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

Keka and greytHR are two of the most-searched HRMS comparisons in India — both established platforms, but built around genuinely different pricing models and target company profiles. Here's how they actually differ.

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: flat-tier vs per-employee

Keka prices in flat monthly tiers, each covering up to a set employee count (roughly 100 employees per entry tier), with higher tiers adding performance management, OKRs, and recruitment functionality. This model rewards you if you're close to a tier's employee ceiling; it means renegotiating or upgrading once you cross it.

greytHR prices per-employee above a base headcount — Essential and Growth plans include a base of 50 employees, with additional employees billed at a fixed per-head rate on top (published at roughly ₹45/employee for Essential, ₹85/employee for Growth, at time of writing). This scales more predictably with headcount than a flat-tier jump.

Feature positioning

Keka leans toward companies that want performance management, OKRs, and recruitment in the same platform as core HR — its higher tiers are built around this broader talent-management scope, positioning it closer to an HCM than a pure operational HRMS at the top end.

greytHR is built with a strong emphasis on Indian statutory compliance specifically — PF, ESI, Professional Tax (state-specific), Gratuity Act, and Maternity Benefit Act handling with automatic updates when rates change. Shift management, overtime, and geo-fencing sit in its higher Growth tier rather than the entry plan.

Who each is generally better suited for

Keka's flat-tier, feature-expanding model tends to suit companies that want performance and recruitment functionality bundled in as they scale, and are comfortable with tier-based (rather than smooth per-employee) pricing jumps. greytHR's compliance-first design and per-employee scaling tends to suit companies prioritizing payroll compliance accuracy above broader talent-management features, particularly smaller and mid-size companies scaling gradually.

What to verify directly with each vendor

• Current exact pricing for your specific headcount — both vendors' published numbers vary across sources and change over time.
• Whether features you need (geo-fencing, shift management, performance reviews) are in your target tier or require an upgrade.
• Implementation and onboarding support included at your tier, since this varies between entry and higher plans for both platforms.

Where PeopleVio fits in this comparison

PeopleVio takes a third approach — a single per-employee price (₹59/month, ₹49 billed annually) that includes payroll, attendance, leave, expenses, assets, offer letters, and org structure without a flat-tier employee cap or feature-gated add-ons layered on top. Worth evaluating alongside Keka and greytHR if a simpler, all-inclusive pricing structure matters to you.

Frequently asked questions

Is Keka or greytHR better for compliance accuracy specifically? greytHR's marketing and product design emphasize Indian statutory compliance depth specifically; Keka also supports compliance but is comparatively more oriented toward broader HR/talent functionality at higher tiers. Worth testing both directly against your specific compliance needs (multi-state PT, for instance) before deciding.

Which is cheaper, Keka or greytHR? Depends heavily on your headcount and required features — Keka's flat tiers can be more cost-effective near a tier's ceiling, while greytHR's per-employee model scales more predictably. Get current quotes from both at your actual headcount before comparing.

Do both platforms handle multi-state payroll compliance? Both are built for the Indian market and support multi-state considerations to varying degrees — confirm specifics for your exact states of operation directly with each vendor, since this is exactly the kind of detail that benefits from a direct product demo.

Is switching between Keka and greytHR difficult if I choose wrong? Any HRMS migration carries real data-migration and setup cost — this is a good reason to trial both with your actual data during evaluation rather than deciding on marketing material alone.

The bottom line

Keka and greytHR solve similar problems with different pricing structures and feature emphasis — Keka leaning toward bundled talent management at flat tiers, greytHR toward compliance depth with per-employee scaling. The right choice depends on your actual feature priorities and headcount trajectory, worth testing directly rather than deciding from published pricing pages alone.