# HR software pricing in 2027: what US companies really pay

> What HR software costs in 2027: published US prices for payroll, PEO, EOR, and talent tools, pricing models, hidden fees, a cost estimator, and real quotes.

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HR software pricing

Published US list prices for payroll, PEO, EOR, and talent tools, the pricing models vendors use, hidden fees, a 40-person cost example, and how to negotiate.

## Quick answer

- **Small business payroll:** published US list prices start at $49 a month plus $6 per person (Gusto Simple, OnPay) and run to $180 plus $22 per person (Gusto Premium). Patriot Software starts lower, at $17 plus $4 per worker for its Basic plan.
- **PEO:** Justworks lists $79 per employee a month for PEO Basic and $124 for PEO Plus. Most other PEOs quote.
- **Global hiring:** employer of record services from Deel and Remote list at $599 per employee a month.
- **Talent tools:** Lattice lists $10 to $13 per seat a month with a $4,000 annual minimum; Workable's recruiting plans run $299 to $599 a month.
- **All-in-one HR suites and enterprise HCM** (Rippling, Keka HR, BambooHR, Paylocity, Paycom, ADP, UKG, Workday) are quote-based. Get at least three written quotes.

## HR software cost estimator

Enter your headcount and pick what you want to price. The estimate uses only published US list prices we verified, so it's a floor-to-ceiling range for tools that publish prices, not a guess at quote-based platforms.

Estimated list price **$177 to $1,060 a month ($2,124 to $12,720 a year)**

Patriot Software Basic up to Gusto Premium list prices, before any discount. OnPay and Gusto Simple are both $49 plus $6 per person.

Based only on published US list prices we verified in October and November 2026 (see the table below). Quote-based suites aren't included. Taxes, benefits premiums, and one-time fees are extra. Get real quotes for your exact setup.

## Published HR software prices for 2027 (US list prices)

These are the US list prices we could confirm from vendor pages or dated third-party price trackers in October and November 2026. List prices change, and promotions come and go, so treat this as a starting point and confirm with the vendor before you budget. Every number links to its source.

| Product | Starting price | What the price covers | Source |
| --- | --- | --- | --- |
| **Gusto** Payroll first | **From $49/mo + $6/person** | Simple $49 + $6 per person; Plus $80 + $12; Premium $180 + $22 a month. Gusto kept these prices when it repackaged plans on October 1, 2026. | [UsagePricing, Gusto plan changes, September 2026](https://www.usagepricing.com/blueprint/activity/gusto-2026-09-21-october-plan-repackaging) |
| **OnPay** Payroll first | **$49/mo + $6/person** | One plan: $49 base plus $6 for each employee or contractor paid in the month. Tax filings in all 50 states included; mailed year-end forms cost $10 each. | [OnPay Help Center, OnPay pricing](https://help.onpay.com/hc/en-us/articles/200108067-OnPay-Pricing) |
| **Patriot Software** Payroll first | **From $17/mo + $4/worker** | Basic Payroll $17 a month + $4 per worker; Full Service Payroll $37 a month + $5 per worker. | [Patriot Software, Patriot vs Gusto comparison (prices as of July 30, 2026)](https://www.patriotsoftware.com/payroll/compare/patriot-software-vs-gusto/) |
| **Justworks** PEO | **PEO from $79/employee/mo** | Payroll $50 a month + $8 per employee; PEO Basic $79 and PEO Plus $124 per employee a month; EOR $599 per employee a month. | [South, Justworks pricing 2026](https://www.hireinsouth.com/post/justworks-pricing) |
| **Deel** Global hiring and EOR | **EOR $599/employee/mo** | Employer of record $599 per employee a month (month-to-month); contractors $49 each a month; global payroll from $29 per employee a month. | [CostBench, Deel vs Remote pricing](https://costbench.com/compare/deel-vs-remote) |
| **Remote** Global hiring and EOR | **EOR $599/employee/mo** | Employer of record cut from $699 to $599 per employee a month in October 2026; contractor management $29 a month. | [PricingSaaS, Remote pricing change, October 2026](https://pricingsaas.com/companies/remote/diffs/2026W43) |
| **Lattice** Recruiting and talent | **From $10/person/mo** | Foundations $13 and Performance $10 per seat a month after the July 2026 increase; Engagement $4; $4,000 annual minimum. | [UsagePricing, Lattice price change, July 2026](https://www.usagepricing.com/blueprint/activity/lattice-2026-07-15-foundations-13-performance-10) |
| **Homebase** Hourly and frontline teams | **Free; paid from $30/mo** | Basic free for up to 10 employees at one location; Essentials $30, Plus $70, All-in-One $120 a month (per location). | [CostBench, Homebase pricing (verified October 28, 2026)](https://costbench.com/software/employee-scheduling/homebase) |
| **Workable** Recruiting and talent | **$299 to $599/mo** | Free, Standard, and Premier plans since February 2026; paid plans run from $299 to $599 a month. | [CostBench, Workable plan change, February 2026](https://costbench.com/changelog/workable-plans-renamed-2026-02/) |

