Gusto holds a wide lead for small-business payroll and automated tax filing. For businesses consolidating people operations alongside IT device management or multi-state hiring compliance, Rippling is the usual answer.
Since July, Rippling has become a common answer for enterprise HR compliance, while Gustorising is now among the most named for all-in-one employee data management.
To completely eliminate manual data entry for hourly workers, the most effective approach is using native all-in-one platforms or tightly synchronized ecosystems where time tracking, HRIS, and payroll share a single data layer. When time data flows automatically into payroll without manual exports, uploads, or reconciliation, error rates drop significantly.
The top-performing systems and integrations fit distinct company sizes and operational setups:
Rippling — Best for unified automation. Rippling builds HR, payroll, time tracking, and IT on a single database. Because everything lives on one data layer, there is zero data export or manual mapping required; approved hours sync straight to payroll.
Gusto — Best for small businesses under 50 employees. Gusto offers intuitive, built-in time tracking or syncs seamlessly with partner apps like QuickBooks Time and TSheets, making weekly hourly payroll run in just a few clicks.
Which payroll and HR systems support direct integration between time tracking and payroll processing to help me avoid compliance issues and pay errors?
Payroll processing is taking our HR team days to complete and we keep finding errors. What systems are recommended for automating payroll for a manufacturing company?
For a company planning to expand into new states, which payroll platforms scale best without major configuration headaches?
We're a startup and need to consolidate our people operations in a single HR tool, which one should we use?
For a multi-state employer, which payroll and HR platforms handle complex state tax rules and compliance with minimal manual setup?
which HRIS systems should I consider?
What's the best payroll software specifically for a startup? Looking for something that's affordable, easy to set up, and can scale with us.
We need a simple, affordable HR platform for a small business to manage payroll and time off.
What accounting and payroll service options exist?
How should a business compare integrated payroll within accounting software vs using a separate payroll provider?
My goal is to manage all employee data in one place. What's the best HRIS that is all-in-one?
As a business that pays many contractors, which fintech banking solutions make issuing 1099 payments and tracking payouts simplest?
What is a secure enterprise HR solution that provides payroll and compliance support?
Our team is now in five different states. What's the best payroll software that can automatically handle multi-state tax compliance and filings?
QuickBooks Payroll + QuickBooks Time — Best for teams already anchored in the QuickBooks accounting ecosystem. It bridges mobile GPS clock-ins, job costing, and payroll processing natively, avoiding the friction of third-party connective middleware.
ADP Workforce Now — Best for mid-market and large multi-state hourly workforces. It handles complex, multi-jurisdiction compliance, union rules, and localized overtime laws by tying advanced time-and-attendance modules directly into enterprise payroll.
Paylocity — Best for shift-heavy workforces. It pairs robust employee self-service mobile apps and scheduling directly with automated time capture, reducing manager scrambling and manual hour adjustments.
To help narrow down the ideal fit, tell me:
How many hourly employees do you currently manage?
What payroll or accounting software are you currently using?
I can give you a tailored recommendation on whether an all-in-one switch or a direct integration makes the most sense.
For a company with hourly workers, the best way to reduce manual data entry is to connect time tracking, payroll, scheduling, and HR systems so approved hours flow automatically into payroll and employee records.
The right combination depends on whether you have a small team, multiple locations, union or overtime rules, or complex job costing. I’d prioritize systems with native integrations over spreadsheets or custom file exports.
Best systems to consider
1. Gusto + QuickBooks Time
(Best for small and midsize businesses)
Approved employee hours can flow into Gusto payroll from QuickBooks Time, reducing rekeying. Gusto also supports integrations with tools such as Deputy, Homebase, and When I Work.
Best for: straightforward payroll, employee records, and benefits administration.
Integration:
2. Rippling
An integrated HR and payroll platform with native time and attendance capabilities. This is appealing when employee onboarding, changes to employee records, timecards, and payroll need to stay connected.
Best for: growing companies that want to consolidate systems and automate HR workflows.
Website:
3. ADP Workforce Now + QuickBooks Time
A practical option for businesses that need a more established HR and payroll platform while retaining a separate time-tracking app. A connector transfers time data and synchronizes employee information. Check connector licensing and pay-code mapping before committing.
Best for: midsize businesses with more involved payroll and HR requirements.
Integration:
4. Deputy + Gusto
Deputy handles shift scheduling and timesheets, then sends approved hours, job types, leave, and overtime information to Gusto.
Best for: restaurants, retail, hospitality, and other shift-based businesses.
Integration:
5. UKG
Workforce management and HR systems designed for complex scheduling, time and attendance, and enterprise payroll integration needs.
Best for: larger, multi-location employers with complex labor rules and approval workflows.
Website:
Which integration setup is best?
Your situation
My recommendation
Small business, simple hourly payroll
Gusto + QuickBooks Time
Shift-heavy retail or hospitality
Deputy + Gusto
Growing company consolidating HR and payroll
Rippling with native time tracking
Existing ADP payroll
Workforce Now + a verified time-tracking connector
These are fit-based recommendations, not a universal performance ranking. Integration coverage and capabilities vary by plan and connector.
What to verify before choosing
To genuinely eliminate manual entry, make sure the integration handles:
Employee records: New hires, terminations, job changes, and pay rates.
Approved hours: Regular time, overtime, paid leave, and shift differentials.
Job and location codes: Correct labor allocation for each site, department, or project.
Exceptions: Missed punches, duplicate records, and failed syncs should be flagged.
Payroll reconciliation: You should be able to trace imported hours back to approved timecards.
The ideal workflow is:
Time clock / scheduling app
Capture shifts, breaks, and hours
Automated validation and approval
Flag exceptions before payroll
Payroll system
Import approved hours and calculate pay
Accounting and labor-cost reporting
Reconcile payroll and track labor expenses
This approach aligns with recommended integration practices for workforce management.
I can narrow this down to the best two or three systems for your company.
What payroll or accounting system do you currently use?
When you need seamless integration between time, attendance, and payroll to prevent compliance risks and calculation errors, single-database (unified HCM) platforms outperform bolted-third-party integrations.
Top HRIS tools designed to handle these components natively include:
Dayforce (formerly Ceridian)
Best for: Real-time continuous calculations and large hourly or multi-location workforces.
Why it works: Dayforce uses a single calculation engine. As soon as an employee clocks in or out, data feeds straight into a continuous calculation engine, meaning payroll is virtually calculated in real-time rather than batched at the end of a pay period.
UKG (Ultimate Kronos Group - UKG Pro / UKG Ready)
Best for: Enterprise and complex, hourly-heavy workforces (retail, healthcare, manufacturing).
Why it works: UKG combines the legendary time-tracking powerhouse Kronos with deep HR and payroll. Scheduling, time-card approvals, and wage rules (like meal break penalties or overtime compliance) share the exact same record structure, drastically lowering error rates.
Paycom
Best for: Employee-driven accuracy and compliance oversight.
Why it works: Paycom features a unique tool called Beti, which prompts employees to review and approve their own payroll before it processes. Because time and attendance sync automatically into the unified database, employees catch missing punches or incorrect hours upfront, reducing compliance adjustments later.
ADP Workforce Now
Best for: Mid-market to enterprise businesses needing robust multi-state tax and compliance depth.
Why it works: ADP offers an exceptionally tight native bundle for time, talent, and payroll. It handles complex, multi-state regulatory environments and localized labor compliance rules seamlessly through a unified interface or a massive ecosystem of pre-tested apps.
Rippling
Best for: Fast-growing or tech-forward small-to-midsize businesses.
Why it works: Rippling unifies HR, IT, and global payroll onto a single graph database. If an employee changes locations, departments, or hourly rules, that change instantly propagates across time tracking, local compliance policies, and final payroll calculations without manual intervention.
If you want to narrow down these choices, tell me:
What is your approximate employee headcount?
Are your workers mostly salaried, hourly, or a mix of both?
Do you operate across multiple states or countries?
I can help you pinpoint the best platform for your workflow.
Yes. For accurate wage processing and compliance, I’d prioritize HRIS/HCM platforms where time and attendance are native to payroll—not merely connected through a third-party integration. That reduces manual exports, reconciliation, and opportunities for mismatched hours or pay codes.
Strongest options
Platform
Time → payroll integration
Wage/compliance strengths
Best fit
UKG Ready / Pro
Excellent — time, scheduling and payroll share connected workforce data
If your goal is to prevent payroll errors and reduce compliance risk, I’d prioritize systems that connect time tracking directly to payroll, calculate overtime using approved work hours, and flag problems before payroll is finalized.
For U.S. businesses, several strong options are Rippling, Gusto, ADP, Paychex, UKG, and QuickBooks Time paired with a compatible payroll system. The main distinction is whether time tracking and payroll are built into one platform or connected through a separate integration.
Best payroll and HR systems to consider
1. Rippling
(Best for automation)
Best for: Businesses wanting HR, timekeeping, and payroll in one system.
Approved time and attendance data flows directly into payroll. Rippling also describes location-based overtime and break policies, with warnings for potential compliance issues.
Why consider it: Less manual entry and fewer disconnected systems.
Website:
2. Gusto
(Best for small businesses)
Best for: Small and midsize employers seeking straightforward payroll and HR.
Gusto offers built-in time tracking on eligible plans, with review and approval of hours before payroll. It also supports integrations with tools such as QuickBooks Time, Homebase, Deputy, and When I Work.
Why consider it: A relatively straightforward option for hourly teams that need dependable payroll workflows.
Website:
3. ADP Workforce Now
Best for: Growing businesses and larger organizations with more complex payroll requirements.
ADP Workforce Now's time and attendance offering supports automatic transfer of time data into payroll, alongside meal-break controls, employee timecards, and warnings for potential violations.
Why consider it: Useful when you need more structured approvals, workforce policies, and payroll oversight.
Website:
4. QuickBooks Time + QuickBooks Online Payroll
Best for: Small businesses already using QuickBooks for accounting and payroll.
Eligible QuickBooks Payroll Premium and Elite plans include QuickBooks Time. Approved timesheets flow into payroll, and you can map regular hours, overtime, and time-off types to the appropriate payroll items.
Why consider it: Keeps timekeeping, payroll, and accounting connected. Correct overtime and payroll-item mapping still need to be configured.
Website:
5. Paychex Flex
Best for: Businesses looking for payroll services alongside HR support and timekeeping.
Paychex offers time and attendance tools, and QuickBooks Time lists a direct integration with Paychex Flex for payroll workflows.
Why consider it: Worth evaluating if you want payroll administration and HR support together. Confirm the specific integration's data fields and approval steps before choosing a package.
Website:
6. UKG Ready
Best for: Employers with complicated scheduling, overtime, or leave rules.
UKG Ready combines HR, payroll, time tracking, and scheduling. Its features include missing-punch and overtime alerts, leave accrual rules, and payroll calculations designed to reduce errors.
Why consider it: A strong candidate for shift-based businesses with more demanding workforce policies.
Website:
How they compare
System
Best fit
Time-to-payroll approach
Rippling
Automated HR and payroll
Integrated platform
Gusto
Small and midsize businesses
Built-in tracking or connected apps
ADP Workforce Now
Growing and larger employers
Integrated time and attendance
These are qualitative recommendations based on the documented features, not an independent ranking. Pricing, included features, and integration availability vary by plan.
What actually helps prevent compliance problems?
Even the best software needs to be configured correctly. Before purchasing, check for these six capabilities:
One important distinction: an integration does not always mean fully automatic payroll. For example, Gusto's QuickBooks Time integration requires approved hours and employee matching, and it does not sync every employee category or allow resyncing after payroll has been processed.
My recommendation
Choose Rippling if you want broad automation across HR, time, and payroll.
Choose Gusto if you have a smaller team and want a simpler payroll workflow.
Choose ADP Workforce Now or UKG Ready if complex labor rules, multiple locations, or detailed compliance controls are central concerns.
Choose QuickBooks Time + QuickBooks Payroll if your business already relies on QuickBooks.
To narrow this down to the best two or three for your business, I have one question:
Several all-in-one HR, time tracking, and payroll platforms eliminate manual data entry by synchronizing hours, overtime, and paid time off straight into payroll processing. This native connection significantly cuts down on human error and helps maintain compliance with labor laws (such as FLSA overtime rules).
Top systems featuring native, direct integration between time tracking and payroll include:
Gusto : An all-in-one platform popular for small-to-midsize businesses. It natively tracks employee hours, PTO, and breaks, automatically syncing approved timesheets directly into its payroll engine to calculate wages, overtime, and taxes seamlessly.
