12 Best Payroll Software of 2025: Expert Reviews & Pricing Guide
This guide was updated in mid-August 2025 to refresh the existing content and ensure its accuracy. We have also welcomed some newcomers to the listing.
The best payroll software is payroll administrators’ BFF: They help ensure employee payments are made right and on time, compliant with the latest regulations, and reduce costly errors. With so many options out there, it can be overwhelming to choose the best one. That’s what this guide is for.
Here you'll find the best payroll software for small businesses, top choices for large companies, options for teams in the U.S., and even recommendations for businesses operating globally. These platforms strike a perfect balance of usability, automation, support, and value throughout our tech tests.
To ensure we list products that are truly best-in-class, we have reviewed over 50 payroll systems since 2021, attended software demos, surveyed accountants and HR professionals who have used these tools day in day out, consulted with industry experts, and ran our independent tests to rank each option in four criteria: ease of use, automation, mobile compatibility, and support options.
- Ease of Use: We focused on how user-friendly each software was. It’s crucial that HR professionals and accountants can navigate the system easily without getting bogged down in complicated processes. The goal of payroll tech should be to lighten your team’s load, not make their jobs harder.
- Automation Capabilities: We found that having good automation capabilities is a significant advantage for a payroll platform. Features like automatic tax calculations, fast payroll processing, and solid compliance tracking differentiate top-notch payroll and benefits software solutions from mediocre ones. Automation helps everything flow smoothly while ensuring employees are paid correctly and in line with the law.
- Mobile Compatibility: We paid attention to how well each option worked on mobile devices since many people need to access payroll information on the go. Imagine your accountant wanting to double-check payroll schedules while out for coffee, or your HR manager easily approving payslips on their tablet during a meeting. Plus, employees should be able to check their pay dates from their phones without hassle.
- Expert Support: Obviously, quick and helpful support can make a big difference! When your customer success manager (CSM) knows their stuff about local payroll laws and practices, it can lead to a smoother experience for everyone involved. On the flip side, if the support team isn’t familiar with your specific payroll requirements, it can lead to long waits for help and lots of frustration.
The payroll solutions featured in this guide received the highest average scores in the test. Please review our HR tech assessment methodology for more details.
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Deel
Though founded much later than competitors, Deel has established a good reputation for its ability to support payroll in over 200 currencies and ensure compliance across 100+ countries.
PROS
- Payroll services in 100+ countries, contractor management extended to 150+ countries, and 15 different payment options.
- 200+ in-house local tax, payroll, and legal experts to aid contractors in setting up LLCs.
- Local compliance management in 100+ countries.
- Automated payroll and invoicing processes.
- Self-service model often verifies identity within 24 hours.
- Offers APIs and native integrations with over 100 HR solutions.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
- User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
- Automated invoices simplify payments, provided they're in English.
CONS
- No phone support.
- Higher pricing compared to some competitors.
- Contract modifications need addenda, and a $5 payout fee applies.
- Invoice generation seems to be available solely in English.
- Key features like onboarding automation are add-ons, which may increase costs.
- Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
- Invoices cannot be generated in languages other than English.
One of the best things about Deel is that the platform keeps getting more comprehensive each time we pay it a visit.
Starting with core payroll and contractor management services in 2019, Deel now includes a global EOR that works across 100+ countries, an expanded array of payment options, visa support, and automated compliance management. So, whether you’re looking to hire full-time employees, contractors, or freelancers in countries where you don’t have local entities, Deel can still assist.
One particularly impressive feature offered by the platform is the ability to process payroll in over 200 currencies with one click (you read this right, one click).
Another is its extensive payment options. There are 15 different methods, ranging from traditional bank transfers to the more modern PayPal, Wise, Payoneer, and even cryptocurrency via Coinbase. As a cherry on top, your contractors can also obtain a Deel card which lets them receive payments in USD and use these funds directly for purchases.
As expected from a tech-savvy startup, Deel’s built-in automation is good, too. Payroll can be fully automated, and invoices can also be auto-generated based on contract terms.
However, Deel payroll and EOR are more expensive than some alternatives. For example, Papaya Global offers contractor management for $30 per month per contractor and that’s $29 with Oyster, whereas Deel charges $49.
As of this writing, Deel still doesn’t provide phone support. Time tracking features are also missing, which may lead to extra money spent on supplemental solutions for such needs.
Over 35,000 companies have used Deel, including Brex, Google, and Duffel.
Deel provides a range of payroll solutions with different pricing structures:
- Deel Payroll: For businesses with existing entities, this plan offers comprehensive payroll services at $29 per employee per month.
- Deel U.S. Payroll: Specifically for U.S.-based companies, this plan handles payroll, tax calculations, and compliance across all states for $19 per employee per month.
- Deel Contractor: This plan covers compliance, payments, and contractor management in over 150 countries for $49 per month.
- Deel EOR (Employer of Record): This plan enables international hiring without an entity, including payroll, taxes, and benefits for $499 per month.
- Deel US PEO: This plan offers a wider range of services for US companies, including HR, payroll, and benefits administration for $89 per employee per month.
Best For
Deel’s payroll software is best for companies that are scaling quickly and need to hire across multiple jurisdictions without establishing local entities.
Deel simplifies the entire employee lifecycle, from onboarding to payroll and benefits administration. It enables us to create an onboarding experience tailored to each location’s compliance requirements, ensuring a seamless transition for new hires. We also rely on Deel for contract generation and global payroll, allowing us to automate payments without concerns about timing or location.
Additionally, the platform streamlines benefits administration by allowing employees to easily enroll in the benefits they need directly through the system. The expense management feature enables us to process and pay employee expenses through payroll, consolidating everything in one place for efficiency.
- Deel consolidates HR, IT, and payroll processes into a single platform, reducing the need for multiple systems.
- Its workflows and automation free up time for HR staff, allowing them to focus more on employee engagement rather than administrative tasks.
- The platform is cost-effective, and the time savings provide a strong return on investment.
As a global organization, one of our biggest challenges has been incorporating the unique requirements of the countries we operate in while maintaining a system that works across different regulations.
Deel has evolved into a robust platform that supports compliance in multiple countries, making it an ideal solution for our needs. It also simplifies global payroll, allowing us to pay employees and contractors anytime, anywhere.
With recent advancements in the platform, we can do even more at a reasonable price while benefiting from an integrated system. Since adopting Deel over a year ago, we have successfully streamlined multiple processes into a single platform.
- Deel is a complex system, which may not be suitable for all businesses.
- Due to its complexity, it requires extensive training and experience to use it effectively.
- The user interface has a learning curve and could benefit from additional improvements in usability and navigation.
Deel stands out because of its comprehensive features, covering multiple aspects of HR, payroll, and global workforce management. While similar tools tend to specialize in specific areas, such as payroll or HR data management, Deel offers a wide range of modules that address nearly every HR and operations need in one platform.
One of the most overlooked aspects of selecting a platform like Deel is post-implementation customer support. Many issues arise after deployment, so it’s crucial to research the level of ongoing support provided.
Also, consider any hidden costs for features that may not be included upfront but could become necessary later. Evaluating the full range of available features—even those you don’t need right now—can help ensure the tool remains valuable as your business scales.
Deel continues to expand its platform, adding new features to support the evolving needs of HR and operations teams. The company actively enhances its offerings to provide more comprehensive workforce management solutions.
Deel is ideal for medium to large businesses with a global workforce or those that frequently hire contract workers. It is particularly valuable for companies that do not have entities in every country where they employ workers, as Deel can serve as an Employer of Record (EOR) in such cases.
Deel may not be the best option for small organizations with fewer than 100 employees that have minimal HR processes. Additionally, businesses that operate exclusively within the U.S. may not fully benefit from its global payroll and compliance features.
Paylocity
Paylocity combines a simple interface and strong U.S. payroll features that cover everything from tax management to benefits administration, making it a versatile choice for mid-sized businesses.
PROS
- Intuitive interface, even for users who aren’t tech-savvy.
- Employers and employees alike appreciate Paylocity’s customer support team.
- Offers a solid value compared to other enterprise-grade payroll tools.
- Employees find the app straightforward and functional for basic payroll tasks.
- The Paylocity team provides guided setup, easing the transition process.
- Paylocity’s customer support is highly rated for always being available to answer questions.
- Global payroll support for 100+ countries.
- Provides free and unlimited training modules on the website.
- Paylocity’s mobile app has a good UI and functionality
- The tool is easy to use for both employees and employers.
- Has 350+ pre-built integrations.
CONS
- Larger teams may find the reporting features less comprehensive than competitors.
- Support is English-only, with no region-specific assistance.