Notice the pattern: payroll and talent tools for smaller companies publish prices; platforms that sell to mid-sized and large employers mostly don't. That isn't secrecy for its own sake. Their price depends on headcount, modules, states, and service levels, and they expect to negotiate.

## Quote-only HR software: what to know

Most of the platforms mid-sized and large US employers shortlist don't publish prices. For these, the only reliable number is a written quote for your headcount and modules, which is why we suggest getting three. G2 ratings are included so you can weigh price against what users say; they come from G2 product comparison pages checked November 5, 2026.

| Platform | Best for | G2 rating (reviews) | More |
| --- | --- | --- | --- |
| **Rippling** | All-in-one HR, IT, and payroll that scales | 4.8 (13,000+) | [Our review](https://www.hrtally.com/software/rippling/) |
| **Keka HR** | Modern all-in-one HR and payroll for growing US companies | 4.4 (2,200+) | [Rankings](https://www.hrtally.com/best-hr-software/#pick-keka) |
| **BambooHR** | Easy core HR for growing small businesses | 4.4 (6,100+) | [Our review](https://www.hrtally.com/software/bamboohr/) |
| **Paylocity** | Mid-market HR and payroll with built-in engagement | 4.4 (6,100+) | [Our review](https://www.hrtally.com/software/paylocity/) |
| **Paycom** | Single-database HR and payroll with employee self-service | 4.6 (6,900+) | [Our review](https://www.hrtally.com/software/paycom/) |
| **ADP Workforce Now** | Mid-market HR and payroll with deep compliance support | 4.2 (4,300+) | [Our review](https://www.hrtally.com/software/adp-workforce-now/) |
| **HiBob** | Modern HRIS for culture-focused, global teams | 4.5 (2,600+) | [Our review](https://www.hrtally.com/software/hibob/) |
| **UKG Pro** | HCM plus workforce management for large hourly teams | 4.3 (2,200+) | [Our review](https://www.hrtally.com/software/ukg-pro/) |
| **Dayforce** | Continuous payroll for complex hourly workforces | 4.2 (960+) | [Our review](https://www.hrtally.com/software/dayforce/) |
| **Workday HCM** | Enterprise HCM with strong reporting | 4.1 (1,600+) | [Our review](https://www.hrtally.com/software/workday/) |
| **TriNet** | Industry-specific PEO for growing companies | 4.2 (1,900+) | [A to Z list](https://www.hrtally.com/best-hr-software/#a-to-z) |
| **Insperity** | High-touch PEO with dedicated HR specialists | 4.3 (420+) | [A to Z list](https://www.hrtally.com/best-hr-software/#a-to-z) |
| **Greenhouse** | Structured hiring with interview scorecards | 4.4 (3,900+) | [Our review](https://www.hrtally.com/software/greenhouse/) |
| **Culture Amp** | Engagement surveys backed by people science | 4.5 (1,600+) | [Our review](https://www.hrtally.com/software/culture-amp/) |

Buying a suite? Look at how the vendor counts employees (active only, or including terminated and seasonal), what's in the base bundle, and whether payroll for each new state is included. Treat the first quote as an opening number: quote-based vendors expect to negotiate, especially against a competing written quote.

