Workful payroll fees

If you’re looking into Workful payroll fees, you’re probably trying to figure out how much this service will actually cost your business and if it’s a good fit for your budget. Workful offers a tiered pricing structure designed to be straightforward, but understanding the nuances of its fees, including base monthly charges and per-employee costs, is key to avoiding surprises. While Workful aims to simplify payroll, it’s crucial to weigh its cost-effectiveness against other comprehensive payroll solutions to ensure you’re making the most financially sound decision for your business.

Understanding Workful’s Pricing Structure

Workful, like many payroll providers, adopts a tiered pricing model that typically includes a base monthly fee plus a per-employee charge.

This structure is quite common in the payroll software industry, aiming to scale costs with the size of your workforce.

For businesses, this means your total monthly expenditure will fluctuate based on the number of active employees you’re paying. It’s not just about the upfront number.

You need to dig into what’s included in each tier and any potential hidden costs.

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Base Monthly Fees

The core of Workful’s pricing starts with a fixed monthly fee. Best online payroll

This charge typically covers the essential functionalities of the payroll software, such as calculating wages, taxes, and handling direct deposits.

• Standard Tier: Workful’s pricing often begins with a base fee for its basic package, designed for smaller businesses or those with simpler payroll needs. This might be in the range of $25 to $40 per month, providing access to core payroll processing.
• Premium Tier: For businesses requiring more advanced features like time tracking, HR tools, or enhanced reporting, a higher base fee is usually applied. This could range from $50 to $100 per month, depending on the breadth of features included.
• What’s Included: Generally, the base fee covers the platform’s infrastructure, security measures, and the ability to process payroll. It also often includes standard tax filing services for federal and state taxes. Always confirm what features are bundled into the base fee to ensure it aligns with your operational requirements.

Per-Employee Charges

In addition to the base fee, Workful adds a per-employee charge for each active employee on your payroll.

This is where costs can escalate as your team grows.

• Typical Range: Per-employee fees usually fall between $4 and $8 per employee per month. So, if you have 10 employees and the per-employee charge is $5, that’s an additional $50 on top of your base fee.
• Active vs. Inactive Employees: It’s important to clarify how Workful defines an “active” employee for billing purposes. Some providers charge for anyone listed, while others only charge for those who received a paycheck in that billing cycle. Workful typically charges for active employees on the payroll during the billing period.
• Impact of Growth: For a rapidly growing small business, these per-employee charges can significantly impact your monthly payroll expenses. A business starting with 5 employees and paying $5 per employee would add $25, but growing to 20 employees would increase this to $100. This scalability is a double-edged sword. while it keeps initial costs low, it demands careful budgeting for expansion.

What Services Are Included in Workful’s Payroll Packages?

Workful aims to be more than just a payroll processor.

It often bundles HR and time-tracking functionalities into its offerings. Payroll software that integrates with quickbooks desktop

Understanding what’s included in different packages is crucial for assessing value.

Core Payroll Processing

At the heart of Workful’s service is its payroll processing engine.

This includes all the fundamental tasks associated with paying your employees accurately and on time.

• Direct Deposit: Workful facilitates direct deposits to employee bank accounts, a standard feature that most businesses now expect. This typically means employees can receive their paychecks quickly and securely.
• Tax Filing and Remittance: A major benefit of using a payroll service like Workful is its handling of payroll tax obligations. This includes:
  • Federal Taxes: Calculating and remitting federal income tax, Social Security, and Medicare taxes FICA.
  • State Taxes: Handling state income tax, unemployment insurance SUTA, and other state-specific levies. Workful files necessary forms like 941s, 940s, and state unemployment forms automatically.
  • Year-End Forms: Preparing and filing W-2 forms for employees and 1099 forms for contractors. This feature saves significant time and reduces the risk of compliance errors.
• Wage Garnishment and Deductions: The system can manage various deductions, such as health insurance premiums, 401k contributions, and wage garnishments, ensuring compliance with legal requirements.

Time Tracking Integration

Efficient time tracking is essential for accurate payroll, and Workful often integrates this functionality directly into its platform.