- Less effective for teams managing both employees and contractors worldwide.
- Very small companies may find Paylocity’s features unnecessary for their scale.
- Undisclosed pricing.
- It doesn’t have a free trial or free plan.
- Support is available in English only.
- It isn’t the best solution for remote teams looking for a tool to manage payroll and benefits for their contractors.
From the moment we started testing Paylocity, its simplicity stood out. Navigating the dashboard felt straightforward, even for team members who weren’t particularly tech-savvy.
As one of our editors logged into the mobile app as an employee to access their payroll details, they shared that they could quickly update their direct deposit information during their commute, thanks to the app’s intuitive design. While the mobile app didn’t offer all the features of the web version, it allowed employees to perform essential tasks like viewing pay stubs and checking tax information with ease.
Another thing we liked about this payroll software was its self-service capabilities. For example, employees could adjust their tax withholdings themselves without involving HR, and the system provided real-time updates.
During our tests, updating tax filing status took just a couple of minutes, and then it was ready for HR to review the update instead of managing the entire process manually. However, when we needed to process benefits-related updates, we noticed a lack of automation. For example, verifying benefits data during open enrollment had to be done manually, which could have been more efficient with automation, we suppose.
We were also impressed with how well its modules integrated with each other. For example, once a candidate was hired in the recruiting module, their details automatically transferred to the onboarding module. This means that users won’t need to re-enter information, reducing the chance of errors and saving time.
And the training module was equally great—it was easy to assign courses to new hires and track their progress. We could use the training library to assign compliance courses to all employees during onboarding, and managers could monitor completion rates in real-time.
Paylocity’s reporting was straightforward for basic needs. We could use it to generate payroll history reports for audits or track specific tax details for compliance. However, its limitations became evident when we needed to create customized reports for executive analysis, such as combining payroll data with workforce performance metrics. We ended up exporting data into spreadsheets for further manipulation.
And while the support team was knowledgeable, the response times weren’t as fast as we expected for time-sensitive issues. As reported by some of the users we surveyed, they wish the support were quicker and more efficient, particularly for high-priority concerns since it’d take them a few days or sometimes, nearly a week to get their raised issue resolved.
40,000+ companies, including Momentus, Watters, and Weigel’s.
Paylocity’s pricing is not publicly disclosed, as it depends on the specific features and services a business requires.
Best For
Paylocity is best suited for mid-sized companies with fewer than 2,000 employees, especially U.S.-based organizations.
We primarily used Paylocity to:
- Run payroll for salaried employees.
- Track time for non-exempt employees and merge timecards with payroll to process overtime payments.
- Create modules for annual employee training and track completion for compliance purposes.
- Allow employees to view benefit options and select their plans during open enrollment.
- Run reports to integrate information housed in Paylocity with talent, HR, and finance systems.
- Their customer service team was always accessible and helpful, allowing me to quickly talk to an expert to address any needs. This was especially valuable since I didn’t have other "superusers" on my team.
- I appreciated the variety of reports available to run and export, enabling us to develop Paylocity as the "source of truth" for employee data and integrate it with external databases and spreadsheets.
- I liked the ability to house asynchronous professional learning modules within the system. When training was only required for specific roles, we could assign it to select users; for universal training, we could make it a requirement for all.
My organization moved to Paylocity from ADP in 2018. I used it for four years as a manager, then began running payroll and supervising managers approving time and payroll for two years. Paylocity offered us the ability to run more sophisticated reporting, integrate HR functions, and manage employee training for an organization of 500 employees.
- Paylocity has a wide range of capabilities, but each section is designed slightly differently, making navigation between sections (e.g., time and labor to payroll) less intuitive.
- Although I could easily reach the support team, the representative assigned to our organization was not always available, so there was a lack of continuity in my interactions with someone who could help me build expertise.
- I became a more frequent and experienced Paylocity user about two years into our tenure with them, missing much of the initial onboarding. Due to staff turnover, some institutional knowledge was lost. Although their online user guides were helpful, it would have been beneficial to have a structured sequence of guides or an orientation tailored to different aspects of the platform to support ongoing learning.
Paylocity is excellent for large or rapidly scaling organizations. I appreciate the vast amount of information it can store and export and its versatility in being used across multiple departments, including talent, HR, finance, payroll, and development.
When considering Paylocity, think about the size of your organization, the price point (as it may be a more expensive option), and how you intend to use it, as there are many features to choose from.
Also, consider what other systems you use and whether you want to migrate functions like time tracking or learning into Paylocity, keep them separate, or integrate them.
Their support options have expanded to meet diverse user needs. You can call for support, email, use the community forum, or access user guides.
Paylocity is best suited for larger organizations seeking a scalable platform that can serve as a comprehensive solution for organizational needs.
Paylocity may not be ideal for small businesses or organizations with simpler needs for training, time tracking, and payroll.
Workforce
We chose Workforce.com for its strong employee-facing mobile experience and its automated compliance safeguards, which make it especially effective for shift-oriented SMBs balancing labor efficiency with risk management.
PROS
- Payroll is natively built with direct flow from timesheets to pay runs.
- Automation reduces manual work: auto-approved timesheets, tax filings, and garnishments.
- The mobile app allows employees to view pay stubs, update their bank information, and track historical payments.
- Support includes knowledge base, live chat, email, phone, and ticketing.
- Strong audit logs help maintain payroll accuracy and compliance.
- Full-service, in-house payroll engine with tax filing and wage garnishment support.
- Centralized employee profiles housing HR data, documents, and compliance logs.
- Automated time-to-payroll workflows reduce manual intervention.
- Onboarding and offboarding steps are trackable, with document bundling and digital forms.
- Employee self-service tools (mobile and web) for leave requests, profile updates, and shift management.
CONS
- A free trial is not offered.
- Payroll is offered as part of an all-in-one suite and cannot be licensed independently.
- Payroll compliance is currently limited to the U.S. and the U.K., which restricts global coverage.
- The web interface is functional but could use a modern redesign.
- No standalone access to payroll or HR modules.
- No free trial or sandbox access to test payroll workflows without speaking to a Workforce.com representative.
- Recruitment components are basic compared to specialized ATS systems.
- Their payroll system lacks international tax/localization support.
Workforce.com’s payroll offering feels like the natural extension of its time and attendance roots. In our demo, we saw payroll runs pulling data not just from timesheets and schedules, but also from employee records that contained certifications, incident reports, performance reviews, surveys, and onboarding documents. Because payroll, HR, and workforce management all live on the same codebase, it felt cohesive in a way many payroll add-ons don’t.
Running payroll itself was straightforward. Timesheet data flowed directly into pay runs, allowing us to preview deductions, contributions, tips, commission, bonuses, leave accruals, garnishments, and taxes before processing direct deposits with just a few clicks. We also appreciated the level of automation built into the payroll system. During testing, timesheets that fell within pre-set tolerance rules were automatically approved, so only those that fell outside the rules required review. The system also handled tax filings and garnishments independently.
On the employee side, the mobile app stood out. Workers can view pay stubs, see their historical earnings, and update bank information without logging into a desktop. We particularly liked how earnings were tied to shifts: employees could track what each shift paid and watch weekly totals add up. That kind of visibility provides hourly workers with a clearer picture of their pay in real-time.
Support was also reliable, offering a knowledge base, live chat, phone, email, and ticketing system. While we didn’t test the speed of responses, having multiple channels is reassuring, especially for SMBs that don’t have a dedicated payroll team.
Nevertheless, there are a few trade-offs to consider. One drawback is that Workforce doesn’t offer a self-sign-up free trial, so you won't have the opportunity to explore it on your own before speaking to a sales rep. When it comes to features, the payroll tool primarily caters to the U.S. and U.K., which may not meet the needs of enterprises with thousands of employees worldwide. While we find the workflows to be quite efficient, the admin web interface isn’t as modern as some other options listed, such as Deel and Rippling.
Winnipeg Jets, Altitude Trampoline Parks, Domino’s Pizza, Pinnacle Live, Cedartown Foods.
Workforce.com offers pricing plans ranging from $5 to $24 per employee per month.
Best For
Workforce.com payroll is best for SMBs with hourly teams who value automation, mobile access, and operational efficiency over advanced reporting or international coverage.
I used Workforce on a daily basis, as I was frequently fielding questions from employees and managers. The key workflows I used included time and attendance, fair work week compliance, predictable pay, onboarding, scheduling, and payroll.
These processes were streamlined through the platform, which reduced the need for manual interventions. Workforce allowed me to respond quickly to inquiries and resolve issues efficiently.
The ability to access all functions from a single interface significantly improved my productivity.
