Best Payroll Vendors (2024)
The Best Payroll Vendors plus pricing guidelines, implementation advice and more!
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Best Payroll and Benefits Software
Are you looking to upgrade your payroll vendor to a more automated and modern solution? We’ve reviewed hundreds of payroll software tools since we’ve been writing about such products since 2017. We’ve seen dozens of them with a remarkable benefits management module. This beckoned putting together a separate list; one for SMBs that would derive value from combining payroll and benefits into a single platform. Please note, this list is really for companies that are less than 1,000 employees!
In addition to the best payroll software, we're also going to tell you a bit of advice around what to look for in these vendors, pitfalls that we've seen HR teams fall into, the key benefits, and some pricing guidelines.
We hope this is a useful resource as you look to pick the payroll company that is best for your business.
To select the best payroll and benefits software and to ensure we specifically list products offering this combination of functionality rather than general payroll software, we did demos, conducted user interviews, and tested dozens of tools that met the basic requirement. The ones that made the cut excel particularly in three key factors: ease of use, payroll automation, and benefits packages.
- Ease of use: The sweet spot is a tool where everything is easy to figure out; you’re not overloaded with buttons and text, yet you don’t sacrifice robustness and capabilities. These tools are all remarkable in the way they solve this challenge.
- Payroll automation: Something is not quite right if a payroll tool doesn’t let you automate a good portion of the job with confidence. We prioritized vendors who are pushing the envelope here.
- Benefits packages: To be a best-in-class payroll and benefits tool, the benefits module needs to go beyond the basics. Tools that just do 1-2 benefits on top of payroll don’t cut it. We’re looking for those that offer good variety, and even for international teams, on top of a world-class payroll product.
To learn more about our process for vetting software companies, you can read this blog on how we evaluate HR tech vendors.
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Need Help? Talk to an HR Software Advisor!
Tell us more about your company & an HR Software Advisor will help you find the right software
![Deel](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/65dca3f00ecf7205308db5d5_Square_Deel_Logo_Wordmark_Black-White_Large%201%20(1).png)
Deel
![Deel](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/65dca3f00ecf7205308db5d5_Square_Deel_Logo_Wordmark_Black-White_Large%201%20(1).png)
Deel’s software was designed for payroll compliance in over 150 countries. It also incorporates some core HR features and has a notably easy-to-use interface.
PROS
- Deel excels in customer support, offering around-the-clock in-app help and an industry-leading 2-3 day onboarding speed. Users can also access local payroll experts across jurisdictions, which aids contractors in establishing themselves as LLCs, for instance.
- Integration with popular software like Quickbooks, Bamboo HR, and Greenhouse, along with customizable integrations, streamlines processes.
- Tech-enhanced self-service approach for quick setup. Identity verification is swift, often under 24 hours.
- Automated invoice generation for both company and contractor/employee sides.
- One of the best features of Deel is its customer service. They offer 24/7 in-app support and the fastest-in-class onboarding speed of 2-3 days. Users get access to local payroll experts in each jurisdiction, and support is available for contractors facing challenges setting themselves up as an LLC.
- Integrates seamlessly with common platforms like Quickbooks, Bamboo, Greenhouse, and more. They also offer custom integrations to automate and sync processes.
- Self-service approach; tech-enabled features so customers can jump in quickly and easily. Our user researchers found it quite easy to set up: the identity verification process consistently took less than 24 hours, and in some cases, it took mere minutes.
- Automated invoices, which are a breeze to do as long as they’re in English, both on the company and the contractor or employee’s side.
CONS
- The benefits offered could be considered basic compared to more specialized vendors.
- Certain modules like onboarding automation are only offered as add-ons at an additional cost.
- Flexibility is limited in modifying contracts or service agreements; changes often require addenda.
- A $5 payout fee is applicable.
- Invoice generation appears to be available exclusively in English.
- Some of Deel’s best and most powerful services, like onboarding automation, appear to be add-ons, which might be too costly for some companies
- There is little to no flexibility when it comes to altering their contracts or service agreements, so many changes would require an addendum.
- There is a $5 fee per payout
- As far as we’ve seen, it’s not possible to generate invoices in another language.
![Deel's payroll service software dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/61511b8d681d09104f9b9b21_608312655bf1bf712a70b9d9_dashboard.jpg)
Deel is one of the top companies for international payroll. If you have an international team of remote workers, it’s a tool that’s worth looking into. You can use it to hire people as contractors or as full-time employees through either the EOR or PEO offerings.
The tool itself is quite easy to use and ever-expanding. Since we first became familiar with the tool, Deel has grown to include basic HR features, as well as a myriad of other hiring workflows. These include background checks, equity plans, flexible workspaces, employee onboarding, visa and immigration consulting, and more.
Deel's client list includes names like Brex, Google, Duffel, Andela, HomeLight, and Makerpad.
An interesting aspect of Deel is its free sign-up option, allowing you to explore the tool without any charges until you bring on your first team member. Afterward, Deel's pricing model takes shape as follows:
- Contractors: Priced at $49 per contractor per month, Deel handles payroll and compliance for contracts in 150 countries.
- Full-time: Starting from $500, this plan enables you to employ full-time team members in a new country without the need to establish a legal entity. Deel takes on the role of Employer of Record and manages the employee on your behalf.
Best For
Businesses with multi-country payroll needs; good for those that have a mixed bag of full-time employees, contractors, and freelancers overseas.
Deel serves as our HRIS system for all personnel outside the US, including contractors and employees through EOR in countries like Armenia, Georgia, Kazakhstan, Mexico, and the Netherlands. We use it for payroll processing, employee tracking, managing time off, and ensuring legal compliance in each country. Compliance is crucial, as Deel helps ensure we adhere to local employment laws. Additionally, it manages expenses and other HR processes for our non-US employees.
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Deel simplifies the hiring process, particularly for contractors, making it incredibly user-friendly. The compliance features are invaluable, keeping us informed of legal changes across different countries. Moreover, the platform itself is straightforward and easy to navigate.
Our organization needed a system that would enable us to quickly hire contractors in Europe while scaling with our growth. Deel was chosen for its clarity, ease of setup, and cost-effectiveness. Initially, it was used for managing our European contractors, but as we transitioned from contractors to full-time employees, Deel's capacity to handle EOR and contractors across multiple countries proved ideal. We have been using Deel for just over a year, starting with contractors and recently expanding to include EOR services for our European employees.
Navigating the platform can sometimes be confusing when trying to locate specific features. Currently, Deel does not support adding US employees, necessitating separate HRIS systems for our US and international staff. Additionally, we occasionally encounter unexpected fees.
Deel offers a more affordable solution compared to its competitors, although it's important to consider potential hidden fees. While the platform's overall look and functionality are similar to others in the market, the differences are relatively minor.
When considering a tool like Deel, evaluate your hiring needs outside the US. Inquire about all potential costs, including benefits and administrative fees. Also, plan strategically for the countries you intend to hire in, as adding multiple countries can complicate the process.
Deel is actively developing new features aimed at becoming a comprehensive solution for US-based employers managing international hires. This ongoing evolution is geared towards creating a single platform that can accommodate a variety of HR needs.
Deel is exceptionally well-suited for SMBs to small enterprise businesses that need an efficient platform for managing contractors. It offers simplicity and ease of use that is ideal for businesses at this scale.
Larger companies may find Deel lacking in features necessary to manage a large employee population effectively, making it less suitable for bigger enterprises.
![ADP](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63db77877b88cffce062e5e0_ADP-Logo.png)
ADP
![ADP](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63db77877b88cffce062e5e0_ADP-Logo.png)
Possibly the longest-standing company in the payroll market, ADP deserves a mention. Their breadth of features includes many other HR workflows which fit enterprises and SMBs alike.
PROS
- Native, all-in-one technology suite for recruitment, payroll, and compliance.
- 17 RPO service centers in 14 countries and provide services in 42 different languages.
- Dedicated team of AIRS-certified recruiting professionals.
CONS
- Technology options outside ADP’s dedicated HR tools are limited.
![ADP's business payroll service software dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/604f1082991ee123b4d77bba_img-hp-solution-wizard-10292020.png)
ADP is perhaps the best known company in the payroll space. Given their scale, they can offer just about everything your business needs when it comes to payroll and benefits.
The Boston Globe, Whole Foods, The Bancorp, BP, Douglas Ellman Real Estate, Margaritaville, LongHorn Steakhouse
Sometimes ADP has special offers, like getting 3 months free when you sign up for their small business payroll processing plan. However, they don't share the prices for their payroll packages, so you'd have to request a quote to move forward.
Best For
ADP is a good bet for companies of many sizes, but they’re certainly not the most self-service product out there. Their products are worth looking into if you’d prefer to have professionals work with you on setting up payroll.
