Top 17 HR Compliance Solutions for Small Businesses (2025)

Looking for the best HR compliance solutions for a small business in 2025? Start here. We’ve boiled the market down to 17 providers that reliably keep growing teams compliant without drowning them in red tape. From hands-on partners to quick-start software, each pick earns its spot.

HR compliance touches everything from labor law, wage-and-hour, and payroll tax to EEO, OSHA, ACA tracking, data privacy, policy sign-offs, and mandatory training. The right tool automates reminders, files reports, maintains audit trails, and stores current policies so owners aren’t chasing statute updates by hand. Budgets are predictable too: most SaaS platforms cost about $5–$17 per employee per month, while outsourced HR or PEO models usually run $99–$200, depending on headcount and multi-state complexity.

To help you choose fast, we’ve organized the guide by service type: embedded partners, all-in-one HRIS platforms, co-employment PEOs, and specialty tools built for modern teams. Every recommendation was scored on coverage depth, SMB-friendliness, ease of use, support quality, scalability, and 2025 roadmap. Scan the summaries, compare pricing, and claim the confidence that comes with bullet-proof compliance.

1. Soteria HR — Best Full-Service Partner for Hands-On, Worry-Free Compliance

If you’d rather have a seasoned pro steering the entire compliance ship than another app to babysit, Soteria HR is your first call. Unlike “set-and-forget” dashboards, Soteria embeds knowledgeable consultants inside your workflows, giving small businesses the same watchful coverage Fortune-500 companies enjoy—minus the bureaucracy. The result: faster decisions, smaller legal bills, and nights that don’t end with you Googling labor statutes at 2 a.m.

Why Soteria HR Stands Out

Soteria’s team tracks every federal, state, and local change—think FLSA overtime updates, CCPA data requirements, PWFA accommodations, and the latest pay-transparency laws—then translates them into plain-English action steps for your managers. Because service is delivered by humans, not ticket queues, founders get context, coaching, and risk forecasts, not just automated alerts. That blend of strategic insight and tactical help sets Soteria apart from typical HR compliance solutions.

Key Compliance Features to Highlight

• Custom employee handbooks built and updated in real time as laws shift
• “Legal radar” alerts pushed directly to inbox or Slack the moment a rule changes
• End-to-end lifecycle support: offer letters, I-9/E-Verify, performance plans, compliant terminations, severance language
• Benefits administration with ACA eligibility tracking and 1094/1095 filing support
• Seamless coordination with leading payroll systems for wage-and-hour accuracy
• Tailored HR playbooks that align policies with company culture and growth goals

Pricing & Implementation Notes

Soteria works on a transparent, tiered monthly retainer tied to headcount—no multi-year lock-ins or hidden fees. Most clients go from kickoff to fully audited, prioritized compliance roadmap in under 30 days.

Ideal Use Cases

1. Growth-stage firms (10–250 employees) lacking in-house HR leadership
2. Multi-state employers juggling conflicting leave or pay laws
3. Founders who want to eliminate “unknown unknowns” before they spark lawsuits

2. Gusto — Payroll-Led Platform With Built-In Compliance Guardrails

Sometimes you just want payroll that “does the boring stuff” and quietly keeps you on the right side of the law. That’s the sweet spot Gusto has carved out for more than 300,000 small businesses. The cloud platform starts with automated pay runs and layers on practical HR compliance tools that don’t require an HR degree to use.

Why It Stands Out

Gusto’s clean interface walks first-time employers through each step—new-hire paperwork, tax account setup, year-end filings—while its backend quietly syncs federal, state, and local tax rules. For owners who have worn every hat in the company, those guardrails feel like a safety net, not another chore.

Compliance Checklist

• Automated payroll tax calculations, filings, and payments in all 50 states
• New-hire reporting and digital I-9/W-4 e-signatures
• Workers’ comp integration and pay-as-you-go premium calculations
• Contractor payments with automatic 1099 prep and e-delivery
• Reminders for ACA, COBRA, and year-end W-2/1099 deadlines through the built-in Resources hub

Pros & Considerations

• Low learning curve and fast onboarding (often same day)
• Optional HR and legal advisory add-on for extra peace of mind
• Limited harassment training or safety modules—may need third-party apps for niche requirements
• International payroll still in beta; global teams should verify coverage

Pricing Snapshot

Gusto’s “Simple” plan (2025) runs about $46 base plus $6 per employee/month. “Plus” unlocks PTO tracking and next-level compliance reminders; “Premium” adds HR advisory services—request a quote for current rates.