- Labor forecasting – Workforce has incorporated AI capabilities to assist with forecasting future labor needs.
- Onboarding – The entire process is paperless and can be completed prior to the employee’s first day of work.
- All-in-one – Everything from recruiting to benefits and payroll is integrated in one place.
My organization transitioned from Kronos to Workforce several years ago. Kronos created a lot of additional work, as we had to make manual entries.
Workforce solved this problem by providing crucial workflow connections throughout the applicant-to-employee process. It allows us to do everything from assigning attendance points to viewing paychecks and resolving payroll issues.
- Benefits – This module is helpful but the weakest on the platform; it's difficult to automate, resulting in frequent manual entries.
- Reporting – There are endless reporting options, but the inability to save templates requires generating a new report each time.
- System upgrades – These often occur during business hours, causing delays in processing critical actions.
Workforce ranks above several similar tools, as the all-in-one option is extremely beneficial for any HR department. I prefer having everything on one system instead of using multiple systems that do not communicate with each other.
Organizations should consider which key modules are required to function on a daily basis before making a purchase. Knowing this up front is important, as adding modules later can create instability in reporting and system performance. Ensuring compatibility with current workflows is also crucial for a smooth implementation.
Workforce has done a great job keeping up with technology advancements. The new AI feature for labor forecasting has been a significant improvement.
Workforce is ideal for any employer with at least 50 full-time employees.
Workforce is a very robust tool, so an organization with fewer than 15 employees may find it too costly for their needs.
Zoho Payroll
Zoho Payroll stood out during our hands-on evaluation for how quickly it enabled us to launch payroll across multiple states, with direct deposit, tax setup, and employee enrollment guided through intuitive workflows. It’s especially appealing for organizations already using Zoho Books or Zoho Expense, since syncing payroll data is baked in.
PROS
- Supports payroll in the U.S., India, and GCC.
- Automates tax filings across all 50 U.S. states.
- Offers a highly rated mobile app for employee self-service.
- Includes regular, off-cycle, bonus, and termination payroll types.
- Integrates natively with Zoho Books and Zoho Expense.
- Provides a free 14-day trial with full feature access.
- Includes guided setup, migration help, and compliance support.
- Supports payroll in the U.S., India, and GCC.
- Automates tax filings across all 50 U.S. states.
- Offers a highly rated mobile app for employee self-service.
- Includes regular, off-cycle, bonus, and termination payroll types.
- Integrates natively with Zoho Books and Zoho Expense.
- Provides a free 14-day trial with full feature access.
- Includes guided setup, migration help, and compliance support.
CONS
- Does not support 1099 contractor payments in the U.S.
- Currently offers no integrations beyond the Zoho ecosystem.
- Requires manual filing for some local and state taxes.
- Charges additional fees for payment failures and delayed filings.
- Launched in September 2025, so some features are still maturing.
- Does not support 1099 contractor payments in the U.S.
- Currently offers no integrations beyond the Zoho ecosystem.
- Requires manual filing for some local and state taxes.
- Charges additional fees for payment failures and delayed filings.
- Launched in September 2025, so some features are still maturing.
Zoho Payroll is a promising option for automating payroll, taxes, and employee compensation across multiple regions. With versions tailored for India, GCC, and the U.S., this payroll software brings statutory compliance and pay cycle management together under one clean, easy-to-navigate interface.
In our demo of the U.S. version, we were able to set up the organization, tax settings, and direct deposit within an hour. The system supports both salaried and hourly W-2 employees, covering regular, bonus, off-cycle, and termination payrolls. The mobile-friendly self-service portal stood out for its simplicity: employees can authorize tax forms, view pay history, and track leave balances directly.
Where Zoho Payroll shines is its automation. It proactively files most U.S. payroll taxes, generates W-2s, calculates benefit deductions, and syncs transactions with Zoho Books. PTO policies are also flexible. You can configure accrual caps, carry-over rules, and state-specific compliance.
However, there are limitations to note. U.S. businesses cannot currently pay contractors (1099s) through Zoho Payroll, though this is supported in the India version. Third-party integrations could benefit from an expansion here, as the available connectors are all within Zoho’s ecosystem and haven’t yet included third-party accounting, time tracking, or HRIS.
We also caution buyers to review Zoho’s fee structure. While base pricing is competitive, you could face additional charges for failed transfers ($8–$100), late tax filings ($150), or manual wire payments. These are not the costs associated with the software, but rather the compliance-related costs, which are automatically added to your next billing cycle.
And because Zoho Payroll's U.S. edition launched as recently as September 2025, the feature set is still maturing. It's a good fit for businesses already using other Zoho products or for SMBs seeking a clean, compliant payroll experience.
KRG Technologies, Leegality, Beez Innovation Labs, CredRight
Zoho Payroll offers two plans: Standard and Professional. Annual pricing starts at $29/month plus $5 per employee, while monthly billing starts at $39/month plus $6 per employee. The Professional plan includes advanced features and starts at $49/month plus $7 per employee (annually). Additional fees apply for failed payments, fund transfer issues, wire transfers, and late tax filings. A 14-day free trial is available with no credit card required.
Best For
Zoho Payroll works best for SMBs and Enterprises operating in the U.S., India, and GCC that need automated payroll, built-in tax filing, and native Zoho integration.
ADP
As one of the best-known and biggest companies in the payroll and HR space, ADP is well-positioned to tackle the complex needs of large enterprises in all kinds of industries.
PROS
- Mature, robust platform & staff with decades of experience.
- Comprehensive packages to tackle payroll, benefits, and HR needs with one tool.
- Big enough to cater to the needs of large enterprises with thousands of employees.
- Native, all-in-one technology suite for recruitment, payroll, and compliance.
- 17 RPO service centers in 14 countries and provide services in 42 different languages.
- Dedicated team of AIRS-certified recruiting professionals.
CONS
- Price points might be too steep for budget-strapped organizations
- Not the most modern platform. Prone to bugs and has an outdated look and feel.
- Little flexibility to cater to specific needs when it comes to implementations and pricing plans.
- Pricing is not publicly disclosed.
- Technology options outside ADP’s dedicated HR tools are limited.
ADP stands out in a crowded field thanks to their ability to offer related HR functions like benefits administration, compliance, and time and attendance in addition to tailored payroll packages - all from a single, easy-to-use platform. Their tailored payroll packages offer a range of tools and add-ons, and we’ve found that upgrading between packages is easy, which is great for companies expecting notable shifts in headcount.
However, ADP may not be the best fit for SMBs due to its high price point. Fees tend to increase with time, and it’s not the cheapest tool out there. Also, we’ve spoken to numerous users who have remarked upon their customer service as an aspect they could improve. Some common complaints include the time of each response and not having a stable point of contact to refer to within the company.
In our experience, the software itself can also create some issues with time. While few companies are able to offer as much, it’s common to encounter bugs and errors that require you to speak to a representative in order to get it fixed – for instance, the hourly pay rate doesn’t come through properly.
Overall, ADP is one of the best-known names in the space and their huge market share means they’re definitely a must-consider for some companies, but they are certainly not the most flexible. Also, since you’ll be among thousands of other customers, you’re unlikely to receive a white-glove customer service experience.
Margaritaville, BP, The Bancorp, The Boston Globe, Whole Foods, LongHorn Steakhouse and more.
APD’s pricing is not publicly available. However, they can provide a custom quote through their website if you indicate your company size and the desired modules.
Best For
Large organizations with headcounts in the thousands. ADP has extensive technical and human resources plus a staggering amount of experience in the field.
Gusto
Gusto offers versatile features such as flexible pay schedules, payroll deductions, automated tax filing, and almost everything else an SMB needs for compliant and fast payroll.
PROS
- Full-service multi-state payroll including W-2s, 1099s, and contractors.
- EOR services for hiring international full-time, salaried employees.
- Supports automated tax filing and benefits administration.
- Flexible payroll options and unlimited pay runs.
- Comprehensive customer support resources.
- Transparent pricing without long-term contracts or setup fees.
- The dashboard feature keeps tabs on compliance tasks
- The hiring and onboarding sequence is nicely streamlined between HR and the new hire
- Post-offer, pre-start tasks are made easy with integrations like CorpNet (state tax set up) Checkr (background checks)
- Easy payroll for U.S.-based W-2 folks, domestic, and international contractors
- Person-to-person phone support, email, and other customer service resources
- The business model is responsive to customer needs
CONS
- Limited analytics dashboard.
- No native accounting feature for earnings and spending tracking.
- Federal/state compliance alerts and benefits require the Premium plan or add-ons.
