ADP vs. Workday: A complete HR software comparison for 2025

Payroll mistakes, clunky benefits administration, and inefficient processes can cost time and money, not to mention frustrate your team. That's why choosing the right HR software is one of the most important decisions your business can make.

ADP Workforce Now and Workday HCM are two players in the human capital management (HCM) space, but they take different approaches to solving HR challenges. ADP offers a payroll solution with global reach, while Workday focuses on advanced analytics and comprehensive workforce management. Choosing the right one means understanding not just what they offer, but how they align with your company’s priorities.

In this guide, we explain the key features and pros and cons of each platform to help you confidently choose the best fit for your business. And if you’re seeking a superior option, we introduce Rippling, an all-in-one HR solution that could be the game-changer you’ve been searching for.

ADP vs. Workday: Feature overview

Both ADP and Workday function as human resources information system (HRIS) solutions that cater to distinct business needs. ADP HRIS focuses on payroll, compliance, and benefits administration, while Workday HRIS emphasizes advanced analytics, workforce planning, and a unified approach to HR and financial management. Here’s an overview of the key features of each platform:

ADP vs. Workday: Core HR features

Below, we explore each platform's standout HR features:

ADP

ADP Workforce Now focuses on delivering payroll and HR solutions. Its features can assist with compliance, streamline administrative tasks, and improve workforce tracking.

Comprehensive payroll capabilities

ADP handles payroll effectively. It automates calculations, tax compliance, and deductions for businesses of all sizes. Its reporting tools provide actionable insights, which can make audits and financial planning more straightforward.

Global payroll support 

ADP extends payroll functionality to over 140 countries through the ADP Global Payroll add-on. It ensures businesses can pay international employees while staying compliant with local tax laws and regulations.

Detailed time and attendance tracking

The platform can simplify workforce management with its advanced time-tracking tools. Businesses can track employee hours, calculate overtime automatically, and generate attendance reports. These tools integrate with payroll and scheduling systems to improve efficiency.

Workday

Workday HCM combines HR, finance, and workforce planning into a unified platform. Its focus on analytics, talent development, and customization can help organizations manage their teams while driving growth.

Talent and learning management

Workday prioritizes talent development. Its platform supports recruiting, onboarding, and ongoing employee training. The learning management system helps businesses create personalized training paths to enable employees to develop their skills and stay engaged.

Advanced workforce analytics

The platform equips businesses with detailed workforce analytics. HR teams can track performance, forecast hiring needs, and analyze workforce trends. These insights can allow leaders to make strategic decisions based on real-time data.

H4: Employee self-service portals

Workday empowers employees through intuitive self-service dashboards. Users can update personal details, request time off, and access pay stubs from any device. The customizable interface can help businesses adapt the portal to their unique needs.

ADP vs. Workday: Integrations and implementation

When evaluating HR software, integrations and implementation are critical factors that can influence how smoothly the platform fits into your business ecosystem. Both ADP Workforce Now and Workday HCM provide integration options, but they differ in complexity, scalability, and the time required for implementation.

Integrations

ADP 

ADP Workforce Now offers versatile integration capabilities, which can be helpful for businesses with existing software ecosystems. It connects with tools like QuickBooks and Xero for payroll and accounting, SAP Concur for expense management, and Microsoft Teams for communication and task coordination. ADP integrates with other HR software like Workday too, which can offer flexibility for companies that use multiple HR systems.

The ADP Marketplace enhances this functionality by providing pre-built apps and APIs, allowing businesses to customize integrations and add new features as needed.

Workday 

Workday HCM focuses on enterprise-grade integrations designed to align HR and finance systems. It connects with platforms like Salesforce for CRM, Slack for collaboration, and ERP systems such as SAP and Oracle, which can make it a scalable option for larger organizations.

Through Workday Extend, businesses can create custom applications within the Workday ecosystem. Pre-packaged connectors can simplify integrations with common enterprise tools, which can offer a unified experience for HR and organizational workflows.

Implementation

ADP 

ADP Workforce Now provides an implementation process that typically takes 10 to 14 weeks. The process includes pre-built templates and workflows that assist with setup, while implementation specialists guide businesses through the transition. ADP offers post-implementation support to help administrators and employees adapt to the system, aiming to reduce disruptions during deployment.

Workday 

Workday HCM provides an implementation process that generally ranges from four to six months. Certified partners or consultants tailor the platform to fit an organization’s specific needs, often using a phased rollout that begins with core HR functions and expands to other modules like talent management and analytics. Workday provides training for administrators and users to help teams use its advanced features. While the longer timeline offers a tailored solution for complex HR operations, it may not meet the needs of businesses requiring rapid deployment.

ADP vs. Workday: Scalability

When choosing HR software, scalability is an essential factor to consider for businesses planning for growth. Both ADP Workforce Now and Workday HCM support expanding teams, but they cater to different types of growth and operational complexity. Here’s how they stack up when it comes to adapting to growing workforce needs and evolving business requirements:

ADP 

ADP Workforce Now provides solutions designed to scale alongside a business’s growth. The platform allows companies to expand features and add users as needed, catering to a range of organizational sizes.