Best For

Startup founders and sub-50-person teams that need trustworthy payroll plus essential HR compliance without a steep price tag or steep learning curve.

3. BambooHR — User-Friendly HRIS With Growing Compliance Module

BambooHR built its reputation on an intuitive interface and clean employee database; now it’s beefing up compliance so small teams don’t have to stitch together point tools. If you want one dashboard for people data, time off, and baseline labor-law coverage, BambooHR deserves a close look.

Unlike heavyweight suites, Bamboo keeps menus simple and hides the jargon. The platform quietly applies federal and state rules to forms and workflows, then surfaces alerts only when something needs your attention—ideal for founders who’d rather spend their mornings on customers than deciphering statutes.

Standout Features

• E-sign I-9s and W-4s at onboarding, with secure storage and audit trails
• Automatic PTO accrual rules that match state and municipal sick-leave laws out of the box
• 2025 release of policy-acknowledgment tracking: employees e-sign handbooks, and managers see real-time completion dashboards
• One-click EEO and headcount reports; export to CSV or schedule recurring emails to execs

Pros & Watch-Outs

• Sleek mobile app and customizable reports make data retrieval painless
• Easy API connections to Gusto, Paychex, and most payroll providers
• Payroll add-on (TRAXPayroll) still rolling out full 50-state garnishment support—double-check if your workforce spans every border

Pricing & Implementation

Two core bundles: Essentials and Advantage. Compliance tools live in Advantage; pricing is quote-based but typically $9–$12 per employee/month. Most SMBs go live in 4–6 weeks, including data import.

Ideal For

People-centric companies with 50–250 employees that need an HRIS backbone plus growing hr compliance solutions without overwhelming admins or budgets.

4. Rippling — All-in-One Platform Built for Multi-State & Global Compliance

Remote hiring exploded, and Rippling leaned in. The platform ties HR, payroll, IT, and even device management to a single employee graph, so compliance data follows workers automatically—whether they’re in Milwaukee, Madrid, or Manila. For small businesses juggling multiple jurisdictions (and maybe a few MacBooks), Rippling offers one of the most complete hr compliance solutions you can buy without hiring a full back-office team.

Why It Stands Out

Because every record—pay rate, laptop serial number, health plan election—lives in the same database, Rippling can generate audit-ready reports in minutes instead of days. Add a new hire in Georgia? The system opens state tax accounts, pushes the correct labor posters to the employee portal, and schedules harassment training before you finish your coffee.

Key Compliance Features

• Automatic registration for state & local payroll taxes as you expand
• Wage-and-hour monitoring with alerts for overtime, meal, and rest-break violations
• Policy distribution, e-sign acknowledgments, and version-controlled audit trails
• Built-in learning paths: HIPAA, PCI-DSS, anti-harassment, and custom courses
• Global Employer of Record option covering 50+ countries with localized contracts, statutory benefits, and in-country payroll
• Enterprise-grade security: SOC 2 Type II, GDPR compliance, remote device lock and wipe

Pricing & Implementation

Rippling starts with its Unity Core platform (base fee) and layers modules—Payroll, Benefits, EOR, Learning—priced per employee (roughly $8–$12 each). Most SMBs complete implementation in two to four weeks thanks to automated data imports and 500+ pre-built integrations.