- Entry plan lacks native time tracking and online signatures.
- Gusto can support payments for international contractors, but not employees
- No native accounting feature to keep earning and spending under the same roof
- Analytics dashboard is simplistic
Gusto has always been a worthy consideration within the payroll software category, especially for small and medium-sized businesses.
First, Gusto is very user-centric: Even the cheapest plan includes call, email, and live chat support at extended hours. There is also an online help center and dedicated community where accountants can connect and learn from each other.
With features ranging from full-service multi-state employee and contractor payments to benefits and even global EOR, Gusto can assist with many business types. We tested its payroll capabilities and can report that its ability to schedule and run fast, flexible (and unlimited) payrolls is pretty much on par with enterprise solution ADP.
That said, we can’t escape the fact that Gusto relies on third-party integrations for accounting capabilities. And while this vendor now provides an international EOR ( partnering with Remote), this service is not available for part-time, hourly workers.
Gusto has a transparent pricing structure and is more affordable than some competitors like Deel. For contractors, it's $6 per contractor per month (Deel is $49) and for employees, it's $40 per person per month (Deel charges $500).
It may be cheap but Gusto does lack some essential features in higher-tier plans, including federal/state compliance alerts, time tracking, and multi-state payroll services. The most affordable plan only supports single-state payroll. For online signatures, time tracking, and expense management, you’ll have to integrate Gusto with third-party tools.
Gusto serves over 400,000 customers nationwide, spanning a wide range of industries and company sizes. While they don’t break down the exact share by business segment, we’ve seen companies of all shapes and sizes — from startups to midsize firms — embrace Gusto’s platform for its reliable payroll and HR features.
Gusto offers various payroll software plans:
- Simple: Starts at $49/month, plus $6 per team member.
- Plus: Begins at $80/month, with an additional $12 per person.
- Premium: Costs $180/month, plus $22 for each person.
- Contractor Only: Available for $35/month.
Additionally, add-ons are available for the Simple and Plus plans:
- HR Resources: $50 plus $5 per employee.
- Priority Support: $30 plus $3 per employee.
Best For
Gusto is great for U.S.-based startups and growing SMBs with limited HR resources.
We used Gusto to manage payroll, streamline benefits administration, and centralize HR tasks. The platform simplifies payroll processing, ensures compliance with tax regulations, and automates various HR functions. Additionally, Gusto facilitates employee self-service, allowing individuals to access their pay stubs, tax forms, and benefit information conveniently. Its reporting tools provide valuable insights for strategic decision-making. Overall, Gusto plays a pivotal role in enhancing our HR efficiency and employee experience.
Gusto offers an intuitive interface that makes it easy to navigate various tasks. Their system consolidates our processes and reduces the need for multiple platforms. Additionally, they provide excellent customer support, offering timely assistance whenever needed.
We chose Gusto due to its comprehensive payroll, benefits, and HR solutions, streamlining our administrative processes. The user-friendly interface and automation features enhance efficiency. Overall, Gusto has been a valuable asset to our HR team.
- While Gusto is comprehensive, we have encountered some challenges with integrating it with other existing HR tools. Also, there are instances where we wished for more customization options within Gusto.
- Periodic updates to the platform have previously disrupted our workflow.
Gusto is a bit more user-friendly. Also, their comprehensive approach distinguishes them from competitors that may offer specialized services but not the same breadth of integrated solutions.
Ensure it aligns with your organization's specific needs and growth objectives. Also, look for a platform that is intuitive and requires minimal training for your team to navigate and operate effectively.
Given the dynamic nature of tax regulations and HR compliance, Gusto has demonstrated platform update agility. Over time, they have refined the platform's interface, making it more intuitive and user-friendly.
It seems to be best fit for smaller organizations.
A small team that is looking to grow and provide more impact for their organizations.
Rippling
We have a high opinion of Rippling for the way it combines stellar HR features, payroll, and even IT in one suite.
PROS
- Integrated platform for HR (including payroll), IT, and finance solutions.
- Robust automation features within an easy-to-use interface.
- Extensive analytics options for comprehensive payroll insights.
- Provides a very clear report of company expenses, breaking down headcount costs.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- No option of completely automating the payroll process.
- Requires a minimum of one-year contract length.
- Rippling's payroll requires purchase of its core HR platform.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Rippling is a 3-in-1 HR, IT & finance platform that can handle multi-state payroll, global payroll, benefits, PEO, EOR, and anything in between for your business.
Rippling has always stood out for its UI. The design is crisp, but more importantly, it’s very well thought out. We tried multiple features during our tech test: onboarding, payroll processing, PTO, and time tracking, and we had no complaints.
Rippling’s payroll solution stands shoulder-by-shoulder with other peers on our list. You can use multi-state and global payroll, as well as EOR and PEO, depending on your needs, to hire and pay employees and contractors in the U.S. and overseas.
On the benefits front, while not as versatile as Gusto’s (9,000+ plans available), Rippling offers 4,000+ options—still a lot more than ADP’s 700. We also love that the platform’s integration list is always growing (500+ at the time of writing).
We’ve talked to HR pros who use Rippling daily. Efficient payroll tools, user-friendly benefits enrollment, and generally helpful phone and email support were all mentioned.
However, we’re quite surprised to discover that it’s not possible to automate the entire payroll process—a feature most modern payroll solutions offer.
Rippling is also less flexible when it comes to billing. There’s no free sign-up option like with Deel. A minimum one-year commitment is also required, unlike Gusto or PapayaGlobal which let you pay either monthly or annually.
Rippling's pricing begins at $8 per month per user and can be customized based on selected modules or the entire platform and the number of users.
Best For
Rippling is worth consideration for midsized and large teams looking to combine payroll, HR, and more into a single tool.
Rippling was primarily used for recruitment, with some use for onboarding since the number of employees being hired was still relatively small. The ATS and onboarding systems integrated seamlessly, allowing for an efficient workflow.
The tool was predominantly utilized during recruitment, where its dashboards and customizable recruitment processes proved especially helpful. Rippling's features significantly simplified the hiring process.
The hiring process was transparent and straightforward. I found Rippling's dashboard particularly helpful and user-friendly. The onboarding process became significantly easier, and the smooth integration between the systems was a major advantage.
I was working with a start-up where everything related to resume management, onboarding, and offboarding was done manually. Payroll was managed through QuickBooks.
Rippling was introduced because there were plans to expand the workforce, creating a need for a system that could streamline and organize processes efficiently without consuming too much time.
Rippling proved useful as it offered both an applicant tracking system (ATS) and tools for onboarding and offboarding. It also includes payroll options that can be leveraged in the future.
I felt that the customer service could be improved. The pricing was a bit high for our budget, but the company went ahead with the purchase based on positive reviews. After implementation, we realized that the payroll system might not be the best option for our future needs.
The company chose Rippling because of its positive reviews. I would prefer a system that includes an integrated payroll system in the future so everything can be managed in one place.
It is important to plan how the company will use the system in advance. Pricing should also be carefully considered, especially if expansion plans are uncertain, as was the case with the company I worked for.
I haven’t used it long enough to observe any evolution. It appeared to be the same during my time using it.
This tool is ideal for companies transitioning from manual processes in recruitment and onboarding to automation. I am unsure about its suitability for other features or use cases.
It might not be suitable for companies that don’t plan to expand significantly. In such cases, the onboarding, offboarding, and recruitment portal features may not provide much value.
Paycor
Paycor is a feature-rich payroll tool boasting capabilities such as autorun, real-time calculations, paystub previews that are available three days before payday, and much more.
PROS
- Unlimited monthly payrolls.
- User-friendly payroll solution with a simple, intuitive interface.
- Employee mobile-friendly self-service portal for HR info and benefits.
- Multiple subscription plans for businesses of varying sizes.
- Offers frequent discounts and free trials with no set-up fees.
- Paycor payroll solution and mobile app are both straightforward to use.
- Intuitive self-service employee portal.
- Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
- Unlimited payrolls.
- Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
- On-demand pay is available for all plans.
- With the acquisition of the people development platform Verb, it has improved its employee learning experience.
CONS
- Reporting functionality is not robust with occasional data unavailability.
- Pricing is undisclosed. Some SMBs found it expensive.
- Customer services are not very responsive.
- Time tracking is a paid add-on.
- Undisclosed pricing.
- Customer support is reported to be slow at times.
- It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.
Paycor is a great option for small to mid-sized businesses seeking a solution that can handle HR tasks in addition to payroll.
Paycor doesn’t (directly) handle global payroll like Deel or Papaya. Instead, the platform outsources such service to its partners and pays close attention to its domestic users—U.S.-based companies and staff. Thanks to that, its national payroll functionalities are rich and, at the same time, straightforward.