• Employee Clock-In/Out: Employees can clock in and out using various methods, including web browsers, mobile apps, or even dedicated time clocks. This provides precise records of hours worked.
• Overtime Calculation: The system automatically calculates regular and overtime hours based on configured rules, ensuring compliance with federal and state labor laws e.g., FLSA.
• PTO Management: Workful allows businesses to track and manage Paid Time Off PTO, including vacation, sick leave, and holidays. Employees can often request time off directly through the system, streamlining the approval process. A 2023 survey indicated that businesses using integrated time tracking systems saw a 15% reduction in payroll processing errors.

HR Features

Beyond just payroll, Workful often includes a suite of basic HR tools to help businesses manage their workforce. Payroll companies nyc

• Employee Self-Service Portal: Employees can access their pay stubs, W-2s, update personal information, and manage direct deposit details through a secure online portal. This reduces administrative burden on HR staff.
• New Hire Reporting: Workful can help businesses comply with new hire reporting requirements, automatically submitting necessary information to state agencies.
• Basic HR Document Storage: Some plans may offer features for storing essential employee documents, such as offer letters, performance reviews, and disciplinary actions, in a centralized, secure location.
• Onboarding Workflows: Streamlining the onboarding process for new hires, including collecting necessary forms and setting up payroll details. Efficient onboarding can reduce new hire turnover by over 80%, according to recent HR studies.

Potential Additional Fees and Hidden Costs

While Workful’s core pricing is relatively transparent, like any service provider, there can be additional costs depending on specific needs or unusual circumstances.

It’s crucial to ask the right questions and read the fine print.

Off-Cycle Payroll Runs

Sometimes, you need to process payroll outside of your regular schedule.

This might be for bonuses, commissions, or correcting an error.

• Cost Implications: Many payroll providers, including Workful, charge an additional fee for off-cycle payroll runs. This fee can range from $10 to $50 per run, depending on the complexity and urgency.
• Why They Charge: Off-cycle runs require manual intervention, adjustments, and re-processing, which takes time and resources.
• Minimizing Needs: To avoid these costs, meticulous planning and adherence to the regular payroll schedule are essential. Double-checking hours and deductions before submission can prevent the need for corrective off-cycle runs.

Year-End Tax Form Printing and Mailing

While Workful files W-2s and 1099s electronically, some businesses or employees prefer physical copies. Payroll programs free

• Printing and Mailing Fees: If you request Workful to print and mail physical copies of W-2s or 1099s to your employees, there might be a per-form charge. This can be around $2 to $5 per form.
• Electronic Access: Most employees are now comfortable with digital access via the self-service portal, which is typically included and avoids these extra fees. Encourage employees to opt for electronic access.
• Employer Copies: Obtaining extra printed copies of employer-side tax forms e.g., 940, 941 might also incur a small fee.

Historical Payroll Data Import

When migrating to a new payroll system, importing historical data is a common requirement to ensure continuity and accurate year-to-date reporting.

• Setup Fees: While some basic data import might be included, extensive historical data migration e.g., multiple years of payroll records, complex deduction setups could incur an additional setup or data import fee. This could range from $100 to several hundred dollars depending on the volume and complexity.
• DIY vs. Assisted: Workful might offer tools for self-import, but if you require white-glove service or complex data mapping, expect an extra charge.
• Importance: Accurate historical data is critical for compliance and reporting, especially for year-end tax reconciliation. Ensure this is handled properly, even if it means an initial extra cost.

Expedited Services

Need something done faster than standard processing? Expedited services often come with a premium.

• Faster Direct Deposit: While standard direct deposits might take 2-4 business days, some providers offer expedited options for next-day or even same-day deposits for an additional fee. This can be useful in urgent situations.
• Rush Tax Filings: If you miss a tax deadline and need immediate assistance with filings, a rush fee might apply.
• Service Availability: Confirm if Workful offers such expedited services and their associated costs before you sign up, as they can be lifesavers in a pinch.

Integrations with Other Software

While Workful integrates with common accounting software, certain specialized or custom integrations might not be free.

• Premium Integrations: If you need deep integration with specific accounting software, HRIS, or time tracking systems beyond what’s standard, there might be additional subscription fees for connectors or API access.
• API Usage: For developers building custom solutions, excessive API calls or specialized access might incur charges.
• Value Assessment: Before committing, assess if the benefits of a specific integration outweigh the potential additional costs. Sometimes, a simpler manual data export/import is more cost-effective if usage is low.

Comparing Workful Fees to Competitors

When evaluating Workful, it’s essential to compare its pricing structure and included services with other major players in the payroll software market.

