How many employees
The main driver, counted as the people who use the platform.
Pricing
Priced on your workforce, not on a feature grid
Emplitrack is priced on the size of your workforce and the capabilities you use. Tell us how many employees you have and what you need to run, and you will get a written quote rather than a range.
- A written quote, not a range and not a surprise.
- Bands agreed in the contract, so growth is predictable.
- Start with one capability, and add the rest without a migration.
What moves the number
What changes the price.
No prices are published. Quotes are written, against your workforce and scope.
Which capabilities
People and attendance is a smaller footprint than people, attendance, scheduling, approvals, field service and intelligence together.
See the nine capabilitiesHow much configuration
A single-branch organization with one shift pattern is different work from a multi-region operation with its own approval rules.
What has to connect
Loading employee data once is straightforward. Keeping HR, payroll and CRM in step is a project, and it should be priced as one.
Included
What comes with every plan
- The web operations console for administrators and operations teams
- Mobile access for employees and supervisors
- Multi-tenant separation, role-based access and organizational data scope
- The tamper-evident audit ledger
- Six interface languages in the console, and support during onboarding
Plainly
When Emplitrack is not worth it
Worth saying plainly, because a bad fit costs you more than it costs us.
- Your whole team is office based and you need a simple attendance tool
- You want device tracking with no operational workflow around it
- You need a full HR suite with recruitment, performance and payroll processing as the main purchase
How buying goes
How buying usually goes.
Each step ends with something written down, so nobody commits to a rollout on a slide.
See how a working day moves through the platformA demo
Thirty to forty-five minutes, with your operation on screen rather than a generic deck.
A fit conversation
Your structure, your shift patterns, your approval rules and your existing systems.
A written quote
Scope, price and what onboarding involves.
A pilot
Usually one branch or one team, so the organization sees it work before it commits to a rollout.
FAQ
Common questions
Is there a free trial?
Most organizations start with a pilot on one team or branch rather than a self-service trial, because the value shows up once your structure and shifts are configured.
Is there a minimum contract?
That is part of the commercial conversation and depends on scope. Ask early and you will get a straight answer.
Does the price go up as we grow?
Pricing follows workforce size, so it moves with your headcount. The bands are agreed in the contract so it is not a surprise.
Can we start with attendance only?
Yes, and many organizations do. The capabilities share one record, so adding scheduling or field service later is configuration, not a migration.
Get a written quote.
Tell us the size and shape of your workforce and what has to connect. You will get scope and price in writing.