such a complex, integrated system
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 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.
Momentus, Watters, Weigel’s, ILC, Upward, HMC, Polywood.
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.
We use Paylocity every day. It is integral to our recruiting process, allowing new employees to apply and enabling us to send offer letters through the platform. We also use it for onboarding new employees, where they complete tasks like filling out I-9 forms, tax forms, direct deposit information, and signing off on policies.
Employers complete their portion of the onboarding process before employees are moved to HR and payroll. Paylocity is also used for timekeeping and scheduling, with employees punching in and out through the time clock, allowing us to track attendance and tardiness.
Additionally, we use it for payroll and benefits management, including open enrollment and eligibility tracking. It serves as our primary communication tool, with a community page for announcements and chats with employees. The survey module is another valuable feature, helping us conduct satisfaction surveys.
I like it is an all in one system and is easy to use. I have used a few other payroll systems and this one is by far the easiest to use. I also like that there is an app for employees to use. Most of the functions are available through the app and Paylocity is constantly improving the app and system to meet our needs.
I also like that I have one main customer service contact with any issues. There is an email to our dedicated rep and a phone number. If our rep is unavailable there is a team that can help assist.
We needed an all-in-one system, and this was the best option. It includes all the tools we required, such as onboarding, recruiting, timecards, schedules, payroll, and benefits. It is user-friendly and easy to use. We have been using it for three years. When I first joined the company, HR and payroll were outsourced, and we used at least two different programs.
Paylocity provided an excellent solution by integrating all the systems we needed into one login. It was also cost-effective since Paylocity charges per employee per month, and we can run as many payrolls as needed without incurring additional charges.
We recently experienced issues with PTO not calculating correctly, which took some time to resolve, requiring manual adjustments for employees. Some onboarding documents are not readily accessible, as they should automatically transfer to the HR and payroll profiles for easy access.
Paylocity is actively working to resolve this issue. We also encountered problems with double-time payments, which removed some regular hours, but this was addressed with Paylocity’s assistance.
I have used ADP and Paycom in the past. Paylocity stands out by providing a dedicated customer service contact, whereas ADP only offers a general number to call. I also find Paylocity to be more intuitive and easier to use than both ADP and Paycom. Overall, I prefer Paylocity over other systems I’ve used.
Some key questions to consider include whether the tool will meet most or all of your needs, how long the company has been in business, and whether similar industries use the software. Evaluate its ease of use and affordability to ensure it fits within your budget.
I recommend asking for references from current users to gain insight into their experiences. Watching a demo can also confirm whether the software aligns with your company’s requirements.
Paylocity has introduced new modules, such as the rewards and recognition module, which consolidates anniversaries, birthdays, and employee achievements in one place. The app has also been significantly improved since we started, offering more features and functionality than before.
I think any organization could benefit from using Paylocity. My industry is healthcare, and it works exceptionally well for us. I am part of an HR group where members from industries like manufacturing and professional services also use Paylocity successfully.
I can’t think of any. Having worked in various organizations, I believe Paylocity would be a good fit for all.
Paychex
Paychex offers three different plans that can serve the needs of various types of small businesses, all focused on payroll processing and featuring some HR tools as you go up in range.
PROS
- Pay-as-you-go plans for various business scenarios.
- Plan upgrades offer enhanced features like performance management, employee screening, and benefits services.
- 48-hour onboarding with personalized payroll guidance for Select and Pro plans.
- Experienced payroll and benefits administrator for 740,000 US companies.
- Timecard processing can be fully automated.
- Integrates well with benefits providers like Benetrac for benefits management.
- User-friendly interface for reviewing W2s and paystubs.
CONS
- Users struggled to get timely help due to frequent payroll contact changes and long wait times.
- Some reported payroll errors and tax inaccuracies which caused compliance issues.
- Separate departments in Paychex for payroll, HR, and benefits hinder integration, customization, and support for small businesses.
- Limited third-party integrations.