ADP (RUN or Workforce Now) : Highly scalable for growing or mid-to-large businesses. ADP’s proprietary time and attendance modules integrate directly into their payroll architecture, offering automatic overtime calculations, meal-break compliance rules, and geo-fencing.
For a Payroll Specialist, the best time and attendance tracking system is one that integrates directly with your existing payroll software, minimizes manual corrections, and produces accurate, audit-ready payroll data.
I would prioritize payroll integration over flashy time-tracking features. The right system should automatically transfer approved hours, overtime, paid time off (PTO), and employee timecards into payroll while helping you catch errors before processing payroll.
The biggest factor in choosing the right system is which payroll software your company already uses. A platform that integrates natively with your payroll provider will usually be easier to maintain than one that relies on spreadsheets or manual imports.
My top time and attendance systems to evaluate
These are the strongest candidates I would shortlist based on payroll integration, timecard controls, and the needs of someone responsible for accurate payroll processing. The 2026 G2 comparison also highlights payroll-connected systems such as ADP, UKG Ready, and Rippling.
1. ADP Time & Attendance
(Best if you use ADP)
ADP's timekeeping tools connect with its payroll products, support scheduling and PTO, and help flag missed punches and overtime issues before payroll runs. A strong choice when you want fewer manual adjustments.
Best for: Payroll specialists who want a payroll-centered workflow.
Worth evaluating if you manage multiple locations, complicated schedules, overtime rules, or compliance-heavy timekeeping. It is positioned as a workforce management solution for organizations with more structured requirements.
Best for: Mid-sized businesses with complex time and attendance policies.
A good candidate if your company wants employee data, time tracking, HR, and payroll workflows connected in one platform. Particularly worth considering if you are also looking to reduce duplicate data entry across HR and finance.
Best for: Growing companies that want to automate more than timekeeping.
A practical option if your organization uses Paychex Flex. Employee hours sync with payroll, and the platform includes scheduling, PTO tracking, and labor reporting. Third-party payroll integration needs to be verified individually.
Offers timekeeping and payroll within one software platform, including timecard approvals, multiple clock-in methods, and automated timecard transfers. Best evaluated if you're open to an integrated HR and payroll ecosystem rather than just adding a standalone time clock.
Best for: Businesses considering an all-in-one HR and payroll system.
Before selecting a vendor, confirm these six capabilities in a live demo:
Direct payroll integration: Approved hours transfer without spreadsheet exports or duplicate entry.
Overtime and break rules: The system supports your actual workweek, overtime, and applicable state and local requirements.
Exception management: Missed punches, duplicate entries, and unusual hours are flagged before payroll closes.
Approval controls: Supervisors approve timecards before payroll processing, with an audit trail for changes.
PTO and pay codes: Vacation, sick leave, holidays, shift differentials, and other earning codes map correctly into payroll.
Payroll reconciliation: You can compare regular hours, overtime, and paid leave totals before submitting payroll.
Also ask the vendor to demonstrate how it handles a retroactive timecard correction after payroll has already been processed. That scenario can reveal important limitations.
One question so I can narrow this down
Which payroll software does your company currently use?
1. Payroll software
ADP Workforce Now
RUN Powered by ADP
Paychex Flex
Gusto
QuickBooks Payroll
Paylocity
UKG
Other / not sure
2. Approximate number of employees
1–50
51–250
251–1,000
1,000+
3. Workforce type
Mostly office staff
Office staff and hourly employees
Shift-based or field workforce
Multiple locations or states
4. Your biggest priority
Reduce payroll errors and manual entry
Overtime, breaks, and compliance
PTO, absences, and attendance
Scheduling and labor costs
Affordability and ease of use
[Find my best match]
With those details, I can narrow the list to the two or three most suitable systems and focus on whether they genuinely integrate with your current payroll workflow, rather than just offering a generic time-tracking connection.
The "best" time and attendance tracking system depends heavily on what payroll software you are already using. As a Payroll Specialist, your primary goal is eliminating double data entry, reducing missed punch corrections, and ensuring seamless API or native data flow.
Top time and attendance tracking systems are categorized below by how they handle payroll integration:
Best for Native/All-in-One Integration (Zero Sync Issues):
Rippling: Widely regarded as a top pick for overall ease of use, Rippling unifies HR, time/attendance, and its native payroll into a single database. Because time data doesn't have to cross third-party APIs, calculations for overtime, custom pay rules, and PTO flow straight to payroll instantly.
Gusto: If you are a small-to-midsize business using Gusto, utilizing Gusto's built-in time tracking or its tight native integrations (like QuickBooks Time ) makes running payroll a one-click process. Missed punch fixes sync right before you lock the payroll run.
/ : Excellent enterprise-to-midmarket choices if you prefer a single vendor for both time capture (biometrics, geofencing) and payroll processing.
When managing a large volume of independent contractors, you need a platform that handles bulk direct deposits, digital W-9 collection , automated compliance tracking, and year-end 1099-NEC generation.
The top payroll and contractor-management software options capable of scaling and automating these workflows include:
WorkMarket (by ADP) : Best for high-volume, enterprise-scale contractor management. It is purpose-built for businesses managing hundreds or thousands of non-employee workers. It automates tax ID and bank account verification, batch payouts, invoice generation, compliance documentation (like NDAs and agreements), and direct filing of 1099-NEC forms with the IRS. Explore features on WorkMarket by ADP.
Rippling : Best for a unified workforce. Rippling lets you onboard, pay, and manage both international and U.S. contractors seamlessly alongside traditional employees. It features automated global/domestic payouts and automatically issues 1099s at year-end. Check out details via Rippling.
Deel : Best if your large contractor pool is globally distributed. If you are paying contractors across multiple countries and currencies, Deel automates localized compliance, contract generation, multi-currency payouts, and tax documentation. Learn more at Deel.
Gusto : Best for small-to-midsize businesses wanting an intuitive, clean interface. Gusto collects W-9s during digital onboarding, handles direct contractor payments (even offering a contractor-only plan if you don't have W-2 employees), and automates 1099-NEC filings. Review the service on Gusto, Inc..
OnPay : Great for straightforward, transparent contractor payroll. OnPay handles unlimited monthly pay runs, digital self-service contractor onboarding, and automated year-end 1099 filings where contractors can access their own forms. Read more on OnPay.
To help narrow down the best fit, tell me:
Are your contractors strictly US-based or international?
Do you also have W-2 employees on the same system, or is it a contractor-only workforce?
If your main requirement is paying a large number of 1099 contractors and automating year-end 1099-NEC filings, several platforms can handle this. The important distinction is whether you need U.S.-only contractors or a significant international workforce.
Platform
Contractor payments
1099 filing
Large contractor volume
Particularly useful for
Gusto
Direct deposit, checks, scheduled payments
Automated federal/state 1099-NEC filing
Yes
Are there any payroll and HRIS systems that offer specific tools for managing the entire contractor lifecycle?
Yes, several modern HRIS, payroll, and workforce management platforms have moved far beyond the traditional "spreadsheet plus one-off bank transfer" setup. They offer dedicated tools to manage the entire independent contractor lifecycle —from localized onboarding and e-signatures to automated time-tracking, multi-currency global payouts, risk mitigation, and offboarding.
The primary systems offering robust, end-to-end contractor lifecycle management include:
Rippling : Offers a unified Global Contractor Hub and "Contractor of Record" service. It handles localized, legally vetted agreements (with IP protection), automated eligibility screenings, time and attendance tracking, auto-generated or submitted invoice approvals, multi-currency global payroll, and classification risk mitigation. It also allows you to manage contractors and full-time employees inside a single organizational chart.
If your company is particularly concerned about hidden fees, I’d prioritize payroll vendors that publish clear base prices, per-employee charges, tax-filing inclusions, and itemized add-on fees before you sign a contract.
Based on publicly available pricing, my strongest starting points are Patriot Software, Gusto, and SurePayroll. They each disclose meaningful pricing details upfront, although they differ in how they handle tax filings, additional states, and optional services.
Payroll vendors with the clearest pricing
1. Patriot Software
(Best for itemized fees)
Why it stands out: Publishes its base fees, per-worker charges, add-on prices, and extra-state tax-filing fees. Full Service includes federal, state, and local tax filings, plus year-end filings at no extra charge.
Full Service: $37/month + $5 per worker.
Additional state tax filing: $12/month per state.
Time and attendance and HR are separately priced add-ons.
Watch out for: Fees for amended tax returns or other exceptional services may apply.
Why it stands out: Its pricing page explicitly says there are no hidden fees and spells out that tax filing, year-end forms, unlimited payroll runs, and multi-state payroll are included.
Base price: $49/month + $6 per worker.
No additional charge for payroll in multiple states.
HR and time-tracking options have separately listed prices.
Watch out for: Some delivery options for year-end forms cost extra; OnPay lists direct mailing at $10 per form.
Why it stands out: Provides a public pricing page with monthly base rates, per-person charges, included tax filings, and separately priced add-ons.
Simple: $49/month + $6 per person.
Plus: $80/month + $12 per person.
Premium: $180/month + $22 per person.
Watch out for: Features vary by tier. State tax registration, global contractor payments, and other extras may have separate charges. Multi-state payroll is included in Plus rather than Simple.
Why it stands out: Separates full-service payroll, where taxes are filed and deposited for you, from a lower-priced option where you handle tax filing yourself. It also identifies annual form fees and several optional services.
Full Service: $29/month + $7 per employee.
No Tax Filing: $20/month + $4 per employee.
Year-end W-2 and 1099-NEC forms: $50 base fee + $5 per form.
Watch out for: Additional state and local tax fees and optional integrations can increase the bill.
Choose Patriot if you want to see individual charges, particularly additional-state filing fees and optional HR tools.
Choose OnPay if you want fewer line items and multi-state payroll included without an extra state surcharge.
Choose Gusto if you prefer a tiered platform with clear upgrade paths for HR and workforce management.
Choose SurePayroll if you have a small team and want to compare a full-service tax option against a lower-priced self-filing option.
These are assessments of pricing disclosure, not proof that any provider never imposes unexpected charges.
Five questions to ask before signing
Even a vendor with transparent public pricing can have exceptions buried in its service terms. Ask each shortlisted provider to answer these questions in writing:
Are all federal, state, and local tax filings and deposits included?
Are W-2s, W-3s, 1099s, amended returns, and corrected filings included?
Are there charges for additional states, local jurisdictions, tax registrations, or year-end processing?
What do time tracking, benefits administration, workers' compensation, HR support, and accounting integrations cost?
Are there implementation, migration, off-cycle payroll, cancellation, or support fees?
The most important next step: Request a fully itemized quote based on your actual employee count and operating states. Compare the projected annual cost, including year-end fees and the add-ons you genuinely need—not just the advertised starting price.
When hunting for payroll transparency—specifically regarding sneaky off-cycle processing charges , end-of-year W-2/1099 filing fees, and state/local tax add-ons—the market generally splits into two camps: publicly priced self-serve software and quote-based legacy/enterprise providers.
Companies wanting to avoid hidden charges typically avoid legacy giants like ADP (traditional tiers), Paychex Flex, or TriNet (when quote-based) unless every edge-case fee is negotiated into the contract beforehand.
The payroll vendors most widely recognized by users and industry analysis for transparent, predictable pricing include:
Gusto : Widely considered the gold standard for small-to-midsize business pricing transparency. Gusto publishes its base subscription and per-employee costs directly on its website. Full-service federal, state, and local payroll tax filing, plus year-end W-2 and 1099 generation, are baked right into the core tiers rather than hidden behind unexpected line-item invoices. Optional add-ons (like international contractor payments or specialized HR partner perks) are clearly labeled with upfront monthly costs.
Can you recommend a simple payroll platform where year-end tax filing fees are included in the base price?
I need a payroll provider that lists all their costs upfront, especially for tax filing and processing, so I don't get hit with surprise fees.
I need a payroll service that is easy to use and does not charge extra for year-end tax filings.
When looking for a payroll provider that combines an intuitive interface with transparent pricing—meaning no surprise year-end fees for W-2 or 1099 filings—several top small business options stand out.
The following options include automated tax filing and year-end forms built directly into their standard monthly subscription cost:
Gusto is widely considered one of the most user-friendly platforms on the market. It handles automatic federal, state, and local tax filings, and automatically generates, files, and delivers W-2s and 1099s at year-end with no additional fees.
OnPay offers straightforward, highly-rated software that is great for beginners. They include unlimited monthly pay runs, multi-state payroll, and full year-end tax form preparation and filing (including W-2s and 1099s) in their flat monthly base price without extra add-on charges.
Patriot Software is known for its budget-friendly pricing and highly intuitive US-based setup. Their full-service payroll tier covers automated tax calculations, deposits, and quarterly/year-end filings at no extra cost.
