An ADP Alternative For The Business That Can Read Every Feature And Still Cannot Read The Price

Anything that holds the employee records and runs the HR processes around them without being ADP. On this hub that means Paylocity, Paycor, Personio and Zoho People. The useful question is not which platform has the longer capability list, because at this end of the market they will all store a record and route an approval. It is who configures it and who is accountable when it drifts.

ADP sells a package of software and runs your payroll inside it. We sell the work of running the HR system around payroll. The seven hundred covers the onboarding workflows, the leave and attendance policies, the approval chains, the review cycles, the records and the reporting, and the people who built it are the people who answer when you call. We do not run payroll, so for a lot of businesses the honest answer is both of us rather than either.

We do not know, and neither do you until you have been through their form. That is not a rhetorical point, it is the honest state of the evidence. For a business that needs payroll run, ADP is selling something we do not sell at all, so it is not really a price comparison. For a business that has payroll handled already and needs the HR side owned, we are seven hundred a month and you can read that here without filling anything in.

Your Zoho licenses, which Zoho bills to you directly at their published rates. US payroll processing and payroll tax filing, which we do not do and which you will need somebody else for. And the employment decisions themselves, which stay with you. Everything involved in making the system work and keeping it working is inside the figure.

If somebody in the business owns the HR configuration and has the time for it, do exactly that. ADP is a capable platform and its implementation support is real. The reason people end up talking to us is not that ADP failed them. It is that the person who ran the implementation moved on, and nobody inherited the workflows.

Often not, and finding that out now is far cheaper than finding it out in month four. If payroll is the actual problem, or if somebody already owns the HR configuration and enjoys doing it, seven hundred a month of management is a solution looking for a problem. We would rather say so on the first call.

No. Active employee records, current leave balances and the documents people actually need move first, because those are what the business is working from. Historic records and superseded policy versions follow once the live system is settled. Splitting it that way means nobody waits on a full migration before they can book time off.

Nobody stops getting paid and nothing goes dark. If ADP is running your payroll it carries on running your payroll, because that is not the part we replace. Your existing setup stays exactly where it is until the new system has run a full cycle with nothing falling through it. Cutting over is a decision you make once you have watched it work, not a date we impose on you.

The first thing to establish is what you are actually moving, because for most businesses the answer is the HR side and not the payroll. Plenty of clients keep a payroll provider and hand us everything around it. Where it gets fiddly is deciding which existing policies and workflows are worth carrying over, because most HR setups accumulate a few nobody remembers writing. We work that out before anybody signs anything, so the tidying up is known rather than discovered.

No to both, and the arrangement is deliberately dull. The Zoho account is in your name, the employee records and the documents are yours, and if you stop working with us you keep every record and carry on. Nothing about leaving is designed to be awkward.

One flat figure with nothing metered behind it. Seven hundred a month covers the onboarding and offboarding workflows, the leave and attendance policies, the approval chains, the review cycles, the employee records and documents, the reporting, and the integrations with the rest of your Zoho apps.

No, and be wary of anybody who does. A migration meets policies nobody has looked at properly in years, and a first cycle of live approvals usually turns up two kinds of request the business had never named. What we will commit to is that those surprises are ours to absorb rather than yours to be invoiced for.

Who joined, who left, what leave was taken, what is sitting unapproved and what took longest, alongside anything we changed in the rules and anything odd enough to be worth mentioning. It is a page rather than a deck, and it is written so somebody who never opens the HR system can still tell how it is doing.

Four to eight weeks to a full cycle running cleanly in most cases, and longer where years of ad hoc spreadsheets have to be sorted out first. The honest variable is not our speed, it is how quickly somebody can tell us what ought to happen to a request nobody has named before.

Thirty days’ notice ends it and nothing is stranded. The Zoho account stays in your name, the policies and the records stay exactly as they are, and the documentation comes with you. There is no exit fee and no data to pry out of us, because it was never ours to hold.