Payentry review

Payentry combines payroll with adjacent HR, benefits and workforce services. Its cloud-powered offering is aimed at businesses and partners, with customizable plans that pair payroll software with support from payroll, HR and benefits professionals, according to the published product details.

The three listed tiers are Payentry Payroll, Payentry Comprehensive and Payentry Comprehensive+. Payroll covers payroll processing and related administration. Comprehensive adds hiring and onboarding tools, WOTC screening, HR answers, time management, job costing and labor distribution. Comprehensive+ adds Employee Navigator benefit enrollment.

Employees can use self-service tools and a mobile application, and the plans include a dedicated client advocate plus access to payroll professionals. That makes Payentry more than a payroll-only product on paper. But the available plan information does not spell out every inclusion for each tier, so buyers should confirm what their quote covers before comparing it with a payroll provider or an HR platform.

Payentry’s clearest strength is the breadth around payroll. The Payroll plan lists unlimited payroll processing, tax filings, new-hire reporting and direct deposit. Those are core payroll tasks, bundled rather than presented as separate products in the published plan description.

Comprehensive adds a wider set of employer tools: hire and onboarding modules, WOTC screening, HR answers, time management, job costing and labor distribution. Comprehensive+ adds Employee Navigator benefit enrollment. For a business trying to coordinate payroll with time and HR processes, the tier structure gives it a path beyond basic payroll without requiring a separate vendor for every listed function.

Support is another part of the offer. Payentry says plans include a dedicated client advocate and access to payroll professionals, while its broader positioning also includes HR and benefits professionals. Employees get self-service tools and a mobile application. Those features may matter to employers that want staff to handle routine account tasks themselves while retaining access to human support. The trade-off is that the published material does not define service hours or response times, so buyers should ask what “access” means in practice.

The biggest buying problem is price opacity. Monthly and annual prices are not published for Payentry Payroll, Comprehensive or Comprehensive+, and the billing unit is also not published. The published pricing information lists no free plan and does not publish whether a free trial is available. Additional add-ons are available for Comprehensive, but their costs are not published either. That makes it difficult to compare total cost with a payroll-only alternative or estimate what the broader HR bundle will cost.

The plan details also leave important boundaries unclear. Payroll processing is described as unlimited, but the source does not publish caps or terms for other services, such as employee counts, support access, onboarding, or time management. It does not provide a complete feature-by-feature breakdown for all three tiers, either. We would ask Payentry for a written quote that separates base fees, add-ons and any usage-based charges, then confirm which listed features and support services apply to the business. Until then, the value case remains hard to judge.

Payentry does not publish prices for any of its three plans: Payentry Payroll, Payentry Comprehensive or Payentry Comprehensive+. According to the pricing details checked November 6, 2026, monthly and annual billing rates are not published, so buyers cannot calculate a tier jump or compare total cost before contacting Payentry. The listed plans distinguish scope, not price: Payroll covers payroll, while Comprehensive adds hire and onboarding modules, WOTC screening, HR answers, time management, job costing and labor distribution. Comprehensive+ adds Employee Navigator benefits enrollment. Payentry lists unlimited payroll processing, tax filings, new-hire reporting and direct deposit in Payroll, along with employee self-service and mobile access. Additional add-ons are available for Comprehensive, but their costs are also unpublished. The pricing data lists no free plan; trial availability is not published. With plan prices and add-on fees missing, the value of upgrading cannot be judged from public pricing alone.

The available information does not explain Payentry’s migration process, data-export options, contract terms or how long a switch takes. It also does not establish what records Payentry can import or return, so confirm those details before signing or setting a cutover date. Ask for the migration scope in writing, including payroll history, employee and tax data, benefits records, time data, and who handles parallel payroll checks. These are items to verify, not confirmed Payentry capabilities.

We also don’t have Reddit posts or comments in the published material, so we can’t responsibly say what users report as reasons for leaving. For a move away from Payentry, request a sample export and confirm its format, access after cancellation, fees, and delivery timing. For a move to Payentry, get the implementation steps, responsibilities, and any migration charges in the quote. Without published pricing or documented export terms here, switching effort and exit costs remain unclear.