ADP is used to process our US payroll and enroll in US benefits. It is also used for ADA compliance and generating 1095 forms for our employees. Since payroll is processed through ADP we also generate W2s for our full time employees. ADP helps to streamline benefits enrollment as we are able to have carrier connections with our carriers and ADP
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I like ADP's ADA health compliance features, I like their payroll processing features, and I like their report-generating tools
West Monroe has used ADP for 10 years now. We moved to ADP to streamline benefits enrollment and to process payroll. ADP was purchased to help West Monroe grow to scale. When it was first purchased we were at 300 employees. As of today, we are at 2000 plus employees who we process payroll and benefits for
I dislike their open enrollment platform, customer service is sorely lacking, and their employee benefits profile always has problems
ADPs reporting is intuitive and one of the only features i like and would recommend
People should think about how they want to grow with ADP. For example, West Monroe is now an international company, and ADP payroll and benefits only works well for those in the US
The updates in their reporting abilities have helped with our company's needs
ADP is good for payroll and tax admins
ADP is not good from an employee perspective. The way benefits enrollment is done is confusing as are the pay statement reviews
![Gusto](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b3cd4541ebb18aa5246ec6_Gusto-%20Logo.png)
Gusto
![Gusto](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b3cd4541ebb18aa5246ec6_Gusto-%20Logo.png)
Gusto is a versatile solution: flexible pay schedule options, payroll deductions, automated tax filing, benefits, self-service, and more. SMB users particularly appreciate its compatibility for both W-2 employees and domestic and international contractors.
PROS
- Gusto payroll works for U.S.-based workers (W-2 employees and contractors) and for international contractors.
- The software supports online signatures and automated tax filing.
- Flexible payroll options accommodate different schedules and unlimited pay runs.
- Automatic deductions streamline benefits administration.
- Phone support, email, and customer service resources are available.
- Licensed benefits advisors are accessible to all plan users.
- Transparent pricing with no long-term contracts and no account setup fees.
- The dashboard feature keeps tabs on compliance tasks
- The hiring and onboarding sequence is nicely streamlined between HR and the new hire
- Post-offer, pre-start tasks are made easy with integrations like CorpNet (state tax set up) Checkr (background checks)
- Easy payroll for U.S.-based W-2 folks, domestic, and international contractors
- Person-to-person phone support, email, and other customer service resources
- The business model is responsive to customer needs
CONS
- No payroll support for international employees.
- There is no native accounting feature for tracking earnings and spending.
- Simple plan lacks native time tracking and online signatures, requiring third-party integrations.
- The analytics dashboard is basic.
- Federal/state compliance alerts and existing broker/health insurance integration require the Premium plan or add-ons.
- A free trial is not available.
- Gusto can support payments for international contractors, but not employees
- No native accounting feature to keep earning and spending under the same roof
- Analytics dashboard is simplistic
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/60501dbaa6bd9566799e4345_Gusto_Payroll_SSR.png)
We have found Gusto to be a versatile payroll and benefits software that caters to the needs of small and medium-sized businesses.
One of the standout features of Gusto is its support for W-2 employees and domestic and international contractors. The software's capabilities extend beyond payroll, providing support for online signatures and automated tax filing, which streamline administrative tasks. We have a weak spot for flexibility, and Gusto doesn’t disappoint us by providing different pay schedules and unlimited pay runs.
Gusto has also known among HR folks for its support responsiveness. The platform provides phone support, email assistance, and licensed benefits advisors for all plan users to ensure that users can receive prompt service when needed. It also is praised for having a transparent pricing structure, eliminating long-term contracts and account setup fees.
However, it's important to note that Gusto does not currently support payroll for international employees. Additionally, the software lacks a native accounting or spend management features, so users must rely on third-party integrations.
The analytics dashboard, while functional, may be considered basic. And please be aware that federal/state compliance alerts and integration with existing brokers are exclusive to Gusto’s highest tier plan or available as add-ons.
A free trial is not an option here, limiting the opportunity for businesses to explore the tool before committing.
American Canning, Matchless Builds, Citizen Pilates, Pain Clinic, Distant Moon.
Gusto offers flexible pricing options to cater to different business needs.
- The Simple plan is available at $40 per month plus $6 per person, while the Plus plan is currently on a limited-time sale at $60 per month plus $9 per person.
- For more customized solutions, the Premium plan offers tailored options and custom pricing.
- For businesses with contractor-only workers, Gusto provides a monthly plan at $6 per person.
Best For
Gusto offers an affordable basic plan, making it accessible for budget-strapped startups. Additionally, the top-tier Premium plan is an excellent choice for SMBs with available capital to invest in human resources, particularly if they have a small HR department.
We use Gusto on a weekly and bi-weekly basis to pay contractors, send offer letters, engage employees, and onboard new hires. The key workflows that we use are our recruiting workflow and hiring workflow. Of the workflows, Gusto is heavily used on the hiring and employee management side. Gusto is used from the time an employee receives an offer letter through to their onboarding and paychecks.
The top three reasons why we like this solution are: 1. We no longer have to jump from a spreadsheet, to a PowerPoint, to QuickBooks, and an ATS to accomplish daily tasks. 2. We are saving money by having one centralized system that integrates with our other software instead of paying for multiple systems. 3. Gusto has helped reduce our time to hire thanks to automated onboarding.
We are a startup organization, and we were seeking a cost-effective SaaS HR platform to assist with our onboarding and employee management. We started off utilizing spreadsheets, PowerPoint presentations, and Google Docs. We wanted to streamline our process and have everything in one centralized location. We have used Gusto for two years, and it has been a tremendous help with our hiring workflow. The key benefit it provides is having everything in one place that is readily accessible to all responsible parties in the hiring workflow as well as our employees. We love the self-service functionality.
I dislike Gusto’s applicant tracking system. It isn’t user-friendly and doesn’t have the best UI. They can improve the ATS by making it user-friendly and creating a better dashboard.
Gusto fares well with its competitors in benefits administration and onboarding services. From a cost perspective and the number of features included in their lower-tiered plan, Gusto outperforms its competition. They offer flexible monthly plans that scale with your business without being locked into a contract. This is a very enticing feature for startups that are still getting familiar with tools on the market and determining their software needs.
People should consider how many users require access and whether Gusto integrates with their existing software. They should also look at the number of existing employees and their projected hiring goals to determine if Gusto is a long-term solution.
Over time, Gusto has added new features such as the ATS. It appears it is attempting to be an HRIS. They have also added additional third-party integrations.
Gusto is an excellent tool for startups. It provides cost-effective solutions to help you get started with a small workforce.
I don’t feel Gusto is a good fit for a company seeking an HRIS or a company with over 100 employees. Gusto falls short in this area. Although Gusto has great onboarding capabilities, at times there are discrepancies with payroll, and the ATS isn’t user-friendly or robust.
![PapayaGlobal](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/640780220abc0550b3209dfa_PapayaGlobal%20Logo_SSR%20Review.png)
PapayaGlobal
![PapayaGlobal](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/640780220abc0550b3209dfa_PapayaGlobal%20Logo_SSR%20Review.png)
Papaya Global stands out in the realm of payroll software for enabling seamless, secure payments to contractors and employees in 160+ countries, backed by robust security and compliance measures.
PROS
- Papaya ensures prompt payouts within 72 hours across 160+ countries.
- Transparent pricing with a 60-day money-back guarantee.
- Dedicated customer success managers in your time zone, providing localized assistance without extra charges.
- The starter monthly fee is reduced to $12 per employee for full-service payroll.
- Offers comprehensive solutions (data and insights, benefits, immigration, payment services, employee data management) at an accessible entry price.
- Papaya Global packs the EOR services you need to do global payroll and employment compliantly in over 160 countries.
- Automated payments in over 100 currencies, 80 of them directly to the worker's bank account through its global banking partners.
- Dedicated customer support providing locations-specific knowledge regarding employment and payroll.
- End-to-end payroll guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, making the platform more affordable and scalable.
CONS
- Lacks local entities in service countries; no tax penalty guarantee information available.
- No free trial or plan is offered.
- Additional fees include setup, onboarding, cycle per employee, year-end fees, and a required deposit.
- Limited existing integrations, but free use of pre-built APIs and custom API integrations.
- No free trial or free plan.
- Doesn’t own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.
Papaya Global is highly favored by both users we've engaged with and our editorial team. We’ve been familiar with the tool since early 2021, and it immediately stood out for its transparent pricing, comprehensive HR tools, robust BI analytics, and local customer support.
The platform caters to employers and staff alike, providing unified access to payroll, payments, and workforce analytics. It ensures automated payments in local currency, customized benefit packages, and multilingual pay slips across 160+ countries. Additionally, AI-powered engines scrutinize invoices for precision.
In-house benefits experts are at your service for location-specific advice at no extra cost. Employees benefit from a user-friendly self-service portal for onboarding, time off requests, document checks, and payslip reviews. The recently launched mobile app (as of February 2023) offers even greater accessibility, allowing access to payment calendars, bank details, and company announcements on the go.
They also offer a unique global equity management feature, enabling equity distribution to employees, regardless of location. The platform excels in providing dynamic visual insights for payroll and HR, billing, and administrative data.
There are critical factors to consider when evaluating Papaya Global for your company’s needs. For example, depending on the service region, Papaya may or may not have its own local entity set up, which means they will rely on third-party local partners. Additionally, though pricing transparency is a strength, additional expenses like setup fees per location, onboarding fees, cycle fees per employee, year-end tax filing fees, and a refundable deposit should be considered. We advise evaluating and outlining all the ins and outs specific to your team’s needs and then meeting with Papaya Global’s team for a comprehensive quote tailored to you.
