Gusto pricing: per-employee costs, plan comparison, add-ons, and buyer questions

Gusto is one of the few payroll platforms where you can see the price before you talk to anyone. The Simple plan starts at $49 per month plus $6 per employee. The Plus plan starts at $80 per month plus $12 per employee. The Premium plan starts at $180 per month plus $22 per employee. All three include full-service payroll with unlimited runs and automatic tax filing. That level of pricing transparency is unusual in a market where BambooHR, Paylocity, and ADP all hide behind custom quotes and sales conversations.

But published pricing does not mean simple pricing. The gap between Gusto's three plans is wider than the numbers suggest — time tracking, configurable PTO policies, and next-day direct deposit all require the Plus plan, while performance reviews and dedicated support are locked behind Premium. This pricing breakdown covers what each plan actually includes, where the hidden costs live, how Gusto compares to competitors on a per-employee basis, and what to verify before selecting a plan. All pricing data is sourced from gusto.com/product/pricing, verified March 2026.

Written by Maya PatelFact-checked by ChandrasmitaLast updated Mar 22, 2026

Use this Gusto pricing page to understand what buyers actually pay, what changes the cost, and what to verify before procurement.

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Gusto pricing overview: what the public pricing page shows and what it does not

Gusto structures pricing around a base monthly fee plus a per-employee charge. The base fee is flat regardless of how many employees you have, which means it disproportionately affects small teams. A 5-person company on the Simple plan pays an effective $15.80 per employee per month ($49 base + $30 in per-employee fees, divided by 5). A 100-person company on the same plan pays $6.49 per employee per month. The base fee essentially acts as a minimum floor that makes Gusto less competitive for very small teams than the $6 per-employee headline suggests.

The Simple plan covers core payroll — unlimited runs, automatic tax filing, W-2 and 1099 processing, basic onboarding, and benefits brokering. For micro-businesses with salaried employees who do not need time tracking, Simple delivers genuine value. But the moment you add hourly workers, need configurable PTO policies, or want workforce costing reports, you are on the Plus plan. The jump from $6 to $12 per employee doubles the per-employee cost, and the base fee increases from $49 to $80. For a 25-person company, that moves monthly cost from $199 to $380 — a 91% increase for features that many buyers consider essential.

The Plus plan is where most Gusto customers land. It adds time tracking with mobile clock-in, configurable PTO policies (accrual rates, carryover limits, blackout dates), workforce costing reports, next-day direct deposit, team management permissions, and project tracking. These are not luxury features — they are table stakes for any company with hourly workers or multiple PTO types. The Plus plan at $80 base plus $12 per employee is competitive with Paychex Flex Select and cheaper than BambooHR Pro + payroll for teams under 75 employees.

The Premium plan at $180 base plus $22 per employee targets companies that want dedicated support, HR compliance guidance, and performance reviews inside Gusto rather than through a separate tool. At this price point, a 50-person company pays $1,280 per month — territory where BambooHR Pro, Rippling, and even Paylocity compete with deeper HR feature sets. My take is that Premium only makes sense for teams that specifically want Gusto's payroll engine paired with hands-on support and are willing to pay a significant premium over Plus for that combination.

Simple: $49/mo + $6 PEPM (Full-service payroll, unlimited runs, auto tax filing, W-2 and 1099 processing, basic onboarding, health insurance brokering, PTO request tracking, employee self-service, Gusto Wallet)

Plus: $80/mo + $12 PEPM (Everything in Simple plus time tracking, configurable PTO policies, workforce costing reports, next-day direct deposit, team management tools, permissions, project tracking)

Premium: $180/mo + $22 PEPM (Everything in Plus plus dedicated support, HR resource center, compliance alerts, performance reviews, full-service payroll migration, priority support, certified HR access)

Pricing source: official pricing page, verified 2026-03-17.

How to evaluate Gusto pricing before you talk to sales

Gusto pricing should be evaluated in the context of team size, operating complexity, and the commercial metric that makes cost rise over time.

Buyers should use this page to understand more than the headline price. The real decision usually depends on implementation scope, support level, add-on exposure, and whether the pricing model still makes sense once the team grows.

Clarify whether cost scales by employee count, recruiter seats, payroll runs, locations, or another metric.
Confirm what implementation, premium support, compliance, or service add-ons do to total spend.
Model pricing against the actual team size and operating complexity expected over the next 12 months.

