Human Resources

If you could use some administrative help but can’t afford another employee, consider a virtual assistant service. Virtual assistant (VA) companies provide remote administrative and business support covering everything from managing your calendar or social media to developing your website. They can handle simple tasks or help streamline your business operations. Plus, with VAs, you don’t pay overhead or payroll. We looked at over 30 providers and narrowed it down to the best eight virtual assistant companies: : Best overall virtual assistant services : Best for businesses needing individuals for project work on a gig basis : Best for experienced VAs in specialized industries : Best for teams and businesses needing highly qualified, US-based VAs : Best for getting a vetted virtual assistant quickly : Best for businesses in the sales and insurance industries : Best for solopreneurs and personal tasks : Best for the doctors, dentists, and veterinarians Best Virtual Assistant Companies Compared See fullscreen table × Can’t decide which virtual assistant service you need? Answer some questions, and we’ll help you find the best fit for your business. MyTasker: Best Overall Virtual Assistant Company provides 24/7 services in the areas of administration, accounting, writing and editing, web design and development, digital marketing, and IT support. It is based in India, and all the employees work in a single office. As such, you get a VA with trained backup or, if needed, an entire team of VAs. With 4.26 out of 5 stars in our evaluation, MyTasker takes the top spot. The prices are cheaper than most on our list—but it still offers good wages for India. We dropped points because it does not allow rollover hours. The VAs are fluent in English, and only a few real-world users commented on accent issues, most saying it did not hinder communication, and only one saying it created a negative image with their customers. MyTasker Features 24/7 service: MyTasker runs 24/7, which is great for international businesses with offices in different time zones. You can have a VA for your Los Angeles office and another for your London office on the same plan. It’s also good when you have a project that needs to be done quickly. No others on our list offer 24/7 service. Business startup (India only): If you’re ready to start your own business in India—or are starting a new one—MyTasker can handle all the administrative tasks, as well as setting up infrastructure, human resources, training, and more. Although this only applies to starting businesses in India, it is still a unique service not found in any of the VA companies we explored. Access to additional VAs: When you train your VA, you’ll also train a backup so that you don’t lose coverage if your primary gets sick. (Most on our list will provide backups, but only Prialto specifies that they cross-train a backup.) In addition, if you have a task beyond the skill of your VA, MyTasker can find you a better match for that project. (Prialto also does this, while Virtual Assist USA offers teams.) Either way, you are billed at the same rate on the same plan. IT and accounting: While several VA services on our list said they can do light bookkeeping and work with software, only MyTasker and Virtual Assist USA specifically said they have employees qualified for accounting and IT services. Accounting includes bookkeeping, pre-filing taxes, and business account management. Inexpensive: MyTasker is among the least expensive on our list, with the hourly rates coming to around $9 and $14 per hour with a monthly plan. Unlike Time etc, MyTasker does not let you roll over hours. You can upgrade or downgrade as needed or get a pay-as-you-go plan for $18/hour. Only Hello Rache and FreeUp are cheaper, and even then, it depends on the plans. Confidentiality: MyTasker’s employees work under 24-hour monitoring by CCTV with computers monitored by its IT department, but you can also monitor your VA if desired. Your business passwords are encrypted in the portal, and its employees undergo background checks and sign nondisclosure agreements (NDAs) for additional security. This is standard for the best virtual assistant services. Upwork: Best Virtual Assistant Service for Project-based VA Work is one of the best freelance websites for small businesses, with freelancers and gig workers looking for almost any open role, from steady VA work to one-off projects an assistant may handle. As such, it ranks as the best choice when you need a highly talented individual for specific projects. To find a VA on Upwork, you can post the job, search the freelancers on the site, or use its talent sourcing service. Upwork earned 4.08 out of 5 in our evaluation. It got perfect scores for popularity and payment options. However, it may be one of the most expensive of the services on our list, depending on the freelancer you hire, and the only one that charges an additional fee for payment. You hire and pay your VA through Upwork, but it does not manage or vet the freelancers on its site. Thus, you may not get a virtual assistant as quickly as with other providers on our list, which can find and onboard someone for you in as little as a day. Upwork Features Excellent variety: Upwork is for freelancers in areas ranging from administration to engineering—only Virtual Assist USA covers such a wide range of industries. Further, you can find someone for just a project or for contract work, and if you like the output, then you are welcome to offer them a job. Pay your way: While other VA services commit you to hourly plans or rates, with Upwork, you negotiate the pay with your prospect. That way, you can pay by project or by the hour. FreeUp also has some room for negotiation for pay rates, but it does not let you pay by project. Choose your own VA: Aside from Hello Rache, Upwork is the only VA service on our list that gives you complete freedom of choice—but this means you do the heavy lifting. You can create a job ad or search the existing freelancers with its intuitive search engine. You can then explore resumes, portfolios, and preferred pay scales of the candidates so you can select the best one for you. Experience and specialization: Upwork’s freelancers have a wide range of experience, and usually charge accordingly. For example, we found an executive assistant with 10 years’ experience in law asking for $65 an hour, and someone just starting out at $19 per hour. With the exception of FreeUp, the others on our list offer the same price for all their VAs, regardless of expertise or experience. Visit our Upwork review for more. Virtual Assist USA: Best Virtual Assistant Company for Specialized Industries Most virtual assistant companies can handle day-to-day administrative tasks like email management, bookkeeping, and research; however, if you’re a hospital or a legal office, you may need someone more specialized. offers US-based VAs to a variety of industries like these, plus dozens of others. It only hires US-based VAs with a minimum of 10 years of experience, so you are getting a highly-qualified addition to your team. And, speaking of teams, they can provide you with a team of VAs instead of just one—so you have coverage even if your primary goes on vacation or extra help with a large project. This service has 4.04 out of 5 in our evaluation. As the most expensive on our list, it lost points for price, but earned perfect scores for functionality and popularity. (The average user review rating was 4.5, which is high for all the services we considered and just above average for those on this list.) It lost a few points because it does not let you pay by task or choose your own VA, but overall did well in all categories. Virtual Assist USA Features Highly qualified US-based VAs: If you need a virtual assistant with experience and expertise, this is the best service for it. Unlike the others on our list, Virtual Assist USA requires a minimum of 10 years’ worth of experience. Most tout averages, and FreeUp rates change by experience level. Wide range of industries: You can find VAs with experience in automotive, coaching, construction, engineering, health, insurance, legal, nonprofits, pharmaceutical, science, trucking, and more. It’s the most wide-reaching virtual assistant company that has qualified people. Further, its VAs are HIPAA certified if needed. Hello Rache is the only other provider to include this. Rollover hours: Virtual Assist USA tracks hours by the minute and lets you rollover unused hours to the next month. Some of the services that sell in packs of hours allow this—but Prialto does not, and OkayRelax is canceling that feature in September 2022. Team access at no extra charge: While you get a dedicated VA, if you have a specialized project that may take more than one person, like building a website, Virtual Assist USA will let you work with a team at no extra charge. They also provide a trained backup to fill in if your VA goes on vacation or gets ill (most on our list only offer backups). Time etc: Best for Teams & Businesses Needing Highly Qualified, US-based VAs is an excellent virtual assistant service, and the ability to share a VA with anyone in your office makes it great for teams. It is based in the US and has employees all across the country, so it can work in your time zone, and you get native speakers with a more local accent. It has a strict vetting process, with only 2% of applicants qualifying (with an average of 12 years of experience as assistants). While more expensive than most on our list, its pricing is on the lower end of the US-based virtual assistant companies we explored—plus, you can try your first task for free. Earning 4 out of 5 in our evaluation, Time etc ranked high with real-world users as well as for pricing and functionality (Only FreeUp rated higher among users). It lost points for VA tools because it does not have specializations such as accounting (like MyTasker) or medical transcription (like Hello Rache), but sticks to general administrative and marketing duties. Time etc Features Free Trial: Time etc is the only virtual assistant company on our list that gives you a legitimate free trial. You can set up a single task with one of its virtual assistants to see how you like the service. Team VA: While many of the services we explored only allow one user per plan, Time etc lets you share your VA with multiple people. This is perfect for a small team or office that needs to share. Prialto’s team plan costs more and limits how many people you can share with. Rollover hours: Any hours you don’t use roll over to the next month, something MyTasker does not allow. Delegation support: If you’re used to doing it all yourself, a virtual assistant may seem baffling. Time etc can help you through the process. Just answer a few questions, and it will suggest exactly what tasks you can confidently offload to your new VA. Some, like Prialto, also consult with you, but Time etc also assigns you a client happiness manager to work with you through the process. Experienced, US-based VAs: Time etc has a strict vetting process so that only 2% of its applicants qualify. Their VAs often have experience in Fortune 500 companies and are selected for positive attitude and reliability, as well as education and technical qualifications. Plus, they are based in the US, and Time etc will find you one in your time zone. Research: Most VAs can find you a restaurant or hotel, but Time etc also does research into marketing concepts, potential customers, and content marketing (OkayRelax and FreeUp also do some market research). Further, if you have a specific topic, your Time etc VA can research it for you. FreeUp: Best Virtual Assistant Company for Quick, Vetted Freelancers CEO said he founded the service because he was frustrated at how long it took to get a virtual assistant when he was running other businesses. FreeUp vets its freelancers thoroughly, chooses the top 1%, and treats them well. It lets you pay by the hour, with its price ranges listed by location, experience, and duties. The overall result is extreme customer satisfaction. With 3.95 out of 5 in our evaluation, FreeUp took some hits because of its more general administrative focus. It handles admin, bookkeeping, research, and marketing, but does not list IT or industries that require specific expertise (check Virtual Assist USA or Upwork if you have specific needs). It also does not offer trained backups (though it will replace a VA fast) and does not have 24/7 services like answering phones after hours. Nonetheless, for pricing, functionality, popularity, and payment options, it earned top marks. FreeUp Features VA in a Day: FreeUp says that it can recommend a virtual assistant to you within a day. It vets its applicants and hires on the top 1%. After your consultation, it will connect you with a candidate for a 15-30 minute interview. Few services offer this speed and the opportunity to interview a candidate. Upwork, for example, can take days or weeks depending on whether you post a job, search candidates yourself, or use their talent search service. Price range breakdowns: FreeUp prices its rates by the VA’s location, duties, and experience. Most others on our list charge a flat rate whether your VA is a new recruit in India doing admin and scheduling or an experienced VA with a master’s degree in the US handling business analysis. Amazing customer reviews: FreeUp had the highest customer service ratings on our list, scoring an average of 4.94 out of 5 over several third-party review websites. Customers say support is quick and effective, while freelancers say FreeUp cares about them as well as the customer. Most of the virtual assistant companies on our list earned around 4.5 out of 5, while Hello Rache had a user score of 1.9, with complaints by VAs about poor treatment. Quick replacement: While FreeUp does not have dedicated, trained backups like Virtual Assist USA, it does guarantee that if you lose your virtual assistant, they will find a replacement immediately and cover any costs for replacing him or her. Prialto: Best for Sales & Insurance Companies If you need a virtual assistant for your sales or insurance office, one who can answer to several