Gusto vs ADP: 2 Payroll Platforms Compared

Gusto and ADP are the two names almost every accountant mentions when a small company asks who should run its payroll. I run a small company myself, and before any sales call I want to know what I will pay, what I will get, and whether the product fits.

This page answers those questions for both vendors: what each product includes at the entry tier, what the published rates work out to at 10, 25, and 50 people, which capabilities sit one tier higher than buyers expect, and which situations point clearly to one vendor over the other. There is no universal winner here, and any page that names one is guessing at your circumstances.

Those answers are harder to get than they should be, because the two could not be sold more differently. Gusto tells you the price on a public web page and lets you sign up in a browser tab. ADP, whose small business payroll is called RUN, takes a form submission, a discovery call, and a week or two before anyone will say a number out loud.

That difference is not a detail. It shapes how you shop, how much leverage you have, and how confident you can be that the figure you budgeted is the figure you will pay in January. It also makes a straight price comparison impossible in the usual sense, because only one side of the table has numbers on it.

Gusto vs ADP at a glance

Gusto sells payroll as a product with a price tag. ADP sells payroll as a proposal built around your company. Almost every practical difference between the two follows from that one split, including several that only show up after you sign.

Gusto reports serving more than 500,000 businesses and lists three plans on a single public pricing page, with most of its add-ons priced line by line underneath. ADP reports more than 900,000 small business clients and publishes a complete feature matrix for its four RUN packages with no price next to any of them.

Read that table for tier placement rather than for feature presence. Both platforms eventually do everything a small employer needs. What differs is which tier a given capability sits in, and that is where a bill quietly grows.

Two rows carry most of the decision: multi-state payroll and wage garnishment payments. Gusto puts multi-state payroll on the Plus tier, which doubles the per-person fee. ADP puts wage garnishment payments on Enhanced, one step above the entry package, along with unemployment insurance management and labor law posters.

The second thing the table shows is how much of both products lives outside the payroll subscription. Time and attendance, benefits, retirement, and workers compensation are add-ons at both companies. Gusto at least prints most of those add-on prices; ADP quotes them. A payroll figure from either vendor is the floor of what you will spend, not the ceiling.

What Gusto and ADP actually cost

Gusto costs $109 a month at 10 people on Simple, its entry plan for employees, and $349 at 50. ADP costs whatever your quote says, because it publishes no rate for any RUN package at any headcount. That asymmetry is the real story of this comparison, and it is worth sitting with before looking at features.

The Gusto rows are arithmetic, not estimation. Simple is $49 per month plus $6 per person, Plus is $80 plus $12, and Premium is $180 plus $22. Gusto closed its separate Contractor Only plan to new customers on October 1, 2026, so a business with no W-2 employees now pays its contractors on Simple at $49 plus $6 per person.

Gusto bills month to month, charges only for active employees, and bills contractors only in months you actually pay them. Unlimited payroll runs are included on every plan, so off-cycle runs and corrections do not carry a per-run fee.

The jump from Simple to Plus is the number to watch. At 25 people, moving up for multi-state payroll takes the bill from $199 to $380 a month, and at 50 people from $349 to $680. Nothing about the payroll got harder; the plan gate moved.

If you have any chance of hiring across a state line in the next year, model the Plus rate now and let that be the number you compare against an ADP quote.

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On the ADP side there is nothing to compute. Third-party payroll pricing guides circulate estimates for RUN Essential, but ADP confirms none of them and publishes no rate card. Use those outside estimates to set an expectation, never to set a budget.

ADP says in its own FAQ that the price depends on headcount, pay frequency, how often you add or remove payees, and the add-on services you take, and that extra off-cycle runs raise the fee.

Gusto also charges for several things small employers assume are free, and they are worth adding to the monthly figure before you compare. Priority support is $30 per month plus $3 per person on Simple and Plus. Time tracking is $6 per person on Simple and included on Plus.

State tax registration is quoted separately by state. Same-day payroll is $90 a run and instant pay is $100 a run on Simple and Plus, and both come included in Premium.

