HRMS Software Price in India: Quick Answer
HRMS software in India does not have one standard market price. In 2026, public pricing examples range from low-cost plans of around ₹15–₹100+ per employee per month to fixed monthly packages and custom enterprise quotes. The final cost depends on employee count, modules, payroll and statutory compliance, attendance requirements, integrations, implementation, migration, support, and billing terms.
For small businesses and SMEs, the right HRMS is not necessarily the cheapest one. If you need payroll, attendance, statutory compliance, employee self-service, and integrations, compare the total cost of the complete solution rather than only the advertised starting price.
HRMS Software Pricing in India: 2026 Comparison
| HRMS / Pricing | Published / Reported Price | Key Strength | Best Fit |
| Trilliant Software | Custom, tiered – free demo available | Payroll and compliance | All Business |
| Pocket HRMS | 2,995/month for 50 employees + ₹60/additional employee | Payroll, attendance, compliance, HR automation | SMEs to mid-market |
| GreytHR | ₹2,495/month for 50 employees | Payroll and compliance | SMEs / compliance-focused teams |
| Keka | ₹9,999/month for up to 100 employees | Payroll + HR automation | SMEs to mid-market |
| Qandle | Custom pricing / Contact Qandle for current pricing | HR, leave, attendance, reporting | Startups to larger teams |
| Kredily | Custom pricing / Contact Qandle for current pricing | Core HR + payroll + compliance | Small and medium businesses |
| Zoho People | Custom pricing / Contact sales | Zoho ecosystem | Startups / Zoho users |
| RazorpayX Payroll | Custom pricing / Contact sales | Payroll and compliance | Payroll-focused businesses |
| SalaryBox | Custom pricing / Contact sales | Low-cost payroll + attendance | Startups and SMEs |
| Runtime HRMS | Custom pricing / Contact sales | Payroll, attendance, compliance | 10–200 employee businesses |
| Pletox HRMS | Custom pricing / Contact sales | Low-cost payroll/HRMS | Budget-focused SMEs |
What Determines HRMS Software Price in India?
1. Number of Employees
Pricing may be calculated per employee, by employee bands, or through fixed packages. Check minimum users, additional-user rates, and how inactive or exited employees are billed.
2. HR Modules
Core HR, attendance management software, leave, payroll, recruitment, performance, expenses, assets, onboarding, analytics, and employee self-service may be bundled or sold separately.
3. Payroll and Statutory Compliance
HRMS software with payroll generally costs more than basic HR software. Check PF, ESI, PT, TDS, LWF where applicable, payroll reports, challans, and compliance workflows.
4. Attendance Requirements
Web, mobile, GPS, geo-fencing, biometric, face recognition, shifts, rosters, overtime, and multi-location attendance can affect pricing.
5. Integrations
ERP, accounting, biometric devices, banking, SSO, APIs, job portals, and custom integrations may involve additional setup or recurring charges.
6. Implementation and Migration
Employee-data migration, salary-structure setup, configuration, workflow design, training, and onboarding may be charged separately.
7. Support and SLA
Standard support may be included, while dedicated account management, priority support, or SLA-backed service may require a higher plan.
HRMS Pricing Models in India
| Pricing Model | How It Works | What to Check |
| Per employee/month | Price scales with employee count. | Minimum users, active-user rules, billing cycle, add-ons. |
| Fixed monthly plan | One package covers a defined employee limit. | Included modules and additional-user pricing. |
| Module-based | You pay for selected HR, payroll, attendance, or performance modules. | Whether essential features require multiple add-ons. |
| Custom quote | Vendor prices according to workforce and business complexity. | Implementation, integrations, support, renewal terms. |
| Free/Freemium | Basic functionality is free or very low cost. | Feature limits, payroll availability, data limits, upgrade cost. |
How Much Does HRMS Software Cost for Different Business Sizes?
| Business Size | Typical Budget Approach | Usually Needed |
| 1–25 employees | Low monthly package or low per-user plan | Employee records, leave, attendance, basic payroll |
| 26–100 employees | Low-to-mid monthly budget | Payroll, attendance, compliance, ESS, reports |
| 101–500 employees | Mid-range or custom pricing | Multi-location HR, payroll, advanced attendance, analytics |
| 500+ employees | Usually custom quote | Enterprise workflows, integrations, security, analytics, SLA |
What Should Be Included in HRMS Software With Payroll?
- Salary structures, earnings and deductions
- Automated monthly payroll processing
- PF, ESI, Professional Tax, TDS and applicable LWF calculations
- Payroll registers, payslips and statutory reports
- Full and final settlement
- Arrears, bonuses, reimbursements, loans or advances where required
- Employee tax declarations and year-end tax documents
- Bank salary files or payment integration where required
- Payroll approval workflows and audit trails
HRMS Software With Attendance: What Should You Compare?
| Attendance Capability | Useful For | Pricing Question |
| Web attendance | Office-based teams | Is it included in the base plan? |
| Mobile attendance | Hybrid/distributed teams | Is the mobile app included? |
| GPS / geo-tagging | Field employees | Is GPS an add-on? |
| Geo-fencing | Fixed sites | How many locations are included? |
| Biometric integration | Factories/offices/institutions | Is hardware integration included? |
| Face recognition | Touchless attendance | Are device or usage fees extra? |
| Shift and roster management | Manufacturing, retail, healthcare, logistics | Are complex shifts included? |
Statutory Payroll Software India: Compliance Questions to Ask
For Indian employers, payroll accuracy matters more than a low subscription price. Ask how the platform handles applicable statutory calculations and regulatory changes for your states, entities, and workforce.
- How frequently are payroll and compliance rules updated?
- Which PF, ESI, PT, TDS and LWF workflows are supported?