- Some users reported slow app login.
- Less modern looking compared to competitors.
We quickly understood why Paychex is so popular among U.S. businesses after diving into its automations.
The auto payroll tax filing, for example, is nicely done. It can handle the whole tax filing process, which is super handy for multi-state teams in minimizing errors and avoiding penalties. Additionally, the employee onboarding feature is one of the most robust we have tried, with easy-to-complete online forms and personalized messages.
We also got a good impression of Paychex’s time tracking, as this tool not only supports touchless employee clock-ins but is agile enough for both medium and large teams.
On top of that, the availability of PEO services means Paychex users can gain access to specialized support for health benefits, compliance, and onboarding without the hassle of finding a whole new tool.
Paychex might be a bit trickier to use and get support than ADP but its strong automation focus is a boon and its HR tools are high quality.
However, if top-notch design is important to you, a fair warning: Paychex’s UI isn’t very good. Perhaps due to its abundant feature set, the payroll platform’s interface gives off a rather cluttered feeling.
Cluttered interface aside, we found the customer support team to be underwhelming. It's tough to get hold of someone on the phone and, when it comes to email support, this vendor can take hours and even weeks to respond. We're also not big fans of the frequent changes in Paychex's customer success managers' contacts, either. This, according to several users we spoke to, has made it even tougher to get assistance.
740,000+ companies, including ESET, Funnelbox Inc., Smile Cafe, H.Y.P.E. Counseling Services, ASG, and Pet Partners.
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.
We used Paychex for HR, payroll, and timekeeping. It helped automate payroll processing, including direct deposit and tax filings, on a scheduled basis. Paychex served as a solid timecard solution, supporting scheduling, labor cost tracking, and time entry.
It was also useful for managing HR tasks such as onboarding and benefits. Overall, it helped consolidate multiple workflows into a single platform.
Paychex offers customizable solutions to fit specific business needs. The time entry system helped reduce time theft and manual entry errors. Automation of payroll and HR processes improved accuracy and efficiency.
We used Paychex for HR, payroll, and timekeeping needs. I used Paychex for over a year. We needed a solution that could manage payroll and timekeeping efficiently. We wanted to automate payroll processing on a set schedule, including direct deposit and tax filing services.
Paychex provided a reliable timecard system that handled schedules, labor costs, and time entry. It was also effective for HR functions and onboarding, including benefits management.
Paychex customer service was poor. It was difficult to get answers to questions or resolve system errors. Response times were slow, and customer service often transferred inquiries between multiple people or departments. Occasionally, payroll was delayed due to system glitches.
Paychex emphasizes compliance and positions itself as an all-in-one solution for payroll and HR. I prefer ADP and Criterion over Paychex due to better customer service and fewer payroll issues with those platforms.
Paychex is a good option for small to mid-sized businesses. Consider the complexity of your payroll needs, including multiple pay types and industry-specific requirements. For organizations with more complex payroll scenarios, Paychex may not be the best fit.
Paychex has added a recruitment tool, though it is not yet a robust solution. The platform is evolving toward becoming a full HCM system, similar to Criterion, but still focuses heavily on tax services.
Paychex is well-suited for small to mid-sized businesses that have straightforward payroll requirements.
Paychex may not be suitable for large corporations or organizations with complex payroll needs.
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
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 serves over 400,000 businesses nationwide, including many that turn to the platform specifically for its integrated payroll and benefits management capabilities.
Gusto offers four plans for its payroll and benefits software:
- Simple: At $49/month + $6 per employee per month (PEPM), this plan includes single-state payroll, employee profiles, and onboarding. Optional add-ons are HR Resources ($50 + $5 PEPM) and Priority Support ($30 + $3 PEPM).
- Plus: Priced at $80/month + $12 PEPM, this plan expands on the Simple plan with multi-state payroll, time tracking, and surveys. The same add-ons are available.