Ideal For

• Remote-first or fast-growing companies hiring across multiple states or countries
• Tech-savvy teams that want HR, IT, and compliance under one login
• CFOs who crave granular audit trails before the next funding round

5. ADP Workforce Now — Enterprise-Grade Compliance Muscle for Mid-Sized Firms

When a company tips past 100 employees, spreadsheets and entry-level apps usually crumble under the weight of multi-state payroll, garnishments, and ACA filings. That’s where ADP Workforce Now flexes. Backed by decades of legislative research and one of the largest tax-filing engines in the U.S., the platform gives operations leaders Fortune-500-grade controls without forcing them to buy a true enterprise suite. In the crowded field of HR compliance solutions, ADP stands out for depth: every module—HR, payroll, benefits, time, talent—feeds a single compliance data layer that flags issues before auditors do.

Compliance Strengths

• Legislative Alerts dashboard surfaces federal, state, and local rule changes with actionable next steps
• SmartCompliance® add-ons automate payroll tax deposits, wage garnishment disbursements, unemployment claims, and wage-and-hour variance checks
• Built-in ACA monitoring tracks variable-hour eligibility, generates 1094/1095 forms, and e-files to the IRS
• Secure document vault with policy acknowledgment workflows and audit trails
• Robust reporting library (EEO-1, VETS-4212, OSHA 300) plus custom analytics for industry certifications

Advantages & Drawbacks

• Global expertise and 24/7 client service centers deliver white-glove support
• Highly rated mobile app keeps managers and employees compliant on the go
• Interface can feel heavyweight for sub-50 staff; many premium functions priced à la carte

Pricing & Setup

ADP quotes per company based on headcount, modules, and service tier. Most mid-market firms purchase a bundled implementation package that includes data migration and admin training; rollout typically spans 6–10 weeks.

Best Fit

Organizations with 100–1,000 employees that need rock-solid payroll, complex tax handling, and optional managed services—without hiring an internal compliance department.

6. Paychex Flex — Scalable Payroll & HR Compliance With Live Advisors

Paychex has served small employers for more than four decades, and the 2025 version of Paychex Flex brings that institutional knowledge into a clean, modular cloud suite. The platform starts with rock-solid payroll, then layers on human-friendly HR compliance solutions such as safety tracking, handbook builders, and always-on advisory support. Because every module shares the same data backbone, adding services doesn’t mean re-keying employee info or juggling extra logins.

Unlike vendors that rely solely on chatbots, Paychex still puts certified HR pros on the phone. Whether you’re deciphering the new federal overtime threshold or need a second opinion on a tricky termination, mid-tier plans include 24/7 access to a live advisor who can walk you through the risks in plain English. That balance of automation plus human guidance makes the system a popular middle-ground for owners who want more than DIY software but don’t need full PEO co-employment.

Highlighted Features

• Paychex HR Library with policy templates and legal updates
• Automatic state and federal labor-law poster service
• OSHA incident log and Paychex Safety platform for injury reporting
• Garnishment processing and multi-state payroll tax filing built in
• Secure document vault with e-signatures and audit trails

Pros & Considerations

• Menu of add-ons (retirement, insurance, time & attendance) lets businesses scale at their own pace
• Revamped 2025 UI is mobile-responsive and noticeably faster
• Some users mention aggressive upsell attempts—clarify contract terms upfront

Pricing

• “Essentials” covers core payroll; “Select,” “Pro,” and above unlock HR compliance tools and advisor hotline. Pricing is quote-based but generally falls between $45 base plus $6–$12 per employee/month depending on modules.

Ideal User Profile

Multi-industry SMBs that want payroll, benefits, and compliance under one roof—without sacrificing the option to talk to a real human when regulations shift overnight.

7. Justworks — PEO Model That Offloads Compliance Administration

Need a one-subscription way to make payroll taxes, benefits filings, and labor regulations someone else’s problem? That’s the promise of Justworks. Operating as a professional employer organization (PEO), the company becomes co-employer of your staff, meaning it files under its own EIN, pools your headcount with thousands of others, and assumes day-to-day compliance duties. For busy founders who’d rather iterate on product than parse IRS Publication 15, it’s a lifesaver among HR compliance solutions.

By centralizing payroll, benefits, and risk management in a single dashboard—and backing it with in-house attorneys and ERISA specialists—Justworks keeps policies aligned with the latest federal, state, and local mandates without endless plug-ins or manual updates.