Within this single software, you’ll find autorun, pay options, compliance alerts, and employee self-service, to name a few. The system automates federal and state tax filings and you can do as many payroll runs as you like.
Paycor is particularly well-liked for its flexibility. With multiple plans to choose from, businesses can opt for extra tools like onboarding and compensation planning when they truly need them.
The self-service portal is easy to use and provides access to a bunch of cool features. From checking pay stubs to viewing work schedules, updating profiles, and requesting time off, everything's right there on desktop and mobile.
However, a fair number of HR pros we’ve spoken with mentioned that they weren't happy with Paycor's customer support. Most cited the service being often unavailable and the support team members not being on the same page, so they had to report the same issue multiple times.
We also recommend that you communicate clearly with Paycor about the full costs associated with using its product as, from what we found, there may be extra fees like minimum billing and charges for early check clearance on top of the regular subscription cost.
40,000+ companies including McDonald’s, Wendy’s, the Cincinnati Reds, Detroit Zoo, and the Chicago Fire FC.
Varies depending on your headcount and the specific features you choose.
Best For
Paycor excels for U.S.-based organizations with up to 1,000 employees, especially in industries like manufacturing, healthcare, food and beverage, nonprofits, and professional sports.
I used Paycor for payroll administration and benefit processing. I used it daily for payroll, starting with the migration of biometric data into Paycor to capture clock-in/out punches. Paycor allowed me to monitor missed punches through a dashboard, which helped identify and resolve issues before processing payroll.
From an HRIS operations perspective, applicants were tracked, new hires entered their own onboarding information before their start date, and Paycor generated benefit enrollment information when employees became eligible. This workflow minimized the manual process of tracking and ensuring employees completed time-sensitive forms for benefits enrollment.
- Billing: Paycor billed per employee at an agreed-upon rate.
- Onboarding: The user-friendly process made it easy for new hires.
- Reports: The system provided the ability to run reports or request custom reports from a Paycor representative.
- Support: A dedicated representative was available, along with a support team if the primary rep was unavailable.
My organization purchased Paycor because it provided solutions for payroll and HRIS, including applicant tracking, onboarding, benefits, open enrollment, and performance management. I used Paycor for three years.
As the payroll administrator, I worked with Kronos to migrate biometric data (clock-in/out punches) into Paycor to process payroll. Additionally, I entered bi-weekly bonus payouts.
With Paycor, I also established a paperless open enrollment process and transitioned to an online platform. Paycor representatives assisted in setting up benefit vendor accounts for direct feed when payroll was processed, ensuring vendors received payment for employee benefits.
- System Issues: There were challenges with direct feed processing to vendors for payments.
- Support: The frequent turnover of dedicated reps made it difficult to establish continuity. Once we became comfortable with a rep, they would leave, requiring us to repeatedly acclimate new representatives to our business operations.
- Reports: The system did not allow data to be frozen in time for reporting. For example, if I ran a job title or salary report for 2003, it would display current data rather than historical information from that year.
The company transitioned from Paycor to Paycom. I prefer Paycom because it provides accurate historical reporting and has more consistent support staff.
Gather clear input from the departments that will use the tool the most to ensure it meets their needs. Ask the sales representative detailed questions—if they frequently need to check with someone else, they may not be knowledgeable enough about the product. Request a demonstration in demo mode to confirm that the tool will meet expectations and solve your specific challenges.
I have not used Paycor since the company transitioned to Paycom. However, since they are still in business, I assume they have made updates and continue to serve satisfied customers.
Paycor is well-suited for small to medium-sized companies with up to 150 employees.
Organizations with 500 or more employees may find Paycor insufficient.
Paychex
Paychex offers three different plans that can serve the needs of various types of small businesses, all focused on payroll processing and featuring some HR tools as you go up in range.
PROS
- Pay-as-you-go plans for various business scenarios.
- Plan upgrades offer enhanced features like performance management, employee screening, and benefits services.
- 48-hour onboarding with personalized payroll guidance for Select and Pro plans.
- Experienced payroll and benefits administrator for 740,000 US companies.
- Timecard processing can be fully automated.
- Integrates well with benefits providers like Benetrac for benefits management.
- User-friendly interface for reviewing W2s and paystubs.
CONS
- Users struggled to get timely help due to frequent payroll contact changes and long wait times.
- Some reported payroll errors and tax inaccuracies which caused compliance issues.
- Separate departments in Paychex for payroll, HR, and benefits hinder integration, customization, and support for small businesses.
- Limited third-party integrations.
- Some users reported slow app login.
- Less modern looking compared to competitors.
We quickly understood why Paychex is so popular among U.S. businesses after diving into its automations.
The auto payroll tax filing, for example, is nicely done. It can handle the whole tax filing process, which is super handy for multi-state teams in minimizing errors and avoiding penalties. Additionally, the employee onboarding feature is one of the most robust we have tried, with easy-to-complete online forms and personalized messages.
We also got a good impression of Paychex’s time tracking, as this tool not only supports touchless employee clock-ins but is agile enough for both medium and large teams.
On top of that, the availability of PEO services means Paychex users can gain access to specialized support for health benefits, compliance, and onboarding without the hassle of finding a whole new tool.
Paychex might be a bit trickier to use and get support than ADP but its strong automation focus is a boon and its HR tools are high quality.
However, if top-notch design is important to you, a fair warning: Paychex’s UI isn’t very good. Perhaps due to its abundant feature set, the payroll platform’s interface gives off a rather cluttered feeling.
Cluttered interface aside, we found the customer support team to be underwhelming. It's tough to get hold of someone on the phone and, when it comes to email support, this vendor can take hours and even weeks to respond. We're also not big fans of the frequent changes in Paychex's customer success managers' contacts, either. This, according to several users we spoke to, has made it even tougher to get assistance.
740,000+ companies, including ESET, Funnelbox Inc., Smile Cafe, H.Y.P.E. Counseling Services, ASG, and Pet Partners.
- Flex Essentials plan costs $39/month + $5/employee/month.
- Flex Select and Flex Pro plans have custom pricing.
- Some features like recruiting, document management, and time tracking are charged separately.
Best For
Mid- to large-sized U.S. businesses that face the intricacies of employing and paying workers across state lines.
We use Paychex primarily for payroll processing, with a representative handling our gross-to-net calculations, reporting, and funding documents. The system is used on a regular payroll cycle to ensure employees are paid accurately and on time.
While it automates some tasks, we still need to review reports and verify calculations before finalizing payroll. As part of the ancillary services, Paychex files taxes and some compliance documentation, but we must stay involved to ensure accuracy—similar to other third-party vendors.
Overall, we rely on it for essential payroll functions, though the experience has not always been seamless.
- We have access to an in-country partner in Germany who speaks the local language, which helps with communication and local compliance.
- They are knowledgeable about specific regulations, helping us stay compliant with payroll laws.
- Paychex facilitates ancillary payments such as taxes and health insurance, reducing some administrative burden on our team.
Our organization needed a local payroll solution to stay compliant with regulations, and Paychex offered a competitive price. We have been using it for six years, but it has not always met our expectations.
While it handles basic payroll functions, we have encountered issues with customer support and system limitations. The platform can be inefficient at times, requiring more manual intervention than expected. Although it has helped us manage payroll, we are not entirely satisfied with the overall experience.
- It is difficult to get in touch with a representative, especially if they are not based in-country.
- The representatives often do not speak English or use a translator, which has been a challenge—something we haven’t encountered with other providers in 20+ countries.
- The platform lacks flexibility and often requires manual workarounds for tasks that should be automated.
- The tools are quite similar—Paychex offers a basic platform with standard payroll processing and reporting features.
- Its reporting capabilities are not particularly advanced, and more robust reports or analytical tools would improve the payroll review process.
- The response rate from representatives is comparable to other providers, but the lack of language support makes communication more difficult.
- Overall, it does not stand out significantly from competitors in terms of functionality or service.
- When choosing a payroll provider, consider whether having a local contact who speaks the in-country language is essential for your team.
- Decide if you prefer to process payroll in-house or rely on an external vendor, as this affects the level of control and oversight needed.
- If your internal team lacks the bandwidth to manage payroll, outsourcing to a provider like Paychex can be helpful, but it’s important to stay involved to ensure accuracy.
- Evaluate the reporting and compliance support offered, as robust tools can simplify payroll reviews and audits.
- Customer support responsiveness is another critical factor, especially if you operate across time zones or require multilingual assistance.
Paychex has made incremental updates to its user-facing portals to improve accessibility and functionality.