departments and has training in your field and software, then  is your best bet. It vets its VAs and matches them to your needs. Its VAs specialize not just in executive assistant duties like calendars, task management, and expense management, but also in sales and customer relationship management. Its plans span from individual VAs to ones covering an entire organization. The rates are slightly higher than many but still competitive at $24.54 per hour. Even more, if you go over your hours for one month, they don’t charge you for the extra time. Prialto earned 3.67 in our evaluation. It got a perfect score for functionality, as it provides skilled VAs trained in the latest technology, Spanish-speaking services, and backup VAs as needed. It also got a perfect score for popularity because of its high user reviews (averaging 4.6 out of 5 across several third-party user-review sites). However, it took a hit on pricing because it alone charges a setup fee of $250 and has a 90-day minimum. It also lacks a pay-as-you-go option or task-based pricing. Prialto Features Specialized industries: Prialto has experience in the real estate and insurance industries, as well as executive and sales assistant duties. Several on our list handle real estate, but only Virtual Assist USA mentions insurance as well. Team and organization support: With Prialto’s team and organization plans, you can share one virtual assistant with several members of your company. VAs can help with reminders, organize workflows, handle the calendars of multiple users, and more. The Organization plan includes process design and a team of VAs, plus the ability to assign one-off projects. Managed service: Prialto’s claim to fame is that it’s a managed service. Each virtual assistant is backed by an engagement manager, support teams, and trained primary and secondary backups. Like MyTasker, they work in a single office so they can provide immediate support. Further, they provide their VAs with the programs and training for the business software you use. Proactive support: Like Time etc, Prialto will meet with you first to discuss your needs and how its VAs can help. However, it goes the extra step by encouraging the VAs to proactively seek ways they can assist you further. In most virtual assistant services, the VA only handles the tasks you send. Users reviewing on Virtual Assistant Assistant give high praise to the initiative of Prialto’s VAs. Networking: Prialto’s VAs can provide professional networking support, from managing LinkedIn requests to setting up meetings. OkayRelax: Best for Task-based Assistance for Solopreneurs or Personal Use Sometimes, you need a virtual assistant to help with your personal tasks as well as your business ones. Unlike most virtual assistants we examined (including those not on our list), is designed to tackle simple, 30-minute tasks, from product research to buying your mother-in-law’s birthday present. Monthly plans are by the number of tasks as opposed to hours. It’s inexpensive, easy to use, and you can even gift tasks to another busy person in your life. OkayRelax earned 3.52 out of 5 on our evaluation. Its pricing is competitive, at $6 per task or $12 per hour in its highest plan. However, it charges by tasks, with a task being 30 minutes or less, meaning that you pay the same for a five-minute task as a 30-minute one, and stack tasks if it takes over 30 minutes. While it does not offer plans for SMBs yet, its plans work well for solopreneurs and individuals. This sets it apart from the other services on our list, which are business-focused. OkayRelax Features Task-based assistance: Unlike the others on our list, OkayRelax works on a per-task basis. You purchase packages of tasks, where each task is given 30 minutes. If it takes significantly longer, you will stack tasks. If a task takes less than 30 minutes, you still pay for the full 30 minutes. Personal or business tasks: OkayRelax virtual assistant services are not just for business. Use them to plan a birthday party, research a blog, or help you buy that perfect anniversary gift. Product research: One interesting duty that OkayRelax VAs handle that we’d not seen with other services is vendor research. They can search for the best deals not only for retail but wholesale vendors, with a complete report on pricing and other information. Backup available: If your VA is not available because of vacation or illness, you can submit your task to a pool for the next available VA to handle if you don’t want to wait. This isn’t as good as Virtual Assist USA, who provides a trained backup, but it does ensure your task gets done. Give the gift of time: OkayRelax is the only virtual assistant service on our list that specifically lets you gift its services to someone else. Hello Rache: Best Virtual Assistant Company for Medical & Vet Offices While not the highest-ranking on our list, we chose  because (aside from Virtual Assist USA) it was the only one specifically designed for the medical industry, with VAs qualified in the medical and veterinary fields who can handle the specific tasks for this highly regulated field. It’s also one of the cheapest on our list (FreeUp and MyTasker may be cheaper in some cases). The VAs live in the Philippines, so you’ll need to vet for accent issues if they’ll be a point of contact for customers or need to handle other critical verbal communication. Hello Rache earned 3.2 out of 5 in our evaluation. Its lowest score was in popularity because the online reviews were not good, with complaints about how they treated employees. However, it scored high for pricing and ease of use. Also, its VAs are HIPAA-certified and have practical experience in the medical field, often as nurses—no other service makes this guarantee. Its hourly pricing and no monthly plans mean you pay as you go. Hello Rache Features Qualified in the medical field: Most of the Hello Rache virtual assistants were registered nurses at one point, and all have a background in the medical profession. Hello Rache then trains them in common and specialty medical terminology, medical scribing, phone skills, and more. They also have HIPAA training and have had an NBI (National Background Information) check. Hello Rache is unique in the qualifications of its team. You choose your VA: Most virtual assistant services select your VA for you or provide you with a shortlist. Aside from Upwork, Hello Rache is the only one that gives you complete control over whom you choose. You search their database and select for yourself. Medical-specific services: Your VA can join you in the examination room and take notes on a procedure. Like other VAs on our list, they can also take on receptionist duties of answering phones and setting up appointments—but they are also qualified to verify insurance and make plans for referrals. Finally, as a virtual administrator, they can do reception duties, data entry, insurance processing, and more. Virtual Assist USA also has VAs for the medical and insurance industries, but charges almost four times as much. Custom needs: Hello Rache is willing to train your VA to handle tasks outside of the company’s usual offerings. Most of the others on our list, by contrast, will only train (or let you train) their VAs on how to do the approved tasks according to your company’s style. How We Evaluated the Best Virtual Assistant Companies The virtual assistant industry has exploded post-pandemic. We examined over 30 virtual assistant services, eliminating those that didn’t have multiple years of experience or which were not well known in business circles. Next, we evaluated them using the criteria below. Those scoring 3.5 or higher or that stood out in another way made this list. Overall,  scored highest, with 4.26 out of 5 stars. While based in India, it caters to multiple countries. It offers pay-as-you-go options, trained backups, and specialized tasks that set it apart from other services. Click through the tabs below for our full evaluation criteria: Bottom Line Administrative tasks have to be done, but they can eat up the time you need to focus on growing your business. A dedicated virtual assistant can take over simple tasks like calendar and email management, but many do much more—social media, marketing research, even website design. Others can handle special projects as well. MyTasker ranked No. 1 for best virtual assistant service. Although located in India, its VAs speak fluent English and have strong communication skills. Further, they offer skilled services for administration, marketing, accounting, and IT. They cost less than most VAs and offer secure communication. Contact MyTasker to discuss your administration needs and get started.

Processing payroll and calculating Kentucky payroll taxes is pretty straightforward. Unlike some other states, Kentucky does not have any local taxes and has only one state payroll tax form, making this one of the easiest states in which to run your company’s payroll. Step-by-Step Guide to Running Payroll in Kentucky Kentucky makes payroll easy for businesses by generally following federal guidelines. However, attempting to calculate Kentucky payroll taxes or Kentucky withholding tax by hand could result in costly mistakes. Here are the basic steps you should follow to run payroll in Kentucky. Step 1: Set up your business as an employer. New companies may need to create a new Federal Employer Identification Number (FEIN) by accessing the federal Electronic Federal Tax Payment System (EFTPS). Your FEIN is required to pay federal taxes. Step 2: Register your business with the State of Kentucky. For new businesses, you need to register on the Kentucky Secretary of State's website. Any company paying employees in Kentucky also needs to register with the Kentucky Department of Revenue. Step 3: Create your payroll process. This includes deciding how often you’ll be paying employees and when, along with what method you plan to use to issue their paychecks (paper checks vs direct deposit), how to conduct onboarding, and how to update employee information. You can opt to process payroll by hand (not recommended), set up an Excel payroll template, or sign up for a payroll service to help you handle your Kentucky payroll. Step 4: Have employees fill out relevant forms. Each company that hires employees in Kentucky must collect certain forms during the onboarding process. Employees must complete I-9 verification no later than their third day on the job. New employees must also have a completed W-4 on file, and specifically, the state version of the W-4—Kentucky's Withholding Certificate or Form K-4. Step 5: Review and approve time sheets. You will want to start processing your company’s payroll several days before your payroll is due. During this time, you need to collect and review documented work time from hourly and nonexempt employees so you can check for any mistakes. There are many ways to track employee time—some of which are free. Step 6: Calculate employee gross pay and taxes. Kentucky has a flat income tax of 5% statewide. The flat tax helps employees anticipate their payroll and can make your calculations a bit simpler—although calculating payroll by hand is generally not recommended. Learn more about how to calculate payroll if you need assistance. Step 7: Pay employee wages, benefits, and taxes. Most companies today pay employees through direct deposit. Cash (not the best way) and paper check are also options. Kentucky’s state minimum wage mirrors the federal minimum wage, so make sure that you are paying your employees at least $7.25 per hour. You can pay your federal and Kentucky state taxes online. If you use a benefits provider, it should work with you to make deductions simple, automatic, and electronic. Step 8: Save your payroll records. Keeping your company's business records is good practice. Kentucky law also requires that employers keep the following records for at least one year: Employee’s name and employee number Social Security number Home address Date of birth Sex Job title Hours worked during each workday, workweek, and pay period Regular rate of pay and total earnings Total overtime pay All bonus payments and deductions from each pay period Total wages paid during each pay period and each pay date Step 9: File payroll taxes with the federal and state government. All Kentucky state taxes need to be paid to the applicable state agency on the schedule provided, usually quarterly, which you can do online at the Kentucky Department of Revenue website. To pay federal taxes, you can make those payments online using the EFTPS on one of the following two schedules: Monthly: When the IRS assigns you a monthly schedule, you need to deposit employment taxes on payments made during a calendar month by the 15th of the following month. Semiweekly: When the IRS assigns you a semiweekly schedule, you must follow these schedules: For payments made Wednesday, Thursday, and Friday, deposit employment taxes by the following Wednesday For payments made Saturday, Sunday, Monday, and Tuesday, deposit employment taxes by the following Friday Note that reporting schedules and depositing employment taxes are different. Regardless of the payment schedule you are on, you only report taxes quarterly on Form 941 or annually on Form 944. Step 10: Complete year-end payroll reports. Every year, you must complete payroll reports, including all W-2 Forms and 1099 Forms. Be sure to provide these forms to employees and contractors no later than Jan. 31 of the following year. Download our free checklist to help you stay on track while you’re working through these steps: Kentucky Payroll Laws, Taxes & Regulations You need to begin, of course, by following federal law for income taxes, Social Security, Medicare, and Federal Unemployment Tax Act (FUTA) taxes. Most employers in the US must pay Federal Insurance Contributions Act (FICA) taxes. The current FICA tax rate for Social Security is 6.2% and 1.45% for Medicare. Both the employer and the employee will pay these taxes, each paying 7.65% for the combined taxes. Understanding how to calculate Kentucky payroll taxes and apply the related laws is vital to ensuring accurate payroll. To help you maintain compliance with payroll regulations, review