5 Best HR and Payroll Software Platforms for 2025

Streamlining your HR and payroll into a single software product is a smart way to improve efficiency and compliance. With the Employment Rights Bill expected take effect over the next two years, you’ll need a system that can adapt to the changes coming into UK law.  But which system is the right choice for your needs?

During my analysis of the top HR and payroll software – carried out alongside an independent reviewer – MHR iTrent was the standout. It’s a solid option with some truly impressive modules for upskilling employees. But remember, the “best” solution for you depends on your specific needs.

This is why I’ve compiled a list of our top five HR and payroll brands. Each caters to the common pain points that small business owners have told the Startups team they regularly encounter when purchasing new software.

A quick note on pricing: payroll and HR software brands are notorious for hiding their fees. I struggled to find transparent pricing for all but one brand (Staffology). I’ve highlighted provider costs where I can, but you can also get exact quotes with the 🔍free cost comparison tool from Startups. Just input a few details about your business and it will give you a personalised cost estimate in minutes.

The top HR and payroll systems: comparison chart

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BEST ALL ROUND
Provider MHR iTrent	Provider Rippling	Provider Staffology by IRIS	Provider Moorepay	Provider ADP
Best for Tech and healthcare businesses	Best for Finance businesses	Best for Seasonal businesses	Best for Marketing and sales businesses	Best for Managing and paying freelancers
HMRC Compliant	HMRC Compliant	HMRC Compliant	HMRC Compliant	HMRC Compliant
Compare Quotes	Try Rippling	Compare Quotes	Try Moorepay	Compare Quotes

1. MHR iTrent: Best for tech and healthcare companies

Employees can make note of any learning modules they are working on in the dashboard of MHR’s self-service portal. Image source: mhrglobal.com/uk/en/itrent

MHR is a specialist in employee learning, and its HR software iTrent is a great fit for fast-paced sectors like tech and healthcare. Both experience constant change, and upskilling ensures workers can adapt to new technologies, regulations, and best practices.

Currently, over 1,000 UK companies rely on iTrent. Its built-in Learning Management Software (LMS) can be used to host, track, distribute, personalise, optimise, and scale up your corporate training programmes. Key features include:

• New starter onboarding
• System admin support
• HR legislation updates for managers
• Upskilling modules for data analysis

What I like about MHR iTrent:

Salary budgeting: employee wages are rising everyday (the National Living Wage saw an especially big rise last year). iTrent’s unique salary modelling feature helps firms stress test new hires to gauge how a pay change will affect budgets.

Timesheets: iTrent’s mobile workforce management feature lets employees clock-in and out themselves. This data then flows directly to payroll, so consultant staff – or those working to a timesheet – know that their hours are accurately recorded and compensated. By comparison, other brands on this list, namely Moorepay and IRIS, do not offer this feature.

Employee empowerment: gaining buy-in from employees can be difficult if a system proves confusing to learn. iTrent provides pre-recorded training videos and a knowledge base to guide employees through the onboarding process.

Reasons to avoid MHR iTrent:

Payroll compliance: iTrent is not qualified to give advice on payroll compliance through the iTrent platform. Users will need to hire a third-party expert or auditor to ensure they are up-to-date with tax and legislation changes.

2. Rippling: Best for finance companies

Rippling makes HR and payroll processes like onboarding simple to understand with its desktop walkthroughs

Rippling is a low-cost software with bespoke prices for users, though it has previously stated that fees start at £7 per user, per month. During testing, we were particularly impressed by its automatic alert system. If there is a breach in payroll compliance, we discovered that Rippling will instantly notify users – potentially saving thousands in avoided penalty fees.

Because of this, I’d recommend Rippling to finance and insurance companies. These sectors are specially regulated, meaning compliance is a particularly sticky area that Rippling can help smooth out. Key features include:

• Employee background checks to comply with Financial Conduct Authority (FCA) regulations on senior staff qualifications
• Know Your Customer (KYC) checks for finance businesses carrying out thorough checks on the identity and source of wealth of their clients
• Automated leave tracking ensures teams know how to adjust workloads if a key account role or manager goes on leave

What I like about Rippling:

Ease-of-use: adopting a new software for your business can be a tricky process. Rippling’s interface is similar to Slack and, thanks to its helpful walkthrough tour and live training features, the platform is easy for new signups to master.

Customisation: Rippling has an open API (a code that allows two software programs to communicate directly) so you can link it with your existing third-party apps. For example, Rippling can integrate with a company’s CRM tool to track customer interactions and link them to employee performance.

Reasons to avoid Rippling:

Trust: vendor data is stored in the US, which could be a security concern for companies with sensitive customer data. However, I was impressed by its long list of security features (including certificates for three international security standards) and I think these should be enough to suit most businesses that don’t require advanced data protections.

3. Staffology Payroll by IRIS: Best for seasonal businesses

The Staffology self-service portal helps part-time employees or those working odd hours understand their payslip.