They continue to invest in their technology, but the platform remains relatively basic compared to more advanced systems like Workday or UKG Pro.
Some improvements have been made, such as modernized interfaces and slight enhancements in automation, but the tool still lacks the robust reporting and analytics many users need.
Overall, while the tool has evolved, it has not significantly differentiated itself from competitors in terms of innovation or functionality.
- Paychex is well-suited for small businesses (50 employees or fewer) that need payroll support but lack in-house expertise on local compliance and tax regulations.
- It is especially beneficial for organizations expanding into new countries that require a local payroll partner to handle filings and payments.
- Companies with limited HR and payroll resources may find it useful, as it helps offload some administrative tasks.
- Larger organizations or those needing more advanced reporting and automation may find it lacking.
- This tool is not a good fit for highly complex organizations with hundreds or more employees, especially those with advanced payroll needs or intricate reporting requirements.
- Larger companies often require more customization, scalability, and robust analytics than Paychex can provide.
- Organizations that need more specialized payroll features or integration with other enterprise systems may find the platform insufficient.
- Companies requiring multinational support with deeper language flexibility or more granular compliance management would likely benefit from a more comprehensive tool.
Remote
Remote provides a unified global payroll solution with strong compliance controls and direct EOR support across more than 100 countries. We like their intuitive UI, localized payroll compliance, and wide international reach, which is especially beneficial for fast-scaling startups and remote-first teams.
PROS
- Payroll and compliance coverage in over 100 countries without needing local entities.
- Consolidates contractor and employee payroll in one platform.
- Transparent per-country pricing model for EOR and contractor management.
- Intuitive dashboard that simplifies global payroll processes.
- Supports multiple pay methods, including localized payment rails.
- Fast and compliant payroll in 170+ countries.
- Live chat support with local payroll experts.
- Flexible, localized benefit packages.
- Flat-rate pricing structure, no deposits or hidden fees.
- Mobile app streamlines expense reimbursement with autofill from receipt photos.
CONS
- No phone support; email support can sometimes require repeated follow-ups.
- Mobile app lacks full functionality compared to the browser version.
- Invoicing UX can be improved; it currently lacks autosave functionality.
- Doesn’t have a free trial.
- Redundant for organizations solely recruiting within the U.S.
- Help center documentation isn’t easiest to understand.
Remote’s payroll software stands out for its international reach and compliance infrastructure, particularly for companies without local legal entities. It supports payroll in more than 100 countries, allowing businesses to manage both global contractors and full-time employees from a single platform. The user experience is designed to be intuitive—we were able to navigate key workflows, like employee onboarding and payroll setup, with minimal friction.
During our tech tests, the dashboard provided clear visibility into multi-country payroll cycles and compliance alerts, which makes it a strong contender for HR teams prioritizing legal and tax compliance.
One of the standout features of this vendor is its approach to Employer of Record (EOR) services. Unlike platforms like Papaya that often depend on third-party local partners, Remote manages its own legal entities. This in-house strategy provides customers with greater confidence in maintaining consistent service and data control across different countries.
Feature-wise, Remote also keeps up with top players like Deel, offering one-click invoicing, payroll automation, and streamlined contractor payments in multiple currencies. The platform is particularly popular among tech companies that are scaling globally and have a lean HR team.
That said, our experience wasn’t without a few hiccups. Some users we spoke with mentioned inconsistent customer support, including slow responses and lengthy email threads for what should be simple queries. We also noticed that the mobile app occasionally redirected us to the browser for certain actions, which slightly diminished its convenience on the go.
Remote has been used by companies including Pydantic, Axelera AI, Reverse Tech, and Weaviate.
Remote offers several pricing tiers, depending on the level of support needed:
- Contractor Management: Starts at $29 per contractor per month.
- Contractor of Record: Starts at $325 per contractor per month.
- Global Payroll: Starts at $29 per employee per month.
- Employer of Record: Starts at $599 per employee per month.
Best For
Remote is best suited for remote-first, growing teams that want to simplify international hiring and stay compliant without setting up local entities.
Papaya Global
Papaya Global distinguishes itself in the payroll software category by facilitating secure, seamless payments to contractors and employees across 160+ countries, supported by rigorous security and compliance protocols.
PROS
- 5 individual solutions at an affordable price: payroll, EOR, contractors, global workforce payments, and agent of record.
- Guaranteed 72-hour payouts in 160+ countries with full-service payroll.
- Dedicated local support for international employees.
- Free access to global employment specialists in 160 countries.
- 60-day money-back guarantee for dissatisfaction with platform performance.
- EOR monthly fee reduced from $650 to $599 per employee.
- Papaya Global packs the EOR services you need to do global payroll and employment compliantly in over 160 countries.
- Automated payments in over 100 currencies, 80 of them directly to the worker's bank account through its global banking partners.
- Dedicated customer support providing locations-specific knowledge regarding employment and payroll.
- End-to-end payroll guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, making the platform more affordable and scalable.
CONS
- No free trial or plan is offered.
- Limited existing integrations, but free use of pre-built and custom APIs.
- Additional fees include setup, onboarding, per-employee cycles, year-end fees, and a deposit.
- No local entities in service countries. No tax penalty guarantee info.
- No free trial or free plan.
- Doesn’t own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.
Papaya Global has its own time and attendance tracker that works really well with its payroll and compliance services. We can imagine how well-received this feature is by HR pros who can now handle employee hours, PTO, and payroll in one unified place.
We think Papaya’s benefits team is also among the best in the field. They break down all the options and can pair you with top-quality benefits providers across hundreds of different countries and regions. Best of all, you get all this bespoke advice at no extra cost.
And, just as we expected from a top player, Papaya’s self-service portal is good. It’s very handy for getting started, requesting time off, and checking pay stubs, and now, it’s even accessible on the go.
However, unlike Deel, which has its own entities in more than 150 countries for its EOR services, Papaya Global relies entirely on local partners. This presents compliance risks and potential add-on fees. Further, the fact that the platform doesn't offer a tax penalty guarantee is another thing worth noting.
We contacted several individuals who have used Papaya for at least three months to see how their experience with customer service has been, and the gathered feedback was kind of mixed. While some found the support quick and helpful, others have been dealing with the same problems over and over again. A few even felt like the reps might not have all the answers to solve their reported issues.
1,000+ companies, including Fiverr, Toyota, Wix, Deezer, Intel, and Microsoft.
Papaya offers 5 different modules:
- PayrollPlus has 3 plans: Grow Global, Scale Global, and Enterprise Global, priced at $25, $20, and $15 per month per employee respectively.
- EOR: Starts at $599 per employee per month.
- Contractors: Begins at $30 per contractor per month.
- Global workforce payments: Starts at $2.5 per transaction.
- Agent of Record: Begins at $200 per contractor per month.
Best For
Companies that employ a diverse, international workforce and need a centralized solution to manage payroll complexities.
I primarily used Papaya Global to ensure we were hiring the right people globally while complying with local labor laws. It was invaluable when onboarding new employees, making sure everyone felt welcome and informed, no matter their location. The tool’s reporting capabilities were also extremely useful, particularly when reviewing compensation to ensure fair and competitive pay.
Additionally, it helped manage day-to-day HR tasks like monitoring employee well-being and managing benefits. It was essential in keeping everything organized and transparent across the company, regardless of where employees were based. I used it frequently, as it was like a Swiss Army knife for all HR tasks, especially for managing global operations.
I liked the main dashboard because it was user-friendly, allowing me to access important information quickly. Papaya Global integrated well with the client's existing HR tools, making it easier for everyone and ensuring smooth data flow. The reporting was accurate, providing the exact details needed for decision-making. Lastly, the tool had great scalability, adapting to the client’s needs as they grew without any issues.
I used Papaya Global while working with a client as a freelancer in HR. They started using it because managing HR tasks across different countries was becoming overly complicated and time-consuming. They struggled to keep up with the various labor laws and maintain communication with their team spread around the globe. The tool was a lifesaver, providing a single platform to handle everything and keep everyone aligned.
Personally, I’ve been using it for about two years, and it has been incredibly helpful. It automates repetitive tasks that used to take up a lot of my time, all with the click of a button. It also integrates seamlessly with their other HR systems, allowing information to flow smoothly. It has saved both me and the client significant time and effort.
One major downside is that Papaya Global is quite expensive for what it offers. It doesn’t have enough advanced features to fully justify the cost. Additionally, it’s not very customizable, so it can be difficult to adapt it to specific business needs. While it automates some tasks, many actions still need to be done manually, which is disappointing considering the price. It also has a steep learning curve, so new users might struggle to get accustomed to it quickly, which can slow down adoption. Finally, customer support is not very responsive, which can disrupt workflows when issues arise.