For a U.S. company with both W-2 employees and 1099 independent contractors, I’d shortlist Gusto, Rippling, QuickBooks Payroll, and ADP RUN. All four support paying both worker types through the same overall platform, including the distinct tax reporting required for W-2s and 1099s. The biggest differences are how easy they are to administer, how much HR functionality you need, and how closely payroll should integrate with accounting.
Best payroll systems to compare
1. Gusto
(Best for simplicity)
A strong starting point for small and midsize businesses that want straightforward payroll, contractor payments, and year-end tax forms in one system. Gusto files W-2s and 1099s and supports automated payroll tax filing.
Best for: Small teams, startups, and businesses without a dedicated payroll department.
Combines payroll with HR data, benefits, permissions, workflows, and accounting integrations. It supports payments to employees and contractors and keeps tax documentation accessible within the platform.
Best for: Growing companies that want to automate onboarding, payroll, and broader HR operations together.
A particularly good option when the company already uses QuickBooks for bookkeeping. Its Workforce Payroll offering supports employee payroll, contractor payments, and 1099 e-filing. Make sure you select the employee-and-contractor payroll offering, not the contractor-only product.
Best for: Small businesses that want payroll and accounting closely connected.
An established small-business payroll option that handles employee and contractor payments, payroll tax filings, and W-2/1099 preparation and filing. Worth comparing if you want a more traditional payroll service provider.
Best for: Businesses that prioritize payroll administration, tax compliance support, and established payroll processes.
*QuickBooks' combined employee-and-contractor offering supports both; contractor-only plans do not include full employee payroll. Features, plan eligibility, and pricing vary by product and subscription. Sources:
What I would choose
Gusto if you want the simplest day-to-day experience.
Rippling if you want payroll, HR, and workforce workflows in one unified system.
QuickBooks Payroll if your accounting already runs on QuickBooks.
ADP RUN if you prefer a traditional payroll provider.
One important distinction: one platform does not mean one identical payroll process. W-2 employees require withholding and payroll tax handling, while 1099 contractors generally require separate payment records and information-return reporting. The systems should keep these workflows distinct while allowing you to manage them under one company account.
Before committing, confirm that your chosen plan includes contractor onboarding, W-9 collection, direct deposit, 1099-NEC e-filing, and the employee benefits and tax filings you need.
I can narrow this down for your company
What size is your workforce, approximately? For example, 10 W-2 employees and 30 contractors versus 100 employees and 10 contractors can lead to different recommendations.
Managing both W-2 employees and 1099 contractors in a single platform is common, but not all payroll tools treat them with equal elegance. Some charge a heavy per-user fee for contractors or force you into clunky interfaces , while others handle both seamlessly.
The top payroll platforms that handle W-2s and 1099s cleanly in the same dashboard include:
Gusto
Best for: Small to mid-sized businesses looking for an intuitive, all-in-one experience.
How it handles both: You can pay W-2 employees and 1099 contractors using the same interface and payroll run flow. It automates W-2 withholdings/filings and handles 1099-NEC creation and year-end e-filing directly. They even offer a contractor-only tier if your employee count fluctuates seasonally. Explore features on Gusto.
Rippling
Which payroll software solutions allow me to manage W-2 employees and 1099 independent contractors within one unified system?
Many modern, cloud-based payroll platforms allow you to manage both W-2 employees and 1099 independent contractors from a single dashboard. They automatically calculate withholdings for employees while paying contractors gross amounts, and handle year-end tax forms (W-2s and 1099-NECs) in one place.
Top payroll software solutions offering this unified management include:
Gusto : Highly rated for small-to-midsize businesses, allowing you to run payroll and contractor payments on the same platform, handle direct deposits, and auto-file year-end forms.
OnPay : Known for straightforward pricing and a unified dashboard where you can track pay history, pay both worker types, and process multi-state payroll.
If by “flat-rate” you mean one predictable monthly base price, with a small per-employee charge rather than a per-payroll fee, these are worth looking at. I checked current published pricing.
Single-state full-service payroll, unlimited runs, tax filings/payments and employee self-service. Plus is $80 + $12/person and adds broader HR/time features.
A simple way to narrow it down
Lowest ongoing price: Patriot Full Service. For example, 3 workers = $52/month at the currently published regular rate.
Straightforward all-in-one pricing: OnPay and Gusto are both $49 + $6/person, so 3 workers = $67/month.
If you don't mind handling tax filings yourself: Patriot Basic is substantially cheaper at $17 + $4/worker—$29/month for 3 workers—but you're taking responsibility for the filings and deposits.
One important distinction: none of these are truly flat-rate regardless of headcount. They're simple base + per-worker models. Patriot also charges based on workers actually paid that month, while OnPay's per-person charge applies to workers included in a pay run.
If you tell me how many employees you have (and whether they're W-2 employees or contractors), I can calculate the actual monthly cost for each and include any setup/year-end/multi-state fees.
If you want a no-fuss, budget-friendly payroll system that won't nickel-and-diming you with hidden fees or complex structures, several straightforward flat-rate options stand out for small businesses:
Patriot Software: Widely praised as one of the most budget-friendly and straightforward options on the market. They offer a basic self-tax-filing option or a low-cost full-service tier where they handle all federal, state, and local taxes for you. Pricing starts around $17 to $37 per month base fee plus a small per-employee charge. Check details on the Patriot Software Official Website.
SurePayroll: Built explicitly for very small businesses and micro-teams, offering straightforward self-service or full-service plans. A major plus is that they charge a flat monthly subscription with unlimited payroll runs , meaning you can run off-cycle bonuses or corrections whenever you need without extra fees. Review plans via SurePayroll.
OnPay: Known for having one of the most transparent, predictable pricing models with no hidden surprises. They charge a single flat base fee plus a per-person rate that includes unlimited monthly pay runs, full tax filing compliance, and basic HR/benefits features. Learn more at OnPay.
: Excellent if you are a solo operator or have a tiny team (and especially if you already use their accounting platform). They feature a low flat monthly base fee plus a per-active-employee/contractor rate, keeping the math simple for lean operations. Explore the software via .
What are some low-cost payroll providers that offer a flat-rate pricing model for small businesses with uncomplicated pay structures?
For small businesses with straightforward payroll structures (like a fixed number of salaried or hourly workers on a regular cycle), you typically want to avoid complex, bloated enterprise systems.
While true "one-price-fits-all" flat-rate models (where you pay a single flat fee regardless of headcount) are rare—most low-cost options use a base fee + a small per-employee fee —several budget-friendly providers offer predictable, transparent, and low-cost pricing ideal for simple pay structures.
Patriot Software
Pricing Model: Starts around $17 per month base fee plus $4 per employee/contractor per month (for basic self-serve or full-service options depending on your tax filing needs).
Why it fits: Widely rated as one of the most budget-friendly options on the market. If you have an uncomplicated structure and just want reliable direct deposits and tax filing without paying for heavy HR add-ons, Patriot keeps total monthly costs exceptionally low. Explore their plans directly on Patriot Software.
If by flat-rate you mean a predictable monthly base price rather than a fee every time you run payroll, there are several inexpensive options worth considering. Most still charge a per-employee fee, so truly “flat” pricing is uncommon.
Provider
Current starting price
What you get
Good fit for
Patriot Payroll
$17/mo + $4/worker
Unlimited payroll runs; Full Service is $37/mo + $5/worker and includes tax filing
Very small businesses focused on keeping costs down
Gusto, ADP RUN, OnPay, and Paychex Flex are top-tier payroll software options for small businesses that combine full-service payroll with integrated benefits administration and automated compliance support.
Group health, life insurance, retirement integration, automated tax filings, and regulatory tracking.
Detailed Overview of Options
Gusto: Highly regarded for its intuitive interface, Gusto automates federal, state, and local tax filings while providing seamless deductions for health insurance, HSA/FSA, and 401(k) plans. It handles basic compliance tasks like new-hire reporting automatically across all 50 states.
OnPay: Known for transparent pricing and strong customer service, OnPay handles unlimited monthly payroll runs, coordinates a wide array of health and retirement benefits, and guarantees tax accuracy with automated filings and compliance tracking.
ADP RUN: A powerful industry standard, ADP RUN scales smoothly as your team grows. It includes advanced compliance monitoring, built-in error detection, and integrated access to Fortune 500-style health and retirement benefit brokers.
If you'd like, tell me:
The number of employees you have
Whether you already offer health or retirement benefits that need integration
Your state or multi-state operational footprint
I can help narrow down the best platform for your specific setup.
If you want payroll + employee benefits administration + basic compliance support in one system, these are some of the strongest small-business options I’d shortlist:
Platform
Best for
Payroll
Benefits admin
Compliance support
Gusto
Simplicity and small teams
✅
✅ Strong
✅ Payroll taxes + benefits compliance
I need a payroll and HR platform for my small business that includes features for tracking employee time off. What are the top recommendations?
We are a small business looking for payroll software that handles benefits administration and helps with basic compliance requirements.
If you need a payroll provider that automatically posts payroll journal entries directly into your cloud accounting software, I’d focus on providers with native accounting integrations, automated general ledger (GL) mapping, and configurable payroll journal entries—not just providers that export a CSV file.
The best fit depends on which accounting platform you use and whether you want payroll expenses, employer taxes, benefits, and liabilities mapped to the correct GL accounts automatically.
Payroll providers worth shortlisting
1. Gusto
(Best starting point)
Best for: Small and midsize businesses using QuickBooks Online or Xero.
Gusto can automatically sync detailed payroll journal entries, map payroll categories to your chart of accounts, and break entries down by department, job, or employee.
Best for: Businesses needing more extensive payroll, HR, and workforce management capabilities.
Worth evaluating if you have a larger workforce or more complex payroll. Confirm that your specific ADP product supports automatic GL posting into your accounting platform, rather than requiring file exports.
Best for: Businesses that want payroll integrated with HR, employee data, and other business systems.
Worth considering if you need more granular accounting allocation across departments, locations, or entities. Verify the direct GL integration for your particular accounting software before choosing.
Which cloud accounting software does your company use?
1. Accounting software
QuickBooks Online
Xero
Sage Intacct
Oracle NetSuite
Other
2. Number of employees
1–10
11–50
51–200
201+
3. How should payroll data transfer?
Fully automatic posting after each payroll run
Create the journal entry automatically, but review before posting
Detailed GL mapping by department, location, or entity
4. Where are your employees paid?
United States only
Multiple countries
[Find the best-fit providers]
With those details, I can narrow this to the strongest options and distinguish true automatic GL posting from manual exports or integrations that require extra steps.
Several top-tier payroll providers offer direct, automated general ledger (GL) synchronization with major cloud accounting platforms (like QuickBooks Online, Xero, Sage Intacct, and NetSuite).
Rippling Payroll : Exceptional for mid-market and scaling teams. It features native API integrations with over 600 accounting/finance tools and automatically pushes fully mapped journal entries (including dimensional and job-code tracking) the moment payroll is approved.
Gusto : The gold standard for small-to-medium businesses. Gusto offers robust, real-time mapping directly into QuickBooks Online and Xero , breaking down gross pay, employer taxes, and benefit deductions without manual CSV exports.
QuickBooks Payroll : If you use QuickBooks Online for your general ledger, staying within the ecosystem is the most foolproof method. Payroll data, tax liabilities, and reimbursements post automatically into the QBO ledger upon every run.
I'm looking for a payroll system that offers direct integration for posting GL entries to cloud-based accounting software.
Several robust payroll platforms feature direct, automated general ledger (GL) synchronization with cloud-based accounting software , removing the need for manual CSV exports or journal entry mapping.
Rippling : Features a powerful GL Sync tool that automatically maps and posts payroll journal entries directly into major cloud accounting platforms like QuickBooks, Xero, Sage Intacct, and NetSuite.
: Offers deep native integration with cloud systems like and , automatically syncing payroll expenses, employer taxes, and benefit deductions straight to your chart of accounts upon running payroll.
For a remote company hiring employees in new U.S. states, the main platforms fall into a few categories: HR/payroll suites that automate registrations as part of onboarding, and specialized compliance/tax registration providers. Common options include:
Companies needing business identity and state registration automation
Often used behind payroll platforms to help obtain state tax accounts and registrations. Gusto, for example, uses Middesk for some state tax registration workflows.
How companies typically choose
1–100 employees, mostly U.S. hires:
A payroll/HR platform such as Gusto or Rippling is often enough because registration, withholding, filings, and employee onboarding are connected.
Rapid growth across many states:
Rippling, Deel, or an HRIS combined with a tax compliance provider can reduce manual state-by-state work.