- Premium: For $180/month + $22 PEPM, this comprehensive plan provides a full payroll and benefits suite, dedicated HR support, and compliance tools.
- Contractor Only: This plan costs $35/month and is designed specifically for teams that only pay contractors.
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.
I use Gusto daily for various HR and payroll-specific tasks. When an applicant has made it through the interviewing and screening process, I send an offer letter using Gusto. I also send a background check through Gusto's provider, Checkr.
After the applicant accepts the offer and completes the background check, Gusto walks me through the hiring and onboarding process for the new employee. I enter worksite-specific information such as the new employee's supervisor, which department they will be working in, assign risk class codes for worker's compensation, and assign any company-paid time off/sick time policies to their file so that these will accrue during each payroll.
The applicant is then invited to enter their personal information so that we can complete their I-9 and sign them up for direct deposit, wage withholding with the W-4 form, etc.
Gusto has a user-friendly and intuitive interface for basic payroll and onboarding functions. Their app is easy for our employees to understand and navigate. They integrate with several other third-party apps, such as Checkr for background checks and Guideline for 401k plans.
My company purchased Gusto because it was recommended to us by our CPA as a great payroll provider for small businesses. We needed to find a way to automate as much of the payroll process as possible. We looked for software that would file new hire reports for us, automate the onboarding experience, and pay our employees accurately and on time. We also needed something easy to use and that had the option to integrate with other frequently used apps. I have used Gusto for over two years.
I have experienced several "bugs" when we have unique issues with employees, such as messages indicating an overdue payroll from a year previous after entering an employee's promotion. Their customer service team is available during business hours for calls, but I have been given inadequate solutions several times when speaking with one of these representatives. Their reporting function is very limited and doesn't allow for complex custom reports.
Gusto is an affordable solution for small businesses that don't require complex reporting. If you have a company with 50 employees or less, it may be a great solution. I have used other payroll and HRIS systems, such as ADP, Paychex, and Paylocity, which have more advanced capabilities, and I would recommend one of those for mid- to large-sized companies. The biggest difference between Gusto and these other systems is the ability to create custom reports and formulate data analytics as a tool for talent acquisition planning.
If you're in the market for a tool like this, consider the size of your business and what you will be using the tool for. If you're operating a small business and just want the basics covered, a platform like Gusto may be affordable and practical. If you want the ability to create data analytics and grow your talent, you'll need a system with advanced custom reporting capabilities. Government-required reports such as OSHA 300 and annual EEOC reporting will require data each year, so you'll want to have a tool to handle these needs without manual number crunching.
Gusto meets virtually with customers on a quarterly basis to review their accounts and ensure customers are aware of all the capabilities they have access to. They accept feedback and send ticket requests to their support team for consideration when updates are requested. Since I started using Gusto, they've expanded by giving companies the ability to address employee performance, send out monthly anonymous employee surveys, and upgraded their payroll entry process so that data can be imported from other apps.
Small to mid-sized businesses without complex reporting needs will find Gusto very helpful.
Large businesses (100 employees or more) or those that want to create complex reports and utilize data analytics should look for more robust tools.
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 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 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.
We use Onpay for all our payroll needs. We process payroll every two weeks and appreciate that they offer unlimited payroll runs. We manage both contracted and full-time workers, and Onpay makes handling both types simple. Tracking and completing payroll is easy, which has saved us significant time in managing payroll tasks. It has freed up a lot of time on our backend for more efficient time management.
The process of adding a new employee to the payroll system is straightforward and efficient. The system alerts are manageable and provide proactive notifications of any potential issues before payroll is finalized. Additionally, tax documents and year-end statements are mailed automatically without any extra fees, making it a hassle-free service.
We decided to switch to Onpay because it had a strong reputation. During our research, many recommendations pointed toward this system. Once we began learning it, we found it very easy to use. We appreciated that it offered a comprehensive package for all our payroll needs. A bonus was that it’s a cloud-based program with lifetime access, which is crucial for HR as we often need to access past records. Onpay is affordable and overall very user-friendly.
