PTO & Leave Management
PTO & Leave Management Comparison
How to compare PTO tracking products: the capabilities we check against each vendor’s own documentation, and the products verified so far.
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LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings never depend on whether a vendor pays us.
What we compare
Verified so far: OnPay and Sling. A side-by-side table needs more products to be useful; each value is checked against the vendor’s own documentation.
Capabilities in the comparison
Accrual rules
Calculates accruals by hours worked, tenure or fixed schedule, with caps and carryover.
Policies by group and location
Applies different policies by group, location or employee type.
Request and approval workflow
Routes time-off requests to approvers and updates balances.
Statutory leave tracking
Tracks state and local paid sick leave rules and usage.
Team calendar
Shows who is out so managers can plan coverage.
Payroll sync
Sends approved time off to payroll.
Time and scheduling link
Connects to time clocks and scheduling for hours and conflicts.
Balance adjustments and audit
Logs manual balance changes with reasons and users.
Mobile self-service
Lets employees check balances and request time off on mobile.
Accrued liability reports
Reports accrued time-off balances and their value.
Price comparison
| Product | Starting price | Pricing model | Pricing details |
|---|---|---|---|
 Sling | $4/user/mo (Business plan) | Per user | What Sling costs |
 OnPay | $120/mo + $7/employee/mo | Base fee + per employee | OnPay pricing |
Lowest published list price per month, cheapest first at 25 employees; quote-only products show no price.
How to choose PTO & leave management software
A PTO tool is only useful if balances are right. Evaluate how it models your policies and how it hands data to payroll.
Bring your actual policy documents to the demo and ask the vendor to configure them live.
Accrual rule flexibility
Policies vary by tenure, hours worked, carryover, caps and waiting periods, and rigid rules force workarounds.
Policy variation by group and location
State and local rules differ, and so do company policies by role.
Payroll and HRIS sync
Balances and paid time off must reach payroll correctly or pay is wrong.
Statutory leave tracking
FMLA eligibility and the 12-workweek entitlement must be tracked with documentation.
Approval workflow and coverage visibility
Managers need to see who else is out before they decide.
Time clock and scheduling integration
Hourly workforces need time off reflected in schedules and hours.
Requirements by company size
Small businesses
- Simple accrual setup and a team calendar
- Payroll sync or clean export
- Mobile requests
Watch out for
- Paying for statutory leave modules you do not need
- Rigid accrual rules
- Per-user pricing that includes non-employees
Mid-sized companies
- Multiple policies by group and location
- FMLA tracking for eligible employees
- Integration with HRIS, payroll and scheduling
Watch out for
- Manual balance adjustments with no audit trail
- Alert noise without ownership
- Reports finance cannot reconcile
Enterprises
- Complex policy rules across entities and jurisdictions
- Leave case management with documentation
- Configurable approvals and reporting
Watch out for
- Custom accrual logic priced as services
- Slow policy changes
- Weak integration with global or multi-entity payroll
Red flags
- The tool cannot model your actual accrual policy without workarounds
- Balances do not sync with payroll
- No audit trail for manual balance changes
- Statutory leave is 'supported' but the vendor cannot show eligibility logic
- Pricing counts contractors or inactive users as paid seats
How we research
Ranked by the LeadChange Score, computed only from verified facts: capability coverage (30%), pricing and value (20%), integrations and API (15%), security (15%), fit and support (10%) and data confidence (10%), times a category fit. Products with too few verified facts are not scored yet and come last. Payment never changes a score or a position.
Facts, not impressions
Every input is a fact verified against vendors’ official documentation, with the date we last checked it.
Missing data is never assumed
Unverified items are left out of the score and lower its coverage; below 60% coverage a product is not scored yet.
Independent of revenue
Rankings never depend on whether a vendor pays us.
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