Private businesses in the United States fired -33 thousand workers in June of 2025 compared to 29 thousand in May of 2025. This dataset provides the latest reported value for - United States ADP Employment Change - plus previous releases, historical high and low, short-term forecast and long-term prediction, economic calendar, survey consensus and news.

Graph and download economic data for Total Nonfarm Private Payroll Employment (ADPWNUSNERNSA) from 2010-01-09 to 2025-05-17 about payrolls, nonfarm, private, employment, and USA.

This dataset provides values for ADP EMPLOYMENT CHANGE reported in several countries. The data includes current values, previous releases, historical highs and record lows, release frequency, reported unit and currency.

Graph and download economic data for Nonfarm Private Payroll Employment for Construction (ADPMINDCONNERSA) from Jan 2010 to May 2025 about payrolls, nonfarm, construction, private, employment, and USA.

Non Farm Payrolls in the United States increased by 147 thousand in June of 2025. This dataset provides the latest reported value for - United States Non Farm Payrolls - plus previous releases, historical high and low, short-term forecast and long-term prediction, economic calendar, survey consensus and news.

Private Sector Payroll: sa: Service Producing: 1000 & More Employees data was reported at 16,526.687 Person th in Jun 2018. This records an increase from the previous number of 16,485.345 Person th for May 2018. Private Sector Payroll: sa: Service Producing: 1000 & More Employees data is updated monthly, averaging 14,107.385 Person th from Mar 2001 (Median) to Jun 2018, with 208 observations. The data reached an all-time high of 16,526.687 Person th in Jun 2018 and a record low of 13,076.652 Person th in Feb 2010. Private Sector Payroll: sa: Service Producing: 1000 & More Employees data remains active status in CEIC and is reported by Automatic Data Processing Inc. The data is categorized under Global Database’s USA – Table US.G045: ADP National Employment Report: New Methodology.

Graph and download economic data for Nonfarm Private Employment in Small Establishments with 1 to 19 Employees (ADPWES1T19ENERSA) from 2010-01-09 to 2025-05-17 about 1 to 19, small, establishments, nonfarm, private, employment, and USA.

This dataset provides values for ADP EMPLOYMENT CHANGE reported in several countries. The data includes current values, previous releases, historical highs and record lows, release frequency, reported unit and currency.

Private Sector Payroll: sa: Service Producing: 1 to 19 Employees data was reported at 27,554.825 Person th in Jun 2018. This records an increase from the previous number of 27,537.532 Person th for May 2018. Private Sector Payroll: sa: Service Producing: 1 to 19 Employees data is updated monthly, averaging 24,682.753 Person th from Mar 2001 (Median) to Jun 2018, with 208 observations. The data reached an all-time high of 27,554.825 Person th in Jun 2018 and a record low of 21,458.000 Person th in Mar 2001. Private Sector Payroll: sa: Service Producing: 1 to 19 Employees data remains active status in CEIC and is reported by Automatic Data Processing Inc. The data is categorized under Global Database’s USA – Table US.G045: ADP National Employment Report: New Methodology.

Graph and download economic data for Nonfarm Private Payroll Employment for Trade, Transportation, and Utilities (ADPMINDTTUNERSA) from Jan 2010 to Jun 2025 about utilities, payrolls, nonfarm, trade, transportation, private, employment, and USA.

This dataset provides values for ADP EMPLOYMENT CHANGE reported in several countries. The data includes current values, previous releases, historical highs and record lows, release frequency, reported unit and currency.

This dataset provides values for ADP EMPLOYMENT CHANGE reported in several countries. The data includes current values, previous releases, historical highs and record lows, release frequency, reported unit and currency.

Analysis of ‘Baltimore City Employee Salaries’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/e35392a8-b2b3-4748-b696-1637b8e774a0 on 12 February 2022.