the specific laws, taxes, and regulations involved in doing payroll in Kentucky below. Kentucky Taxes Like most states, Kentucky has certain taxes that companies must pay. Kentucky does not levy local taxes, however, so you only need to be concerned with state taxes. Employer Unemployment Taxes All businesses in Kentucky must pay State Unemployment Tax Act (SUTA) taxes. The current wage base is $10,800, and rates range from 0.3% to 9.0%. All new employers in Kentucky will pay a SUTA rate of 2.7% for their first year. Businesses that pay SUTA in full and on time can claim a tax credit of up to 5.4% on their FUTA taxes. Workers’ Compensation Kentucky businesses with one or more employees must carry workers’ compensation insurance. Workers’ compensation insurance provides benefits to employees who suffer on-the-job injuries. The state usually starts to pay these benefits a week or two after an employee is out of work because of their injuries and only covers their lost income and medical bills. There are, however, exceptions to this requirement. If your company employs workers who fall into one of the following categories, you may not need to carry workers’ compensation insurance: Domestic workers Agricultural workers Employees of charitable and religious organizations Income Taxes Unlike some states, Kentucky has reciprocity laws with Illinois, Indiana, Michigan, Ohio, Virginia, West Virginia, and Wisconsin. These laws allow employees to be taxed in their state of residence and not in the state where they earn wages. This eliminates employees paying double taxes. Let’s say you have a business in Covington, Kentucky, and you have an employee who lives across the river in Cincinnati, Ohio. Your Ohio employee earns wages in Kentucky, but because these two states have a reciprocity agreement in place, you only need to withhold Ohio taxes from their paycheck. Depending on how much the employee makes, they may pay between 0% and 3.688% in income tax in Ohio while working in Kentucky. Kentucky Minimum Wage Kentucky has a straightforward minimum wage that mirrors the federal minimum wage. At $7.25 per hour, the minimum wage was last raised in Kentucky in 2008. Businesses must pay tipped employees at least $2.13 per hour, provided that their tips get them to the hourly minimum wage. If not, the company must make up the difference. Calculating Overtime Kentucky overtime rules follow the Fair Labor Standards Act (FLSA) requirements. Under the FLSA, all employers must pay employees 1.5 times their regular hourly wage for hours worked over 40 in a workweek. Paying Employees Kentucky law requires that employers pay employees at least twice per month. Companies must also pay employees within 18 days of the end of the pay period in which the wages were earned. The state of Kentucky specifies how employees must be paid. These include: Cash Paper check Direct deposit Payroll card Pay Stub Laws Kentucky law requires companies with 10 or more employees to provide each employee with a pay stub. Each pay stub must include the total payment and any deductions for that pay period. Kentucky Paycheck Deductions Kentucky law prohibits employers from deducting any of the following from an employee’s paycheck: Fines Cash shortages Damages, lost, or stolen company property The law goes further to say that an employer cannot deduct wages from an employee unless: Authorized to do so by a government agency The employee has consented in writing Please note that, according to the Department of Labor, a company cannot make deductions to an employee’s pay if those deductions would cause the employee to earn less than the federal minimum wage ($7.25 per hour) for that pay period. Terminated Employee’s Final Paycheck Whether an employee quits or is terminated from employment by some other means, Kentucky law requires that companies pay an employee’s final paycheck on the next regular payday after their final day of work or within 14 days of separation, whichever occurs last. Kentucky HR Laws That Affect Payroll Kentucky does not have many state-specific HR laws. That doesn’t mean you can ignore the following sections, however, because you will still need to ensure that you follow the federal guidelines, which Kentucky law mostly follows. Kentucky New Hire Reporting Every employer in Kentucky must report new hires and any rehired employees to the Kentucky New Hire Reporting Center. Every employer must report new hires within 20 days of the hire date. This report is used to enforce child support orders and must include the employee’s name, address, and Social Security number. Meals & Breaks In Kentucky, every employer is required to provide employees with a rest period of at least 10 minutes for every four hours of work. According to the Kentucky Labor Cabinet, this rest period is a paid break. Companies must also provide a reasonable amount of time for workers to take a meal break no sooner than the third hour of a work shift and no later than the fifth hour of a work shift. The meal break does not have to be paid so long as the employee is fully relieved of their work duties. Kentucky Child Labor Laws Kentucky law allows minors aged 14 and 15 to work up to 40 hours per week when school is not in session. When school is in session for the entire week, they can only work up to three hours per day and 18 hours per week. Minors aged 16 and 17 can work up to six hours per school day and 30 hours per school week. To work more than 40 hours weekly when school is in session, their parents have to request that the school complete a Certificate of Satisfactory Academic Standing Form and fill out the Parent/Guardian Statement of Consent Form. When school is not in session, there are no working hour restrictions. Time Off & Leave Requirements Providing employees with time off and leave to care for themselves after an injury or a sick family member has different requirements in different states. There are federal guidelines you will need to follow. Kentucky generally follows these guidelines, making your job simpler than if your business was located in other states. Kentucky Family Leave Kentucky follows the Family and Medical Leave Act (FMLA), which requires that all eligible employers provide up to 12 weeks of unpaid leave for employees who fall under a covered disability. This can include pregnancy and caring for an ill family member. The FMLA does not require that companies pay employees for this time out of work but does require that employers keep the employee’s job, or a substantially similar one, available for them when they return. Kentucky does not provide for any additional leave under state law. Paid Time Off (PTO) Kentucky has no laws requiring employers to provide employees with paid time off, including sick leave. Companies in Kentucky are free to create PTO policies and may include whether they pay out accrued and unused PTO when an employee leaves. Kentucky does not require that companies do, so it’s a good practice to have this clearly defined in your company policy. It’s important to follow the guidelines in your policy so you’re not held liable. If you offer PTO and need help calculating employees’ PTO accrual, use our free PTO calculator below: Holiday Leave Kentucky does not have any laws requiring private companies to pay employees for holidays or an increased rate for working a holiday. A company may choose to do so and must comply with the FLSA. Voting Leave Kentucky law requires employers to provide employees with at least four hours of time off to vote or get a vote by mail ballot. An employee must request this time at least one day in advance, and the employer can specify when the employee should go vote. Kentucky law doesn’t specify that employers must pay employees for time worked. As long as their job is protected for at least four hours and the employee actually casts a vote, they should be able to return to work as normal. Jury Duty Leave An employer in Kentucky is not required to pay an employee for time spent serving on a jury. However, under Kentucky law, an employer cannot terminate, penalize, threaten, or coerce an employee to ignore jury duty service. Bereavement Leave There is no requirement in Kentucky for businesses to provide employees with bereavement leave. Companies are free to create a policy if they choose and must abide by it. Payroll Forms Payroll forms can vary from state to state, and some have their own W-4, like Kentucky. Fortunately, that’s the only one. Kentucky Payroll Forms Kentucky’s Withholding Certificate (K-4): Employee withholding form; should be completed upon hire Federal Payroll Forms Here is a complete list and location of all the federal payroll forms you should need. W-4 Form: Provides information on employee withholdings so you can properly calculate and withhold federal and state income taxes W-2 Form: Used to report total annual wages for each employee W-3 Form: Used to report total annual wages for all employees; summary form of W2 Form 940: Used to calculate and report unemployment taxes due to the IRS Form 941: Used to file quarterly income tax Form 944: Used to file annual income tax 1099 Forms: Provides information for non-employee contract work Kentucky Payroll Tax Resources The Kentucky Department of Revenue provides many forms, information on the latest laws and regulations, and other employer-specific information. The Kentucky One Stop Business Portal provides excellent resources for existing and new businesses. The Kentucky Labor Cabinet offers support and resources to help businesses ensure compliance with unemployment and workers’ compensation plus other labor laws. Bottom Line One of the most straightforward states in which to run payroll, Kentucky has only one state-specific payroll form and no local taxes to calculate. Most of the payroll and HR laws governing employers in Kentucky align with federal regulations, so you don’t have to worry about complying with complex overlapping laws.

Employment reference checks are calls you make to at least two references (they may be personal or professional) where you ask about the candidate’s qualities, qualifications, and work habits. While most references provided by an applicant are biased in their favor, asking the right questions can help you uncover some red flags or confirm your hiring choice. This guide covers the types of reference checks, how to conduct them, and legal issues surrounding reference checks, including questions to avoid. Types of Reference Checks There are two types of reference checks that HR or a hiring manager may perform during the hiring process: personal and professional. Each presents a different set of questions, and you’ll generally have a more extensive list of questions for the professional reference. How to Conduct Employment Reference Checks The employment reference check is one of the most important applicant screening steps in the hiring process. This might be the only time when you talk to someone other than a candidate about their skill set and work performance. To get the most out of these calls, follow the steps below. When to Conduct a Reference Check Do not call any reference until later in the hiring process. Call former supervisory references when you’ve narrowed down the candidate pool to your final two or three. At that point, you’re confident that the applicants could do the job, and speaking with references may help put one candidate at the front of the pack. It is recommended that you ask for references when scheduling the first interview. Some companies ask for references when the candidate first applies for a job. Doing so can make the reference check process go faster, but asking for references this early in the hiring process may scare some candidates away. They may not want to give reference names out of fear that their current employer will learn they’re looking for a new job. Legal Issues When Conducting Reference Checks Many companies do not allow their HR personnel or supervisors to respond to employee reference check questions, and they have this policy to keep them out of legal trouble. If a reference gives honest feedback but cannot objectively prove the truth of their statement, they could be liable for defamation if you choose not to hire the applicant. That doesn’t mean you should give up, however. You should still verify the information provided by the applicant. Most companies will still give you objective data, such as Dates of employment Job title Supervisor’s name It is also recommended that you ask, “Is the employee eligible for rehire?” This can give you important information. A “Yes” tells you the employee left on good terms and did at least good enough work for the company that it would consider rehiring them, whereas a "No" indicates the employee may not have left on good terms or did not perform well at work, which raises red flags. If a reference does not want to or is prohibited by company policy from answering questions about the employee, you should not take that as an absolute negative. You can ask the candidate for additional references who might provide more insight. Types of Questions to Avoid You should also consider the legality of the questions you plan to ask the references. In some jurisdictions, asking about an employee’s salary is illegal. If you are hiring someone in one of those jurisdictions, you cannot ask previous employers how much they paid the applicant. All questions must relate to the job, and the same discrimination laws that apply to interview questions apply to employment reference check questions. You also cannot ask references any questions that you cannot ask applicants. These include questions about the candidate’s: Age Family life Religious affiliation Disability The best way to avoid these questions is to have a standard policy for employee reference checks and your list of questions at the ready. Consistency ensures that you get the necessary information about applicants without putting your company in legal danger. Bottom Line Employee reference checks are a vital part of the hiring process. Speak with at least two references for each candidate and ask them all the same employee reference check questions so that you can evaluate applicants equally.