This due diligence can save you a significant amount in the long run. Cost of workful payroll

ADP and Paychex

These are the giants in the payroll industry, known for their comprehensive solutions but often with higher price tags and more complex pricing structures.

• Pricing Model: Both ADP and Paychex typically use a similar base fee plus per-employee model, but their base fees are generally higher than Workful’s. Expect base prices ranging from $80-$200+ per month for comprehensive packages, with per-employee fees similar to Workful’s $4-$10.
• Feature Set: They offer extensive features, including advanced HR modules, benefits administration, compliance services, and dedicated support. Their robust nature often caters to larger businesses or those with highly complex needs.
• Customer Support: ADP and Paychex generally provide dedicated account managers and a wider range of support channels, which can be valuable for businesses that require high-touch service.
• Hidden Fees: While comprehensive, both can have more complex pricing with additional fees for specific reports, off-cycle runs, or premium features. Businesses often report that the initial quote from ADP or Paychex is rarely the final cost.

Gusto and OnPay

These providers are often seen as direct competitors to Workful, targeting small to medium-sized businesses with user-friendly platforms and transparent pricing.

• Gusto: Known for its clean interface and strong benefits administration integration.
  • Simple Plan: Around $40/month base + $6/employee. Focuses on core payroll.
  • Complete Plan: Around $60/month base + $12/employee. Adds HR tools, time tracking, and health benefits administration.
  • Gusto’s strong point is its integrated approach to payroll, benefits, and HR.
• OnPay: Offers a single, all-inclusive plan designed to be transparent.
  • Single Plan: Approximately $40/month base + $8/employee. Includes full-service payroll, HR, and benefits integrations.
  • OnPay is often praised for its simplicity and comprehensive feature set at a flat rate.
• Workful’s Niche: Workful positions itself competitively, often having a slightly lower entry-level price than some Gusto plans, while still offering integrated time tracking and HR features. Its strength lies in its all-in-one platform for smaller businesses.

Factors to Consider in Comparison

• Total Cost of Ownership TCO: Don’t just look at the base fee. Calculate the TCO based on your current employee count and projected growth.
• Feature Alignment: Does the provider offer exactly what you need without unnecessary extras you won’t use? Overpaying for features you don’t need is a common pitfall.
• Scalability: Can the platform grow with your business? What are the cost implications as you add more employees?
• Customer Support Quality: Read reviews about support responsiveness and helpfulness. A recent study showed businesses rate “responsive customer support” as one of the top 3 factors when choosing payroll software.
• Ease of Use: A user-friendly interface reduces training time and minimizes errors.
• Integration Ecosystem: How well does the payroll software integrate with your existing accounting software e.g., QuickBooks, Xero, time tracking, or HR platforms?

Maximizing Value and Minimizing Payroll Costs with Workful

Even with a chosen payroll provider, there are strategic ways to ensure you’re getting the most bang for your buck and not overspending.

Accurately Managing Employee Count

Your per-employee fee is a direct cost driver.

Managing your employee count accurately is paramount. Payroll outsourcing companies canada

• Deactivating Terminated Employees Promptly: When an employee leaves, ensure they are promptly marked as inactive in Workful. Many payroll services charge for anyone listed as active, even if they didn’t receive a paycheck in a given month.
• Reviewing Contractor vs. Employee Status: Incorrectly classifying contractors as employees or vice-versa can lead to both compliance issues and unnecessary payroll fees. Use the IRS guidelines to ensure proper classification. If you pay independent contractors via 1099, ensure Workful’s pricing for 1099 processing aligns with your needs. some services charge less for contractors than W-2 employees.
• Seasonal Staff Management: For businesses with seasonal fluctuations, understand Workful’s policies on reactivating and deactivating employees. Can you easily pause billing for inactive staff during off-peak seasons?

Leveraging Self-Service Features

Workful’s employee self-service portal is not just a convenience. it’s a cost-saving tool.

• Reduce HR Inquiries: By empowering employees to access pay stubs, W-2s, and update personal information themselves, you significantly reduce the time your administrative or HR staff spends on routine inquiries. HR professionals spend an average of 40% of their time on administrative tasks, many of which can be automated by self-service.
• Minimize Paperwork: Encourage employees to opt for electronic pay stubs and W-2s. This directly saves on printing, mailing, and handling fees.
• Streamline PTO Requests: If Workful offers PTO request and approval workflows through the self-service portal, utilize it. This reduces manual tracking and potential errors.