Compliance Highlights

• Co-employment model covers payroll tax deposits, W-2s, new-hire reporting, and EPLI coverage
• Pre-negotiated medical, dental, vision, and 401(k) plans managed for ACA compliance
• Automatic updates when minimum wage or overtime thresholds change in any jurisdiction
• Integrated PTO tracking and overtime calculations to prevent wage-and-hour slip-ups

Pros & Cons

• Big-company benefits at small-company headcounts; transparent per-employee pricing
• Single support line for payroll, benefits, and HR questions
• Must use Justworks’ carriers and policy templates—limited customization for niche needs

Pricing

Two straightforward tiers: Basic (payroll + HR) and Plus (adds medical, dental, vision). 2025 rates run roughly $59–$99 per employee per month with no base fee.

Best For

• Founders who want “set it and forget it” compliance
• Remote or multi-state teams under 200 employees
• Budget planners favoring flat, predictable costs over à-la-carte add-ons

8. TriNet — Industry-Specific PEO With Deep Compliance Bench

TriNet has been in the PEO game for three decades, and that tenure shows in the depth of its compliance playbook. By combining co-employment payroll processing with vertical-focused expertise—think life sciences, finance, manufacturing, and nonprofit—it tailors policies and benefits to the exact regulations your sector faces instead of handing you a one-size-fits-all binder. If you need hr compliance solutions that already speak your industry’s language, TriNet is a proven shortlist pick.

A dedicated HR consultant learns your business, monitors regulatory changes across every state you hire in, and escalates red-flag issues before lawyers get involved. The result: founders gain time back while auditors find clean, well-documented records.

Key Features

• Multi-state payroll tax filings and year-end W-2/1099 delivery
• EEO-1, VETS-4212, and state pay-equity report preparation
• Industry benchmarking for salary, benefits, and turnover metrics
• Integrated LMS with OSHA, HIPAA, and harassment courses
• Compliance task workflows with dashboard deadlines and audit trails

Advantages

• On-call HR and legal specialists for thorny terminations or investigations
• Risk mitigation add-ons, including EPLI and legal defense fund options
• National benefit plans that satisfy ACA while keeping premiums competitive

Pricing & Contract Notes

TriNet prices are quote-based and vary by headcount, industry, and benefit elections. Contracts are typically annual; request month-to-month terms and clarify any early-termination fees before signing.

Ideal Industries

• Technology & SaaS
• Professional services
• Light manufacturing
• Nonprofit organizations

9. Zenefits by TriNet — Self-Service HRIS With Built-In Compliance Reminders

Zenefits, recently re-branded under the TriNet umbrella, gives small teams a browser-based HRIS that feels as intuitive as consumer software. You keep total ownership of policies while the system nudges employees (and you) whenever a regulation demands action—no co-employment contracts, no long phone queues.

Because Zenefits pulls regulatory intel from TriNet’s legal and insurance experts, updates flow straight into your workflows: new labor posters, revised handbooks, or mandatory training appear automatically in the employee portal and mobile app. Admins see real-time completion dashboards and can export audit trails in seconds.

Compliance Toolkit

• Marketplace of 50+ mandatory courses (HIPAA, OSHA, anti-harassment) with automatic assignment rules
• Digital labor-law poster service covering all 50 states and municipalities
• PTO and scheduling engine that enforces meal/rest breaks and local sick-leave accruals
• E-sign onboarding packets (I-9, W-4) stored in a secure, searchable vault

Pros & Considerations

• Modern UX employees actually enjoy
• 500+ integrations with payroll, ATS, and accounting tools
• Advisory add-on provides live SHRM-certified experts when issues escalate
• Customer support still improving; complex edge cases sometimes require multiple follow-ups

Pricing

Three SaaS plans run roughly $10–$27 per employee/month; add advisory support for about $5 more. No base fees, month-to-month billing.

Ideal For

DIY-minded SMBs under 250 employees that want software-driven hr compliance solutions with optional human backup—not a full PEO.