Gusto plan breakdown: Simple vs Plus vs Premium

For salaried-only teams under 25 employees that need basic payroll, the Simple plan at $49 base plus $6 per employee is the right starting point. You get unlimited payroll runs, tax filing, benefits brokering, and basic onboarding without paying for time tracking you do not need. But be honest about whether you will need time tracking within the next six months — if the answer is yes, start on Plus immediately. Mid-cycle upgrades cost the same as starting on Plus, so there is no savings in delaying.

For teams with hourly workers, multiple PTO policies, or more than 25 employees, the Plus plan is the clear choice. The time tracking integration with payroll eliminates manual timesheet reconciliation, and the PTO policy engine handles accrual calculations that would otherwise require a spreadsheet. Plus is also where next-day direct deposit unlocks, which matters for teams with hourly workers who depend on timely pay. Premium is a harder recommendation — the performance reviews and dedicated support are valuable, but at $180 base plus $22 per employee, most teams get better value from Gusto Plus paired with a dedicated performance tool and standard support.

Gusto Simple — what it includes and who it fits

Simple is Gusto's entry plan, covering full-service payroll with unlimited runs, automatic federal/state/local tax filing, W-2 and 1099 processing, basic employee onboarding with self-service checklists, health insurance brokering, PTO request tracking, employee self-service portal, and the Gusto Wallet financial wellness feature. At $49 per month base plus $6 per employee, a 10-person team pays $109 per month ($10.90 per employee effective). Simple fits salaried-only micro-businesses that need reliable payroll and benefits access without time tracking or detailed PTO management. The biggest limitation is the absence of time tracking — any company with hourly workers needs Plus.

Gusto Plus — what changes and why it matters

Plus adds time tracking (web and mobile with geolocation), configurable PTO policies with accrual rates, next-day direct deposit, workforce costing reports, team management permissions, and project tracking. At $80 per month base plus $12 per employee, a 25-person team pays $380 per month ($15.20 per employee effective). The doubling of per-employee cost from $6 to $12 reflects the reality that Simple is incomplete for most employers. Plus is the plan Gusto wants most customers on, and it is the plan most customers need. Time tracking that feeds directly into payroll eliminates the manual reconciliation loop, and configurable PTO policies handle the accrual calculations that Simple cannot. For teams with 10 to 100 employees mixing salaried and hourly workers, Plus is the value sweet spot.

Gusto Premium — when the upgrade is worth it

Premium adds a dedicated customer success manager, a certified HR resource center for compliance questions, proactive compliance alerts, performance reviews (manager evaluations, self-assessments, review cycles), full-service payroll migration from your previous provider, and priority support with shorter response times. At $180 per month base plus $22 per employee, a 50-person company pays $1,280 per month ($25.60 per employee effective). Premium competes with BambooHR Pro ($17 PEPM estimated + $6 payroll add-on) and Rippling's HR + Payroll bundle ($16 PEPM estimated) — platforms that offer deeper HR capabilities at a comparable or lower per-employee cost. Premium makes sense for teams that are committed to Gusto's payroll engine and want HR support and performance management without adding a separate tool, but the value proposition weakens as headcount grows past 50 employees.

Gusto hidden costs and add-ons that are not included in the base plan price

Gusto international contractor payment fees and currency conversion costs

Gusto Global handles international contractor payments in 80+ countries, but the per-payment fees are not included in the base plan price. Fees vary by destination country and payment method — some countries have flat per-payment charges while others include currency conversion spreads. For companies with more than 10 international contractors being paid monthly, these fees can add $50 to $200+ per month depending on payment volume and destinations. The fees are not prominently displayed on the pricing page, so request a fee schedule for your specific countries before committing to Gusto Global over a dedicated international payment platform.

Gusto 401k administration and state tax registration fees

The 401(k) benefit runs through a partnership with Guideline, which charges $49 per month for the employer plus $8 per participant per month — costs that are separate from Gusto's plan pricing. For a 25-person company where all employees participate, that adds $249 per month to the Gusto bill. State tax registration services — needed when you hire employees in states where your company is not yet registered — can carry per-state fees. These are not hidden in the deceptive sense, but they are costs that do not appear on the main pricing page and can surprise buyers who assumed 'full-service payroll' covered everything.

