Top 8 TriNet competitors for HR and payroll in 2025

Choosing the right HR and payroll software is a big deal. The right choice can help your business stay compliant, keep your employees happy, and contribute toward running a smooth operation. For businesses of all sizes, the right platform can save time, reduce stress, and help you focus on growth.

But not every software fits every business. Maybe TriNet doesn’t offer the customization you’re looking for. Or perhaps your business operates internationally and needs tools that handle global operations better. Whatever the reason, exploring alternatives can be a smart move.

In this guide, we share some of the top competitors to TriNet, what they offer, and how to decide which one works best for your needs. Whether you’re an HR manager or a small business owner, this article can help you make the right call. 

What is TriNet?

TriNet is a professional employer organization (PEO) that offers HR solutions and payroll services to small and mid-sized businesses. It provides tools for handling payroll, benefits, compliance, and risk management.

While it’s a suitable option for some businesses, TriNet isn't the only option. Some companies may find its offerings suitable for basic HR needs, while others might prefer solutions that provide more flexibility, customization, and global capabilities.

What does TriNet do? 6 key features 

TriNet offers a range of features designed to help businesses manage HR and payroll. Here’s a closer look at some of its core offerings:

• PEO capabilities: TriNet functions as a PEO, sharing certain employer responsibilities with its clients. This includes managing HR tasks like payroll, benefits, and compliance.
• Benefits administration: TriNet provides access to employee benefits, including health, dental, and vision insurance, as well as retirement savings plans. It helps with benefits administration, from enrollment to ongoing management. 
• Payroll compliance: TriNet payroll services help businesses make accurate and compliant wage payments. It automatically calculates wages, manages deductions, and handles tax filings at the local, state, and federal levels. 
• Time and attendance tracking: TriNet offers tools to track employee hours, manage time-off requests, and monitor attendance. This feature integrates with payroll to help businesses accurately compensate employees for the time they work.
• Risk management: TriNet helps businesses navigate complex workplace regulations by providing risk management tools and advice. This includes guidance on safety policies, compliance with labor laws, and handling employee disputes. 
• Employee self-service: TriNet includes a self-service portal that allows employees to access important HR resources. They can view their pay stubs, manage benefits, update personal information, and request time off without needing HR assistance.

Why businesses may need an alternative to TriNet?

While TriNet offers useful HR and payroll services, it may not be the right fit for every business. Here are a few reasons companies might consider exploring other options:

1. Limited international capabilities 

TriNet’s services primarily cater to businesses operating within the United States. For companies with employees or operations outside the US, this can create significant challenges. 

Managing payroll, compliance, and benefits for international teams often requires specialized tools that TriNet doesn't provide. Businesses looking for a more global solution may find better options elsewhere.

2. Lack of unified systems

TriNet’s PEO model means that businesses must often rely on multiple systems to manage all their needs, such as IT and other operational tools. This can result in inefficiencies and siloed data. 

Companies seeking a single platform to handle everything in one place may want to explore options that offer fully integrated systems. 

3. Limited customization options 

TriNet’s platform can work well for a wide range of industries, but it doesn’t always offer the flexibility some businesses need. Companies with unique workflows or specific HR requirements may find that the system’s customization options have too many limitations. 

This can make it difficult to tailor the software to fit the way a business operates.

Top 8 TriNet competitors and alternatives 

Here’s a detailed look at eight top alternatives to TriNet, starting with Rippling, which stands out as the most robust solution for HR and payroll needs.

1. Rippling 

Rippling is an all-in-one, cloud-based workforce management platform that seamlessly unifies HR, payroll, IT, and finance operations. Built on a single source of truth, it allows businesses to manage their entire workforce from a single system. It's one of the most comprehensive solutions on the market.