is a cloud-based time tracking software that lets you capture and enter your team’s actual hours to run payroll, invoice clients, and improve productivity. The eBillity time tracker also has employee scheduling, GPS tracking with geofencing, project monitoring, and online payments. Monthly prices begin at $7.50 per user plus a $12.50 base fee. You can also try it free for 14 days—no credit card required. eBillity Time Tracker Overview What We Recommend eBillity’s Time Tracker For The eBillity time tracker is designed to streamline and automate time tracking for employee payroll and client billing. It’s great for professional service firms, small to midsize businesses (SMBs), and those with remote and/or mobile employees that need a flexible solution for tracking and managing time sheets, creating staff schedules, monitoring projects, and billing clients. While it didn’t make any of our time tracking-related buyer’s guides, it’s still one of the more popular solutions for freelancers and small business owners. It even offers legal time tracking and billing tools through its LawBillity app. The features are similar to Time Tracker but include legal expense monitoring, invoice formats preferred by lawyers, and multiple payment options (such as credit card, cash, and through trust accounts). In short, Time Tracker is best for: Remote teams with weak internet connections: eBillity’s time tracker will continue to log hours even if you’re offline—provided you’re using its mobile apps. It will synchronize the time data to your account once the internet connection has been restored. Professional service companies and freelancers needing to track billable hours: It has an online timer that you can easily start and stop as you work on projects. Hours that you tagged as billable can be used to generate invoices to bill clients. Law firms looking for a time tracking solution with built-in legal features: The LawBillity app helps you to accurately track time as you handle your clients’ legal matters. It converts billable hours and expenses into invoices that are exportable in Legal Electronic Data Exchange Standard (LEDES) and Legal Solutions Suite (LSS) file formats. Plus, you can opt to get paid online or apply the clients’ payments to your invoices from trust accounts. When eBillity’s Time Tracker Would Not Be a Good Fit Businesses looking for free project time tracking software: If you need basic tools to track time for projects, Clockify is a good option as it lets you capture and monitor time for unlimited projects and an unlimited number of users at no cost. Budget-conscious freelancers with only a handful of projects: For those that only require one user seat and have up to two active client projects, we recommend Harvest since you can track time, send invoices, and accept online payments for free. QuickBooks accounting users looking for a seamless time tracking integration: While the eBillity Time Tracker does connect with QuickBooks Online, it is not as seamless as QuickBooks’s integration with QuickBooks Time. Top Time Tracker by eBillity Alternatives Time Tracker by eBillity Pricing eBillity offers a basic and a premium Time Tracker option. The basic plan comes with employee scheduling and time tracking functionalities, while the Premium package has additional invoicing, job costing, expense tracking, and online payment tools. If you need legal features, its LawBillity app supports LEDES and LSS invoice formats in addition to monitoring time spent on client matters, expenses incurred, and payments received. Time Tracker by eBillity Features Time Tracker by eBillity combines multiple features in one cloud-based solution. Employee management is simpler as you can track time from any device, manage time sheets, create schedules, monitor project expenses, bill clients, accept online payments, and generate reports without using separate programs. Here are some of its essential features. Time Tracker by eBillity Ease of Use Easy to learn and use Guided account and system setup Customizable dashboard Webinars and FAQs Phone, email, and chat support Time Tracker has a user-friendly interface with controls that are simple to learn. Its dashboard is highly customizable. You can choose the data most important to your business by clicking the “+” or “x” buttons to add and remove dashboard widgets (like projects, shortcuts, hours per user, amount billed per client, and the time card). If you don’t have time to set up your account, eBillity has product specialists who will do it for you. They can help you navigate the features, integrate the system with other software, and even set up your time tracking apps. If you prefer to do things on your own, Time Tracker has a Setup Wizard widget that’s automatically added to the dashboard of new users. It contains the essential features that you need to set up—from adding users and creating break and time rounding rules to downloading its web and/or mobile apps. eBillity also offers customer support through phone, email, or chat, as well as FAQ materials and live webinars. Those who are interested can even schedule a private demo or sign up for a 14-day free trial. What Users Think About eBillity’s Time Tracker Users who left Time Tracker reviews online said that it is easy to use and setting it up has been a breeze. Others like its flexible time tracking options that allow them to accurately capture billable hours from multiple devices. On the other hand, several users complained about its glitchy apps, software lag times, and syncing errors. At the time of publication, Time Tracker reviews earned the following scores on popular user review sites: Capterra: 4.3 out of 5 based on more than 2,400 reviews G2: 4.2 out of 5 based on 330+ reviews Bottom Line Time Tracker by eBillity offers a cloud-based time tracking solution with rich features and great benefits for remote teams and businesses. It tracks expenses, generates invoices, and supports online payments. Not only does it streamline the process of managing time, but it also offers multiple time trackers for logging hours on client projects or simply capturing employee clock-ins/outs for payroll processing. If you’re looking for software that can track time with complete flexibility, the eBillity Time Tracker is a great choice. Sign up for a 14-day free trial today to evaluate whether or not it fits your business requirements.

In Alabama, processing payroll and calculating the corresponding taxes is mostly straightforward, though there are some nuances to pay attention to. The state levies local taxes in some areas, which can impact payroll tax calculations. With only one state payroll form, however, Alabama generally follows federal guidelines, making it one of the easiest states in which to run your company’s payroll. Step-by-Step Guide to Running Payroll in Alabama Alabama makes payroll easy for businesses by generally following federal guidelines. However, attempting to calculate payroll and withholding tax by hand could result in costly errors. Here are the basic steps you should follow to run payroll in Alabama. Step 1: Set up your business as an employer. New companies may need to access the federal Electronic Federal Tax Payment System (EFTPS) to create a new Federal Employer Identification Number (FEIN). Your FEIN is required to pay federal taxes. Step 2: Register your business with the State of Alabama. If your business is new, you need to register on the Alabama Secretary of State's website. Any company that pays employees in Alabama must also register with the Alabama Department of Revenue. Step 3: Create your payroll process. This entails deciding how often you’ll be paying employees and when, as well as what method you plan to use to issue paychecks (paper checks vs direct deposit), and how to update employee information. You can opt to process payroll by hand (not recommended), set up an Excel payroll template, or sign up for a payroll service to help you handle your Alabama payroll. Step 4: Have employees fill out relevant forms. Every company that hires employees in Alabama must collect certain forms during the onboarding process. Each employee must complete I-9 verification and have on file a completed W-4—and, specifically, the state version of the W-4, called Employee's Withholding Tax Exemption Certificate (Form A4). Step 5: Collect, review, and approve employee time sheets. You must collect and approve time sheets before submitting payroll. You can use paper time sheets, but we recommend time tracking software that can save you time and ensure the accuracy of reported hours. Step 6: Calculate employee gross pay and taxes. As stated earlier, calculating Alabama payroll by hand is not recommended. The state has a progressive income tax that quickly hits the top bracket. Most employees will pay the top state tax rate on the vast majority of their income. Learn more about how to calculate payroll if you need assistance. Step 7: Pay employee wages, benefits, and taxes. Most companies today pay all employees through direct deposit, but paying via cash (not the best way) and paper check are also options. Alabama does not have a state minimum wage, so make sure that you are paying your employees at least the federal minimum wage of $7.25 per hour. You can pay your federal and Alabama state taxes online. If you use a benefits provider, it should work with you to make deductions simple, automatic, and electronic. Step 8: Save your payroll records. Alabama has no laws requiring businesses to keep employee payment or company payroll records. While that may be the case, keeping your company’s business records is good practice. If you need help with which records to keep, check out our article on retaining payroll records. Step 9: File payroll taxes with the federal and state government. All Alabama state taxes need to be paid to the applicable state agency on the schedule provided, usually quarterly, which you can do online at the Alabama Department of Revenue website. To pay federal taxes, you can make those payments online using the EFTPS on one of the following two schedules: Monthly: When the IRS assigns you a monthly schedule, you need to deposit employment taxes on payments made during a calendar month by the 15th of the following month. Semiweekly: When the IRS assigns you a semiweekly schedule, you must deposit employment taxes for payments made Wednesday, Thursday, and Friday by the following Wednesday, and payments made Saturday, Sunday, Monday, and Tuesday by the following Friday. Please note that reporting schedules and depositing employment taxes are different. Regardless of the payment schedule that you are on, you only report taxes quarterly on Form 941 or annually on Form 944. Step 10: Complete year-end payroll reports. Every year, you will need to complete payroll reports, including all W-2 Forms and 1099 Forms. You must provide these forms to employees no later than Jan. 31 of the following year. Download our free checklist to help you stay on track while you’re working through these steps: For general instructions on the basics of doing payroll, check out our guide on how to do payroll. Alabama Payroll Laws, Taxes & Regulations Understanding how to calculate payroll taxes and apply the related laws is vital to ensuring accuracy and compliance. To help you maintain compliance with payroll regulations, review the specific laws and regulations for doing payroll in Alabama below. With few exceptions, most employers in the US must pay Federal Insurance Contributions Act (FICA) taxes. The current FICA tax rate for Social Security is 6.2% and 1.45% for Medicare. Both the employer and the employee will pay these taxes, each paying 7.65% for the combined Social Security and Medicare taxes. Alabama Taxes Like most states, Alabama has certain taxes that companies must pay. Employer Unemployment Taxes All businesses in Alabama must pay State Unemployment Tax Act (SUTA) taxes. The current wage base is $8,000, and rates range from 0.65% to 6.8%. All new employers in the state will pay a SUTA rate of 2.7% for their first year. Businesses that pay SUTA in full and on time can claim a tax credit of up to 5.4% on their Federal Unemployment Tax Act (FUTA) taxes. Workers’ Compensation Alabama businesses with five or more employees must carry workers’ compensation insurance. Workers’ compensation insurance provides benefits to employees who suffer on-the-job injuries. The state usually starts to pay these benefits a week or two after a worker is out of work because of their injuries and only covers their lost income and medical bills. There are, however, exceptions to this requirement. If your company employs workers who fall into one of the following categories, you may not need to carry workers’ compensation insurance: Domestic workers Agricultural workers Casual employees Income Taxes The state does not have reciprocal agreements with any other state for income tax purposes. This means that employees may end up paying double taxes if they live in another state and work in Alabama. Some localities in Alabama do levy local taxes. This can make your payroll calculations more complex if you are doing them by hand. As such, pay close attention to where employees live and work to ensure proper computations. Alabama Minimum Wage Alabama adheres to the federal minimum wage. At $7.25 per hour, the minimum wage was last raised in Alabama in 2008. Businesses must pay tipped employees at least $2.13 per hour, provided that their tips get them to the hourly minimum wage. If not, the company must make up the difference. Calculating Overtime Alabama overtime rules follow the Fair Labor Standards Act (FLSA) requirements. Under the FLSA, all employers must pay employees 1.5 times their regular hourly wage for hours worked over 40 in a workweek. Paying Employees Alabama has no law requiring employers to pay employees on a certain schedule or at a certain frequency. It is best practice, however, to set a regular pay schedule—every other week, for example—and stick to it. The state does not specify how employees must be paid. The most common forms of payment include: Cash Paper check Direct deposit Payroll card If you need help keeping track of your payroll periods, use one of our free pay period calendars. Pay Stub Laws