Keka vs factoHR: Which HRMS Is Right for You? (2026)

Keka and factoHR both target Indian companies scaling past small-team size, but with different pricing structures and different emphasis — Keka toward broader talent management, factoHR toward compliance-heavy payroll and attendance depth.

Pricing and feature details below reflect each vendor's publicly listed information at the time of writing. Vendor pricing changes — confirm current numbers directly with each vendor before deciding.

Pricing model

Keka prices in flat monthly tiers, each covering up to a set employee count, with higher tiers adding performance management, OKRs, and recruitment functionality.

factoHR publishes a free plan for up to 20 employees, then three paid tiers (Core, Premium, Ultimate) starting around ₹4,499/month covering up to 50 employees, with additional employees billed per head monthly (published figures around ₹69-₹129 per additional employee depending on tier, billed quarterly at time of writing).

Feature positioning

Keka emphasizes broader HR-to-performance-management scope at higher tiers — OKRs, continuous feedback, and skill matrices alongside core HR functions.

factoHR emphasizes payroll and attendance compliance depth specifically — native Indian payroll with PF, ESI, PT, TDS, gratuity, bonus calculation, and Form 16 generation, plus GPS-enabled attendance with geo-fencing and biometric integration, with a genuinely capable mobile self-service app.

Who each is generally better suited for

Keka suits companies wanting performance management and recruitment bundled alongside core HR as they scale. factoHR suits companies where payroll compliance depth and mobile-first attendance (GPS, selfie punch, biometric) are the primary operational need, particularly in the 50-500+ employee range factoHR specifically targets.

The free tier difference worth noting

factoHR offers a genuine free plan for up to 20 employees, covering basic employee data, letter generation, and payslip generation — Keka doesn't publish an equivalent free tier, starting directly at its flat-rate Foundation plan. Worth confirming this directly if a free entry point matters for your evaluation.

Where PeopleVio fits in this comparison

PeopleVio combines payroll compliance depth (PF, ESI, multi-state PT, TDS) with GPS geofenced attendance and full HRMS functionality — expenses, assets, offer letters, org structure — in one per-employee price (₹59/month, ₹49 billed annually), without factoHR's separate per-feature add-on charges (selfie punch, recruitment module, face recognition each priced individually) or Keka's flat-tier employee ceiling.

Frequently asked questions

Is factoHR's compliance handling as deep as it markets? Published feature descriptions suggest genuine depth (PF, ESI, PT, TDS, gratuity, bonus, Form 16) — worth verifying directly against your specific compliance scenario (multi-state operations, for instance) during a trial.

Does Keka include mobile attendance features comparable to factoHR's? Keka does include GPS attendance and biometric integration in its feature set, though this is positioned somewhat differently — factoHR's mobile self-service depth (selfie punch, GPS-based ESS for leave/travel/expense) is a more central part of its pitch specifically.

Are factoHR's per-feature add-on charges a meaningful cost factor? Potentially, yes — features like selfie punch, face recognition, and recruitment are priced as separate add-ons on top of the base plan, which is worth factoring into a total cost comparison against Keka's more bundled tier structure.

Which is better for a company with 50-100 employees specifically? Both target this range — the deciding factor is usually whether compliance/attendance depth (factoHR) or broader talent-management scope (Keka) matters more for your specific operational priorities.

The bottom line

Keka and factoHR both scale well past small-company size but emphasize different things — Keka broader talent management, factoHR payroll and attendance compliance depth with a genuine free entry tier. The right fit depends on which of those is your actual operational priority.