Closing payroll for an Indian workforce can mean reconciling attendance, salary revisions, tax declarations and statutory deductions in the same pay run. That is the workflow factoHR's payroll software addresses.
For a US, Canadian or UK company evaluating factoHR, the first decision is about the Indian operation: does it already have the employer arrangements to hire the team, or does it need a provider to employ people locally?
factoHR is worth evaluating for an existing Indian employer's HR and payroll operations. Borderless AI becomes relevant when an overseas employee needs a legal employer through an employer of record. You may need one, the other, or both for different employees.
The practical comparison
Where factoHR fits an Indian payroll team
factoHR documents calculations and reporting for PF, ESIC, professional tax and TDS, including Form 16 and Form 24Q. Its payroll features also cover salary arrears, attendance and leave inputs, and employee access to payslips and tax information.
This makes it a relevant shortlist candidate when the problem is closing the Indian pay run accurately with fewer disconnected inputs. Payroll compliance is a real part of this product.
Accounting deserves a place in the evaluation, too. factoHR lists accounting integrations including Tally, QuickBooks and Xero. Ask for a demonstration using your accounting edition, chart of accounts and approval process. A familiar logo is a starting point; the useful test is whether salary costs reach the right accounts with a reconciliation your finance team can follow.
Does factoHR support international payroll?
Treat country support as a payroll question, separate from where managers can access the application.
factoHR's payroll product page explicitly describes Indian statutory requirements and multi-state processing. Its plans page also presents dollar-denominated packages. A dollar price alone does not establish US, Canadian or UK payroll support.
For each proposed country, ask which local calculations, forms, filings and payment methods the offered package covers, and who performs the submissions. Also establish who signs the employee's employment agreement as legal employer.
These questions matter in different ways. A UK head office running an established Indian subsidiary needs Indian payroll capability. Hiring someone in another country without an existing employer arrangement introduces an employment problem as well as a payroll problem. Borderless AI's EOR service addresses the latter by providing the legal employer while the client directs the employee's daily work. Confirm availability for the particular country and role before choosing that route.
What does factoHR cost?
On October 19, 2026, factoHR's rupee-priced Core plan listed ₹4,999 per month for up to 50 employees, billed yearly, plus ₹99 per month for each additional employee. Payroll appears in that package.
Packaging varies: the dollar-denominated Core package omits payroll from its included list, while Premium includes it. The free plan lists employee data, letter generation and payslip generation for up to 20 employees. Check the applicable package before treating a free payslip feature as a full payroll service.
An EOR fee buys a different scope from a software subscription. Request a Borderless proposal that separates service fees from salary, employer contributions and benefits. Compare the full proposed service and your remaining internal work, rather than placing two headline fees beside each other.
Can you keep factoHR and use Borderless AI?
Yes, that can be a sensible operating choice for different employee groups. An Indian business could retain its existing payroll process and evaluate EOR for a new overseas employee who needs a local employer.
Before adding a provider, decide who approves compensation changes, where finance receives employment costs, and how HR keeps employee records current. Demonstrate those handoffs during evaluation.
If your business already employs the overseas team and only needs help processing pay, consider global payroll as a separate service discussion. The reason to evaluate EOR is the employment responsibility you need it to take on.