Best HR Software Companies (2025): Top HRIS/HCM Platforms Compared

Choosing the best HR software companies in 2025 comes down to fit, not feature bloat. This guide ranks top HRIS/HCM platforms for SMBs, mid-market, and multinationals so you can move from long list to shortlist fast. We use several factor, hands-on scorecard to surface winners, trade-offs, and pricing transparency. Check the quick picks below, then jump to fit notes and implementation watch-outs to avoid hidden costs.

The 10 Best HR Software Companies (HRIS/HCM)

Below is our score-sorted top 10 for 2025: clean, unbiased, and easy to scan. A quick note on WFM (workforce management): this is the depth of time tracking, scheduling, overtime/job-costing rules, and compliance. Light = essentials (time/PTO), Solid = adds scheduling and rule sets, Strong = advanced rules/job costing/multi-site, Enterprise = complex, global, demand-based scheduling and compliance.

1. Rippling (best overall for most)

Overview: Rippling unifies HR, IT, and Finance on one data platform, so onboarding, payroll changes, app/device access, and spend controls all run off the same employee record. That tight coupling (plus 600+ integrations) is why it fits most SMBs and many mid-market teams.

Best for: Small and mid-sized companies that want one system to automate HR workflows and downstream IT/Finance tasks (provisioning, MDM, expenses, cards).

Key strengths:

• Unified platform for HR + payroll + IT + finance; powerful workflow automation and App Studio.
• Broad ecosystem (≈650 integrations) to connect IDP, productivity, ATS, accounting, and more.
• Built-in device (MDM) and access management for security-minded teams.
• Documented security posture (SOC 2 Type II, ISO 27001/27018; CSA STAR).

Potential trade-offs:

• Modular pricing means total cost can rise as you add payroll, time, expenses, and cards.
• Some finance/HR add-ons and country coverages vary by region, confirm scope during demos.

Notable integrations: Okta/Azure AD (IDP), Google Workspace & Microsoft 365, Slack/Teams, QuickBooks/Xero, NetSuite, Greenhouse/Lever.

Pricing snapshot (public): Base HRIS starts at $8 PEPM with a $35 monthly platform fee; additional modules priced per product (e.g., expense management, payroll, cards).

2. Workday (best for large/global scale)

Overview: Workday is built for enterprises that need one unified HCM with embedded analytics and AI at scale. Its stack ties core HR, talent, and payroll to Workday Prism Analytics and Adaptive Planning, while the new Illuminate/AI agents push more insights into daily workflows. For global footprints, Workday provides native payroll in Australia, Canada, France, the UK, and the U.S., plus certified partner and Strada coverage beyond 60 countries.

Best for: Enterprises (5,000+ employees, multi-country operations) needing deep analytics, strong security attestations, and centralized governance over HR data.

Key strengths:

• Analytics-first HCM: Prism blends external + Workday data; Adaptive Planning adds robust workforce/financial planning.
• AI momentum: Illuminate/agent framework to automate HR/finance tasks with governance.
• Global payroll options: Native in AU/CA/FR/UK/US; partner & Strada network for broader coverage.
• Security posture: SOC 2 (plus SOC 2+ mappings to NIST) and ISO certifications.

Potential trade-offs:

• Quote-based pricing and premium total cost of ownership; implementations can be complex.
• Broader payroll outside native countries relies on partner connectors, evaluate country-by-country.

Notable integrations: Workday Marketplace (payroll partners, background checks, learning, finance systems).

Pricing snapshot (public): Workday doesn’t publish HCM list pricing; Adaptive Planning shows “pricing varies / request a quote.” Expect enterprise, quote-only deals.

3. Dayforce (strong for complex compliance)

Overview: Dayforce brings payroll, time, scheduling, and HR together in one data model. Its standout is continuous calculation (pay is recalculated in real time as time is captured)reducing batch rework and helping large, hourly workforces stay compliant. It also includes Dayforce Wallet for on-demand pay at no additional employer cost when you use Dayforce Payroll.