The ADP side has an equivalent list too; it just has no prices attached. Time and attendance, retirement, workers compensation, and health insurance are all sold alongside RUN rather than inside it, and each one is quoted separately. Ask for every module as its own line in the proposal rather than a bundled total, because a bundle you cannot decompose is a bundle you cannot negotiate.

What you get at the base tier

Both entry packages run payroll, file and deposit the taxes, produce year-end forms (ADP for an additional fee), and give employees a portal. The differences are at the edges, and the edges are where a small employer gets surprised six weeks in.

The ADP entry package is more generous than its reputation suggests. Essential covers more ground than Gusto Simple in four specific places: multi-jurisdiction payroll, multi-company management, 24/7 support, and background checks. For a company running two entities or paying people in three states, that is not a marginal difference. It is the whole comparison.

Gusto answers on the other axis. Off-cycle runs and corrections are unlimited and free, and the plan is month to month. Onboarding collects the W-4 and I-9 with e-signature and stores the signed forms, so the electronic Form I-9 that ADP holds back for Enhanced comes with the Gusto entry tier.

The benefits catalog also carries no Gusto administration fee when Gusto acts as your broker. For a single-state team that hires a few people a year, Simple covers the work at a price you can verify yourself in about ninety seconds.

Above the base tier, the two ladders climb in different directions. At Gusto, the next tier is Plus, which adds multi-state payroll, next-day pay, time and attendance, performance and compensation management, and applicant tracking. Premium then adds a dedicated account partner, certified HR experts, same-day and instant pay, and payroll migration.

At ADP, the next tier is Enhanced, which adds wage garnishment payments, unemployment insurance management, posters, check signing, job costing, and job postings. Complete then adds a live HR help desk, a handbook wizard, and an HR forms library, and HR Pro adds applicant tracking, a learning management system, and legal assistance.

Both platforms reviewed

Below is the case for each, written as if you were only going to buy that one.

Gusto

What draws a first-time payroll buyer to Gusto is not the feature list. It is that the entire commercial relationship is legible: three plans on one page, most add-ons priced individually underneath, no contract, and a signup flow that does not require anyone to call you back. In a category where the default is a discovery call, that is a genuine product decision rather than a marketing choice.

The payroll itself is thorough for the price. You get unlimited runs on every plan with no off-cycle fee; federal, state, and local tax filing; W-2 and 1099 e-filing; and employee self-onboarding that collects the W-4 and I-9 with e-signature and stores the signed copies. Gusto also remits child support garnishment payments in every state except South Carolina, which is a meaningful inclusion at this price point.

Around payroll sits a broader people platform than most payroll-first vendors carry. Hiring tools start with offer letter templates on every plan and add job posts and applicant tracking from Plus. Onboarding covers checklists, document storage, and e-signature, with background checks as a paid add-on through a partner.

Talent management covers performance reviews, real-time feedback, goal tracking, and employee surveys; it is included on Plus and Premium, and since October 1, 2026 new customers can no longer add it to Simple. Gusto reserves its HR expert help for Premium: Ask an HR expert, a handbook builder, and HR law updates come only with that plan.

Benefits run through Gusto as a licensed broker with no administration fee, or through your existing broker for $6 per eligible employee per month.

The catch is the Simple plan gate. Simple is explicitly single-state, so multi-state payroll means the Plus tier at $80 plus $12 per person, which doubles the per-person cost. Time tracking follows the same pattern, included on Plus and $6 per person on Simple. Per-person pricing also compounds: Plus at 50 people is $680 a month, which is real money for a company that started at $109.

There is also a ceiling question. Gusto is built for small and growing companies, and its highest tier ends at a dedicated service advisor rather than an enterprise product line. Its own professional employer organization (PEO), Gusto PEO, is open only by waitlist to existing Gusto payroll customers in Texas, California and Florida, and there is no separate mid-market platform to graduate into.

For most small employers, that ceiling is irrelevant. For a company that expects to be running several entities and a few hundred people, it is worth knowing where the road ends.

ADP

ADP pays approximately 26 million US workers, about one in six, according to its fiscal 2026 annual report. That scale shows in the parts of payroll nobody enjoys. On every RUN package, ADP calculates, files, deposits, and reconciles your payroll taxes, and it pays the penalties when its own filing error causes them.