Here’s a breakdown of Rippling’s key features:

• Unified system: Enables businesses to manage employee data, payroll, benefits, and even IT tasks like device provisioning from one platform.
• Benefits administration: Simplifies benefits enrollment, management, and compliance, covering everything from health insurance to 401(k) plans.
• Automated onboarding: Sets up payroll, benefits, work apps, and devices automatically when you onboard new hires.
• Time and attendance tracking: Allows employees to clock in and out from multiple devices, with data syncing directly to payroll for accuracy.
• Global payroll: Enables businesses to pay employees and contractors worldwide, handling compliance with local laws.
• Workflow automation: Automates repetitive HR tasks like sending reminders or filing compliance paperwork.
• Advanced analytics and reporting: Offers detailed insights into workforce trends, payroll expenses, and compliance.

Below, you can explore Rippling’s pros and cons:

Pros

• Rippling is a comprehensive, all-in-one platform that eliminates the need for multiple software solutions, streamlining HR, payroll, and IT processes.
• The platform is scalable, making it suitable for businesses of all sizes and capable of adapting as companies grow.
• Its intuitive and user-friendly interface simplifies tasks for both HR teams and employees.
• Rippling offers strong global capabilities, making it a great choice for businesses with international teams.

Cons

• Modular pricing can lead to higher costs as businesses add features to meet their needs.
• Most of Rippling’s features require an active internet connection.

Here, you can find Rippling’s use cases:

• Companies seeking integrated systems: Ideal for businesses that need a unified platform to manage HR, payroll, IT, and finance processes all in one place.
• Businesses prioritizing efficiency: Perfect for organizations looking to automate repetitive HR tasks, streamline operations, and focus on strategic growth.
• Global organizations: A strong choice for companies with international teams requiring compliant global payroll and workforce management solutions.

2. Gusto

Gusto is an HR and payroll platform for small and mid-sized businesses. It provides tools for payroll, benefits management, and compliance.

Here’s a breakdown of Gusto’s key features:

• Payroll processing: Manages payroll for salaried and hourly employees, automating tax calculations and filings.
• Benefits management: Includes options for health insurance, retirement savings plans, and commuter benefits.
• Compliance support: Assists businesses in staying compliant with federal, state, and local employment laws.
• Time tracking: Offers basic tools for tracking employee hours, which sync with payroll.
• Onboarding tools: Features digital onboarding options like offer letter templates and e-signature functionality.
• Employee self-service portal: Employees can access pay stubs, update personal details, and manage benefits through a dedicated portal.

Below, you can explore Gusto’s pros and cons:

Pros

• Gusto has a user-friendly interface that can be helpful for smaller teams with minimal technical experience.
• It offers affordable pricing tiers, which can make it a practical option for businesses with basic HR technology needs and payroll requirements.

Cons

• The platform has limited global capabilities, focusing primarily on businesses with US-based employees.
• Gusto lacks advanced features, such as complex workflow automation or in-depth analytics, which may not meet the needs of larger or more complex organizations.
• Customer support can be inconsistent, with some users reporting delays in receiving timely assistance or resolving issues.

Here, you can find Gusto’s use cases:

• Small businesses: Can be suitable for businesses that need an easy-to-use HR and payroll solution without added complexity.
• Basic compliance management: Can be a potential option for teams that require simple tools to assist with US employment laws and regulations compliance.

3. Paychex

Paychex is a payroll and HR solution that offers tools for managing payroll, benefits, and compliance. It also provides industry-specific features.

Here’s a breakdown of Paychex’s key features:

• Payroll processing: Handles payroll for hourly, salaried, and contract employees, with automatic tax calculations and filings.
• HR services: Includes tools for employee onboarding, performance management, and access to HR advisors for guidance.
• Benefits management: Offers options for health insurance, retirement plans, and flexible spending accounts, with tools to manage enrollment and compliance.
• Time and attendance tracking: Features tools for tracking employee hours, managing time-off requests, and ensuring accurate payroll integration.
• Compliance support: Helps businesses adhere to local, state, and federal employment laws.
• Analytics and reporting: Provides insights into payroll expenses, workforce trends, and HR performance.

Below, you can explore Paychex’s pros and cons:

Pros

• Paychex provides support for payroll and benefits, along with additional advisory services to assist with HR needs.
• The platform offers scalable options, which can make it suitable for businesses of a range of sizes.

