WeekMate HRMS vs GreytHR: Pros, Cons & Best Fit for Your Business

Payroll ran fine this month, but you added four people and the invoice moved again. And you’re not sure whether the extra is the base fee, the per-employee slab, GST, or an add-on someone switched on last quarter. That’s the pricing fog most greytHR customers eventually run into. The platform works. The maths just gets harder to hand to your CFO as the team grows.

WeekMate HRMS takes the opposite bet. Flat per-organization pricing inside a tier, up to 50 users at one predictable monthly number, with payroll and Indian statutory compliance switched on from day one. This piece walks through what each platform actually does, where greytHR still holds a legitimate advantage, and where WeekMate is the cleaner call. Verified numbers on both sides, no third-party guesses.

WeekMate HRMS vs greytHR: Quick Comparison

WeekMate HRMS Overview

Key Features

• Payroll processing with automated tax deductions, PF, ESI, PT and payslip generation
• Attendance and leave management with policy-driven approvals and real-time balances
• Employee self-service portal and native mobile app for check-ins, requests and payslips
• Performance reviews with goal tracking and feedback cycles
• Statutory compliance built in across all tiers, no separate add-on
• Centralized employee records with document storage
• Sits alongside CRM, TaskHub, proposals, email marketing and field sales on the same account

Who Is It Best For?

WeekMate suits growing Indian SMBs, service businesses, hybrid teams and startups that want an HR bill that stops moving every time they hire. It works well for buyers who value a single flat monthly number over paying per employee, and for ops teams that would rather have HR sit inside a wider platform (CRM, tasks, proposals) instead of stitching separate vendors together.

Pros and Cons

Pros

• Flat monthly pricing inside each tier, so your bill doesn’t move when you hire
• Payroll, statutory compliance and self-service are on from day one, no separate add-ons
• Native mobile app for iOS and Android with full self-service
• Setup wraps up in hours to days for standard configurations
• Sits inside a wider suite (CRM, TaskHub, proposals, field sales) on the same account
• Transparent published pricing on the website, no gatekeeping to see the numbers

Cons

• 50-user ceiling on each tier means larger orgs move to a custom quote
• Younger brand than greytHR, if buyer inertia weighs on your decision
• No free tier for very small startups the way greytHR’s Starter offers

greytHR Overview

Key Features

• Payroll processing with automated salary runs, tax deductions and statutory filings
• Full Indian statutory compliance for PF, ESI, PT (all states), Gratuity, Maternity Benefit and TDS
• Leave and attendance management with biometric and geo-fencing integrations on paid plans
• Employee self-service via web portal and mobile app
• Letters, mail merge, document management and workflow approvals
• NAVOS AI assistant bundled into paid tiers
• Recruit ATS available as a paid add-on at ₹2,500 per recruiter per month

Who Is It Best For?

greytHR fits established Indian SMBs and mid-market teams that need deep statutory compliance across multiple states, plus buyers with a stable headcount who’re comfortable with a base fee plus per-employee model. Founders with under 25 employees also benefit from the free Starter tier as a zero-cost entry point, though the feature limits (no biometric attendance, 250MB storage, 13-month payroll history) mean it’s a stepping stone, not a long-term home.

Pros and Cons

Pros

• Two decades of Indian statutory payroll experience and a very deep compliance library
• Free Starter tier for teams under 25 employees, useful for very early startups
• NAVOS AI assistant bundled into paid tiers with no separate line item
• Large partner and implementation network across India
• Multi-state PT, EPFO, ESI and TDS automatically updated as statutory rates change
• Long-established documentation, training resources and support base

Cons

• 18% GST added on top of every base fee, which the published sticker price doesn’t include
• Base fee applies for 50 employees even if you only have 28, so under-50 teams pay for headroom they don’t use
• Per-employee overage from user 51 onwards means the bill scales with every hire
• Add-ons like Recruit and GPS attendance are billed separately on top of the plan
• Interface has aged compared to newer HRMS platforms
• Some advanced configurations still need technical assistance to set up

WeekMate HRMS vs greytHR: Detailed Feature Comparison

WeekMate HRMS vs greytHR: Pricing Comparison

WeekMate Pricing

WeekMate publishes three tiers on its pricing page, all subscription-based. Starter is ₹3,999 per month for up to 50 users. Growth is ₹4,999 per month for up to 50 users. Enterprise starts at ₹5,999 per month for up to 50 users, with custom pricing available for larger headcounts or specific requirements beyond that. Pricing is flat per organization inside a tier, not per employee. Whether you have 18 people or 44, the Starter number stays ₹3,999. That single design choice changes how the cost side of this decision reads for a growing team.

greytHR Pricing

greytHR runs four tiers on its own pricing page. Starter is free for up to 25 employees with limits (no biometric or geo-fencing attendance, 250MB storage, 13-month payroll history). Essential is ₹2,495 per month base, which includes the first 50 employees, plus ₹45 per employee above 50. Growth is ₹4,495 per month base for 50 employees, plus ₹85 per employee above 50. Premium is custom-quoted with the full module suite bundled. 18% GST applies on top of every paid plan. Effective Essential lands at roughly ₹2,944 per month for the first 50 employees once GST is added, Growth at roughly ₹5,304, before any add-ons like Recruit (₹2,500 per recruiter per month) or GPS tracking.

