How we make this list: we compare pricing pages, product documentation and public user reviews. Ratings come from G2, Capterra or Trustpilot, with the date we checked them.
Key takeaways
- Rippling and Gusto are the strongest all-round alternatives for small and mid-sized teams that want payroll, HR, and IT in one place.
- BambooHR suits teams that care most about HR records, hiring, and employee experience, with payroll as a partner add-on in some plans.
- ADP Workforce Now and Workday HCM fit larger, more complex organisations with multi-state payroll and compliance needs.
- Deel and Justworks suit teams with contractors, remote workers, or employer-of-record needs across states and countries.
- Payroll pricing is rarely a single number, so ask for a quote that includes your headcount, states, and required modules.
Quick comparison
| Tool | Best for | Starting price | Free plan |
|---|
 Rippling | Payroll, HR, and IT in one system | See website | Free trial |
 Gusto | Small business payroll and benefits | See website | Free trial |
 BambooHR | HR records and employee experience | See website | Free trial |
 ADP Workforce Now | Mid-sized and large payroll | See website | No |
 Workday HCM | Large enterprise HR and payroll | See website | No |
 Paycom | Single database HR and payroll | See website | No |
 Deel | Global contractors and remote teams | See website | Free trial |
 Justworks | Small team payroll and benefits | See website | No |
 TriNet | Outsourced HR and PEO services | See website | No |
Is your product missing or out of date?
We review this list regularly. Vendors can request a listing, send updated pricing or ask about featured placement.
The best Paylocity alternatives
#1Rippling
Best for: Payroll, HR, and IT in one system4.8/5 on
G2 (13,464 reviews, checked Oct 2026)
Visit rippling.com
Starting priceSee website
Free planFree trial
Rippling is built around one employee record that feeds payroll, HR, benefits, and IT. When a new hire starts, Rippling can create accounts, assign apps, order a device, and enrol them in payroll from the same workflow, which cuts the manual work that piles up in separate systems. Automation rules handle approvals, onboarding tasks, and offboarding, so small HR teams can support a growing headcount.
The trade-off is scope and pricing. Rippling is priced by quote, and the full platform can be more than a very small team needs if payroll is the only problem. For companies from about 20 to several hundred people that want fewer systems and cleaner data, it is one of the strongest Paylocity alternatives.
What we like- Unified employee data
- Payroll, benefits, and device management
- Strong automation
Watch out for- Pricing is quote based
- Smaller teams may not need the full platform
#2Gusto
Best for: Small business payroll and benefits4.6/5 on
G2 (13,355 reviews, checked Oct 2026)
Visit gusto.com
Starting priceSee website
Free planFree trial
Gusto is the friendliest payroll option in this list for small businesses. Setup walks you through tax registrations, pay schedules, and direct deposit, and running payroll is a short, guided process. Contractor payments, benefits, and time tracking can be added as the team grows, without switching to a separate payroll provider.
Larger or more complex teams will feel the limits. Advanced reporting, custom workflows, and deeper HR tools are in higher tiers, and global payroll is not Gusto's core strength. For a US small business that wants payroll done correctly with minimal training, Gusto is hard to beat on ease of use.
What we like- Easy payroll setup
- Contractor payments
- Benefits administration in many states
Watch out for- Advanced HR and reporting sit in higher tiers
- International payroll is limited
#3BambooHR
Best for: HR records and employee experience4.4/5 on
G2 (7,718 reviews, checked Oct 2026)
Visit bamboohr.com
Starting priceSee website
Free planFree trial
BambooHR focuses on the people side first. Employee records, time off, performance, hiring, and onboarding live in a clean interface that HR teams and managers actually use, rather than avoid. Reporting covers headcount, turnover, and time off without a separate analytics tool for most everyday questions.
Payroll is available as an add-on in the US, but it is not the centre of the product in the same way as Rippling or Gusto. Teams that already have a payroll provider they like, or that want HR to lead the purchase, will get more value here. Teams that want payroll to be the main reason for switching should price the payroll add-on carefully.