Papaya Global stands out for its Employer of Record feature, which is especially helpful for managing legal compliance overseas. It effectively handles the regulatory challenges of working across different countries, providing peace of mind without the need for a large legal team. Although I haven’t used other tools, this one excels in handling international employment and compliance. The biggest advantage is the confidence it offers in ensuring compliance globally. Managing complex HR tasks across different countries is much easier with this tool, making it invaluable to our company.
When considering a tool like Papaya Global, it’s crucial to assess your company’s global footprint and ensure the tool can handle payroll, legal matters, and hiring across multiple countries. It’s also important to choose a tool that works in locations where you don’t have an office, as this helps you stay compliant with local laws.
Usability is another key factor; a user-friendly tool will help your HR team get up to speed quickly and keep operations running smoothly. Lastly, verify that the tool integrates well with your existing HR systems to allow for seamless data transfer.
By expanding to more countries, Papaya Global has stayed ahead of the competition. It now offers a broader range of services, helping companies manage global offices effectively. Over time, it has improved its legal compliance capabilities, which is critical when dealing with different countries' regulations. The tool has also become smarter with automation and reporting, streamlining processes and freeing up users to focus on more important decisions.
In addition, the platform has been enhanced to make navigation easier, even as it grows more powerful. This has made it a go-to choice for companies with employees spread across the globe.
Let's not forget about the look and feel of the thing. Papaya Global has put a lot of effort into making sure that using their platform is as easy as pie. It's all about making it simple to understand and navigate, even as it gets bigger and more powerful. This has turned it into a go-to choice for companies with employees scattered across the globe.
Papaya Global is ideal for large businesses that deal with complex salary management, especially when they operate in multiple countries. It’s perfect for companies with a diverse global workforce that need a robust system to comply with various labor laws and regulations.
Businesses that value seamless integration with existing HR systems and require advanced technology to handle complex tasks will find this tool especially beneficial. Even if a company doesn’t have offices in every country they hire from, this tool can manage payroll effortlessly.
Papaya Global might not be the best pick for companies with basic payroll needs because it could come with more bells and whistles than they actually need. If you're a small business with a tight wallet, the price might seem a bit steep, especially if you're not looking to manage payroll across different countries.
Plus, if your team isn't full of tech personnel or HR minded individuals, you might find it a bit tricky to use and might not get the most out of all its fancy features. For places like that, something simpler and easier on the budget might be the way to go.
APS
After testing APS firsthand, we found that its mix of human expertise and experience in service-based industries across 50 U.S. states makes it an excellent fit for organizations in the country looking for reliable payroll processing combined with exceptional support.
PROS
- Each customer is assigned a dedicated account team, ensuring personalized, prompt assistance.
- Tailored payroll expertise for sectors like healthcare, hospitality, churches, and non-profits.
- Recent updates to the UX/UI have modernized the interface while retaining familiarity.
- Comprehensive HRIS features, including workforce planning, AI Assist for HR, and integrations with popular platforms like QuickBooks Online.
- Affordable for small to mid-sized businesses.
- Processes payroll across all 50 U.S. states.
- APS is very cost-effective. Although the pricing is custom and depends on your business size, we’ve heard current users speak of its affordability. Jackie R, who is a HR Director for a small-sized company says, “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but get everything they offer at APS for a price we can afford as a small business.”
- Their customer service is remarkable. As testified by multiple users, the customer service team at APS is prompt and there for you every step of the way, right from implementation to anytime you get stuck using the software. They’ll likely resolve your issue within the same day.
- APS is very easy to navigate and everything is updated and saved in real-time. Despite its complex features, you would likely not find it confusing. They also have how-to guides that come in very handy.
CONS
- No free trial available.
- Only supports payroll in the United States, excluding international use.
- Payroll must be purchased to access other features like workforce management.
- Minimum cost of $250 per month applied to all 25-to-100-employee companies.
- The reporting feature is limited in functionality. Sometimes, there will be missing information that you may require.
- Although their customer support is prompt, you can’t directly reach their team via phone. Customer service answers your queries via email and if you wish to talk to someone on the phone, you’ll have to mention it.
APS Payroll is a solid, U.S.-focused payroll solution with a human touch that truly sets it apart from many competitors.
One of its biggest strengths is customer service. From day one, you’re assigned a dedicated account team, which means there’s always someone familiar with your setup available to help. Throughout our experience, we found APS’s support team to be responsive, with most issues resolved within the same day. Most users we spoke to also praised the payroll software vendor for being there from the implementation phase through ongoing assistance.
APS specializes in payroll for service-based industries such as healthcare, hospitality, churches, and non-profits. This focus has allowed APS to develop a payroll system tailored to meet the unique needs of these sectors, including managing workforce planning while ensuring compliance with the varied payroll regulations across different U.S. states.
During our test, we appreciated the expertise of APS’s payroll specialists, who clearly knew the intricacies of state-level payroll requirements—something that sets APS apart from competitors relying solely on automation.
Over the past couple of years, APS has made notable product enhancements, including AI Assist for HR and integrations, but our favorite is the platform’s new look. Previously, the outdated design was one of our biggest complaints. However, by the time of our test, APS had updated its interface while striking a balance between modernizing and maintaining the familiarity that many long-time customers prefer.
APS doesn’t offer a free trial; however, the pricing starts at $250 per month for 25-100 employees, which makes it quite affordable for small SMBs compared to other payroll providers.
During our research, we spoke with Jackie R., an HR Director for a small company. “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but we get everything they offer at APS for a price we can afford as a small business,” Jackie shared.
This aligns with our experience—while it’s not the cheapest option out there, the features provided make APS a valuable solution for businesses needing robust payroll and HR services without breaking the bank.
Unfortunately, APS's primary focus on the United States means it lacks the ability to handle operations for companies outside the country, making it a poor fit for international organizations.
Another thing to bear in mind is that the payroll solution is a required component of using other services that APS offers, such as benefits or HR. So, if you’re looking for a workforce management solution but want to keep your current payroll tool, APS is not ideal for you.
3,500+ companies, including Wahlburgers, Rainbow Sandals, Grayson College, and Hillside Christian Church.
- For businesses with 25-100 employees, APS starts at $250/month, which includes a base fee of $50 and an additional $5 for each employee. Optional features like attendance tracking and scheduling are available for additional costs.
- For companies with more than 100 employees, pricing is available upon request.
Best For
U.S.-based companies in the service industry.
Homebase
Homebase is a simple yet effective payroll solution that is a great bet for small businesses in the retail, hospitality, and service industries. Its biggest strength lies in how swimmingly it integrates with Homebase’s time tracking and scheduling tools, which makes payroll easy to run with minimal manual input.
PROS
- Easy integration with Homebase time tracking and scheduling helps reduce manual payroll work.
- Clear pricing at $39/month plus $6 per active employee, which is quite affordable for small businesses.
- Automated tax filing at federal, state, and local levels built-in.
- Facial recognition clock-in to reduce buddy punching and time theft.
- User-friendly interface designed for hourly workers and shift-based businesses.
- Separate dashboards for managers and employees
- Real-time communication features allow for schedule changes on the move
- Requesting and approving paid time off is easy
- Great scheduling templates help managers streamline work
CONS
- Not ideal for larger businesses needing dedicated payroll support.
- US-only payroll with no support for international employees.
- Facial recognition currently does not verify photos against employee profiles.
- Limited third-party integration support
- Additional features are somewhat expensive
If you’re a small retail, restaurant, or service-based business, Homebase Payroll can keep your HR and payroll operation simple and efficient for you.
One of this payroll system’s biggest advantages is how well it syncs with Homebase’s time tracking. Unlike Gusto, which requires third-party time tracking integrations, Homebase automatically pulls employee hours, overtime, and PTO into the payroll system.
During our testing, we clocked in and out using the Homebase app, and our hours were instantly reflected in the payroll dashboard without needing manual adjustments. This makes it a great fit for small businesses that rely on hourly workers and shift-based schedules.
Additionally, Homebase offers overtime prevention tools, which automatically clock out employees when their shift ends to prevent unapproved overtime. This is a feature we haven’t seen in other payroll solutions like APS and Gusto, which makes Homebase a stronger option for labor cost control.
We liked that Homebase provides automated payroll tax calculations and filings at federal, state, and local levels. The platform also includes a facial recognition clock-in feature to prevent buddy punching—something not natively available in competitors like Gusto or APS. The only drawback here is that this feature doesn’t match employee photos to their profiles, making it less foolproof than it initially sounds.
