The 12 best enterprise payroll software for large businesses in 2025
In this article
Large organizations face numerous challenges when it comes to payroll processing. Between managing hundreds — or even thousands — of employees, keeping up with ever-changing labor laws, and maintaining ironclad data security, HR teams have their hands full. That’s why choosing the right enterprise payroll system is so crucial. This guide is aimed at those looking to streamline payroll processing through features like multi-jurisdictional compliance, customizable pay structures, employee self-service, automation, and integrations. By optimizing your payroll system, you can save your HR staff significant time and energy, reduce errors, and address your business needs more efficiently.
In this article, we’ll highlight HR software for large companies that can also handle payroll tax filing, benefits administration, time tracking, and much more. We’ll dig into each option’s features, discuss pros and cons, and help you find the top payroll software for your organization.
Whether you’re looking for advanced payroll services, robust compliance tools, or automatic payroll capabilities, one of these payroll solutions should fit the bill.
What is enterprise payroll software?
Enterprise payroll software is a payroll solution designed to handle the complexities of payroll management for large businesses.
Unlike small businesses, enterprises generally have extensive HR operations, including onboarding, benefits administration, tax calculations, time tracking, direct deposit management, and more. A good enterprise payroll system centralizes and automates these tasks, making it easier for payroll administrators and HR staff to manage payroll for a multi-state or even global workforce.
Below are some important features that payroll software for large companies should include:
Multi-jurisdictional compliance: Enterprise payroll software stays up to date with local, state, and federal regulations to make sure taxes are filed correctly and compliance is maintained across different regions.
Customizable pay structures: Enterprises often have diverse roles and compensation packages, including variable pay, bonuses, deductions, and garnishments. Good payroll software can adapt to these structures seamlessly.
Employee self-service portals: A portal for employee self-service lets your workforce access pay stubs, update personal data, and see deductions or benefits information without requiring constant HR assistance.
Automation features: Automatic payroll runs, automated tax calculations, and built-in time tracking reduce manual work for payroll administrators and support timely payroll processing.
Integration capabilities: Integrations with accounting software, time and attendance systems, and other HR software can further streamline payroll processes and reduce data errors.
Quick comparison: Best enterprise payroll software at a glance
Tool | Data & Integrations | Automation | Reporting | Scalability | Compliance | Employee Experience |
|---|---|---|---|---|---|---|
Rippling | Single source of truth connecting HR, IT, and Finance; integrates with QuickBooks, NetSuite, Xero | Automates payroll, tax filing, and adjustments triggered by employee data changes | Custom, real-time analytics across HR, IT, and Finance | Domestic and global payroll across 150+ countries with multi-entity support | Employee-level, automated tracking for payroll and tax/labor law changes; global rules applied per country | Unified self-service portal for payroll, HR, and Finance data |
Gusto | Integrates with accounting tools like QuickBooks and Xero; lacks unified data model | Automates payroll runs and filings; limited to HR/payroll tasks | Standard payroll and HR reports; no cross-module analytics | Built for US SMBs; limited scalability for multi-EIN/global use | Handles US payroll taxes and filings; no in-house global coverage | Employee portal for pay stubs, PTO, benefits access |
TriNet | Payroll linked with HR and benefits via PEO model | Automated payroll via PEO; limited workflow customization | Payroll reports and filters for changes; limited custom reporting | Best for scaling SMBs via PEO; limited flexibility for large enterprises | PEO manages compliance obligations on client’s behalf | Employee portal via PEO; limited system integration |
ADP | Separate HR and payroll modules; can be linked within Enterprise HR suite | Automates payroll and tax filings; fewer configurable workflows | Standard HR/payroll dashboards; limited cross-domain reporting | Supports enterprise scale globally via separate systems | Handles tax filings and compliance; global coverage via add-ons | Employee access to payroll and HR via web/mobile |
Paychex | Paychex Flex links payroll and HR but relies on separate systems for some integrations | Automates core payroll tasks; broader workflows require manual setup | Standard payroll and HR reports; limited cross-system analytics | US-focused; less flexible for complex/global orgs | Covers US tax/labor compliance; no international coverage | Employees view pay stubs via Flex web/mobile app |