Optimizing Payroll Schedule

The frequency of your payroll runs can impact processing fees.

• Fewer Off-Cycle Runs: Plan meticulously to avoid off-cycle payroll runs, which often incur additional fees. Double-check hours, new hire data, and deductions before submitting your main payroll.
• Bi-Weekly vs. Weekly: While Workful’s per-employee fee is typically monthly, having fewer actual payroll runs can simplify administration. Consider if moving from weekly to bi-weekly payroll is feasible for your business, as it reduces the number of times you manually review and submit data.
• Consolidating Payments: If possible, consolidate bonus or commission payments into regular payroll runs rather than issuing separate, off-cycle checks.

Utilizing All Included Features

If you’re paying for a Workful package that includes time tracking or basic HR, make sure you’re actually using these features.

• Integrated Time Tracking: If your plan includes time tracking, use it. Relying on external time tracking systems and then manually importing data can lead to errors and consume valuable time, negating the benefit of an integrated system. Businesses that fully integrate time tracking with payroll report a 70% reduction in manual data entry.
• Basic HR Tools: Utilize the onboarding workflows, document storage, and new hire reporting functionalities if they are part of your subscription. Getting value from these included tools means you might not need to invest in separate, additional HR software.
• Reporting: Leverage Workful’s reporting capabilities to gain insights into labor costs, overtime trends, and tax liabilities. This data can inform business decisions and help optimize staffing.

Alternatives to Workful: Other Payroll Solutions

Different businesses have different needs, and what works for one may not be ideal for another.

In-House Payroll Manual Processing

Before the advent of widespread payroll software, many small businesses handled payroll manually or with basic accounting software. Remote payroll services

• Pros:
  • Direct Control: You have full control over every aspect of payroll.
  • No Monthly Fees: The direct cost of software subscriptions is eliminated.
• Cons:
  • Time-Consuming: Requires significant time to calculate wages, deductions, and taxes, especially as your team grows.
  • High Risk of Error: Manual calculations are prone to mistakes, which can lead to compliance penalties. The IRS imposes billions in penalties annually for payroll tax errors.
  • Compliance Burden: You are solely responsible for staying up-to-date with ever-changing federal, state, and local tax laws and filing deadlines. This requires continuous research and vigilance.
  • No Direct Deposit/Tax Remittance Automation: You’ll need to manually issue checks and remit taxes to various agencies.
• Best For: Very small businesses 1-2 employees with extremely simple payroll needs and ample time to dedicate to administrative tasks. As soon as you add more employees or complexity e.g., benefits, garnishments, the cons quickly outweigh the pros.

Professional Employer Organizations PEOs

PEOs like Insperity, TriNet, or Justworks become co-employers of your staff, handling payroll, benefits, HR, and compliance.

*   Comprehensive Service: PEOs offer an all-in-one solution, including full payroll processing, health benefits administration often at better rates due to their pooled buying power, HR compliance, workers' compensation, and even recruiting support.
*   Reduced Administrative Burden: They take on significant administrative and compliance responsibilities, freeing up your time.
*   Access to Experts: You get access to HR, legal, and benefits experts without hiring them in-house.
*   Higher Cost: PEOs are significantly more expensive than standalone payroll software. Their fees can be a percentage of your total payroll e.g., 2%-10% or a per-employee per-month fee that's much higher than typical payroll software e.g., $100-$200+ per employee.
*   Loss of Control: You cede some control over HR and benefits decisions to the PEO.
*   Integration Challenges: Integrating with your existing systems can be more complex.

• Best For: Small to medium-sized businesses that want to outsource virtually all their HR and payroll functions, gain access to better benefits, and significantly reduce compliance risk, and are willing to pay a premium for that peace of mind.

Accounting Software with Payroll Add-ons

Many popular accounting software packages, like QuickBooks and Xero, offer integrated payroll functionalities as an add-on.