Need APIs or compliance infrastructure for a platform/business model:
Avalara and similar providers are more oriented toward embedded compliance workflows.
Things these tools usually help with
State payroll tax account registration
State unemployment insurance setup
Income tax withholding setup
New-hire reporting
Payroll filings and payments
Employee location-based compliance rules
Tracking registration status and required actions
A key distinction: employee hiring in a new state can trigger more than payroll registration. Depending on the state and business activity, companies may also need foreign qualification, workers’ compensation coverage, local registrations, paid leave compliance, labor law notices, and other employer obligations. Many HR/payroll platforms cover only part of that stack, so companies with aggressive expansion often pair them with a dedicated compliance provider or legal/tax advisor.
If you’re evaluating this for a startup, mid-market company, or enterprise, the shortlist would usually differ.
When expanding a remote team across state lines, managing tax registrations (unemployment insurance, withholding accounts) and staying compliant with local labor laws can quickly become an administrative maze.
Depending on whether you want to register your own entities and manage multi-state payroll or bypass entity setup entirely via an Employer of Record, the top platforms offer distinct types of guidance and automation:
1. All-in-One HR & Domestic Payroll (Best for registering your own entities)
Rippling: Highly regarded for automated multi-state compliance. It handles state and local tax registration workflows, remote I-9 verification, automated tax calculations/withholdings across jurisdictions, and dynamically flags local labor law or minimum wage changes.
Gusto: Excellent for small-to-midsize remote businesses. Gusto streamlines the state tax registration process by guiding you through what IDs you need, then automates ongoing state-level tax filings, new-hire reporting, and quarterly summaries.
Paylocity / : Strong mid-market/enterprise HR and payroll suites that feature automated compliance alerts for state-specific tax rates, paid family leave, and unemployment insurance tracking across multiple state lines.
I'm expanding my team to different states. Which payroll platforms will take care of registering for state tax accounts for me?
Expanding your team across state lines triggers a state tax nexus , meaning you must register for state unemployment insurance (SUTA) and state income tax withholding accounts in each new work state.
Several modern payroll platforms handle or facilitate this process rather than leaving you to manually file paperwork with every state agency.
Top Platforms That Take Care of State Tax Registration
Rippling: Offers robust automated multi-state tax registration. If you hire an employee in a new state or an existing employee moves, Rippling’s software can automate the state and local tax registration process, update withholding rules, and adjust ongoing filings. (Their PEO model handles co-employment compliance even more comprehensively).
When looking for an HRIS that handles core HR data alongside robust performance management and employee reviews , the right choice depends heavily on your company size, workflow complexity, and budget.
Top options range from unified all-in-one systems to dedicated talent suites:
Rippling — Best for tech-forward and automated operations. Rippling unifies core HRIS, payroll, benefits, and IT management. Its performance management and workflow automation tools allow you to trigger reviews, track employee goals, and tie performance metrics cleanly into a modern, highly automated system. According to user reviews on Gartner Peer Insights , it excels at reducing tool sprawl, though advanced customization may require a tailored quote.
BambooHR — Best for small-to-medium businesses (SMBs) wanting simplicity. BambooHR combines a famously intuitive core HR database with a dedicated performance management module. It features structured self- and manager assessments, peer feedback gathering, goal tracking, and 1:1 meeting agendas. As highlighted in BambooHR Performance Management breakdowns, its main strength is convenience—keeping review cycles right next to your standard employee records without adding administrative bloat.
Paylocity — Best for mid-market companies seeking built-in employee engagement. Paylocity pairs a comprehensive HRIS and payroll engine with robust talent and performance features. It includes continuous feedback, customizable review templates, peer recognition, and surveys, making it a strong fit if you want performance reviews tightly coupled with modern culture and engagement tools.
SAP SuccessFactors — Best for large enterprises with complex workflows. If you need deeply configurable review processes, 360-degree feedback, succession planning, and strict global compliance at scale, SuccessFactors is an industry standard. It goes far beyond basic check-ins to align deep talent insights with organizational goals, though it requires a heavier implementation lift than SMB-focused tools.
Lattice (or 15Five) + HRIS Integration — Best-of-breed alternative. Many organizations choose a streamlined core HRIS (like Gusto or Rippling) and pair it with a specialized performance platform like Lattice or 15Five . These dedicated tools offer superior career tracking, OKR alignment, and coaching frameworks that outshine native HRIS performance modules.
To help narrow down the best fit, tell me:
How many employees do you currently have?
Do you prefer an all-in-one suite (HRIS + performance combined) or are you open to a dedicated performance tool integrated with your HR system?
Are there other specific modules you need (like payroll or time tracking)?
If you're looking for an HRIS that handles employee performance management and formal reviews, I'd start with BambooHR, Rippling, and HiBob. They're good options to evaluate if you want employee records and performance reviews connected in one platform, rather than managing reviews through spreadsheets or a separate tool. Each has a different strength.
HRIS platforms worth shortlisting
1. BambooHR
Best starting point for straightforward HR and employee reviews
We are looking for an HRIS solution. Which ones have built-in performance management and review functionality?
Google AI Mode· Oct 13, 2026
Many modern HRIS (or broader HCM) platforms include native performance management and review capabilities . Choosing an all-in-one system keeps your employee data, goal tracking, and review cycles under one roof, minimizing the need for third-party integrations.
Top HRIS options featuring built-in performance management and review functionality include:
To help narrow down which of these is the best fit, tell me:
When shopping for an HRIS (Human Resources Information System) with a strong focus on employee reviews and performance tracking , you want a platform that moves beyond basic data storage into active talent management.
Here is a structured breakdown of what you should consider:
360-Degree Feedback: Ensure the system supports peer reviews, manager assessments, upward feedback (reviewing managers), and self-evaluations for a holistic view.
Goal Alignment & OKRs: Look for tools that let you cascade company goals down to individual objectives and Key Results so employee performance ties directly to business outcomes.
Continuous Feedback & Check-ins: Annual reviews are outdated; check if the platform supports regular 1-on-1 meeting agendas, ongoing feedback, and peer recognition notes.
Performance Calibration: For larger teams, look for features that help normalize review scores across different managers to reduce bias during compensation or promotion cycles.
Customizable Review Cycles: Make sure you can build custom templates, rating scales, and review cadences tailored to different departments or roles.
HRIS and Talent Sync: A unified suite means your performance data lives alongside core HR data (tenure, compensation, title history), making promotion and merit decisions seamless.
User Adoption & UI: If the interface is clunky, managers and employees will dread doing reviews. Prioritize platforms with a clean, consumer-grade experience or mobile accessibility.
When looking for HR tools with online onboarding workflows that feel intuitive, clean, and frictionless for a new hire, several platforms stand out for their exceptional user experience.
Gusto is widely considered the best for small-to-medium businesses. It streamlines the new hire experience with an exceptionally clean interface, combining digital offer letters, e-signatures, automated tax setups, and self-service benefits enrollment into a single, welcoming dashboard.
BambooHR is renowned for its user-friendly design and friendly layout. Its multi-stage, task-based onboarding journeys allow new employees to easily see what paperwork, video introductions, and policy acknowledgments are due, making the transition feel structured rather than overwhelming.
Rippling excels if you want an ultra-fast, unified workflow. It merges traditional HR tasks—like filling out tax forms and enrolling in insurance—with IT provisioning (like automatically shipping a configured laptop or setting up app access) in a seamless sequence that takes minutes for a new hire to click through.
Paylocity provides a robust, mobile-optimized portal where new employees can comfortably finish standard Form I-9s, W-4s, handbooks, and direct deposit info before their first day, eliminating the dreaded clipboard pile on Day 1.
Connecteam is a standout choice if you are onboarding remote, hybrid, or deskless workforces. It delivers a completely mobile-first onboarding checklist, policy distribution, and training modules right to the new hire's phone in a clean, bite-sized format.
If you'd like, let me know:
Your company size and whether you are hiring locally or globally
If you need a standalone onboarding tool or an all-in-one HRIS/payroll system
I can help narrow down the ideal platform for your team.
When looking for an HRIS that nails both pain-free employee onboarding and smooth PTO tracking without feeling like an administrative nightmare, a couple of platforms consistently rise to the top based on real-world implementation and daily usability:
BambooHR stands out as a gold standard for small-to-midsize businesses. Onboarding is largely automated through clean, digital task checklists, e-signatures, and self-service document completion before day one. For time-off, its PTO tracking is visually intuitive with clear accrual configurations, calendar integration, and a mobile app where employees can request time off and immediately see remaining balances.
Rippling is exceptional if you want blazing speed and automation. It bridges HR, IT, and payroll into a single system. Its onboarding is famously fast—you can literally provision a new hire's laptop, set up their Slack/Google accounts, and assign their benefits and PTO policy in a matter of 90 seconds using automated workflows. The PTO engine handles complex multi-tier accrual rules effortlessly.
is a fantastic choice for lean teams prioritizing simplicity. It handles friendly, paperless self-onboarding for new hires alongside rock-solid payroll, and its integrated PTO and time-tracking features keep requests and approvals transparent for both managers and staff without an over-engineered interface.
Manufacturing payroll is notoriously complex—handling multi-tier shift differentials, multiple job codes, variable piece-rate pay, and strict time-tracking . When payroll takes days and yields frequent errors, it usually means your time-collection and payroll systems are disconnected or lack native manufacturing depth.
Top-recommended systems designed to handle manufacturing complexities and automate the workflow include:
Netchex (Best Overall for Manufacturing): Purpose-built to handle complex manufacturing pay rules like multi-tier shift differentials, multiple hourly rates, and floor-level tracking without relying on manual workarounds.
APS (Automatic Payroll Systems): Excellent for mid-market operations, offering native handling of variable pay, multiple job codes, and added operational depth like OSHA tracking.
Paycom : Known for its single-database architecture, eliminating data re-entry between HR, time, and payroll. Its Beti feature prompts employees to catch and fix errors by reviewing their own payroll before submission.
Paylocity : Ideal if you need a broad ecosystem of integrations to tie your plant floor biometric clocks and ERP systems directly into payroll.
Gusto : A streamlined choice if you are running a smaller, single-site manufacturing operation that doesn't need heavy enterprise customization.
To help narrow down the best fit, tell me:
How many employees do you have on the plant floor?
Are you dealing with complex structures like shift differentials or piece-rate pay?
What time-clock or ERP system are you currently using?
For a manufacturing company where payroll takes days and errors keep recurring, I’d prioritize an integrated payroll and workforce management system that automatically transfers approved time records into payroll, handles complex shift and overtime rules, and flags errors before employees are paid.
Manufacturing payroll is more complicated than standard office payroll because of rotating shifts, hourly and salaried workers, shift differentials, overtime, job-cost allocation, and potentially union pay rules. The right automation can reduce manual data entry, repetitive corrections, and the amount of time HR spends chasing approvals.
Payroll systems I recommend evaluating
1. UKG Ready
(Strong manufacturing fit)
Best for manufacturers with hourly employees, multiple shifts, and complex pay rules.
Automates timekeeping, approvals, payroll calculations, and overtime alerts.
Supports shift differentials and employees working multiple positions.
Our HR team is struggling with manual payroll errors and long processing times. Are there specific payroll systems designed for manufacturing environments?
Which affordable HR platform is the best for a small business to manage payroll, benefits, and time off?
What are the best SaaS for payroll? 200+ heads
My startup needs to hire our first employees. What is the best HR software for a small company for payroll and onboarding?
What is the best payroll service?
For a small manufacturing shop on tight margins, which payroll platform offers the lowest all-in cost including tax filings and year-end forms?
For an early-stage startup, is it better to start with a lightweight payroll tool or invest in a more robust HRIS from day one?
What are the best tools for managing payroll? We're a small company
Best HRIS for onboarding, payroll, and devices?
What is the best HRIS (Human Resource Information System)?
For a US small business with under 20 employees, which payroll software offers the best balance of price and automated tax filing?
What's the best payroll service for a Bookkeeper to recommend to their small business clients?
How should an owner evaluate whether to outsource payroll to an accountant vs using cloud payroll software directly?
ADP
Large, multi-site workforce
UKG workforce management
Hourly, shift-based, multi-location or compliance-heavy employers
ADP Workforce Now
Excellent — time can be automatically approved and sent to payroll
Very good — strong HR/payroll automation and integrations
Particularly good for automating HR events into payroll
Growing companies prioritizing automation and ease of use
1. UKG — best for complex workforce rules
UKG Ready brings HR, payroll, time, attendance and scheduling into one platform. Its time system handles approvals, missing-punch/overtime alerts, leave and accrual rules, while payroll uses a single employee record and flexible pay rules for scenarios such as shift differentials and multiple positions. UKG also says its compliance tools automatically update HR, pay and time rules.