The manual check process can be time-consuming for companies that issue a lot of manual checks. Setting up 401(k) deductions can be confusing if there are unusual requests. Payroll education and support for new employees could be improved with better FAQs or online tutorials.
Onpay is very easy to navigate, and the cloud-based functionality adds extra convenience and security. I prefer cloud-based services as they offer better protection, especially in case of risks to your HRIS systems or databases.
Consider how many paychecks are processed each month and the total number of employees. Are your current processes streamlined, and how complex are your payroll deductions? It's also important to review how many errors typically occur during payroll runs and whether the tool can minimize those.
Onpay listens to user suggestions and continuously adapts to improve over time.
Onpay is ideal for medium-sized organizations with fewer than 1,000 employees.
Onpay may not be suitable for large organizations with many different paycheck types and pay periods.
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 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.
Proxy, Dwell, Superhuman, Expensify, Checkr
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.
I used Rippling daily for payroll, benefits enrollment, compliance reporting, and new hire onboarding. One of the most valuable workflows was automating onboarding. Rippling allowed us to set up payroll, benefits, and IT access in just a few clicks.
I also relied on it for compliance tracking, reporting, and employee data management. The integration across HR and IT made it unique, since we could manage things like laptops and software access alongside employee records.
- Rippling combines HR, payroll, benefits, and IT management into one platform, reducing the need for multiple systems.
- The onboarding automation saves significant time by handling payroll, benefits, and device setup all at once.
- The user interface is clean and intuitive, which made adoption easier across teams.
- Integration with third-party apps is seamless, which helps keep everything connected.
My organization purchased Rippling to streamline multiple HR and IT functions in one system, instead of juggling several disconnected platforms. The main goal was to simplify payroll, benefits, onboarding, and device management in one place.
I used Rippling for over two years in an administrative capacity, mainly for payroll, compliance, and onboarding. It provided an all-in-one solution that saved time and reduced errors across processes.
- Reporting can feel complex—adding simpler, pre-built templates could provide quicker insights.
- Customer support response times were sometimes slow; faster live chat support would improve the experience.
- Pricing can add up quickly when using multiple modules, and a more bundled package option would be helpful.
- Some of the more advanced compliance features require add-ons, which would be better if included in the base product.
Rippling stands out because it connects HR and IT functions, allowing companies to manage payroll, benefits, and even devices and apps in one system. Other HR platforms I’ve used focus only on HR functions, but Rippling saves time and money by consolidating both sides of operations.
While competitors may offer stronger stand-alone reporting or payroll, I prefer Rippling for its automation and ability to integrate everything in one place.
Organizations should consider the number of modules they need and how Rippling's all-in-one model compares to specialized tools. Integration is key, so evaluating how well it connects with existing payroll, benefits, or IT systems is important.
Companies should also look at cost scalability. Since pricing is modular, it’s worth planning ahead for which features will be needed as the business grows.
Rippling has expanded rapidly beyond just HR functions, adding payroll, benefits, device management, and compliance features into one platform. Over time, it has improved automation and integration, making it easier to manage a distributed workforce.
The system continues to evolve with new features, helping it stay competitive with more established players in HR tech.
Rippling is best for small to mid-sized companies and fast-growing startups that want to consolidate HR and IT functions into one platform. It is especially helpful for distributed teams that need efficient onboarding and offboarding across multiple states or countries.
Rippling may not be the best fit for very large enterprises that already have dedicated HR, payroll, and IT systems in place. Companies with highly complex global compliance needs or advanced, specialized reporting requirements might find it limiting compared to larger enterprise systems.
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.
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.
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.
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.
- QuickBooks is very affordable and reasonably intuitive.
- Out-of-box, it comes with a generous offering of features, and you are able to add more through its ability to connect with third-party applications (Bill.com).
