Gusto handles US payroll, tax filing, benefits administration, and basic HR tasks in one platform. Its transparent pricing appeals to small businesses, but as your team grows, you may need more advanced HR tools, international payroll, or additional human resources support.
I’ve compared 15 Gusto alternatives based on pricing, features, payroll coverage, HR management, integrations, and customer support. You’ll see which Gusto competitors can replace your payroll system and which work alongside it, so you can find the right Gusto alternative for your business.
If you want a payroll experience similar to Gusto, I’d start with OnPay. If payroll works well but your HR processes need more structure, I’d look at Thrivea.
The table below separates complete payroll replacements from HR-focused alternatives.
| Software | Best for | Starting price | Native payroll |
|---|---|---|---|
| OnPay | Straightforward US payroll | $49/mo + $6/worker | Yes |
| Rippling | HR, payroll, and IT in one system | From $8/employee/mo + base fee; custom quote | Yes |
| ADP RUN | Growing US businesses | Custom quote | Yes |
| Thrivea | Core HR and people operations | Free for up to 30 employees | No |
| Paychex Flex | Payroll with additional HR support | Custom quote | Yes |
| Patriot Payroll | Budget-conscious small businesses | $17/mo + $4/worker | Yes |
| QuickBooks Payroll | Businesses using QuickBooks accounting | $50/mo + $7/employee | Yes |
| Deel | International hiring and payroll | Contractors from $49/mo; EOR from $599/mo | Yes, by service and country |
| Justworks | PEO services and employee benefits | $50/mo + $8/employee for payroll | Yes |
| BambooHR | HRIS and onboarding | From $10.25/employee/mo for teams over 25 | US payroll add-on |
| Square Payroll | Retail and hospitality businesses | $35/mo + $6/person | Yes |
| TriNet | Outsourced HR and payroll services | Custom quote | Yes, through relevant services |
| Paylocity | Mid-market payroll and HCM | Custom quote | Yes |
| SurePayroll | Very small and household employers | From $29/mo + $7/worker | Yes |
| Zoho People | Customizable HR processes | Free plan; paid from $1.25/user/mo | No, separate Zoho Payroll product |
Prices are in USD and reflect published rates checked in October 2026. They exclude promotional discounts unless stated otherwise. Your total may change with employee count, billing terms, benefits, selected modules, and additional services. Confirm current rates before purchasing.
If you only need Gusto payroll alternatives, focus on the providers that offer native payroll. Thrivea and Zoho People serve a different purpose: they help you organize HR processes while another provider handles employee payments and taxes.
Gusto covers payroll, onboarding, employee records, and benefits well enough for many small teams. But the reasons for switching become more specific as your business grows.
I’ve included both established payroll providers and newer HR platforms. For each option, I’ll explain what it does well, where it falls short, and when I’d choose it over Gusto.
OnPay is one of the closest alternatives to Gusto if you want full-service US payroll without having to compare several payroll tiers.
It offers one core payroll plan called Payroll Essentials. It includes unlimited payroll runs, federal, state, and local tax filing, and payroll across all 50 states.
That multi-state coverage is one of its clearest advantages. Gusto includes multi-state payroll in Plus, while OnPay includes it in its standard payroll plan.
OnPay also supports W-2 employees and 1099 contractors, direct deposit, employee self-service, and benefits administration. You can add HR workflows, PTO management, and time tracking if your business needs them.
I particularly like that OnPay publishes its add-on prices. You can calculate the cost of your setup without having to request a quote for every feature.
Key features:
Where it falls short: Advanced HR functionality requires paid add-ons. OnPay also focuses on US payroll, so international businesses will need another solution.
Pricing: OnPay Payroll Essentials costs $49 per month plus $6 per worker. The HR add-on costs another $15 per month plus $2 per worker. Time Tracking costs $15 plus $4 per worker.
Best for: Small and growing US businesses that need multi-state payroll and predictable costs.
Verdict: I’d choose OnPay if you need multi-state payroll and want straightforward pricing. Gusto may be the better fit if you already use its higher-tier HR and workforce features.
Rippling connects payroll, HR, IT, and finance through a shared employee record. That makes it one of the more comprehensive Gusto competitors.
When you hire someone in Rippling, you can coordinate payroll setup, app access, device provisioning, and onboarding tasks through connected workflows.