For larger organizations, UKG Pro is the stronger choice, particularly where workforce management, enterprise integrations, multiple entities or complicated scheduling are involved.
My take: Probably the strongest choice if your biggest risk is hourly wage-and-hour compliance.
2. ADP Workforce Now — best all-around payroll ecosystem
ADP's Workforce Management connects time, attendance and schedules directly with ADP payroll. Employees can enter time directly into the payroll system, approved time can automatically flow to payroll, and compliance tools can flag potential violations before they become payroll problems.
ADP also emphasizes continuous payroll calculations, variance detection, retro-pay assistance and automated time/attendance rules.
My take: A particularly good option if you want strong payroll/tax infrastructure plus sophisticated workforce management.
3. Paylocity — excellent for reducing payroll reconciliation
Paylocity explicitly connects Time & Labor → Payroll, with hours, dollars and labor allocations flowing directly into payroll. Its Payroll Readiness Dashboard and 40+ audits are designed to catch errors before payroll is processed.
Its Time & Labor product can enforce rules for overtime, breaks and premiums and lets managers approve timecards before they pass to payroll. www.paylocity.com For multi-state employers, Paylocity says its platform handles state-specific tax calculations, filings and payments.
My take: One of the best choices when the objective is specifically clean time data → accurate wages → fewer payroll corrections.
4. Paycom — strongest "single database" approach
Paycom takes the integration concept further: HR, payroll and time operate from a single database, rather than relying on module-to-module data handoffs. It also provides employee pre-payroll verification, multi-state/multi-entity payroll and compliance functionality.
My take: Worth serious consideration if eliminating reconciliation between HR, time and payroll is the top priority.
5. Dayforce — best for enterprise complexity
Dayforce connects time, attendance, scheduling and pay through the same employee record and data model. Its payroll engine continuously calculates payroll as time and pay data change, helping identify problems earlier.
My take: Particularly compelling for large, complex, multi-location or global organizations where payroll and workforce-management rules get complicated.
What I would shortlist
If I were evaluating these specifically for accurate wage processing + compliance, my initial shortlist would be:
UKG Pro/Ready — strongest for labor rules and workforce complexity
ADP Workforce Now — strongest broad payroll ecosystem
Paylocity — excellent time-to-payroll workflow and error checking
Paycom — excellent single-database architecture
Dayforce — strongest for highly complex enterprise environments
Rippling — strongest if ease of automation is more important than deep workforce-management complexity
The key buying criterion isn't simply "does it integrate with payroll?" It is whether the system can automatically carry approved hours, overtime, premiums, differentials, leave, job/cost-center codes and corrections into payroll while applying the appropriate wage rules and maintaining an audit trail. UKG's 2026 integration guidance similarly identifies payroll and time/attendance as especially high-risk integrations because they directly affect pay accuracy, labor costs and compliance.
If you tell me your employee count, percentage of hourly workers, number of states, and whether you need union/shift-differential/overtime rules, I can narrow this to the top 3 and compare likely pricing, implementation complexity, and compliance capabilities.
Homebase : Built distinctively with hourly teams in mind (retail, hospitality, local services). It places scheduling and time clocks at the core, flowing hours automatically into integrated payroll runs with support for multiple wage rates and blended overtime.
Rippling : Known for deep unified data architecture. Rippling connects time and attendance directly to global payroll and HR in a single source of truth, making custom compliance policies and automated overtime triggers extremely reliable.
Justworks : A Professional Employer Organization (PEO) model that specializes heavily in compliance, benefits, and integrated time tracking that maps directly onto their unified payroll infrastructure.
To help narrow down the ideal platform, tell me:
What is the approximate size of your team?
Are your employees hourly, salaried, or a mix of both?
Do you have any multi-state or remote compliance requirements?
Best Standalone Systems with Robust Third-Party Payroll Integrations:
QuickBooks Time: The gold standard if your accounting or payroll relies on the QuickBooks ecosystem, but it also syncs smoothly with ADP, Gusto, and others. It excels at mobile/GPS tracking and alerts for unexpected overtime.
Buddy Punch: Highly rated for accountability (facial recognition, GPS geofencing) and exports clean, formatted regular and overtime hours directly into major payroll platforms.
Connecteam: Ideal if you manage mobile, remote, or frontline hourly workforces. It offers strong, mobile-first clock features and robust API/Zapier bridges to popular payroll providers like Gusto, QuickBooks, and Paychex.
To help narrow down the ideal match, could you tell me:
What payroll software are you currently using?
What environment are your employees working in (remote, office, or field/mobile)?
Gusto explicitly supports contractor-only payroll, so you don't need W-2 employees. Contractors can self-onboard, provide their W-9/bank information, receive direct deposits, and Gusto handles the year-end 1099-NEC process.
For high-volume operations, Gusto also supports CSV-based contractor payments and scheduled/automated contractor payments, although its automated-payment rollout is still being phased in.
One useful pricing detail: Gusto currently says contractor pricing is per contractor only in months when you actually pay them, and there is no limit on the number of contractor payments you can make in a month.
I'd pay particular attention to these capabilities rather than just the headline payroll price:
Bulk contractor onboarding and W-9 collection
CSV/API payment capabilities
Scheduled recurring payments
Ability to pay contractors multiple times per month
Automatic 1099-NEC preparation and e-filing
Contractor self-service portals
Accounting integrations
Approval workflows before money is released
Handling contractors in multiple states
International contractor support, if applicable
For a business with, say, 500+ contractors, I'd also investigate whether you can integrate the platform with your existing accounting/vendor-management system through an API rather than having staff manually enter payments.
If you tell me roughly how many contractors you have (e.g. 100, 500, 5,000), how often you pay them, and whether they're all U.S.-based, I can narrow this down to the platforms that fit that scale and compare their current pricing and automation capabilities.
One useful pricing detail: Gusto currently says contractor pricing is per contractor only in months when you actually pay them, and there is no limit on the number of contractor payments you can make in a month.
Deel : A dominant force in global compliance and payroll that manages the full contractor lifecycle across over 150 countries. Features include localized contract generation, 2-minute onboarding, automated compliance checks and document collection (tax forms, certifications), automated milestone/time tracking, bulk global payouts in multiple currencies, and Deel Shield (an indemnification-backed contractor of record service that assumes misclassification liability).
Worksuite : Built specifically as an end-to-end system of record for managing freelance and contractor networks. It provides customizable onboarding workflows, compliance checkpoints per region/role, contract redlining and e-signatures, expiration tracking, global payout execution, and a private talent pool directory with availability forecasting.
Gusto : For domestic (U.S.-based) teams, Gusto offers streamlined contractor onboarding, localized agreements, direct deposit contractor payroll, and automatic year-end 1099-NEC generation and filing. While it lacks heavy global or "Contractor of Record" liability shields, it handles the standard domestic lifecycle cleanly within an SMB HRIS.
To help narrow down which system fits your setup, let me know:
Are your contractors domestic (U.S.) or international (global)?
Do you need misclassification liability protection (like a Contractor of Record service), or just invoicing and payment tooling?
Yes. The market has moved beyond traditional payroll/HRIS products that merely pay contractors. Several platforms now have purpose-built contractor-management workflows covering most or all of the lifecycle: classification → contracting → onboarding → work/invoicing → approvals → payments → compliance → renewals/amendments → offboarding, and in some cases contractor-to-employee conversion.
Strongest options
Platform
Contractor lifecycle depth
Particularly strong at
Payroll / HRIS
Deel
Very high
End-to-end contractor management, compliance, global payments, conversion to employee
Deel explicitly positions its Contractor product around hiring, managing and paying contractors, with localized contracts, classification assessments, compliance monitoring, invoicing, payments, document management and self-service. It also supports moving contractors into employee/EOR arrangements.
Its API is particularly revealing: Deel exposes the lifecycle programmatically, including contract creation/signing, onboarding, amendments, timesheets, milestones, payments and terminations.
Current listed pricing is $49/contractor/month for its standard contractor offering, with Contractor of Record at $325/contractor/month.
Best fit: companies where contractors are a meaningful part of the workforce and you want contractor operations and employee HR/payroll under one roof.
2. Papaya Global — particularly strong for enterprise
Papaya now has a dedicated Contractor Management product rather than treating contractors as an incidental payroll use case. Its stated lifecycle is:
It includes localized onboarding/KYC, worker classification, localized contracts, invoice management, approvals, payments and automated reconciliation.
That's unusually close to what I'd call a genuine contractor lifecycle management system, especially from a Finance/Payroll perspective.
Best fit: enterprises that care heavily about payroll, payments, compliance and financial reconciliation.
3. Rippling — strongest traditional HRIS alternative
Rippling has a specific Global Contractors product. Contractors can sign agreements, complete KYC, enter payment information, submit invoices, track time and receive payments; admins can automate invoice approvals and manage contractors alongside employees.
The interesting differentiator is that Rippling connects this to its broader HRIS + payroll + IT + finance infrastructure. It also offers Contractor of Record functionality.
Best fit: companies that want contractors to live inside the same operational system as employees rather than buying a contractor-only platform.
4. Remote
Remote's Contractor of Record offering explicitly covers onboarding, compliant contracts, payments and offboarding, with Remote taking on significant compliance responsibility.
Best fit: organizations where international compliance and contractor misclassification risk are the primary concerns.
5. Oyster
Oyster's contractor product covers contracts, onboarding, invoicing, expenses, payments, time off, misclassification assessment and contractor offboarding. It supports 180+ countries and 120+ currencies.
Oyster has also added a dedicated offboarding view covering status, progress, final pay and country-specific guidance.
Best fit: SMB/mid-market organizations wanting a relatively straightforward global contractor experience.
6. Worksome
This one is worth separating from the HRIS vendors. Worksome is explicitly an external workforce platform rather than primarily a payroll/HRIS. It covers source → engage → classify → contract → pay, with onboarding and offboarding, compliance and worker classification built in.
Best fit: enterprises with large contingent/freelance workforces, especially where procurement and workforce management matter as much as payroll.
3. Payment/payroll systems that aren't necessarily full lifecycle platforms
These can handle contractor payments very well but may not give you the complete pre-hire → engagement → ongoing management → termination workflow.
The biggest signal that a vendor is genuinely solving the lifecycle is whether it handles classification and contracts before the first payment, not merely whether it supports 1099 or international contractor payroll.
If you're evaluating this as a software category
I'd use these lifecycle capabilities as the comparison framework:
Workforce request / requisition
Contractor sourcing
Worker classification
Contract generation + e-signature
Onboarding / KYC / tax documentation
System-access provisioning
Time / milestones / deliverables
Invoice creation and approval
Payments + FX
Ongoing compliance monitoring
Contract amendments / renewals
Expenses
Contractor performance / engagement
Contractor → employee conversion
Offboarding / termination
Final payment + tax documentation
Audit trail / reporting
HRIS, ERP and accounting integrations
On that definition, Deel and Papaya are probably the two clearest "entire contractor lifecycle" products today, while Rippling is particularly compelling if the requirement is "contractors + employees in one HRIS." Worksome is especially interesting if the problem is broader contingent workforce management rather than simply payroll.
If you're researching this for a vendor selection, competitive landscape, or product idea, I can also build a much deeper 20–30 vendor matrix showing exactly which lifecycle stages each system supports, including pricing, U.S. 1099 support, global contractor support, VMS capabilities, APIs, HRIS integrations, COR/EOR, and contractor-to-employee conversion.
OnPay : Frequently praised by small business owners for having a single, straightforward pricing model with no surprise costs. They charge one transparent monthly base fee plus a flat fee per person. Full-service tax filing across all 50 states, unlimited monthly pay runs (including off-cycle runs), and W-2/1099 filings are completely inclusive with no hidden add-on penalty fees.
Patriot Software : Known for ultra-budget-friendly and honest pricing. Patriot clearly separates their "Basic" (do-it-yourself tax) and "Full-Service" (tax filing included) options right on their public pricing page. There are no surprise implementation traps or secret setup costs, though extra auxiliary modules like time-and-attendance are explicitly broken out as clear, separate optional add-ons.
Justworks : For companies large enough to utilize a PEO (Professional Employer Organization) model, Justworks stands out because they actually publish their transparent per-employee PEO pricing online. Their straightforward model includes full payroll, W-2s, tax filings, and access to enterprise-grade benefits under a predictable, flat monthly rate with no hidden fees for extra standard pay runs.
If you'd like to narrow this down further, tell me:
What is your approximate employee headcount?