## How HR software is priced: the eight models you'll see

Two quotes for the same headcount can look wildly different because they use different pricing models. Convert every quote to a total annual cost for the same scope before you compare.

| Pricing model | How it works | Where you'll see it | Watch for |
| --- | --- | --- | --- |
| **Per employee per month (PEPM)** | A fixed amount for each employee on the system each month. | Most HRIS, HR suites, and PEOs | Minimum headcounts and how part-time and terminated employees are counted. |
| **Base fee plus per person** | A monthly platform fee plus a smaller charge per person paid. | Small business payroll (Gusto, OnPay, Patriot) | Whether contractors and one-time payees count as people. |
| **Per module or bundle** | Core HR is the entry price; payroll, time, benefits, and talent are priced as add-ons or tiers. | All-in-one platforms and mid-market suites | The bundle you'll need in year two, not just year one. |
| **Per seat for talent tools** | A price per employee covered by performance, engagement, or learning. | Lattice, Culture Amp, 15Five, Leapsome | Annual minimums, such as Lattice's $4,000. |
| **Per location or per plan** | A flat monthly fee per site or plan level. | Scheduling and hourly workforce tools (Homebase, When I Work) | Locations with very different headcounts. |
| **Per job or per plan for recruiting** | A monthly plan based on hiring volume or open roles. | Applicant tracking systems (Workable, JazzHR, Breezy) | Overage charges when you hire more than planned. |
| **Percentage of payroll or PEPM for PEOs** | A bundled service fee for co-employment, sometimes quoted as a percentage of gross wages. | PEOs (Justworks, TriNet, Insperity, ADP TotalSource) | What's included: workers' comp, state unemployment, HR advice. |
| **Per employee per month for EOR** | A flat monthly fee per worker employed abroad, plus that country's employer costs. | Deel, Remote, Oyster, G-P | Deposits, currency fees, and offboarding costs. |

New to the terms? Our glossary explains [PEOs](https://www.hrtally.com/hr-glossary/peo/), [employers of record](https://www.hrtally.com/hr-glossary/employer-of-record/), [HRIS](https://www.hrtally.com/hr-glossary/hris/), and [HCM suites](https://www.hrtally.com/hr-glossary/hcm/) in plain English.

## Worked example: what a 40-person US company pays

Here's the list-price math for a 40-employee company paying everyone through payroll each month, using the published prices above. PEO figures cover the PEO's service fee only; health premiums are separate.

| Option | Monthly formula | Monthly list price | Annual list price |
| --- | --- | --- | --- |
| Patriot Software Full Service | $37 + $5 x 40 | $237 | $2,844 |
| OnPay | $49 + $6 x 40 | $289 | $3,468 |
| Gusto Simple | $49 + $6 x 40 | $289 | $3,468 |
| Gusto Plus | $80 + $12 x 40 | $560 | $6,720 |
| Gusto Premium | $180 + $22 x 40 | $1,060 | $12,720 |
| Justworks PEO Basic | $79 x 40 | $3,160 | $37,920 |
| Justworks PEO Plus | $124 x 40 | $4,960 | $59,520 |

The spread is wide for a reason. Patriot and OnPay cover payroll and tax filing. Gusto's higher plans add HR tools, time tracking, and compliance features. A PEO adds co-employment, HR advisers, benefits administration, and often workers' compensation. Compare what you'd otherwise pay for those pieces, including your own time, before deciding the cheapest line is the best value.

## Hidden costs that don't appear on pricing pages

The subscription is often less than half of what a new HR system costs in its first year. These are the fees and costs we see buyers miss most often, with real examples from 2026 price changes.

### Implementation and setup

Often charged once for mid-market and enterprise suites. Ask whether it covers data migration, configuration, and parallel payroll runs.

### Year-end forms

Some payroll tools charge to print and mail W-2s. OnPay, for example, charges $10 for each year-end form it mails.

### State compliance add-ons

Since Gusto repackaged its plans in October 2026, Simple and Plus customers who want its Business Compliance feature pay $85 a month per state.

### Benefits and broker integrations

Since October 1, 2026, broker integration is a $6 per employee monthly add-on for new Gusto Premium customers.

### Annual minimums

Lattice requires a $4,000 minimum annual agreement. Many quote-based vendors set minimum headcounts too.

### Renewal increases

First-year discounts expire. Without a cap in the contract, year-two increases of several percentage points are common.