The same approach applies when employees change roles or leave. You can update their information and trigger actions across the relevant systems.
Rippling also offers US payroll, global payroll, contractor payments, benefits administration, and employer-of-record services. The exact capabilities depend on the modules you purchase.
This breadth can reduce manual work across departments, particularly when HR changes affect finance and IT.
Key features:
Where it falls short: You need the Rippling platform to use its payroll products. The modular structure also makes total costs harder to predict, and implementation can require more planning than a basic payroll setup.
Pricing: Rippling advertises plans starting at $8 per employee per month plus a monthly base fee. Payroll and additional products require a custom quote.
Best for: Growing companies that want to manage employees, business applications, and devices from one platform.
Verdict: I’d consider Rippling when your team spends significant time coordinating changes across HR, payroll, IT, and finance. If you mainly need employee records and basic payroll, you may end up paying for capabilities you rarely use.
ADP RUN combines payroll processing with additional HR services, compliance resources, and administrative support.
ADP offers several payroll and HCM products, but RUN Powered by ADP is the most relevant comparison for smaller Gusto customers.
Its four packages are Essential Payroll, Enhanced Payroll, Complete Payroll & HR Plus, and HR Pro.
Essential covers payroll processing, tax filing, direct deposit, and basic employee tools. Higher packages add services such as unemployment insurance management, HR assistance, recruiting tools, and employee training resources.
ADP also offers access to additional products as your company grows, including ADP Workforce Now for more extensive HCM requirements.
Key features:
Where it falls short: ADP doesn’t publish standard prices for RUN packages. You’ll need a quote to compare the total cost, and additional services may make the setup more complex.
Pricing: ADP RUN uses quote-based pricing. Ask whether your quote includes implementation, additional payroll runs, HR services, and tax administration.
Best for: US businesses with 1-49 employees that have more complex payroll requirements.
Verdict: I’d shortlist ADP RUN if you want more payroll service options and HR assistance. Gusto may remain easier to budget for if you have a small team with straightforward requirements.
For a detailed breakdown, see Gusto vs ADP.
Thrivea is worth considering if you’re satisfied with payroll but need better control over the surrounding HR work.
Thrivea Core HR gives you one place to manage employee records, organizational structures, documents, and internal communications.
You can organize personal information, maintain employee documentation, and control access through role-based permissions.
Thrivea also provides workflow automation for recurring processes such as onboarding, offboarding, approvals, and document-related tasks. This can reduce the manual follow-ups that often fall on HR teams.
Optional modules support time off, performance management, and hiring. You can start with Core HR and add the functions your team needs.
Another differentiator is AI Governance. It helps organizations maintain a registry of AI tools used across their workforce, including ownership and related employee information. Thrivea also offers MCP connectivity for supported AI assistant workflows.
What interests me about this setup is the ability to build more structured HR operations without replacing your payroll provider.
Key features:
Where it falls short: Thrivea does not process payroll, file payroll taxes, or provide native benefits administration. You will still need Gusto or another payroll provider. You should also verify how employee information will move between systems, since a direct Gusto integration is not confirmed.
Pricing: Thrivea pricing includes a free Starter plan for up to 30 employees. Growth costs $5 per employee per month, with additional charges for optional modules.
Best for: Growing teams that want centralized employee information, documents, automated workflows, and modular HR tools.
Verdict: I’d consider Thrivea if your team already has payroll covered but relies on spreadsheets, shared folders, and email for everyday HR processes.
Paychex offers payroll alongside HR services, benefits, and access to specialized administrative support.
Paychex Flex supports payroll processing, tax administration, employee self-service, and workforce reporting.
Its current packages include Basic, Foundations, Advanced, and Complete. Each adds a different level of HR functionality and service.
Depending on your package, you can access onboarding tools, employee benefits, applicant tracking, learning management, compliance reporting, and workforce analytics.
Paychex also offers PEO services, which may interest businesses that want to outsource more of their employment administration.
Key features:
Where it falls short: Many capabilities depend on the package or add-ons you select. Paychex also requires a quote, so comparing its costs with Gusto takes more work.
Pricing: Paychex payroll packages use quote-based pricing. Ask for the cost of the specific services you need, including any additional time-tracking or HR modules.
