Paylocity vs Paycom in 2026
Side-by-side ledger (100 employees, default modules)
| Line | Paylocity | Paycom |
|---|---|---|
| Provenance | quote-only | quote-only |
| Mid PEPM | $16.00 | $18.00 |
| Monthly base fee | $0.00 | $0.00 |
| Year 1 effective PEPM | $29.00 | $31.00 |
| Year 1 subscription | $34,800 | $37,200 |
| Implementation (midpoint) | $9,000 | $15,000 |
| Year 1 total | $43,800 | $52,200 |
| 3-year TCO | $126,429 | $140,528 |
| 3-year PEPM equivalent | $35.12 | $39.04 |
| Source | [1] | [2] |
Math: $29.00 x 100 x 12 = $34,800 (Paylocity), $31.00 x 100 x 12 = $37,200 (Paycom).
Decision aid
Pick Paylocity when the buyer wants to pick and choose modules (LMS, Comp, Surveys, Benefits Admin) rather than buy a single bundle.
Pick Paycom when self-service Beti payroll is a binding feature and the buyer wants TA + TM + HRM bundled out of the box.
Per-employee monthly cost?
Paylocity mid-band ~$16 PEPM; Paycom mid-band ~$18 PEPM. Subscription gap is ~13%. Including per-payroll-run fees, Paycom's all-in cost converges with Paylocity.
Implementation fee for 250 employees?
Paylocity $8,000-$12,000. Paycom $12,000-$20,000. Paylocity wins on year-1 implementation line by 30-40%.
Beti vs Paylocity Web Pay total cost effect?
Beti shifts payroll-error correction to employees; admin hours drop 30-50% per processing cycle. Web Pay puts that load on the payroll administrator. The subscription cost is similar; the labour-cost savings differ.
Stronger Talent Management?
Paycom owns Talent end-to-end (TA + TM in one bundle). Paylocity offers strong Recruiting and Performance modules but they are separately priced and integration is via the Paylocity platform layer.
Better multi-year contract terms?
Paylocity routinely caps renewal uplift at 5-7% on 3-year MSAs. Paycom is firmer on uplift; 8-12% is the typical observed range even on multi-year terms.