Thinking about switching? Start from what you use today and what you need next.
Move to digital punches so totals are calculated for you and corrections leave a record.
Keep the reports you like, but stop retyping hours. Import your employee list and start with one team.
If you also need scheduling, approvals or several punch methods, look for a system that connects them.
Export your employee list and time history first, then run both systems for one pay period.
It depends on team size and setup. Many teams start with one location and add others.
Export what you can before you switch. Ask any vendor how imports work.
Most people land here because a specific product stopped fitting: the price rose with headcount, the time clock turned out to be an add-on, or the app tracks projects when you need shifts. Below, the tools we have reviewed are grouped by what they are built to do first. Each review lists the published plans and prices we checked in November 2026, what the tool does well, and who it is probably not right for. Where we have a head-to-head page, it is linked as well.
These start from the shift schedule. The time clock is sometimes included and sometimes sold separately, so check how attendance is priced before you compare totals.
These focus on the punch itself: who clocked in, from where, and how the hours get to payroll.
These record time against clients and projects, and some add monitoring. They suit billable work more than shift coverage.
Start with how your people start work. If they arrive at one door, a shared tablet kiosk or an NFC tag at the entrance is usually enough. If they start at customer sites, you need a phone app with GPS stamps and approved locations. Then check how the price scales: per employee, per location, or a base fee plus users. Model it at your headcount today and at the size you expect next year, because the cheapest option for 8 people is often not the cheapest for 40. Finally, run one pay period with the new tool next to the old one and compare the totals before you switch off anything.
If you want the same comparison for EZTime itself, its plans start at $2 per employee per month with a $20 monthly minimum and a 14-day trial with no credit card. The comparison guides explain punch methods and total cost without naming vendors.
An EZTime specialist can show you how it works for your setup.