10. Namely — Mid-Market HR Platform With Personal Advisory Services

Namely was built for companies that have outgrown small-business payroll apps but don’t need the heft (or cost) of an enterprise suite. The cloud platform wraps an intuitive HRIS and payroll engine with compliance workflows that feel almost tailor-made. Where many mid-market tools stop at dashboards, Namely pairs every account with a “service pod” of SHRM-certified advisors who review policies, flag blind spots, and answer late-night questions in plain English. If you want software muscle plus human backup, Namely earns a spot on the shortlist.

Compliance Feature Set

• Searchable compliance library covering federal, state, and local employment laws
• Policy acknowledgment tracking with e-signatures and version control
• Built-in EEO-1, VETS-4212, and OSHA 300 log reporting
• California split-shift and meal-break violation alerts baked into timecard rules
• Automated COBRA, ACA, and state continuation notices via benefits module

Strengths & Weaknesses

Strengths

• Dedicated service pods provide white-glove guidance—no generic ticket queues
• Robust analytics and configurable dashboards support board-level reporting

Weaknesses

• Mobile app functionality lags behind web version, especially for admins
• Advisory tier costs extra; clarify scope to avoid surprise fees

Pricing

Modular pricing: core HR + payroll runs roughly $15–$20 per employee/month; add the Advisory Services Package for deeper compliance help. Implementation is quote-based and typically spans 6–8 weeks.

Best Fit

150–1,000 employee organizations seeking a balanced HRIS that combines mid-market depth, personalized advisory support, and scalable hr compliance solutions—without leaping to enterprise pricing.

11. Mineral (formerly ThinkHR) — On-Demand Compliance Content & Live Experts

Sometimes you just need a fast, reliable answer—no digging through statutes, no waiting on a consultant callback. Mineral puts a lawyer-vetted knowledgebase, 900+ training courses, and a team of certified advisors a click or call away. Because it’s software-first, setup is virtually instant, yet the platform still delivers human nuance where a chatbot falls short.

Many payroll companies and brokers white-label Mineral, so you may already have partial access. If not, standalone licensing is inexpensive and plugs neatly into the HRIS you already use, making it one of the most flexible HR compliance solutions on this list.

What Makes It Unique

• Combines AI search with attorney-authored content, surfacing answers in plain language
• Live phone/chat with SHRM- and SPHR-certified experts for situational guidance
• Customizable handbook builder that auto-updates policies when laws change

Key Features

• Law Alert emails and dashboard tracking new federal, state, and local requirements
• Training library (harassment, HIPAA, OSHA, data security) with completion certificates
• AI-driven PolicySmart comparison highlights gaps against best-practice templates
• Incident log and audit trail export to simplify DOL or EEOC investigations

Pricing & Pairings

Often bundled free through benefit brokers; direct plans run roughly $5–$9 per employee per month. Volume discounts start at 100 employees, and API connectors to Gusto, BambooHR, and Rippling are included.

Ideal For

Small to mid-size companies with lean HR teams that crave instant, authoritative answers and ready-made materials—without committing to a full-service outsource or pricey legal retainer.

12. HRdirect Smart Apps — Cost-Effective Point Solutions for Micro-Businesses

Need compliance help but don’t want (or need) a full HRIS? HRdirect’s à-la-carte Smart Apps let companies cherry-pick only the tools they’ll actually use, then pay a coffee-budget subscription to keep them running. Everything lives in the cloud, so even a one-person “HR department” can launch the software during lunch and be tracking labor requirements by dinner.

Compliance Capabilities

• Digital attendance tracker that flags missed meal/rest breaks
• E-sign HR document app for I-9s, W-4s, and policy acknowledgments
• OSHA incident log generator with instant Form 300/301 exports
• Automatic federal, state, and city labor-law poster updates shipped to every location

Because each app is standalone, owners can mix and match modules without fighting bloated menus.

Pros & Limitations

Pros

• Pay only for what you need; most apps cost pennies per day
• Mobile access (iOS/Android) keeps tiny teams compliant on the go

Limitations

• Not a full HR database—employee data may be entered twice
• Limited integrations; exports are CSV rather than live API feeds

Pricing

Most Smart Apps run under $5 per employee per month, and the physical poster subscription is roughly $99 per year with free mandatory updates.