We think Homebase is great for small businesses, but it may not scale as effectively for larger organizations as a few other SMB-friendly payroll software like Gusto.
Another thing to bear in mind is that similar to APS, this vendor is hyper-focused on the U.S. market and thus does not currently support global payroll. Also, they don't offer dedicated account teams if you're looking for more personalized customer service.
100,000+ U.S.-based companies, including Fuzzy Goat Yarn Shop, The Blind Goat & Xin Chao, and Arthritis and Osteoporosis.
Homebase has a clear pricing structure specifically for small businesses. The payroll tool is marketed as an add-on and can be added to any Homebase plan (even the free one) for $39 per month, plus an additional $6 per month for each active employee.
Best For
If you’re a small retail, restaurant, or service-based business, Homebase Payroll keeps things simple and efficient. It’s a great choice for small, shift-based businesses that need automated payroll with built-in time tracking and overtime prevention.
Key Payroll Software Features
Key payroll software features include automated payroll processing, employee self-service, time tracking integration, multi-state and global compliance, customizable reporting, mobile compatibility, and security and data protection.
- Automated Payroll Processing: Ensures accurate, on-time payments by automating calculations, pay runs, and tax filings.
- Employee Self-Service: Lets employees view pay stubs, update tax details, and access payroll info without HR intervention.
- Time Tracking Integration: Connects directly to attendance systems to automatically pull in hours, overtime, and PTO data.
- Multi-State and Global Compliance: Keeps you aligned with local, state, and international tax laws and labor regulations.
- Customizable Reporting: Offers precise, accurate data on their payroll costs, taxes, benefits, and workforce metrics to aid decision-making.
- Mobile Compatibility: Managers and employees can access payroll info using their mobile devices.
- Security and Data Protection: Safeguards sensitive employee and financial data through encryption, multi-factor authentication, and role-based access.
How to Choose Payroll Software
Before making any investment in a payroll system, you must know what your team wants to achieve with this tool. Our recommended vendors in this buyer guide will save you time and help you narrow down your shortlist to 3-5 options based on your needs.
Next steps, you’d want to jump on a demo with each of these vendors and trial their products first-hand. Equip yourself with the following to ensure you cover all the bases:
- Expert support: Top-tier vendors often provide service-level agreements with guarantees for known scenarios like wait times. For example, APS offers dedicated support and guarantees that 100% of customer queries are answered within an hour. You should also look at real user reviews as they can offer a unique glimpse into how much a vendor prioritizes the customer experience. We did just that—including a verified user review underneath the detailed review of each tool we recommend, so be sure to take advantage of it.
- Key Payroll Software Features: A bare-bones payroll software platform provides automated payroll processing, including time tracking, tax calculation, filing, and pay distribution functions. Another nearly-standard element is employee self-service functions. Think twice about skipping this feature: employees love it, and your HR team will thank you for the time they’re not spending checking someone’s current PTO accrual.
- User-Friendly Interface: In addition to good desktop performance, we recommend companies that offer apps or a mobile-friendly web interface. This is especially critical for payroll software because most users will be employees, not members of your HR team. Look for tools built to enable all users to get the most out of the product. Everyone should be able to access their info on the go with ease.
- Compliance Assurance: If you’ve ever been tasked with running payroll, you know that state and federal regulations are numerous and subject to change (check out the screenshot below as an example). Payroll software should operate in compliance with regulatory standards so you are not at risk of fines or penalties associated with late or incorrect filings.
The last step is determining how much each option would cost you. Most vendors can give you a tailored quote post-demo, but don’t forget to let them know you are also considering other options. From our experience, sales tend to give informed prospects a better quote so that they can compete with their rivals. Once you reach the point where you have all your key notes on each option’s features, drawbacks, and rate cards, you’ll see how easy it is to spot the best payroll software for your company.
Pitfalls When Buying Payroll Software
Some critical pitfalls to watch out for when considering the purchase of payroll software are underestimating the total costs of ownership, ignoring scalability, and overlooking compliance and integration requirements.
1. Underestimating Total Costs
Many businesses focus solely on the initial purchase price of payroll software, neglecting to account for ongoing costs that can accumulate over time. This includes subscription fees, training expenses, and potential costs for necessary upgrades or additional features.
A low-cost solution may end up being more expensive in the long run due to hidden fees or inadequate functionality that requires further investment.
2. Ignoring Scalability
Choosing payroll software that does not accommodate future growth can severely limit a business's operational capabilities.
When an organization expands globally, for example, their payroll needs become more complex; thus, selecting a solution that lacks global payroll capabilities can result in inefficiencies and require a costly switch to a new system later on.
3. Overlooking Compliance and Integration Needs
Compliance with tax laws and labor regulations is critical when managing payroll. Many businesses mistakenly assume that payroll software will automatically ensure compliance, but errors can still occur, leading to potential legal penalties.
Given that more than 9 in 10 business leaders worldwide (94%) want to see their payroll software integrated across all their HR systems, failing to consider the payroll software’s integration capabilities can lead to data inconsistencies and operational disruptions.
4. Documentation Readiness
Comprehensive documentation completed in advance will ensure a smooth payroll system implementation. Timely payroll processing is critical for building employee confidence in the new system, so do everything you can to ensure the software makes a good first impression.
5. Broker Compatibility
If you work with an insurance broker, ensure the chosen vendor supports this partnership arrangement. Not all vendors accommodate external brokers, and those that do may impose additional fees.
6. Geographic Mismatch
Whether it’s global access or county by-laws, make sure your vendor can support all your employee types (independent contractors vs. employees) and office locations (Canadian payroll vs. state-side or international payroll). Read the fine print if you’re looking for a global payroll solution.
As of 2024, payroll for contractors in other countries is fairly common, but this is not the case for employees outside of the U.S., for whom EOR providers may offer more suitable services.
Payroll Software Pricing
Payroll software is typically priced per employee per month. Many vendors offer free trials (such as Rippling, Remote, and Paycor), and most offer discounts for longer-term commitments. As indicated in our payroll software pricing guide, a good payroll tool can cost as little as $19 per month to up to four figures, depending on your business size, employment types, and support requirements, among others.
We recommend negotiating, even if it’s a little out of your comfort zone. Deals can be found if both parties are flexible. From our experience, many vendors, especially those who don’t list their pricing on their websites, are open to negotiation, so go ahead and ask.
Payroll Software FAQs
What is payroll software?
Payroll software is a specialized solution designed to streamline, automate, and manage employee payments.
Can my company do payroll without software?
Technically, yes. But is it a good idea? Probably not. While it's possible to process payroll and benefits manually, this approach is prone to human error and demands significant time and effort.
Automating payroll frees up valuable time that can be better utilized to enhance your business or product. It also reduces the risk of compliance-related fees and fines, provided that you go with a vendor that specializes in your jurisdiction and can provide not only a good tool but also excellent guidance when it comes to navigating those legal intricacies.
What are the different types of payroll systems?
Payroll systems can be categorized in various ways based on specific criteria:
- Country-specific payroll systems, for example, Canadian payroll tools, are tailored to meet the legal and tax requirements of a specific country and often include localization features such as language support and compliance with local payroll regulations.
- SMB-focused payroll platforms are designed specifically for budget-minded teams and, thus, are typically affordable and cover essential payroll processing without the complexity of larger systems.
- Enterprise payroll software is developed for large organizations and can handle a high volume of payroll transactions, and comes with advanced features like integration with other enterprise systems, extensive reporting capabilities, and customizable configurations.
- Global payroll systems are suitable for companies with a global workforce, with multi-country payroll, HR, and compliance for different types of workers.
- Industry-specific payroll software, such as trucking payroll software, often includes additional features relevant to particular labor laws or industry practices, such as tracking of overtime, certifications, or union agreements.
Should I use payroll software or payroll services?
It depends on your specific use cases. Payroll software and payroll services serve different needs. Payroll software automates processing, manages employee data, calculates taxes, and ensures legal compliance, making it ideal for in-house, established accountant teams.
In contrast, payroll services or payroll outsourcing offer a hands-off approach, where dedicated professionals manage all payroll tasks. This is perfect for those with limited human capacity for payroll management and who would like to hyper-concentrate on their core business functions.
Are payroll and benefits software better handled through the same platform?
Many vendors provide comprehensive solutions that cover both payroll and benefits tools. Conversely, some vendors focus on either benefits or payroll alone and offer the rest through partners and integrations.
In our view, using the same platform for payroll and benefits can significantly simplify processes, enhance data consistency, and may even cut costs. Nevertheless, the decision ultimately depends on your particular needs, preferences, and scale.
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