- The online version allows us to access our financials from any computer, and there is a mobile app available for quick views and expense tracking.
- QuickBooks also has a fairly extensive self-help library if you are unfamiliar with certain features or processes.
My company was in the market for a new accounting software to handle AR, AP, and payroll. The software we used before QuickBooks Online was too complex and more robust than what we needed, and the pricing structure was simply unaffordable. We've been using QuickBooks Online for 3+ years. It handles all of our invoices and vendor payments, and also helps us manage and distribute our payroll.
- Unfortunately, QuickBooks has terrible customer service. In most cases, it is extremely difficult to contact a human customer service representative, and their support ticket system is very slow.
- QuickBooks also has issues connecting with smaller banks, so some features may not be available if you use a local bank or credit union.
- There are also a number of CSS and UX issues that hide certain Call To Action buttons or make them altogether unusable.
QuickBooks stands out from its competitors through its offering of a robust set of features at an affordable price. The price structure allows for affordable scalability, as you only need one license for each business entity. The interface is user-friendly and does not require a lot of details steps in order to customize your experience.
Before purchasing a license, you should think about how businesses you want to connect to the application. Other platforms may accommodate more elaborate business structures. You should also think about the total feature set you are looking to obtain. QuickBooks is great for general accounting, but its reporting capabilities are somewhat limited compared to other more customizable platforms.
QuickBooks continues to add integrations that increase the number of available features without directly altering the platform. Connections to third-party services like Bill.com allow you to do more than what is offered out of the box.
QuickBooks is great for small businesses and business owners that handle all of their own accounting needs.
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.
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 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.
Fiverr, Toyota, Wix, Deezer, Intel, Johnson & Johnson, Microsoft
- 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.
Their benefits offering has grown with time, along with equity management. These tools get more robust each time we get an update from the team at Papaya. For example, their benefits offering has evolved to focus more on holistic well-being, covering mental health and featuring e-services like telehealth and self-care tracking apps.
As for their equity management tool, it can now support a vast spectrum of options, including (NQSOP; ISO; ESOP), Restricted Stock Units, Cryptocurrency, Employee Share Purchase Plans, and even Phantom Stock Plans.
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.
We used it on a continuous basis. We had some weekly and monthly payroll, so it was used throughout the month. We mainly used the Global Payroll Plus service and the Employer of Record service. We also used the contractor payment service for contractors in specific locations when we needed a more flexible resource. Additionally, we used the Global Payments solution for paying expenses and suppliers.
Pricing flexibility was great and affordable for smaller enterprises. The representatives and customer service staff were very knowledgeable and experienced, offering excellent guidance and a can-do attitude, which was very welcome as we had become bogged down in red tape. We liked that there were very relevant add-on services that could be used on an ad-hoc basis.
We bought Papaya Global because we were expanding internationally. Our business meant that we had small offices and remote workers in many countries. It was time-consuming and error-prone to individually pay staff in so many countries. We needed a tool that could centralize global payroll and pay multiple international staff seamlessly and effortlessly, and Papaya Global did this. I used it for about a year.
It would have been good if they had a solution for 50 to 100 employees. We had to take the minimum 100-employee tariff even though we initially had fewer than 100 employees. Reporting could be improved; I found that the invoices were a little low on detail. It is a bit more expensive than the competition.
I have used other similar tools, and while a little more expensive, I found that this one has better global coverage and a more comprehensive service offering.
Consider global coverage, e.g., what countries they serve and if they have a depth of knowledge and expertise. Ensure it has a good and efficient global payroll service at its core, but also has the appropriate add-on services (like EOR, global payments, contractor payments) so you can quickly adapt to changing business circumstances.
I think the library and knowledge base have grown substantially, providing more on-demand information and advice about global payments.
Papaya Global is good for any international organization with employees in multiple countries.
Papaya Global is not a good fit for an organization with 50 or fewer employees in just one country. This product might be overkill.
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 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.