IRIS is one of the UK’s longest-running private software companies. It invested in a small business-oriented product called Staffology Payroll in 2021, which is a suitable system for seasonal companies like landscapers or tourist-oriented companies.

Staffology’s unique pricing structure is great for firms with fluctuating team sizes. Its pricing is based on the number of payslips created each month, and the cost per payslip gets cheaper the more employees you add. 

Businesses pay:

• £39 per month for up to 19 payslips
• £1.95 per payslip, per month for 20 to 50 payslips
• If you process more than 50 payslips, you’ll need to contact the Staffology team for a quote

This low per-employee cost is a real benefit if you want to avoid paying for inactive employees during the off-season. That said, due to the fact that Staffology costs £39 per month minimum, it may be cheaper for teams with fewer than five employees to invest in a cheaper choice like Rippling.

What I like about Staffology:

Onboarding: unlike our top-rated brand, MHR, Staffology boasts advanced onboarding and support features. This includes a 24/7 chatbot and a live training course so that you can train staff members to use the platform easily, even if they’re lacking tech experience.

Visibility: like MHR and Moorepay, Staffology also has a mobile app that lets employees access payslips via a self-service portal. This means employees can view pay information, such as how many tips they’ve earned, and other important updates at any time – great if they’re working odd shift patterns.

Reasons to avoid Staffology:

Shift management: staff can’t record their own hours from the Staffology platform. I must flag this would be a significant drawback for workforces that rotate shifts, such as retailers and hospitality businesses with part-time or zero-hours workers.

Payroll reporting: Staffology is not ideal for complex data visualisation or analysis. Our researchers were unable to design a report that shows the differences between an upcoming payroll and the previous one (known as a changes report) or build custom reports.

4. Moorepay: Best for marketing and sales businesses

The Moorepay mobile app lets employees view their payslips, personal data, and other pay information on-the-go.

Moorepay is a goliath in payroll – I’d recommend the solution to sales and marketing teams. Its exceptional reporting capabilities are ideal for linking staff performance to remuneration.

These types of businesses need reports that can track and analyse the complexities of employees on a salary, hourly wages, and commission. Moorepay’s custom Report Designer Tool lets SMEs report on bonuses, overtime pay, and labour costs associated with specific projects. Key features include:

• Predictive analytics to analyse cost impact of new hires or pay increases
• Automatic data collection so you won’t have to worry about last-minute edits
• Drag-and-drop functionality for those with limited design experience
• 80 ready-made charts to track everything from gender pay gap to training costs

What I like about Moorepay:

Real-time dashboards: Moorepay gives users access to real-time dashboards so you can get an instant breakdown of your workforce each day, such as how many staff members are absent. Managers can then respond accordingly if absenteeism seems high.

Trust: the Moorepay system is well-known within HR and payroll (we’ve written about it regularly over the past two decades) and has an industry-leading accuracy rate of 99%. It is also CIPP-accredited and ISO 27001 certified. That means all customer data is stored securely and in compliance with GDPR regulations.

Reasons to avoid Moorepay:

Employee benefits: I was disappointed to see that are no ready-made integrations with benefits admin software, which is a drawback for teams that reward employees using perks and other incentives. Those with tech experience can build one using Moorepay’s open AI, however.

Training: Moorepay does not offer live training to help new users get to grips with the software. Businesses might find themselves hit with a lengthy implementation process as employees must train themselves using Moorepay’s pre-recorded webinars and tutorials.

5. ADP UK: Best for managing and paying freelancers

We like that the ADP dashboard displays both weekly payroll information and a personal to-do list for time-poor managers

ADP’s impressive client base includes Dell and Amazon. While it is predominantly a tool for big business, the software has some niche features that make it ideal for small companies employing a global network of freelancers.

Companies have to be employing at least 25 team members to access ADP, which is why I’d recommend it most to those with many self-employed workers on the books. Key features include:

• International payroll for paying workers in over 140 countries
• AI notifications to nudge time-poor managers about payroll and HR tasks
• Educational resources on payroll tax laws across the globe
• Mobile app for employees to access payslip updates from any location

What I like about ADP:

Training: you’ll likely be stretched for time if you’re managing a large network of freelancers. ADP’s library of live and pre-recorded training materials to help users get a handle on using the software’s advanced features like open AI and custom report building.

Time tracking: ADP Real Time is a time and attendance tracker that’s accessible on any device. Even if team members are digital nomads working poolside in Spain they’ll be able to accurately record their work hours for simplified timesheets and pay calculations.

Reasons to avoid ADP:

Budget tracking: the only report that ADP cannot generate is a changes report (a way to track spending changes between payroll runs). Businesses can use the ADP custom report builder as a workaround for this issue, however.

Support: ADP has no email support option and help is only available via live chat and phone during business hours. In the event of a system error, organisations may struggle to resolve the issue swiftly.