--- Dataset description provided by original source is as follows ---

This dataset includes Baltimore City employee salaries and gross pay from fiscal year 2011 through last fiscal year and includes employees who were employed on June 30 of the last fiscal year. For fiscal years 2020 and prior, data are extracted from the ADP payroll system. For fiscal year 2021, the data are combined from the ADP system and the Workday enterprise resource planning system which now includes payroll.

Change Log
2021-10-29:
- Added FY2021 data
- Metadata added
- Columns renamed to a standard format
- Youth workers not employed by City removed
- Agency names reformatted with Workday conventions

Data Dictionary

--- Original source retains full ownership of the source dataset ---

The aim is to look at how different kinds of work are combined within households and how social and labour market policies in different countries affect this. With debates about flexibility taking place in many European countries, the project considers what effects different policies regarding flexible employment might have for the daily lives of people and families. An important aspect of this is the gendered division of work both inside and outside of the home and the combinations of paid and unpaid work. The project is based upon a sample survey of people in each country who are asked about their own experiences of different kinds of employment along with those of other members of their households. The questionnaire considers paid as well as unpaid work and the strategies through which households approach these different kinds of work. Flexibility is construed as flexibility of time, place and conditions of work. The questionnaire is designed to cover the way in which the activities of different household members combine, including both paid and unpaid work, work in the formal and in the black or grey economy (a very important field in some countries). It is also designed to look at attitudes to flexibility as well as behaviour. For this reason, we have been concerned to look at all forms of work, including domestic work, child care, work in the informal economy, self provisioning and additional casual and occasional jobs in addition to various kinds of regular employment. Each of these issues has very different connotations in the different parts of Europe. The first part of the questionnaire relates to the individual responses and in order to try to understand the combination of different types of economic activity, we have asked in some detail about various sources of income. There are then some more detailed questions about the main economic activity, including the kinds of hours worked, places worked and working conditions. There are some questions designed to elucidate not just under what conditions a person is working, but also the reasons for that particular set of conditions and whether it is chosen or forced upon them. Finally, respondents are asked about how happy they are with these arrangements and if they would want to change them. Similar, although less detailed questions, are asked about the second, third and fourth economic activity of the respondent. The assumption is that the flexible work would more likely found in the second, third or fourth activity and that this might be combined with a more stable first activity. The second part of the questionnaire uses a series of grids to ask about other members of the household. Here the information collected is less detailed, because it is collected from only one person in the household. The composition of the household forms the topic of one grid. The different kinds of work undertaken by different household members are the subject of the second grid. The third grid looks at a variety of different domestic tasks and asks respondents which household member, or who outside of the household carries out these tasks. The next grid considers voluntary and unpaid work for others outside of the household by different family members, with the intention to get some measure of social capital in different countries. It is assumed that whereas formal social capital in the sense of contribution to voluntary organisations may be low in CECs, informal help for others might nevertheless be well developed. The next grid attempts to look at how key household decisions are made and who has the most important decision making role in this respect. Is it the key wage earner? Or is it the most senior person on the household? In this part of the questionnaire we should be able to explore the extent to which different contributions to the household may result in different balances of power within the household. The third section of the questionnaire is devoted to work values. It considers the extent to which people are happy about their various economic activities and the extent to which these might impinge upon or help family life. Finally, we try to look at sources of discord and tension in the area of work and household with particular respect to flexibility. This part of the questionnaire should enable us to better understand the extent to which flexibility may be a help or a hindrance to the organisation of family life and the extent to which it may lead to conflict. The next section of the questionnaire considers the potential for flexibility, by asking under what conditions people would move house, move jobs or retrain. Another table considers job changes since 1989 and this would be particularly relevant in CEC countries. This would give some indication of how flexible the respondent was until now. The final questions in the questionnaire measure the economic resources of the household, including not only income but also other resources such as consumer goods, land and domestic animals owned, access to telecommunications and so on. Document status: 4 - Full Study description and XML DDI Codebook Data description with full questions text. Access to original study description on ADP https://old.adp.fdv.uni-lj.si/opisi/hwf01-en.xml