Fiverr, Toyota, Wix, Deezer, Intel, Johnson & Johnson, Microsoft
- Full-Service Payroll service: Starts at $12 per employee per month, with flexible options based on operational needs.
- Payroll Platform License service: Begins at $3 per employee per location for tech upgrades.
- Data and Insights Platform License service: From $150 per employee per month, offering real-time analytics on payroll costs and headcount.
- Payments-as-a-Service service: Starting at $3 per employee per month, delivering a dedicated workforce payment platform.
- Global EOR plan: Ranges from $650 to $1000 per employee per month for comprehensive EOR management.
- Contractor Management & IC Compliance plan: Tailored services for outsourced contractors, starting at $2 per contractor per month.
- Global expertise services: Starting at $190 per month per employee, this lets you add the global health plan, immigration support, and global equity for employees.
Best For
Papaya Global is a good choice for streamlining global payroll and benefits operations in countries with established entities. It's particularly valuable for businesses with international hires within Papaya Global’s extensive country coverage.
We use PapayaGlobal daily as a central tool in our HR department to streamline and manage our international payroll and employee data. The key workflows include onboarding new hires in different countries, processing multi-country payroll, ensuring compliance with local employment laws, and managing employee benefits. The platform’s ability to handle these complex, often varying requirements across different jurisdictions is crucial for maintaining operational efficiency and regulatory compliance. Additionally, we frequently utilize its analytics features to track and analyze workforce costs and performance globally.
- Comprehensive Global Management: PapayaGlobal excels in managing multinational payroll and compliance, which is critical for our global operations.
- User-Friendly Interface: The platform is intuitive and easy to navigate, making complex tasks more manageable.
- Efficient Automation: It automates many tedious processes involved in international HR management, significantly reducing the administrative burden.
LMC chose PapayaGlobal to address the challenges of managing a diverse, international workforce, including payroll complexities, compliance issues, and employee administration across multiple countries. We have been using PapayaGlobal for over a year, appreciating its seamless integration of payroll services with clear compliance tracking and benefits management. The platform’s robust reporting features and user-friendly interface have significantly improved our HR operations, making it easier to manage global employees effectively and ensure compliance with various international laws.
- Occasional Delays in Updates: Sometimes, updates to regulations aren't as prompt as they could be, which can be a compliance concern.
- Customization Limitations: While PapayaGlobal offers robust features, some aspects of the platform lack deep customization options that could better fit specific organizational needs.
- Cost Considerations: For smaller operations within our company, the cost can be somewhat prohibitive, making it less ideal for less complex needs.
PapayaGlobal stands out from its competitors primarily through its exceptional focus on automating and integrating payroll processes across multiple countries. It is exceptionally well-suited for companies with a global workforce. Unlike some competitors that may only offer essential international payroll services, PapayaGlobal provides comprehensive compliance management, real-time reporting, and detailed analytics that help organizations navigate the complexities of global employment laws and regulations. This integration and focus on compliance are what many users, including myself, find most beneficial compared to other platforms that may be broader in scope.
- Global Compliance Capabilities: Ensure the tool efficiently manages global compliance requirements, essential for multinational operations.
- Integration with Existing Systems: Check that the tool integrates seamlessly with your current HR systems to streamline processes without redundancies.
- Scalability: Assess whether the tool can scale according to your business growth, especially if you plan to expand into new markets.
- User Experience: Consider the ease of use and learning curve associated with the tool, as this will affect adoption rates across your organization.
PapayaGlobal has evolved significantly to meet users' needs by enhancing its technology for better automation and accuracy in global payroll processes. They have improved their platform's user interface to make it more intuitive and accessible, facilitating easier navigation and data management. Additionally, PapayaGlobal has expanded its compliance features to cover more countries comprehensively, ensuring businesses comply with local regulations as they scale globally. These updates reflect their commitment to addressing the challenges faced by their users in managing international workforces.
PapayaGlobal is particularly well-suited for medium to large organizations that operate on a global scale and require robust solutions for managing international payroll, compliance, and employee management across multiple jurisdictions. It excels for companies that need efficient, scalable solutions to handle diverse workforce needs across different countries, particularly where compliance with local employment laws is a critical concern.
PapayaGlobal may not be the best fit for small businesses or startups that primarily operate within a single country and do not require complex international payroll solutions. Its comprehensive features and focus on multinational compliance and payroll processes might be more than what is needed for smaller, domestically-focused organizations, potentially making it a less cost-effective option for them.
![Remote](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/65f1e14492fb3e72823f4a31_R-Logo-400_purple.png)
Remote
![Remote](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/65f1e14492fb3e72823f4a31_R-Logo-400_purple.png)
Remote is an excellent choice for distributed teams who require a top-notch payroll and benefits service. Their customer care is outstanding: 24/7 live chat, free HR tools, local experts for employers, plus technical support for workers. They also operate as local entities in more than 60 countries.
PROS
- Benefits plans are locally curated. Health, dental, vision, life, mental health support, and disability are all covered, as is pension/401(k).
- Local entity ownership helps Remote have more control over service costs, resulting in more flexibility in its pricing and service.
- Transparent rates. No markups on benefits premiums.
- Self-service features are easy to navigate.
- 24/7 HR support from regional experts.
- Option to provide equity-based compensation to employees.
CONS
- Remote currently offers no off cycle payroll, and only wire transfers and direct deposit are available.
- Lacks phone support.
- Very few pre-built integrations (Greenhouse, BambooHR, and HiBob). Companies will likely rely on its custom API to connect their current ATS and other HR tools with Remote.
![Remote's Payroll Service Dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/61496dfa8dffd795e66a7f27_mockup-2.jpg)
Remote helps distributed teams provide a better experience for their workers via country-custom benefit plans and easy-to-access employee self-service features. Remote is one of a few providers that owns legal entities in the regions where it offers EOR services, which gives them an advantage by greater flexibility in services and lower costs for its customers. Both of these are significant features that companies who use third-party aggregator services ll cannot offer.
Remote’s benefits are offered without premium markups, and they offer everything from paid time off to holidays, health care, and life insurance. Remote gives you access to region-specific advice and support to help you finalize your benefits plans.
Remote offers a 15% discount for eligible startups and nonprofits for up to 12 months. They also offer free service for up to ten employees for companies who hire refugees.
The apps, though well-made and frequently updated, were surprisingly hard to find online.
Both the Android and iOS apps are easy to navigate and have essential features like submitting expenses, booking time off, accessing payslips, and, according to Remote, there’s more in the pipeline.
Arduino, GitLab, Paystack, Loom, cargo.one, Secureframe, Phaidra.
- Contractor Management plan: $29/contractor/mo
- Employer of Record plan: $599/employee/mo (when paid annually)
- Global Payroll and Remote Enterprise plans: Custom prices – contact Remote.
- Startup and nonprofit discount: Eligible startups and nonprofits can get 15% off EOR and Contractor Management services for 12 months.
- Refugee discount: Up to 10 employees free when hiring refugees
Best For
Remote is best for teams with a globally distributed workforce. This tool makes it easy to hire, onboard, provide benefits for, pay, and retain top international talent.
It’s also a great option for startups, and nonprofits who can benefit from their 15% discount, and for those who hire refugees,
I use Remote as a tool for our international hiring process, and we require international candidates at least once per month. Remote allows me to control the entire recruitment process from the job position posting until the onboarding process. It also helps me source candidates that match our job description and manage and organize the applicants through their integration with our ATS system.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/667beb6b6679e098305ebe17_Remote-Dashboard.png)
I love Remote because I can post job openings in different countries, which helps me attract more candidates and create a talent pool. I like that it is user-friendly, and the features are easy to use and understand; you do not need to watch YouTube videos to learn how the platform works. Finally, it helps me create job postings that are more attractive to candidates using AI.
Our Customer Service department requires bilingual and, in some cases, trilingual profiles. This skill can be challenging to find in the market if you focus your search on just one country. I have been using Remote for the past four years, and it has helped us find seasoned candidates on different continents, opening the possibility of hiring international employees and meeting our recruitment goals.
It can increase the number of ATS systems that they can integrate with the platform. Remote has amazing additional services, but they offer them as an enterprise plan (extra cost); I believe some of them, such as global payroll, could be included in the talent acquisition plan. Although customer support is available 24/7, sometimes it takes a few days to get back to you with a solution.
I have used different platforms to hire international employees. Remote.com allows me to contract directly with the employee for my organization, while other platforms only allow me to hire the candidates as freelancers or contractors, and we require full-time employees.
If you want to increase your talent pool and hire remote workers, Remote.com is a good option. In addition, if you need help processing payroll according to the employment laws in each country, Remote.com takes care of it with global payroll.
Remote.com has changed the way of remote work. Before, there was just one option: hiring someone as a freelancer or contractor. However, their platform is available in different countries and has opened the possibility of hiring full-time employees. Companies can now count on team members to be 100% focused on their needs.
Remote.com is for any type of organization, whether an international or multinational company or a business startup, because their platform adjusts to the organization's needs.
I believe it would not be a good fit for an organization that is looking to hire from a specific country where Remote.com does not have a presence.