What to look for from HR and payroll software

Because of how big the payroll and HR market is, it’s always a good idea to have a list of metrics by which to appraise each product. Then you won’t be blown off course towards a tool that complicates – rather than simplifies – your HR and payroll processes.

To find our above list, I worked with an independent research team to examine each supplier in detail and judge how well they met the below criteria. I’d recommend using these factors to examine how suitable a software platform may be for you.

• Onboarding: new software can sometimes be tricky to get your head around. You should look for providers that offer learning materials during setup, such as live training and tutorials.
• User support: explore the resources available to help you understand complex payroll processes, like the available support channels (such as phone, email, and live chat).
• Security: your sensitive information needs to be well looked after. Look for software providers with strong security features such as ISO 27001 certification and data encryption, and find out where your data will be stored.
• Customisation: you should look for software that can be tailored to your business’s specific needs, from making payslip amendments to building custom reports.
• Scalability: your business will grow and change over time. Look for software that can accommodate your evolving needs. For example, investigate how easy and expensive it is to add new employees.
• Employee experience: keep an eye out for self-service tools, like mobile apps, that your staff can use to reduce admin time for managers.

What to avoid in HR and payroll software

1. No customisation: I cannot stress enough how difficult last-minute revisions to payroll (such as bonuses, leave, or overtime pay) can make things for finance teams. I always advise SMEs to look for a system with customisation features, such as the option to build bespoke reports. It’s a bit more complicated, but open AI provision will also let you link existing software using custom integrations to ensure data is shared between your arsenal of business tools.

2. Data risk: protecting employee data is hugely important for ensuring the workforce keeps faith with the company. Every payroll software brand should have two of the below at the very least:

• Encrypted data storage
• ISO 27001 certification 
• CIPP accreditation 
• Data stored at a UK-based centre 
• Clean history of data breaches in the last two years

3. Poor scalability: switching to a new software provider is a huge hassle, but it may be necessary if your team is growing quickly. Our research team looks for scalable pricing tiers, or per employee billing, when finding the best payroll systems, as this will let users hire more staff without instantly blowing their budget. 

4. Bad user experience: it’s very frustrating when employees don’t immediately take to a new platform. Businesses can make things easier for staff by investing in a platform with ready-made tutorials and training materials, or live training sessions. Responsive customer support teams, with at least two different contact channels, can also help to address common challenges. 

New and incoming HR and payroll laws

The landscape of HR and payroll is constantly evolving, with new laws and regulations being introduced regularly. Staying informed about the latest developments is crucial for HR professionals to ensure compliance and avoid costly penalties. Below are some of the most important HR and payroll law changes you need to know about:

HR and payroll laws for 2025

The Employment Rights Bill, a package of employment law reforms announced last year, will be taking effect over the next couple of years. It features new legislation that will come into effect in April 2025. Here’s a need-to-know summary of the bill for employers:

1. Sick pay reform – currently only workers earning over £123 per week are entitled to Statutory Sick Pay (SSP). But the government will soon entitle all workers to receive either the new SSP rate of £118.75 per week (coming into effect from April) or 80% of their average weekly earnings.

2. Maternity pay reform – women employees will be able to give notice for maternity leave from day one, instead of the current requirement of 26 weeks of employment. You can use Rippling’s HR features to roll out this benefit to all female staff next year.

3. Probation reform – there is currently no cap on how long a worker can be kept on probation, meaning they could be sacked at anytime. From April 2025, though, new hires will only be legally allowed to stay on probation for six months. Firms can use their HR software to ensure they stay compliant with the new process.

Law changes that were introduced in 2024

Last year saw a number of major employment law changes that affected how HR and payroll teams operate. Here are five that small employers need to know about for this year:

1. Flexible Working Bill: workers can now request flexible work arrangements from day one of employment. If you are using HR and payroll software that integrates with employee benefit software (such as MHR iTrent), you can easily track each request.

2. New Carer’s Leave Regulations means all employees with caring reponsibilites can now take one week of unpaid leave a year. Rippling’s leave features can help business owners to budget for temporary replacements or overtime costs in this period.

3. The Paternity Leave (Amendment) Regulations 2024 permits anyone on paternity leave (and pay) to split their two weeks’ entitlement into two separate one-week blocks.

4. Employment (Allocation of Tips) Act: as of last October, 100% of tips will need to be passed on to workers.  MHR, Moorepay, and Staffology all have a mobile app that lets employees view payslips and bonuses via a transparent self-service portal.

In summary

To round things up, the employment landscape in the UK is constantly changing and evolving, and so you’ll need HR and payroll software that can keep up with the times.

That’s why our number one solution for small businesses is MHR, with its iTrent payroll and HR software. Using its built-in learning management software, you can upskill your employees with its and its library of 30,000+ online modules, which is ideal for companies that need to keep up in fast-paced industries. iTrent’s unique salary budgeting feature also stood out as a valuable tool, alongside its mobile workforce management feature.

Related reading

• How to manage payroll
• Best HR software for SMEs
• What is HR?