11 Best Benefits Administration Systems (2024)

Deel has a user-friendly interface that is easy to navigate. The 24/7 chat feature is helpful whenever I have questions. Creating background checks through Deel is straightforward.

We purchased Deel in the spring of 2024. Our company was expanding its contractor base and needed payroll software to streamline the process. Our goals included simplifying contractor onboarding and payment while allowing contractors to upload their timesheets.

We needed a platform that could support these tasks, answer questions along the way, and assist with tax filing. We used Deel for about two months before deciding to switch to a different platform.

I’m not a fan of the pricing model, as it charges for all contractors added, even if they haven’t been paid. It feels as though there is a fee associated with nearly every action. Contractors also often seem confused when uploading their timesheets.

I appreciate Deel’s customer service, especially the 24/7 chat feature. Other tools require calling during business hours, which can be inconvenient.

I suggest prioritizing ease of use, price, and potential hidden costs. Ask whether the tool charges for customer service inquiries, monthly fees, and how pricing is structured for each contractor or employee. Personally, I prefer not to pay for a contractor I haven’t actually paid yet.

The home page and navigation were recently updated and look improved, though I don’t find this to be a significant change.

Deel is suitable for established small businesses.

• Very organized to track international payroll and PTO.
• User friendly for both hiring manager and employee.
• Great dashboard and easy to navigate.

We made international hires. Remote provided a safe space for us to negotiate, track and provide timely payments to our international employees. Remote provides similar HR/Payroll usage as another in-house system for example like TriNet.

• If you’re unfamiliar with international payroll processing, it can be confusing.
• Invoices need to be attended to so employees do not miss timely payouts.
• Benefits and policies can be different country to country.

Remote is the only platform I have used for international hiring purposes.

• What does the hiring manager and employee need access to regarding payroll, benefits and HR purposes when hiring internationally.
• Confirmation that Remote can support the respective country you are hiring someone

I’ve used Remote for about 6 months now and it’s worked like a charm. They provide a great customer support team that is responsive and knowledgeable about everything related to hiring and payroll policies with respect to regions and countries.

Companies that are looking to expand hiring internationally.

Gusto simplifies hiring in different states and ensures compliance with varying state laws. The platform is user-friendly, making it easy for both HR staff and employees to navigate. It includes all essential HRIS functions without unnecessary complexity.

Our company chose Gusto to streamline our payroll processing, prioritizing a system that was affordable and easy to set up and use. With a focus on hiring across the US, we needed a reliable platform to handle state registrations and payroll compliance quickly and efficiently. Gusto not only manages payroll but also covers essential HR functions such as expenses, time off, and benefits. It serves as the single source of truth for our US employees and contractors. I've been using Gusto for five months, having been with the company for the same period.

The reporting features in Gusto are somewhat limited and not very user-friendly. We have experienced errors in reporting that have resulted in penalties, although Gusto did reimburse us for these. Customer service response times can be slow, ranging from several days to weeks.

Gusto stands out for its simplicity and competitive pricing. It handles many compliance details, which are often challenging for small businesses to manage on their own. For those seeking a straightforward solution that consolidates multiple HR functions, Gusto is an excellent choice.

When considering a tool like Gusto, evaluate your company’s growth trajectory and geographic spread. Assess the core HR needs your organization must fulfill, such as onboarding, payroll, and compliance, and determine whether Gusto can effectively address these while offering time and cost savings. Prioritize your HR team's needs, focusing on what currently consumes the most time and how a tool can streamline these processes.

Since I started using Gusto, the platform has remained relatively stable without significant changes. However, there have been concerns about the declining quality of customer support, which has become less efficient and helpful over time.

Gusto is well-suited for small businesses, ideally with fewer than 50 employees. It might stretch to accommodate a few hundred employees, but that is nearing the limit of its capabilities without straining the system and the HR team.

• Payroll processing is made simple for users of all levels by OnPay’s user-friendly interface.
• Its comprehensive suite of payroll solutions ensures accuracy and saves time, offering features like direct deposit, automatic tax calculations, and compliance management.
• The customer service provided by OnPay is excellent, with professional support agents available to help with any queries or issues.

My company chose OnPay because we needed a less time-consuming and more straightforward solution to manage employee benefits and payments. Before OnPay, we had trouble tracking taxes and ensuring accuracy. Payroll automation, tax computation, and benefit tracking became easier with OnPay. It has helped us save a lot of time and minimize errors over the past year. Additionally, the customer service has been excellent in answering queries and providing support.

• Compared to some of its competitors, OnPay offers limited integration with third-party apps, which can hinder seamless data flow for companies relying on multiple software programs.
• The pricing structure can be expensive for smaller firms that require more services or products beyond the basic payroll package.
• There are limited options for customizing payroll settings and reporting, which can make it challenging to adapt the system to specific business requirements.

OnPay sets itself apart from rivals by offering a simple, user-friendly interface that makes payroll processing accessible, even for those with minimal accounting experience. In contrast, some competitors have more complex systems that require in-depth training.

OnPay’s transparent pricing, with no hidden fees, allows businesses to budget for payroll services more easily. Other competitors have more variable pricing structures, which can become complicated and expensive as they scale.

OnPay is designed with small to mid-sized enterprises in mind, offering features like easy setup, streamlined processes, and extensive customer support tailored to their needs. In comparison, some competitors focus on larger businesses and may prioritize different tools over OnPay.