How Gusto pricing compares to BambooHR, Rippling, and Paychex

Gusto vs BambooHR on price

BambooHR does not publish pricing, but third-party estimates place the Pro plan at approximately $17 per employee per month with payroll as a separate add-on at roughly $6 per employee per month. That puts BambooHR's all-in cost at approximately $23 PEPM for a comparable feature set — significantly more expensive than Gusto Plus at an effective $15.20 PEPM for a 25-person company. However, BambooHR Pro includes a genuine ATS, performance management, and employee engagement surveys — features Gusto only partially covers on its Premium plan. The pricing gap reflects a feature gap: Gusto is cheaper because it includes less HR.

Gusto vs Rippling on price

Rippling starts at $8 per employee per month for core HR, with payroll available as an add-on module. An HR + Payroll bundle runs approximately $16 PEPM according to Rippling's website and Vendr benchmark data verified March 2026. For a 50-person company, Rippling HR + Payroll costs roughly $800 per month versus Gusto Plus at $680 per month. The difference is small, but Rippling includes deeper workflow automation, IT device management, and modular add-ons for expense management and benefits that Gusto does not match. For teams under 25 employees, Gusto is typically cheaper. Above 50, Rippling's modular pricing becomes competitive.

What the pricing differences mean for small business payroll buyers

Gusto occupies the value position in small business payroll. It costs less than BambooHR (when payroll is included), less than Paychex Flex for companies under 50 employees, and comparably to Rippling for small teams. The trade-off is always feature depth — Gusto's HR capabilities are thinner than any of these competitors. OnPay, Gusto's closest competitor on price, charges $40 per month base plus $6 per employee with a single plan that includes all features — slightly cheaper than Gusto Simple and without the tier-based feature gating. For buyers whose primary need is payroll with benefits, Gusto and OnPay both deliver strong value. For buyers who need payroll plus real HR software, the higher cost of BambooHR or Rippling buys capabilities Gusto cannot match.

Gusto pricing buyer checklist: what to verify before selecting a plan

Determine whether you need the Simple or Plus plan before your first payroll run

The most common Gusto pricing mistake is starting on Simple to save money, then upgrading to Plus within the first month when you realize time tracking is essential. Map your workforce: if you have any hourly employees, any need for PTO accrual policies, or any requirement for next-day direct deposit, start on Plus. The per-employee cost doubles, but the alternative is paying Simple pricing for a plan that does not meet your needs and then paying the full Plus price anyway after the upgrade. There is no prorated savings for starting on a lower tier.

Calculate the total cost of Gusto including add-ons for international payments and 401k

Gusto's published pricing covers the core platform, but international contractor payments, 401(k) administration through Guideline, and state tax registration services add costs that are not on the pricing page. Before budgeting, list every add-on you will need and request specific pricing from Gusto. A 25-person company on Plus with 5 international contractors and a 401(k) plan could see total monthly costs of $380 (Plus) + $50 (international fees estimate) + $249 (Guideline 401k) = $679 per month — nearly double the base Plus price.

Compare Gusto Premium against Gusto Plus paired with a separate performance tool

If performance reviews are the main reason you are considering Premium, do the math. Premium for a 50-person team costs $1,280 per month. Plus for the same team costs $680 per month. The $600 monthly difference buys a dedicated performance management tool like Lattice (approximately $6 per person per month, or $300 for 50 people) with budget to spare. Lattice or 15Five provide deeper goal tracking, OKR alignment, and continuous feedback than Gusto's basic review module. Premium makes sense only if you also value the dedicated support, HR resource center, and compliance alerts — features you cannot replicate with a separate tool.

Verify your state's health insurance carrier availability through Gusto

Gusto's benefits brokering is a strong differentiator, but carrier availability varies by state. Before selecting Gusto for benefits administration, confirm that the carriers and plan types your employees expect are available in your state. Gusto works with major carriers like Blue Cross Blue Shield, Aetna, Cigna, Kaiser, and UnitedHealthcare, but regional coverage gaps exist, particularly in smaller states. If your state's options are limited, you may need an independent broker for benefits alongside Gusto for payroll, which changes the value equation.

Check whether promotional pricing applies and what happens when it expires

Gusto occasionally offers promotional pricing — typically three months at a reduced rate for new customers. If you sign up during a promotional period, make sure you understand the post-promotional pricing. A common scenario: a buyer signs up at 50% off, budgets based on the promotional rate, and then faces the full price in month four. Budget for the full published price from day one and treat any promotional savings as a bonus rather than a baseline. Gusto does not negotiate custom rates or volume discounts the way enterprise vendors do.