Alabama has no law requiring an employer to provide employees with a pay stub; however, we recommend doing so. If you do not use a payroll service, download one of our free pay stub templates to help you get started. Alabama Paycheck Deductions Alabama does not prohibit an employer from deducting wages from an employee, nor is there any law stating what deductions are allowable. Because there is no law, it is safe to deduct wages from an employee’s paycheck for: Cash shortages Damages, lost, or stolen company property Required work uniforms or tools Please note that, according to the Department of Labor, a company cannot make deductions to an employee’s pay if those deductions would cause the employee to earn less than the federal minimum wage ($7.25 per hour) for that pay period. Terminated Employees’ Final Paychecks Alabama does not have any law stating when or how an employee must receive a final paycheck. So your best option is to pay any employee who has resigned or been laid off or terminated on the next regular payroll run. If you need to pay an employee immediately and aren’t currently using a service, then use one of our recommended ways to print a free payroll check. Alabama HR Laws That Affect Payroll Alabama does not have many state-specific HR laws—but you will still need to ensure that you are following the federal guidelines, which the state mostly follows. Alabama New Hire Reporting Every employer in Alabama must report new hires and any rehired employees to the Alabama Department of Labor New-Hire program. This report is used to enforce child support orders and must include the employee’s name, address, and Social Security number. Meals & Breaks The state has no law requiring employers to provide meal periods or breaks to employees 16 years of age or older. This means the federal rule applies, which does not require meal periods or breaks. Alabama law does require employers to provide meal periods and breaks to minor workers. Employees aged 14 and 15 must receive a 30-minute break if they are scheduled to work at least five consecutive hours. These breaks can be unpaid. Alabama Child Labor Laws Under Alabama law, children aged 14 and 15 can work up to 40 hours per non-school week. They are restricted to no more than 18 hours of work in a school week and no more than three hours of work on a school day. They're also not allowed to work before 7 a.m. or after 7 p.m. during the school week. Meanwhile, minors aged 16 and 17 are not restricted to a certain number of hours, but they can't work after 10 p.m. or before 6 a.m. during the school week and are restricted by industry. Alabama does not allow 16- and 17-year-olds to work in any of the following industries or professions: Mine or quarry Wrecking, demolition, and shipbreaking Roofing, scaffolding, and sandblasting Logging Sawmill Railroad Firefighter Distillery Manufacturing of explosives Time Off & Leave Requirements For the most part, Alabama does not have state-specific time off or leave laws, but there are federal guidelines you may need to follow. Payroll Forms Payroll forms can vary from state to state, and some have their own W-4, like Alabama. Fortunately, that’s the only one. Alabama Payroll Forms Employee's Withholding Tax Exemption Certificate: Employee withholding form; should be completed upon hire Federal Payroll Forms Here is a complete list and location of all the federal payroll forms you should need. W-4 Form: Provides information on employee withholdings so you can properly calculate and withhold federal and state income taxes W-2 Form: Used to report total annual wages for each employee W-3 Form: Used to report total annual wages for all employees; summary form of W2 Form 940: To calculate and report unemployment taxes due to the IRS Form 941: Used to file quarterly income tax Form 944: Used to file annual income tax 1099 Forms: Provides information for non-employee contract work Alabama Payroll Tax Resources Alabama Department of Revenue provides many forms, information on the latest laws and regulations, and other employer-specific information. Alabama Department of Labor offers support and resources to help businesses ensure compliance with unemployment and workers’ compensation plus other labor laws. Bottom Line One of the most straightforward states in which to run payroll is Alabama. While there are some local taxes you need to deal with, there is only one state-specific payroll form.

ADP is one of the best payroll service providers for businesses planning to expand and hire more employees in the near future. It has advanced HR features, like new hire onboarding and background checks, on top of its full-service payroll and tax services. However, this provider is not ideal for small businesses with a tight monthly budget because it charges for extra payroll runs and year-end reporting. If you don’t need robust HR features or just need to save money, a top ADP competitor may work better for your business. In this guide, we evaluated multiple ADP competitors and narrowed the list down to the top eight. : Best overall ADP competitor for small businesses and those looking for full-service payroll with solid HR tools : Best for small business QuickBooks accounting users needing fast direct deposits : Best for companies in heavily regulated industries needing top-notch HR support : Best for companies needing a fully configurable payroll tool for complex salary calculations : Best for solopreneurs and growing businesses looking for dedicated support : Best for retail and restaurant business owners who plan to use or are already using Square POS : Best for businesses that need a reasonably priced PEO : Best for tech-reliant companies needing an integrated way to manage HR, payroll, and IT Top ADP Competitors Compared All the ADP alternatives on our list (including ADP) offer full-service payroll, payroll tax filings and year-end tax reports, paid time off (PTO) management, and standard employee benefits, like workers’ comp, retirement, and health plans. Time tracking functionalities are also available, but some providers require you to either upgrade to its higher tiers (Gusto and QuickBooks Payroll) or pay extra for it (ADP, Paychex, Justworks, Rippling, and Paycor). Below are the standout features. *For new users only. Promotions may change at any time, please visit the providers' websites to check the latest promos on offer. **Includes payroll add-on ***Pricing is based on a quote we received and includes time tracking, payroll, and Rippling’s core workforce management platform. If you’re unsure which ADP competitor is best for your business, answer a few questions in our quiz, and we will help you decide. Gusto: Best Overall ADP Competitor for Small Businesses For small business owners needing help running payroll at a good value, is the best choice. The software is easy to use—no excess features you don’t need—and you can run unlimited pay runs at no extra cost. It files and pays federal, state, and local taxes, and automatically generates and sends W-2s and 1099s to employees and contractors at no extra cost, unlike ADP. Multiple pricing options are also available, with a starter tier that’s reasonably priced. Setup and migration are free for new users—you have to pay a setup fee with both ADP and Paychex. Gusto also offers a wide range of employee benefits—from health insurance and 401(k) plans to commuter benefits and tax-advantaged college savings accounts. However, its health insurance coverage is limited to only 39 states (unavailable in Alabama, Alaska, Hawaii, Louisiana, Mississippi, Montana, Nebraska, North Dakota, South Dakota, West Virginia, and Wyoming). If you want health plans that are available across the US, any of the ADP competitors in this guide (except TriNet Zenefits, whose health plans don’t cover Hawaii) are great options, as all provide extensive health insurance coverage. Gusto Key Features Ease of use: Gusto is easy to set up and use—plus, it has an intuitive interface that allows you to process payroll in just a few clicks. Compared to Paychex and ADP, Gusto is more user-friendly, and you can start using its online tools without any training required—provided you have a good background on how payroll works. If you need assistance, it provides how-to guides and unlimited phone, email, and chat support. Payroll processing and services: Process payroll as many times as you need without having to pay extra fees. It can handle multi-state payroll and tip credits, plus its automated pay runs are a very handy feature. In addition to garnishments and new hire reporting, Gusto provides payroll tax payment and filing (federal, state, and local) services. Your staff can also access their pay stubs, benefits information, and W-2s/1099s (note that year-end tax reports with ADP and Paychex cost extra) through a self-service portal. Multiple pay options: Gusto lets you pay employees and contractors through direct deposits, checks, pay cards, and pay on-demand (QuickBooks Payroll, TriNet Zenefits, Justworks, and Rippling don’t have this feature). You get four-, two- and next-day processing timelines for direct deposits, depending on your chosen plan. For check payments, Gusto’s software gives you the capability to cut paychecks using your printer, but the service won’t process checks for you or give you the option to have them delivered to employees. If this is something you need, then go with Paychex (or ADP itself). Full range of payroll and basic HR features: Aside from payroll, Gusto has solutions for hiring, onboarding, health benefits administration, PTO management, and simple time tracking. It also offers a robust selection of benefits such as medical, dental, vision, retirement, flexible spending accounts (FSAs), health savings accounts (HSAs), college savings plans, and pay-as-you-go workers’ compensation. Expert HR support: If you subscribe to its highest tier, you are granted access to HR professionals who can give expert advice on how to handle payroll and HR issues. And while Gusto doesn’t assign a dedicated specialist to its clients like Paychex does, it offers unlimited chat, phone, and email support to all its users. Read our Gusto Review QuickBooks Payroll: Best for Small Business QuickBooks Accounting Users can handle most employee pay processing functions, from payroll onboarding to tax preparation, although it doesn’t report new hires to the state—a feature that other solutions in this guide (as well as ADP) offer. Aside from paying contractors and employees, you can run auto payroll with either next- or same-day direct deposits (provided you sign up for at least its Premium plan). It also automatically calculates, files, and pays federal and state taxes (local tax filings available in premium tiers), including submission of year-end W-2s/1099s. And unlike ADP, QuickBooks Payroll has an internal accounting program specifically for small businesses—QuickBooks—that integrates seamlessly with its payroll system. QuickBooks Payroll Key Features Intuitive interface: The software has intuitive controls that allow you to set up and run payroll in a few easy steps. It doesn’t have a complicated-looking interface, and if you have questions about its functionalities, QuickBooks Payroll has how-to articles that can guide you through its features. Plus, compared to Paychex and ADP, this software doesn’t have a steep learning curve. Efficient pay processing: Set payroll to run automatically so that you have more time to focus on business-building projects. With its full-service payroll, you can efficiently pay both employees and contractors—although you have to subscribe to its higher tiers if you want local payroll tax filings. Tax accuracy guarantee and tax penalty protection: All plans are covered by a tax accuracy guarantee, where QuickBooks will file and pay payroll taxes correctly and on time. In case there are penalties due to late submissions, QuickBooks will pay for all fees—provided that you forwarded the correct tax details well beyond the submission deadlines and have sufficient funds in your account to pay taxes. In addition, signing up for its Elite plan entitles you to its tax penalty protection (wherein QuickBooks will pay all tax penalties, max of $25,000 per year) that covers tax errors that you make. Neither ADP nor the other providers in this guide offer a similar program that includes client tax filing mistakes. Fast direct deposits: QuickBooks Payroll is the only software in this article that provides next-day direct deposits in its basic plan. Aside from a next-day option, it offers same-day direct deposits—provided you subscribe to either its Premium or Elite tier. Seamless integration with QuickBooks: While QuickBooks Payroll doesn’t integrate with a lot of third-party software, its native integration with QuickBooks Accounting allows for seamless data transfers between Intuit QuickBooks products. This means that your payroll information can flow directly to the general journal, plus you can use wage-related information for analytics and other reports using QuickBooks. HR advisory services: You get an HR professional you can contact to provide expert advice—provided you subscribe to QuickBooks Payroll’s highest tier. However, if you need a dedicated payroll specialist, consider Paychex. Read our QuickBooks Payroll Review TriNet Zenefits: Best for Businesses in Highly Regulated Industries (formerly Zenefits) offers an end-to-end employee management solution that streamlines and automates HR, payroll, and benefits administration. It’s best for businesses in highly regulated industries because it has robust compliance tools to help keep them up to date with the latest regulations. Aside from built-in overtime safeguards and pay stubs that conform with most state requirements, its online “Compliance Assistant” monitors your HR, payroll, and benefits compliance status and the unique form submission deadlines that are critical to your business. Unlike ADP and the other software in this guide (except Rippling), which provide payroll as a base product and have no minimum user requirements, TriNet Zenefits offers its employee pay processing solution as an add-on tool and requires a five-employee minimum. However, if you need time tracking tools, all its plans come with a