BambooHR | Syncs HR data to payroll; lacks unified structure across systems | Automates payroll and filings; limited broader workflows | Custom HR and payroll reports; limited cross-module insights | Geared toward smaller orgs; global payroll via third-party partners | Handles US payroll tax compliance; lacks global coverage | Portal for pay stubs and updates; basic UX |
Oracle | Integrates within Oracle Cloud HCM; limited flexibility beyond Oracle ecosystem | Automates payroll processing; broader automation requires other Oracle modules | Payroll analytics within Oracle; limited integration with non-Oracle data | Enterprise-ready; heavy implementation and admin load | Supports compliance in covered countries; local setup required | Self-service within Oracle HCM; configuration dependent |
Justworks | Integrates with QuickBooks Online; data not unified across systems | Automates payroll and tax filings; limited workflow automation | Payroll reports with basic filters; limited analytics depth | Targets small/mid orgs; multi-state support only | Manages US federal/state payroll compliance | Employee access to pay and PTO via Justworks portal |
OnPay | Integrates with accounting and time tools; no unified data model | Automates payroll, tax filings, and benefits deductions | Payroll and HR reports; limited analytics scope | US SMB focus; pricing model limits enterprise use | Manages US payroll tax and compliance; no international support | Dashboard for pay stubs, benefits, and data updates |
UKG Pro | Combines HR, payroll, and time data within suite; relies on separate modules | Automates payroll, tax filing, and time tracking; broader automation via add-ons | Analytics and dashboards within suite; limited cross-module reporting | Enterprise-level; long implementation cycles | Handles US and some international compliance; local setup needed | Employee self-service for HR/payroll; module-based UX |
QuickBooks Payroll | Built into QuickBooks accounting; limited integration outside Intuit | Automates payroll and direct deposits within QuickBooks; limited to Intuit ecosystem | Payroll/tax summary reports tied to accounting data | US SMB focus; limited scalability for complex orgs | Manages US tax compliance only; no international support | Employees access pay/tax docs via Workforce portal |
Paylocity | Centralizes HR and payroll data within platform; limited external integrations | Automates payroll calculations and approvals; limited to HR/payroll scope | Configurable HR/payroll dashboards; lacks cross-domain analytics | Mid-to-large US orgs; global coverage via Blue Marble | Handles US payroll compliance updates and global coverage via Blue Marble | Employee portal for pay/time/benefits; module-driven interface |
Methodology: How we chose the best enterprise payroll software
To choose the best enterprise payroll software, we evaluated each system based on verified product information, scope of automation, scalability, compliance capabilities, and the overall employee experience.
To build this comparison, we:
Started with official product documentation — including pricing pages, feature lists, and integration directories — published by each tool
Cross-referenced those details against publicly available support and implementation resources to confirm whether features were native, add-on, or partner-dependent
Reviewed video demos and customer documentation to understand the practical limits of each system.
Took into account user reviews for sentiment,
Based our final verdicts on direct product sources to avoid anecdotal bias.
Rippling editorial policy: Rippling puts our customers (and prospective customers!) first. The Rippling team is committed to providing information supported by product data, insights, and customer feedback to inform our content.
12 best payroll software for large businesses
Below are some of the best payroll software tools for enterprises in 2025. Each one offers distinct strengths in payroll processing, plus other features like time tracking, benefits administration, and compliance management. We’ll highlight their key features and pros and cons so you can pick the right payroll solution for your business needs.
1. Rippling
Rippling offers more than just payroll — it’s a fully featured human capital management platform that you can easily configure to meet your needs so you can manage all your people operations at scale.
What sets Rippling apart from other enterprise payroll solutions is that every app in Rippling — from Payroll to Recruiting, Time and Attendance, Benefits Administration, Performance Management, Device Management, Expense Management, and more — is built on a single source of truth for employee data. That means you can automate any process in Rippling, from routine processes like onboarding to complex ones like global compliance.
Manage employees with modules that actually talk to each other. For example, if you offboard someone, Rippling knows to cut their last check and deprovision their app access.
