Keka is an HR and workforce management platform that combines employee administration with payroll, attendance, performance management, hiring, and related employee workflows. Its product offering is designed to help businesses move away from disconnected HR tools and manual administrative processes.
In 2026, Keka’s US-facing pricing page presents its HRMS and payroll offering through packages named Foundation, Strength, and Growth. The page describes the capabilities of each package and offers trial or sales-contact options, but it does not provide a complete public dollar price for each package in the material reviewed.
This means US buyers should request a quote instead of relying on an assumed per-employee rate. They should also confirm which payroll, tax, benefits, and employment-compliance capabilities are available for their specific US workforce.
Quick Overview: Keka Pricing in 2026
| Plan | Published pricing status | Main focus |
| Foundation | Contact Keka for pricing | Core HR and essential automation |
| Strength | Contact Keka for pricing | Advanced HR, attendance, and employee workflows |
| Growth | Contact Keka for pricing | Broader employee engagement and development capabilities |
Keka’s US pricing page promotes free-trial or sales-contact options. The exact subscription cost depends on the package, required functionality, and commercial terms confirmed by the provider.
What to know before choosing Keka
- Foundation is positioned for companies beginning HR automation.
- Strength adds advanced HR and workforce management capabilities.
- Growth extends the platform into employee engagement and learning-related functionality.
- Keka also offers separate product areas for hiring and projects or timesheets.
- US businesses should verify the precise scope of US payroll and compliance support.
Keka
Keka Pricing Plans: Updated for 2026
1. Foundation
Foundation is positioned for organizations starting to automate HR processes.
The US-facing plan page describes it as providing essential automation features. Buyers should request the complete feature list for their quote, including the employee-record, onboarding, leave, attendance, and reporting capabilities relevant to their business.
Who should consider it?
Foundation is worth evaluating for businesses that want to establish consistent HR workflows without immediately adopting every advanced feature.
Before selecting it, check whether the plan covers all the essential processes currently handled by spreadsheets or other software.
2. Strength
Strength includes Foundation features and adds advanced capabilities for managing the employee lifecycle and workforce operations.
Features listed on Keka’s pricing page include:
- Employee timeline enhancements
- Advanced onboarding workflows
- Employee exit surveys
- Travel desk functionality
- Asset tracking
- Advanced roles and permissions
- Custom notifications
- Custom report building
- Advanced attendance capabilities
- GPS and selfie-based attendance
- Continuous location punching
- Employee self-service enhancements
- Single sign-on options
Availability may depend on the exact plan and contract.
Who should consider it?
Strength may be appropriate for businesses with more complex attendance requirements, distributed teams, or a need for more granular employee workflows and permissions.
Companies should verify the features available in their region and determine whether location-based attendance is appropriate for their workforce policies.
3. Growth
Growth includes Strength capabilities and adds more employee engagement and development features.
Keka’s US pricing page lists capabilities such as:
- Employee pulse surveys
- One-to-one meeting management
- Learning management functionality
- Employee engagement workflows
These tools can help organizations formalize employee development and feedback processes instead of managing them across separate applications.
Who should consider it?
Growth is worth considering when the organization needs more than employee records and attendance management. It may be a better fit for companies seeking to coordinate employee engagement, performance-related discussions, and learning.
Request a quote that clearly separates the cost of the HRMS and payroll products from any additional hiring or project-management products.
How Much Does Keka Cost for Your Business?
Because the reviewed US pricing page does not provide a complete public dollar price for each plan, a reliable numerical cost calculator cannot be produced from the published information alone.
Instead, ask Keka to provide a quote for your employee count and required modules.
| Cost factor | What to confirm |
| Employee count | Whether billing is per employee, per user, or based on another metric |
| Foundation subscription | Monthly or annual price and included functionality |
| Strength subscription | Additional cost over Foundation |
| Growth subscription | Additional cost over Strength |
| Payroll | Supported US payroll and tax-filing services |
| Hiring | Whether recruitment products require a separate subscription |
| Projects and timesheets | Whether these are separate products |
| Implementation | Data migration, configuration, and training charges |
| Integrations | Availability and additional charges for required connectors |
| Contract | Minimum commitment, renewals, and cancellation terms |
The most useful comparison is the complete annual cost of the package you need, not an unverified starting price.
Keka Add-Ons and Additional Costs in 2026
Keka presents HRMS and payroll, hiring, and projects and timesheets as distinct product areas. Businesses should confirm whether their quote covers only HRMS and payroll or includes the additional products.
| Cost component | What to check |
| Core HRMS | Employee records, onboarding, and employee workflows |
| Payroll | Payroll processing, taxes, and supported worker types |
| Advanced attendance | GPS, location-based, and advanced attendance features |
| Performance management | Goals, reviews, and appraisal functionality |
| Learning management | Courses, employee learning, and tracking |
| Hiring | Applicant tracking and recruitment workflows |
| Projects and timesheets | Project time capture and reporting |
| Implementation | Migration, setup, and training |
| Integrations | Required accounting and collaboration connectors |
Ask the sales team to identify which capabilities are included in the selected tier and which require a separate product or additional fee.
Which Keka Plan Is Right for Your Business?
| Business requirement | Plan to evaluate | Key consideration |
| Basic HR automation | Foundation | Confirm essential employee workflows |
| Advanced attendance and permissions | Strength | Verify required attendance methods |
| Employee engagement and learning | Growth | Assess adoption and ongoing administration |
| Recruitment management | Hiring product | Confirm separate pricing and integration |
| Project time tracking | Projects and timesheets | Check reporting and billing requirements |
| US payroll | Obtain a detailed product-specific quote | Verify tax, filing, and jurisdiction support |
A company should begin by listing the processes it wants to improve. Buying advanced modules without a clear operational need can add cost and implementation effort without delivering corresponding value.
