Hourly review

Hourly combines payroll, time tracking, HR, and workers’ comp for businesses with hourly teams. According to its homepage, workers’ time, task, and location data are collected in real time, and wage data helps keep workers’ comp premiums accurate. The platform also connects payroll with workers’ comp for automatic billing on a pay-as-you-go basis.

The payroll workflow is built around reviewing team hours and running payroll from the app. Hourly’s pricing page lists unlimited payroll runs and automated tax payments and filing on its paid plans. Workers’ comp is integrated with payroll, but the coverage price is not published. HR is included as part of the bundle; the published pricing details don’t specify which HR tools are included at each plan level.

The pitch is consolidation: payroll, time data, HR, and workers’ comp in one platform, rather than separate tools. The important buying question is whether the combined price works for your headcount and coverage needs.

Hourly’s clearest advantage is having payroll and workers’ comp connected to the same wage and time data. The homepage says that real-time wage data helps keep premiums accurate, while payroll and coverage are linked for automatic billing. That may make the setup worth considering for businesses that want pay-as-you-go coverage instead of managing workers’ comp billing separately.

The pricing page lists unlimited payroll runs and automated tax payments and filing on Gold and Platinum. Gold starts at $80 per month, plus $12 per active employee per month, and includes workers’ comp integration. Platinum starts at $120 per month, plus $16 per active employee per month. It adds next-day direct deposit, but only after eight qualifying payroll runs and credit approval.

Platinum+ offers same-day direct deposit after the same eight-run and credit-approval conditions, alongside the full feature set. Hourly says to contact the company for exclusive pricing. That makes the plan structure relatively easy to compare at the entry level, even if the final cost depends on employee count and workers’ comp coverage.

The advertised monthly prices are not the full payroll bill. Gold is $80 per month plus $12 per active employee per month; Platinum is $120 plus $16 per active employee per month. Hourly defines an active user as someone who records at least one shift or gets paid at least once in a month, so seasonal or irregular workers may still affect the fee when active.

Workers’ comp is pay-as-you-go, but its price is not published. That leaves a major part of the total cost unclear until Hourly provides a quote based on your business and coverage. Platinum+ pricing is also not published; the pricing page says to contact Hourly. Annual billing and discounts are not published, and the free-trial terms are not published. The published pricing information lists no free plan.

Direct-deposit upgrades come with conditions, not just a higher subscription: next-day on Platinum and same-day on Platinum+ require eight qualifying payroll runs and credit approval. Businesses comparing vendors should get the coverage cost and the complete per-employee total in writing before treating the listed base price as their budget.

Hourly lists Gold at $80 per month, plus $12 per active employee per month. Platinum is $120 per month, plus $16 per active employee per month. That is a $40 increase in the base price and $4 more per active employee each month to move up a tier. Both plans include unlimited payroll runs, automated tax payments and filing, and workers’ comp integration. Platinum adds next-day direct deposit after eight qualifying payroll runs and credit approval.

Platinum+ has no published price; Hourly says to contact it for exclusive pricing. Its listed direct-deposit option is same-day, also after eight qualifying runs and credit approval. Workers’ comp is pay-as-you-go, but its price is not published, so the plan price alone does not show your full cost. The pricing information lists monthly prices; annual billing and discounts are not published. A free plan is not listed, and trial terms are not published.

Hourly combines payroll, time tracking, HR, and workers’ comp, so a switch may mean coordinating records and processes that currently sit in separate tools. Before moving, ask Hourly what it imports, whether it can bring over payroll and time history, and how it handles workers’ comp coverage during the change. The published materials do not publish migration steps, timelines, data-export options, or any fees for switching.

That leaves an important exit question: confirm in writing how you can retrieve employee, time, and payroll records if you leave. We also can’t substantiate what tends to make customers leave based on Reddit; no Reddit posts or comments were included in the published material. Treat export access, migration support, and coverage handoff as questions to resolve with Hourly, not as documented features. If you are comparing it with a payroll-only service, include the separate workers’ comp price in the comparison: Hourly does not publish that cost.