And as your business grows to enterprise, Rippling has the potential to actually save you money: one study found that the present value of adopting Rippling over three years amounts to $1.02 million.
Rippling also empowers HR leaders to deliver more value to their company by reporting on trends and insights that impact the business, thanks to unified data across modules. Quickly uncover insights on productivity, costs, or virtually any topic you can think of, when data is available at your fingertips, even from third-party apps.
Key features for enterprise:
Unified HR software platform
Fully automated, employee-level compliance tracking for state- and country-specific wage and labor regulations
Automates any workflow, from onboarding to tax filing, benefits administration, and payroll services
Robust reporting, including payroll reports
User-friendly employee portal for employee self-service
Extensive software integrations for accounting software and other tools
Pros:
Highly scalable for enterprises
Customizable HCM that HR and payroll administrators can set up how they want
Cons:
May come with a learning curve for some users, but customer support is available
Rippling feature snapshot:
Rippling feature | Details |
|---|---|
Core payroll capabilities | Runs payroll in minutes with automated calculations, gross-to-net breakdowns, and built-in error checks |
Data & integrations | Uses a single source of truth for employee data across HR, Finance, and IT; integrates with accounting tools like QuickBooks, NetSuite, and Xero |
Automation | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting & analytics | Provides customizable payroll, headcount, and cost reports with unified cross-module analytics |
Implementation & scalability | Modular setup designed for fast deployment and enterprise scalability across entities and regions |
Compliance | Supports payroll, tax, and compliance management in 150+ countries; automatically updates local and international labor laws |
Employee experience | Employees access pay stubs, tax forms, and benefits through one self-service portal connected to all Rippling systems |
Our employees especially love the notification that they've been paid but also the ease of finding their own paystubs and other documents instead of requesting a copy and waiting for someone to find the time to send. The mobile app makes it very easy for our employees to clock in/out — it is very intuitive. If they make a mistake or need to add a comment, they can take care of it themselves with no hassle.
Trish Begley
HR Specialist at The Dollries Group
2. Gusto
Many businesses choose Gusto for its easy-to-use interface, and it has long been a payroll provider aimed at small businesses looking for a straightforward platform.
Its newer features cater to larger HR operations, covering payroll processing, benefits administration, and time tracking, but Gusto is still limited for enterprise organizations — it can’t handle multiple EINs and doesn’t integrate with as many third-party tools as other solutions, which limits its ability to scale. Gusto is also limited in its reporting — it doesn’t offer Excel functionality like pivot tables or formulas, and its data isn’t unified, so you can’t report on data across your HR, IT, Finance, and third-party systems.
Key features for enterprise:
Automated payroll services with tax filing
Employee self-service for downloading pay stubs and managing deductions
Built-in time tracking tools
Pros:
Simple, straightforward, and easy to use
Good for smaller businesses with basic payroll needs
Cons:
Less scalable than some other solutions
May lack advanced analytics that some enterprises require
Rippling vs Gusto feature snapshot:
Feature | Gusto | Rippling |
|---|---|---|
Data & integrations | Integrates with third-party accounting tools like QuickBooks, Xero, and FreshBooks | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Automates payroll runs, filings, and onboarding steps, though automation is mostly limited to payroll and HR tasks | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Provides standard payroll and HR reports; no Excel-like pivoting or multi-module analytics | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Supports US businesses only; single-EIN structure | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Tracks US tax compliance and automates filings; no global compliance | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employee portal limited to payroll, PTO, and benefits access | Unified employee self-service portal for HR, IT, and Finance tools |
3. TriNet
TriNet offers a Professional Employer Organization (PEO). When working with a PEO, a business enters into a co-employment relationship, where they remain responsible for directing and supervising employees and all business decisions, and the PEO helps take payroll, benefits, HR and compliance work off their plate.
A PEO like TriNet can be the right choice for scaling businesses, but can be limiting for enterprise organizations. Trinet is one of the most expensive PEOs in the industry, charging businesses per W-2 per month — plus hidden fees — which means costs balloon as your headcount grows. Plus, if you decide to transition off a PEO like TriNet as your company scales, it’s notoriously difficult to do. You have to rip out the PEO’s systems and start over from scratch, implementing new ones — a time-consuming and costly process.