time and attendance solution at no extra cost; under ADP, this is a separate product. TriNet Zenefits Key Features Feature-inclusive: While ADP and most of the providers in this list (except Justworks and QuickBooks Payroll) have a wide range of HR solutions, TriNet Zenefits’ platform is more robust, helping you manage the entire employee lifecycle—from hiring to retirement. In addition to payroll, it offers hiring, onboarding, time tracking, benefits, compensation planning, performance reviews, employee information management, engagement surveys, compliance support, and even communication tools through its “TriNet Zenefits People Hub.” Integrated payroll: TriNet Zenefits automatically syncs employee data, including actual work hours, PTO details, and benefits information from its other solutions directly into payroll. Efficient pay processing: From employee and contractor payments to tip reporting and wage garnishments, TriNet Zenefits has all the essential tools you need to accurately process payroll and payroll taxes. Tax payments and filings are also automatic, with TriNet Zenefits handling all federal, state, and local tax submissions on your behalf. It even has dynamic pay stubs (accessible through its mobile apps) where you can add messages in case there are salary changes and special payouts (none of the providers in this guide, or ADP, offer this feature). Robust integrations: Unlike Rippling, which integrates with 500+ business apps, you can only connect TriNet Zenefits to 40+ popular applicant tracking, time and attendance, accounting, productivity, legal, and learning software. Some of its integration partners include Greenhouse, JazzHR, Deputy, QuickBooks, Xero, Lessonly, Slack, and Asana. Access to HR and payroll experts: While it provides HR and payroll advisory services, you have to pay $10 per employee monthly for this feature. If you want a dedicated payroll specialist, consider Paychex. Read our TriNet Zenefits Review Paycor: Best for Businesses Needing a Fully Configurable Payroll Tool , like ADP, has a robust suite of HR and payroll tools that can cater to all business sizes. It’s great for those with complex payroll needs because you can configure its pay grid to fit your requirements. It even lets you create customized pay slips, although TriNet Zenefits allows the inclusion of pay messages to its online pay stubs. And, like many of the providers in this guide, it offers automatic tax calculations, payments, and filings, including W-2 and 1099 processing. However, Paycor isn’t great for those with very limited budgets. With a starter plan for small businesses (up to 49 employees) priced at $99 plus $5 per employee monthly, Paycor is one of the most expensive ADP alternatives on our list (Justworks is the other, mainly because it offers PEO services and not just payroll software). Paycor Key Features All-in-one HR platform: Paycor’s all-in-one platform combines several HR tools together, from hiring and time tracking to payroll and performance management. ADP competitors like Justworks and QuickBooks Payroll don’t have a robust HR solution suite. Flexible payroll: Run payroll the way you want it with Paycor’s customizable pay grids. You can add and remove earning/deduction columns that you need, including selecting whether or not you want its system to display the applicable amount or hours per earning/deduction type. It even offers multiple payment options—from pay-on-demand to direct deposits and even check stuffing services. Payroll tax compliance: Aside from year-end reporting and payroll tax filings (federal, state, and local taxes), Paycor has a team of tax experts to keep you compliant and up-to-date with the latest tax regulations. Starter tier has robust payroll tools: Unlike Rippling and TriNet Zenefits, which offer payroll as an add-on solution to their core platforms, Paycor’s Basic plan comes with all the tools you need to pay employees and process taxes accurately. However, its Basic plan lacks the PTO tracking and onboarding solutions that TriNet Zenefits has in its starter Essentials tier. If you want these HR tools and more advanced features (such as employee surveys and performance management), upgrade to Paycor’s higher packages. Read our Paycor Review Paychex: Best for Solopreneurs & Growing Businesses Looking for Dedicated Payroll Support Like ADP, is a full-featured payroll system that provides different packages for small to enterprise-level businesses, including solopreneurs and the self-employed—an option none of the other solutions in this list offer. If you want a single point of contact for your employee pay processing and payroll tax requirements, sign up for one of Paychex’s premium plans to get a dedicated payroll specialist. Aside from payroll and payroll tax filing services, it has several HR solutions for managing new hire onboarding, background screening, and employee training. While both ADP and Paychex offer workers’ compensation and employee benefits plans, only Paychex provides access to a financial wellness program with access to short-term loans, educational resources, and other tools to assist employees in achieving their financial goals. Paychex Key Features Flexible system: Paychex allows you to review, edit, and submit payroll from desktop computers and mobile devices (for iOS and Android). You can start running payroll on your smartphones/tablets and then resume it on your computer, and vice versa. Unlike Gusto, Square Payroll, and QuickBooks Payroll, Paychex and ADP can grow with your business, providing you with efficient pay processing tools and robust HR solutions, regardless of whether you have 10 employees or more than 500. User-friendly payroll features: Its easy-to-use online tools are designed to simplify the way you pay employees and contractors. Aside from automatic pay runs and customizable earning/deduction types, Paychex handles payroll tax payments and filings (federal, state, and most local taxes), including year-end tax reporting for you—although you have to pay extra for these. This is unlike ADP, which only charges add-on fees for W-2 and 1099 reporting. And while QuickBooks Payroll also offers automated tax filings, you have to sign up for its premium plans if you want the provider to file local taxes on your behalf. Multiple pay options: You can pay employees through pay cards, direct deposits, and paper checks. Like ADP, Paychex also offers check signing and stuffing services. If your staff requests early access to earned wages before a payroll date, you can use its pay-on-demand feature to help employees with their financial needs. Robust reporting: The reporting options of other providers in this guide aren’t as robust as Paychex’s. Aside from offering customizable reports, it has over 60 options that you can use for payroll and analyzing HR data. Full range of HR and payroll features: In addition to payroll, it has a full-featured HR solution suite that includes new hire onboarding, time and attendance, employee benefits, garnishment payment services, workers’ compensation, learning management, and hiring tools. QuickBooks Payroll, Square Payroll, and Justworks don’t offer a wide variety of HR solutions. Dedicated support: Paychex has a team of compliance experts, HR professionals, and payroll experts who can provide knowledgeable advice on labor regulations and HR-related issues. Similar to Justworks, you also get 24/7 phone and chat support. And, if you get one of its higher tiers, Paychex will assign you a dedicated specialist to help you handle HR and payroll issues. Read our Paychex Review Square Payroll: Best for Small Restaurant & Retail Businesses What makes an ideal option for restaurant and retail business owners is its seamless integration with Square POS, making it easy for you to capture, track, and process tip and commission payments. If you use Square POS to capture employee clock-ins/outs, then you can import time data into Square Payroll with just one click. ADP may integrate with several POS systems, but it doesn’t connect with Square (as of this writing). Plus, you have to pay extra to access ADP’s time tracking solution. Apart from restaurants and retail shops, Square Payroll is great for small businesses that mostly hire contract workers, mainly because of its low-cost contractor-only plan. Gusto may have a similar payroll package, but Square’s is slightly cheaper, costing only $5 per contractor monthly (Gusto’s is priced at $6 per contractor monthly). ADP and the other providers in this guide don’t have a separate contractor payroll plan. Square Payroll Key Features Multiple payment options: With Square Payroll, you can pay employees either through paychecks, direct deposits, or pay on-demand. While its standard direct deposit processing timeline is four days, Square’s “Instant Payment” feature enables you to offer next-day and even instant payments through its “Cash App”—provided you have a Square Payments account. However, if you’re not a Square user and need fast direct deposits, consider QuickBooks Payroll, as it provides next- and same-day options. Payroll tax filing and reporting: Apart from automatic payroll tax calculations, Square Payroll will handle all tax payments and filings for you. It also generates W-2/1099 forms at year-end and will even file annual 1099-NEC forms on your behalf. All these are available at no extra cost, unlike ADP and Paychex. Built-in time tracking: Square Payroll comes with free online timecards that you can use to track employee attendance either through Square POS or the Square Team app. With ADP and the other ADP competitors on our list (except TriNet Zenefits), you have to either purchase time tracking as an add-on or upgrade to the higher tiers to unlock the said functionality. Employee benefits: Square Payroll’s partnership with insurance carriers enable it to offer employee benefits like health insurance (via SimplyInsured), retirement plans (through Guideline), and pay-as-you-go workers’ comp (via Next Insurance). However, it doesn’t have non-standard benefits options, like ADP’s employee discounts, Paychex’s financial wellness tools, Gusto’s college savings plans, and Justworks’ fitness membership and health advocacy services. Read our Square Payroll Review Justworks: Best for Businesses Looking for Affordable PEO Services For business owners with limited HR and payroll experience, is a co-employer providing PEO services to help you efficiently manage day-to-day HR administrative tasks. Similar to ADP’s PEO solution, ADP TotalSource, it offers full-service payroll, tax payments and filings, essential HR tools, and access to HR experts. Its employee benefits even include fitness and wellness perks in addition to the usual health and retirement plans. What’s also great about this provider is its reasonably priced plans and flexible pricing matrix, wherein monthly fees go down as you add more employees to your business. However, it lacks the hiring solutions that Gusto, Rippling, and Paychex offer. Further, its platform isn’t as full-featured as TriNet Zenefits, which even has compensation management tools and robust employee engagement tools. Justworks Key Features Solid payroll tools: Justworks’ simplified payroll process makes paying employees easy for payroll administrators. It can handle payments for hourly and salaried employees, including contractors and vendors. And, like the other ADP competitors in this guide (except Paychex), Justworks lets you run off-cycle payroll at no extra cost. However, if you prefer biweekly and weekly pay runs, note that Justworks only pays employees on Fridays; for semimonthly payroll, it pays on the 15th and last day of the month (or the closest business day before each date). Plus, it only supports payments via paper checks and direct deposits. If you want multiple pay schedule options, consider Gusto, Paychex, and Paycor. Robust employee benefits options: Apart from workers’ compensation, health, and retirement plans, Justworks has a wide range of non-standard benefits options like health advocacy services, wellness perks, and fitness memberships. Although it doesn't have Gusto’s college savings plans and ADP’s employee discount program. Customer and HR support: Justworks may not have Paychex’s dedicated payroll specialists, but it has a team of HR professionals that can provide expert advice. Plus, you don’t need to pay for HR advisory services (as you would with Rippling and TriNet Zenefits) because this feature is included in all of Justworks’ plans. It even offers 24/7 support, with customer reps you can contact either through email, phone, chat, SMS, and Slack. Read our Justworks Review Rippling: Best for Tech-reliant Companies Managing HR, Payroll & IT is the only provider in this guide with IT solutions for managing company-issued computers and apps. It even integrates with more than 500 apps. This makes it ideal for companies that want to automate their computer provisioning and deprovisioning processes while streamlining essential HR and payroll tasks. However, you have to pay for each HR, payroll, and IT module in addition to its core employee management platform, which is a required solution. Further, it doesn’t have free live phone support like there is with ADP. If you want one-on-one HR support, then subscribe to Rippling’s HR Help Desk module, which comes with phone and email support. Like TriNet Zenefits, Rippling’s payroll product comes as an add-on to its HR platform. Aside from IT and HR management tools, it offers an extensive payroll feature set with automatic tax calculations and filings and direct deposit payment options. You can also print manual checks, but there are no payroll cards and on-demand pay options that you would get with ADP, Paychex, or Gusto. It does automatically sync your HR data with payroll, though, which can be a time saver. Rippling Key Features Unified platform: Similar to TriNet Zenefits, Rippling has an integrated HR platform in which all of its solutions automatically connect with the other. This helps you save time since you don’t need to input employee data twice to capture staff information (like salary changes, time sheet data, and benefits) that will affect payroll. Full range of HR and IT features: You get a full HR suite with robust employee