Arduino, GitLab, Paystack, Loom, cargo.one, Secureframe, Phaidra.
- 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 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.
- Easy Onboarding - Remote does make onboarding hires in remote locations quite easy.
- Online Portal - great to have all the hires from all international locations in one place.
- Expenses - easy for employees and companies to track/pay expenses.
With a shortage of talent in the U.S., our firm needed to hire in locations where we did not have an entity. Global EORs offer a way to do that without setting up a legal entity first. Remote was an up-and-coming player in the space that made getting setup much faster, less complex than traditional partners like Velocity Global. We have used the system for approximately 2 years now.
- Billing/Invoicing - Remote has had multiple billing errors in our invoices and their system is incredibly confusing for reconciling what is outstanding vs. the errors they have made.
- Management - Remote has changed management recently and they have changed terms & conditions from our original invoices and have taken away promotions by saying they were "introductory promotions" rather than the "negotiated terms" like we originally discussed.
Remote was a leader in simplicity when we first began using their services a couple of years ago. Now, I believe certain competitors have caught up and surpassed them.
- Cash flow - these services require upfront payment for payroll so be prepared to pay month end payroll by the 17th of that month.
- Terminating employees - Employment laws vary country by country. Remote is offering a service to make it easier on your company to hire elsewhere; however, terminating employees can be quite difficult.
Remote was very startup friendly 2 years ago. Their management has changed and their culture has changed drastically. It is no longer a customer-focused culture going above and beyond to win customers.
Remote is good for an established company in search of a way to explore hiring people in other regions of the world.
Remote is not good for startups.
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 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.
Wendy’s, McDonald’s, Detroit Zoo, the Cincinnati Reds, Chicago Fire FC.
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.
My core tasks included managing the training, recruiting, onboarding, and compliance of new employees. I used it daily, all day, as my tasks were directly tied to areas within Paycor.
I also added training as needed, due to the company's lack of necessary training modules. In some cases, I added the tests only; in others, I utilized either company-approved YouTube video training or created and recorded training myself to meet compliance and regulatory requirements.
I developed the onboarding process so that all forms were consistent, error-free, and used current language in accordance with federal and state laws.
I liked working with the onboarding module because it was easy to navigate and ultimately saved hours of human resources’ time each week, allowing staff to focus on other tasks.
The training module was good and could have been even better had the implementation team properly trained staff on how to create the tests and set them up correctly. I liked some of the reporting features and the ability to schedule repeated reports for delivery; however, it was sometimes confusing when the reports did not include the information I expected.
The company wanted to upgrade its HRIS and decided Paycor would be the best fit, which was about six months prior to my taking a contract with them. My time working with Paycor was about four months after I had worked six months on another similar program, which gave me a great opportunity to compare the two.
The pain points the company wanted to solve, including those present when I was brought in to assist, started with employee documentation management being a key problem. Even after the implementation, the company struggled to move older files from long-term employees into the system, as they were scattered throughout different units.
Another issue was the ability to easily test and complete core competency assessments on employees, not only at the beginning of their employment but also during annual testing. The company also wanted to present a more professional, polished image to new executives.
According to other staff in human resources, the implementation was rushed, which resulted in a scattered and unpolished system.
One con of the training system was that it took an extremely long time to get the tests set up correctly for the appropriate job titles. I didn’t like the navigation in the employee section, as there were multiple paths to access information, but none of them reliably produced the data I needed.
I also had a poor experience with customer service; it was often unavailable, and when I asked questions, our representative frequently could not answer them. His response was often, “Let me get the trainer,” but he would sometimes fail to follow up.
Paycor was similar in many ways to the recent competitor I had worked with, but customer service was the deciding factor that would prevent me from working with them again. All the other issues could have been resolved.
It differs from inferior products that are not all-in-one packages. Products such as this will be the future of HR, given their ability to manage an employee’s entire lifecycle, from application to termination.
