Dayforce HCM

• Modular plans cover Core HR, Payroll, Workforce Management, Talent Management, and Benefits and Analytics 
• Additional costs can include add-ons, advanced payroll, implementation, and integration fees 
• Choosing the right configuration depends on employee types, payroll complexity, and optional modules 
• Users highlight Dayforce’s value, automation, and reporting, though setup and support may require effort 
• Alternatives like Workday, SAP SuccessFactors, BambooHR, Rippling, and Paycom offer varying features and pricing 
• Planning carefully ensures organizations pay only for the features they need while scaling efficiently 

Disclaimer: Pricing references are based on publicly available third-party information and industry benchmarks. Actual costs may vary. 

Instead of fixed packages, Dayforce uses a flexible, subscription-based pricing model that lets businesses pick and combine the features they need. Prices usually fall between $6 and $12 per employee per month (PEPM), but this depends on which modules are chosen, how many employees are involved, and the scope of the deployment. 

Here is a list of Dayforce's modules, who they are best for, and the features that come with each level. 

Core HR And Payroll 

Ideal For: Small to mid-sized businesses looking for foundational HR and payroll management. 

Pricing: $6 – $12/employee/month 

What To Know About This Plan: Core HR and Payroll module covers essential employee record management, payroll processing, tax compliance, and reporting. It’s best for companies that need accurate payroll and basic HR oversight without complex modules. 

Key Features 

• Employee profiles and onboarding 
• Payroll calculation and tax filing (federal, state, local) 
• Compliance resources and reporting 
• Employee self-service portal 
• Basic analytics and dashboards 

Workforce Management 

Ideal For: Businesses managing hourly or shift-based staff that require scheduling and time tracking. 

Pricing: $5 – $8/employee/month 

What To Know About This Plan: Workforce Management adds scheduling, time and attendance, and absence tracking to Core HR and Payroll. This plan helps reduce manual errors, optimize labor costs, and maintain compliance with labor regulations. 

Key Features 

• Shift scheduling and labor planning 
• Time and attendance tracking 
• Absence and PTO management 
• Integration with payroll for accurate processing 

Talent Management 

Ideal For: Companies focused on recruiting, performance, and employee development. 

Pricing: $7 – $8/employee/month 

What To Know About This Plan: Talent Management includes recruiting, performance evaluations, learning management, and succession planning. It is ideal for organizations that want to retain and develop top talent while integrating HR and payroll data. 

Key Features 

• Recruiting and onboarding workflows 
• Performance reviews and goal tracking 
• Learning Management System (LMS) integration 
• Succession and career planning 

Benefits And Analytics 

Ideal For: Organizations looking to centralize benefits administration and gain workforce insights. 

Pricing: $2.5–$3/employee/month 

What To Know About This Plan: Benefits and Analytics provides tools to manage employee benefits, compensation, and workforce data analytics. Companies can make data-driven decisions on payroll, HR, and employee engagement. 

Key Features 

• Benefits enrollment and administration 
• Compensation management 
• HR and payroll analytics dashboards 
• Reporting on workforce trends and labor costs 

Additional Costs To Consider 

Here are some optional add-ons that can significantly increase the monthly subscription costs: 

Disclaimer: Pricing references are based on publicly available third-party information and industry benchmarks. Actual costs may vary. 

• One user noted that the pricing is relatively high, which can make payroll management costly for small companies where operational budgets are limited 
• According to some users, Dayforce’s higher price can be justified when teams fully use its payroll and workforce management features 
• Others highlighted that the pricing structure for additional fields or features can quickly become expensive, adding to the overall cost of using the platform 
• Several reviewers mentioned that implementation and setup require significant effort, which can result in additional indirect costs during rollout, especially for organizations with complex payroll or compliance requirements 

Selecting the right Dayforce setup depends on your workforce and the features you require. Start by considering the types of employees you manage. This helps determine which Dayforce modules are required and how pricing can be scaled. 