*   Seamless Integration: Payroll data flows directly into your accounting ledger, simplifying reconciliation and financial reporting.
*   Familiar Interface: If you already use the accounting software, the payroll add-on will have a familiar look and feel.
*   Centralized Data: All financial data payroll, expenses, income is in one place.
*   Cost: The payroll add-on usually comes with its own separate fees, often structured similarly to Workful base + per-employee. For example, QuickBooks Payroll starts around $45-$125/month + $8-$12/employee.
*   Limited HR Features: While they handle payroll well, their HR functionalities are typically less robust than dedicated HRIS or integrated payroll/HR platforms like Workful or Gusto.
*   Potential for Feature Bloat: You might be paying for accounting features you don't fully utilize just to get the integrated payroll.

• Best For: Small businesses that are already deeply embedded in a particular accounting software and prefer a tightly integrated solution for financial management.

Choosing the Right Payroll Solution for Your Business

Selecting the ideal payroll solution goes beyond just the fees.

It’s about finding the right balance of features, cost, ease of use, and support that aligns with your specific business needs and values.

Assessing Your Current and Future Needs

• Number of Employees: This is perhaps the most direct factor influencing cost. Do you have 5 employees or 50? Is rapid growth anticipated?
• Complexity of Payroll: Do you have salaried employees, hourly, commission-based, or a mix? Do you deal with tips, bonuses, or complex deductions e.g., 401k matching, health savings accounts?
• HR Requirements: Do you need basic employee record keeping, or do you require robust HR features like performance management, onboarding workflows, or applicant tracking?
• Time Tracking: Is integrated time tracking a must-have, or do you already use a separate system?
• Benefits Administration: Do you offer health insurance, retirement plans, or other benefits that need to be integrated with payroll and managed efficiently?
• Compliance Needs: How critical is hands-on support for state and federal compliance? Are you in a highly regulated industry?

Evaluating Software Features vs. Cost

• Feature Alignment: Make a list of essential features must-haves and desirable features nice-to-haves. Compare this list against what each payroll provider offers in its different tiers. Avoid paying for a premium plan if you only need basic functionalities. Conversely, don’t choose a bare-bones plan if you’ll constantly encounter limitations.
• Scalability of Features: Can the software grow with your business? If you foresee needing more advanced HR features or benefits administration in the future, will the provider offer an upgrade path, or will you have to switch systems entirely?
• Hidden Fees: Always drill down into potential extra charges for off-cycle runs, year-end forms, expedited services, or specific integrations. Request a detailed quote that includes all potential costs based on your estimated usage.
• Total Cost of Ownership TCO: Calculate the estimated annual cost, not just monthly. Factor in potential training costs, time saved, and the cost of errors if you were to manage payroll manually. A slightly higher monthly fee might be worthwhile if it dramatically reduces administrative burden or compliance risk.

User Experience and Support

• Ease of Use UI/UX: A payroll system should be intuitive and easy to navigate for both administrators and employees. If the interface is clunky or overly complex, it will lead to frustration and potential errors. Many providers offer free demos or trials. take advantage of these to test the system.
• Customer Support: What kind of support does the provider offer? Is it phone, email, chat, or a dedicated account manager? What are their hours of operation? Read online reviews about the quality and responsiveness of their customer support. A reliable support team can be invaluable when you encounter issues or have complex questions, especially during tax season.
• Onboarding and Setup: How easy is it to get started? Does the provider offer assistance with initial setup, data migration, and training? A smooth onboarding process can save significant time and headaches.
• Security: Ensure the provider has robust security measures in place to protect sensitive employee and financial data. Look for features like two-factor authentication, data encryption, and regular security audits.

Compliance and Reporting Capabilities

• Tax Compliance: Does the system automatically calculate, file, and remit all federal, state, and local payroll taxes? Does it handle year-end tax forms W-2s, 1099s accurately? This is a non-negotiable requirement.
• Labor Law Compliance: Does the system help with minimum wage, overtime, and break compliance based on your state and local regulations?
• Reporting: What kind of reports can you generate? Look for detailed reports on payroll summaries, tax liabilities, employee earnings, and department costs. Customizable reports can provide valuable insights for business analysis and budgeting.
• Audit Trail: Does the system maintain a clear audit trail of all payroll changes and approvals? This is crucial for internal controls and external audits.

Frequently Asked Questions

What exactly are Workful payroll fees?

Workful payroll fees typically consist of a base monthly fee for accessing the platform and its core features, plus a per-employee charge for each active employee on your payroll. Best employee payroll software

Additional fees can apply for certain services like off-cycle payroll runs or year-end form printing.

How much does Workful payroll cost per month?