Key features for enterprise:
PEO that offers comprehensive HR solutions
Guidance on compliance
Pros:
Highly automated payroll processes, including payroll tax filing
HR advisory services
Cons:
Less scalability
Less flexibility for growing businesses or organizations that want to move HR in-house
Rippling vs TriNet feature snapshot:
Feature | TriNet | Rippling |
|---|---|---|
Data & integrations | Payroll is linked with time & attendance, benefits, expense reimbursement, PTO, etc. | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Payroll “runs” sync data automatically | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Provides prebuilt payroll reports, payroll timeline, and filters for tracking changes | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Operates primarily as a PEO model; designed for growth but within co-employment framework | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | As a certified PEO, TriNet handles withholding, filing, unemployment, etc. | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employees get mobile access to pay stubs, PTO requests, W-2s, etc. | Unified employee self-service portal for HR, IT, and Finance tools |
4. ADP
One of the most recognized names in payroll services, ADP offers solutions for both small businesses (ADP Run is its specialized product often used by smaller businesses) and large enterprises. Its enterprise platform provides automatic payroll, benefits administration, time tracking, compliance management, and more.
For enterprise organizations, there are a few key areas where ADP falls short. First, ADP isn’t able to automate as many workflows as some other payroll systems. Since data isn’t unified in ADP, you can’t build custom workflows across any HR module, nor can you trigger actions based on any event you choose.
That also means ADP’s reporting is limited compared to other payroll software solutions. ADP doesn’t offer custom cross-module reporting or Excel functionality, and you can’t report on data across your HR, IT, Finance, and third-party systems or control access to data based on any employee attribute.
Key features for enterprise:
Multiple products to meet different business needs
Robust integrations with third-party tools
Customizable pay structures and payment options
Pros:
Long-standing reputation in the payroll provider market
Broad suite of HR tools beyond payroll processing
Cons:
Data isn’t unified
Limited payroll reporting and analytics compared to other platforms
Some advanced features may require add-on costs
Rippling vs ADP feature snapshot:
Feature | ADP | Rippling |
|---|---|---|
Data & integrations | Offers separate HR and payroll modules that can be linked within the Enterprise HR suite | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Automates payroll calculations, tax filing, and benefits updates, but fewer configurable workflows across HR and Finance | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Offers standard HR and payroll dashboards; less flexibility for custom cross-functional reporting | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Serves large enterprises globally but requires multiple ADP systems to cover all functions | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Handles payroll tax filing and compliance updates; global coverage offered through add-ons | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employee access limited to payroll and HR information through ADP’s web or mobile portals | Unified employee self-service portal for HR, IT, and Finance tools |
5. Paychex
Paychex is another well-known payroll provider that supports other HR features from payroll management to tax filing to time tracking. Its dedicated Paychex Flex platform aims to make online payroll easier and more convenient.
But for enterprise organizations, Paychex has drawbacks — many companies quickly outgrow Paychex because it only offers limited HR capabilities and basic functionalities. It also runs on a system built decades ago that hasn’t been updated to suit many modern business needs, like employee self service portals and integrations with third-party software tools.
Key features for enterprise:
24/7 support
HR suite with tools like onboarding, benefits administration, payroll reporting, etc.
Pros:
Multiple solutions for different business needs
Customizable, modular platform
Cons:
Not as scalable as some other platforms
Interface can feel dated compared to other platforms
Rippling vs Paychex feature snapshot:
Feature | Paychex | Rippling |
|---|---|---|
Data & integrations | Links payroll and HR modules, but relies on separate systems for some data and integrations | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Automates core payroll functions like calculations and tax filing; broader workflows require manual setup | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Offers standard payroll and HR reports | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Serves a range of US businesses, but less flexible for complex or global organizations | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Covers US tax and basic labor compliance; no built-in global compliance management | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employee access for pay stubs and HR tools through Paychex Flex; separate interfaces for some modules | Unified employee self-service portal for HR, IT, and Finance tools |
6. BambooHR
Though primarily known as HR software, BambooHR offers payroll services as an add-on to help HR staff manage payroll on top of other HR tasks like time tracking, hiring and onboarding, and reporting. BambooHR is particularly known for its employee self-service features.