Key scalability features include:

• Customizable plans: Businesses can adjust their HR and payroll packages by adding options like global payroll or enhanced compliance tools.
• Workforce size support: The platform accommodates businesses of different sizes, with a focus on those with up to 1,000 employees.
• Global expansion capabilities: The ADP Global Payroll add-on enables payroll and compliance support in over 140 countries, supporting businesses with international operations.

Workday

Workday HCM provides tools designed to help larger businesses address complex workforce needs. Its system integrates HR, finance, and analytics to support advanced operational requirements.

Key scalability features include:

• Enterprise-grade functionality: The platform can accommodate organizations with large workforces and offers tools for workforce planning, financial management, and analytics.
• Global reach: Workday includes multilingual and multi-currency support to manage operations across different regions. Integrations with tools like Salesforce and Oracle assist with global complexities.
• Customization options: Businesses can configure the Workday platform to align with their specific needs, adding modules such as talent management or advanced analytics as requirements evolve.

ADP vs. Workday: User Experience

User experience (UX) and user interface (UI) significantly impact how easily teams can adopt and use HR software. Both ADP Workforce Now and Workday HCM deliver comprehensive features, but they differ in ease of navigation, design, and mobile functionality.

ADP 

Users describe ADP Workforce Now as a platform with a broad range of HR features, but some find its interface challenging. Many users note that tasks like running reports or managing time and attendance require multiple steps, which creates frustration for those seeking more efficient workflows. Some also criticize the platform's design, calling it outdated and less intuitive, especially for newer users.

Reviews of ADP’s mobile app show mixed opinions. Some users appreciate its ability to handle pay stubs and basic HR functions, while others point out its lack of responsiveness and limited features compared to the desktop version.

Workday 

Users highlight Workday HCM’s modern design and straightforward navigation for handling HR processes. Many find it simplifies tasks like updating employee information, approving requests, and running workforce analytics.

The Workday mobile app earns praise for its reliability with tasks, such as submitting PTO requests, viewing pay stubs, and managing workflows. Some users, however, suggest improvements to its performance or additional features to enhance functionality.

ADP vs. Workday: Customer support

ADP Workforce Now and Workday HCM provide a variety of customer support options.

ADP

ADP Workforce Now offers several support channels for businesses, including:

• 24/7 customer support: Users can access assistance through phone and chat at any time.
• Live chat: The live chat feature addresses minor issues or provides quick answers to questions.
• Phone support: Dedicated support lines can assist with more complex issues and offer guidance.

Workday

Workday HCM provides support geared toward larger enterprises with the following features:

• Customer success manager: A customer success manager works with clients to help align the platform with business needs.
• 24/7 online support: An online portal with a ticketing system allows users to report issues and track resolutions at any time.
• Online resource center: Workday’s Knowledge Center provides documentation, training resources, and community forums to help users troubleshoot and learn independently.

ADP vs. Workday: Pros and cons

Below is a breakdown of ADP and Workday's key pros and cons based on user feedback and platform analysis:

ADP

Pros

• Automatic tax filing: ADP automates tax filing, helping businesses maintain compliance with federal, state, and local tax regulations.
• Flexible payroll schedules and reporting: The platform supports various payroll cycles and offers detailed reporting options, which can make it versatile for diverse business needs.
• Extensive customizability: Users can tailor the platform to fit specific requirements, adding modules like global payroll or time tracking as needed.

Cons

• Complex features and UI: ADP’s interface can feel outdated and overwhelming, leading to a steeper learning curve for new users.
• Higher costs for small businesses: Pricing can be less affordable for smaller organizations because of its comprehensive offerings and add-on features.
• Potential for hidden fees: Some users report unexpected costs for additional services or advanced functionalities.

Workday

Pros

• Easy and intuitive UI: Workday’s modern, clean interface can make it easier to navigate and often reduces the time required for training and onboarding.
• Streamlined employee self-service: Employees can manage tasks like PTO requests, payroll access, and updates to personal information.
• Support options: Workday assigns a customer success manager and provides self-help resources.

Cons

• Higher costs: Workday’s pricing reflects its enterprise-grade features, which may be prohibitive for smaller organizations.
• Steep learning curve: While intuitive, the depth of customization and advanced features can require time and training to fully master.
• Limited scheduling tools: The platform doesn’t offer comprehensive scheduling options, which may require businesses to integrate third-party tools.

ADP vs. Workday: Use cases

ADP Workforce Now and Workday HCM can cater to businesses with different needs based on size, industry, and operational complexity. Understanding which platform aligns with your requirements can help ensure a better fit for your organization.

When to consider ADP

ADP Workforce Now can be a potential fit for mid-sized businesses that need a scalable HR and payroll solution without extensive customization. Its relatively quick implementation and straightforward features can support companies looking for simplicity and reliability.

Key use cases for ADP include:

• Small to mid-sized companies: ADP provides scalable tools designed to grow with businesses that employ fewer than 1,000 workers.
• Industries requiring streamlined payroll: Companies may benefit from ADP’s automated tax filing, payroll processing, and time tracking tools.
• Expanding international operations: ADP’s global payroll add-on supports compliance in over 140 countries, which can make it less complex for smaller businesses to expand globally.