Workful’s monthly cost varies depending on the specific plan and the number of employees.

You can expect a base monthly fee, often starting around $25-$50, combined with a per-employee charge that typically ranges from $4-$8 per employee per month.

Does Workful have a free trial?

Yes, Workful typically offers a free trial period, often 30 days, allowing prospective users to test out the platform’s features and functionality before committing to a paid subscription.

Are there any hidden fees with Workful?

While Workful aims for transparency, like any service, potential additional fees might arise. Desktop payroll software for small business

These can include charges for off-cycle payroll runs, printing and mailing physical W-2s/1099s, extensive historical data import, or expedited services. Always clarify these potential costs upfront.

Does Workful handle payroll taxes?

Yes, Workful automatically calculates, files, and remits federal, state, and local payroll taxes on behalf of your business.

This includes preparing and filing forms like 941s, 940s, state unemployment forms, and year-end W-2s and 1099s.

Is time tracking included in Workful’s pricing?

Workful often integrates time tracking functionalities directly into its payroll packages.

Depending on the specific plan you choose, time tracking for employee clock-in/out, overtime calculation, and PTO management may be included in the base or a slightly higher tier. Payroll services usa

Can Workful integrate with my accounting software?

Yes, Workful generally integrates with popular accounting software like QuickBooks Online and Xero.

This allows for seamless data flow, simplifying reconciliation and financial reporting.

How does Workful’s pricing compare to Gusto or OnPay?

Workful’s pricing is generally competitive with Gusto and OnPay, targeting small to medium-sized businesses.

While all three use a base + per-employee model, specific feature sets at each price point can vary.

Workful often offers a strong all-in-one approach including time tracking. Payroll outsourcing companies uk

Does Workful offer HR features?

Yes, Workful includes basic HR features, especially in its more comprehensive plans.

These can include an employee self-service portal, new hire reporting, and basic document storage, helping businesses manage their workforce beyond just payroll.

What is an off-cycle payroll run fee?

An off-cycle payroll run fee is an additional charge incurred when you need to process payroll outside of your regular scheduled runs, such as for bonuses, commissions, or correcting an error.

This fee compensates for the extra administrative effort.

How does Workful charge for 1099 contractors?

Workful typically handles 1099 contractors, often with a different usually lower per-contractor fee compared to W-2 employees. Paycheck service companies

It also assists with year-end 1099 form preparation and filing.

Can employees view their pay stubs on Workful?

Yes, Workful provides an employee self-service portal where employees can securely view and download their pay stubs, W-2s, and update their personal and direct deposit information.

Is Workful suitable for small businesses?

Yes, Workful is primarily designed for small to medium-sized businesses, offering an intuitive platform that bundles payroll, time tracking, and basic HR features, making it a good fit for businesses seeking an all-in-one solution.

How long does direct deposit take with Workful?

Standard direct deposits with Workful typically take 2-4 business days to process and appear in employees’ bank accounts.

Some providers offer expedited options for an additional fee. Free payroll providers

What customer support options does Workful offer?

Workful generally offers customer support via phone, email, and potentially live chat.

It’s advisable to check their specific support hours and available channels before subscribing.

Can I import historical payroll data into Workful?

Yes, you can typically import historical payroll data into Workful to ensure accurate year-to-date reporting and continuity.

Depending on the complexity and volume, there might be an initial setup or data import fee.

How does Workful handle new hire reporting?

Workful assists with new hire reporting by automatically submitting necessary information to state agencies, helping businesses comply with legal requirements for newly onboarded employees. Payroll systems australia

Does Workful handle state unemployment taxes SUTA?

Yes, Workful calculates and remits state unemployment taxes SUTA and other state-specific levies on behalf of your business, ensuring compliance with state regulations.

What if I have seasonal employees? Does Workful still charge for them when inactive?

It’s important to clarify Workful’s policy on seasonal or inactive employees.

Some providers charge for anyone listed as “active” on the payroll, regardless of whether they received a paycheck in that cycle.

Promptly deactivating terminated or seasonal employees during their off-season is key to managing costs.

Can Workful help with benefits administration?

While Workful focuses heavily on payroll and time tracking, it often provides integrations with third-party benefits providers or basic features to help manage benefits deductions within the payroll system. Free online payroll

For comprehensive benefits administration, you might need a separate HRIS or PEO solution.