Klok vs Keka
We are not going to tell you what Keka does — they will describe their own product more accurately than we can, and anything we wrote would be out of date within a quarter. Here is what Klok does, and the questions worth putting to both of us.
Why this page does not have a feature table
Most vendor comparison pages are written by one vendor, score the other one badly, and quietly go stale. Pricing changes, modules ship, and the table that looked authoritative in March is misleading by September.
So this page makes no claims about Keka. For what they offer today, read [their own site](https://www.google.com/search?q=Keka HRMS) — it will be current, and it will be their description rather than a competitor's.
What follows is what Klok actually does, and a set of questions that will tell you more about any HR vendor — including us — than a feature grid will.
AI Drafts, People Validate
Upload a document; Klok reads it and fills the fields, flags what it is unsure about, and waits for a human to confirm. Nothing is written without that confirmation.
Indian Statutory, Built In
PF, ESI, professional tax, LWF and TDS computed on every run, with the ECR, Form 24Q and the statutory registers produced from the same data.
Pay For What You Run
Modules are switched on per company. What is off is not billed and returns a 403 rather than merely vanishing from the menu.
Multi-Entity By Design
Company, legal entity and plant are a real hierarchy, with statutory registrations at the entity and dated by financial year.
An Audit Trail You Cannot Edit
Every model write and every export of personal data is recorded, through one global listener rather than per feature.
Honest About Gaps
Training and performance management are not built. They have pages on this site saying so, rather than appearing on a feature list.
Twelve questions worth asking any HR vendor
Ask us these too. If a vendor is evasive on any of them, that is the answer.
On the statutory work
1. Show me a real ECR file your system generated, and tell me what happens when EPFO rejects it.
2. When an employee's wages cross the ESI limit in July, what does your system do in August? (The right answer is: continues cover to the end of the contribution period.)
3. How do you handle a state where we have one workplace and a different LWF rule?
On the things that break later
4. What happens to attendance records after a payroll run is approved? Can they still be edited?
5. Can an administrator delete or alter the audit trail?
6. Show me an arrears calculation where the increment was backdated two months.
On the commercial terms
7. What is the minimum billable headcount, and what happens in a month we drop below it?
8. What does implementation actually cost, and who does the data migration?
9. If we leave, in what format do we get our data, and how long do you keep it?
On the AI, if they claim any
10. Can it write to a record without a human confirming? (If yes, ask what happens when it is wrong.)
11. What does it do with a document it cannot read confidently?
12. Where is the data processed, and is it used to train anything?
Klok vs Keka FAQs
Is Klok cheaper than Keka?
We publish our pricing on the pricing page — per employee per month, with the minimum billable headcount stated. Compare it against their current published pricing rather than against anything we claim here, and make sure you are comparing the same modules.
Is Klok a full replacement for Keka?
It depends entirely on which modules you use. Klok covers core HR, attendance, leave, payroll and statutory compliance, expenses, recruitment and reporting to real depth. Training and performance management are not built. If those are central to how you work today, Klok is not yet a like-for-like replacement, and we would rather you knew that now.
Can we migrate our existing data?
Yes, and this is worth testing before you commit rather than after. Ask us — and ask any vendor — to load a sample of your real employee, attendance and salary data during the trial. A migration that works on clean sample data and fails on yours is a discovery best made early.
What if we try Klok and it does not fit?
The trial is fourteen days with no card, so leaving costs you the time you spent. If you have started entering real data, ask us for an export before you go — we will provide it.
We are already live on another HRMS. How disruptive is a move?
The work is in the data, not the software — employee master, salary structures, leave balances and enough attendance history to run a comparison month. Plan to run both in parallel for one cycle rather than switching on a cut-off date.
What would make you say Klok is the wrong choice?
If you need deep performance management or a large-enterprise recruitment suite today, or if a live connector into a specific accounting package is a hard requirement. We would rather say so than sell into a bad fit.
Is the comparison based on current features?
It is written as a framework rather than a feature table on purpose — published tables go stale within a quarter and every vendor writes their own to win. Check the specific claims that matter to you with both vendors.
Judge it on your own data, not on a comparison page
Fourteen days, no card. Load a handful of real employees, run a real payroll cycle, and see whether the numbers match what you produce today.