Multi-jurisdiction payroll also sits in the entry package rather than behind an upgrade. For a business paying people in more than one state, that infrastructure is the product.

The Essential package is unusually complete for an entry tier. Alongside payroll by computer, phone, or mobile app, ADP lists 24/7 customer support, tax filing, online reports, the employee access portal, new hire reporting, direct deposit, AI-enabled payroll error flagging, multi-company management, a general ledger interface, bill pay, and W-2 and 1099 forms for an additional fee. On the people side it adds new hire self-onboarding and paperwork, background checks, and HR tracking.

The upgrade path is the other structural argument. Enhanced adds the compliance plumbing, Complete adds live HR support and a handbook wizard, and HR Pro adds an applicant tracking system, a learning management system, and legal assistance.

Past 49 employees, a growing business moves to ADP Workforce Now rather than leaving, and ADP also sells a professional employer organization, ADP TotalSource, for companies that want co-employment instead of software. That continuity is worth something real, because a mid-year payroll migration means rebuilding year-to-date totals across two systems.

The catch is everything around the software. There is no published price at any tier, so you cannot shortlist or budget from the website, and you cannot negotiate without a competing proposal in hand.

Compliance features that a small employer thinks of as basic sit in Enhanced rather than Essential: the electronic Form I-9, wage garnishment payments, unemployment insurance management, and labor posters. That means the advertised entry package is often not the package you end up buying.

There is also a fit question that has nothing to do with quality. RUN is built to serve everything from a single-owner company to a 49-person operation with several entities and locations. That breadth means configuration choices you may not need and a sales process built around discovery rather than signup.

If your payroll is six salaried people in one state, you are buying a machine sized for a problem you do not have, and self-serve providers will quote you in a browser tab instead of a meeting.

Where each one is genuinely stronger

Gusto is stronger on a price you can see up front and on simple single-state payroll; ADP is stronger on multi-state and multi-entity payroll, growth past 50 people, and round-the-clock support. Strip out the marketing and eight real situations remain. Two favor Gusto, four favor ADP, two can go either way, and none of them decides the question on its own.

The scale difference between the two companies is real but smaller in practice than the numbers suggest. ADP is far larger, and that buys jurisdiction coverage and engineering depth. It does not automatically buy a better experience at 14 employees, where what matters is whether the thing you need is in the tier you bought. That is precisely the axis Gusto competes on, and it is why both companies keep winning the same customers for different reasons.

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One thing neither vendor changes is who the IRS holds responsible, even though both file and deposit on your behalf. The IRS is direct that employers remain ultimately responsible for withheld income tax and for both halves of Social Security and Medicare tax when payroll is outsourced. A payroll service provider or reporting agent does not assume that liability, and payroll compliance stays your problem.

The practical version of that rule is boring and important. Keep the IRS and state notices that arrive at your address, read them, and match them to what your provider says it filed. That habit applies equally to a $109 subscription and a six-figure enterprise contract.

The IRS guidance on choosing a third-party payroll provider goes a step further: enroll in the Electronic Federal Tax Payment System (EFTPS) to see every deposit made under your employer identification number (EIN), and contact the IRS about any bill or notice tied to payments a third party manages.

Implementation and switching

Both vendors will migrate you, and both migrations go best at a quarter boundary. The reason is arithmetic rather than preference: your quarterly employment tax returns have to reconcile to year-to-date totals, and splitting a quarter across two systems means two partial filings that have to agree with each other.

January 1 is the cleanest cutover of all, because year-to-date figures reset and nobody has to import prior wages. The second-best option is the first day of a quarter. The worst is mid-quarter with a bonus run in between.

If you are switching payroll companies mid-year, budget time for someone to verify that the new system carries correct year-to-date wages, withholding, and taxable wage base progress for every employee. Unemployment and Social Security wage bases, the annual earnings caps those taxes apply to, do not restart when your vendor changes. The IRS deposit and reporting rules do not pause for a migration either.

The two vendors split here as well. Gusto offers payroll migration and account setup as part of its Premium plan and will often handle the data transfer for larger teams. Its new hire paperwork flows are self-serve enough that a founder can run the whole thing.