When to consider Workday

Workday HCM may be suitable for mid-sized to large enterprises that require a unified HR and finance platform with advanced customization and analytics. Its features can support businesses that handle complex operations and rely on data-driven decision-making.

Key use cases for Workday include:

• Large enterprises: Workday can support businesses with thousands of employees, integrating with enterprise tools like Salesforce and Oracle.
• Data-focused organizations: Companies that prioritize workforce analytics can use Workday to access real-time insights and make informed decisions.
• Industries requiring high customization: Workday’s flexibility may be of benefit to industries like technology, healthcare, and professional services that need tailored HR and finance configurations.

Rippling: The best alternative to ADP and Workday

When comparing HR and payroll solutions, Rippling emerges as a superior alternative to ADP and Workday. Rippling offers a unified platform that combines HR, Payroll, IT, and Spend into a single system, allowing you to automate your workforce operations in a way that's faster, easier, and more efficient. With Rippling you can hire, pay, and manage employees and contractors—whether they’re in the office or around the world.

Rippling is the only platform that unifies every workforce system, allowing you to manage payroll, benefits, devices, apps, and more—all in one place. Here’s what makes Rippling the best choice:

• Global payroll: Pay employees and contractors worldwide in minutes with the only payroll system that lets you manage both domestic and international payroll in a single, unified system.
• Automation: Rippling handles time tracking, compliance, and tax filings automatically, saving you time and effort.
• Seamless experience: With a modern, user-friendly interface, Rippling eliminates the complexity of managing HR and payroll, saving hours of administrative work every week.

Rippling scales effortlessly with your business, making it ideal for small, mid-size, and large businesses. Whether you’re managing a growing team or expanding internationally, Rippling’s tools grow with you.

ADP vs. Workday FAQs

Does ADP use Workday?

No, ADP and Workday are separate platforms, each offering distinct solutions for human resources management. However, ADP can integrate with Workday to streamline payroll and workforce data, providing businesses with a connection between Workday’s talent and workforce planning features and ADP’s payroll processing capabilities. This integration allows companies to use the strengths of both platforms together.

Which is better, Workday or ADP?

The choice between Workday vs. ADP depends on your organization’s size and priorities. ADP Workforce Now may work well for small to mid-sized businesses needing straightforward payroll and HR functionality. Workday HCM generally serves larger organizations requiring advanced analytics, talent management, and global workforce planning capabilities.

What are the different versions of ADP and Workday?

ADP offers several versions of its platform tailored to the needs of businesses of different sizes, while Workday provides a unified platform designed for mid-sized to large enterprises. Here’s how the versions of ADP compare and where Workday fits in:

• ADP Run: Designed for small businesses, ADP Run focuses on simple payroll and basic HR functions, which may be suitable for organizations with fewer than 50 employees.
• ADP Workforce Now: Built for mid-sized businesses, this version offers more features, including HR management, benefits administration, compliance tools, and payroll processing.
• ADP TotalSource: A PEO (Professional Employer Organization) solution for businesses that need fully outsourced HR services, such as employee benefits management and compliance oversight.

Workday HCM, on the other hand, delivers a unified platform for mid-sized and enterprise-level businesses. It integrates HR, finance, and analytics in one system, offering advanced capabilities for talent management, workforce planning, and global payroll. While ADP provides separate versions for varying business needs, Workday focuses on a comprehensive solution tailored to larger, more complex organizations.

Who is ADP's biggest competitor?

One of ADP’s biggest competitors is Rippling, a platform that delivers comprehensive human resources and payroll solutions while excelling as a modern HRIS.

Rippling provides a unified system that integrates HR, Payroll, IT, and Spend, enabling businesses to manage payroll, benefits, devices, and apps in one place. Rippling stands out by offering:

• Automation: Complete payroll processes in just 90 seconds.
• Global payroll management: Seamlessly handle domestic and international payroll within a single system.
• Scalability: Adapt to the needs of small, mid-size, and large businesses without sacrificing usability.

What are the top 5 things to look for when choosing HR software?

Selecting the right HR software requires careful consideration of your organization’s unique needs. Here are five key factors to evaluate:

1. Scalability: Ensure the platform can grow with your business. Whether you’re a small startup or a large enterprise, the system should adapt to your workforce size and complexity.
2. Ease of use: Look for an intuitive interface that minimizes the learning curve for HR teams and employees. A user-friendly platform saves time and reduces training costs.
3. Integration capabilities: Verify that the software integrates with your existing tools, such as payroll systems, accounting software, and collaboration platforms. Seamless integration ensures smooth workflows.
4. Global functionality: For businesses with international operations, global payroll and compliance features are essential. The platform should support multiple currencies, languages, and regulatory requirements.
5. Support and resources: Choose a vendor that offers strong customer support, whether through dedicated account managers, live chat, or an extensive resource library. Responsive support ensures you can resolve issues quickly.

This blog is based on information available to Rippling as of January 15, 2025..

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.