Best for: Businesses that want an established payroll provider with room to add more HR services.
Verdict: I’d choose Paychex if you want payroll alongside broader HR services and specialist support. Gusto may remain a better fit if you prefer a simpler setup with published prices.
Patriot Payroll gives small businesses a lower-cost way to manage payroll, with separate options for handling payroll taxes.
Patriot offers Basic Payroll and Full Service Payroll.
I would compare Full Service with Gusto because it covers more of the same administrative responsibilities. Basic is cheaper, but you take on additional tax work.
Patriot also offers accounting software and optional HR and time-tracking modules.
Key features:
Where it falls short: Patriot has fewer advanced HR and workforce features than broader platforms. Additional states also increase the cost of Full Service Payroll.
Pricing: Patriot charges $17 per month plus $4 per paid worker for Basic Payroll. Full Service costs $37 plus $5 per worker. Each additional state costs $12 per month on Full Service.
Best for: Small US employers that prioritize affordability.
Verdict: Patriot is one of the first payroll companies like Gusto I’d compare when cost is your main concern. Just make sure you’re comparing plans with equivalent tax-filing responsibilities.
QuickBooks Payroll makes the most sense when your business already uses QuickBooks for accounting. Payroll connects employee payments, deductions, and payroll taxes with financial records.
That can reduce the amount of manual data entry your finance team performs after each payroll run. You can review payroll expenses alongside other business costs and use the same accounting environment for reporting.
Intuit now markets its payroll offerings under the Workforce name. The products include full-service payroll, automated tax filing, direct deposit, and employee tools.
Higher plans provide additional capabilities such as time tracking, faster direct deposit options, and payroll assistance.
Key features:
Where it falls short: Costs increase as you move to higher plans. Some capabilities also require a QuickBooks accounting subscription or a specific bundle.
Pricing: QuickBooks payroll-only plans start at $50 per month plus $7 per employee for Workforce Payroll. Workforce Payroll Premium costs $88 plus $13 per employee, while Elite costs $134 plus $17. Combined accounting and payroll bundles have different prices.
Best for: Companies that want payroll and accounting data in the same environment.
Verdict: I’d choose QuickBooks if you want your payroll and bookkeeping closely connected. If you already use another accounting system, I’d compare the value of that integration before switching.
Deel is one of the strongest alternatives to consider when your company hires employees or contractors across multiple countries.
Deel provides several distinct services, and I’d evaluate them separately.
Deel also offers US payroll and PEO services. You can manage different worker types from one environment, with coverage that depends on the product and country.
For international hiring, that flexibility can be more important than the payroll interface itself.
Key features:
Where it falls short: Deel’s EOR services can become expensive as international headcount increases. You’ll also need to understand which service handles each worker type, since contractor management, EOR, and global payroll come with different responsibilities.
Pricing: Deel pricing lists contractor management from $49 per contractor per month and EOR from $599 per employee per month. Global Payroll and additional HR products have separate pricing arrangements. Ask Deel for a country-specific quote.
Best for: Businesses with international workers, including those without legal entities in every country where they hire.
Verdict: I’d prioritize Deel if international hiring is driving your move away from Gusto. If everyone works in the US, a domestic payroll provider may be more economical.
Justworks is a practical option if you want payroll, outsourced HR services, and access to employee benefits. It offers standalone payroll and professional employer organization services.
Under its PEO model, Justworks shares certain employment responsibilities with your company. It provides payroll processing, HR assistance, compliance support, and access to employee benefits programs.
For a small business without a dedicated HR department, that can be useful. You get access to services that would otherwise require several vendors or internal specialists.
Justworks also publishes its PEO prices, making the initial comparison easier than with many other providers.
Key features:
Where it falls short: PEO services cost considerably more than basic payroll subscriptions. You also need to understand the co-employment arrangement and the responsibilities that remain with your company.
Pricing: Justworks charges $50 per month plus $8 per employee for standalone Payroll. PEO Basic costs $79 per employee per month, while PEO Plus costs $124 per employee per month. Insurance premiums and selected services may cost extra.
Best for: Small companies that want support with payroll, benefits, and employment administration.
Verdict: I’d choose Justworks if you want to outsource more HR administration and improve access to benefits. Gusto may be less expensive if payroll and basic benefits are all you need.