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The United States payroll services market, valued at approximately $8 billion in 2025, is experiencing robust growth, projected to expand at a compound annual growth rate (CAGR) of 5.54% from 2025 to 2033. This growth is fueled by several key factors. The increasing adoption of cloud-based payroll solutions offers businesses enhanced efficiency, scalability, and cost-effectiveness, driving market expansion. Furthermore, stringent government regulations regarding payroll compliance and tax reporting necessitate reliable and accurate payroll processing, creating high demand for specialized services. The market is segmented by company size (small, mid-size, and large enterprises) and end-user industry (healthcare, manufacturing, retail, IT, finance, and professional services), reflecting the diverse needs of businesses across various sectors. Large enterprises are currently the dominant segment, but growth is expected across all segments due to increasing automation and the need for improved data analytics within payroll operations. The rising prevalence of remote work arrangements also contributes to the market's growth, as businesses require streamlined payroll systems capable of managing geographically dispersed workforces. Competition is fierce, with established players like ADP, Paychex, and Intuit (QuickBooks) vying for market share alongside emerging fintech companies offering innovative solutions. The competitive landscape is characterized by a blend of established players and agile newcomers. Established providers like ADP and Paychex leverage their extensive client bases and robust infrastructure, while newer entrants like Gusto and Zenefits focus on user-friendly interfaces and innovative features to attract smaller businesses. The market is also witnessing increased consolidation, with mergers and acquisitions becoming increasingly common as companies seek to expand their service offerings and geographic reach. Despite the positive growth outlook, challenges such as increasing cybersecurity threats and the need to comply with evolving data privacy regulations remain. The market's future trajectory will be shaped by technological advancements, regulatory changes, and the evolving needs of businesses in a dynamic economic environment. The continued focus on automation, integration with other business software, and enhanced data analytics capabilities will be crucial for success in this competitive market. Recent developments include: April 2024: Everee, a prominent payroll firm known for its instant payment solutions, joined forces with NextCrew. This collaboration aims to revolutionize payroll processes, ensuring swift and seamless payments for workers. By integrating Everee's cutting-edge payroll tech with NextCrew's comprehensive staffing platform, the partnership promises to elevate the payroll experience for both staffing firms and their temporary employees., June 2023: UKG Inc., a prominent HR, payroll, and workforce management player, sealed a deal to acquire Immedis. Immedis, known for its cutting-edge payroll solutions, operates in over 160 countries worldwide.. Key drivers for this market are: Increasing Complexity of Payroll Regulations, Rise of Gig Economy. Potential restraints include: Increasing Complexity of Payroll Regulations, Rise of Gig Economy. Notable trends are: Rise of Gig Economy Influencing US Payroll Services.

This dataset includes Baltimore City employee salaries and gross pay from fiscal year 2011 through last fiscal year and includes employees who were employed on June 30 of the last fiscal year. For fiscal years 2020 and prior, data are extracted from the ADP payroll system. For fiscal year 2023, the data are combined from the ADP system and the Workday enterprise resource planning system which now includes payroll.Change Log- Added FY2023 data- Metadata added- Columns renamed to a standard format- Youth workers not employed by City removed- Agency names reformatted with Workday conventions-7/25/24: Added FY2024 data. To leave feedback or ask a question about this dataset, please fill out the following form: Baltimore City Employee Salaries feedback form.