Cons

• Users report that the interface can feel inconvenient to navigate compared to newer platforms, which may slow down adoption. 
• Sometimes it can be challenging to get qualified assistance quickly.
• Communication can be inconsistent because of multiple account reps handling the same account, leading to potential misalignment.

Here, you can find Paychex’s use cases:

• Small, medium, and large businesses: Can be suitable for companies looking for a flexible payroll and HR solution that grows alongside their needs.
• Businesses with compliance concerns: May be a potential option for organizations needing guidance on navigating complex local, state, and federal regulations.

4. ADP

ADP is an HR and payroll platform designed for businesses of all sizes. It offers a range of services, from payroll processing to HR management tools.

Here’s a breakdown of ADP’s key features:

• Payroll processing: Automates global payroll calculations, tax filings, and year-end reporting for salaried, hourly, and contract employees.
• HR management tools: Includes features for employee performance tracking, learning management, and workforce planning.
• Time and attendance tracking: Offers tools to track employee hours, manage schedules, and handle time-off requests.
• Compliance resources: Provides tools and guidance to help businesses stay compliant with ever-changing employment laws.
• Benefits management: Includes options for managing health insurance, retirement plans, and wellness programs, with integrated tools for employee enrollment.
• Mobile app functionality: Allows employees and managers to access payroll, time tracking, and benefits information on the go.

Below, you can explore ADP’s pros and cons:

Pros

• ADP is a scalable platform that can adapt to the needs of various organization sizes.
• It offers global capabilities, which can make it a suitable choice for businesses with international workforces.

Cons

• The software may have a steep learning curve, especially for first-time employers unfamiliar with business software.
• Reports can be confusing, cumbersome, or clunky, making it difficult to extract actionable insights.
• Users mention slow response times or confusing phone trees.

Here, you can find ADP’s use cases:

• Large enterprises: Can be suitable for businesses needing a scalable platform to manage HR and payroll for a large workforce.
• Global businesses: Can be a potential option for companies operating internationally and requiring compliant payroll and HR tools across multiple countries.

5. Justworks 

Justworks is a PEO that can help small and mid-sized businesses with HR tasks like payroll, compliance, and benefits.

Here’s a breakdown of Justworks’ key features:

• Payroll management: Automates payroll processing for salaried, hourly, and contract workers, including automated tax filings and W-2 preparation.
• Benefits administration: Provides access to benefits like health insurance, retirement savings plans, and commuter benefits.
• Compliance assistance: Helps businesses adhere to federal, state, and local employment laws, offering built-in support for COBRA, ACA, and more.
• Time tracking integrations: Integrates with time-tracking tools to help with payroll and attendance management.
• HR resources: Offers HR guides, policies, and compliance templates for businesses without a dedicated HR team.
• 24/7 customer support: Provides round-the-clock assistance to help resolve issues.

Below, you can explore Justworks’ pros and cons:

Pros

• Justworks provides a streamlined solution for managing payroll, compliance, and benefits.
• The platform simplifies PEO services, offering bundled HR tools that can be easy for businesses to adopt and scale.

Cons

• The user interface can be complex, making it difficult for some users to navigate and complete tasks efficiently.
• Justworks only supports payments for global contractors, not full-time employees, which limits its usefulness for businesses with international teams.
• The platform has limited customization options for benefits, which may not meet the unique needs of some businesses.

Here, you can find Justworks’ use cases:

• Small to mid-sized businesses: Can be a suitable option for companies seeking bundled PEO services that simplify payroll, compliance, and benefits.
• Teams without dedicated HR staff: May work for businesses that need access to HR resources and compliance support without hiring a full HR team.

6. Workday HCM

Workday HCM is a cloud-based human capital management platform that provides a suite of tools for managing employee data, payroll, benefits, and talent management in one system.

