APS review

APS combines payroll with HR tools for growing organizations. Its product description covers payroll, core HR, attendance, workforce insights, recruiting and onboarding, plus employee self-service. APS says its payroll service includes support from an expert tax team, and it offers guided implementation, training and customer support.

The pricing page lists three monthly plans: Payroll at $6 per employee, Payroll + Attendance at $10, and Payroll + HR + Attendance at $14. All prices are per employee, and the page also lists a $50 monthly base fee and a $416.67 monthly minimum bill. The Payroll plan includes tax filings and payments, direct deposit and paycards, customer support, and on-demand pay. The higher tiers add attendance tools, then recruiting and onboarding, document management with e-signature, and benefits and COBRA administration. Annual prices are not published.

APS’s appeal is the breadth of the bundle: payroll, HR and attendance sit within one product rather than requiring separate tools for each function. The pricing page makes the entry tiers reasonably easy to compare. Payroll starts at $6 per employee per month; scheduling, geofencing and geotracking, and overtime, lunch, break and shift calculations are listed in the $10 Payroll + Attendance tier. The $14 Payroll + HR + Attendance tier adds recruiting and onboarding, e-signature document management, and benefits and COBRA administration.

That tiering gives buyers a useful starting point for matching features to needs. APS also describes employee self-service, workforce insights such as retention and tenure information, and core HR tools covering the employee lifecycle. It says it offers guided implementation, training and customer support, while the Payroll plan specifically lists dedicated customer support. For organizations that want payroll tax filings and payments, direct deposit, paycards and on-demand pay in the base payroll package, those features are listed rather than left as assumptions. The main caveat is that the per-employee prices do not tell the whole cost story.

The headline prices are not the likely bill for every buyer. APS lists a $50 monthly base fee and a $416.67 monthly minimum bill, so the $6-per-employee Payroll rate is not a dependable estimate of the minimum spend. The pricing page does not explain how the minimum applies at different employee counts. There is no free plan, and a free-trial offer is not published.

Several services carry an additional-cost marker, but APS does not publish their individual prices. The list includes the API, AI Assist, expense management, scheduling, APS Hire, background and other screenings, integrations, on-demand HR support, and workforce planning, among others. That makes it harder to compare the advertised tiers with a setup that needs add-ons. Annual billing prices are also not published. The source lists plan features, but it does not publish employee caps or other usage limits, so buyers should confirm those details and request an itemized quote before comparing APS with another payroll or HR system.

APS lists three monthly per-employee prices: Payroll at $6, Payroll + Attendance at $10, and Payroll + HR + Attendance at $14. The jump is $4 per employee at each step, before the $50 monthly base fee. APS also lists a minimum bill of $416.67 per month, so the $6 starting price is not the amount every small team will pay.

Payroll includes tax filings and payments, direct deposit and paycards, customer support, and on-demand pay. The $10 tier adds scheduling and time-tracking features; the $14 tier adds recruiting and onboarding, document management with e-signature, and benefits and COBRA administration. Annual billing prices are not published.

Budget separately for add-ons: APS marks extra-cost services with a plus sign but does not publish individual prices. The list includes integrations, API access, expense management, recruiting, and HR support. Ask APS for a quote that includes your headcount, minimum bill, and required add-ons before comparing it with another provider.

APS says it offers guided implementation, training, and customer support, which may help during setup. The published materials do not describe the migration process, supported import formats, implementation timeline, or whether APS helps move historical payroll and HR records. Get those details in writing before signing, especially if you need prior tax, timekeeping, or benefits data transferred.

Data export options, cancellation terms, and post-cancellation access are not published on the vendor's site. Ask what you can export, in which formats, and whether there are fees or deadlines for retrieving records if you leave. Also confirm the cost of integrations you rely on: several are marked as additional-cost services, but their prices are not listed.

We don’t have Reddit posts or comments in the published material, so we can’t substantiate claims about why customers leave APS. For a switch decision, request a written implementation plan and a complete quote, then compare those with your current system’s export and termination terms.