Last updated: October 2026

Paycom vs ADP: pricing, features, and which one fits

Paycom wants your employees to run payroll themselves.

Both target mid-size and large employers.

What the pricing actually looks like

Paycom does not publish pricing. ADP does not publish pricing for Workforce Now.

A 100 employee company selecting payroll, benefits administration, time and attendance, and talent management should get both quotes in writing and compare the module lists line by line before comparing the totals.

Paycom's pricing page says its Core set of tools is the minimum used by all Paycom clients, and that clients complete their setup by adding more tools. ADP Workforce Now comes in three packages. Select covers payroll and HR, Plus adds benefits administration, and Premium adds time and attendance. Recruiting, performance, compensation and learning tools sit outside the packages as add ons.

Where Paycom wins

Beti puts employees in charge of verifying and approving their own payroll before it runs.

Paycom's single-database architecture means every module shares the same data. Payroll, benefits, time tracking, talent acquisition, and learning management all read from one employee record.

Paycom's expense management is built into the platform. Employees submit expenses through the same app they use for time entry and pay stubs.

Where ADP wins

Every ADP Workforce Now package includes what ADP calls expert tax filing and payment services. ADP also sells SmartCompliance Employment Tax as its own product, covering tax registrations, filings, remittances, deposits and agency notices, and says it works regardless of your payroll provider. Paycom's Payroll Tax Management files federal and state quarterly returns online, including Form 941, and handles Form 940.

ADP describes its App Marketplace as an online store for HR apps, and says its integrations connect ADP solutions to popular software, ERPs and other HR systems. Paycom's pricing page says no third-party integrations are required because Paycom operates on a single database it built.

The deal breaker

Ask yourself one question: does your workforce use technology comfortably?

Paycom's own FAQ says the more employees interact with its software, the greater your ROI. This is not a technology preference question. It is a workforce composition question.

What to do next

Request demos from both and pay attention to what the sales team emphasizes. Whichever pitch resonates with your actual pain points is the product aligned with your needs. If workers comp administration is a priority, ask both vendors how their platform handles class code assignments and overtime tracking for premium audit purposes.

During the demo, ask each vendor for 3 client references in your industry and employee count range. Call those references and ask one question: what surprised you after implementation that the sales process did not prepare you for? The answer will tell you more than any feature comparison. Start with the payroll provider hub to see how both compare against Paylocity and the rest of the mid-market.

This is not legal or financial advice. Consult a qualified professional for your specific situation.