Best for: Multi-site, hourly, and unionized environments (retail, healthcare, manufacturing) that need deep scheduling rules and tight payroll/time linkages.

Key strengths (what you’ll feel in daily ops):

• Real-time payroll engine cuts correction cycles and highlights issues earlier in the period.
• Serious WFM: complex scheduling/shift bidding and rule policies built for compliance at scale.
• On-demand pay via Dayforce Wallet, included with Dayforce Payroll; no monthly employee fees.
• Global payroll options with localized expertise where available.

Potential trade-offs:

• Pricing is not publicly listed; expect a scoped, quote-based engagement.
• Implementation/change management effort is meaningful for first-time HCM consolidations. (Evaluate with a pilot group.)

Pricing snapshot: Public list pricing isn’t published; Dayforce Wallet is included with Dayforce Payroll (no extra employer cost).

4. SAP SuccessFactors (Enterprise HCM with broad global compliance)

Overview: SAP SuccessFactors centers on Employee Central (core HR), with Employee Central Payroll localized across dozens of countries and People Analytics for embedded reporting. In 2025 releases, SAP’s Joule AI assistant is rolling out across modules to simplify tasks (e.g., pay explanations, time off) and surface insights.

Best for: Global enterprises that prioritize country-by-country compliance, standardized processes, and alignment with the wider SAP stack (S/4HANA, BTP).

Key strengths:

• Global payroll & localizations: Employee Central Payroll supports numerous locales with statutory updates.
• Embedded analytics: People Analytics consolidates HR data for decision-ready dashboards.
• AI copilot (Joule): Accelerates common HR tasks and guidance inside the suite.
• Security/compliance program: Certifications and attestations via the SAP Trust Center.

Potential trade-offs:

• Pricing is per-user metric but effectively quote-only, and multi-module scopes can add up.
• Implementation complexity is meaningful, ensure strong SI/partner alignment and phased rollouts.

Notable integrations: Native ties to SAP ecosystem plus partner connectors for payroll and talent extensions.

Pricing snapshot (public): SAP lists per-user pricing metric context but not public list rates for full HCM bundles, engagements are scoped and quoted.

5. UKG Pro (Deep workforce management & scheduling at scale)

Overview: UKG Pro pairs enterprise HCM with UKG Pro Workforce Management (formerly Dimensions) for heavy-duty time, attendance, and demand-driven scheduling, particularly strong in multi-site, hourly, and regulated environments. The UKG partner network and marketplace round out integrations.

Best for: Large mid-market and enterprise organizations with complex scheduling, multi-jurisdiction time rules, or union requirements.

Key strengths:

• Scheduling depth: Preference-aware, demand-based scheduling with compliance guardrails.
• Unified HCM + WFM: HR, payroll, talent, timekeeping in one suite.
• Ecosystem: 400+ partners and Marketplace apps to extend benefits, learning, and more.
• Security: Public SOC/ISO posture and privacy program.

Potential trade-offs:

• Pricing is quote-only and can vary widely by module/user count; confirm WFM vs HCM bundling.
• Admin UX can feel complex for new teams; invest in enablement and role-based training.

Notable integrations: Connectors across benefits carriers, ATS/LMS, analytics (e.g., Marketplace listings).

Pricing snapshot (public): No public list pricing for UKG Pro; UKG Ready (SMB sibling) shows plan overviews while Pro remains enterprise, quote-only.

6. Deel HR (best for distributed teams)

Overview: Deel combines a free HRIS with Contractor Management, Global Payroll, and EOR across 150+ countries, making it a strong pick if your team spans multiple jurisdictions. In 2025, Deel made Deel HR free for any size company; paid modules cover payroll, EOR, and contractors.

Best for: Startups and mid-market companies hiring internationally or running a hybrid mix of employees and contractors.

Key strengths (global-first advantages):

• Transparent module pricing: Contractors from $49/contractor, EOR from $599/employee, Global Payroll from $29 PEPM.
• One platform for HR records, onboarding, and compliance workflows in 150+ countries.
• US & Global payroll options (US Payroll is sales-scoped; Global Payroll publishes starting PEPM).

