Gusto alternatives (2026): 8 tools compared for buyers
Looking for an alternative to Gusto? These 8 tools do the same job with a different focus. Each one is compared on who it suits, its key features, pros and cons, and what each vendor publishes on security, admin and contract terms.
Why buyers look beyond Gusto
- Support rated slightly behind some competitors.
- Large enterprises needing SCIM or deep identity controls.
- Companies that need global payroll.
From Gusto's published plan limits and recurring themes in public reviews. See the Gusto review for the full picture.
Gusto alternatives at a glance
| Tool | Best for | Starting price | Free plan or trial |
|---|---|---|---|
 Gusto Current | Small US businesses of 1 to a few dozen people wanting simple setup. | $49/month plus $6 per person (Simple) | No |
 Rippling | Companies already running payroll and HR on Rippling that want app access tied to employee records. | $8 per employee per month plus monthly base fee | No |
 Paycor | US employers with roughly 10 to 1,000 staff that want payroll and HR from one vendor. | Contact sales | No |
 Justworks | Small US companies that want a PEO with benefits and compliance handled for them. | $50/month base plus $8 per employee (Payroll plan) | No |
 OnPay | Small businesses and accounting-firm partners. | $49/month + $6 per worker | No |
 BambooHR | Small and mid-size US companies that want HRIS first and light recruiting in the same system. | $250/mo flat (Core, 25 or fewer employees); $10 to $10.25 per employee per month above that | No |
 QuickBooks Payroll | Businesses already on QuickBooks Online. | $44/month + $6.50 per employee (Payroll + Simple Start, 50% promo for 3 months shown; list $88) | No |
 Paycom | Mid-size US employers that want one database for payroll, HR, time and talent. | Contact sales | No |
 Paylocity | Mid-size US employers that want payroll, HR, time and benefits in one platform. | Contact sales | No |
The 8 best Gusto alternatives
Rippling
HR, payroll, IT and spend suite whose app management handles SSO, provisioning and offboarding for employee apps.
Best for firms that want app access, provisioning and offboarding driven by the same employee records that feed payroll. Pricing starts at $8 per employee monthly plus a base fee, with modules quoted separately. Reviewers say initial setup is complex, so plan the first weeks.
- Best for
- Companies already running payroll and HR on Rippling that want app access tied to employee records.
- Company size
- Small to enterprise (suite)
Key features
- Payroll integration or built-in payroll
- Payroll, Contractors, Global Payroll, EOR listed as products on pricing page.
- Benefits administration
- Benefits Administration and PEO listed as products.
- Performance and engagement
- Performance, Surveys, Learning listed as products.
- Integrations
- App catalog for SSO and provisioning (count not confirmed by the vendor)
Pros
- Intuitive; apps ready on day one for new hires.
- Offboarding automatically revokes app access.
Cons
- Initial setup can be complex.
Pricing: $8 per employee per month plus monthly base fee
Paycor
HCM suite with payroll, HR, time and talent modules aimed at small and mid-size US employers, now owned by Paychex.
US employers with 10 to 1,000 staff that prefer payroll and HR from one vendor can negotiate a quote, since no list price exists. Paychex acquired it in 2025, so ask about product roadmap. G2 reviewers like the module breadth and flag access limits and navigation.
- Best for
- US employers with roughly 10 to 1,000 staff that want payroll and HR from one vendor.
- Company size
- Small to mid-size, plus upmarket push after Paychex deal.
Key features
- Core HR and employee records
- Employee database, org charts and documents in Paycor HCM (vendor product pages not individually verified)
- Payroll integration or built-in payroll
- Built-in payroll with tax filing in the same suite.
- Time off and attendance
- Time and attendance module sold in tiers (details not confirmed by the vendor)
- Integrations
- Okta lists a Paycor integration with SSO.
Pros
- Easy navigation and good value for the price per G2 summaries.
- Broad module coverage in one suite.
Cons
- Missing features and access limitations.
- Payroll issues and difficult navigation; support rated 7.5/10 on G2.
Pricing: Contact sales
Justworks
PEO and payroll platform for small US businesses that bundles HR, benefits and payroll under co-employment, or payroll only.
Small US companies wanting a PEO to handle benefits and compliance, or just payroll, should compare it. Payroll costs $50 monthly plus $8 per employee, and Time Tracking is an $8 per employee add-on. It does not suit firms keeping their own benefits broker or hiring outside the US.