• Consider Employee Types: Hourly, salaried, part-time, or multi-location staff will influence which modules are required for your setup 
• Update Frequency: Teams that frequently change hours, rates, or deductions benefit from automated payroll and integrated workforce management, but this increases subscription costs 
• Location Matters: Employees from multiple states or countries may require additional payroll or compliance modules, which affects the overall pricing 
• Module Selection: Choose whether to include onboarding, benefits, and performance management, or just core HR and payroll; each additional module increases the total subscription 
• Manager Tools: Combining scheduling and performance tracking into a single module saves time and minimizes errors, but it may necessitate additional licensing 
• Contractors And Temporary Workers: Including them in workflows alongside full-time employees may raise per-employee licensing costs 
• Tax And Compliance Needs: Features such as global payroll support and garnishment management are provided through specific modules and may affect total cost 
• Plan For Add-ons: Advanced reporting, workforce planning, and optional tools are typically sold separately from the base subscription 
• Cost Estimation: To plan current and future budgets, multiply the number of employees by the per-employee subscription fee ($22-$31 per month depending on module) 

Deciding whether Dayforce is the right choice depends on the level of payroll, HR, and workforce management required to support your organization's needs. You can look at the following areas to understand its value: 

Value For Money 

Dayforce earns a value-for-money rating of 4/5. Many users note that Dayforce offers a wide range of payroll and HCM capabilities in a single platform, which can justify its cost for medium to large organizations. Payroll accuracy, compliance support, and the ability to handle multiple HR processes from one system are commonly highlighted as strong points. 

At the same time, several reviewers mention that pricing can feel high for small companies or when extra modules are added as add-ons. Users also reported that customization and additional fields can increase the overall price – this may call for careful selection of the subscription model. Nonetheless, the software delivers value when it comes to its broad feature set that aligns with the organizational complexity, but smaller teams with rather simple requirements may find the prices a bit higher and less flexible. 

Ease Of Use 

The platform has an ease-of-use rating of 4.5/5. Users report that Dayforce can be powerful but sometimes complex, especially during the initial set up.  

Others highlight that once the platform is set up, core payroll and HR tasks become easier to manage, especially when automation is in place. Integrated modules for time tracking, payroll, and HR management reduce duplication and improve accuracy, which users appreciate despite the steeper learning curve. 

Implementation And Support Experience 

Implementation and support receive a 3.5/5 rating, indicating mixed experiences across reviews. Many users report that the initial setup can be time-consuming, especially for organizations implementing multiple modules or migrating payroll data. 

Support feedback varies. Some reviewers praise the support team for their responsiveness and helpfulness, while others complain about slow response times, communication breakdowns, or delays in issue resolution. These concerns do not outweigh the platform's functional strengths, but they can have an impact on implementation and long-term user experience. 

Dayforce is a comprehensive HCM platform with an overall rating of around 4.2/5. 

Let’s take a look at some alternative solutions, comparing their pricing and features for similar payroll and HCM capabilities: 

Disclaimer: Pricing references are based on publicly available third-party information and industry benchmarks. Actual costs may vary. 

Choosing the right Dayforce setup depends on your organization’s size, payroll complexity, and the HR and workforce management features you need. Smaller teams with straightforward payroll requirements may only need core payroll and HR modules, while larger or growing organizations that require talent management, time tracking, compliance support, or benefits administration might benefit from licensing additional modules or using the full HCM suite. 

Overall Rating: 4.2/5 

Consider the number of employees you support, how often payroll or HR data changes, and any optional modules you may need. Planning carefully helps ensure you get the features that match your organization’s needs without paying for extras that won’t be used. 

The pricing and plan information in this guide comes from third-party platforms, as of January 2026. Each module, feature, and subscription option was carefully reviewed to ensure an accurate representation of how Dayforce is structured. We also considered user experiences while paying close attention to recurring sentiments regarding cost, ease of use, and overall capabilities. This guide highlights how Dayforce performs in real-world settings – including its typical strengths and potential limitations.