BambooHR combines employee records, hiring, onboarding, and workforce management, with US payroll available as an add-on.
BambooHR started as an HRIS and expanded into a wider employee management system.
You can maintain employee records, manage applications, create onboarding processes, track time off, and generate HR reports.
Higher plans introduce additional features for performance reviews, compensation, and workforce analytics.
BambooHR also offers US payroll and benefits administration add-ons. That gives you the option to manage more HR and payroll processes within the same product environment.
I would pay particular attention to which capabilities come with the plan you’re considering, since the full platform involves several pricing components.
Key features:
Where it falls short: Payroll and benefits require paid add-ons. You’ll also need higher plans for some of BambooHR’s more advanced workforce features.
Pricing: According to BambooHR’s pricing FAQ, companies with more than 25 employees pay from $10.25 per employee per month for Core, $17.50 for Pro, and $25 for Elite. Companies with 25 or fewer employees pay monthly flat rates starting at $250 for Core. BambooHR’s pricing cards show slightly different introductory figures, so confirm your final quote.
Best for: Small and growing companies that want more extensive HR functionality.
Verdict: I’d consider BambooHR if you need a more developed HRIS and want the option to add payroll later. If payroll already works, I would also compare it with other HR-focused platforms before committing to the add-ons.
Related article: BambooHR alternatives.
Square Payroll works particularly well for businesses that already use Square to manage sales, employees, and working hours.
It connects with the wider Square ecosystem, including Square POS and the Square Team App. You can import employee hours into payroll, manage direct deposit, and process federal and state payroll taxes.
That integration is useful when your staff works different shifts or receives tips. You can reduce the manual work involved in transferring hours from the scheduling system to payroll.
Square also provides contractor-only payroll, which removes the monthly base fee when you only pay contractors.
Key features:
Where it falls short: Square’s broader HR features are limited compared with dedicated HRIS platforms. Its biggest advantage also depends on how extensively you use other Square products.
Pricing: Square Payroll costs $35 per month plus $6 per person paid. Contractor-only payroll costs $6 per contractor paid, without a monthly base fee.
Best for Restaurants, retail stores, and other businesses that employ hourly workers.
Verdict: I’d choose Square Payroll if your team already uses Square for sales and time tracking. If you’re evaluating software independently of that ecosystem, Gusto or OnPay may offer a better overall fit.
TriNet offers payroll, HR technology, benefits, and administrative services through different service models.
TriNet’s PEO services use a co-employment model. They combine payroll processing, benefits administration, compliance assistance, and HR support.
TriNet HR Plus follows an administrative services organization model without PEO co-employment. It offers technology and selected advisory or operational services, including payroll-related support.
The company also provides the TriNet HR Platform, associated with its former Zenefits product.
If you previously compared Zenefits with Gusto, it’s worth reviewing the current TriNet offerings. The HR Platform supports employee records, onboarding, time tracking, scheduling, and additional HR functions.
The right TriNet product depends on how much work you want the provider to handle.
Key features:
Where it falls short: TriNet offers several service arrangements, which makes direct price comparisons more complicated. A PEO also requires a larger contractual and operational commitment than a standalone payroll subscription.
Pricing: TriNet PEO and TriNet HR Plus pricing depend on company size, location, industry, and services. Both require a quote.
Best for: Businesses that want more hands-on HR assistance alongside payroll.
Verdict: I’d consider TriNet if you want ongoing professional support with payroll, benefits, and HR administration. If your needs are limited to straightforward payroll processing, Gusto may be easier to manage.
Paylocity combines payroll with HR, time and labor management, employee experience, and workforce analytics.
Paylocity is designed for companies that want payroll connected to broader workforce operations.
Its platform includes payroll processing, tax filing, time tracking, reporting, and additional talent management features.
It also offers employee engagement tools such as surveys, recognition, and internal communications.
Those capabilities may help when a company has several locations, departments, pay groups, or workforce policies.
For example, approved employee hours can become part of a more structured payroll workflow. Managers can also use reporting and engagement tools without maintaining several separate systems.
Key features:
Where it falls short: Paylocity has a wider scope than many small businesses need. Implementation and configuration may require more work than a basic Gusto setup.
Pricing: Paylocity uses custom pricing based on your workforce and the products you select. Confirm payroll-run terms, implementation fees, and add-on charges in the quote.
