How much RHTECH costs

How HR software is usually priced

It helps to know the three models before comparing quotes, because two offers with the same monthly fee can cost very different amounts in year two. The most common is pricing per active employee, where the price follows the size of the company. It is predictable and fair for companies that grow steadily, but it is the model that surprises companies with high turnover or seasonal hiring peaks the most, because the bill rises with headcount.

The second model is per module, where you pay for the scope you use regardless of how many people you have. It favors companies with many people and few digital processes, and penalizes those who want to use the whole platform with a small team. The third is the all-in bundle, with everything included for one price: easy to approve internally, and almost always the most expensive option for a company that only needed two or three processes.

RHTECH combines the first two, which is why this page has no price list. The price takes into account how many people the company has and which modules it turns on, so a 400-employee manufacturer that only needs health and safety and training pays less than a services company of the same size that turns on the whole platform. Publishing a single number here would get the price right for one of them and wrong for the other.

When you compare quotes, three questions separate the real price from the advertised one: is implementation billed separately, and how much is it; are support and updates included or sold as an add-on; and what happens to the price when your headcount changes mid-contract. Those three lines are where quotes that looked equivalent turn out to be different.

The cost the spreadsheet doesn't show

Most companies compare the price of a platform with zero, because the spreadsheet looks free. It isn't. Its cost is in people's hours: consolidating review answers, gathering training evidence before an audit, rebuilding expiration tracking nobody kept up to date, redoing the occupational risk inventory at every review. That time is already paid for every month; it just doesn't show up on any budget line.

There is also the cost that only appears when something goes wrong, and it isn't monthly. A mandatory training that expired without anyone noticing, a contractor with lapsed paperwork on site, a whistleblowing channel that can't prove how a report was investigated: none of these becomes a recurring expense. They become one expensive event. The honest math compares the monthly fee with the hours spent today plus the likelihood of that event, not with zero.

The practical way to do that math without guessing is to pick the process that takes your HR team the most time today, estimate how many hours a month it takes and what an hour costs, and compare that with the price of turning on just that module. It is the same modular logic as the product, applied to the buying decision, and it is a much easier conversation to take to leadership than a whole-platform project.

You can start smaller

There is an entry plan for companies that want to start with fewer modules, and you can request a 15-day trial before deciding. There is no free forever plan: the principle is the same as the product's. You start with the process that takes the most time today and turn on the others when it makes sense, without switching systems and without migrating your people records again.

Frequently asked questions