People should thoroughly read reviews from other users about the pros and cons of this company. I suggest contacting a recent client—something Paycor should offer—to understand why their customer service may be lacking.
Compare Paycor’s offering to similar products in terms of integration and implementation, and ask whether they will provide on-site assistance throughout the initial implementation until it is fully complete.
Compare costs and inquire about any additional fees required for support once the official implementation period has ended (according to their terms).
I don’t believe I worked with Paycor long enough to observe any evolution, but I would like to see improvements in their customer service department and a greater level of product knowledge among their employees.
Paycor could be a good fit for companies with between 100 and 1,000 employees. It would likely be too much for smaller companies, and I recommend that companies with over 1,000 employees carefully review current feedback on Paycor’s handling of system glitches, payroll issues, and customer service before making a decision.
As mentioned above, very large companies should not consider Paycor at this time. Smaller companies or startups should consider alternatives such as a PEO or ADP for their payroll needs and use a dedicated ATS and onboarding system.
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.
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.
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.
We use Paycom on a daily basis. We use Paycom for new employee onboarding. We also use it to process weekly payroll. Paycom houses our HR information. Paycom also works in conjunction with our benefit providers.
Paycom provides excellent customer support. Paycom is able to handle our complicated payroll. Paycom has simplified a lot of processes within our HR department.
We were using a different payroll service provider. We had a very complicated payroll and needed more support, especially when it came to taxation issues. Paycom assured us that they could provide the needed support and could handle our payroll efficiently. We reviewed several other providers but ultimately felt that Paycom would be the best fit for our company.
We selected Paycom and have been using it for 5 months now.
There are certain processes that require a step or two that could be eliminated. You have to click on different menus to see all employee info. We were not able to use Paycom's time and attendance platform due to our needs for geofencing.
The customer service is better. You have a dedicated support person whom you are actually able to reach on a regular basis.
You need to consider your payroll needs as well as the cost of the service. Paycom is not the most cost-effective solution but is worth the increased cost due to the complications of our payroll.
We have not been with Paycom long enough for me to know the answer.
Organizations who need a one-stop shop for payroll services.
Companies that have simplified payroll needs
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.
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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.
Greenhouse, Bevi, and Workwave are among Namely’s 1000+ customers.
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.
I used Namely daily. We utilized the HR module for onboarding and offboarding employees, and the e-signature functionality to speed up the onboarding process. The payroll and time modules were heavily used to manage staff hours and pay. We also relied on the performance management module to handle the probationary period and conduct performance reviews.
The HR system was easy to use and set up, making the transition from our previous, more disorganized HR processes smooth. The employee self-service feature was excellent, reducing the amount of data entry and admin work for our HR team. The continuous feedback appraisal system allowed us to appraise staff more regularly with minimal increases in administrative tasks.
There wasn’t a significant problem driving the decision. The organization had been managing HR through payroll software, Excel files, and Word documents. As the company grew, it wanted to consolidate and centralize HR into a single system that could be accessed online. Namely provided an all-in-one HR solution that handled payroll, HR records, and talent management. We used Namely for about a year or two.
Customer support wasn’t as responsive as it could have been. The reporting features are somewhat limited and don’t fully meet our needs, requiring us to do a fair amount of manual reporting. The portal is not as intuitive as other HR tools I’ve used.
The user interface and workflow are not as intuitive as some competitors. However, I appreciate the integration with payroll and timesheets, which not many systems do well. I also like that it offers managed services add-ons, such as payroll and benefits, which become more relevant as the business grows and becomes more complex.
Ensure the tool has a comprehensive records system and both employee and manager self-service features. Efficient onboarding and offboarding functionality are essential, as these processes can be time-consuming. A continuous appraisal feedback system is also important, as this approach to performance management is becoming the norm.
There has been better integration between its modules.
Namely is suitable for all kinds of organizations but particularly good for smaller organizations due to its affordable entry-level pricing.
Namely may not be the best fit for massive corporations.
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.
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
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