Potential trade-offs:

• Costs scale as you add payroll/EOR seats and country coverage, model total PEPM before rollout. (Numbers vary by country and services.)

Pricing snapshot (public): Contractors $49; EOR $599; Global Payroll from $29 PEPM; Deel HR is free. (Promos like PEO months-free may apply seasonally.)

7. Paycom (Single-database HCM with strong employee self-service)

Overview: Paycom runs HR and payroll on a single database and pushes more work to the edge with Employee Self-Service, so employees update their own data, time, and expenses. Its signature feature, Beti®, is an employee-driven payroll experience that flags errors and guides employees to fix them before payroll submission. HR questions can be routed and answered via Ask Here, with recent AI upgrades for faster responses.

Best for: Organizations that want fewer back-office handoffs and a self-service workflow where employees verify and correct pay themselves.

Key strengths (what you’ll notice):

• Employee-driven payroll (Beti) reduces corrections and pay-day surprises.
• Self-service first across HR and payroll via the mobile app/portal.
• Centralized Q&A with Ask Here to route and resolve HR inquiries.

Potential trade-offs:

• Quote-only pricing, no public rate card; budget via a custom proposal.

Pricing snapshot (public): Paycom does not publish pricing on its site; expect a custom PEPM quote based on modules and size.

8. Gusto (best value for startups/SMBs)

Overview: Gusto focuses on simple, accurate US payroll with HR basics, benefits administration, and time tools, ideal for lean teams. Crucially, pricing is public and tiered, so you can forecast budget without a sales call.

Best for: US-based startups and SMBs that want fast payroll setup, clear plan tiers, and light HR features without enterprise complexity.

Key strengths (value you notice):

• Transparent pricing with three tiers (Simple, Plus, Premium). As of Nov 5, 2025: Simple $49/mo + $6/person, Plus $80/mo + $12/person, Premium $180/mo + $22/person.
• Time tracking/project tracking included on Plus/Premium, syncing straight into payroll.
• Benefits administration (health, 401(k), workers’ comp) on platform.
• Contractor-only option (typically $35 base + $6/contractor, often discounted to $0 base for first 6 months in promos).

Potential trade-offs:

• Some features (e.g., multi-state payroll, advanced HR) sit behind higher-tier plans, check the feature grid before choosing.

Pricing snapshot (public): See above; Gusto posts plan rates and seasonal discounts on its site.

9. BambooHR (Easiest core HR for people-ops teams)

Overview: BambooHR focuses on intuitive core HR (employee records, onboarding, e-signatures, PTO, performance, time tracking, and a simple ATS) all in one platform. Payroll is native for the U.S., and outside the U.S. it supports local payroll via integrated partners (e.g., UK, Australia, New Zealand). As of Nov 5, 2025, BambooHR states plans start at $10 per employee/month (volume discounts available).

Best for: People-ops teams that want a clean HRIS with straightforward workflows and clear starter pricing, especially U.S.-centric companies.

Key strengths (everyday wins):

• Fast adoption thanks to clean UX and guided HR workflows.
• All-in-one basics: time & PTO, performance, and ATS in the same system.
• Published starting price for easier budgeting.

Potential trade-offs:

• Payroll outside the U.S. relies on partner integrations, confirm country coverage.

Pricing snapshot (public): “Plans start at $10 USD/mo per employee”; exact totals vary by plan, add-ons, and headcount.

10. ADP Workforce Now (Mid-market HCM with a broad ecosystem)

Overview: ADP Workforce Now (WFN) wraps core HR, payroll, time, benefits, and talent with two big advantages: ADP DataCloud for analytics and the ADP Marketplace for hundreds of plug-and-play integrations. For heavier compliance, ADP SmartCompliance adds tax, ACA, garnishments, and more (even if you use non-ADP systems).

Best for: Mid-market organizations that want a proven payroll engine plus a large catalog of pre-built integrations and managed compliance services.