Frequently asked questions about Gusto pricing and costs

Gusto's pricing is fair, transparent, and competitive for small businesses with 1 to 100 employees. The Plus plan at $80 per month base plus $12 per employee is the right choice for most teams and delivers strong value relative to BambooHR, Paychex, and ADP. The Simple plan works for salaried-only micro-businesses, but most buyers outgrow it quickly. Premium is overpriced for what it adds unless you specifically need Gusto's dedicated support and compliance guidance. Watch for add-on costs — international payments, 401(k) administration, and state registration fees can push total costs meaningfully above the published plan prices. For teams that need payroll to work reliably at a price they can see before talking to sales, Gusto remains the benchmark.

Frequently asked questions

Question 1

How much does Gusto cost per employee per month?

Gusto's per-employee cost depends on the plan tier. The Simple plan charges $6 per employee per month on top of a $49 monthly base fee. The Plus plan charges $12 per employee per month on top of an $80 monthly base. The Premium plan charges $22 per employee per month on top of a $180 monthly base. All plans include full-service payroll with unlimited runs. For a 25-person company, the effective per-employee cost including the base fee works out to $7.96 on Simple, $15.20 on Plus, or $29.20 on Premium. These prices are published at gusto.com/product/pricing, verified March 2026.

Question 2

Does Gusto offer a free trial or free plan?

No, Gusto does not offer a free trial or a permanent free plan. You must select a paid plan to access the platform. Gusto occasionally runs promotional offers — typically three months at a discounted rate — but these are time-limited and not always available. The lack of a free trial is a notable gap compared to BambooHR, which offers a self-service trial. If you want to evaluate Gusto before committing, request a live demo from the sales team where you can see the platform with your specific use cases demonstrated.

Question 3

What is the cheapest Gusto plan for a startup with 5 employees?

The cheapest option is the Simple plan at $49 per month base plus $6 per employee, which totals $79 per month for a 5-person team. That comes to $15.80 per employee per month including the base fee. This plan includes full-service payroll, automatic tax filing, basic onboarding, benefits brokering, and PTO tracking. It does not include time tracking, configurable PTO policies, or workforce reports — those require the Plus plan at $80 base plus $12 per employee ($140/month total for 5 employees).

Question 4

Is Gusto pricing transparent or do you need a custom quote?

Gusto publishes its pricing on its website at gusto.com/product/pricing — you can see exact plan costs without talking to sales. This is a significant differentiator in the payroll and HR software market, where competitors like BambooHR, Paylocity, ADP, and Paychex all require custom quotes. Gusto's published pricing covers the three main plans (Simple, Plus, Premium), but add-on costs for international contractor payments, 401(k) administration, and state tax registration services are not displayed on the pricing page and may require contacting Gusto or its partners for exact figures.

Question 5

How does Gusto pricing change as my company grows?

Gusto pricing scales linearly with headcount — you pay the flat monthly base fee plus the per-employee rate for each active employee. As your team grows, the base fee becomes a smaller portion of total cost, which means the effective per-employee rate decreases. A 10-person team on Plus pays $20 per employee including the base; a 100-person team on Plus pays $12.80 per employee. Gusto does not offer volume discounts or negotiate custom rates for larger teams the way BambooHR or Paylocity do, which means the published rate is the rate regardless of company size.

Question 6

Does Gusto charge extra for payroll tax filing?

No. Full-service payroll with automatic tax filing is included in every Gusto plan at no additional charge. This covers federal, state, and local tax calculations, quarterly filings (941s), annual filings (940, W-2, 1099), and year-end reporting. Gusto also includes tax penalty protection — if Gusto makes a filing error that results in a penalty, they cover the cost. This all-inclusive approach to payroll tax filing is one of Gusto's strongest value propositions, especially compared to providers that charge separately for tax filing services.

Question 7

Can I switch between Gusto plans after signing up?

Yes, Gusto allows plan upgrades and downgrades. You can upgrade from Simple to Plus or Plus to Premium at any time, and the new pricing takes effect on your next billing cycle. Downgrading is also possible but may result in losing access to features you are currently using — for example, downgrading from Plus to Simple removes time tracking data and configurable PTO policies. Gusto does not charge early termination fees for plan changes. However, upgrading mid-cycle means you could have started on the higher plan and avoided the adjustment. There is no financial benefit to starting low and upgrading later.

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