![Paycor](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6282a989bfe3d1ff404d7688_5fada50c38e336b9470b3dce_Paycor%2520icon.jpeg)
Paycor
![Paycor](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6282a989bfe3d1ff404d7688_5fada50c38e336b9470b3dce_Paycor%2520icon.jpeg)
Paycor is the go-to option for U.S.-based businesses because it goes beyond the average payroll and benefits solution by offering recruiting and employee performance in one place.
PROS
- Paycor is a very user-friendly payroll solution. The interface is simple and intuitive, and easy to navigate.
- The self-service employee portal lets employees access their HR information and benefits online.
- Offers multiple subscription options, making the tool more accessible to businesses of different sizes.
- No limit to the number of payrolls you run each month.
- Frequently runs discount offers with set-up fees waived on all plans.
- A free trial is available per request.
- Offers on-demand payment options in all plans.
- Accessible via mobile devices.
- Paycor payroll solution and mobile app are both straightforward to use.
- Intuitive self-service employee portal.
- Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
- Unlimited payrolls.
- Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
- On-demand pay is available for all plans.
- With the acquisition of the people development platform Verb, it has improved its employee learning experience.
CONS
- Paycor offers various support options, including phone, email, and chat. However, they aren’t very responsive to customers’ queries.
- Undisclosed pricing.
- It provides time tracking as a paid add-on.
- The reporting functionality can be challenging to use, as data is sometimes unavailable.
- Can be challenging to customize the software if you have a unique set of requirements.
- Undisclosed pricing.
- Customer support is reported to be slow at times.
- It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.
![Paycor's dashboard - one of the best payroll service](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/612eb65d65c2fbf15d9625de_Paycor%20screenshot.jpg)
Paycor is featured here because it’s flexible and feature-rich. Users can purchase Paycor’s payroll alone and upgrade for onboarding, time-off management, and other HR functions as needed.
The first thing that caught our eye was Paycor's payroll. The solution can handle all-state and global payrolls, but please note that their global payroll services are outsourced to third-party services by location.
Available payment options are in pretty good shape. They offer on-demand pay, direct deposit, Paycor wallet, and access to Autorun, and each of these features is available on the basic plan.
Running payroll on Paycor is straightforward. The UI is simplistic, and navigation is intuitive for most users.
Employees can make benefits selections via the web or mobile apps. Both offer access to self-service payroll, onboarding, and attendance. As a security measure, changes to employee data are reported immediately to admin users.
However, rather than making this information available to any website visitor, Paycor only offers benefits guides, calculations, and other resources to their customers. Their data reporting capabilities left something to be desired, especially on the lower-tier plans.
Customer service being sometimes difficult to reach is also a disappointment, especially considering how critical prompt support is when it comes to payroll.
Wendy’s, McDonald’s, Detroit Zoo, the Cincinnati Reds, Chicago Fire FC.
Fees vary depending on the number of employees and features selected.
Best For
Paycor is particularly well-suited for organizations operating within the United States and employing up to 1,000 individuals. Its strengths shine particularly for sectors such as manufacturing, healthcare, food and beverage, nonprofits, and professional sports organizations.
We use Paycor for attendance tracking, which includes a scheduling and punch clock functionality. This is important for us as most of our employees are hourly. We also use Paycor for time off management, benefit accrual tracking, and payroll.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6465fa5e745abdcc7cd538d1_Paycor-Alerts-Getting-Started.png)
- Our employees find their interface user-friendly
- Employment taxes are filed without any effort from us (the employer)
- It's one of the only HR software suites that has functionality for hourly employees
We bought Paycor when we needed a payroll solution that would work with employees in multiple states. Paycor allows us to process multi-state payroll, and they file the necessary taxes in each state and municipality.
We decided on Paycor for these reasons, and our staff found the UI to be the easiest to navigate. We have been using the platform for 4 years.
A great many things, unfortunately.
- Support is practically non-existent
- The payroll workflow is jumbled and doesn't make sense. Instead of a seamless flow in which you approve time card and move on to payroll in the same workflow, you do these things separately
- Their punch clock isn't very intelligent. I have to manually fix several punches a week that shouldn't have been allowed in the first place (e.g. an employee has two punch-in records in a row, with no punch-out record in between)
- There are a lot of reports, which is great. But, ironically, I can never find a report for what I need.
- It's impossible to manage what I would consider basic configurations. For example, our office manager retired last year, but she remains the manager for all employees in Paycor because the setting cannot be changed, even though her Paycor employee profile is no longer active
- Did I mention that support doesn't exist? Send in a ticket and you're unlikely to get a response.
The biggest difference we found is that Paycor has functionality (or modules) for a wide variety of employment situations. In our case, it was one of the only suites that could accommodate hourly employees, meaning it has punch clock and scheduling features.
My staff believes their UI is better, too. However, I don't believe that to be the case from an employer standpoint.
Firstly, if needed, are you prepared to wait for a response from support that may never come? Because that is a reality of Paycor.
Secondly, what functionality do you need? There are a lot of HR suites, and Paycor was our choice because it had functionality that many others did not. If you don't need time management (punch clock) or scheduling, then you should take the time to compare all of your options. Paycor may not be right for you.
Thirdly is the cost. In our second year, they changed their entire price structure. They gave us 30 days' notice. Our monthly costs went up, but we could do little as it takes many months to evaluate other options and several more months to facilitate the migration. The point being, we were stuck and had to deal with the rate change.
I would say very little during the four years we have used Paycor. They've made some UI changes but nothing impactful.
I am sure there is a scenario in which Paycor is a suitable solution for companies of all sizes. Their suite has a lot to offer and can accommodate a variety of employment situations. That said, based on my experience, I wouldn't think Paycor is best suited for companies with many employees. I have a hard enough time managing five employees in Paycor.
Companies with many employees or companies that employ people only in one state. There are certainly better options for employers who don't need multi-state payroll.
![Paychex](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b90d24d4a9c106a14c520b_PayChex-Logo.png)
Paychex
![Paychex](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b90d24d4a9c106a14c520b_PayChex-Logo.png)
Paychex offers three different plans that can serve the needs of various types of small businesses, all focused on payroll processing and featuring some HR tools as you go up in range.
PROS
- Pay-as-you-go plans for various business scenarios.
- Plan upgrades offer enhanced features like performance management, employee screening, and benefits services.
- 48-hour onboarding with personalized payroll guidance for Select and Pro plans.
- Experienced payroll and benefits administrator for 740,000 US companies.
- Timecard processing can be fully automated.
- Integrates well with benefits providers like Benetrac for benefits management.
- User-friendly interface for reviewing W2s and paystubs.
CONS
- Users struggled to get timely help due to frequent payroll contact changes and long wait times.
- Some reported payroll errors and tax inaccuracies which caused compliance issues.
- Separate departments in Paychex for payroll, HR, and benefits hinder integration, customization, and support for small businesses.
- Limited third-party integrations.
- Some users reported slow app login.
- Less modern looking compared to competitors.
![Paychex Payroll Software Dashboard screenshot](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/66b598f0717956c95926ac27_Paychex-Payroll-Review.png)
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
Medium—and large-sized U.S. businesses that face the intricacies of employing and paying workers across state lines.
https://www.paychex.com/?ssrid=ssr
https://vendors.selectsoftwarereviews.com/ssrclick/1698684836431x774463618503147500
https://appwiki.nl/link/brand/SPeEP7L6xrycynwn6TEQyUM20RHgm9MC
Payroll Solution for US & Europe
PayChex is a top player in HR software for SMBs, with an offering that includes PEO, 401(k) management, benefits, and of course, easy payroll.
I use PayChex at least twice per week. As new employees are hired, I input their data into the system. The HR team and bookkeeper review payroll weekly. The benefits manager updates and makes any necessary changes. I oversee the final output.
I like that PayChex is a classic system. It is effective in employee payroll management. This system is also employee friendly.
We purchased PayChex to migrate to an effective payroll process. As the organization grew, the platform we were using was not sustainable with the growth that we planned. PayChex allows the HR team to manage employee information effectively. It also allows employees to retrieve data as needed without waiting. I have used PayChex for 10 years.
PayChex has technical issues often. Customer service is not as responsive as other platforms. The app has to be updated often which is tedious.
Paychex is pretty much the standard for Payroll and HR processing. It does not have the most attractive interface but it does carry most of the features that are offered by its competition.
Do you want a classic platform that is easy to navigate and a standard across industries? Do you want a user-friendly experience (PayChex) or a platform that is a teambuilder (others with more interactive and social features)?
PayChex has been consistent over the years. It is exactly as advertised, a payroll platform.
PayChex is good for companies of all sizes.
PayChex is not a good fit for an organization that needs a comprehensive platform, something that allows for team interaction or goal setting.
![QuickBooks](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e6ff4676d3322eed4bbd61_Guickbooks-Logo.jpg)
QuickBooks
![QuickBooks](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e6ff4676d3322eed4bbd61_Guickbooks-Logo.jpg)
Quickbooks is a trusted name in financial tracking, payroll, expense reports, and even time and attendance software for small businesses.
PROS
CONS
![Quickbooks' payroll software dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/604f002ec269ef093b294e7b_accurate-payroll.png)
Many small businesses use Quickbooks for their accounting and financial reporting. They know that small business owners may not have enough time to be doing payroll, so their solution focuses a lot on running things automatically and freeing up your time. The same goes for taxes, as they'll calculate, file, and pay your payroll taxes for you, in some cases.