- Best for
- Small US companies that want a PEO with benefits and compliance handled for them.
- Company size
- Small business.
Key features
- Core HR and employee records
- HR records included in PEO plans.
- Payroll integration or built-in payroll
- Built-in payroll on all plans.
- Time off and attendance
- Time Tracking add-on at $8 per employee per month.
- Benefits administration
- Benefits included via PEO co-employment.
Pros
- Ease of use and clean design.
- Support (G2 support sub-score 9.2/10)
Cons
- Mobile app lacks features.
- Limited insurance plan options.
Pricing: $50/month base plus $8 per employee (Payroll plan)
OnPay
Small-business payroll with one flat plan, unlimited pay runs and all-state tax filing included.
Small firms and accountants who want a single plan can pay $49 monthly plus $6 per worker, with unlimited pay runs and filings in every state. Time tracking costs $15 plus $4 per worker, and benefits are add-ons. Check that your accounting tool is supported, since integrations are limited.
- Best for
- Small businesses and accounting-firm partners.
- Company size
- Small business (97.7% of G2 reviews)
Key features
- Tax filing and compliance
- Federal, state and local filings included.
- Multi-state payroll
- Pay workers in any number of states, no extra fee.
- Time tracking and PTO
- Time tracking add-on $15 + $4 per worker.
- Benefits administration
- Health, workers comp and 401(k) as add-ons, pay only premiums.
Pros
- Responsive support.
- Handles taxes and forms.
- Straightforward setup.
Cons
- Limited third-party integrations (TechRepublic)
- No built-in time tracking in base (Merchant Maverick, older)
Pricing: $49/month + $6 per worker
BambooHR
Per-employee HRIS for small and mid-size US companies with a built-in ATS capped by job openings per tier.
Choose it when HR records come first and recruiting is a lighter need. Companies with 25 or fewer employees get a flat $250 monthly rate. Check the open-job cap, which is 5, 25 or 50 by tier, and test whether its reporting satisfies your hiring managers.
- Best for
- Small and mid-size US companies that want HRIS first and light recruiting in the same system.
- Company size
- Small to mid-size; flat rates tuned to 25 or fewer employees.
Key features
- Core HR and employee records
- HR data and reporting in Core; custom dashboards and analytics in Elite.
- Payroll integration or built-in payroll
- Payroll add-on, US employees only.
- Onboarding and offboarding workflows
- Hiring and onboarding included in Core.
- Time off and attendance
- Time-off tracking in Core; Time & Attendance is a paid add-on.
Pros
- Clean interface and easy navigation.
- Fast, straightforward onboarding and good support scores.
Cons
- Limited features and weak customization.
- Reporting and approval options feel thin.
Pricing: $250/mo flat (Core, 25 or fewer employees); $10 to $10.25 per employee per month above that
QuickBooks Payroll
Intuit's payroll sold as bundles with QuickBooks accounting, with tax filing and 1099 e-filing included.
Rebranded: Now marketed as QuickBooks Workforce (Payroll bundles); G2 page titled QuickBooks Workforce.
Businesses whose bookkeeping already lives in QuickBooks Online get native sync, filing of payroll taxes and 1099 e-filing inside bundled plans. One cited bundle is $44 monthly plus $6.50 per employee on a promotional discount. Premium or Elite is needed for time tracking, and reviewers report weak support and basic reports.
- Best for
- Businesses already on QuickBooks Online.
- Company size
- Small businesses.
Key features
- Tax filing and compliance
- Full-service payroll calculates, files and pays payroll taxes.
- Accounting integrations
- Native QuickBooks bookkeeping bundle.
- Time tracking and PTO
- Scheduling in all bundles; time tracking with Premium and Elite.
- Benefits administration
- Access to Allstate health, Vestwell 401(k), Next workers' comp, Mineral HR advisor; limited availability, extra fees.
Pros
- Tight QuickBooks Online integration.
- Easy setup.
Cons
- Poor support reported.
- Basic payroll reports.
Pricing: $44/month + $6.50 per employee (Payroll + Simple Start, 50% promo for 3 months shown; list $88)
Paycom
Single-database HCM and payroll platform for mid-size US employers, quote-based and billed per payroll run.
Employers who want HR and payroll sitting in one database will like the design, and IT gets SAML 2.0 SSO. Fees combine a per-payroll charge with per-employee amounts, all by quote. During evaluation, ask how complex workflows are configured, since reviewers say implementation can be hard.