- Can the system generate statutory reports and required files?
- Can payroll rules vary by state, employee type, location and salary structure?
- How are regulatory changes communicated?
- Can payroll calculations be reviewed and approved before processing?
- What happens if a statutory rule changes during a payroll cycle?
Best HRMS Software in India: Compare by Use Case
| Use Case | What to Prioritize | Examples to Research |
| HRMS software for small business India | Simple setup, transparent pricing, payroll, attendance, ESS | Pocket HRMS, SalaryBox, Runtime HRMS, GreytHR |
| HRMS software for SMEs in India | Payroll + compliance + attendance + workflows + scalability | Pocket HRMS, GreytHR, Keka, Qandle, factoHR |
| Payroll-first business | Statutory payroll, reports, salary processing, banking | RazorpayX Payroll, GreytHR, Pocket HRMS, SalaryBox |
| Field workforce | GPS, geo-fencing, mobile attendance | SalaryBox, Runtime HRMS, factoHR and similar platforms |
| Zoho ecosystem | Strong Zoho integrations | Zoho People + relevant payroll tools |
| Enterprise | Customization, integrations, security, analytics, SLA | Darwinbox, HROne, uKnowva and other enterprise platforms |
Hidden HRMS Costs You Should Check Before Buying
| Cost Item | Why It Matters |
| Implementation / onboarding | Configuration, salary setup and workflows may require professional services. |
| Data migration | Historical employee, payroll and attendance data may require mapping and cleanup. |
| Biometric hardware | Devices and hardware licenses may be separate. |
| Integrations / APIs | ERP, accounting, banking or custom integrations may carry setup fees. |
| Premium support | Dedicated support or SLA may only be available on higher plans. |
| Add-on modules | Recruitment, performance, expenses or analytics can increase the bill. |
| Minimum employee commitment | A low per-user rate can still have a minimum billing threshold. |
| Annual renewal | First-year promotional pricing may not equal the renewal price. |
How to Calculate the Real HRMS Cost
Use this formula when comparing vendors:
Annual Total Cost = Subscription + Add-ons + Implementation + Migration + Integrations + Hardware + Premium Support
Then divide the annual total by the number of active employees and 12 months to calculate the effective monthly cost per employee. This gives you a much fairer comparison than using the advertised starting price alone.
Example: Comparing HRMS Pricing for 50 Employees
Suppose Vendor A advertises ₹50 per employee per month. For 50 employees, the subscription appears to be ₹2,500 per month. Vendor B charges ₹3,000 per month for 50 employees. Vendor A looks cheaper until you discover that payroll, biometric integration and implementation are extra, while Vendor B includes the requirements you actually need.
The lesson: compare the cost of the complete workflow, not the cheapest number shown on a pricing page.
How to Choose the Right HRMS Software in India
1. Define employee count, locations, departments, shifts and field staff.
2. List must-have modules: core HR, attendance, leave, payroll, compliance, ESS, recruitment, performance and expenses.
3. Define statutory and payroll requirements by state and entity.
4. Decide attendance methods: web, mobile, GPS, geo-fencing, biometric or face recognition.
5. Shortlist 3–5 vendors with comparable scope.
6. Request a complete quote including implementation, migration, integrations and renewal terms.
7. Run a payroll and attendance demo using realistic business scenarios.
8. Check security, permissions, backups, audit trails, support and data export.
9. Calculate effective monthly cost per employee.
10. Choose the platform that meets today’s requirements without unnecessary complexity.
HRMS Buying Checklist for Indian Businesses
- Does the plan include payroll?
- Does it include statutory payroll compliance relevant to your business?
- Is attendance included or sold separately?
- Can it integrate with your biometric device?
- Does it support mobile and GPS attendance if required?
- Are employee self-service and mobile apps included?
- What is the minimum employee count?
- What is the additional employee price?
- Are implementation and migration charged separately?
- Are integrations included?
- What is the renewal price?
- Can you export employee and payroll data if you leave the platform?
Frequently Asked Questions About HRMS Software Price in India
HRMS pricing varies by employee count, modules and vendor. Public 2026 examples reviewed for this guide range from low-cost plans around ₹15–₹100+ per employee per month to fixed monthly packages and custom enterprise pricing. Compare the complete feature set and total cost before buying.
There is no single universally cheapest HRMS because vendors use different minimum employee counts and feature bundles. Some 2026 vendor articles advertise plans as low as ₹15 or ₹35 per employee per month, while other providers use fixed monthly packages. The lowest advertised price may exclude payroll, integrations or implementation.
For a small business, the best HRMS is usually one that combines simple setup, payroll, attendance, leave, statutory compliance, employee self-service and transparent pricing. The right choice depends on workforce size, payroll complexity, attendance method and integrations.
Published examples include fixed plans around ₹2,450–₹3,495 per month from some vendors, while per-employee plans can produce different totals. Actual cost may be higher if payroll, integrations, implementation or premium support are separate.
Sometimes. Some HRMS platforms bundle payroll into their main plans, while others sell payroll separately. Confirm whether salary processing, statutory calculations, payslips, reports and required workflows are included.
Payroll software focuses mainly on salary processing and statutory payroll tasks. HRMS covers a broader employee lifecycle, typically including employee records, attendance, leave, onboarding, payroll, performance, documents and employee self-service.
Cloud HRMS can reduce on-premise infrastructure requirements and simplify updates, remote access and centralized administration. For SMEs, it can be attractive, but security, backups, access controls and vendor support still need evaluation.
Check whether it supports your required attendance methods, such as web, mobile, GPS, geo-fencing, biometric or face recognition. Also check shifts, overtime, device integrations, location limits and whether those capabilities are included in the quoted price.