For payroll, Quickbooks has three plans:
- Core: The basics to pay your team and have payroll taxes done for you at $22.50 per month
- Premium: Manage your team's payroll with HR support and some employee services for $37.50 per month
- Elite: This plan provides access to on-demand experts in order to simplify payroll to the max. It starts at $62.50 per month.
QuickBooks often offers discounts for its plans. They currently have a 50% discount on all plans for the first three months of subscription.
Best For
SMBs with a fairly simple payroll structure but little time to handle it all themselves.
We use QuickBooks on a weekly basis for all of our AP and AR needs. We send client invoices through QB, and we pay vendor invoices through a QB integration with Bill.com. We also use QuickBooks to distribute team payroll on a bi-monthly payroll. All of these features are directly tied to our management of the company's P&L and Balance Sheet.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63ecb98ef8df1043c11faa47_QuickBooks%20-%20Andy.webp)
- QuickBooks is very affordable and reasonably intuitive.
- Out-of-box, it comes with a generous offering of features, and you are able to add more through its ability to connect with third-party applications (Bill.com).
- The online version allows us to access our financials from any computer, and there is a mobile app available for quick views and expense tracking.
- QuickBooks also has a fairly extensive self-help library if you are unfamiliar with certain features or processes.
My company was in the market for a new accounting software to handle AR, AP, and payroll. The software we used before QuickBooks Online was too complex and more robust than what we needed, and the pricing structure was simply unaffordable. We've been using QuickBooks Online for 3+ years. It handles all of our invoices and vendor payments, and also helps us manage and distribute our payroll.
- Unfortunately, QuickBooks has terrible customer service. In most cases, it is extremely difficult to contact a human customer service representative, and their support ticket system is very slow.
- QuickBooks also has issues connecting with smaller banks, so some features may not be available if you use a local bank or credit union.
- There are also a number of CSS and UX issues that hide certain Call To Action buttons or make them altogether unusable.
QuickBooks stands out from its competitors through its offering of a robust set of features at an affordable price. The price structure allows for affordable scalability, as you only need one license for each business entity. The interface is user-friendly and does not require a lot of details steps in order to customize your experience.
Before purchasing a license, you should think about how businesses you want to connect to the application. Other platforms may accommodate more elaborate business structures. You should also think about the total feature set you are looking to obtain. QuickBooks is great for general accounting, but its reporting capabilities are somewhat limited compared to other more customizable platforms.
QuickBooks continues to add integrations that increase the number of available features without directly altering the platform. Connections to third-party services like Bill.com allow you to do more than what is offered out of the box.
QuickBooks is great for small businesses and business owners that handle all of their own accounting needs.
QuickBooks is not ideal for companies that are looking for advanced accounting reports or performance metrics. Larger organizations that have dedicated implementation teams would be better suited for a more customizable platform.
![Paycom](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b2ca125dd4fef67bc2b04a_Paycom-%20Logo.png)
Paycom
![Paycom](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b2ca125dd4fef67bc2b04a_Paycom-%20Logo.png)
Paycom offers online payroll services and HR software solutions for both big and small businesses to manage the entire employment life cycle.
PROS
- Paycom's payroll system is easy to use and customize.
- They now have a Global HCM offering with the aim of expanding access to users in over 180 countries.
- Customers have praised the responsiveness of the support team and their willingness to help with any issues that arise.
- Paycom assigns each account a dedicated rep who can provide support and answer questions.
- Paycom is constantly updating its software with new features and improvements.
- It has a reasonably functioning mobile app.
CONS
- Paycom does not integrate directly with QuickBooks, so users that use both systems must manually enter data into Paycom.
- Some customers have experienced slow access to tax reports.
- Some of the members on the customer support team are new and at times, don’t have answers to questions or solutions to issues.
- Paycom price has increased in recent years.
- No free trial.
- Integrations are limited.
![Paycom's payroll platform dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/60a3ffb7ed687bfaa8dd7efb_paycom%20screenshot.png)
We recommend Paycom for medium to large businesses since the platform provides payroll and HR solutions, which from our experience, are comprehensive and user-friendly.
Paycom impressed us with its guided self-service technology, Beti, which is accessible on browsers and mobile devices. The Android app received positive feedback for its user-friendly interface and comprehensive employee self-service features, including time clock punching, time-off requests, accessing pay stubs and benefits, reviewing paychecks, and submitting receipts for reimbursement.
As an admin, you can customize employees’ access to these features and manage HR tasks on the go. Employees have control over their HR data, including earnings and personal details. However, Paycom currently offers only direct deposit and paper checks, with no available pay card option.
While originally focused on serving the U.S. market, Paycom has expanded its reach with the introduction of their Global HCM, enabling users in over 180 countries to access its services. This enhancement demonstrates Paycom's dedication to addressing the needs of global teams, further solidifying its value-for-money proposition.
While Paycom has its strengths, we noticed there are a few areas where it falls short. Integration options remain limited, relying solely on API integrations, which can prolong implementation and require IT involvement. The connection with third-party software, like QuickBooks, is not seamless, resulting in manual data entry. Additionally, customer support quality varies, with some representatives lacking system knowledge, leading to delayed issue resolution or multiple follow-ups.
The pricing of Paycom’s plans isn’t disclosed on the website. You do have to contact their sales team to get a custom quote.
Best For
Paycom’s full-service payroll makes it a great solution for midsize and large businesses to have a full suite of payroll and HR services.
I don't use it as much as my team, but we do use it consistently for: tracking and reporting on various employee data, doing payroll, managing benefits, timesheets (clock in/out for hourly folks too), and storing documentation.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/64a3a0a2c361f2e0cd548a69_Paycom-Employees-Time-Management.png)
It is able to handle centralized payroll for multiple entities, affordable compared to some competitor options, has views for both managers and employee self-service, and allows employees to review and ‘approve’ their paychecks in advance.
We have worked with Paycom for about 5 years. We had outgrown BambooHR (at least at the time, they didn't have integrated payroll) and then had a really bad experience with BeyondPay. We needed a combined HR/payroll system that could accommodate multi-state as well as multiple legal entities (we have affiliates managed by central HR/acct). Paycom was the most affordable option that could accommodate our needs at the time.
- The reporting functions aren't great: the filtering options rarely work as they are supposed to so we often do a workaround where we run a huge report file and then use XLS filters to get the data we need as opposed to producing a report from the system that is what you need from the start.
- Limited customization options: we have many things we’d like to track and there is cap on the number of custom fields that can be added.
- The clock in/out functionality is clunky: it works fine if people all work under one company code/work type. If you need to assign hours to different projects (say you want to track learning hours, or you have funding partners and you need to track hours on their grant) it’s very cumbersome for hourly employees.
How much customization do you need” is an important thing to consider and also whether you need data sync between other platforms. If so, Paycom may not be the best fit for you.
Honestly don't feel like they've evolved much in the time we've used them.
Small, fairly simple organizations
Large and/or complicated organizations
![Rippling](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/5ef68f98bad8687bcf9abf6a_Rippling%20Favicon.jpeg)
Rippling
![Rippling](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/5ef68f98bad8687bcf9abf6a_Rippling%20Favicon.jpeg)
Rippling is a great choice for SMBs who want payroll to be a seamless and highly accurate process they don’t have to worry about.
PROS
- All-in-one platform for payroll, employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, they likely integrate with other key tools from your tech stack.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Very SMB focused
- Decent prices for the core HR tools, yet extra features (sold as add-ons) can be too pricey for some.
- Some shortcomings are reported with benefit carriers, and users may be limited to their partner ecosystem.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
![Rippling's Online Payroll Software Dashboad](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/61c2956139f0a17d93879fc8_Rippling%20screenshot.jpg)
Rippling was started by Zenefits alumni. They focus on helping small and medium organizations extinguish HR and IT busywork with one solution. The tool is built to be used, with ease, across every department.
Their product aligns with what you’d expect from a Silicon Valley-based startup: a great UI, eye-catching design, and fast performance. Notably, they have over 500 integrations (and counting) so they are likely to be able to meet any team where they are at, technically speaking.
Proxy, Dwell, Superhuman, Expensify, Checkr
Rippling’s pricing starts at $8 per month per user and will vary depending on which modules you’d like to use (or if you want the whole platform) and for how many people.
Best For
SMBs with a strong need for automation in HR processes.
I help with recruiting and other HR stuff here at Tatem. While I am no longer a part of this as my role has expanded into marketing, I formerly used Rippling to manage employee payments, write, edit, and send employee contracts, get employee signatures on legal documents, make approved changes to employee and company profiles, and more. Now I just use it as a non-administrator employee and it's equally great. I also loved using the apps for insurance for Tatem.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/64ed7eef6743aea7aa2b53bb_Rippling-Single-Sign-on.png)
It's incredibly easy to use and has a great customer experience. The customer support is excellent, always very responsive, and helpful. They have so many functionalities and features available, from insurance to legal documents.
Our founder used Rippling in his former company and had had a good experience with it. We tried Gusto due to all the hype, but it was a bit hard to use at first. We ultimately returned to Rippling due to its excellent user experience, customer support, and ease of use. It also just seemed to have more features and functionalities available.