### Extra modules

Recruiting, performance, learning, and advanced reporting are often priced separately even on all-in-one platforms.

### Premium support and named contacts

Phone support or a dedicated account manager can be a paid tier.

### Integrations and API access

Some vendors charge for API access or for connectors to ERPs and benefits carriers.

### Exit costs

Data export, early termination, and running two systems during the switch. Read the termination clause before you sign.

## Three-year total cost of ownership

Price every finalist on the same three-year worksheet. It's the fairest way to compare a cheap subscription with a big implementation fee against a pricier subscription with free setup.

| | |
| --- | --- |
| Subscription, year 1 | Your quoted price after any first-year discount |
| Subscription, years 2 and 3 | Year 1 plus the renewal cap you negotiated, or plus 7% a year if there is no cap |
| Implementation and migration | One-time fee, if any |
| Internal time | Hours from HR, payroll, finance, and IT during setup, at loaded hourly cost |
| Parallel run | At least one payroll run on both systems before go-live |
| Integrations | Connector fees, API access, or a consultant |
| Add-ons you'll need by year 2 | Recruiting, performance, learning, or extra states |
| Exit cost | Data export and overlap months when you eventually leave |

Put the software in context, too. Private US employers spent an average of $46.89 per hour worked on employee compensation in June 2026, with 30% of that going to benefits ([BLS, employer compensation costs, June 2026](https://www.bls.gov/opub/ted/2026/compensation-costs-for-private-industry-workers-averaged-46-89-per-hour-worked-in-june-2026.htm)). Even a premium HR platform is a small slice of total people costs, so accuracy, compliance, and time saved usually matter more than a few dollars per employee. Our [employee cost calculator](https://www.hrtally.com/hr-calculators/employee-cost-calculator/) shows the full cost of each hire.

## HR software pricing by company size

| Company size | What most companies buy | What pricing looks like |
| --- | --- | --- |
| **Under 50 employees** | Published-price payroll, sometimes a PEO for benefits | Low hundreds of dollars a month at list price for payroll; PEO fees per employee are higher but include more |
| **50 to 249** | All-in-one HR and payroll or a PEO | Mostly quote-based; ask at least three vendors and compare per-employee totals |
| **250 to 999** | Mid-market HCM suites | Quote-based; implementation fees and modules matter as much as PEPM |
| **1,000+** | Enterprise HCM with an implementation partner | Quote-based; partner fees and internal project time often rival year-one subscription |

For the specific platforms that fit each size, see our [best HR software of 2027](https://www.hrtally.com/best-hr-software/), the lists for [small business](https://www.hrtally.com/best-hr-software/small-business/) and [enterprise](https://www.hrtally.com/best-hr-software/enterprise/), and category guides for [payroll](https://www.hrtally.com/categories/payroll/), [PEOs](https://www.hrtally.com/categories/peo/), and [HRIS](https://www.hrtally.com/categories/hris/).

## How to negotiate HR software pricing

1. **Get three written quotes for the same scope.** Same headcount, same modules, same states. A competing quote is the strongest lever you have.
2. **Ask for a multi-year price with a renewal cap.** A two- or three-year term in exchange for a capped increase protects your year-two budget.
3. **Time it.** Vendors with quarterly targets are most flexible in the last two weeks of a quarter and the last month of their fiscal year.
4. **Trade modules for price.** Start with what you need in year one and lock in the current price for add-ons you may buy later.
5. **Ask for implementation credits.** Setup fees are often easier to waive than the subscription price.
6. **Read the headcount clause.** Make sure the price can come down if headcount drops, not just up when you hire.

Benefits are usually the bigger number. KFF puts the average family premium at $26,993 in 2025, up 6% in a year ([KFF 2025 Employer Health Benefits Survey](https://www.kff.org/health-costs/2025-employer-health-benefits-survey/)). If a PEO or benefits platform can lower that, it can outweigh any software discount.

## HR software pricing FAQ

How much does HR software cost per employee?

Published US list prices run from $4 to $22 per person a month on top of a $17 to $180 base fee for small business payroll, $10 to $13 per seat for performance tools, about $79 to $124 per employee a month for a PEO, and $599 per employee a month for an employer of record. All-in-one HR suites and enterprise HCM platforms are quote-based.

