Roll With Paid. vs Würk
The incumbent specialist. Still software, not an employer.
Würk has been serving cannabis longer than almost anyone, and their platform is broad. If you are comparing us to Würk you are comparing two serious options, and the deciding factor is not the feature list.
Cannabis-specialist HCM platform with managed services
A cannabis-focused human capital management platform, with managed payroll and managed HR available. You operate it, or they operate it for you. Your business stays the legal employer.
Employer of record
The same operating tools, plus we become the W-2 employer and carry the coverage behind your team.
First, the thing people expect us to dodge
Würk has specialised in cannabis for over a decade and it shows. Payroll, scheduling, time and labour, benefits administration, applicant tracking, analytics and compensation benchmarking all sit on one platform, and their managed services will run payroll for you if you would rather not. Their case studies are real and their client list is substantial. This is a capable company and we would rather you heard that from us than found it out afterwards.
Their managed services are the part that looks most like us, and it is worth being precise about the difference. Managed payroll means Würk operates the process on your behalf. It does not move the employer relationship. Your federal employer identification number is still on the filing, your workers’ compensation policy is still yours at your own experience mod, and your business is still the named respondent if the state opens a wage investigation. That is the line between outsourcing a function and transferring a role.
The question a feature grid cannot answer
Three questions decide this, and none of them appear on a comparison chart:
- Whose federal employer identification number is on the payroll filing?
- Whose workers’ compensation policy takes the claim, at whose experience rating?
- Who is the named respondent when the state opens a wage investigation?
Side by side
| Item | Würk | Roll With Paid. |
|---|---|---|
| Payroll and tax filing | Yes | Yes |
| Scheduling | Yes | Yes |
| Time and attendance | Yes | Yes |
| Hiring and onboarding | Yes, including recruiting and applicant tracking | Yes |
| Reporting and dashboards | Yes, including workforce analytics and compensation benchmarking | Yes |
| HR compliance support | Compliance and risk management tooling, plus managed HR as a service | Guidance, and we carry out the filings and notices ourselves |
| Named W-2 employer | Your business | Roll With Paid. |
| Workers’ compensation | Available through Würk Insurance as a policy in your name, at your own experience mod | Included in our rate, on our policy |
| Unemployment insurance | Your account and your experience rating | Our account and our rating |
| Employment practices and general liability | Insurance services offered. Terms are not published | Included |
| Name on the employee paystub | Your business | Ours, which helps your crew with banks and landlords |
| Pricing model | Not published. Quoted after a consultation | A rate applied to gross wages by workers’ compensation class code, plus an optional flat HR retainer |
Würk details reflect their published pages as of 11 September 2026. Their product and pricing change, so check their site for current terms. We have not reviewed their customer agreements and make no claims about them.
Compare the total, not the invoice line
A subscription or a service fee is a smaller number than a rate on gross wages. It is also a smaller thing. Put them side by side as written and you are comparing a tool to a tool plus insurance plus an employer.
To make it a fair comparison, add everything the other side leaves for you to buy and staff:
- Workers’ compensation premium, paid separately to a carrier at your own experience mod
- State unemployment tax at your own rate, where a bad layoff year follows your rate for years
- Employment practices liability and general liability coverage
- The hours your team spends running payroll, chasing onboarding paperwork and working the compliance calendar
- What one wrong workers’ compensation class code costs when it surfaces at audit
Because the software layer is genuinely comparable on both sides, it cancels out. What is left inside our rate is the coverage and the employer role. That is the actual purchase, and it is the only version of this comparison worth running.
What we are not going to claim
We would sell more by leaving this out. An operator who signs on a misunderstanding is an operator who is angry in eight months, so:
An employer of record is not blanket immunity
We absorb employment administration and statutory employer risk. We do not indemnify you for your own conduct. Discrimination, harassment and unsafe direction of work stay with the business that did them.
We do not solve 280E
Your tax position is yours. Clean payroll records substantiate it. We do not prepare returns and we do not advise on positions.
You will not be invisible to your team
Employees see a different name on the paystub, and they should hear it from you before they see it on a pay period.
Timing matters
Changing the employing entity partway through a year can restart wage bases absent successor treatment. We will walk through it with you rather than discover it together in March.
Würk is not doing anything wrong. They sell what they say they sell. If that is what you need, buy it.
Common questions
Würk offers managed payroll. Is that the same as what you do?
No, and the difference is worth understanding before you choose. Managed payroll means someone else runs the process for you. An employer of record means someone else is the employer on the filing. You can outsource the work entirely and still carry all of the statutory risk. That is the distinction this whole page turns on.
We have been with Würk for years. Is switching worth the disruption?
Sometimes it is not. If your platform is working, your claims history is clean and your experience mod is good, the financial case for moving is weaker. The operators who benefit most are the ones carrying workers’ compensation exposure they cannot get priced well, or facing an experience rating that a bad year has damaged. Bring your numbers and we will tell you which one you are.
Can we keep the Würk platform and use you as well?
Some businesses do, but it usually means paying twice for overlapping capability, because we already run scheduling, time tracking, onboarding and reporting. If your managers are attached to a specific Würk workflow, say so on the call and we will be straight about whether ours does the same job.
Bring us your actual numbers
Not a demo of a dashboard. Your census, your class codes, your workers’ compensation premium, and whatever is currently held together with a spreadsheet. We will tell you what the real comparison looks like, including when the answer is that you should stay where you are.
Würk is a trademark of its respective owner, is not affiliated with Roll With Paid., and does not endorse us. This comparison is based on information published on their site as of 11 September 2026 and on our own service description. Roll With Paid. is not a law firm or an accounting firm and does not provide legal or tax advice.