Key strengths (where it stands out):

• Analytics: dashboards and reporting via ADP DataCloud.
• Ecosystem: the ADP Marketplace to extend HR, IT, finance, and point solutions.
• Compliance add-ons: SmartCompliance for taxes/ACA/garnishments; ADP handles filings and updates.
• Multiple bundles (Select/Plus/Premium) so you can stage capabilities.

Potential trade-offs:

• Pricing is quote-only and varies by modules/user counts. (Marketplace apps may carry their own fees or PEPM pricing models.)

Pricing snapshot: Get Pricing via sales; Marketplace apps use flat, per-user, or per-employee models.

Other Notable HR Platforms

Not every strong platform lands in the top-10 once we sort by composite score. This section spotlights high-fit alternatives that may outperform a higher-ranked tool for your exact situation, think industry nuances (healthcare, staffing, field work), hiring velocity, multi-entity structure, or regional payroll needs. If your must-haves include deeper WFM rules, a specific global payroll path (native, partner, or EOR), or tighter admin controls, start here.

11. HiBob (Bob) – Engagement-centric HRIS for modern teams

Overview: Bob centers on culture, engagement, and talent with modules for performance, compensation, and feedback, while Payroll Hub lets HR sync clean data to third-party payroll engines instead of running exports. Native UK Payroll is available; elsewhere you typically connect payroll via the hub. Pricing is quote-only.

Best for: Global-minded SMBs and mid-market teams that want modern engagement features (surveys, recognition), structured performance/comp cycles, and flexible payroll connectivity.

Key strengths (what you’ll feel):

• Payroll Hub centralizes payroll prep; changes in HR flow into payroll systems in real time.
• Talent, performance & compensation built into the same workflow.
• Engagement tools (surveys, eNPS) to capture sentiment and drive action.

Potential trade-offs:

• No public price card; costs scale with modules and headcount.
• Native payroll is geography-specific (e.g., UK); elsewhere use partners via Payroll Hub.

Pricing snapshot: Custom/quote-only; request pricing from HiBob.

12. Paylocity (Modern employee experience and comms layer on HCM)

Overview: Paylocity differentiates with a social, mobile-first employee experience. Its Community hub powers internal communications (company feed, groups, recognition), while the mobile app lets employees handle pay, time, schedules, expenses, and messages in one place. Recent updates add Employee Voice (AI-driven sentiment and feedback).

Best for: SMBs and mid-market orgs that want to boost engagement and streamline comms alongside HR and payroll.

Key strengths (experience matters):

• Community: social collaboration and recognition embedded in HCM.
• Robust mobile for time, schedules, expenses, and approvals.
• Integrations & APIs plus Headcount Planning on the platform.

Potential trade-offs:

• Quote-only pricing; model total cost with any Marketplace integrations you plan to add.

Pricing snapshot (public): Paylocity invites buyers to request pricing; specific PEPM rates aren’t published on the site.

13. Paycor (Balanced HCM for SMB/mid-market growth)

Overview: Paycor bundles HR, payroll, time, benefits, talent, and learning with an emphasis on analytics and leadership tools. The platform offers HR + Payroll plans for small businesses and broader suites for mid-market, plus new capabilities like Pay Benchmarking and Labor Forecasting to aid compensation and workforce planning.

Best for: SMB and mid-market organizations looking for a single HCM with embedded dashboards and room to expand into recruiting, performance, and learning.

Key strengths (why teams pick it):

• Analytics with role-based dashboards and reporting.
• End-to-end HCM spanning recruiting, onboarding, time, payroll, and benefits.
• Growth-ready bundles matched to company size.

Potential trade-offs:

• Pricing is scoped (questionnaire/quote); confirm module mix and implementation fees up front.

Pricing snapshot (public): Paycor directs buyers to custom quotes by size (sub-50 vs. mid-market) rather than posting dollar amounts.