Do you employ a mix of W-2 workers and 1099 contractors?
Are you operating in multiple states?
I can help you estimate the expected monthly costs for these transparent platforms.
Wave Payroll is a minimalist, very easy-to-learn option well-suited for micro-businesses. In their supported full-service tax states, automatic tax calculations, filings, and year-end W-2/1099 forms are rolled into the standard monthly fee.
To help narrow down the best fit, let me know:
How many employees or contractors do you need to pay?
Best for: Fast-growing or tech-forward teams that want deep HR, IT, and global capabilities.
How it handles both: It unifies W-2 employees and domestic or international 1099 contractors under one unified system record. If a contractor transitions into a full-time W-2 employee, Rippling handles the status conversion natively inside the platform without needing to create a brand-new profile. Check it out at Rippling.
OnPay
Best for: Straightforward, budget-friendly payroll with no hidden fees.
How it handles both: Offers unlimited monthly pay runs for both hourly/salaried W-2 workers and 1099 contractors under a single transparent pricing model. It calculates standard employee taxes while allowing you to seamlessly process contractor direct deposits and generate year-end 1099s. Learn more via OnPay.
RUN Powered by ADP
Best for: Established small-to-midsize businesses needing robust multi-state compliance.
How it handles both: ADP's small business tier natively supports wage calculations, deductions, and direct deposits for W-2 staff alongside smooth processing and year-end form generation for 1099 contractors. Review platform details on ADP.
Justworks
Best for: Companies that want a PEO (Professional Employer Organization) model for high-end benefits and automated risk management.
How it handles both: Allows you to pay a mixed team of full-time W-2 hires and domestic/international 1099 contractors through one system, managing and filing all year-end tax documentation automatically. Explore more at Justworks.
If you want to narrow this down, tell me:
How many W-2 employees vs. 1099 contractors do you have?
Do you need multi-state or international contractor support?
Are you looking for simple payroll or a full HR/benefits suite?
I can help you pick the ideal platform and estimate your monthly cost.
QuickBooks Payroll : Seamlessly integrates W-2 and 1099 tracking directly into accounting workflows, making it ideal if you already use QuickBooks for bookkeeping.
ADP : Scalable from small businesses to large global enterprises, supporting both worker classifications with robust compliance features.
Patriot Software : A budget-friendly, user-friendly option for small businesses that need straightforward payroll and contractor payments without overly complex add-ons.
Rippling : Excellent if you also need heavy-duty IT management, global contractor compliance, or automated onboarding across multiple states and countries.
If you'd like to narrow this down, tell me:
What is your approximate team size (number of W-2 vs. 1099 workers)?
Do you need international contractor payments or just domestic?
Do you use a specific accounting or time-tracking software it needs to integrate with?
Several payroll platforms let you manage W-2 employees and 1099 independent contractors in one unified system, including payroll processing, worker records, payments, and year-end tax forms. The best fit depends on whether you prioritize ease of use, accounting integration, HR features, or support for a larger workforce.
Best payroll software options
1. Gusto
(Best overall for small businesses)
Gusto combines employee payroll and contractor payments, online onboarding, automated tax filings, W-2s, and 1099s. Contractor payments are supported on its plans, and it can also be used for contractors alone.
Best for: Small businesses that want an easy-to-use payroll and HR platform.
OnPay supports W-2 employees and 1099 contractors in the same dashboard, with the option to pay them together or on separate schedules. It also provides payroll tax filing, HR tools, and year-end tax forms.
Best for: Small and midsize businesses that want straightforward payroll and HR functionality.
QuickBooks offers employee payroll and contractor payments through its Workforce Payroll offering. It can handle payroll taxes, W-2s, contractor payments, and 1099 e-filing, with accounting tools available in the same ecosystem.
Best for: Businesses already using QuickBooks for bookkeeping and accounting.
ADP is another option to evaluate for combined employee and contractor payroll, with payroll tax administration and broader HR services. Confirm which contractor-payment and 1099 filing features are included in your proposed plan.
Best for: Businesses seeking a more established payroll provider with room to expand.
Square Payroll supports contractor payments through its payroll dashboard, including payment history and contractor pay runs. It is particularly worth considering if you already use Square for point-of-sale, timekeeping, or scheduling.
Best for: Retail, food service, and other businesses already using Square.
Combines employee and contractor payroll with HR workflows, tax document management, and integrations. It also offers international workforce capabilities.
RUN Powered by ADP — Best for established payroll services
Processes employee and contractor payments and prepares W-2 and 1099 forms. ADP notes that form services may carry additional fees, so check the quote carefully.
I'd start by comparing Gusto, OnPay, and QuickBooks Payroll for a typical small business. Add Rippling if you need more sophisticated HR workflows or international contractor management, and Square Payroll if your business already runs on Square.
Before choosing, confirm these five things:
Both W-2 employees and 1099 contractors can be managed under the same company account.
The provider handles both W-2 and 1099-NEC year-end forms.
Contractor payments and tax filings are included in the quoted price.
You can use separate pay schedules for employees and contractors.
Your accounting software and state payroll requirements are supported.
One important distinction: contractors and employees need separate tax treatment even when managed in one platform. The IRS classification rules still apply.
To narrow this to the best two or three options for your business: approximately how many W-2 employees and 1099 contractors do you have, and are you currently using QuickBooks or another accounting system?
To help narrow down the best fit for your budget , could you tell me:
How many employees or contractors do you need to pay?
Do you prefer a full-service option where the provider handles all tax filings automatically, or a self-service option?
Wave Payroll
Pricing Model: A predictable base fee (ranging from $20 to $40 per month depending on your state's tax service setup) plus $6 per active employee or contractor.
Why it fits: It's designed explicitly for micro-businesses and small teams. If you already use or want simple accounting integration, Wave handles basic direct deposits, tax forms, and pay stubs cleanly without extra fluff. Check out the details at Wave Financial.
Roll by ADP
Pricing Model: A flat base fee starting around $39 per month plus $5 per employee.
Why it fits: Roll is a chat-based, AI-driven mobile payroll app built by ADP. It is stripped down of heavy desktop menus, allowing you to run straightforward payroll via a quick chat interface on your phone. Learn more via ADP.
SurePayroll
Pricing Model: Starts around $19.99 to $29.99 per month base fee plus $4 to $5 per employee per month.
Why it fits: Excellent for very small, localized teams or micro-restaurants/service shops with basic needs. It handles automatic tax calculations and filings without forcing you onto a per-payroll billing meter. Review features on SurePayroll.
If you'd like to narrow this down, let me know:
How many employees or contractors you plan to pay
How often you run payroll (weekly, bi-weekly, monthly)
Whether you prefer self-service tax filing or want the provider to handle full tax remittance automatically
I can give you a precise monthly cost estimate for these options.
If by flat-rate you mean a predictable monthly base fee plus a simple per-employee charge—with no per-payroll-run pricing—there are several inexpensive options for a small business with straightforward W-2 payroll.
Provider
Current pricing*
Tax filing
Good fit for
Patriot Payroll – Full Service
$37/mo + $5/worker
Included
Very small businesses prioritizing low cost
Square Payroll
$35/mo + $6/person
Included
Simple payroll, especially if you already use Square
*Published/list pricing I found for 2026; promotions and state-specific costs can change. Patriot confirms its $37 + $5 Full Service pricing and $17 + $4 Basic pricing.
A few worth looking at
Patriot Payroll
Probably the most cost-focused option if your payroll is uncomplicated. Full Service handles federal, state, and local tax filing/deposits, while Basic is cheaper but leaves filing to you. Patriot also supports unlimited payroll runs, which is useful if you pay weekly.
Square Payroll
$35/month + $6 per person paid for full-service payroll, including automated tax filings. It also has a contractor-only option at $6/person with no base fee.
Gusto
Its Simple plan is $49/month + $6/person and includes unlimited payroll runs, tax filings/payments, and basic PTO. It's designed for single-state payroll.
OnPay
Current 2026 comparisons put its standard pricing around $49/month + $6/person, with tax filing included. It can be particularly useful if you may eventually need multi-state payroll.
For a very small team
For example, with 5 employees, the advertised monthly cost works out roughly to:
Patriot Full Service: $62/month
Square Payroll: $65/month
Gusto Simple: $79/month
OnPay: $79/month
So if your needs really are just a handful of employees, regular wages, direct deposit, and automated tax filing, Patriot and Square are the lower-cost places I'd investigate first. That's a cost comparison rather than a ranking—the better fit depends on whether you value things like accounting integration, HR features, multi-state support, or an existing Square ecosystem.
If you tell me how many employees you have, whether they're W-2 or 1099, what state you're in, and whether you run payroll weekly/biweekly/monthly, I can calculate the actual monthly and annual cost of the cheapest few options.
Unlimited runs, automatic federal/state tax filing, direct deposit, W-2/1099 support
Owners wanting simple full-service payroll
Gusto Simple
$49/mo + $6/person
Unlimited payroll, tax filing/payments, basic PTO and holiday pay
Businesses wanting a polished, easy-to-use interface
OnPay
$49/mo + $6/employee
Payroll, tax filings, HR features and multi-state support
Small businesses that may need somewhat broader capabilities
Patriot is currently the lowest-cost mainstream option of these. Its Basic plan is $17/month plus $4 per worker paid; Full Service is $37/month plus $5 per worker and handles federal, state and local tax filings/deposits.
SurePayroll is another particularly straightforward choice: its current small-business pricing starts at $29/month plus $7 per employee, with unlimited payroll runs and automated tax filing/deposit.
Gusto costs more at $49/month plus $6/person for its Simple plan, but includes unlimited payroll and automatic tax filings/payments.
OnPay starts at $49/month plus $6/employee and emphasizes predictable pricing, payroll, tax filing, and HR functionality.
For a very small, uncomplicated business
I'd narrow the comparison to Patriot vs. SurePayroll. For example, with 3 employees, the advertised base pricing works out roughly to:
Patriot Basic: $29/month
Patriot Full Service: $52/month
SurePayroll Full Service: $50/month
Gusto Simple: $67/month
OnPay: $67/month
Those figures exclude potential add-ons, promotions, and special tax/state fees.
One important distinction: “flat-rate” doesn't necessarily mean one price regardless of employee count. These providers generally use a flat monthly subscription plus a per-worker charge. Patriot explicitly describes its pricing this way, while SurePayroll similarly uses a monthly base plus per-employee pricing.
If you tell me how many employees you have, whether they're W-2 or 1099, what state you're in, and how often you run payroll, I can calculate the actual monthly cost for 4–5 providers and identify the least expensive options.
For small businesses with straightforward pay needs (like a fixed salary or simple hourly wages) and a tight budget, the ideal payroll software combines a predictable flat monthly base fee with a low per-person fee , avoiding hidden add-ons or percentage-of-payroll markups.
The most popular, inexpensive, and straightforward payroll options fit for this criteria include:
Patriot Software : Widely considered one of the absolute budget-friendly options on the market. It charges a very low monthly base price (starting around $17) plus a minimal per-employee fee (around $4 per person), making a small team very inexpensive to run. It includes free direct deposit and automated tax filings.
Wave Payroll : Excellent for solopreneurs and tiny teams. It features a flat monthly base fee of about $40 plus $6 per active employee or contractor paid per month. It integrates directly with Wave's accounting tools, making it seamless if you want to keep your books and simple pay in one spot.
Gusto : Known for having one of the best user interfaces and transparent pricing. Its "Simple" tier features a flat base rate of around $49/month plus $6 per person/month. It handles full-service automated tax filings in all 50 states, W-2s, and 1099s out of the box.
SurePayroll : Powered by Paychex, it’s designed specifically for micro-businesses. It charges a predictable, low flat monthly rate and—crucially for some—doesn't meter you based on how many times you run payroll, meaning off-cycle bonus runs or corrections don't incur extra fees.
To help narrow down which provider fits best, tell me:
How many employees (or contractors) do you need to pay?
Are they located in a single state or multiple states?
Paychex Flex: Best for small businesses wanting live, dedicated support, Paychex Flex combines automated payroll processing and tax generation with customizable employee benefits packages and regulatory compliance updates.
Rippling
Automation and growing companies
✅
✅ Strong
✅ Labor/compliance workflows
Paychex Flex
More hands-on HR/compliance support
✅
✅
✅ Strong
ADP RUN
Established payroll + compliance
✅
✅
✅ Strong
1. Gusto — best overall for a typical small business
Gusto is probably where I'd start if you have a relatively small team and don't want HR software to become a project.
