Keka is excellent for India. For Pakistan teams, it is a compromise — INR pricing, Indian tax engine, and Pakistan compliance bolted on as a secondary feature.
If your team is in India, Keka is a strong choice. For Pakistan teams, Peoplifi was built natively for FBR, EOBI, PESSI, SESSI, and KPESSI — not adapted from India.
Keka is India's fastest-growing HRIS with a polished UI and strong Indian compliance (TDS, PF, ESI). Some Pakistani customers evaluate Keka because of its UX, but the product is fundamentally Indian: pricing in INR, default tax engine is Indian Income Tax Act, and Pakistan compliance relies on local customization.
Foundation: INR 9,999/mo for 100 employees + INR 100/extra employee. Roughly PKR 30,000 to PKR 80,000/mo for a 100-person Pakistan team.
PKR 840 per seat per month (Starter) for a 100-person team: PKR 84,000. But Starter includes payroll, time tracking, and desktop agent — bundled.
India-based teams that want polished HR UX and Indian compliance.
Pakistan teams (10 to 1000 employees) that want compliance built natively, not adapted from another country.
Keka's Pakistan tax engine is a customization layer over their core Indian engine. For complex scenarios (mid-year salary changes, bonus inclusion, multiple exemptions), the abstraction leaks. Peoplifi's Pakistan engine is native — same as their core.
Keka has a slight edge on visual polish and UI micro-animations. On end-to-end payroll accuracy and Pakistan compliance, Peoplifi is meaningfully better.
Yes, Keka exports performance reviews as CSV. Peoplifi imports them into our Performance module. Historical review cycles are preserved.
Keka is one of India's most successful HR-tech platforms, with strong customer love for its UX, design polish, and module breadth. A growing number of Pakistani companies have adopted Keka either through cross-border expansion or because Indian-style HR-tech feels familiar. Peoplifi takes a fundamentally different approach: built Pakistan-first from inception, with compliance engines designed for FBR / EOBI / PESSI / SESSI / KPESSI / BESSI rather than adapted from an Indian core. For Pakistani-heavy operations, the architecture difference matters.
Keka's Pakistan support is a customization layer on top of the core Indian compliance engine. For straightforward salary structures with stable employees, this works. For real Pakistani edge cases — multi-province workforces with different PESSI/SESSI/KPESSI/BESSI ceilings, mid-year Section 149 recalculations, gratuity-vs-PF in-lieu logic, partial-year FBR slab adjustments, multi-province tax-credit declarations — the abstraction leaks. Peoplifi's compliance engine handles all these natively because they are first-class concepts, not configuration overlays.
Keka's pricing is fundamentally INR-denominated, with Pakistani customers paying converted PKR amounts that fluctuate with exchange rates. For a 100-person Pakistani team, Keka pricing typically lands at PKR 30,000-80,000/month depending on modules and exchange-rate volatility. Peoplifi's PKR-native pricing is stable, transparent, and lower per-feature. Critically, Peoplifi's bundled time tracking and productivity analytics are included on every plan rather than as add-ons.
Keka's time-tracking and biometric integration is competent but Indian-vendor-focused. Peoplifi's bundled desktop time-tracking agent (Windows / macOS / Linux), real-time ZKTeco biometric integration via ADMS push, and Suprema BioStar 2 connection are all Pakistani-market-aligned — ZKTeco being the dominant biometric brand in Pakistani offices. The integrations are tested and supported in Pakistani-timezone hours by a team based in the country.
Keka's support is IST-based with primary documentation aimed at Indian customers. Peoplifi's support is PKT-based with documentation, knowledge base, and customer success conversations all aligned to Pakistani business norms. For HR teams that frequently need same-day issue resolution during PKT business hours, this responsiveness is meaningful.
Migrations follow a clean path: export employee master, salary structures, leave balances, performance reviews, and historical payroll from Keka; bulk-import to Peoplifi via the migration wizard; reconfigure Pakistan-specific items (Section 149 slabs, EOBI/PESSI configurations, gratuity policy, leave policies); run one parallel pay cycle to validate net-pay totals match within rounding; cutover at the next clean payroll boundary. Most migrations complete in 1-2 weeks of HR effort.
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