14. Personio (SMB HRIS popular in Europe)

Overview: Personio focuses on small–mid-sized companies, bundling core HR, recruiting, performance, docs/e-sign, and automation with a rapidly expanding AI layer (Assistant, Surveys, People Analytics updates from HUG 2025). Its marketplace lists 200+ integrations (e.g., Slack, Teams, Greenhouse, DATEV, Xero). Personio opened a New York office in 2023 and has expanded that hub, signaling a larger U.S. push.

Best for: European-centric SMBs (with growing U.S. teams) that want clean UX, fast automation, and strong payroll connectors.

Key strengths (what stands out):

• Automation + AI across workflows, surveys, and analytics (HUG 2025).
• Marketplace (200+ apps) for recruiting, identity, finance, and comms.
• Payroll options: native Personio Payroll (DE) plus country partners (e.g., DATEV, Loket.nl; Xero in UK).

Potential trade-offs:

• Native payroll is localized (e.g., Germany); other countries rely on partners/exports. Confirm coverage.

Pricing snapshot (public): Personio lists customizable plans (no published per-employee rate card). Request a quote.

15. Namely (US-focused mid-market HRIS with payroll/benefits)

Overview: Namely combines HR, payroll, time, benefits, and talent, plus optional managed services. It’s aimed at SMB/mid-market companies that want a single suite with built-in analytics and compliance resources.

Best for: US-based organizations that want unified HR + payroll with benefits administration and scalable add-ons.

Key strengths (why teams pick it):

• All-in-one HCM with payroll, benefits admin, time, and talent.
• Analytics & reporting included in core platform.
• Public payroll entry price shown on site to aid budgeting.

Potential trade-offs:

• Broader bundles and services are quote-based; total cost varies by module mix.

Pricing snapshot (public): Namely indicates payroll packages start at $9 per employee (final pricing depends on scope).

16. Factorial HR (Fast-growing SMB HRIS)

Overview: Factorial offers a modern SMB suite (time & attendance, PTO, scheduling, performance, recruiting/ATS, expenses, docs/e-sign) with a growing U.S. presence (Miami hub) and fresh funding in 2025 to expand go-to-market. Pricing is transparent and modular starting from $8 per user/month.

Best for: Budget-minded SMBs wanting broad HR features, clean UX, and a vendor actively expanding in North America.

Key strengths (value adds):

• Clear entry pricing with modular add-ons.
• Time, PTO, scheduling, performance, ATS, expenses in one platform.
• Integrations/marketplace + Zapier for quick extensibility.

Potential trade-offs:

• Some advanced analytics/HRIS reporting are improving, trial before rollout.

Pricing snapshot (public): From $8 PEPM (modular; request a tailored quote for your mix).

17. TriNet HR Platform (Startup-friendly HRIS with app marketplace)

Overview: TriNet HR Platform (the software formerly known as Zenefits) delivers HR, onboarding, time, payroll, and benefits admin with a modern UX and a large Marketplace of prebuilt integrations. TriNet formally distinguishes PEO, HR Plus (ASO), and HR Platform; HR Platform is the software-led option.

Best for: Startups and small teams that want simple HR + payroll and a plug-in marketplace, without a full PEO arrangement.

Key strengths (practical wins):

• Marketplace with curated integrations and preferred pricing.
• Integration Center/APIs for finance, identity, performance, and more.
• Mobile app for time off, pay info, onboarding tasks.

Potential trade-offs:

• Official pricing for HR Platform isn’t listed on trinet.com; quotes vary by size and modules. Third-party reviewers commonly cite entry tiers around $10 PEPM, treat those as directional only.

Pricing snapshot: Quote-only on the official site; validate any third-party numbers during your sales call.

18. Zoho People (Budget-friendly HR suite with wide app ecosystem)

Overview: Zoho People delivers core HR, time, performance, learning, cases, and analytics, plus tight ties to the broader Zoho stack and third-party apps. There’s a free plan for up to 5 users and transparent paid tiers; pricing varies by billing frequency/region. Payroll runs through Zoho Payroll or regional partners/integrations.

Best for: Price-sensitive teams that still want breadth (HR + time + performance) and easy integrations across finance, collaboration, and analytics.

