Benefits that are easy to run,
powered by automation, and
off your worry list

Keka automatically syncs benefit enrollments, deductions, and employer contributions with payroll. Any approved changes to coverage, dependents, or benefit plans reflect instantly in payroll calculations – reducing manual corrections and errors each cycle.

Yes. Pre-tax benefits are deducted before taxes are calculated, reducing an employee’s taxable income. Good employee benefits payroll software handles 401(k) contributions, health insurance premiums, and other pre-tax benefits with built-in validation to keep every calculation accurate.

Absolutely. Keka supports your existing benefits brokers and gives you access to a wide network of partners. Configure your plans once and Keka keeps deductions and contributions aligned automatically – no manual reconciliation needed.

US employers need to stay compliant with federal and state benefits regulations, 401(k) contribution limits, Section 125 plan requirements, COBRA continuation obligations, and state-specific continuation laws. Missing any of these can trigger penalties or legal exposure.

Keka helps manage 401(k) deduction accuracy and contribution limits, Section 125, HSA, and dependent care validation, along with COBRA and state continuation tracking with automated notices.

Self-service enrollment is a standard feature in modern payroll benefit solutions. Employees should be able to compare plans, review coverage details, and see cost previews before enrolling – reducing HR back-and-forth and improving the quality of benefit decisions.

HR admins and payroll managers handle plan setup and oversight, while employees manage their own enrollment and plan comparisons through Keka’s self-service portal. HR retains full approval controls, and every change syncs automatically with payroll.