A Paylocity Alternative For Anyone Who Has Read The Pricing Page And Still Does Not Know The Price

Anything that holds the employee records and produces the reports without being Paylocity. On this hub that means Paycor, ADP, Personio and Zoho People. The useful question is not which product has the longer module list, because at this end of the market they will all hold a record. It is how much you can find out before the call, and how much stays open after it.

Paylocity sells a platform and quotes you for it. We sell the work of running one you already own, at a figure printed on this page. The seven hundred covers the records, the accrual and approval rules, the onboarding and offboarding workflows, the review cycle, the reporting and the integrations. Paylocity does a great deal more than we do. It simply will not tell you what your share of it costs until you ask.

We do not know, and that is the whole point of this page. Nobody outside a Paylocity sales call knows. What we can tell you is that their figure gets built around your headcount and your module selection, so it moves as you grow, and ours does not. Whether it starts above or below seven hundred is not something we are able to say.

Your Zoho licenses, which Zoho bills to you directly at their published rates, and US payroll, which we do not run at all. Everything involved in making Zoho People work and keeping it working is inside the figure.

If payroll and HR genuinely need to be one system, do exactly that, and do not let this page talk you out of it. The reason people arrive here instead is usually that they already own an HR system, it was configured by somebody who has since left, and replacing the whole platform is being proposed as the fix for a configuration problem.

Often not, and finding that out now is far cheaper than finding it out in month four. If you have fewer than fifteen people and one person handles HR alongside another job without complaining, seven hundred a month of HR management is a solution looking for a problem. We would rather say so on the first call.

No. Current employees, live leave balances and the documents people actually need move first, because those are what the business is working from. Leavers and older records follow once the live system is settled. Splitting it that way means nobody waits on a full migration before they can book a day off.

Nobody stops working and nothing goes dark. Your existing Paylocity account stays exactly where it is until the new system has run a full month 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. Do read your own contract on notice, because a negotiated term usually comes with a negotiated exit.

It happens, and the export is a support request rather than a button, so start it earlier than feels necessary. Where it gets fiddly is deciding which of the existing approval rules and policy exceptions are worth carrying over, because most HR systems accumulate a few nobody remembers agreeing to. We work that out before anybody signs anything, so the tidying up is known rather than discovered. If your payroll runs inside Paylocity, that part is not ours to move and you will need a payroll answer first.

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 employee records, the leave types and accrual rules, the approval chains, the onboarding and offboarding workflows, the review cycle, the reporting, and the integrations with the rest of your Zoho apps.

No, and be wary of anybody who does. A migration meets leave balances nobody has audited in years, and a first month of live approvals usually turns up two kinds of absence 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.

Headcount, joiners and leavers, time off taken and still owed, anything sitting unapproved and anything odd enough to be worth mentioning, alongside whatever we changed in the rules. 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 going.

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

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