Paycor

Paycor Analytics suits companies whose people data already sits in Paycor

It brings one set of records, outside comparisons and seven years of history

It suits teams that want answers without hiring an analyst

Its terms let Paycor use your data and warn against using its AI for employment decisions

This section covers what Paycor’s contract lets it do with your data, and where its AI stops. It matters because these terms bind you from the day you sign. Your contract is with Paycor, Inc., a Paychex company. Paychex completed its acquisition of Paycor on 14 April 2025. Paycor operates as a standalone business unit of Paychex, and customers stay on the Paycor platform.

Under 50 employees the price is public, and above that you call

Under 50 employees, Paycor gives prices for the Complete, HCM and COR bundles. The Complete bundle is $199 a month plus $7 per employee per month. It includes Paycor Analytics with benchmarking, diversity and inclusion metrics, pre-built dashboards and compensation insights. Complete builds on the Basic and Essential bundles. The HCM bundle is $199 a month plus $12 per employee per month. Paycor also gives a COR bundle at $199 a month plus $8 per employee per month. It appears in a second block of the small-business plans. Ask which bundle holds Analytics for your headcount.

Say a company has 40 employees on the Complete bundle. The monthly fee is $199 plus 40 times $7, which is $479. A setup fee of $199 also appears with the Complete bundle. Ask Paycor whether it applies to you. New customers are offered 50% off for six months. A free payroll month and a waived fee also appear in the offers. Ask what each one covers.

From 50 employees, Paycor gives no price and asks you to call. For medium-sized businesses, it offers HCM Cor products, including payroll, HR and reporting, free for one month. It offers Analytics with Payroll, HR and Onboarding, again with no price. Under the General Terms, certain services may be subject to a minimum employee count or a minimum fee.

Paycor charges an overage fee for each active employee above your subscription tier amount per month. Its service unit rates are $10.00 for Basic, $15.00 for Essential and $20.00 for Complete. Certain WISE features may carry additional fees on top of that.

The contract gives Paycor room to change what you pay. Under the General Terms, Paycor may change fees on no less than 30 days’ notice. Continued use counts as agreement. All fees are non-refundable. If a client ends or fails to start a purchased service, Paycor may re-price it at its then-current standard pricing. Paycor’s aggregate liability is capped. The cap is the fees paid or payable in the preceding six months for the services behind the claim. The laws of the State of Ohio govern the General Terms.

The agreement stays in effect until someone ends it. Either side may end all or part of the services at any time on 60 days’ written notice. Fees are not prorated. Paycor also has an Account Closure Convenience Fee. It applies to a client that gives less notice than the 30 or 60 days its contract requires.

Leaving has three steps. Before the end date, you may download your information or the reports made available with the services. For up to 60 days after the end, you get access to online and custom payroll and tax reporting. You can use it to take an electronic copy of your data. This does not apply if the client breached the terms. After that, Paycor may on request provide your data and standard reporting. It may charge professional-services rates. Those 60 days cover payroll and tax reporting. So ask in advance how your analytics data and history come out.

Set-up starts with Paycor’s implementation method. It builds your database from the previous provider’s payroll and employee data. It also sets up your security and who can use each application.

Ten questions for the demo

1. Which product holds Analytics for our headcount, and what does each one cost per employee? Good answer: A written quote that names every product and gives a price per employee for each.
2. What do we pay if we go above our tier, or add WISE features? Good answer: A written rate card for every extra fee, and notice before any rate changes.
3. Will you agree in writing that our employee data does not train your services or AI? Good answer: Yes, in our order form.
4. Can we leave the industry benchmarking? Good answer: A named opt-out, written into our order form.
5. Under your terms we should not rely on AI for employment decisions. What use of the resignation forecast will you support? Good answer: A written list of allowed uses, and who is accountable for each.
6. Which data feeds the resignation forecast, and can an HR lead see why one person scored high? Good answer: A list of the data fields, and the main factors for each person.
7. Is the AI assistant already switched on in our account, and who can switch it off? Good answer: A named admin on our side, with every change logged.
8. Where is our data held? Good answer: A named country.
9. Is the transfer agreement for staff in Europe or the UK ready before we load anything? Good answer: The signed agreement in hand before processing starts.
10. When we leave, do the analytics data and past reports come out, not only payroll and tax reporting? Good answer: Yes, with a stated file format, a time window and a price, in the contract.

Alternatives to Paycor

Six products are close alternatives. They are Visier, One Model, ADP, Dayforce, Paycom and UKG. Buying nothing new is a seventh route.

Paycor Analytics is powered by Visier, so Visier is the nearest alternative. Visier sells its own analytics product. Visier’s customers range from mid-size enterprises to the largest companies. Its price is based on the number of employees and varies with the products you buy. Visier refers buyers to sales. It offers a 30-day free trial of Visier People with admin privileges. The trial runs on a test copy, with sample data or data you load. The trial lets you test the analytics before you decide.

One Model suits a different case. Paycor Analytics is strongest when your records already sit in Paycor. If yours are spread across HR, recruiting, payroll and finance systems, One Model brings them into one HR data model. Each of its three editions is priced by quote.

ADP, Dayforce, Paycom and UKG each build analytics into their own payroll and HR products, as Paycor does. ADP’s DataCloud consolidates data across payroll and HR systems, gives AI-driven analysis and benchmarks against industry peers. Dayforce’s People Analytics is a library of ready-made dashboards and KPIs inside Dayforce. Paycom’s Report Center reports across payroll, talent acquisition, talent management, HR management and time and labour management data. UKG’s Workforce Intelligence Hub brings its HR, pay and workforce management data into one experience. Ask each one the questions raised above. Does it use your data to train its services? What does it warn about using its AI for? What does it cost for your headcount?

Buying nothing new is a real choice. Ask your current payroll and HR vendor what reporting it already includes on turnover and headcount. Do that before you pay for a separate analytics tool.