Key strengths (value drivers):

• Clear, low entry pricing with a free tier; paid plans are published.
• Ecosystem depth: native Zoho apps + third-party integrations (e.g., QuickBooks, Teams).
• Payroll options by region (Zoho Payroll in India/UAE/KSA; Xero in UK; others via partners).

Potential trade-offs.

• Payroll coverage depends on country; confirm availability for each location.

Pricing snapshot (public): Free for 5 users; paid plans commonly range around $1.50–$5 per user/month (monthly) or $1.25–$4.50 (annual), plus taxes; check local page for your currency.

19. GoCo (Flexible workflows + benefits admin for SMBs)

Overview: GoCo is an SMB-focused HRIS known for workflow automation (dynamic assignees, reminders), Magic Docs (turn PDFs/Word into smart e-forms), benefits admin, and embedded payroll powered by Gusto. In 2025, Intuit acquired GoCo; the product remains available and continues to support embedded payroll.

Best for: U.S. SMBs wanting customizable workflows, easy document/e-signature flows, and benefits, with payroll embedded or integrated.

Key strengths (why it’s flexible):

• Workflow engine with dynamic assignees & scheduling.
• Magic Docs to digitize any HR doc + e-sign.
• Embedded payroll (Gusto) inside GoCo.

Potential trade-offs:

• Pricing varies by modules and headcount; confirm total PEPM (some capabilities are add-ons).

Pricing snapshot (public): GoCo doesn’t publish a full rate card; support docs show invoice line items like $99 base + $5 PEPM (Premium HR) and $3 PEPM for Time Tracking/Auto Payroll Sync, treat as examples; your quote may differ.

20. Sage HR (Lightweight, affordable HR suite for small teams)

Overview: Sage HR is a modular HRIS with Core HR + Leave plus optional Timesheets, Shift Scheduling, Expenses, Performance, Recruitment (ideal for teams up to ~250). Sage posts clear module pricing and a 30-day free trial, making budgeting straightforward.

Best for: Small teams that want a pick-your-modules approach, mobile access, and transparent costs.

Key strengths (why it’s easy to buy):

• Published U.S. pricing (Core HR+Leave $6 PEPM; add-ons like Performance $3, Scheduling $3, Timesheets $3, Expenses $1.50).
• Feature coverage for time, shifts, expenses, performance, recruitment.
• Regional calculators (US/UK/CA/IE) with local currency.

Potential trade-offs:

• Limited enterprise features; confirm needs if you plan to scale beyond a few hundred employees.

Pricing snapshot (public): As of Nov 5, 2025 (US site): Core HR+Leave $6 PEPM; add-ons from $1.50–$3 PEPM; 30-day free trial. Regional pages list local pricing.

Methodology & How to Choose

Before you book demos, align on how you’ll judge tools. Our scoring blends capability depth with cost predictability so you can see where a platform will save time, and where add-ons may expand your budget.

Our scoring pillars & weights (total = 100)

Who this page is for:

• Small companies (≤50): need fast setup, clear pricing, and payroll that “just works.”
• Mid-sized (50–500): want broader HCM plus analytics without enterprise overhead.
• Fast-growing/scaling: prioritize automation, role-based controls, and integrations that won’t bottleneck hiring.
• Global/multinational: require country coverage, statutory updates, and reliable in-country payroll paths.

Software vs. outsourcing (PEO), when each fits:

• Choose software (HRIS/HCM) when: you want ownership of systems/data, predictable price transparency, and the flexibility to swap modules (ATS, IT, finance) as you grow.
• Consider PEO when: you need immediate HR compliance support, pooled benefits, and co-employment for smaller headcount or multi-state complexity.
• Hybrid path: start on software and add targeted outsourcing (e.g., payroll tax, ACA, global EOR) as needed. See our PEO hub for a deeper comparison (link available upon request).

Best by Company Size & Growth Stage

Use this quick map to jump to the right shortlist. It reflects 2025 needs we see most often, clear pricing for small teams, automation for scaling orgs, and depth for global or hourly workforces.