Keka vs. Top HR Software Competitors in 2026
| Software | Main focus | Pricing approach | Key consideration |
| Keka | HRMS, payroll, attendance, and employee workflows | Quote-based in the reviewed US pricing material | Confirm regional capabilities |
| greytHR | HR and payroll | Published India prices and custom Premium quote | Strong regional distinction |
| Zoho People | HR administration and employee management | Published per-user plans | Transparent entry pricing |
| Rippling | HR, payroll, benefits, and IT | Modular quote | Broad workforce integration |
| BambooHR | HR information and employee management | Quote-based pricing for many customers | HR-focused functionality |
Keka vs. greytHR
Both platforms offer HR and payroll capabilities, but their published product and pricing structures differ. greytHR provides public India pricing for Essential and Growth, while Keka’s reviewed US page does not display a complete dollar price for its three HRMS packages.
Compare the platforms using the relevant country’s payroll requirements, feature availability, implementation costs, and total annual subscription.
Keka vs. Zoho People
Zoho People publishes per-user pricing for its HR plans, making a basic subscription estimate easier. Keka should be evaluated through a product-specific quote and a comparison of the advanced HR and payroll functionality required.
If cost predictability is the priority, Zoho People’s published rates provide a useful starting point. If the business needs a particular Keka workflow, verify that it is included in the proposed package.
Pros and Cons of Keka in 2026
| Pros | Cons |
| Offers a broad range of HR and workforce functions | Complete US package prices are not publicly displayed in the reviewed material |
| Multiple package levels | A quote is needed to compare total costs |
| Advanced attendance and permission capabilities | Some functionality may depend on the package |
| Employee engagement and learning capabilities | Additional product areas may increase the total subscription |
| Separate hiring and timesheet offerings | US payroll and compliance scope must be confirmed |
Keka Pricing Statistics in 2026
| Pricing indicator | Published information |
| Foundation price | Custom quote required |
| Strength price | Custom quote required |
| Growth price | Custom quote required |
| Trial | Offered through the provider’s pricing page |
| Product areas | HRMS and payroll, hiring, projects and timesheets |
| US-specific total cost | Requires confirmation from Keka |
These details reflect the reviewed pricing page. They are not estimates of Keka’s actual subscription charges.
Key Pointers for Selecting Keka
- Confirm regional functionality. Check that the features and payroll services you require are available for your intended workforce.
- Request an itemized quote. Separate HRMS, payroll, hiring, and timesheet costs so that you can compare equivalent products.
- Test attendance workflows. If you need GPS or location-based attendance, evaluate how the feature works and whether it meets your operational and privacy requirements.
- Check reporting and permissions. Ask to see the reports and access controls your HR and management teams will use.
- Compare the total cost of ownership. Include implementation, integrations, training, support, and contract terms.
What SaaSworthy Thinks of Keka’s Pricing
Keka offers a broad set of HR capabilities across Foundation, Strength, and Growth. Its structure gives buyers a way to evaluate core automation first and then consider more advanced attendance, employee engagement, and learning functionality.
However, the absence of a complete public dollar price in the reviewed US pricing material makes direct budget comparisons difficult. Buyers should obtain a quote with a clear breakdown of employee-based charges, modules, implementation, and recurring fees.
For US companies, product suitability should be established before price comparisons. Verify the supported payroll jurisdiction, tax functionality, and availability of the features included in the proposed contract.
FAQs: Keka Pricing in 2026
1. How much does Keka cost in 2026?
The reviewed US pricing page does not display a complete public dollar price for Foundation, Strength, and Growth. Contact Keka for a quote based on your requirements.
2. What are Keka’s main plans?
The US-facing HRMS and payroll pricing page presents Foundation, Strength, and Growth.
3. Does Keka offer a free trial?
The pricing page offers trial options. Confirm the duration, included features, and eligibility with Keka.
4. What does Foundation include?
Foundation is positioned for businesses beginning HR automation. Request the current feature list for the proposed package.
5. What does Strength add?
The page lists advanced employee workflows, permissions, reporting, onboarding, attendance, and employee self-service capabilities.
6. What does Growth add?
Growth includes Strength features and adds capabilities such as employee pulse surveys, one-to-one meetings, and learning management.
7. Does Keka offer recruitment software?
Keka lists Hiring as a separate product area. Confirm the product’s price and integration with your HRMS subscription.
8. Does Keka support US payroll?
US businesses should confirm supported payroll processing, tax filing, worker types, and applicable jurisdictions directly with Keka.
9. Does Keka offer timesheets?
Keka lists Projects and Timesheets as a product area. Confirm whether it is included in the HRMS quote or priced separately.
10. How should I compare Keka with greytHR?
Compare the exact features and regional payroll support required, then evaluate written quotes that include implementation, integrations, and any optional modules.
Final Thoughts
Keka’s 2026 offering spans core HR automation, advanced workforce management, employee engagement, and additional products for hiring and project timesheets. Foundation, Strength, and Growth provide a framework for evaluating those capabilities.
The main pricing limitation is that the reviewed US pricing page does not provide a complete public dollar rate for each package. Businesses should request an itemized quote and confirm US payroll and compliance coverage before comparing Keka with alternatives.
A plan is worth choosing only when its included workflows justify the full subscription and implementation cost.
