Find your fit
Who it is for
It suits US small and mid-sized employers with hourly teams and frequent schedule or overtime changes. The integrated workflow matters most when hours are otherwise re-entered from another time tool; the standalone Time & Attendance plan is a different purchase from the payroll plans.
A multi-state team may benefit from tax calculation in one pay cycle, but the employer still needs to verify setup, worker locations, pay rules and the final payroll preview. Treat vendor automation as a process to review, not a substitute for checking payroll inputs.
The work it supports
Core capabilities
Track employee time and schedule shifts in one workspace. The scheduling tools include labor-cost forecasts and layered schedule approvals, while approved hours can flow into payroll without an export and re-entry step.
Require time-card approval from supervisors, administrators or employees where appropriate. In the pay-run review, examine outstanding exceptions and approvals before moving the hours into payroll entry.
The payroll process shows each employee’s earnings by hours and amounts, then a preview of earnings, taxes, deductions and total cash required. If a time card changes after the hours are transferred, refresh it into the pay run before confirmation.
The 360 payroll plan supports unlimited pay runs without a per-run fee, direct deposit, tax calculations and filings. It can calculate taxes across multiple states worked in the same pay cycle; test a representative worker-location pattern during setup.
Eligible accounts can use Next-Day Direct Deposit when a regular deadline is missed, with a stated 6:15 p.m. Eastern submission cutoff. Check qualification, banking days and the selected plan before promising next-day receipt to staff.
Understand the offer
Pricing and getting started
The ordinary public prices shown are $29 per month plus $7 per employee for standalone Time & Attendance, $79 plus $10 per employee for 360 payroll, and $129 plus $12 per employee for 360 Plus. The page also displays a temporary 50% promotion, so use the ordinary rates and a current quote for an ongoing budget.
Time & Attendance does not include the listed payroll features. 360 adds unlimited pay runs and tax processing; 360 Plus adds Next-Day Pay, credential management, team chat, benefits and HR workflows. 360 Pro is custom quoted for further configuration.
All three published plans have a monthly spending minimum equal to five employees. Fingercheck also says year-end W-2/1099 filing has an additional fee, and optional services can add charges. Request a written quote showing the base fee, employee count, year-end forms and every requested add-on.
Next-Day Pay is included in 360 Plus but is a paid per-use add-on on 360, subject to terms. Clarify the cost and account eligibility before building it into a pay schedule.
Look a little closer
Before you choose
Walk through a sample pay period with ordinary hours, a missed punch, approved overtime and a worker who changed work location. Verify who can approve time, who reviews payroll exceptions, and what the tax preview shows before confirming a real pay run.
Rehearse a harmless time-card correction after payroll entry has been opened and verify that the refresh brings it into the preview. This is a critical control when supervisors approve changes close to payday.
Compare a five-employee minimum against the actual workforce size, then price the right tier rather than treating the time-only rate as a payroll quote. Ask for year-end filing and Next-Day Pay costs separately.
During implementation, verify tax jurisdictions, bank funding deadlines, pay methods and staff communications with the provider before the first live run. Use the platform’s preview and approval steps to make the signoff visible to the payroll owner.
5 distinct sources behind this profile. Research observed Oct 18, 2026. Features and offers can change.
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