It combines payroll, tax filing, benefits administration, and HR features. Its benefits administration can handle things such as health insurance enrollment and deductions, while Gusto says it can also handle benefits-related compliance areas including COBRA, HIPAA, ACA reporting, Section 125, and HSA/FSA administration.
Best fit: 1–50-ish employees, particularly if ease of use matters more than sophisticated HR functionality.
2. Rippling — best for automation
Rippling goes considerably further than basic payroll. Payroll and benefits are integrated so that benefit changes automatically flow into payroll deductions. It also offers automated workflows intended to monitor things such as minimum-wage, overtime, and mandatory-training compliance.
Best fit: A growing company that wants payroll, benefits, HR, time tracking, onboarding, and compliance workflows tied together.
The trade-off is that Rippling can be more platform than a very small company needs.
3. Paychex Flex — best if you want more human support
Paychex Flex combines payroll with benefits, HR tools, and compliance resources. Paychex automatically calculates and files federal, state, and local payroll taxes, and offers compliance monitoring, HR resources, and access to HR professionals.
Best fit: Owners who want software but also value access to payroll/HR specialists, particularly if they're dealing with multiple states or more complicated employment rules.
4. ADP RUN — best established payroll provider
RUN Powered by ADP is designed specifically for businesses with fewer than 50 employees. Its packages range from basic payroll/tax filing and compliance assistance to more extensive HR support.
Best fit: A small business that wants a mature payroll provider and may eventually need more substantial HR services.
One thing to watch: benefits administration varies by package/service, so I'd specifically ask ADP what benefits functionality is included in the quote rather than assuming it's all part of the base payroll product.
My quick ranking
🥇 Gusto — easiest all-around choice for a small business
🥈 Rippling — best if automation and growth are priorities
🥉 Paychex Flex — best for hands-on HR/compliance assistance
ADP RUN — best if you prefer a large, established payroll provider
Important distinction: “compliance” here generally means things like payroll-tax filings, required forms, benefits administration compliance, alerts/resources, and HR guidance. These platforms don't replace an employment lawyer or CPA for interpreting unusual employment-law or tax situations.
If you tell me roughly how many employees you have, which state(s) you're in, and whether you offer health insurance/401(k), I can narrow this to the 2–3 best choices and compare likely pricing and features.
Paylocity or Paychex Flex : Best if you need enterprise-grade HCM and complex multi-entity GL mapping for upper mid-market setups syncing with Sage Intacct or NetSuite.
To help narrow down the best fit, let me know:
What cloud accounting software are you using?
Roughly how many employees do you have?
Do you need dimensional or job-code/project-based GL tracking , or just a standard chart of accounts map?
Xero Payroll (powered by Gusto) : For businesses using Xero as their core accounting hub, this embedded partnership ensures that payroll transactions flow seamlessly into the general ledger with automated journal entries and unified reporting.
QuickBooks Payroll : Provides native, automated ledger posting directly inside the QuickBooks Online ecosystem, ensuring labor costs and tax liabilities land in the correct accounts instantly.
Payroll by Patriot Software : Known for affordability, it integrates smoothly with cloud accounting tools (including QuickBooks Online) to map and sync accounting data cleanly without high enterprise costs.
To help narrow down the best fit, let me know:
What cloud accounting software are you currently using (e.g., QuickBooks Online, Xero, NetSuite)?
Approximately how many employees or contractors do you need to pay?
Do you require advanced custom account mapping for different departments or locations?
Yes. If your key requirement is payroll → automatic GL/journal entry → cloud accounting, there are several established options.
Payroll system
Cloud accounting
Direct GL posting?
Notes
Gusto
QuickBooks Online, Xero
Yes
Creates detailed journal entries and can auto-sync payroll; supports account mapping and breakdown by department, employee, job, or project.
Paychex Flex
QuickBooks Online, Xero, Sage
Yes
Paychex's General Ledger integration posts payroll data directly to QBO and supports accounting dimensions such as accounts, employees, organizations and classes.
RUN Powered by ADP
QuickBooks Online, Xero, Wave, others
Yes
Its General Ledger Interface maps payroll to the accounting chart of accounts and supports sending journal data to accounting software.
ADP TotalSource
QuickBooks Online and other accounting packages
Yes / GL interface
Can map payroll to your chart of accounts and export GL data to QBO; it also supports scheduled GL-file creation.
Xero Payroll powered by Gusto
Xero
Yes — native
Payroll is built into Xero, with payroll expenses and liabilities flowing directly into the Xero general ledger.
My shortlist
If QuickBooks Online is your accounting system, I'd specifically investigate Gusto and Paychex Flex. Both have a genuine accounting integration rather than simply giving you a CSV/IIF file to upload. Gusto explicitly creates and synchronizes a journal entry after payroll, while Paychex describes its integration as automatically posting payroll data to QBO.
If Xero is your accounting system, Gusto/Xero Payroll, Paychex Flex, and RUN Powered by ADP are worth comparing. Xero's own integration documentation supports payroll systems sending payroll information as either manual journals or AP bills.
One important distinction: "integrates with QuickBooks" doesn't necessarily mean "automatically posts GL entries." Some products only export a journal that someone then uploads. For example, ADP's offerings can involve an import-ready GL file, whereas Paychex and Gusto explicitly document direct posting/synchronization.
If you tell me which accounting platform you use (QuickBooks Online, Xero, NetSuite, Sage Intacct, Microsoft Dynamics, etc.) and roughly how many employees you have, I can narrow this to 3–5 payroll systems with true GL posting, including pricing and integration details.
2. Employer of Record / EOR (Best for instant hiring without local state registration)
If you want to hire someone in a new state immediately without waiting to set up state tax IDs and unemployment accounts yourself, an EOR acts as the legal employer on your behalf.
Deel: Offers robust domestic and global infrastructure, helping companies onboard W-2 talent or manage multi-state compliance and automated tax filings without the heavy lifting of individual state agency setups.
Papaya Global: Provides enterprise-grade EOR and automated compliance tracking tailored for high-volume, multi-jurisdiction operations and complex document workflows.
To help narrow down the right option, tell me:
Are you looking to register your own business entities in these new states, or would you prefer an Employer of Record (EOR) approach to avoid registration entirely?
Roughly how many employees are you planning to hire, and in how many new states?
Gusto: Integrates with compliance partners (like Middesk and CorpNet) to offer guided, automated state tax registration directly inside the dashboard. You submit your business details through Gusto, and they submit and track state withholding and unemployment insurance registrations on your behalf for eligible entity types.
ADP Run / ADP Workforce Now: As enterprise/mid-market staples, ADP handles multi-state tax setups and agency registrations through their implementation and tax service teams, though it is usually handled as part of a managed service setup rather than a pure self-serve click-through.
Rillet / Remote / Deel: If you are hiring W-2 employees across state lines (or international/remote contractors), global and domestic EOR/payroll hybrids like Deel or Remote manage local registrations and compliance natively through local entities or partners.
Key Caveats to Keep in Mind
Even with automated software, keep these realities in mind:
Entity Eligibility: Most automated payroll-integrated registration tools (like Gusto's partner integrations) require standard corporate structures like LLCs or Corporations and won't support sole proprietorships or certain partnerships seamlessly.
Local and Paid Leave Taxes: While state withholding and unemployment (SUTA) are commonly automated, some localized city taxes (e.g., in Ohio or Pennsylvania) or state-specific Paid Family and Medical Leave (PFML) programs may require separate manual enrollments or secondary steps.
Processing Times: State agencies themselves still take anywhere from 1 to 3 weeks to issue ID numbers, even when the software submits the paperwork instantly on your behalf.
If you'd like to narrow this down, let me know:
What entity type your business is (LLC, Corp, etc.)
How many employees you plan to hire and in which states
Whether you prefer a self-serve software or a full-service PEO model
I can help you pick the exact platform tier that fits your rollout.
Yes. If your goal is “I hire someone in a new state and the payroll provider handles getting my state tax accounts set up,” there are several good options—but they differ significantly in how much they actually handle.
Best options
Platform
State tax-account registration
My take
Gusto
Yes — offers one-time state registration through Middesk, or broader Business Compliance
Best for small/midsize businesses
ADP
Yes — ADP's registration service prepares and submits applications to state/local tax agencies
Best established/managed option
Rippling
Yes — automated state tax registration is available through its HR Services
Best for growing, distributed teams
Justworks
Yes — offers state tax registration as an additional service
Good if you also want PEO/HR services
OnPay
Yes, via Middesk in supported states
Good lower-cost payroll option
Paychex
Some enrollment assistance, but state-by-state setup can still require employer action
Strong payroll, less turnkey for this specific need
1. Gusto — probably the easiest fit
Gusto explicitly offers state tax registration when you expand into a new state. Its one-time service uses Middesk to establish state income-tax withholding and state unemployment-insurance accounts.
It also has a more comprehensive Business Compliance option at $85/state/month, which includes foreign qualification, registered-agent service, state tax registration, annual reports, government-mail monitoring, and compliance alerts.
Important caveat: some local-tax and PFML registrations aren't covered automatically, and some states require you to handle TPA/POA authorization yourself.
ADP has a dedicated tax registration service. You provide your business information and EIN, answer questions about the business, and ADP's payroll-tax specialists prepare and submit the applications to the requested tax agencies. Pricing starts at $195.
That's particularly attractive if you're going into a lot of states and don't want your internal team figuring out each state's registration process.
3. Rippling — excellent for a distributed workforce
Rippling specifically advertises automated state tax registration. Its HR Services can handle registering for state taxes on your behalf, including the ongoing administrative burden of managing those registrations.
I'd put Rippling high on the list if you're also looking for a broader HRIS rather than just payroll.
Justworks offers state tax registration for an additional fee. Its documentation says it can obtain the company's state tax account information and applicable TPA access directly from the state.
There are limitations: for example, Justworks says it doesn't register local tax accounts in Pennsylvania, leaving those to the employer.
OnPay itself generally expects employers to provide their state tax IDs, but it has partnered with Middesk to handle state tax registrations in states where the service is available.
That's worth considering if you like OnPay's payroll product but don't want to manually register every new state.
One distinction I'd pay close attention to
There are three different levels of “we handle state taxes” that payroll companies sometimes blur together:
Calculate/file/pay taxes — almost all serious payroll providers do this.
Register your company for state tax accounts — this is what you're asking for.
Handle the broader state expansion — foreign qualification, registered agent, local taxes, PFML, TPA/POA, annual reports, notices, etc.
For a company expanding rapidly across states, #3 can be much more valuable than #2.
My shortlist:
Gusto → best straightforward option for a small/midsize company
Rippling → best if you're building a distributed workforce and want a full HR platform
ADP → best if you want a large, established provider with dedicated tax-registration specialists
Justworks → worth considering if you want the PEO model
OnPay → attractive if price/value is the priority
One caveat: state registration isn't necessarily the same as legally registering your business to transact business in that state. You may also need foreign qualification with the Secretary of State, registered-agent service, workers' comp, local registrations, etc. Gusto's Business Compliance offering is notable because it addresses several of these together.
If you tell me roughly how many employees you have now, how many states you're entering, and whether you want a PEO or ordinary payroll, I can narrow this to the 2–3 platforms that will require the least work from you, including current pricing.
BambooHR offers employee self-reviews, manager reviews, peer feedback, customizable review cycles, goal tracking, and one-on-ones. Its focus on making reviews simple for employees and HR makes it a strong first option to evaluate.
Best for: Organizations that want a practical, easy-to-administer HR system.
Best for integrated HR, payroll, and performance workflows
Rippling combines review cycles with employee data, goals, continuous feedback, performance calibration, and compensation workflows. It can connect review outcomes to changes in employee profiles and payroll.
Best for: Companies that want HR administration and performance-related processes tightly connected.
Best for growing companies with a focus on talent development
HiBob includes 360-degree reviews, customizable templates, goal setting, one-on-ones, calibration, and AI-assisted review summaries. It is worth considering if performance development and employee experience are priorities alongside core HR.
Best for: Growing organizations that want a more developed talent-management experience.
ADP offers structured performance evaluations, multi-rater feedback, goal tracking, customized reporting, and connections between performance results and compensation. Check which talent-management capabilities are included in your proposed package.
Best for: Mid-sized businesses that want payroll and HR administration closely integrated.
These are recommendations based on their published capabilities, not a definitive ranking. Actual pricing, feature availability, and implementation effort depend on company size and selected modules.
What to look for in your demos
Regardless of vendor, I'd prioritize these capabilities:
Review workflows: Annual, semiannual, quarterly, and probationary reviews.
Flexible templates: Different questions and competencies by job, department, or level.
Multi-rater feedback: Self-assessments, manager reviews, peer reviews, and 360-degree feedback.
