APS vs. ADP: Which Is Right for You?

Why Businesses Switch from ADP to APS

• 01 Which has better customer support: APS or ADP?

  APS assigns a dedicated, named support team to every account; ADP support is frequently routed through a case-number system that reviewers describe as slow to resolve.

  Independent reviews consistently flag “poor customer support” as one of the most common complaints in ADP feedback, with hundreds of recent mentions citing long hold times and being transferred between departments before their issues are resolved. APS, by contrast, holds a 96% Quality of Support score and a 98% customer satisfaction rate on G2, built around a dedicated support team available to answer day-to-day platform questions.

  96%

  Quality of Support

  98%

  Customer Satisfaction Rate
• 02 Which platform is easier to manage day-to-day: APS or ADP?

  APS is one platform from hire to retire; many ADP customers manage payroll, HR, and time across separate ADP products that were built or acquired at different times.

  As companies grow past ADP’s small-business RUN product, they’re often migrated to Workforce Now or a comprehensive outsourced tier—each with its own interface and support structure. APS is built as a single system from the start, so payroll, HR, Attendance, and reporting all draw on a single employee database.

  That single-system approach starts at implementation: APS assigns one dedicated project manager who configures the platform, trains your team, and validates accuracy with parallel payroll runs before go-live, with 90% of implementations launching on time. ADP customers who grow past RUN typically re-implement on Workforce Now, restarting that process on a different product.

• 03 Which platform offers more pricing transparency: APS or ADP?

  APS publishes starting per-employee, per-month pricing, so a company can get a directional cost estimate on its own; ADP’s pricing is opaque, with per-tier and per-module costs that are hard to estimate without a sales conversation.

  ADP’s pricing is frequently cited by reviewers as opaque, with per-tier and per-module costs that are hard to estimate up front. APS starts at a $50/month base fee plus $6 PEPM, scaling to $14 PEPM for Payroll, Attendance, and HR—giving finance teams a public starting point to plan around rather than guessing at ADP’s tiered add-on costs.