PeopleVio vs Keka: An Honest Comparison (2026)

Keka and PeopleVio take genuinely different approaches to HRMS pricing and scope — this is an honest look at both, including where Keka's approach may suit you better.

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

Pricing structure

Keka prices in flat monthly tiers, each covering up to a set employee count (roughly 100 employees at the entry Foundation tier), with higher tiers (Strength, Growth) adding performance management, OKRs, and recruitment.

PeopleVio prices per active employee — ₹59/month, ₹49/month billed annually — with volume discounts applied automatically as headcount grows, rather than tier-based jumps at fixed employee thresholds.

What each includes

Keka's core tiers cover payroll, attendance, leave, and employee self-service, with performance reviews, OKRs, and recruitment added at higher tiers — genuinely useful if broader talent management is a near-term priority alongside core HR.

PeopleVio includes payroll with statutory compliance (PF, ESI, multi-state PT, TDS), GPS geofenced attendance, leave, expenses, assets, offer letters, and org structure in its single price — without a separate tier for performance management or recruitment, since PeopleVio is built around operational HR execution rather than broader talent management.

Where Keka may be the better fit

If performance management, OKR tracking, and recruitment functionality alongside core HR are genuine near-term priorities, Keka's bundled scope at higher tiers may suit you better than adding a separate tool for those functions. Companies at or near Keka's tier employee ceilings (close to 100, 200, or 500) may also find its flat-rate pricing works out favorably at that specific scale.

Where PeopleVio may be the better fit

If your priority is complete, accurate operational HR — payroll compliance, attendance, leave, expenses, assets — without paying for talent-management scope you won't use yet, PeopleVio's single all-inclusive price avoids Keka's tier-based feature gating. Companies whose headcount doesn't sit neatly near a Keka tier ceiling may also find per-employee pricing scales more predictably.

A direct comparison

	Keka	PeopleVio
Pricing model	Flat tiers by employee ceiling	Per-employee, volume discounts automatic
Payroll compliance	Included	Included
Performance management	Higher tiers	Not included
Expenses & assets	Add-ons/varies by tier	Included in base price
Best fit	Companies wanting bundled talent management	Companies wanting complete operational HR at one price

Frequently asked questions

Is PeopleVio cheaper than Keka? Depends on your headcount and required features — PeopleVio's per-employee model may work out more cost-effective away from Keka's tier ceilings; Keka's flat rate may be competitive near a ceiling. Compare actual quotes at your specific headcount.

Does PeopleVio offer performance management like Keka's higher tiers? Not currently — PeopleVio focuses on operational HR execution. If performance management and OKRs are a genuine near-term need, Keka's bundled approach may better fit that requirement.

Is switching from Keka to PeopleVio (or vice versa) difficult? Any HRMS migration carries real data-migration and setup cost — worth a structured parallel-run period regardless of which direction you're switching.

Which is better for a company planning to double headcount within a year? Per-employee pricing (PeopleVio) tends to scale more predictably through non-linear growth than flat tiers with fixed ceilings, worth modeling both against your specific growth plan.

The bottom line

Keka and PeopleVio serve genuinely different priorities — Keka for companies wanting broader talent management bundled with core HR at flat tiers, PeopleVio for companies wanting complete operational HR at one predictable per-employee price. Worth evaluating both against your actual near-term feature needs, not just price.