management, benefits administration, time and attendance, and applicant tracking. It also has onboarding/offboarding automation and IT management tools. Note that none of the software in this list, including ADP, have IT functionalities. Efficient pay processing: Rippling offers full-service payroll that lets you pay employees and contractors in just a few clicks. It also provides your staff easy access to online pay stubs and tax forms through its mobile apps (for iOS and Android devices). You don’t have to worry about payroll taxes because it automatically calculates and files federal, state, and local taxes for you. And, compared to competitors like Gusto and Zenefits, Rippling’s pay processing capabilities are a bit more robust since, like ADP, it can handle international payroll. Robust integrations: In addition to application programming interface (API) access, you can connect Rippling to more than 500 third-party systems that include accounting, expense management, recruiting, training and onboarding, and office management software, among others. ADP and the other providers in this article don’t integrate with as many third-party solutions. Flexible PEO: For businesses that need expert assistance in managing day-to-day HR and payroll tasks, Rippling offers PEO services. You can even turn it on and off directly from your account and easily transition to using Rippling’s platform again. While ADP, Justworks, and Paychex provide PEO services, neither have a flexible program like Rippling. HR support: With Rippling’s HR Help Desk add-on, you can call and email HR professionals if you need expert advice. This feature also includes real-time compliance updates, but you have to pay $100 monthly for these services. However, you can contact its support team via email and chat for free if you need assistance. Consider either Justworks or Paychex if you want 24/7 support and a dedicated specialist. Read our Rippling Review How We Evaluated the Top ADP Competitors To determine the ADP alternatives you should consider, we compared several options and focused on software that offers a robust set of payroll and HR tools vs just low-budget solutions. Note that ADP isn’t the cheapest payroll service on the market, and neither are many of its top competitors. We also looked at several low-cost payroll software just in case you don’t need all of the features ADP offers or anticipate needing a huge upgrade soon. Then, we chose the top eight software most similar to ADP, yet better in some aspects to help you decide which payroll software is best for your business. Bottom Line ADP is an excellent payroll service, but there are also several other great options to choose from depending on your requirements. All the ADP competitors in this list offer full-service payroll with tax filing services, direct deposits, onboarding and employee self-service, and tax and benefits calculations. Some primarily cater to small businesses, while others are more suited to a range of business sizes. HR support is included with most options but is limited under the most affordable plans. Overall, we found to be the best ADP competitor for payroll services. It has the essential features that small businesses need such as full-service payroll, multiple pay options, and expert HR support. It even has a variety of employee benefits you may want to offer, plus a special low-cost plan for paying contractors—an option that ADP doesn’t offer. Sign up for a Gusto plan today.

Paycom and ADP Run are two popular payroll and HR software solutions that go beyond providing basic services to include onboarding, recruiting, benefits, and background check options. ADP Run boasts scalable plans and add-on features that grow with your business, while Paycom has a wide range of features in one system, allowing you to streamline and automate your HR functions. Although you’ll find similarities between the two, some differences may make one a better option for you. : Best for midsize and large businesses that want to set up multiple HR services under one system : Best for smaller businesses and companies planning to scale their number of employees (including internationally); provides plan options to adapt as your business needs change If you find neither Paycom nor ADP Run suitable for your needs and want a platform that also has IT solutions, we recommend the following: : Best for small and midsize businesses needing a strong employee management system and IT management tools, especially those with remote employees or international contractors Paycom vs ADP Run Quick Comparison *Based on quotes we received. **Pricing can vary depending on the payroll frequency—the more often you pay employees, the greater the base cost fee. Takeaway: We find ADP Run to be an excellent solution for small businesses needing only payroll because of its robust features. Also, if you have a growing company that may have changing HR and payroll needs in the near future, ADP is the solution for you. You get access to robust HR support, employee benefit options, international payroll plus professional employer organization (PEO) options, and multiple third-party integration partners. ADP manages payroll for nearly 800,000 small businesses. For medium and large businesses—those with more than 50 employees—or those wanting to house all HR and payroll services under one system, Paycom is the right choice. It has a full suite of integrated tools that make the service worth the money. You also get a dedicated specialist to make setting up and managing each feature easy. Both providers have the following features: Full-service payroll Files and pays federal, state, and local taxes Year-end tax reports (W-2s/1099s) Direct deposit and manual check capabilities PTO management Benefits management, including health insurance New hire reporting Online employee setup and accounts Manage deductions and garnishments Talent acquisition (job posting and background checks) and talent management (training) tools Reports and analytics Still not sure you have found the best payroll software for your company? Take our short quiz, and we’ll point you to the best payroll software for your business. When to Choose ADP vs Paycom Best Pricing: ADP Runs *Based on a quote we received. Both Paycom and ADP require you to call for a quote. However, ADP’s website does list the different plans it offers, what tools each includes, and add-on options, which can give you a better idea of what you want before you call. Meanwhile, to get pricing for Paycom, you have to request a demo to discuss your needs. You will then receive a custom quote fit for your requirements. And, since it does not have tiered plans, it is difficult to gauge the specific features in its most affordable package. Since we need to establish which option is best for small business owners, we compared the two on pricing for 15 employees: Paycom pricing: We received a quote of $500 for 15 employees for setup, training, and implementation. Pay runs cost $4–$6 per employee, per paycheck, and additional costs for other features like filing W-2s. Paycom’s other solutions and services, like time and attendance, also incur extra fees. ADP Run pricing: For Essential Payroll, we were quoted $40–$75 per pay run + $3 per employee. Base fee pricing depends on how often you do payroll. For weekly, it’s $40, $65 for biweekly, and $75 for monthly payroll. For 15 employees, this means $205/month for weekly pay runs, $175/month for biweekly, and $120/month for monthly. For more premium plans, there is an initial setup fee, but the rep waived it in our quote. There are additional costs for add-ons like time and attendance. (For pricing on higher-tier plans, check out our ADP Run review.) Based on the quotes presented, ADP is cheaper than Paycom for the same number of employees. If you have plans to expand your business not only in the US but in multiple countries, is a solution for your growing payroll and advanced HR requirements. You may choose from four plan options: Payroll Essentials, HR Plus, Hiring Advantage, and Performance Plus. Moreover, since ADP has a strong presence in 140 countries, it will be able to provide you with localized international expertise if needed. Best Payroll Features: ADP Run Both ADP Run and Paycom have similar payroll and tax management features. They even have self-service portals to let employees view their pay stubs, deductions, pay history, and other documents. However, ADP has more payroll services to offer overall. Best HR Features & Employee Benefits: ADP Run With both Paycom and ADP Run, you can take advantage of new hire reporting and online onboarding for new employees. The providers also offer access to expert professionals for any HR or payroll compliance advice. However, despite offering similar HR functionalities, ADP Run has an edge over Paycom due to its PEO services offering. Best for Integrations: ADP Run For third-party software integrations, ADP has a more robust selection than Paycom. Unlike Paycom—which only has in-house time-tracking, benefits, and HR management programs—ADP can integrate with third-party accounting, time tracking, POS, ERP, learning, recruiting, and onboarding solutions. ADP integrations: Wave, Xero, QuickBooks, Workday, Sage Intacct, Oracle, TSheets, Homebase, ZipRecruiter, Jobvite, Grovo, Litmos, Flock, Employee Navigator, PayActiv, LifeMart, Slack, MS Teams, Clover, Revel, Toast, and more. Paycom: Paycom does not list integrations as readily as ADP and offers fewer—although we found integrations to Harri, TimeCardPlus, and several industry-specific tools like Restaurant365. However, based on its features, you may not need to integrate with other tools. Best for Ease of Use & Customer Support: Paycom When considering ADP vs Paycom’s ease of use and customer support, Paycom wins due to its on-site training and minimal client support complaints. Most ADP Run and Paycom users mentioned that both systems are easy to use and navigate. Paycom provides phone support and a dedicated payroll specialist for its clients. A no-cost on-site training for you and your employees is also available for midsize and enterprise clients. ADP, on the other hand, provides online training and 24/7 phone and email support for both payroll and HR services. It also provides you with a team of capable payroll and tax professionals for your troubleshooting or advisory needs. User Reviews Paycom: Users on third-party review sites G2 and Capterra rated it 4.2 and 4.3 stars, respectively. Reviewers highlighted the ease of use, intuitive interface, and hands-on customer support as Paycom’s top features. Meanwhile, some experienced login problems and occasional software glitches. Others added that it is more expensive than other providers. Paycom’s mobile app has 4.7 out of 5 stars in the Apple Store from ~743k reviews and 4.7 out of 5 stars on Google Play from 55k+ reviews. ADP Run: Reviews published on G2 and Capterra show that ADP has 4.6 and 4.5 stars, respectively. Users find ADP Run easy to set up and navigate. Some like that it tracks time accurately, and its mobile application allows them to view their pay stubs without any glitch. On the other hand, there are mixed reviews about its customer support—wherein some users noted that its support team isn’t responsive enough, while others said that they received good service. On the Apple Store, it received 2.3 out of 5 stars and 2.6 out of 5 stars on Google Play for the manager app, while the employee app, ADP Mobile, earned 4.6 out of 5 on Google Play and 4.7 out of 5 on the Apple Store. How We Evaluated Paycom vs ADP Run To compare the differences between Paycom and ADP Run, we assessed the payroll solutions and services they offer to determine the types of employers they work best with. In short, we considered: Pricing: We love pricing transparency so that you can make decisions beforehand, but premium services and plans usually require you to schedule a demo for pricing details. Setup fees are common with HR Payroll providers like these two, so we anticipated that. ADP fared best for transparency of plans, if not pricing. Payroll features: Automatic payroll runs, payroll tax filing, 1099 form preparation, manual check capabilities, two-day direct deposits, and employee and contractor payroll services—including a penalty-free guarantee—are preferred. ADP offers more, but we did like Paycom’s Beti for taking some of the grunt work off manager’s plates. Ease of use: A provider should be user-friendly and intuitive, with a customizable platform. It’s also helpful if it seamlessly integrates with common third-party systems (like QuickBooks, Homebase, When I Work, and TSheets). Free setup, how-to guides, live phone support, and quick resolution of client issues are also appreciated. Both are good, but Paycom took the lead for ease of use—although ADP Run did have more integrations. HR features: A provider should give users access to an expert for any advice on compliance issues. A platform should also offer new hire state reporting, online onboarding, and a self-service portal. Employee benefits, such as health insurance and workers’ compensation, are also important for businesses needing HR support. Here again, we chose ADP, primarily because of its PEO. Popularity: We looked at the reviews that real users left on popular third-party sites like G2 and Capterra and tallied the ratings. Both services are highly regarded by their users, although ADP’s mobile apps leave much room for improvement. Bottom Line Choosing the right payroll solution is not easy since you have so many options to choose from. As you’re deciding between Paycom vs ADP Run, you should assess how many employees you have (and plan to have in the future) and the additional features that you will need for recruitment, talent management, HR support, and benefits management. If you have a midsize to large business and are focused on hiring and retaining the best talent, then consider . However, if you are planning to expand your business—not only in the US but overseas— is the option for you. Not only does it offer tiered plans, but you can choose to outsource its payroll and HR services or become a PEO partner to enjoy more benefits while taking care of the more profitable aspects of your business.