Honestly, nothing. Maybe if I had to choose something, I'd say that their design could be a bit more modern or updated, and it'd be great if they had an easy to use mobile app.
Compared to Gusto, Rippling is much more straightforward. Gusto had very poor user experience for first-time users, but with Rippling, I didn't have to wonder what's next. I was able to hop on and begin using it as both an admin and employee.
Rippling is a tool that's comprehensive enough that it will cover every possible HR scenario imaginable. It works for teams of all sizes. It has a responsive support team which you’ll need.
I feel like they've made product updates along the way to enhance their user experience and ensure there are no glitches. They really focus on creating an excellent, no-fuss UX.
We're in technology (SaaS), but it could really be good for anything.
A solopreneur or a one-person team.
![OnPay](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/614310ae3a470546b0f8defa_download.png)
OnPay
![OnPay](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/614310ae3a470546b0f8defa_download.png)
We love OnPay because it takes less than one hour to setup and is the lowest cost option on the market.
PROS
CONS
![OnPay's Payroll Software Dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/619de0fc0a3553cf98f22b4b_OnPay%20Main%20Dashboard%20-%20UI%20Mockup.jpg)
OnPay is perfect for smaller companies (500 employees or less) who want a simple and straight-forward payroll process, plus help with HR. Onpay customers love the customer service and the transparent pricing - it’s one monthly fee for everything. They offer benefits management in all 50 states including medical, dental, vision, and 401k retirement plans.
OnPay charges a base fee of $36, plus $4 per employee per month. They also offer a one month free trial.
Best For
OnPay is a great solution for smaller, budget conscious companies that also want a basic HRIS in addition to payroll.
I use OnPay daily. The platform reduces the workload for my department, especially concerning taxes and payroll runs. It also provides in-depth reports on employee compensation, ensuring we stay updated on compensation compared to industry standards. The platform is very user-friendly and easy to teach to my colleagues in the department.
- It minimizes mistakes during payroll runs.
- It allows for unlimited payroll runs.
- I also appreciate the automated tax filings.
We were looking for software to help streamline our tax processes. OnPay offers an automated tax system that handles most of the work, and it also allows us to run unlimited payrolls. This feature was crucial for us since we have multiple shifts within our organization. With OnPay, we found that these two pain points became much more manageable. I have personally used this platform for over two years.
- I wish there was more flexibility in drilling down into specific reports.
- The company’s customer support could be better.
- The pricing structure could also use improvement.
The payroll runs and automated tax filings are two specific features that set OnPay apart from its competitors.
If you're facing increased payroll runs that add extra costs per month, I would certainly consider this platform for your organization. This feature handles most of the heavy lifting regarding payroll, saving you time and effort. The automated tax filings are also a significant benefit for any business looking to streamline this process, reducing the workload for your HR or Accounting/Finance departments.
From my experience, the overall customer service has improved significantly. Getting support when needed, even for simple questions, has become easier since I started using the platform.
OnPay is well-suited for any organization or industry, particularly small to medium-sized businesses.
Large corporations may not find OnPay the best fit.
![Zenefits](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e5b326ce6e381d83319f68_Zenefits-Logo.jpg)
Zenefits
![Zenefits](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e5b326ce6e381d83319f68_Zenefits-Logo.jpg)
Zenefits is known for effortless payroll and a self-service experience that's intuitive and simple. They're also known for a full HRIS, benefits management, onboarding, and more.
PROS
- Zenefits shines as a leading name in HR tech and payroll software tailored for small American businesses.
- Among its sector peers, Zenefits boasts an intuitive platform with an exceptional visual design, making it easy to navigate.
- The scalability of Zenefits is a plus. Its flexible pricing structure enables you to adjust and customize as your needs evolve, seamlessly adding or removing modules to suit your requirements.
- It’s one of the top names in HR tech and payroll software for American small businesses.
- Their platform is one of the best-looking and easiest to figure out among the sector.
- Zenefits can grow with you. Its pricing plans allow you to pay and tweak as you go, add certain modules when you need them, or get rid of them if you don’t.
CONS
- While catering to small businesses, Zenefits lacks the option to craft a personalized bundle of services or modules. For instance, it doesn't offer a standalone ACA module, necessitating the purchase of a complete HRIS plan to access it.
- Targeted at small to mid-sized enterprises, Zenefits might not be the optimal choice for large-scale organizations.
- Primarily focused on the US market, Zenefits may not be the best fit for modules like payroll and benefits if your team operates primarily in another country and requires localized expertise.
- As oriented to small businesses as the tool is, it doesn’t give you the chance to create a custom bundle of the services and/or modules you’d like to have. For instance, Zenefits does not offer a standalone ACA module. Therefore, you will need to purchase an entire HRIS plan if you want to access that offering.
- In addition, Zenefits focuses on small to mid sized companies. If you're an enterprise organization, you may want to consider another option.
- Zenefits is also rather focused on the US market at this point. So, if your team is mostly in another country and you need more of a local know-how, it might not be the best bet for certain modules like payroll and benefits.
![Zenefits payroll dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/605011d8f370375504f5ed67_payroll-video%402x.jpg)
Zenefits is best known for their product experience with an effortless payroll and a self-service benefits experience. They work with companies that are as small as 1-employee to companies with up to 1,000 employees.
Quora, Goals for Autism, Universal Group, Reddit, Asana
Zenefits' Payroll tool starts at $6 per month per employee.
Best For
SMBs and companies with less than 1,000 team members.
We use it for recruiting and onboarding. It is used whenever a new recruitment is required. Once the recruitment is completed, we use it for onboarding. The best part is that most of the information flows from recruitment into onboarding. As a start-up, the usage varies a lot and is more dependent on the needs of the year and clients.
- 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.
Zenefits is not great probably for companies with less than 5 employees and who have less frequent recruitment and onboarding needs.
![Namely](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e1f0d9e07cdb288adc5e86_Namely%20Logo.jpg)
Namely
![Namely](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e1f0d9e07cdb288adc5e86_Namely%20Logo.jpg)
Namely provides a quick and easy payroll solution with modern design and UX. Their all-in-one HR platform can be used by any company really, though they pay close attention to mid-market companies.
PROS
- Namely's user interface is highly praised by users. It is clean and quite intuitive despite the platform's comprehensive feature coverage.
- The employee onboarding module includes a user-friendly wizard that effectively guides new hires through necessary steps and tasks.
- Along with Namely’s built-in features for data management, recruiting, onboarding, time off tracking, payroll, and benefits administration, Namely offers managed payroll and benefits administration services for those needing extra assistance.
- The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features.
- Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do.
- Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams.
CONS
- Namely primarily caters to U.S.-based companies, which makes it unsuitable for organizations needing to manage pay and benefits for employees in other countries.
- The implementation process of Namely can be time-consuming, typically taking a minimum of 6-8 weeks.
- Despite how big of a player Namely is in the HR space, it lacks employee development features like skill training, career pathing, and succession planning.
- Before purchasing Namely, it is essential to ensure compatibility with your current benefits provider, as there have been reported instances of Namely's team encouraging users to switch to more expensive providers.
- Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.
![Namely's payroll dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/604f16750f5a745bd7dc37b9_Captura%20de%20Pantalla%202021-03-15%20a%20la(s)%202.10.05.png)
Namely’s all-in-one platform comes with a payroll module for processing salaries on time and without any errors. It can help you with a lot, including calculating wages, deductions, and taxes, and generating pay stubs for your employees. The platform is also always up-to-date with the ever-changing payroll regulations and tax laws to ensure you don’t get penalized and that everything pertaining to your employees’ payments is above board.
We like any product with employee self-service features and Namely checks that box of ours. Your staff can log in to a dedicated dashboard to access and manage their payroll information, update personal details, and view pay stubs whenever needed. Namely also packs a robust reporting module to get a holistic view of your company’s payroll and valuable statistics to make informed decisions.
Greenhouse, Bevi, and Workwave are among Namely’s 1000+ customers.
Namely has custom pricing that varies according to the extent of your need. You can contact the Sales team for an estimate.
Best For
Namely predominantly serves mid-sized companies across different verticals.
My team and I used Namely every day for all our cloud-based HRIS needs. We used Namely for benefits, time tracking, housing HR policy and personnel documents, and, of course, onboarding. Namely is a functional tool with easy-to-set-up workflows for forms and processes. Also a payroll company, Namely does it all. Functions like e-forms and documents, which required passing through multiple departments, were made easy by the workflows offered in this tool. 10/10.
I like the aesthetic of the site; it is fun to use and user-friendly. The mobile version is functional during onboarding, unlike many other systems that claim to be mobile-friendly; Namely actually is! I like how things flow and the ease of uploading and storing documents. I like that our people enjoy using Namely.
We selected Namely because we wanted a personalized solution fit for our unique needs. We were tired of the same old runaround with big companies like ADP and being passed from one department to another to solve a simple issue. My company needed a better user experience for us as administrators and for our employees. Our primary pain point was transitioning off of a full-service PEO and needing a personalized touch and a good bit of handholding during setup. I used Namely for one year, and the company I was with is still using the product.
