To cancel ADP payroll services, identify the exact ADP products your company uses, review the controlling service terms and sales documents, export your payroll and tax records, and contact your designated ADP service center. Submit the notice through the required channel and request written confirmation of the termination date, final charges, any remaining tax work, and the account access deadline.
The notice requirement depends on the product. For RUN Powered by ADP, the online terms state that the agreement renews automatically based on the customer’s processing cycle and frequency and that either party may terminate it with at least 30 days’ prior written notice. ADP’s public RUN page also says the service does not require a long-term contract, but that does not eliminate the written-notice requirement in the terms.
Do not apply the RUN rule automatically to ADP Workforce Now, ADP TotalSource, retirement services, time and attendance products, or another ADP offering. Those services may have separate agreements and termination provisions.
Before canceling ADP, identify every service you use
Start by confirming the exact products and account numbers attached to your company. Canceling payroll may not automatically cancel time tracking, benefits administration, retirement services, workers’ compensation, recruiting tools, background checks, or marketplace applications.
Common ADP arrangements include:
ADP service | What it generally covers | Cancellation consideration |
RUN Powered by ADP | Payroll and optional HR services are generally marketed to businesses with 1–49 employees. | Current RUN terms specify at least 30 days’ prior written notice, but sales orders and additional service terms may also apply. |
ADP Workforce Now | A human capital management platform that may connect payroll, HR, benefits, time, talent, and analytics | Modules, implementation services, and connected products may have separate contractual terms. |
ADP TotalSource | A professional employer organization, or PEO, based on a co-employment relationship | Ending the arrangement may affect payroll taxes, benefits, workers’ compensation, retirement arrangements, and other employer services. |
Separate ADP products and partner applications | Retirement, insurance, timekeeping, recruiting, background checks, compliance, payment products, and marketplace applications | A separate cancellation request, vendor notice, hardware return, or transition plan may be required. |
Create an account inventory using your invoices, order forms, sales documents, renewal notices, administrator portal, and benefits or insurance paperwork. Record:
Product and package name
ADP client ID and company code
Account or agreement number
Agreement and renewal dates
Current billing contact
Authorized account administrator
Connected third-party application
Hardware or time clock assignment. The internal owner is responsible for cancellation.
Leaving a PEO requires more preparation than canceling payroll software. An ADP TotalSource client may need to arrange replacement health coverage, workers’ compensation, retirement administration, payroll tax accounts, and HR support before the co-employment arrangement ends.
Review your ADP contract and notice requirements.
The controlling agreement determines how to cancel the service. Review your current documents rather than relying on another customer’s experience.
Gather:
Online terms or master services agreement
Sales order or order form
Product-specific terms
Resource or managed-services agreement, when applicable
Amendments
Renewal notices
Add-on agreements
Recent invoices
Benefits, insurance, retirement, or PEO documents
Equipment agreements
Third-party marketplace terms
RUN Powered by ADP cancellation terms
The RUN online terms provide several important details:
The agreement renews automatically based on the customer’s payroll-processing cycle and frequency.
Either party may terminate the agreement with at least 30 days’ prior written notice.
Certain additional services may have their own provisions.
Fees are based on the applicable sales order, purchase page, receipt, or similar account document.
Charges for completed services, tax work, additional features, insufficient funds, amendments, or other account activity may remain due.
ADP’s public RUN package page says customers do not sign a long-term contract and may terminate the service. Read that statement together with the legal terms: RUN may not require a fixed multiyear commitment, but the current agreement still calls for 30 days’ prior written notice.
Confirm which notice address, email, form, or account channel applies to your company. The public RUN terms establish the notice period but do not provide a universal cancellation destination for every customer.
Other ADP products
Do not assume that RUN’s 30-day provision applies to Workforce Now, TotalSource, Workforce Manager, retirement services, or another ADP product.
For each service, confirm:
Contract detail | What to find out |
Service covered | Exact product, module, company code, and location |
Initial term | When the service term began and ended |
Renewal | Whether and how the agreement renews |
Notice period | Number of days required before termination |
Notice method | Email, portal, form, certified mail, or another method |
Authorized sender | Who can submit a notice for the company |
Effective date | When active processing and billing end |
Remaining charges | Work already completed, recurring fees, or termination-related amounts |
Tax obligations | Deposits, returns, amendments, notices, and year-end forms |
Data access | When administrator and employee access changes |
Equipment | Whether leased hardware must be returned |
Add-ons | