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Payroll is the process of calculating what each employee has earned in a pay period, withholding the required taxes and other deductions, and paying the remaining net amount on schedule — while keeping records and filings that prove it was done correctly. It applies to any organization that pays employees or contractors, and it becomes more complex as you add hourly workers, benefits, multiple tax jurisdictions, or contractors. In an HR system, payroll is usually the module that consumes time, attendance, and leave data rather than collecting it separately.

The core components of a payroll run

Every payroll calculation moves from gross to net through the same sequence:

• Gross pay — base salary or hourly wages, plus overtime, bonuses, commissions, and other taxable earnings for the period.
• Pre-tax deductions — amounts taken out before income tax is calculated, such as certain retirement contributions or qualifying benefit premiums.
• Taxes — employee income tax withholding plus the employer and employee portions of payroll taxes, which vary by country and locality.
• Post-tax deductions — items like wage garnishments or certain voluntary benefits taken after tax.
• Net pay — what actually reaches the employee, by direct deposit, check, or another method.

Employer-side costs (the employer's share of payroll taxes, benefit contributions, and similar) are part of the total cost of payroll even though they never appear in the employee's net pay.

Payroll frequency and compliance

Pay frequency is set by jurisdiction and company policy — commonly weekly, biweekly, semi-monthly, or monthly. The schedule matters because tax withholding, filing, and deposit deadlines are tied to when wages are paid, not when they are earned.

Compliance work typically includes:

• Withholding and remitting income tax and payroll taxes on the required schedule
• Filing periodic and annual payroll tax returns
• Issuing year-end wage statements to employees and tax authorities
• Maintaining records that support every figure reported

Requirements differ by country, state, and sometimes city, so the specific rules should be confirmed against the authority that governs each employee's work location.

How payroll connects to time, attendance, and leave

Payroll is rarely a standalone calculation. For hourly or shift-based employees, the inputs come from other systems:

WebHR, for example, describes itself as automating HR processes including recruitment, onboarding, payroll, time and attendance, and leaves and PTO, with time and attendance and leave management listed among its modules. That grouping reflects the practical reality: if attendance and leave data live in the same system as payroll, hours and absences flow into the pay run without manual re-entry, which removes a common source of errors.

Common payroll tasks and records

A recurring payroll cycle generally involves:

1. Collecting hours, leave, and any one-time earnings or deductions
2. Calculating gross pay, withholding, and net pay
3. Reviewing and approving the run before it is finalized
4. Paying employees and remitting withheld taxes
5. Recording the transaction in accounting
6. Retaining payroll registers, tax filings, and wage statements

Records employers are normally expected to keep include pay rates, hours worked, gross and net pay, deductions, tax withheld, and the dates of payment — retained for the period required by the relevant tax authority.

Where payroll fits when you evaluate HR software

If you are comparing systems, payroll is worth assessing on the same dimensions as the rest of the platform:

• Coverage — does it handle your pay frequency, worker types (salaried, hourly, contractor), and jurisdictions?
• Data flow — does time, attendance, and leave data feed payroll automatically, or is it exported and re-entered?
• Compliance support — does it produce the filings and statements your locations require, or only calculate pay?
• Integration — does it connect to your accounting and benefits tools? WebHR states it supports 40+ integrations and lets you tailor workflows.
• Cost and access — check the vendor's pricing page for current plans rather than assuming a free tier; WebHR lists a "Pricing & Signup" page and offers a free demo and a free trial signup.

The practical test is whether the system can take the data you already collect and produce a correct, compliant pay run without a parallel spreadsheet. If it can, payroll stops being a separate chore and becomes part of the same employee record that onboarding, attendance, and leave already use.