Why don't most HR software vendors publish prices?

Mid-market and enterprise vendors price by headcount, modules, states, and service level, then discount against competing quotes. Publishing one number would either scare off small buyers or leave money on the table with large ones, so they quote instead.

What is PEPM pricing?

PEPM means per employee per month. You pay a set amount for each employee on the system every month, often with a minimum and sometimes a base platform fee on top. It's the most common pricing unit for HR and payroll software.

What hidden costs come with HR software?

Implementation and data migration fees, year-end form fees, extra charges per state for compliance features, benefits or broker integration fees, premium support, annual minimums, and renewal increases. Ask for every one in writing before you sign.

Is a PEO more expensive than HR software?

On the invoice, usually yes, because a PEO bundles payroll, HR support, benefits administration, and workers' compensation. Many small employers still save overall if the PEO's large-group health plans cost less than their own small-group plans.

How can I negotiate a lower price on HR software?

Bring a competing written quote, ask for a multi-year price with a renewal cap, time your signature near the vendor's quarter or year end, ask for implementation credits, and remove modules you won't use in year one.

How much does HR software cost for a small business?

A 20-person US company paying through a published-price payroll tool pays roughly $97 to $620 a month at list price, depending on the plan. Adding a PEO, HR support, or performance tools raises that, and quote-based suites vary by vendor.

Does HR software pricing include benefits premiums?

No. Software and PEO fees cover the service, not the insurance itself. Health premiums are separate, and in 2025 the average family premium was $26,993 a year according to KFF.

## How we researched these prices

We checked every published price against the vendor's own pricing or help pages where we could reach them, and otherwise against dated third-party price trackers that record vendor price changes, and we link each source. Prices were checked in October and November 2026 for US customers, before tax and discounts. We don't list prices for quote-based vendors because a number we can't verify would mislead you. G2 ratings come from G2 product comparison pages checked November 5, 2026. HRTally doesn't take payment for placement on this page; see [how we make money](https://www.hrtally.com/how-we-make-money/) and our [editorial standards](https://www.hrtally.com/editorial-standards/).

### Sources

- [BLS, employer compensation costs, June 2026](https://www.bls.gov/opub/ted/2026/compensation-costs-for-private-industry-workers-averaged-46-89-per-hour-worked-in-june-2026.htm)
- [KFF 2025 Employer Health Benefits Survey](https://www.kff.org/health-costs/2025-employer-health-benefits-survey/)
- [TrustRadius survey of 1,862 B2B technology buyers, January 2026 (via MarketingProfs)](https://www.marketingprofs.com/charts/2026/55339/the-most-influential-resources-for-b2b-software-buyers)
- [Capterra survey of 3,500+ businesses, November 2024](https://www.businesswire.com/news/home/20241119695741/en/Businesses-Set-to-Increase-Software-Spending-in-2025-Despite-High-Levels-of-Purchase-Regret)
- [UsagePricing, Gusto plan changes, September 2026](https://www.usagepricing.com/blueprint/activity/gusto-2026-09-21-october-plan-repackaging)
- [OnPay Help Center, OnPay pricing](https://help.onpay.com/hc/en-us/articles/200108067-OnPay-Pricing)
- [Patriot Software, Patriot vs Gusto comparison (prices as of July 30, 2026)](https://www.patriotsoftware.com/payroll/compare/patriot-software-vs-gusto/)
- [South, Justworks pricing 2026](https://www.hireinsouth.com/post/justworks-pricing)
- [CostBench, Deel vs Remote pricing](https://costbench.com/compare/deel-vs-remote)
- [PricingSaaS, Remote pricing change, October 2026](https://pricingsaas.com/companies/remote/diffs/2026W43)
- [UsagePricing, Lattice price change, July 2026](https://www.usagepricing.com/blueprint/activity/lattice-2026-07-15-foundations-13-performance-10)
- [CostBench, Homebase pricing (verified October 28, 2026)](https://costbench.com/software/employee-scheduling/homebase)
- [CostBench, Workable plan change, February 2026](https://costbench.com/changelog/workable-plans-renamed-2026-02/)
- [G2 product comparison pages (ratings)](https://www.g2.com/compare/gusto-vs-onpay)

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