How Pricing Changes as You Scale

Under 25 employees, greytHR’s free Starter is unbeatable because it costs nothing, though feature limits kick in fast. Between 25 and 50 employees, sticker prices are close, but WeekMate’s flat, GST-inclusive number is easier to plan around. Past 50 employees, greytHR adds ₹45 to ₹85 per additional employee per month plus GST, so a team of 80 on Growth pays about ₹8,313 monthly with GST, and the number keeps climbing. WeekMate stays at its flat tier price up to 50 users, so growing from 20 to 45 people doesn’t touch the invoice. For steady-state under-50 teams either can work; for growing teams, WeekMate’s flat structure wins on total cost.

WeekMate HRMS vs greytHR: Key Differences

1. Difference in Pricing Model

WeekMate charges a flat monthly figure per tier for up to 50 users, GST inclusive on the invoice. greytHR charges a monthly base fee for 50 employees plus a per-employee overage from user 51 onwards, with 18% GST added on top and add-ons billed separately. WeekMate suits buyers who want one predictable invoice; greytHR suits buyers comfortable with a base-plus-metered model.

2. Difference in Feature Availability

WeekMate bundles more into each tier, so payroll, statutory compliance, self-service, mobile, attendance and basic performance tools are on from day one across tiers. greytHR keeps modules leaner in Essential and unlocks the fuller toolkit as you move up to Growth and Premium, with recruitment sitting outside the core plan as a paid add-on. If you want most of what an HR team uses ready in the base tier, WeekMate covers more; if you’d rather pay only for modules you’ve explicitly decided you need, greytHR gives you that granularity.

3. Difference in Scalability

WeekMate’s flat-tier structure keeps costs predictable up to 50 users, then moves you to a custom-quoted enterprise conversation for larger headcounts. greytHR scales linearly through per-employee overage, so scaling is smooth but the bill grows with every hire. For teams doubling in the next 18 months, WeekMate is more forgiving on budget; for teams that value module-level scale (adding Recruit, GPS, or moving from Essential to Growth), greytHR is more flexible.

4. Difference in Integrations

greytHR has a longer integration list, given its two-decade market presence, with tie-ins to biometric hardware, banks, tax portals and third-party HR tools. WeekMate leans on native breadth instead: your account already includes CRM, TaskHub, proposals, email marketing and field sales, so many of the tools you’d otherwise integrate with are on the same login. Different philosophies. greytHR connects out to more third parties; WeekMate reduces the number of third parties you need in the first place.

5. Difference in Compliance Depth

This is greytHR’s home turf. Two decades of Indian payroll compliance, automatic updates when statutory rates change, and pre-configured multi-state PT rules mean that if your business runs across several states or has unusual CTC structures, greytHR’s coverage runs deeper. WeekMate covers the same core (PF, ESI, PT, TDS) reliably for standard SMB requirements. For heavily regulated sectors with tricky edge cases, greytHR still edges ahead; for a standard growing SMB in one or two states, WeekMate is fit for purpose.

Is WeekMate HRMS the Better greytHR Alternative?

For most growing Indian SMBs, yes. WeekMate’s flat, GST-inclusive tier pricing removes the biggest friction with greytHR, the base fee plus per-employee plus GST plus add-ons stack that gets harder to explain as you hire. You get payroll, statutory compliance, self-service and a mobile app switched on from day one, and the option to fold CRM and task management into the same platform.

greytHR still wins on two specific fronts. A team of under 25 people gets it free on Starter. A team with genuinely complex multi-state compliance gets a deeper statutory library. Outside those two cases, WeekMate is the more practical alternative for teams that want their HR bill to stay put and their toolkit to stay simple.

Ready to Move Off Per-Employee Billing?

If the greytHR stack of base fee + ₹45 to ₹85 per employee overage + 18% GST + Recruit + GPS attendance is starting to feel harder to explain than it should be, WeekMate is worth a proper look. One flat monthly number per tier, payroll and statutory compliance already switched on, and no add-on line items building up on the invoice.

Bring your actual 12-month headcount plan to the call. That’s the fastest way to see, side by side, which platform gives you a bill you can budget around and which one keeps climbing.