- Best for
- Mid-size US employers that want one database for payroll, HR, time and talent.
- Company size
- Mid-market; about 39,200 clients per 10-K summary.
Key features
- Core HR and employee records
- Single database for HR and payroll.
- Payroll integration or built-in payroll
- Built-in payroll, tax and time.
- Time off and attendance
- Time and attendance included in suite.
- Benefits administration
- Benefits module.
Pros
- Ease of use and one-database design.
- Support praised in G2 summaries.
Cons
- Implementation can be challenging for specific workflows.
- No transparent pricing.
Pricing: Contact sales
Paylocity
Cloud HCM suite covering payroll, HR, time, benefits and talent for mid-size US employers, sold by quote only.
Mid-size US employers wanting payroll, HR, time and benefits in one cloud suite fit here, and Okta integration covers SAML, OIDC and SCIM. Pricing is quote-only. Ask references about support responsiveness, which is the most common G2 complaint, before signing.
- Best for
- Mid-size US employers that want payroll, HR, time and benefits in one platform.
- Company size
- Mid-size (about 44,400 clients FY2026)
Key features
- Core HR and employee records
- Core HR (G2 files Paylocity under Core HR)
- Payroll integration or built-in payroll
- Built-in payroll.
- Time off and attendance
- Time and labor module.
- Benefits administration
- Benefits administration module.
Pros
- Ease of use and modules that work together.
- Wide feature coverage for the price tier.
Cons
- Slow or inconsistent support (245 G2 reviews flag it)
- Time-consuming workflows and unintuitive navigation; limited customization.
Pricing: Contact sales
How to choose a Gusto alternative
Start with what made you look: a missing feature, a team that outgrew the plan or a bill that grew faster than the team. Then compare the shortlist on the points that matter most for this kind of software.
- Core HR and employee records: Central employee database, org charts and documents are the baseline every other module depends on.
- Payroll integration or built-in payroll: Native payroll avoids double entry; check which US states and tax filings are covered.
- Onboarding and offboarding workflows: Automated checklists, e-signature and device/app provisioning save HR hours per hire.
- Time off and attendance: PTO policies, accruals and time tracking are the most-used employee self-service features.
- Benefits administration: Open enrollment and carrier connections matter for US employers with benefit plans.
- Performance and engagement: Reviews, goals and surveys separate core HRIS from fuller talent suites.
Security, admin and contract terms compared
Switching tools means a new security review. This is what Gusto and each alternative state publicly about single sign-on, provisioning, audit logs and the contract; a blank means the vendor does not say.
| Tool | SAML SSO | SCIM | Audit logs | Contract |
|---|---|---|---|---|
| Gusto | Reportedly available by contacting support (third-party source); not confirmed by the vendor. | Reportedly not offered (third-party) | Not published | Monthly pricing; cancellation terms not confirmed by the vendor. |
| Rippling | Not published | Not published | Not published | US VC-backed startups may get 6 months free; custom quote required. |
| Paycor | Okta lists SAML SSO and SCIM for Paycor; plan requirement not published. | Listed by Okta; plan not published. | Not published | Not published; promo is a 6-month discount. |
| Justworks | Not published | Not published | Not published | Not confirmed by the vendor; PEO involves co-employment agreement. |
| OnPay | Not published | Not published | Not published | Not specified on pricing page. |
| BambooHR | SAML 2.0 via installable plugin app; plan not stated. | Not published | Not published | Month-to-month or extended term; volume discounts automatic; nonprofits get 15% off. |
| QuickBooks Payroll | Not published | Not published | Not published | Monthly billing implied; contract terms not confirmed by the vendor. |
| Paycom | SAML 2.0 offered; plan not published. | Not supported with Okta per third-party guide (not confirmed by the vendor) | Not published | Not published. |
| Paylocity | Okta lists SAML SSO; plan requirement not published. | Okta lists SCIM provisioning; plan not published. | Not published | Not published. |
When to stay with Gusto
- Small US businesses of 1 to a few dozen people wanting simple setup.
- Companies that pay a mix of W-2 employees and 1099 contractors.
Gusto alternatives: frequently asked questions
What is the best alternative to Gusto?
Rippling is the closest alternative for most teams: companies already running payroll and HR on Rippling that want app access tied to employee records. Paycor suits teams that US employers with roughly 10 to 1,000 staff that want payroll and HR from one vendor.