Deputy

Name: Deputy
Brand: Deputy
Rating: 4.2 (2003 reviews)

Leader

On a mission to improve the world of work, one shift at a time.

Est 2008|Valuation $1.1B|Raised $168M|130 Ref Customers

LinkedIn 35K|Web traffic 2.4M|FTEs 394|HQ Sydney, New South Wales, AU

MarketsHuman Resource Information Systems (HRIS)Time, Attendance, & Leave Management

01Competitive Landscape

Narrative competitive analysis

- Deputy vs When I Work: When I Work positions itself as less expensive and simpler to scale; comparison content emphasizes lower pricing for small businesses. Independent comparisons indicate When I Work can win on price for small teams. - Deputy vs Homebase: Homebase positions payroll as an integrated feature; Deputy exports timesheets to payroll providers. Deputy is a better fit where organizations prefer to keep an existing payroll stack; Homebase can be compelling where integrated payroll is desired. - Deputy vs Connecteam: Some analyses suggest Connecteam can be less expensive at mid-sized team counts due to bundled pricing, while Deputy’s per-user pricing scales linearly.

Market adoption trend signals (not definitive)

The vendor cites a large global workplace footprint in its public materials, and press coverage has noted substantial reported customer counts and ARR at times of leadership transition.

These indicate broad adoption; however, the definition of “workplaces” is vendor-reported and should be treated accordingly unless a definition is provided.

	Deputy	When I Work	Homebase
Starting Price	Entry plan priced at a low per-user monthly rate; minimum monthly spend can apply on monthly billing	Positioned as lower-cost per-user entry pricing in many comparisons	Pricing varies; often competes via bundled payroll options rather than export-only workflows
Typical Fit	Shift-based organizations needing scheduling, time, compliance, and payroll/POS integrations	Budget-sensitive teams wanting simpler scheduling/time tracking and predictable scaling	Teams that prefer in-product payroll rather than exporting to external payroll providers
Key Strength	A wide set of workforce management features (scheduling, time, compliance) and integrations with common payroll/POS systems	Lower entry price and simpler packaging; often sufficient scheduling for many SMBs	Integrated payroll workflow (approve hours → run payroll in one system) can simplify payroll processing
Key Weakness	Per-user costs can increase at scale; recurring complaints about glitches/lag and support	May have less depth in complex compliance/optimization depending on plan; fewer enterprise controls	If an organization prefers to retain an existing payroll provider, the integrated payroll option may be less relevant

01Competitive Landscape

Narrative competitive analysis

Deputy vs When I Work: When I Work positions itself as less expensive and simpler to scale; comparison content emphasizes lower pricing for small businesses. Independent comparisons indicate When I Work can win on price for small teams.
Deputy vs Homebase: Homebase positions payroll as an integrated feature; Deputy exports timesheets to payroll providers. Deputy is a better fit where organizations prefer to keep an existing payroll stack; Homebase can be compelling where integrated payroll is desired.
Deputy vs Connecteam: Some analyses suggest Connecteam can be less expensive at mid-sized team counts due to bundled pricing, while Deputy’s per-user pricing scales linearly.

Market adoption trend signals (not definitive)

The vendor cites a large global workplace footprint in its public materials, and press coverage has noted substantial reported customer counts and ARR at times of leadership transition.

These indicate broad adoption; however, the definition of “workplaces” is vendor-reported and should be treated accordingly unless a definition is provided.

	Deputy	When I Work	Homebase
Starting Price	Entry plan priced at a low per-user monthly rate; minimum monthly spend can apply on monthly billing	Positioned as lower-cost per-user entry pricing in many comparisons	Pricing varies; often competes via bundled payroll options rather than export-only workflows
Typical Fit	Shift-based organizations needing scheduling, time, compliance, and payroll/POS integrations	Budget-sensitive teams wanting simpler scheduling/time tracking and predictable scaling	Teams that prefer in-product payroll rather than exporting to external payroll providers
Key Strength	A wide set of workforce management features (scheduling, time, compliance) and integrations with common payroll/POS systems	Lower entry price and simpler packaging; often sufficient scheduling for many SMBs	Integrated payroll workflow (approve hours → run payroll in one system) can simplify payroll processing
Key Weakness	Per-user costs can increase at scale; recurring complaints about glitches/lag and support	May have less depth in complex compliance/optimization depending on plan; fewer enterprise controls	If an organization prefers to retain an existing payroll provider, the integrated payroll option may be less relevant