How to read: “Pricing visibility” flags whether a vendor posts public rates (Transparent) or requires a quote (Quote-only). Always confirm country coverage and add-on costs in demos.

Best by Industry

Industry fit matters as much as features. Use this map to match your environment (frontline-heavy, regulated, multi-entity) to platforms proven in those conditions. It’s short by design: start here, then verify add-ons and country coverage during demos.

Global & Regional Needs

If you’re searching for best HR software for global/multinational companies or UK companies in 2025, use these quick selectors to align payroll coverage, compliance (e.g., RTI), and price transparency.

Multinational / global:

UK companies (2025):

UK employers must submit RTI (FPS/EPS) to HMRC each pay run. If your HRIS doesn’t have native UK payroll, ensure an RTI-capable payroll connector.

Global payroll add-ons (who’s native vs. partner-integrated):

• Native engines (selected): Workday (US/CA/UK/FR/AU), Dayforce (varies by country; native engines in key markets), HiBob UK Payroll, Personio Payroll Germany.
• Partner / connector approach: Workday Global Payroll Cloud (180+ countries via certified partners), Personio (Marketplace payroll partners), BambooHR (Xero UK, ADP Canada, etc.).
• EOR + global payroll services: Deel HR (EOR 150+; Global Payroll from $29 PEPM), Rippling (EOR and global payroll via entities or your own).

Security, Compliance & IT Stack (Cloud-first HR)

Modern HR stacks share security DNA with IT: identity-first access (SSO/MFA), undefeatable audit trails, and verifiable certifications. Use the checklist below to pressure-test vendors during demos.

Security & IT checklist (use in demos)

Pricing & Migration (2025)

Budgeting for best HR admin/payroll tools comes down to two levers: predictable PEPM subscription math and the add-ons that move totals (payroll, time, benefits, global payroll/EOR). Use the examples below to model your run-rate, then plan your PEO exit (if applicable) with a tight, time-boxed checklist.

Typical 2025 cost patterns (public examples)

How to use: These illustrate published entry points. Your quote will vary by modules, headcount, and discounts.

Other costs to expect: implementation/configuration (especially mid-market/enterprise), year-end filings, data migration, and paid marketplace apps/integrations (varies by vendor).

Migrating from a PEO to an HRIS:

1. Fix the exit date & scope: Review your PEO agreement for notice windows and termination timing (avoid mid-quarter surprises).
2. Data export checklist: Pull employment history, pay/tax records, benefits elections, documents, and PTO balances; lock formats your HRIS can import.
3. Parallel payroll (1–2 cycles): Run a dress rehearsal comparing taxes, net pay, and GL postings before cutover.
4. Benefits transition: Map carriers and plans; line up enrollments and, where applicable, COBRA administration hand-off dates.
5. Access & security: Wire SSO/MFA on day one; permission roles; test audit logs for payroll & benefits changes. (Use the security checklist above.)
6. Change management: Announce timeline, training, and who to contact; collect issues in a shared queue during the first two payrolls.

FAQs – Best HR Software Companies

Have questions about the best HR software companies in 2025? This FAQ gives quick, buyer-focused answers so you can compare HRIS/HCM options without the fluff, covering small vs. mid-sized vs. fast-growing teams, global payroll/EOR, integrations (ATS/accounting/IDP), pricing patterns, and when to choose a PEO instead of software. Use it to shortlist 2–3 vendors and model total PEPM before you book demos.

References

• Rippling: Pricing
• Gusto: Pricing
• BambooHR: Pricing
• Factorial: Pricing
• Sage HR: Product & Pricing (US)
• Zoho People: Pricing
• Personio: Pricing Overview
• Namely: Pricing (Namely Now from $9 PEPM)
• TriNet HR Plus (ASO): Pricing Model (PEPM)
• Deel: Pricing (EOR $599; Global Payroll from $29; Contractors $49)
• ESAC: Find an Accredited PEO Directory
• HMRC (GOV.UK): RTI Payroll Reporting Guidance