ProviderQMS

Workforce & payroll

Astalty vs Easy Employer

Compare the published scope, cost evidence and buying questions before you commit.

Sources checked 2026-09-24 · Source-based comparison

Vendor-source research, not hands-on tests or a ranked endorsement. ProviderQMS sells document kits and a separate QMS product. No vendor enquiry collection or affiliate source links. How we compare.

The decision to make

Astalty and Easy Employer both appear in our workforce & payroll research. Connect availability, skills, shifts, approved time and the payroll handoff. Start with the differences below, then test the same essential workflow. We have not used these products hands-on or established an overall winner.

Astalty vs Easy Employer: the published starting point
Buying questionAstaltyEasy Employer
What does it do?Astalty grew from support coordination into broader NDIS operations. It now markets scheduling, invoicing, participant records and compliance registers.Easy Employer supports aged, home and disability care workforce operations. Its sector page describes rosters linked to care plans, staff qualifications and client locations.
Why consider it here?Astalty explicitly markets itself for NDIS businesses.Vendor explicitly positions the platform for NDIS obligations and disability care.
What is the cost basis?Enterprise pricing is by quote; current standard plan price not verified.Current price not verified; request a written quote.
What should the demo show?Log a billable coordinator email, assign a worker and compare the participant budget with the invoice batch.Build a week of home visits and reassign a worker while retaining skills and travel constraints.

Compare the evidence, product by product

Astalty — published capabilities

  • Support coordination tasks and time
  • Participant funding and service agreements
  • Rostering with SCHADS alerts
  • Bulk invoices and Xero sync

Source check: 2026-09-24. Published vendor statements, not independent feature testing.

Questions for Astalty

  • How are SCHADS warnings resolved and documented?
  • Which role permissions cover financial and incident records?
  • Does the quoted tier include the API and Xero sync?
Read the full Astalty profile ↗

Easy Employer — published capabilities

  • care-plan scheduling
  • qualification-aware rostering
  • location and travel planning
  • shift replacement finder
  • payroll integration and invoicing

Source check: 2026-09-24. Published vendor statements, not independent feature testing.

Questions for Easy Employer

  • Can funded hours be compared with scheduled hours?
  • What payroll systems are supported?
  • How are cancellations and broken shifts costed?
Read the full Easy Employer profile ↗

Run the same scenario in both

Build a fictional weekend roster with a shift change and travel. Approve the actual hours and reconcile the payroll export with the roster.

  • Match worker availability and required credentials to the proposed shift.
  • Change a shift and confirm who receives the update and acknowledges it.
  • Inspect the treatment of actual times, breaks, allowances and travel.
  • Validate payroll outputs with your payroll specialist; retain the approval history.

Put the quotes on the same basis

Compare active employee definitions, payroll modules, minimum seats, integration fees, onboarding and support.

Use the same volumes, currency, GST basis and billing period for both quotes. Include migration, staff training time, required companion subscriptions and the cost of retrieving records at exit. If a charge is unverified, keep it as an open question rather than treating it as free.

How to reach a decision

  1. Choose the tasks your service cannot operate without before either demonstration.
  2. Record demonstrated, partial, not demonstrated or not applicable for each task. Keep the evidence and edition name.
  3. Ask the vendor to resolve every failed essential task in writing; a high average score cannot erase it.
  4. Test a correction, permission change and export. These are part of everyday operations, not just implementation.
  5. Decide using workflow fit, full cost and your team’s capacity to change systems. Retain the written assumptions for review.

What this comparison does not establish

Workforce software is a supporting system. A claimed award feature is not a guarantee of correct payroll for your employment arrangements. A capability not mentioned in the reviewed source remains unverified, not absent. This comparison does not certify compliance, integrations, accessibility, security or migration outcomes.