But while BambooHR typically meets the needs of companies with fewer than 150 employees, customers find it lacks the depth, breadth, and configurability for larger and scaling businesses — it doesn’t offer a full HCM suite with advanced workflows, headcount planning, or learning management features, doesn’t offer advanced permissions, and doesn’t have automatic localization features.
Another potential problem for enterprise organizations is that BambooHR doesn’t track federal, state, and local laws across all 50 states to automatically set compliance policies, which puts customers at risk of infractions.
Key features for enterprise:
Mobile-friendly employee portal
Centralized payroll reports and analytics
Pros:
Clean, intuitive user interface
Transparent pricing
Cons:
Less scalable and configurable than some other payroll software
Doesn’t automatically track compliance like some other payroll systems do
Payroll product was not developed in-house (BambooHR payroll utilizes TRAX)
Rippling vs BambooHR feature snapshot:
Feature | BambooHR | Rippling |
|---|---|---|
Data & integrations | BambooHR lets “payroll customers” sync employee records automatically | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Payroll runs handle calculations & tax filings; workflows beyond payroll must be set up within HR modules | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Offers customizable reports and dashboards in HR; comprehensive payroll reporting requires an add-on | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | More oriented to US organizations; global payroll requires integration with region-specific providers | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Handles US federal/state/local tax filing for payroll; does not natively include global compliance management | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employees can view pay stubs, update personal/pay info, and access payroll via BambooHR’s portal | Unified employee self-service portal for HR, IT, and Finance tools |
7. Oracle
Oracle’s payroll software module is part of its large suite of enterprise HR software solutions. It focuses on payroll processing, tax calculations, and compliance in multiple locations, making it suitable for global enterprises.
Where Oracle may fall short for large enterprises is how it fits into your tech stack. Today’s businesses work with many technology tools, and Oracle customers note in online reviews that it integrates with fewer third-party tools than other payroll software providers. It’s also less customizable than some other solutions, and for large companies that need a configurable solution, that may make or break their choice.
Finally, customers note that Oracle is complex and time-consuming to implement — something to keep in mind when comparing different solutions and timelines.
Key features for enterprise:
Comprehensive payroll management with global compliance support
Analytics and reporting tools
Integrates with Oracle’s full enterprise resource planning stack
Pros:
Scalable for large (and global) organizations
Well-respected brand with proven reliability
Cons:
Customers complain that it’s complex and difficult to implement
Fewer integrations with third-party tools than some other platforms
Rippling vs Oracle feature snapshot:
Feature | Oracle | Rippling |
|---|---|---|
Data & integrations | Integrates payroll with other Oracle modules, but limited flexibility outside the Oracle ecosystem | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Supports payroll-specific automation like calculations and retroactive pay, but broader workflow automation depends on other Oracle products | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Provides payroll analytics within Oracle HCM; limited ability to combine data from non-Oracle systems | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Built for large enterprises but requires heavy implementation and administrative overhead | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Covers compliance within supported countries but relies on local configurations and ongoing management by admins | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employee self-service limited to Oracle HCM modules; interface consistency depends on how the system is configured | Unified employee self-service portal for HR, IT, and Finance tools |
8. Justworks
Justworks simplifies HR operations by bundling payroll services into a single platform with other features like benefits administration and compliance. It’s well-suited for small businesses, but what about enterprise organizations?
Justworks offers a PEO, which attracts smaller businesses and growth-minded organizations. But it doesn’t offer advanced HRIS, IT, or Spend capabilities, which limits its ability to scale with its customers. That means it may not be the right fit for enterprise organizations — or businesses with an eye toward rapid growth or expansion.
Justworks also doesn’t offer robust automation or reporting capabilities like some other payroll platforms. It doesn’t have a customer workflow builder, and you can’t create custom reports with any level of data because data isn’t unified within the platform.