The most current recruitment statistics illustrate dramatic changes in hiring, especially over the last few years. These changes are brought about by different sources—some by emerging trends from applicant behaviors and evolving practices, and others influenced by societal and environmental changes. Using data as a guide, your organization can adapt and stand out to potential employees. Here are the most important recruiting statistics you need to know. Remote Work & Contractor Statistics 1. Almost 57% of workers are remote at least part time (Upwork) Many companies have adopted remote work setups in the past three years—and with the convenience that this has brought to employees, many will look for roles that still accommodate it. As such, to attract and retain the best talent, your company must allow some level of remote or hybrid work options, or you risk missing out on a substantial amount of job talent. 2. 86% of employees want to keep working remotely at least part time (Glassdoor) This is exactly why you must embrace flexible work schedules—your employees expect it. If they don’t get it from you, they will get it from a competitor. Remote work options don’t mean a loss in productivity, either; in fact, helping your employees achieve a better balance may actually help improve their efficiency and productivity in the long run. 3. 90% of hiring managers expect some form of remote work to continue (Gartner) Even hiring managers recognize the power of remote work options. Not only can it vastly expand your potential applicant pool, but giving your employees flexibility can lead to higher-quality job applicants while reducing your company’s overhead. Embracing this change lets you plan for it instead of reacting to it. 4. 37% of job seekers have been screened by a recruiter via video (Jobvite) The convenience and time-saving efficiency of video interviews have made it a useful tool for screening candidates—and recruiters will likely continue to use it over the next few years. As such, your hiring managers should prepare to conduct video interviews routinely. Setting up those processes and getting technology in place is vital to ensuring a smooth hiring process. 5. 58% of non-freelancers are considering freelancing (Upwork) Hiring of freelancers, contractors, and gig workers have increased dramatically over the last few years—and that trend is expected to continue, as many workers prefer the freedom offered through this working arrangement. By looking only for direct employees, you may be overlooking a proportionately large pool of candidates. Including freelancers and contractors in your search may lead you to more talented professionals. Job Seeker Experience & Expectations Statistics 6. Job seekers are willing to sacrifice up to 12% of their salary for training and flexibility (PwC) Although salary/overall compensation is generally always the most important factor to job applicants, it isn’t the only thing they look for. Emphasize the other benefits of the role during the recruitment process, mainly focusing on skills training and workplace flexibility as these are top incentives in today’s work setup. 7. Businesses with reputable brands receive 50% more qualified applicants (Finances Online) You can help reduce your time to hire by ensuring your brand has a positive image. Recruiters have already noted a shift from selling a company’s benefits to discussing the company’s values and reputation. Consider an employee value proposition and other employer branding strategies. 8. 89% of passive candidates evaluate your brand before applying (CareerArc) Passive candidates are currently employed people not actively looking for a new job but would entertain an excellent opportunity if it came around. These candidates are often contacted by you or a recruiter who thinks they might be the right match for your job. Before applying, however, they’re going to dig deep into your brand and workplace culture. If your brand isn’t well managed, those passive candidates may run in the other direction. 9. 49% of respondents declined a job offer because of a poor recruitment experience (PWC) If you don’t have a great hiring process, you may miss out on the best talent in your industry. Job applicants are interviewing you as much as you’re interviewing them, so asking inappropriate interview questions or giving vague answers about the job throughout the screening process can be detrimental to your success. If you don’t make a stellar first impression, you could lose top candidates. 10. 52% of new hires are actively looking for a new job within the first six months on the job (Lattice) Many companies give lots of attention to hiring but ignore the onboarding experience. This can cause many new hires to leave the company before they really even get into a groove in their role. Turnover at such an early stage can demoralize the rest of your workforce and put a heavy burden on your budget. Pay attention to the onboarding process, make new hires feel welcome, and start the relationship off on the right foot. 11. Rejected applicants who get no feedback are twice as likely to not apply to or do business with your company again (The Talent Board) In so many parts of life today, people get ghosted. They expect a business not to do that to them, and nearly every job applicant surveyed wants to hear why they weren’t selected for a position. Even sending a quick rejection email to let applicants know their skills didn’t match up as much as other candidates can go a long way to keeping your company's reputation intact. Diversity, Equity & Inclusion (DEI) in Hiring Statistics 12. Company diversity matters to 76% of job seekers (Glassdoor) Diversity is an increasingly important trend to which businesses must pay attention. Regardless of whether your company has policies or plans to increase diversity, many applicants will look for evidence of diversity before applying and during the interview process. Should it not meet their expectations, they will look for employment elsewhere. Consider having other employees speak to your company’s diversity as job seekers place more trust in them than recruiters on this subject. 13. 70% of companies have a diversity and inclusion policy within their hiring process (Culture Amp) Improving the diversity of an organization begins with the hiring process, and having a clear policy in place will help you attract and retain top-qualified talent. An anonymous screening (or blind hiring) process can help reduce bias when hiring; however, only 18% of companies are reporting using this practice. 14. 57% of companies integrate DEI into their business strategies (National Wellness) Integrating DEI into your business strategy not only increases the diversity around your hiring practices but also creates a culture of inclusion throughout your entire organization. It goes beyond just being mindful when hiring—you must incorporate an overall spectrum of equality within your business strategies and the way you work with and embrace your workforce. 15. 69% of organizations agree their workforces are more diverse than they were just a couple of years ago (National Wellness) As company cultures become more inclusive, workforces are beginning to reflect the demographics of today’s market. Companies report that their workforces are more diverse now than they have been in the past. However, small businesses still struggle to maintain diversity, with only 29% reporting a full diverse culture. Taking steps to prevent bias in the workplace can lead small businesses on a path to becoming more diverse. General Recruitment Statistics 16. The average time to hire across a range of functions is 41 days (LinkedIn) This number is a good average to keep in mind, although internal recruiting will take less time, and jobs that require unique skills will take more time. If you have an employee who gives two weeks’ notice of their departure, you may have to manage several weeks or longer without an employee in that seat. Keeping data on your company’s time to hire is important, so you can properly plan and find new employees. 17. Candidates are recommended to apply to two to three jobs online daily (Indeed) In general, applicants must apply to multiple jobs in a day—which means numerous companies are looking at the same candidate at the same time. As such, it’s vital to have a process that will ensure that all candidates move through your recruiting process as efficiently as possible. Applicant tracking technology will come in handy here, as this can streamline your process and help your hiring managers make the best hiring decisions as swiftly as they can. 18. A referral makes a candidate 85 times more likely to be hired (CareerPlug) Employee referral programs should be every company's No. 1 source for hiring. Existing employees are only likely to put their reputation on the line if they are certain their referral can do the job extremely well and won’t flake out. Referrals often result in organizations landing the best talent possible, with reduced overhead to fill the position. 19. 39% of applicants find job openings on social media (Jobvite) Embrace new hiring tools; advertising jobs on social media platforms like Facebook and LinkedIn is essential and can help your company’s branding through constant activity. It’s also important that employers are not afraid to go beyond the usual social media networks and meet applicants on the platforms they use. Some companies have even made good hires using their business Twitter account. 20. The median worker age is 42 (Bureau of Labor Statistics) And it’s continually rising. People are working later in life, and the projected median age is expected to increase by almost an entire year by 2030. While this might not seem like important information, it is crucial when hiring for your company. Right now, the oldest millennials are the median worker age making up the bulk of employees, so ensuring you are attractive to those employees could be key to making the right hiring decisions. 21. Increased skills testing is vital to 64% of hiring managers (Toggl) Job-specific skills have always been important. However, as more companies receive more applicants for each position, skills testing has become increasingly important in weeding out unqualified candidates. Automated skills testing can also more effectively screen applicants, so only the most qualified are reviewed by hiring managers. Excel, for example, may be a skill you want to screen for. 22. 87% of employees see skills gaps at their company (McKinsey) Existing employees see the need for increased skills testing, too. Workers are on the front lines, seeing when new and existing employees have a skills gap. This skills gap often means other employees have to step in and take on extra work, reducing employee morale. Most frequently, this gap comes in web development and other IT positions. Modern and needed skills should be a focus for recruiters. Bottom Line You wouldn’t run your business without constant eyes on your finances, as your budget helps you determine strategic business decisions. The same is true of recruiting statistics. If you ignore the data, you’re flying blind. You can, however, take proactive measures using the data at hand so that you can stay on top of hiring trends and continue to attract and retain top talent within your industry.