Best for: Mid sized businesses that need more extensive payroll and employee management capabilities.
Verdict: I’d shortlist Paylocity if you need a broader HCM system and more complex workforce processes. Gusto remains worth considering if your payroll and HR requirements are relatively straightforward.
SurePayroll focuses on straightforward payroll for small businesses and household employers. It’s part of Paychex but operates as a separate payroll product.
It supports unlimited payroll runs, direct deposit, employee self-service, tax calculations, and automatic payroll scheduling.
Its household payroll offering is particularly relevant for people employing nannies or other domestic workers.
For small businesses, SurePayroll provides a simpler alternative to larger payroll and HCM systems.
However, I’d pay close attention to the additional fees before assuming it is the cheapest option.
Key features:
Where it falls short: SurePayroll offers fewer advanced HR features than larger platforms. Additional state charges and year-end filing fees can also change the total cost.
Pricing: SurePayroll advertises small-business plans starting at $29 per month + $7 per worker, although its pricing page also displays a $39 starting rate. The current quote determines which applies. Additional-state processing costs $9.99 per month, and year-end W-2 and 1099-NEC forms carry a $50 base fee plus $5 per form.
Best for: Very small teams, solo employers, and households paying domestic workers.
Verdict: I’d consider SurePayroll for a very small team or household payroll. Compare the annual total with Patriot and Gusto, including the filing services you need.
Zoho People offers employee management and configurable HR workflows, particularly for organizations already using other Zoho applications.
Zoho People lets you manage employee records, documents, leave, attendance, and other administrative information.
Its customization options are a major advantage. You can create fields, forms, and workflows that reflect how your organization operates.
The wider Zoho ecosystem also includes recruiting, expenses, accounting, and payroll products.
However, Zoho People does not process payroll on its own. Zoho Payroll is a separate product, and you need to confirm whether it supports the states and payroll requirements relevant to your business.
Key features:
Where it falls short: Zoho People requires a separate payroll system. Some workforce and performance features are available only on higher plans.
Pricing: Zoho People offers a free plan for very small teams. Essential HR starts at $1.25 per user per month with annual billing. Professional costs $2, Premium costs $3, and Enterprise costs $4.50 per user per month.
Best for: Teams that want affordable HR functionality with customizable forms and approval processes.
Verdict: I’d choose Zoho People if you want flexible HR workflows and already use other Zoho tools. Compare its configuration requirements with other HRIS platforms before deciding.
A few additional products didn’t make my main list but deserve attention for specific use cases.
I would narrow your options according to the problem you’re trying to solve.
| Your priority | Start with |
|---|---|
| A similar US payroll experience | OnPay |
| Lower payroll costs | Patriot Payroll |
| Payroll, HR, and IT automation | Rippling |
| Better HR processes without replacing payroll | Thrivea |
| International hiring | Deel |
| Payroll connected to accounting | QuickBooks Payroll |
| Outsourced HR and benefits | Justworks or TriNet |
| Payroll for POS-driven businesses | Square Payroll |
| More complex workforce management | Paylocity |
| Shift scheduling for hourly employees | Homebase |
When I compare Gusto alternatives, I start with payroll coverage and total cost. Then I look at HR depth, integrations, and support.
Make sure the provider supports every state or country where you have employees.
Check tax filing, contractor payments, multiple pay rates, payroll scheduling, and year-end forms.
If managing payroll internationally is your biggest issue, compare Deel and other global providers according to their supported countries and employment models.
A low starting price can become less attractive once you add everything your company needs.
Include employee fees, additional states, tax filing, benefits, time tracking, and required HR modules.
I would also check implementation fees, contract length, renewal terms, and any charges for additional payroll runs.
For quote-based services, ask the provider to itemize every component.
List the key features your team needs every week.
That might include employee records, onboarding, leave requests, document storage, approvals, or reporting.
If you only need payroll, paying for extensive management tools may offer little value.
If you need stronger HR processes, compare the HRIS capability separately from payroll.
Find out how information moves between payroll, accounting, HR, and benefits applications.
Does the integration automatically update employee changes, or will someone need to export and import records?
I’d ask the vendor to demonstrate a common task, such as changing someone’s salary, updating their working hours, or processing a termination.