Key features for enterprise:
Streamlined payroll processing with tax filing features
PEO and other HR features
Pros:
Easy-to-use interface
Good for HR teams transitioning from small businesses to mid-sized
Cons:
Fewer advanced HR features than some other platforms
Not as scalable as some solutions
Rippling vs Justworks feature snapshot:
Feature | Justworks | Rippling |
|---|---|---|
Data & integrations | Integrates with QuickBooks Online | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Automates payroll runs, tax filings, and basic HR tasks; full workflow automation beyond payroll is limited | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Offers payroll reports with filters by department, payee, deductions | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Targeted toward smaller organizations; generally supports operations across multiple US states; no in-house global payroll solution | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Handles US federal and state compliance | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employees can view pay stubs, access HR tools, manage PTO via the Justworks platform | Unified employee self-service portal for HR, IT, and Finance tools |
9. OnPay
OnPay is an online payroll service provider that also offers tax calculation, benefits administration, time tracking, and other HR features. OnPay offers a user-friendly platform and transparent pricing that are primarily aimed at small businesses, with all features available on a single plan offering.
That’s where OnPay might fall short for enterprise organizations — its plan is offered at a base price plus a fee per employee, which means larger organizations will see their costs add up quickly.
And, with just one plan, larger organizations might find that OnPay just doesn’t offer as much flexibility and customizability as they need — and can find in other payroll platforms.
Key features for enterprise:
Full-service payroll processing for full-time employees and contractors
Self-service employee onboarding
Pros:
Benefits administration with support from brokers across all 50 states
Offers HR resources library and compliance support
Cons:
Pricing model means high costs for larger organizations
Less flexible and customizable than some other payroll platforms
Rippling vs OnPay feature snapshot:
Feature | OnPay | Rippling |
|---|---|---|
Data & integrations | Integrates with accounting tools like QuickBooks, Xero, and time-tracking software | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Automates payroll, tax filings, and benefits deductions; limited to HR and payroll processes | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Provides payroll and HR reports, including tax summaries and employee data exports | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Built for US small to midsize businesses, single-plan pricing limits flexibility for larger organizations | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Handles federal, state, and local tax filings and compliance; no international coverage | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employees can view pay stubs, manage benefits, and update information via an online dashboard | Unified employee self-service portal for HR, IT, and Finance tools |
10. UKG Pro
Formerly known as Ultimate Software and Kronos, UKG Pro is an HR software suite that offers payroll services, benefits administration, attendance tracking, and strong compliance features, all built for large workforces. However, it’s missing some key features that other platforms have that enterprise organizations often value in a payroll system.
For example, data isn’t unified in UKG Pro, which limits its ability to automate time-consuming administrative tasks.
UKG Pro is also costly to implement and maintain. It requires a full-time admin and takes as long as 20 months to fully implement. Then, it still charges for things like creating custom reports and approval workflows.
Key features for enterprise:
Suite of HR tools
Automatic tax calculations and compliance
Pros:
Compliance support for large organizations
Integrates well with other HR and enterprise tools
Cons:
Implementation can be time-consuming and sometimes dependent on third-party consultants
Costly to run and maintain
Can’t automate as many tasks and workflows as other platforms
Rippling vs UKG Pro feature snapshot:
Feature | UKG Pro | Rippling |
|---|---|---|
Data & integrations | Combines HR, payroll, and timekeeping data within the UKG Pro suite but relies on separate modules and partner integrations for some functions | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Automates payroll calculations, tax filing, and time tracking; broader automation depends on multiple UKG products | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Provides analytics and dashboards within HR and payroll; cross-module reporting limited to UKG Pro data sources | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Built for enterprise organizations but requires long implementation cycles and ongoing admin oversight | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Manages US and some international tax compliance, but needs local configuration for complex jurisdictions | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employee self-service covers HR and payroll tasks; experience varies by module and configuration | Unified employee self-service portal for HR, IT, and Finance tools |
11. QuickBooks Payroll
QuickBooks Payroll is part of the QuickBooks accounting software suite by Intuit. While historically focused on small businesses, QuickBooks has upgraded QuickBooks Payroll with enterprise features to attract larger organizations.