The Labor Management Software market is booming, projected to reach $23.985 billion by 2033 with a 6% CAGR. This comprehensive analysis explores market drivers, trends, restraints, key players (ADP, Honeywell, Infor, IBM, etc.), and regional insights. Discover the future of workforce optimization with our in-depth report. The market, currently valued at an estimated $XX million in 2025 (assuming a logical value based on common market sizes for similar software sectors and the provided CAGR), is projected to maintain a Compound Annual Growth Rate (CAGR) of 6% from 2025 to 2033. This growth is fueled by several key factors. The rising adoption of cloud-based solutions offers scalability and cost-effectiveness, attracting businesses of all sizes. Furthermore, the integration of advanced technologies like AI and machine learning into LMS platforms is enabling more precise workforce planning, predictive analytics for scheduling optimization, and automated time and attendance tracking, leading to significant efficiency gains. The increasing complexity of labor regulations across different geographies also necessitates robust LMS solutions for compliance management. Key players like ADP, Honeywell, Infor, IBM, and others are employing diverse competitive strategies, including mergers and acquisitions, product innovation, and strategic partnerships, to gain market share and meet evolving customer demands. The focus is shifting towards delivering highly personalized user experiences and seamless integrations with existing HR and payroll systems to maximize user adoption and enhance return on investment for businesses.The segmentation of the LMS market reveals significant opportunities within various types of software (e.g., time and attendance, workforce management, scheduling) and applications (e.g., manufacturing, healthcare, retail). While North America currently holds a substantial market share due to early adoption and technological advancements, regions like Asia-Pacific are exhibiting rapid growth potential driven by economic expansion and increasing digitalization. However, challenges remain, including the high initial investment costs for implementing LMS, resistance to change from employees accustomed to traditional methods, and data security concerns. Overcoming these challenges through robust training programs, user-friendly interfaces, and robust data security measures will be crucial for sustained market expansion in the coming years. The overall trajectory suggests a bright future for the LMS market, promising increased efficiency, cost savings, and enhanced employee satisfaction for businesses across various sectors globally. Key drivers for this market are: Increasing adoption of automation and AI in workforce management. . Potential restraints include: Data security and privacy concerns with cloud-based solutions. . Notable trends are: The LMS market is experiencing robust growth driven by several key trends. The increasing adoption of cloud-based solutions is a prominent factor, offering scalability, accessibility, and reduced IT infrastructure costs. Businesses are increasingly recognizing the strategic value of data-driven insights from their workforce, leading to demand for advanced analytics capabilities within LMS platforms. The need to optimize workforce costs, improve employee engagement and retention, and ensure regulatory compliance are further pushing LMS adoption. The integration of mobile technologies, enabling real-time tracking and communication, enhances productivity and simplifies task management. Furthermore, the rising adoption of AI and machine learning is transforming LMS, enabling predictive scheduling, automated time-off requests, and improved workforce forecasting. This shift towards intelligent automation streamlines processes, minimizes errors, and improves overall efficiency. Finally, the rise of the gig economy and the increasing need to manage diverse workforce models are driving demand for flexible and adaptable LMS solutions that can accommodate a variety of employee types and schedules. This includes managing the complexities of contractor payroll, tracking freelance worker hours, and ensuring compliance across diverse employment models..

The global third-party payroll service market is experiencing robust growth, projected to reach $313.8 million in 2025 and maintain a Compound Annual Growth Rate (CAGR) of 4.1% from 2025 to 2033. This expansion is fueled by several key factors. The increasing adoption of cloud-based payroll solutions offers businesses improved efficiency, scalability, and cost-effectiveness compared to managing payroll internally. Furthermore, the rising prevalence of globalization and remote work necessitates streamlined, internationally compliant payroll processing, driving demand for specialized third-party providers. Small and medium-sized enterprises (SMEs), in particular, benefit significantly from outsourcing payroll, freeing up internal resources to focus on core business operations. The market is segmented by application (startups, SMEs, large enterprises) and type (software, payroll managed services), reflecting the diverse needs of businesses across various scales and operational complexities. The competitive landscape includes both established players like ADP and Paychex and emerging technology-driven providers like Deel and Gusto, indicating a dynamic and innovative market. The geographical distribution of the market shows strong performance across North America and Europe, driven by advanced digital infrastructure and higher adoption rates. However, significant growth potential exists in Asia-Pacific and other developing regions as businesses in these areas increasingly embrace technological solutions for improved efficiency and compliance. Challenges remain, including data security concerns and the need for robust regulatory compliance across diverse jurisdictions. Nevertheless, the overall market outlook remains positive, driven by continuous technological advancements, evolving business needs, and the growing preference for outsourcing non-core functions. The market's future trajectory will depend on factors such as technological innovation, regulatory changes impacting data privacy and labor laws, and the evolving preferences of businesses regarding payroll management.