What we like- Clean employee records
- Hiring and onboarding tools
- Good reporting for HR teams
Watch out for- Payroll is an add-on in some plans
- Pricing is quote based
#4ADP Workforce Now
Best for: Mid-sized and large payroll4.2/5 on
G2 (4,475 reviews, checked Oct 2026)
Visit adp.com
Starting priceSee website
Free planNo
ADP Workforce Now is a workhorse for mid-sized and larger employers. It handles multi-state payroll, tax filing, benefits, time, and talent in one suite, with compliance support that smaller vendors cannot always match. Companies with complex pay rules, union rules, or many locations often choose ADP for that depth.
The experience is less modern than Rippling or Gusto, and implementation can take longer, especially for companies moving from a simpler system. Pricing is by quote and depends on modules and headcount. For a company that needs payroll certainty at scale, ADP remains a safe, if not flashy, alternative.
What we like- Deep payroll and tax expertise
- Multi-state compliance
- Large support network
Watch out for- Interface can feel dated
- Pricing and implementation vary widely
#5Workday HCM
Best for: Large enterprise HR and payroll4.2/5 on
G2 (2,448 reviews, checked Oct 2026)
Visit workday.com
Starting priceSee website
Free planNo
Workday HCM is an enterprise system for organisations that need HR, payroll, talent, and workforce planning at global scale. It offers deep reporting, configurable workflows, and a large partner ecosystem, which suits companies with thousands of employees and complex structures. Finance and HR can share one data model, which helps planning and audit work.
Cost and implementation are the barriers. Workday projects take months, need internal ownership, and carry a price that only makes sense at enterprise scale. Small and mid-sized teams should not shortlist it as a direct Paylocity swap. Large employers that have outgrown mid-market tools, however, will find it a serious option.
What we like- Strong enterprise HR, planning, and reporting
- Global support
- Large ecosystem
Watch out for- High cost and long implementation
- Overkill for small teams
#6Paycom
Best for: Single database HR and payroll4.7/5 on
G2 (12,013 reviews, checked Oct 2026)
Visit paycom.com
Starting priceSee website
Free planNo
Paycom uses a single database for HR, payroll, talent, and time, so an employee change flows to payroll without re-entry. Employees can view pay, update details, and complete onboarding tasks themselves, which reduces HR inbox work. US payroll and tax handling are core strengths, with support for complex pay scenarios.
Like ADP and Workday, Paycom is a quote-based, implementation-heavy product, so it suits mid-sized and larger employers more than a ten-person startup. Teams that value data accuracy and self-service, and that are willing to invest in setup, often report fewer payroll errors after the move.
What we like- One database for HR and payroll
- Employee self-service
- Strong US payroll
Watch out for- Pricing is quote based
- Implementation and training take time
#7Deel
Best for: Global contractors and remote teams4.7/5 on
G2 (6,959 reviews, checked Oct 2026)
Visit deel.com
Starting priceSee website
Free planFree trial
Deel is the alternative to shortlist when your team is not only in the US. It handles contractor onboarding, compliant contracts, global payroll, and employer-of-record services in many countries, which removes the need to set up a local entity for a single hire. US payroll is available, but the real value is cross-border hiring.
Fees depend on the country, worker type, and service, so a simple per-person price rarely tells the full story. For a fully US team, Gusto or Rippling will usually be simpler and cheaper. For a remote team spread across countries, Deel solves a problem that domestic payroll tools do not.
What we like- Contractor and employer-of-record services in many countries
- Compliant contracts
- Global payroll
Watch out for- US-only domestic payroll is not its main focus
- Fees vary by country and worker type
Starting priceSee website
Free planNo
Justworks offers payroll, benefits, compliance, and HR tools for small and mid-sized teams, with a professional employer organisation option for companies that want Justworks to share employer responsibilities. The interface is straightforward, and benefits access can be a real draw for small companies that struggle to get competitive plans on their own.
Customisation is lighter than in ADP or Workday, and companies with very complex pay rules may need a deeper system. For a growing US team that wants payroll, benefits, and compliance handled without a large HR department, Justworks is a clean, well-supported choice.