But Quickbooks is still primarily an accounting system used to pay employees — it doesn’t offer all-in-one HR features like onboarding, benefits administration, or attendance tracking. For scaling or enterprise organizations that want a true all-in-one, Quickbooks likely won’t be the best fit — they may want to seek out a more robust HR platform that can integrate with Quickbooks, if they still want to use Quickbooks for accounting.
Key features for enterprise:
Direct link to QuickBooks accounting software
Automatic payroll for salaried and hourly employees
Easy tax filing for multi-state organizations
Pros:
Strong brand recognition
Convenient for companies already using QuickBooks for finance
Cons:
Not an HR platform
Not aimed toward enterprise organizations
Rippling vs QuickBooks Payroll feature snapshot:
Feature | QuickBooks Payroll | Rippling |
|---|---|---|
Data & integrations | Built into QuickBooks accounting software; limited integration beyond the Intuit ecosystem | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Automates payroll runs, tax filings, and direct deposits within QuickBooks; automation does not extend to HR or IT systems | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Payroll and tax summary reports integrated with QuickBooks accounting data | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Primarily for small and midsize US businesses; limited scalability for complex or global structures | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Manages US payroll tax compliance and filings; no international compliance coverage | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Employees can view pay stubs, W-2s, and benefits through QuickBooks Workforce portal | Unified employee self-service portal for HR, IT, and Finance tools |
12. Paylocity
Paylocity is a payroll provider that also offers HR tools like onboarding, time tracking, and compliance management. Among its payroll features are a popular employee self service portal, where employees can access pay stubs and view direct deposits and deductions. It also offers a custom workflow builder.
However, Paylocity doesn’t unify data across all its modules, so while you can build custom workflows, you can’t include any data from anywhere in your organization. You also can’t trigger events across HR, finance, or IT data.
And compared to some other payroll platforms, Paylocity’s reporting falls short — it doesn’t offer Excel functionality or cross-module reporting for HR, finance, and IT, and you can’t control what data users can access based on employee attributes.
Key features for enterprise:
Employee self-service features for checking direct deposits and deductions
Custom workflow builder
Pros:
Flexible software integrations with various HR and finance tools
Automatically enforces federal, state, and local time and labor rules
Cons:
Data isn’t unified across your organization
Automations and reporting are limited compared to some other payroll providers
Rippling vs Paylocity feature snapshot:
Feature | Paylocity | Rippling |
|---|---|---|
Data & integrations | Centralizes HR and payroll data within Paylocity HCM but does not unify information across external systems | Built on a unified employee database connecting all of HR, IT, and Finance; integrates directly with accounting platforms like QuickBooks, NetSuite, and Xero for automatic journal entries |
Automation | Supports automated payroll calculations and approval workflows; automation is limited to HR and payroll functions | Automates payroll processing, tax filing, and adjustments triggered by changes in employee data like promotions, new locations, or departures; workflows can connect payroll with other systems for end-to-end automation |
Reporting | Provides configurable dashboards and reports within HR and payroll modules; lacks cross-domain analytics | Real-time payroll and headcount reporting built on unified data across HR, IT, and Finance; reports can be fully customized with formulas, filters, and fields |
Scalability | Serves mid-to-large US businesses as well as global payroll via Blue Marbles | Handles both domestic and global payroll in 150+ countries, supporting multi-entity organizations with consolidated reporting and local currency payments |
Compliance | Handles US and global payroll tax filings | Automatically updates payroll to reflect federal, state, and local tax and labor law changes, including wage-and-hour rules, minimum wage updates, and required deductions; global payroll applies country-specific tax and filing rules |
Employee experience | Offers employee access to pay, time, and benefits; interface varies by module configuration | Unified employee self-service portal for HR, IT, and Finance tools |
Enterprise vs. small business payroll system
Selecting a payroll system is not one-size-fits-all. Large companies demand a different level of functionality than small businesses. Here are a few key differences:
Scalability: Payroll systems designed for small businesses can struggle with enterprise-level complexities like multiple pay groups, diverse deductions, and large-scale benefits administration.
