Paylocity pricing is not published publicly, and total cost varies with organization size, features, and service levels. Typical cost drivers include per-employee-per-month (PEPM) rates, implementation fees, and add-ons such as time tracking, benefits integration, and payroll tax services. This guide provides practical pricing ranges in USD to help budgeting and decision making.
Note: Price estimates assume standard HRIS and payroll usage for small to mid-size organizations and exclude unusual custom integrations or enterprise-scale configurations. The table below summarizes common pricing ranges and what they cover.
| Item | Low | Average | High | Notes |
|---|---|---|---|---|
| PEPM (base payroll + HRIS) | $6 | $12 | $20 | Typical per-user monthly cost; varies by plan tier and region |
| Implementation / Setup | $2,000 | $7,500 | $15,000 | Includes data migration, configuration, and initial training |
| Annual Maintenance & Support | $600 | $2,000 | $5,000 | Includes updates and standard support |
| Benefits / ACA / Tax Service Add-ons | $1,000 | $3,000 | $8,000 | Depends on number of benefit plans and complexity |
| Time & Attendance / Scheduling | $1 | $3 | $6 | $/employee per month or bundled |
| Training / Onboarding | $0 | $1,500 | $4,000 | Included in some bundles or charged separately |
| Taxes & Compliance Services | $0 | $300 | $1,200 | Dependent on payroll volume and jurisdictions |
| Taxes (processing) / Payment processing fees | $0 | $0 | $0 | Often included or billed separately by processor |
| Installation Time | 2 weeks | 6 weeks | 12+ weeks | Depends on data readiness and integrations |
Assumptions: region, specs, labor hours.
Overview Of Costs
In practice, Paylocity cost combines a recurring PEPM charge with one-time setup and optional add-ons. A typical small business (40–100 employees) might see a monthly base in the $480–$1,600 range plus PEPM of $6–$12, resulting in roughly $1,000–$2,500 per month depending on features and payroll volume. For midsize organizations (150–500 employees), monthly costs commonly fall in the $1,500–$6,000 range with higher PEPM rates and broader modules. Scenarios with strong benefits administration or time-tracking integrations can push annualized costs higher.
Cost Breakdown
| Column | Materials | Labor | Implementation | Support | Taxes | Subtotal |
|---|---|---|---|---|---|---|
| Base subscription | $0 | $0 | $0 | $0 | $0 | $0 |
| PEPM | $6–$20 | — | — | — | — | Varies by headcount |
| Implementation | — | — | $2,000–$15,000 | — | — | One-time |
| Add-ons (Time/Attendance, ACA) | $0–$6 | — | — | $0–$3,000 | — | Annualized estimate |
| Training | — | $0–$1,500 | — | $0–$4,000 | — | One-time or annual |
| Support & Maintenance | — | — | — | $600–$5,000 | — | Annual |
Assumptions: plan tier, number of employees, desired add-ons, and region.
Factors That Affect Price
Plan structure and features dominate cost: core payroll plus HRIS basics are cheaper than bundles with benefits administration, time tracking, and ACA compliance. Higher employee counts typically unlock volume discounts but may also unlock premium features. Payroll complexity, multi-state taxes, and rate tables influence both base PEPM and implementation scope.
Two niche drivers to watch: (1) number of states where payroll runs and (2) benefits provider integrations. If a company crosses 3–5 states, setup and ongoing tax rules grow nonlinearly, adding to both one-time and monthly costs. Explicit thresholds such as multi-state compliance, custom reporting, and ERP integrations often elevate both implementation fees and recurring charges.
Ways To Save
Bag the essentials first by selecting a core payroll + HRIS plan and adding modules only as needed. Bundled packages typically reduce per-feature charges versus stand-alone add-ons. Some providers offer introductory discounts for annual commitments or non-profit organizations, which can lower the effective PEPM rate by several dollars per user per month over time.
Another saving route is to limit custom integrations and use standard connectors. Data migration from legacy systems can be streamlined with phased rollout and clear data mapping, reducing both implementation time and risk. Training can be sourced in steps rather than as a full onboarding bundle, lowering upfront costs.
Regional Price Differences
Prices vary by region due to state taxes, wage levels, and market competition. In the Northeast, base PEPM may run 5–15% higher than the national average, while the Midwest can be near the baseline. The West coast might lean toward higher implementation efforts due to complex benefits configurations, with cost deltas of ±10–20% compared with Southern markets.
Real-World Pricing Examples
Basic scenario: 50 employees, core payroll + HRIS, no extra modules. Implementation: limited data migration, 2-user onboarding. PEPM: $6, monthly: $300, one-time setup: $3,000. Total first-year cost: roughly $8,000–$10,000 depending on taxes and state filings.
Mid-Range scenario: 150 employees, payroll plus time tracking, standard benefits interface. PEPM: $10, monthly: $1,500, implementation: $7,000, training: $2,000, maintenance: $1,200 annually. First year: about $24,000–$28,000 with setup bundled.
Premium scenario: 400 employees, payroll, benefits administration, ACA compliance, multi-state. PEPM: $15, monthly: $6,000, implementation: $12,000–$18,000, training: $4,000, support: $3,000 annually. First year: $90,000–$110,000, with ongoing annual costs in the $50,000–$75,000 range.
What Pays For It
When budgeting, consider total cost of ownership: recurring PEPM, annual maintenance, and any required tax compliance services, plus potential surcharges for support tiers and professional services. Price allocations are often split between software access and service levels, with most budgets focusing on payroll accuracy, data security, and regulatory compliance as the top drivers of value.
data-formula=”labor_hours × hourly_rate”>