What we like- Simple payroll and benefits
- Access to large-group benefits
- PEO option
Watch out for- Less customisation than enterprise suites
- Some features are US only
#9TriNet
Best for: Outsourced HR and PEO services4.2/5 on
G2 (2,038 reviews, checked Oct 2026)
Visit trinet.com
Starting priceSee website
Free planNo
TriNet is a professional employer organisation, not only software. It provides payroll, benefits, compliance, and HR guidance, with industry-specific packages for tech, professional services, nonprofits, and other sectors. Companies that want to outsource much of HR, rather than only buy a tool, often choose this model.
The PEO structure is also the trade-off. TriNet becomes a co-employer for tax and benefits purposes, which changes how some processes work and how much direct control a company keeps. Pricing is by quote and reflects the service level. For a small company without an HR leader, that service can be worth the cost.
What we like- Full PEO service with HR expertise
- Benefits and compliance support
- Industry-specific packages
Watch out for- PEO model means shared employer duties
- Pricing is quote based and can be high
How we chose
We compared payroll and HR tools on US payroll depth, benefits, time tracking, hiring, reporting, implementation effort, and pricing transparency. We used vendor product and pricing pages, public reviews on G2 and Capterra, and guidance from payroll professionals about multi-state and contractor needs. We favoured tools that are actively sold and supported now and that cover a clear company size or hiring model, rather than listing every HR tool on the market.
What to check before switching payroll providers
Start with a payroll audit. List every state where you have employees, every pay type you use, every benefit deduction, and every contractor you pay. A tool that handles your main state well may still struggle with a second state, a union rule, or a specific deduction, and those edge cases cause the most painful switches.
Next, test the implementation timeline. Ask for a written plan that covers data migration, tax registration, parallel payroll runs, and year-end reporting. A parallel run, where the old and new systems calculate the same pay period, is the best way to catch errors before they reach employees.
Pricing, contracts, and support
Ask for a total quote, not a base price. Include per-employee fees, payroll run fees, benefits administration, time tracking, and any implementation charge. Check contract length, renewal terms, and what support looks like during payroll week, when a slow reply can delay pay. A slightly higher price with strong payroll support often costs less than a cheap tool with a payroll error.
Frequently asked questions
What is the best Paylocity alternative for small businesses?
Gusto is the best small business pick for easy payroll, while Rippling suits small teams that also want HR and IT in one system. Justworks is a good option if benefits access matters most.
Is Rippling better than Paylocity?
It depends on your needs. Rippling offers a broader platform that includes IT and device management, while Paylocity focuses on HR and payroll. Teams that want fewer systems often prefer Rippling, while teams happy with Paylocity's HR depth may not need to switch.
Can BambooHR replace Paylocity payroll?
BambooHR can handle HR and, in the US, payroll as an add-on, but payroll is not its main focus. If payroll is your main reason for switching, compare the payroll add-on price and features with Gusto or Rippling first.
How long does a payroll switch take?
A simple small business switch can take a few weeks, while a mid-sized or multi-state switch can take two to three months. Parallel payroll runs, tax registrations, and data checks are the main time drivers.
Should I use a PEO like TriNet or Justworks?
A PEO suits companies without a dedicated HR leader that want benefits, compliance, and payroll handled as a service. Companies that want full direct control, or that have complex internal HR processes, often prefer software-only tools instead.
Sources we checked (9)
- https://www.rippling.com
- https://gusto.com
- https://www.bamboohr.com
- https://www.adp.com/what-we-offer/products/adp-workforce-now.aspx
- https://www.workday.com/en-us/products/human-capital-management.html
- https://www.paycom.com
- https://www.deel.com
- https://www.justworks.com
- https://trinet.com
Is your product missing or out of date?
We review this list regularly. Vendors can request a listing, send updated pricing or ask about featured placement.
Shihab Mia · Founder, Rankite
Shihab has 5+ years in B2B and SaaS SEO. He writes Rankite's software buying guides from pricing pages, documentation and public user reviews. More about Shihab.