Fast answer
- Choose greytHR if your top priority is predictable payroll operations and simpler baseline rollout.
- Choose Keka if your team values richer manager workflows and modern UX, and you can handle a slightly heavier evaluation.
Do not finalize based on UI demos. Validate month-end controls with live-like scenarios.
What to compare (India context)
### 1) Payroll compliance reliability Check PF/ESI/PT/TDS workflow depth, corrections, reversals, arrears, and month-close exports.
### 2) Attendance-to-payroll handoff Validate shift/overtime/leave exceptions and how changes propagate into payroll calculations.
### 3) Multi-state realities Run policy tests for state-wise differences and transfer cases.
### 4) Pricing transparency Ask for pricing unit (PEPM vs plan bundles), minimum billable headcount, setup fees, and support boundaries.
### 5) Implementation ownership Get a clear RACI: what vendor configures vs what your HR/finance teams must own.
Demo script (must run before selection)
- backdated attendance change + payroll rerun
- arrear + reversal in same cycle
- mid-month joiner + prorated calculation
- multi-state transfer employee case
- final payroll export and reconciliation against expected totals
Who this is best for
- greytHR fit: teams optimizing operational stability and quicker onboarding.
- Keka fit: teams prioritizing workflow polish and manager/employee experience with structured rollout discipline.
Next step
Need a neutral recommendation across payroll + HRMS + attendance (not vendor-biased)?
If you want tailored options, start with /shortlist. You can also /book-demo for guided evaluation.
## Related pages - /resources/keka-competitors-india-march-2026 - /resources/greythr-competitors-india-march-2026
- /resources/keka-vs-greythr-india
- /resources/greythr-vs-keka-pricing-india
- /resources/greythr-pricing-india-march-2026
- /resources/keka-pricing-india-march-2026
- /resources/greythr-alternatives-india-march-2026
- /resources/keka-alternatives-india-march-2026
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