Goals and development plans: Track objectives and connect review outcomes to employee growth.
Automated administration: Review assignments, reminders, approvals, and completion tracking.
Reporting: Completion rates, performance distributions, historical reviews, and manager-level insights.
HRIS integration: Employee data, permissions, payroll, compensation, and reporting without duplicate entry.
Let’s narrow this down to the best fit
I can make a more targeted shortlist if you tell me one thing first: approximately how many employees does your organization have?
Company size
1–50 employees
51–100 employees
101–500 employees
501–1,000 employees
1,000+ employees
What's most important?
Simple, easy-to-use employee reviews
Advanced reviews, calibration, and 360° feedback
All-in-one HRIS, payroll, and performance
Affordable pricing and overall value
Would you want to replace your current payroll system?
If you're evaluating an HRIS and want performance management and employee reviews built into the same platform, there are several strong options. The key distinction is whether performance reviews are included in the core subscription, available as a paid module from the same vendor, or handled through a third-party integration.
For an initial shortlist, I'd focus on BambooHR, HiBob, Gusto, Paylocity, Namely, Workday, and SAP SuccessFactors. These platforms offer performance-management capabilities, although their pricing, depth of functionality, and target company sizes vary.
HRIS platforms with performance management
Research snapshot: October 2026. Features and packaging should be confirmed in vendor demos and quotes.
1. BambooHR
(SMB / mid-market)
A good starting point for organizations seeking straightforward HR administration with structured performance reviews.
Performance review cycles and employee feedback
Goal tracking and employee development
Core HR records and onboarding
Packaging: Performance management may require a separate add-on.
Website:
2. HiBob
(Growing / global teams)
A people-management platform worth evaluating if you want HRIS and performance workflows in one employee experience.
Performance reviews and feedback
Goal setting and employee development
HR workflows and people analytics
Packaging: Confirm which performance features are included in your proposed plan.
Website:
3. Gusto
(Small businesses)
Particularly relevant for US small businesses that want HR and payroll alongside a practical review process.
Manager reviews and self-evaluations
Customizable review cycles and automatic reminders
Goal tracking and feedback features
Packaging: Performance reviews are included in Plus and Premium plans; availability is limited to US employees, not contractors.
These are initial-fit recommendations, not a definitive ranking. Pricing and module inclusion can materially change the comparison.
Questions to ask in vendor demos
Don't settle for a vendor saying it “supports performance management.” Ask whether it can handle all the following natively:
Configurable annual, semiannual and probationary review cycles
Employee self-assessments and manager evaluations
Peer and 360-degree feedback
Individual goals and progress tracking
Rating scales, weighted competencies and approval workflows
Review reminders and completion dashboards
Historical review records retained on the employee profile
Reporting, calibration and compensation integration, if needed
Also ask whether each feature is included in the quoted subscription or requires an extra module or external integration.
Let’s make the shortlist more specific
What size is your organization? That will help me narrow this down to the most relevant HRIS options rather than giving you a long list of platforms that may be too basic or too complex.
Reporting and Analytics: Can the system generate nine-box grids (performance vs. potential), track completion rates, and spot high-performers or retention risks at a glance?
Rippling: Known for its heavy automation and unified global payroll/HR core, paired with customizable performance management add-ons.
BambooHR: Great for small-to-midsize businesses, offering a user-friendly core HRIS alongside integrated performance tracking and employee wellbeing features.
Lattice: While technically a dedicated talent management platform first, it offers robust performance, engagement, and compensation reviews that integrate deeply with standard HRIS providers.
Humaans / Gusto: Excellent modern alternatives depending on your company size, with streamlined workflows for people operations and feedback.
If you'd like, tell me:
What is your company size (number of employees)?
Are you looking for an all-in-one HRIS where performance is built-in, or are you open to a best-of-breed performance tool that syncs with your HR system?
Do you need global payroll/compliance support?
I can narrow down the best platform matches for your specific workflow.
When evaluating an HRIS (Human Resources Information System) with employee reviews and performance tracking, I’d focus on finding a platform that does more than store employee records. The best fit should help you manage the full performance cycle—from setting goals and collecting feedback to conducting reviews, tracking development, and making informed talent decisions.
The biggest decision is whether you want performance management built directly into your core HR system or a dedicated performance platform that integrates with your HRIS. Current software comparisons highlight review workflows, goal tracking, customization, and feedback as key differentiators.
1. Features I would prioritize
Structured employee reviews
Annual, semiannual, quarterly, or probationary reviews; customizable questions; employee self-assessments; manager evaluations; rating scales; and automated reminders.
Goals and performance tracking
Individual goals, measurable KPIs, OKRs, progress updates, milestones, and alignment between employee objectives and company priorities.
Continuous and 360-degree feedback
Peer reviews, upward feedback, manager notes, regular one-on-ones, and ongoing feedback that can be used during formal reviews.
Reporting and talent development
Performance trends by department or manager, development plans, training needs, promotion readiness, and review completion rates.
Integrated HR records and workflows
Employee profiles, job titles, reporting lines, compensation, payroll, and onboarding data that connect to performance processes without duplicate data entry.
These are practical priorities rather than a requirement to buy every feature. For example, a 50-person business may need straightforward reviews and goals, while a multinational organization may need sophisticated permissions, calibration, and workforce analytics.
2. HRIS platforms worth shortlisting
Based on current vendor documentation and 2026 software comparisons, I would start with these four options. They serve somewhat different needs, so I would not rank them without knowing your company size and existing HR systems.
1. BambooHR
(Good starting point for SMBs)
Best if you want core employee records and performance reviews in one accessible system.
Customizable review cycles and templates
Self, manager, peer, and skip-level feedback
Goal tracking, one-on-ones, and performance reports
Watch for: whether the performance features you need are included in your quoted plan.
Other systems worth considering include Workday for complex enterprise needs and Culture Amp if employee feedback and engagement analytics are especially important.
3. Questions to ask vendors during demos
I recommend using the same checklist for every vendor so you can compare the actual products rather than just their sales presentations.
Vendor evaluation checklist
of
[Copy checklist]
One important consideration: employee performance data is sensitive. Ask how the system handles role-based access, retention and deletion, audit trails, and AI-generated review summaries. AI can help managers draft feedback, but managers should verify its accuracy and avoid relying on automated recommendations alone.
4. How to choose based on your needs
If your priority is…
Start by evaluating
Simple HR administration and employee reviews
BambooHR
HR, payroll, and performance in one ecosystem
Rippling
Structured goals, reviews, and talent planning
Lattice
Frequent check-ins and manager coaching
15Five
Complex enterprise workforce processes
Treat these as starting points, not final rankings. Verify feature availability, integration compatibility, and pricing for your specific plan.
5. Let’s narrow it down to the best fit
I can make a more useful shortlist if I know a little about your organization.
1. How many employees do you have?
1–50
51–200
201–1,000
1,001+
2. What are you looking to buy?
A complete HRIS, including employee records
A performance tool that integrates with our current HRIS
If your priorities are excellent PTO tracking + painless employee onboarding, I’d put BambooHR at the top of the shortlist.
Current 2026 comparisons consistently highlight BambooHR for its employee experience, onboarding workflows, and time-off management.
HRIS
PTO tracking
Onboarding experience
Best fit
BambooHR
⭐⭐⭐⭐⭐
⭐⭐⭐⭐⭐
HR-first teams that want simplicity
Rippling
⭐⭐⭐⭐½
⭐⭐⭐⭐⭐
Teams wanting HR + IT automation
Gusto
⭐⭐⭐⭐
⭐⭐⭐⭐½
Small U.S. businesses focused on payroll
HiBob
⭐⭐⭐⭐
⭐⭐⭐⭐½
Growing/mid-market companies
Why I'd look at BambooHR first
PTO: It handles accruals, carryover policies, employee requests/approvals, and employee self-service without making managers live in an HR system.
Onboarding: This is where BambooHR particularly stands out. You can build preboarding/onboarding workflows, collect documents and signatures, assign tasks, and give new hires a more structured first-day experience.
The tradeoff: If you want onboarding to automatically create Google/Microsoft accounts, provision laptops, assign SaaS licenses, etc., Rippling is considerably more powerful. Its HR + IT automation is its major differentiator, although that power also means more configuration.
Gusto is worth considering if you're a small U.S. company and payroll is the center of the decision. Its onboarding and PTO features are solid, but its HR workflows aren't as deep as BambooHR's.
My practical shortlist:
BambooHR → "I want HR to be easy for both employees and admins."
Rippling → "I want onboarding to automate HR and IT."
Gusto → "We're small and mainly need payroll + basic HR."
If you tell me your employee count, U.S.-only vs. international, and whether you need payroll included, I can narrow this to 2–3 options and compare PTO rules, onboarding, pricing, and implementation pain specifically for your situation.
Combines HR, scheduling, time, and payroll in one platform.
Why consider it: A good starting point if errors originate in shift schedules, timecards, or inconsistent pay rules.
Website:
2. ADP Workforce Now
Best for mid-sized and larger manufacturers looking for an established payroll provider and broad HR capabilities.
Integrates time and attendance with payroll.
Supports overtime, union rules, varied pay rates, incentives, and production-based pay.
Offers proactive payroll issue detection and compliance tools.
Why consider it: Particularly worth evaluating if you have multiple facilities, different employee groups, or complicated payroll and tax requirements.
Website:
3. Paylocity
Best for companies wanting payroll, HR, and frontline workforce administration in one platform.
Automates HR workflows and employee onboarding.
Provides tools for payroll rules, schedules, compliance, and employee self-service.
Offers a manufacturing-focused solution.
Why consider it: A strong candidate if your team is dealing with both payroll processing and repetitive HR administration.
Website:
4. Paycom
Best for teams that want to eliminate manual payroll preparation and correction cycles.
Automatically starts payroll workflows each pay period.
Flags potential errors and guides employees to correct them before submission.
Connects time tracking, approvals, labor allocation, and payroll through a shared database.
Why consider it: Especially relevant when HR spends too much time reconciling spreadsheets, chasing missing information, and fixing errors.
Website:
5. Paychex Flex
Best for small and midsized manufacturers seeking payroll automation with optional HR support.
Sends approved time data into payroll.
Flags missing hours and discrepancies and provides overtime alerts.
Supports tax filing, time clocks, scheduling, and employee self-service.
Why consider it: A practical option if you want to simplify payroll without necessarily investing in a large enterprise workforce platform. Confirm that its configured pay rules meet your factory's needs.
Website:
How I'd narrow down the choices
Your biggest challenge
Start with
Complex shifts, overtime, and hourly pay
UKG Ready
Multiple plants, union rules, or varied pay structures
ADP Workforce Now
Payroll plus broader HR workflow automation
Paylocity
Too much manual processing and error correction
Paycom
Smaller HR team needing payroll and support
Paychex Flex
These are initial-fit recommendations based on published capabilities, not a controlled performance ranking. Actual cost, implementation effort, and results depend on your workforce and configuration.
What to require in a demo
Regardless of vendor, ask them to demonstrate your real payroll workflow rather than just show a dashboard.
Automated time-to-payroll: Approved punches and timesheets flow into payroll without rekeying.
Manufacturing pay rules: Night shifts, rotating shifts, overtime, multiple rates, union agreements, and piece-rate pay where applicable.
Error prevention: Alerts for missing punches, duplicate hours, unusual pay changes, and unapproved timecards before payroll is finalized.
Labor costing: Hours and wages mapped to the correct plant, department, production line, or job.
Audit trail: Clear records of who changed an employee's hours, rate, or payroll information.
Accounting integration: Payroll journals and labor costs transfer to your accounting or ERP system without manual reconciliation.
I would also ask each vendor to run a sample payroll using anonymized data from a recent pay period that contained errors. Compare processing time, number of manual interventions, and discrepancies against your existing process.
Let's identify the best fit for your factory
The two biggest factors are workforce size and how your employees are paid.
1. How many employees do you have?
Under 100
100–499
500–1,999
2,000+
2. How is your workforce paid?
Mostly hourly, multiple shifts
A mix of hourly and salaried
Union, piece-rate, or complex pay rules
Mostly salaried or straightforward hourly
3. What do you use today?
Spreadsheets or manual timecards
Separate timekeeping and payroll systems
An existing payroll system that needs replacing
An ERP with payroll or timekeeping modules
4. What is your top priority?
Reduce errors and processing time
Reduce payroll administration costs
Improve labor costing and production reporting
Unify payroll, HR, and scheduling
[Find the best-fit systems]
With those details, I can narrow this to the two or three strongest options and explain which is most likely to eliminate the specific manual steps causing your HR team to lose days each pay cycle.