• When choosing a payroll solution, look for one that is easy to use with a flexible design, like OnPay.
• Ensure there are no hidden fees and that the pricing structure aligns with your organization's budget.
• To make payroll processes more efficient, prioritize features such as automatic tax calculations and compliance tools.
• Choose a service provider like OnPay, which offers dedicated customer support when needed.
• Finally, maximize productivity by selecting a tool that integrates with other apps your organization uses.

Over time, OnPay has added features like payroll compliance management and automated tax computation tools, improving its user interface for a better customer experience. It has enhanced integration capabilities, making data sharing with other apps easier.

OnPay has also invested in attentive customer service to offer timely support. Additionally, the pricing strategy has become more flexible and transparent, catering to the financial needs of small and mid-sized enterprises.

Small to medium-sized enterprises needing a reliable payroll solution with features like automated tax computations and compliance monitoring will find OnPay well-suited to their needs.

OnPay provides an effective payroll processing solution for businesses seeking simplicity without the complexity of larger systems, thanks to its clear pricing structure and prompt customer service.

Working with Bennie's team is one of the best aspects of Bennie. They make benefits easy to understand for HR professionals and employees. Bennie prioritizes helpfulness over sales. Their app saves the HR team time and simplifies benefits navigation for employees.

Our company chose Bennie because our previous insurance broker was not very helpful. Bennie's team was supportive from the beginning, breaking down benefits concepts and information clearly. They also secured better pricing for our benefits. Their tech-focused and innovative approach was a significant factor in our decision. We used Bennie for at least two years while I was with the company.

I can't find much to dislike about Bennie. More clarity about timing for adding new employees to the system would be helpful. It would also help if customer success managers set specific dates for renewals. However, these issues are minor.

Bennie leads with helpfulness and acts as an extension of the HR team. They have been customer-focused from the start, with an amazing support team. While competitors may be catching up, Bennie was built on this helpful approach.

Consider the cost savings from a benefits perspective, as this is where most savings will come from. Time savings are also crucial; directing benefits questions to Bennie saved me a lot of time. Assess how they present information and whether they offer options and suggestions to improve your benefits strategy. Evaluate if they help you benchmark your current position.

They have increased their services and partnerships. As the benefits landscape changes, Bennie keeps up with these shifts.

Bennie is suitable for anyone looking to improve their benefits and benefits strategy.

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.

1. Namely offers excellent benefits brokerage and administration, making it easy to manage employee benefits.
2. The customer service provided by Namely is outstanding, with quick and helpful responses to our needs.
3. The onboarding process for new employees is streamlined and efficient, reducing the time and effort required to bring new hires on board.

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

1. Uploading form templates into Namely can be challenging, requiring additional time and effort.
2. The ability to add e-signatures to documents is limited, which could be improved for better functionality.
3. Making edits within the platform can sometimes be difficult, causing frustration when changes are needed.

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

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

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

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

• The platform is user-friendly for both employers and employees.
• It provides a centralized system to manage all employee benefits.
• It simplifies and streamlines the open enrollment process.

Maxwell Health was provided to my company through our insurance provider. Prior to this, my company did not have a centralized platform for managing employee benefits. Maxwell streamlined our open enrollment process and overall benefits management. It provided a single platform for employees to access and manage their benefits easily.

Additionally, it simplified benefits administration for the HR team, making the process much more efficient.

• It can be challenging to get direct support within the system.
• There were occasional issues with employee records after they updated their personal information.
• From an employer’s perspective, it was difficult to make changes during open enrollment once the official deadline had passed.

Maxwell offers a simplified and user-friendly platform that employees can easily navigate and understand.

Pricing should be a key consideration when selecting a platform. Ensure the tool is user-friendly for both employers and employees to avoid unnecessary complications. Integration with your payroll platform is highly beneficial for seamless administration.

Confirm that it is compatible with your offered benefits and your insurance broker’s platform(s) to avoid technical issues.

he platform has undergone slight modifications to improve usability, making it more user-friendly for employees.

Maxwell is well-suited for organizations that provide multiple benefits to their employees.

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.

• The recruitment and onboarding systems are very easy to use.
• The information flow from the recruitment system to onboarding is one of the features we like.
• The recruitment system helps us track applicants and makes posting on various platforms easy.
• They have a mobile app, which provides convenience.
• The recruitment system facilitates easy and trackable communication between different interviewers.
• For technology roles, when an assignment is given, the system tags the score with the candidate's profile, which is very helpful.

The major challenge that the company was facing was the recruitment and onboarding alignment. Everything was done manually as a start-up, and it was taking too much time. Zenefits was one of the comprehensive HRIS tools that is integrable with Intuit QuickBooks Online, which was already in place. We were also looking for a long-term solution that would help us with leave and attendance management in the future if required.

• The pricing starts from 5 employees. Even though we weren't 5 employees when we started using it, we had to pay for 5 employees.
• The implementation of Zenefits normally takes about 4-6 weeks.
• There are a few things in onboarding that need to be tracked manually by the admin.

One of the major benefits of Zenefits is its pricing, which is an important factor for a start-up.

• Pricing.
• Ease of use - how easy it is to use not just for the admin but also for the employees.
• From a long-term perspective, what features they might need in the future.
• Mobile app - nowadays, it is important that the system is available on the go.
• Privacy and confidentiality.

I have not worked on it for a long time to know the changes.

Zenefits can be good for organizations that have more than 5 employees and where HR can be seen as a strategic partner instead of just an admin.