ADP builds implementation into the proposal, which is an advantage when the migration is genuinely complicated and a cost when it is not. Ask who owns each row above, in writing, before you sign either agreement.

Who should pick which

Answer five questions before you read either proposal. They usually settle the decision faster than the pricing does.

One last piece of advice from sitting on both sides of these calls. Get the Gusto number off the website, then take it into the ADP conversation and ask for a full first-year cost on a single page, including setup, year-end forms, and off-cycle runs. Quotes in this segment are negotiable, and the discount you get is roughly proportional to how credible your alternative looks.

Before you choose

FirstHR is an onboarding and HR platform, not a payroll provider, so it works next to Gusto or ADP rather than competing with either. It covers onboarding workflows, e-signature on offer letters and acknowledgments, employee records, and document management, at a flat $98 a month for up to 10 people or $198 for 11 to 50.

Both vendors already include new hire onboarding: Gusto on every plan and ADP from its Essential package. A separate layer earns its place mainly when you want offer letters, signed policies, and new hire files kept apart from the payroll vendor, so they stay in one home through any later switch.

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Frequently Asked Questions

Is Gusto or ADP cheaper for a small business?

It depends on the quote ADP gives you, because Gusto is the only one you can price without a call. Simple is $49 per month plus $6 per person, which is $109 at 10 people, $199 at 25, and $349 at 50. ADP publishes no rate for any RUN package, so the honest comparison figure is a quote. Third-party guides circulate estimates for Essential, but ADP has never confirmed any of them.

Does ADP publish its payroll pricing?

No. ADP lists four RUN packages for 1 to 49 employees with a complete feature matrix and no prices, and every path ends at a quote form. The only public number is a promotion of three free months for new RUN clients who start processing by its published deadline. Buyer guides publish estimates for Essential, which are useful for budgeting and useless as a commitment.

Does Gusto Simple handle payroll in more than one state?

No. Simple is listed as single-state payroll, and multi-state payroll starts on Plus at $80 per month plus $12 per person. That is the most expensive surprise in Gusto pricing, because one remote hire in another state takes a 25-person payroll from $199 to $380 a month. State tax registration itself is quoted separately by state.

What does Gusto include at the base tier?

Simple, the base tier, covers single-state payroll with unlimited runs and no off-cycle fee; federal, state, and local tax filings and payments; basic time off policies and holiday pay; and employee self-onboarding with W-4 and I-9 e-signature. Benefits carry no Gusto administration fee when Gusto is your broker. Multi-state payroll, next-day pay, and time tracking sit on Plus, and billing is month to month.

What does ADP RUN include at the base tier?

Essential, the base RUN package, lets you run payroll by computer, phone, or mobile app and includes 24/7 support, tax filing, reports, the employee portal, new hire reporting, direct deposit, AI error flagging, multi-company management, multi-jurisdiction payroll, and a general ledger interface. W-2 and 1099 forms cost an extra fee. It also includes onboarding, background checks, and HR tracking. Garnishment payments, unemployment insurance management, posters, and the electronic Form I-9 are Enhanced features.

Which is better for a business with fewer than 20 employees?

Both will sell to you, and the split is complexity rather than headcount. Gusto is the faster purchase, with a published price, self-serve signup, and month-to-month terms. ADP earns its place when the payroll is complicated for its size: several states, multiple entities, recurring garnishments, or a plan to pass 50 people. A dozen salaried people in one state points to Gusto.

Does Gusto or ADP handle wage garnishments?

Both do, at different points in the ladder. Gusto sends child support garnishment payments in every state except South Carolina, while orders from tribal agencies and US territories stay with you. ADP places its wage garnishment payment service in Enhanced rather than Essential, so one ongoing withholding order effectively moves you up a tier. Late remittance carries penalties, so settle this before signing.

Does using Gusto or ADP make them responsible for my payroll taxes?

No, not under a standard payroll agreement. The IRS holds employers ultimately responsible for withheld income tax and for both halves of Social Security and Medicare, and a payroll service provider or reporting agent does not assume that liability. Only a certified professional employer organization changes it. ADP sells one alongside RUN; Gusto does not. Keep and read the payroll tax notices that arrive at your address.