Here’s a breakdown of Workday HCM’s key features:

• Payroll and workforce management: Offers tools for payroll processing, time tracking, and workforce planning.
• Talent management: Includes features for recruiting, onboarding, performance management, and succession planning.
• Analytics and reporting: Provides advanced insights into workforce trends, employee performance, and operational costs.
• Benefits management: Streamlines benefits enrollment and administration, helping businesses manage offerings like health insurance and retirement plans.
• Global compliance: Supports businesses with international teams by offering compliance tools for different countries.
• Mobile accessibility: Allows employees and managers to access payroll, time tracking, and other HR functions on mobile devices.

Below, you can explore Workday HCM’s pros and cons:

Pros

• Workday HCM offers a suite of tools that centralizes HR, payroll, and talent management functions into a single platform.
• The platform provides analytics capabilities, delivering actionable insights that can help businesses make informed decisions and optimize their workforce strategies.

Cons

• Users mention that the platform isn't intuitive and often requires extra steps to complete even simple tasks, making it time-consuming to navigate.
• Workday HCM doesn't provide a holistic employee experience, as the system places more of a focus on operational management than employee engagement.
• Users report that the software can experience delays or timeouts, and in some cases, it has conflicted with cybersecurity systems, limiting its functionality in certain environments.

Here, you can find Workday HCM’s use cases:

• Mid-sized to large enterprises: Can be a suitable option for businesses needing a scalable system to manage HR and payroll for a large workforce.
• Data-driven organizations: May be a potential option for companies that prioritize analytics and reporting to inform strategic decisions.

7. Patriot 

Patriot is an affordable payroll and accounting software. It focuses on providing simple tools for managing payroll and basic HR tasks without overwhelming features.

Here’s a breakdown of Patriot’s key features:

• Payroll management: Automates tax calculations, direct deposits, and year-end tax forms.
• Time and attendance integration: Syncs with time-tracking software for accurate payroll processing.
• Tax filing services: Offers federal, state, and local tax filing.
• Employee self-service portal: Allows employees to view pay stubs, tax documents, and update personal details online.
• Accounting software: Includes features for tracking expenses, managing invoices, and handling payments, integrating with payroll.
• Affordable pricing: Designed with cost-conscious small businesses in mind, with straightforward plans.

Below, you can explore Patriot’s pros and cons:

Pros

• Patriot offers a simple, user-friendly interface that can be easy to navigate, even for business owners with minimal technical experience.
• The software can be cost-effective, which can be helpful for small businesses with very tight budgets.

Cons

• The platform has limited HR functionality, lacking advanced features such as performance management, organizational charts, or comprehensive employee directories.
• Patriot doesn't have a mobile app, meaning users can't access the software or run payroll conveniently from a smartphone.
• Reporting features are basic, covering only essential data, and offer minimal customization options compared to more comprehensive alternatives.

Here, you can find Patriot’s use cases:

• Small businesses: Can be suitable for companies that need affordable payroll and accounting software with essential features.
• Simple payroll management: May be a potential choice for businesses looking to streamline payroll processing without unnecessary complexity.

8. Paylocity

Paylocity is a cloud-based HR and payroll solution that offers features to help organizations manage workforce data, payroll, and employee engagement in one platform.

Here’s a breakdown of Paylocity’s key features:

• Global payroll processing: Automates payroll calculations, tax filings, and year-end reporting.
• Time and attendance tracking: Includes tools to track employee hours, approve time-off requests, and manage schedules.
• Employee engagement tools: Offers features like surveys, peer recognition, and communication tools to improve workplace morale.
• HR management: Provides tools for onboarding, compliance tracking, and maintaining employee records.
• Analytics and insights: Delivers reports and dashboards to help businesses analyze workforce trends and make informed decisions.
• Mobile app: Enables employees and managers to access payroll, time tracking, and HR resources on the go.

Below, you can explore Paylocity’s pros and cons:

Pros

• Paylocity offers robust employee engagement tools, which can appeal to organizations focused on improving workplace culture.
• Its mobile app provides flexibility, allowing employees and managers to manage HR and payroll tasks from anywhere.