Payroll problems can affect employee payments and tax obligations.
Check support hours, available channels, and escalation procedures. Ask who handles tax notices and what happens if the company makes a filing mistake.
You should also confirm whether implementation assistance and ongoing support are included in the price.
Switching payroll providers involves more than moving employee names and salaries. You’re also transferring payroll history, tax information, deductions, and payment responsibilities.
I’d approach the migration in five steps.
Identify whether you need a complete payroll migration or only additional HR functionality.
If Gusto payroll works and your main problem concerns employee records or workflows, you may be able to keep it.
Collect employee information, pay rates, deduction details, payroll history, and year-to-date tax totals.
Review the records for missing information or inconsistencies before importing them into your new system.
Keep copies of filed tax forms and other documentation you may need later.
Ask the new provider what information it needs and which migration tasks it handles.
Check whether implementation support is included and who will verify imported payroll data.
Review tax registrations, employee classifications, pay schedules, benefits deductions, and direct deposit information.
If possible, reconcile calculations against your previous Gusto payroll before the first live run.
Check employee payments, deductions, employer taxes, and payroll reports.
Make sure both providers agree on who handles outstanding tax filings, corrections, and historical records.
Switching at the beginning of a quarter can simplify reconciliation, but the timing alone does not resolve tax responsibilities. Confirm the transition arrangements before closing your Gusto account.
If you’re also implementing a new HRIS, be careful to avoid common HRIS implementation mistakes, including data migration, field mapping, integrations, and post-launch governance.
This is the decision I’d make before comparing any more software.
Replace Gusto when payroll itself is the problem.
If you’re struggling with payroll coverage, tax administration, international hiring, or the total cost of required payroll services, another provider may solve those issues.
Start with OnPay, Patriot, ADP, or Paychex for US payroll. Compare Deel and Rippling if international employment is a priority.
Keep Gusto when payroll works but HR needs more structure.
You may already have a reliable process for paying employees and filing taxes. However, your team could still be managing documents, leave requests, onboarding, and employee updates through spreadsheets and email.
In that situation, I would consider adding a dedicated HRIS.
Thrivea lets you centralize employee records, manage documents, and organize HR workflows. Its modular structure also means you can start with Core HR and add other functions as your needs develop.
You would continue using Gusto or another provider for payroll. Before rollout, define which system owns each employee data field and how your team will keep the records aligned.
With Core HR free for up to 30 employees, Thrivea can be an accessible starting point for building more consistent people operations.
You can book a Thrivea demo to explore its Core HR capabilities and workflows.
The main Gusto competitors include OnPay, Rippling, ADP, Paychex, and Patriot Payroll. The best option depends on your headcount, payroll requirements, and support needs.
Patriot Payroll is one of the clearest lower-cost alternatives, with Basic Payroll starting at $17 per month plus $4 per paid worker. However, Basic Payroll doesn’t include tax filing. Full Service costs $37 plus $5 per worker.
There are free HR tools, but none of the full-service payroll products covered in this list offers a permanent free full-service payroll plan.
Rippling may suit your business better if you want payroll integrated with HR, IT, and finance workflows. Gusto is often easier to evaluate when you mainly need payroll and basic HR functions.
I’d compare their total costs and implementation requirements, including the Rippling modules you need.
Gusto may be simpler for small teams that want published pricing and straightforward payroll. ADP RUN offers a broader selection of payroll packages, administrative services, and HR support.
If your company has more complex tax or service requirements, compare the relevant ADP package with Gusto Plus or Premium.
Deel is a strong option if you hire international contractors, use EOR services, or need payroll across countries where your company has legal entities. Rippling also offers global payroll and international workforce services.
Check coverage, legal responsibilities, and pricing for each country before deciding.
Yes. You can use Gusto for payroll and manage employee records, documents, and workflows in a dedicated HRIS. You should verify integration options and any requirements for manual data transfer before implementation.
HiBob has changed considerably since I first reviewed it in 2025. Bob now covers much more than employee records and engagement, including US and UK p...
Personio is worth the cost if you run a European company with a dedicated HR function and want core HR, recruiting, performance, and payroll preparati...
Rippling may be worth the cost if you need HR, payroll, IT, and finance in one employee record. But if you're mainly looking for core HR software, I t...