Best For

• Firms with <25 employees
• Solo founders juggling multiple hats
• Budget-conscious teams needing targeted hr compliance solutions fast

13. VirgilHR — Real-Time Legal Guidance Inside Your HR Workflow

Scrolling through statutes every time you write an offer letter is a productivity killer. VirgilHR fixes that by piping live, state-specific legal rules straight into the screens your team already uses. Think of it as a legal co-pilot: draft an employment action, and a side panel instantly flags any wage-and-hour, leave, or notice requirements you might miss. Because the guidance appears in real time—via Chrome extension or API—HR pros correct issues before paperwork goes out, not after an auditor shows up.

Standout Features

• Overlay inside Gmail, Outlook, BambooHR, Workday, and more
• 50-state plus federal database covering hiring, leave, discipline, termination, and pay equity
• One-click policy citations and links to governing statutes for easy documentation
• Customizable “house rules” so company policies layer on top of legal baselines

Advantages

• Prevents costly missteps at the point of decision instead of post-hoc cleanup
• No separate login; guidance lives where HR already works
• Weekly content refreshes vetted by employment attorneys

Considerations

• Requires an existing HRIS or ATS; not a standalone data system
• Browser extension limits offline access

Pricing

Subscription runs roughly $25–$35 per admin user/month, with volume breaks for teams of 10+.

Best Use Cases

Growth-stage HR teams that want an always-on “legal sidekick” without expanding payroll or waiting on outside counsel replies.

14. NAVEX One — Ethics & Compliance Suite With HR Focus

Most tools on this list cover payroll or labor-law basics; NAVEX One zooms out to the broader world of ethics, reporting, and culture risk. The SaaS platform unifies hotline intake, case management, policy distribution, and attestation tracking, giving HR and legal teams a single source of truth when regulators—or employees—raise concerns. If your board is pushing for stronger governance or you’re in a regulated sector, NAVEX brings heavyweight controls without forcing you to stitch together point products.

Compliance Strengths

• Incident management workflow with anonymous whistleblower hotline in 50+ languages
• PolicyTech module pushes policies to employees, requires e-sign acknowledgment, and maintains versioned audit trails
• Integrated risk assessment tools map controls to frameworks like OSHA, SOX, GDPR, and the U.S. Sentencing Guidelines
• Robust analytics dashboard surfaces trends by location, department, or issue type for proactive remediation

Pros & Cons

Pros

• Enterprise-grade security (SOC 2 Type II, ISO 27001) suitable for auditors and investors
• Highly configurable workflows and role-based permissions

Cons

• Feature depth can overwhelm teams under 50 employees
• Implementation often needs dedicated admin training

Pricing

Modular licensing: most SMBs start with PolicyTech or EthicsPoint hotline, then layer Case Management or RiskRate. Entry pricing typically begins around a $4,000 annual subscription, scaling per employee and module.

Ideal For

Finance, healthcare, and other tightly regulated industries that need ethics governance plus traditional hr compliance solutions in one auditable system.

15. ComplianceHR (PolicySmart & Navigator) — Attorney-Built DIY Compliance Tools

Need the brains of a big-law firm without the big invoices? ComplianceHR packages Littler Mendelson’s employment-law expertise into easy, self-service software that guides users through some of the trickiest classification and policy puzzles. Because the rules are baked in and refreshed regularly, busy HR teams get quick, defensible answers instead of spending hours cross-checking statutes.

Key Tools

• Navigator OT – Determines whether a role is overtime-eligible under federal and state tests, with side-by-side exemption analyses.
• Navigator IC – Evaluates independent-contractor status using federal, state, and agency factors, then produces a downloadable risk report.
• PolicySmart – Cloud handbook builder loaded with 400+ attorney-drafted policies that auto-update when laws change.

Advantages

• Built in partnership with Littler’s employment attorneys for legal-grade accuracy.
• Dynamic Q&A workflow shows “why” behind each decision, creating an audit trail for investigators.
• Works as a standalone site or via API into major HRIS platforms—no messy exports.