The small business payroll software market is experiencing robust growth, driven by the increasing adoption of cloud-based solutions and the rising demand for automated payroll processing among small and medium-sized enterprises (SMEs). The market's expansion is fueled by several key factors, including the need for enhanced efficiency, reduced administrative burden, and improved compliance with evolving labor laws. Businesses are increasingly seeking software that integrates seamlessly with other business applications, offers robust reporting capabilities, and provides real-time insights into payroll expenses. The shift towards subscription-based licensing models is also contributing to market growth, offering businesses flexibility and scalability. Competition within the market is fierce, with established players like ADP and Paychex alongside a growing number of innovative startups offering specialized features and competitive pricing. The market is segmented by deployment type (cloud-based and on-premises) and licensing model (subscription and perpetual), with cloud-based, subscription-based software dominating the market share due to its cost-effectiveness and accessibility. Geographic expansion, particularly in developing economies with a burgeoning SME sector, presents significant opportunities for market players. However, challenges remain, including the need for robust cybersecurity measures, data privacy regulations, and the integration complexities associated with legacy systems. The forecast for the small business payroll software market indicates sustained growth over the next decade. While precise figures are unavailable without the missing CAGR data, assuming a conservative annual growth rate of 15% based on industry trends, a market valued at approximately $10 billion in 2025 could reach nearly $27 billion by 2033. Factors such as increasing digitization, the rise of gig workers, and the continued demand for streamlined payroll processes will propel this growth. However, maintaining a competitive edge will require continuous innovation, focusing on user experience improvements, and adapting to the ever-changing regulatory landscape. Market leaders are expected to invest heavily in R&D to deliver cutting-edge features like AI-driven insights and enhanced security protocols.

The global job screening services market, valued at $138.9 million in 2025, is projected to experience steady growth, driven by increasing concerns about workplace safety and regulatory compliance. The market's Compound Annual Growth Rate (CAGR) of 2.1% from 2019-2033 indicates a consistent, albeit moderate, expansion. Key drivers include the rising adoption of cloud-based solutions offering scalability and cost-effectiveness for businesses of all sizes, a growing emphasis on background checks to mitigate risks associated with employee misconduct, and the increasing demand for comprehensive screening processes that incorporate skills assessments and personality tests. The market is segmented by deployment (cloud-based and on-premise) and user type (large enterprises and SMEs), with cloud-based solutions witnessing faster adoption due to their flexibility and accessibility. Geographic expansion, particularly in developing economies with burgeoning workforces, presents significant opportunities for market players. However, factors such as stringent data privacy regulations and the potential for bias in automated screening processes pose challenges to market growth. The competitive landscape comprises both established players like ADP, Paychex, and HireRight, and emerging companies focusing on specialized screening solutions. This competitive environment necessitates continuous innovation and adaptation to evolving technological advancements and regulatory requirements. The forecast period of 2025-2033 will see a continued but measured expansion, largely influenced by economic conditions and technological advancements in applicant tracking and background verification. The on-premise segment, though more established, may face gradual decline as cloud-based solutions offer superior scalability and cost optimization. Large enterprises are expected to remain the primary consumers of comprehensive screening services, while SMEs will show increased adoption due to easier access and affordability of cloud-based solutions. Regional growth will vary; North America and Europe are likely to maintain dominance, while Asia-Pacific and other developing regions are expected to demonstrate significant growth potential based on increasing workforce size and evolving employment practices. Competitive strategies will focus on service diversification, enhanced data analytics capabilities, and proactive compliance with ever-changing regulations.