Customization: Enterprises often need payroll solutions that offer advanced customization for unique pay rules, multi-state tax filing, and specialized time tracking requirements.
Compliance: Large corporations need to manage intricate regulatory environments. Enterprise HR software typically includes automated updates for new labor laws, so their payroll taxes and taxes filed remain accurate at all times.
Cost: While small businesses might prefer a simpler, more budget-friendly payroll provider, larger enterprises may invest in premium software to handle extensive payroll management demands.
How to choose payroll software for large companies
When selecting the best payroll software for a large organization, consider the following factors:
Global payroll capabilities
If your business operates across borders, make sure your payroll system has robust global compliance and multi-currency payroll processing features. Automatic payroll for international teams can be a game-changer.
Automation features
Look for payroll software that automates everything from time tracking to tax calculations. Software can automate processes like tax filing and direct deposit, reducing manual tasks for your HR staff.
Integration capabilities
Seek out a payroll solution that offers integrations with your existing accounting software, time and attendance systems, or other HR software. Your payroll provider should excel at bridging different platforms together for smoother payroll processes.
Data security
Enterprises handle massive amounts of personal data. Make sure your payroll provider prioritizes data protection through secure servers, encryption, and strict compliance with privacy regulations.
Customer support and training
Rolling out new payroll software to a large workforce can be challenging. Look for vendors that offer in-depth onboarding, a mobile app, and ongoing training to help your HR staff and payroll administrators.
Easily manage your large company’s payroll with Rippling enterprise payroll software
If you want to maximize HR’s impact with enterprise HR and payroll software that can manage your day-to-day operations at scale — and help drive strategic outcomes for your business as a whole — you need Rippling.
Rippling Payroll is intuitive and easy to use. It also offers 600+ integrations, automatic and accurate tax registration and filing, and a dedicated mobile app where your employees can view their W-2s and paystubs, submit expenses directly, and more. With Rippling, you can:
Pay employees and contractors in the same platform
Manage time and attendance natively
Run unlimited off-cycle pay runs at no extra cost
Set up multiple pay schedules, pay rates, and pay types in just a few clicks
Add recurring reimbursements (like cell phone payments, gym memberships, etc.) that are automatically paid out every pay period, monthly, or at whatever interval you choose
Automatically calculate prorated pay runs for new or promoted employees
Manage all currency conversions, including payroll adjustments
Automatically calculate overtime for every country
Make changes after submitting payroll
FAQs on payroll systems for large companies
Which type of payroll system would be best suited for a large enterprise?
A payroll system with advanced payroll processing capabilities, multi-jurisdictional compliance, and strong benefits administration is ideal for large enterprises. Rippling is a common choice due to its unified data model, scalable platform, and automatic payroll features.
Which software is mostly used for payroll?
Many types of software are used for payroll, including standalone payroll processing platforms, as well as all-in-one HR suites that include payroll features. The software you choose should depend on your business needs.
What is the best accounting software for large businesses?
There are multiple choices for accounting software in the enterprise space, such as Oracle or NetSuite. Many large organizations integrate QuickBooks or another accounting software directly with their payroll or HR platform. This helps synchronize tax calculations, payroll reports, and deductions with your broader financial data.
How do I run payroll efficiently for a large workforce?
To run payroll smoothly, you’ll want payroll software that can manage payroll seamlessly across departments and locations, offer direct deposit, handle tax filing, and provide employee self-service features. Look for a platform that offers online payroll tools to streamline running payroll tasks for large companies.
Disclaimer
Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.
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Author
Ben Vroegop
Product GTM Lead - Spend
Ben Vroegop serves as the Product GTM Lead for Rippling Spend. He works across all of the products in Rippling’s spend management suite, including expense management, corporate cards, bill payments, travel, etc. Ben brings 14+ years of experience in strategy, innovation, and venture building. He has a proven track record of launching new products and services, forging strategic partnerships, and leading cross-functional teams. He’s worked across various industries — including DoorDash, P&G, and more — to help companies solve their most complex challenges. Ben holds an MBA from IESE Business School in Barcelona and a bachelor's degree in chemical engineering from the University of Michigan.
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