Pricing

Subscriptions are sold per module (starting around $2,000 annually), with bundle and enterprise discounts that drop per-employee costs well below most outsourced hr compliance solutions.

Best Fit

• HR pros who want rapid, attorney-backed analyses without hourly fees.
• Multi-state employers wrestling with conflicting exemption or contractor rules.
• Legal teams seeking documented, repeatable classification workflows.

16. Bambee — Dedicated HR Manager Subscription for Small Teams

When you only have a handful of employees, the idea of hiring a full-time HR pro feels out of reach—yet the compliance risks are real. Bambee bridges that gap by pairing each client with a remote, SHRM-certified HR manager who sets up policies, fields day-to-day questions, and even deals directly with regulators if issues arise. Think of it as having an “HR department in a Slack channel” for a fraction of the payroll cost.

Core Offering

• Assigned HR manager available via phone, email, and chat for strategic or situational guidance
• Initial HR audit pinpoints gaps in handbooks, trainings, and record-keeping
• Ongoing policy drafting and updates delivered in plain English, not legalese

Compliance Coverage

• Custom employee handbook aligned with federal, state, and city laws
• Labor-law poster subscription with automatic replacements when statutes change
• Time-tracking integration that flags missed breaks and overtime risks
• Mandatory training management (harassment, safety) with completion certificates
• Direct representation during DOL or EEOC inquiries—your manager answers first

Pricing

Flat monthly rates scale with headcount: roughly $99 for 1–4 employees, $159 for 5–19, and up to $299 for 20+. No setup fees, month-to-month terms, and unlimited support hours keep budgeting simple.

Ideal For

Very small businesses, family-run shops, and nonprofit teams that need hands-on HR compliance solutions—complete with a human expert—without hiring an internal specialist or wading through do-it-yourself software.

17. OnPay — Budget-Friendly Payroll With Compliance Basics

Need rock-solid payroll without the sticker shock? OnPay delivers a lean, easy-to-drive system that nails the core compliance tasks most small employers care about—at a flat price that won’t wreck the budget. If you’re graduating from spreadsheets or a shoestring processor, OnPay gives you everything you need to pay people accurately and satisfy regulators, minus the bloat of bigger hr compliance solutions.

Key Compliance Features

• Automated federal, state, and local payroll tax calculations, filings, and payments in all 50 states
• Built-in new-hire reporting that pushes data to each state agency automatically
• Configurable PTO and sick-leave accruals to match state and municipal mandates
• Optional pay-as-you-go workers’ comp integration with top carriers
• Secure document vault for e-sign W-4s, I-9s, and year-end W-2/1099 distribution

Strengths & Drawbacks

Strengths

• Transparent pricing, no add-on fees for multistate runs or year-end forms
• Excellent U.S.-based customer support via phone and chat
• Deep integrations with QuickBooks, Xero, and Mineral for extra compliance muscle

Drawbacks

• Limited HR modules—no built-in performance reviews or advanced learning tools
• Multi-currency payroll not supported (U.S. only)

Pricing & Best For

One plan: $40 base + $6 per employee/month, unlimited pay runs included. Perfect for budget-conscious startups, family-owned businesses, and nonprofits that primarily need compliant, painless payroll—with the option to layer richer HR tools later on.

Stay Compliant, Keep Growing

No two small businesses share the same mix of headcount, locations, or regulatory headaches. The thread that ties every provider on this list together is simple: they shrink the gap between “We hope we’re compliant” and “We know we are.” Choose the model that matches your reality today:

• Hire an embedded partner when you need strategy plus execution.
• Lean on an HRIS if you already have someone to drive the dashboard.
• Pick a PEO when you’d rather outsource the admin burden wholesale.
• Bolt on a specialty tool to patch a precise risk area.

Whichever route you pick, revisit the decision each time you cross a growth milestone—10 to 50 employees, single- to multi-state expansion, seed funding to Series B. Regulations evolve, and so should your safeguards.

If you’d like a second set of eyes before the next audit or investor diligence round, schedule a free, no-pressure compliance checkup with the experts at Soteria HR. We’ll spot the blind spots, outline fixes, and let you get back to building your business—confident the red tape is handled.