HRIS total cost.

HR software (HRIS) pricing typically runs 8-15 per employee per month for core HRIS, 15-30 for full HCM with payroll, time tracking, and performance. Implementation 5k-30k depending on scope. Integrations (Slack, Google, payroll) usually 2k-10k/year ongoing. First-year total cost usually 1.3-2x ongoing licence cost.

200 employees × 12/month × 12 = 28,800 annual licence. + 15,000 implementation + 5,000 integrations = 48,800 first year. 244/employee first year drops to 144 in year 2 (licence only). Mid-market pricing; HR tools like BambooHR, Gusto, Rippling, Hibob sit in this range.

Adoption matters more than features. Most companies use 30-40% of HRIS features actively. Pick a tool matching your actual workflow - complex org charts, approvals, and workflows matter for 500+ employees but are overkill for 50. Simpler tools (Gusto, BambooHR) usually beat complex ones (Workday) for companies under 500.

Run it with sensible defaults

Using employees of 200, cost per employee monthly of 12, implementation cost of 15,000, integrations annual of 5,000, the calculation works out to 48,800.00. Nudge the inputs toward your own situation and the output recalculates instantly. The defaults are meant as a starting point, not a recommendation.

The levers in this calculation

The inputs — Employees, Cost per Employee Monthly, Implementation Cost, and Integrations Annual — do not pull with equal force. Frequency and unit price pull the total in different directions. The biggest surprise for most people is how small recurring amounts compound into large annual figures — that's where this calculation earns its keep.

How the math works

Annual licence = employees × per-employee × 12. Total first year = licence + implementation + integrations. The working is transparent — you can verify every step yourself in the formula section below. No black box, no opaque "proprietary model".

What to do with a low result

A disappointing result is information, not a judgement. Pick the single input that dragged the figure down most and focus the next quarter on that one factor. Breadth-first improvement rarely works; depth-first on the worst input usually does.

What this doesn't capture

The score is a composite of the inputs you provide. Life context — job security, family obligations, health, housing — doesn't appear in the math but shapes the real picture. Use the number as a prompt, not a verdict.