During the merger with Prism, there were some system bugs, but those seemed to get sorted out after a month or so. At times, the chat or help function can be slow to use, and I had to restart a few chats, which did not make me happy at that time. That said, the Namely reps were always courteous and went above and beyond to help us. Since we had no appointed contact team, I was always talking to a new person, which can be challenging when working through a long-term project like multi-state payroll tax setup or complex benefits.
I like that Namely allows the HR team to drive the bus. If someone is not tech-savvy, Namely will not be the best tool for them. Namely stacks up against its competitors well, and I loved using the system! I’d use it again.
Before investing in this platform, determine if your HR team is at least moderately tech-savvy; if not, look elsewhere. Do you have under 500 employees? If yes, Namely can easily accommodate your group. Do you have at least one HR person on staff per 75-100 employees? If not, you should consider adding an admin. Namely is a great tool, but it doesn’t think for you. People still need to do the work, especially benefits and payroll-related tasks.
Yes, it has, and they are doing a good job adjusting to market needs. Namely is cutting-edge and definitely improving over time.
Namely is a great tool for small to mid-sized businesses.
Someone needing active handholding daily or a lot of tech support will not do well using Namely.
![Paylocity](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63bd4965aec445cf6dae83a2_Paylocity-Logo.png)
Paylocity
![Paylocity](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63bd4965aec445cf6dae83a2_Paylocity-Logo.png)
Paylocity is among the top payroll vendors in the US market thanks to its ease of use and excellent customer support. It’s also quite comprehensive, offering a range of tools from tax to global payroll management, and benefits administration.
PROS
- Paylocity’s customer support is highly rated for always being available to answer questions.
- Global payroll support for 100+ countries.
- Provides free and unlimited training modules on the website.
- Paylocity’s mobile app has a good UI and functionality
- The tool is easy to use for both employees and employers.
- Has 350+ pre-built integrations.
- Paylocity’s customer support is highly rated for always being available to answer questions.
- Global payroll support for 100+ countries.
- Provides free and unlimited training modules on the website.
- Paylocity’s mobile app has a good UI and functionality
- The tool is easy to use for both employees and employers.
- Has 350+ pre-built integrations.
CONS
- Undisclosed pricing.
- It doesn’t have a free trial or free plan.
- Support is available in English only.
- It isn’t the best solution for remote teams looking for a tool to manage payroll and benefits for their contractors.
- Undisclosed pricing.
- It doesn’t have a free trial or free plan.
- Support is available in English only.
- It isn’t the best solution for remote teams looking for a tool to manage payroll and benefits for their contractors.
![Paylocity Payroll Program dashboard](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/604efcae2dd14283262252a1_110602-payrollproductpagespayroll.jpg)
Paylocity is one of the largest payroll providers in the United States but that’s not the main reason we were drawn to it. Our top deciding factors, instead, are its customer service, user-friendliness, and affordability.
We have heard a lot about Paylocity’s customer support, so we wanted to see it for ourselves. We got in touch with the Paylocity team to book a demo, and we really enjoyed the punctuality as they answered our questions and guided us through the software’s setup.
Paylocity is very user-friendly. We like that the ease of use applies not only to the web version but to the mobile app. It is particularly helpful for employees to access the self-service from anywhere to do a quick check on their payroll and benefits, make changes, and submit claims.
While not as advanced as some top enterprise-oriented payroll and benefits vendors, Paylocity’s reporting capabilities can be of benefit to mid-sized teams. There are a few reporting options to choose from or customize to track your benefits costs and see how employees are using their benefits. This information can be helpful enough in making decisions about benefit plans.
Though Paylocity doesn’t disclose its pricing on the website, businesses have praised the platform for its affordability compared to similar options in the marketplace.
Momentus, Watters, Weigel’s, ILC, Upward, HMC, Polywood.
The exact pricing of Paylocity's offering is not publicly-disclosed.
Best For
Paylocity is a great option for companies, ideally midsized, looking for an established payroll and benefits software tool that is budget-friendly, user-friendly, and has great customer service.
As a Recruiter I was mainly using it as an ATS. I used to create job postings and it would integrate to different career sites and job boards. The interested candidates filled the application form in paylocity itself which made things easier for me to get more details (phone number, email address) about them.
I used to schedule phone screens, video interviews with the candidate texting feature in paylocity. I could upload interview notes on paylocity in realtime to get feedback from other colleagues on the candidate.
There are several workflow features- Creating and sending the Offer letter, conducting reference checks and background checks. The last feature was onboarding the candidate and changing them to an employee in the system. The best feature was that the payroll team could take things further from my part by tracking their time worked, in and out punches and then depositing money in their account.
Its employee onboarding workflow is really smooth and user friendly for the recruiter. It helps in automating, creation and distribution of onboarding tasks and training materials.
I could regularly track completion of new hire paperwork, such as tax forms, I9 etc before their start date and coordinate with them if they haven't completed.
Another major advantage of paylocity is its payroll processing workflow. It calculates employee wages, deductions, and taxes based on pay rules and regulations and generates pay stubs. If an organization has a more hourly/contract based employees then this tool is apt for them.
Employees clock in and out through that system and then it integrates time and attendance data with payroll for accurate wage calculations.
When I joined, the organization was already using Paylocity as their HRIS system. I have used Paylocity for the entire tenure when I was working at Stars, around 5 months. Paylocity not only has ATS features but it also is a comprehensive HR and payroll management software. This was the main reason that the CEO of the company shifted from another tool to Paylocity as he wanted one tool which can manage Recruiting as well as Payroll.
In the organization, 90% of the employees are hourly employees. Paylocity helps manage employee attendance, track hours worked, and handle time-off requests. It offers various methods for clocking in/out, tracks leave balances, and integrates with payroll for accurate and efficient time tracking. This was the major key benefit of this tool.
Paylocity isn't quite user friendly, it has a lot of complex features. It makes it harder for people who are new to HRIS systems to adapt to Paylocity.
Its mobile app is also not at all user friendly, freezes when I want to clock in and out for the day. For a better experience it is always better to be on the desktop.
Its integration with different job boards and career sites isn't quite wide. It has limited reach and if you want to reach out to a wider pool of candidates by posting a job it charges extra money which is not cost effective.
Paylocity offers a comprehensive suite of HR and payroll management tools in a single platform. It combines various functionalities, including payroll processing, benefits administration, time and attendance tracking, performance management, and more. This integrated approach allows organizations to streamline their HR and payroll processes and reduce the need for multiple software solutions. As a recruiter, I would prefer another tool over Paylocity but from an organization's point of view, this is a good investment where HR and payroll management tool is in a single platform.
The organization's needs and priorities and ensure if it aligns with their HR and payroll requirements. Also, the cost is a major factor, if the organization isn't in need of payroll software then it's better to consider other options as Paylocity sometimes can be a little expensive. Paylocity offers Payroll Processing Workflow, Employee Onboarding Workflow, and Time and Attendance Workflow.
If the organization is specifically looking for these then Paylocity is a great investment. Also if the organization has more hourly/contract workers rather than full-time employees then Paylocity is a great tool.
No significant changes since I started using the tool.
Paylocity is a great tool for hourly/contract-based employees who has to daily punch in and punch out for their work hours. So it is mainly ideal for an organization that has nonexempt employees rather than exempt employees.
For smaller organizations, it probably won't be a good fit because Paylocity is a little complex with a lot of advanced features. It doesn't make sense to invest that much for a smaller organization.
Why use Payroll and Benefits Software?
There are a few apparent use cases for payroll and benefits software. However, we also wanted to explain some of the benefits that may not be quite as self-evident. Here is the “why” behind buying new payroll and benefits software:
- Pain-free payroll: All of these solutions will handle running payroll for you in a streamlined way that reduces your time and effort. To teams using outdated systems or completing operations manually, this could mean hours or even days saved per pay period.
- Simplify health benefits: These solutions guide you through the benefits selection process, sometimes with a trusted consultant who recommends packages that are a good fit for your company. Your employees are then able to choose which option is right for them during open enrollment, qualifying events, or onboarding.
- Access to experts: Managing benefits and payroll internally can be complicated, especially if this is not the focus of your day to day. There are a wide range of regulations and requirements that you must be aware of and keep up-to-date with, as they can change frequently! To assist with this, the best benefits and payroll solutions not only offer day-to-day customer support, but also will work closely with you when making strategic decisions and throughout regulatory updates.
- Access to better health plans: The best payroll and benefits solutions provide you with greater access to competitive benefits plans so that you can create a package that makes the most sense for your employees. You will also be able to more easily compare plans from different providers and therefore ensure you have selected the best package for your business’s needs.
- Cost effective: Using an external vendor for payroll and benefits will help decrease the number of employees you need dedicated to this function, and help save on costs in technology, support, and training.
- Save time: On average, over 20% of small businesses spend 120+ hours on dealing with federal employee taxes alone. And there are only so many hours in the day. Small and medium businesses that arm themselves with the right solution to handle payroll and efficiently manage benefits save a lot of time, resulting in their ability to better allocate time to their core business and product.
- Ease of use: Software solutions today are serious about their product experience. They have built their platforms with their various end users in mind and provide them with a simple to use, mobile friendly and feature rich experience. Your employees can now look up co-pays on mobile when at the doctor, or request time off in given pay period.