Cons

• Implementation can be time-consuming, with some users reporting that it requires significant effort and resources to get started.
• Users report that customer support response times are slower than expected, making it challenging to resolve issues quickly.
• The platform’s many features come with a learning curve, and it may take time for teams to adopt and fully use all its capabilities.

Here, you can find Paylocity’s use cases:

• Mid-sized businesses: Can be a suitable option for organizations looking for a comprehensive HR and payroll solution with a focus on employee engagement.
• Workplaces prioritizing engagement: May be a potential choice for businesses aiming to improve employee satisfaction through tools like surveys and recognition programs.

How to choose the right TriNet competitor: 3 tips

Finding the right alternative to TriNet can feel overwhelming with so many options on the market. Here are a few practical tips to help HR managers and business owners make the best decision for their needs:

1. Consider global capabilities 

If your business operates internationally or plans to expand, choosing software with strong global capabilities is key. Look for platforms that handle payroll, compliance, and benefits well across multiple countries. Tools with built-in currency support can save you time and prevent compliance headaches.

2. Evaluate scalability 

Think about where your business is now and where it’s headed. A system that works for a small team today might not handle the demands of a growing workforce tomorrow. Choose a platform that offers flexibility to scale, adding features or support as your needs evolve. Scalability ensures you won’t have to switch systems as you grow.

3. Look for unified systems 

Managing HR, payroll, and IT across multiple tools can be inefficient and error-prone. Unified platforms bring all these functions together, helping you save time and improve accuracy. When everything works cohesively in one system, it’s easier to track data, automate tasks, and make informed decisions without juggling different software.

Rippling: The best HR and payroll management TriNet alternative

Rippling is an all-in-one platform that brings together HR, Payroll, IT, and Spend helping you streamline your operations. With Rippling, you can manage every part of the employee lifecycle—onboarding, payroll, device management, and even expense tracking—all in a single system that eliminates administrative overhead and boosts productivity.

Rippling’s HCM simplifies how you handle employee data, benefits administration, and compliance. It automates time-consuming tasks, letting you focus on growing your business. 

Rippling’s Payroll automatically calculates, deducts, and files payroll taxes across the US and internationally. The platform syncs payroll with HR, IT, and Spend, ensuring that changes to employee data—like promotions or terminations—update across the system in real time, reducing errors and saving time.

With Rippling, you can manage all your workforce operations, from HR to payroll and expenses, in one place. It’s a powerful alternative to TriNet for companies seeking a unified, scalable platform that adapts to their needs and drives efficiency.

FAQs on TriNet competitors

What industries do TriNet competitors cater to?

TriNet competitors cater to a wide range of industries, including technology, healthcare, retail, professional services, and manufacturing. Platforms like Rippling stand out for their flexibility, offering features that adapt to both industry-specific and general business needs. 

Whether you’re a startup, a mid-sized company, or a growing enterprise, there are alternatives to TriNet that can provide tailored tools to manage HR, payroll, and compliance efficiently.

Are there any international alternatives to TriNet?

Yes, several TriNet alternatives support international operations, with Rippling and Paycom being key examples. Rippling vs. TriNet highlights Rippling’s global payroll capabilities, which allow businesses to manage employees and contractors across multiple countries while ensuring compliance with local laws. 

Unlike TriNet, Rippling provides a unified platform that integrates HR, IT, Global Payroll, and Spend, making it a comprehensive solution for globally distributed teams or companies planning international expansion.

How do I decide which alternative to TriNet is best for my business?

Start by evaluating your business’s unique needs, such as scalability, global capabilities, or specific HR and payroll features. Consider unified platforms like Rippling, which integrate HR, IT, Payroll, and Spend into one system to save time and reduce errors. Additionally, review factors like ease of use, and customer support to ensure the platform aligns with your goals and resources.

What types of companies use TriNet?

Small and mid-sized businesses across a variety of industries use TriNet. These include companies that need bundled HR and payroll services but lack an internal HR team. However, businesses with unique requirements or those looking for more flexibility often explore alternatives like Rippling, which cater to a wider range of business needs.

This blog is based on information available to Rippling as of January 21, 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.