- Increase employee retention: Benefits and payroll are paramount to retaining your employees. With greater access to a wide range of health, dental, and vision insurance, plus retirement plans such as 401k and 529 savings plans, you will be able to assure that your employees are taken care of when in need which influences employee retention.
- Aids in your talent strategy: Attract talent by offering the best and most comprehensive benefits packages. In a recent survey, AICPA found that 80% of those surveyed would choose a role with a comprehensive benefits package versus a position with a much higher salary but no benefits.
- Enhanced security benefits: Most top payroll and benefits vendors will have high levels of security that contemplate HIPPA and have varying levels of SOC compliance.
- Compliance guarantee: The IRS has stated that an estimated 40% of small and medium businesses are fined for late or incorrect filings and payments. Payroll and benefits software have access to the most up-to-date information which means that you never have to worry about missing tax notices and other regulatory notices. This is a huge benefit as you will help protect your company and reduce your risk of compliance related expenditures.
Some Pitfalls to Avoid
There are pitfalls that we’ve identified to help you avoid during the entire decision making process and implementation:
- Choose a payroll service that has a track record for serving companies of your size.
- Remember, change management requires a team effort. You may need to involve a few different teams during the buying and implementation process including your operations, HR/recruiting, information technology, and communications teams.
- Core features that you probably already have and that employees/HR are used to, like direct deposit, automated pay stub distribution, and payroll taxes need to be in any future offering you use.
- Don’t forget about integrations! We’ve mentioned a few that you may want to consider in our demo questions.
- Make sure the vendor that you choose can operate in all of your office locations (don’t forget your remote employees).
- Documentation is paramount - get your ducks in a row in advance to help streamline implementation and prevent any delays or impact on employees.
- Choose a vendor that is compliant with the most recent regulations and that takes data privacy very seriously. HIPAA and tax payment violations can be extremely costly.
- If you already have your own insurance broker with whom you like to work, make sure that your new vendor allows for this - not all of them do and those that do may charge an additional fee.
- If you are moving to benefits with a provider, do not forget to report any employees who are on COBRA to the new provider and make sure to ask if they assist in COBRA administration.
- Lastly, choose a vendor that you can grow with. Make sure that the vendor is confident in their ability to work with you based on your targeted employee growth rates as a company.
ROI of the right Payroll and Benefits Solution
While there are costs associated with these tools, the rationale for partnering with the right vendor is pretty clear. The average salary for a benefits administrator is ~$50,000 per year and a payroll administrator’s average salary is also about $50,000 per year. The ability to remove one to two FTEs from your headcount at these rates will pay for your solution several times over.
At some point you may want to move more of your payroll and HR in house, but this doesn’t happen for most organizations until they hit 500 employees. When you hit a milestone like this, it’s best to re-evaluate where you are and what makes sense for your human resource function.
Payroll Services Pricing
Pricing for payroll and benefits providers is typically priced per employee per month. Therefore, larger organizations should expect to pay more. Pricing also depends on the feature set you are looking for. Only running payroll and benefits is far more affordable than adding on employee onboarding, and other feature sets typically found in a more robust HRIS including an employee directory, performance management, etc. So, there is typically a base price that grows with more features.
See below for an example pricing chart that includes a base monthly price for a few company sizes. Most providers have multiple base plans with add-on options. Contracts are typically monthly or annual (annual contracts will include a discount on pricing). Please note that this is an example only and you should consult with each vendor as there are many factors that go into pricing for your specific use (*These examples do not include benefits premiums.) Two last points, you can many times negotiate away the initial setup fee, and some vendors will be beyond these ranges (PEOs, full HCM suite) - but you get what you pay for so don’t be turned off initially by much larger price ranges for a given vendor.
*Note: Some vendors charge a base monthly rate plus a monthly rate per employee. Others charge only a monthly rate per employee. As you grow, the per employee rate may decrease depending on vendor.
Lastly, make sure you ask about any other fees that will come up during the course of the year. Some vendors charge for filing W-9s and 1099s - and these costs can add up!
Key Features of Payroll Software
The majority of the top rated benefits and payroll vendors provide feature-rich offerings that are wrapped into an intuitive user experience. Business owners and HR teams alike need to be aware of these key features. While we’ve focused on payroll and benefits, there are additional add-ons that you may also be interested in, especially if you do not currently have another solution in place. Many of these also map to the demo questions we have suggested below:
Payroll Features:
- Automated and Unlimited Payroll Runs (plus contractor & vendor payments, tips reporting)
- Off-Schedule Payroll Runs
- All Tax Filing/Payments
- Multiple Pay-Rates and Schedules
- Reporting including Year-end Payroll Reporting
- Direct deposit
Employee Benefits Features:
- Employee Self-Service (including self-service benefits enrollment and changes)
- Benefits Administration & COBRA administration (Health, Dental, Vision)
- Additional Benefits Options including 401k/retirement, life insurance & disability, FSA, HSA, commuter and additional supplemental benefits
Other Important Features:
- Time Tracking & Paid Time Off
- HR Documentation & PTO Policies
- Employee Directory & Surveys
- Workers’ Compensation & Risk Mitigation
- New Hire Onboarding
- HR Expertise (varied based on level)
- Online Resource Center (best practices, FAQs, and more)
- Mobile Friendly and/or Mobile App
Choosing the right vendor - questions to ask on demos
Once you have chosen a few vendors to demo, it is imperative to ask pertinent questions. Here is a list of questions we think you should ask on demos.
Support:
- Who will be on my support team during implementation, how will that change after I’m setup?
- What the the specific steps our company will have to go through to get this setup and how long does each take?
- What internal stakeholders do I need to bring into this?
- What are the support SLAs?
- How big is your biggest customer and how small is your smallest customer? What is the size of your average customer?
- What are the most common reasons that companies don’t succeed?
- How will our pricing change as we scale?
Tech & Security:
- Can you walk me through the typical workflows that HR would go through? Employees?
- What is the mobile experience for HR and employees?
- What’s on your product roadmap?
- Do you support multi-factor authentication?
- Do you support single-sign-on?
- Are you SOC 2 compliant?
- What is your security audit process?
- How do you keep our data safe?
Regulatory & Compliance:
- Do you have a regulatory compliance team?
- Who handles regulatory updates for taxes, HR, or benefits?
- How will I get updated on regulatory changes relevant to my business?
- Do you handle payroll in my state (within U.S.)?
- Do you handle international payroll (if you operate internationally)?
- Are you GDPR compliant?
- How are tax filings handled? Is there an extra charge for this?
- Do you handle new hire onboarding reporting and forms?
- Are you ACA compliant? What about HIPAA and ERISA?
- How will you handle benefits for my employees in different states and, if applicable, remote employees?
- How can my accountant or finance team access the relevant files?
Integrations and Process:
- Is your offering full-service payroll or a tool that I will use to run my own payroll?
- How are payroll taxes handled? How are tax forms generated?
- What standard integrations do you support? Do you integrate to my existing technologies (accounting software, HRIS, ATS)?
- How will direct deposit work with our employee bank accounts?
Payroll Services Implementation
The great part about moving forward with one of our top picks is that they make it quite simple for you to get up and running (especially for small businesses). If you are switching from one software to another, or if this is your first time, you will have slightly different implementation processes.
Timelines will depend on how readily available your relevant documents may be (such as employee information like names, departments, positions, salary information, etc.) and how many employees you have. The smaller the company, the quicker the implementation.
Sample documentation that will be required can include:
- Basic company information such as your EIN (employer identification number)
- Basic employee information such as employees’ names, SSNs (social security numbers), mailing addresses, and salaries
- Payroll and taxes information that you’ve already paid for the year (if you are switching providers mid-year)
Thus, implementation could take as little as one day for small businesses, or for larger companies, a couple of weeks.
The identified vendors all include implementation services and can assist in guiding you through this process. Once you’re a customer, they have a very strong incentive to make sure you are successful and will do whatever it takes to get you through the process expeditiously.
Payroll Software FAQs
What is payroll software?
Payroll software is a solution designed to manage, automate, record and organize payment of a company’s employees.
What is benefits software?
Benefits software is a solution designed to take over all administrative benefits tasks, including managing and organizing health insurance, retirement programs, time off and leave.
Can my company do payroll and benefits without software?
Yes, your company can process payroll and benefits without the assistance of software. However, manually taking care of payroll and benefits requires a lot of time and effort. On average, over 20% of small businesses spend 120+ hours dealing just with federal employee taxes. That’s before even considering benefits management. That time is better spent perfecting your business or product, therefore automating payroll is a worthy investment.
Do software providers offer both payroll and benefits software together?
Yes, many payroll vendors offer a benefits solution and vice versa.
Final Advice on Buying Payroll Software
For most HR teams, it’s a matter of who to partner with, not if it should be explored in the first place. Partnering with a top payroll and benefits solution can save your team a lot of time and money. Our hope is that this page will arm you with the information you need to make the right decision, and guide you towards the top vendors in the space.
From here, we’d then advise that you jump into demos with 2-3 vendors to get started. Remember to stay organized as you tick through the feature sets that matter to you on demos. Good luck and let us know how it goes!
About Us
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- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.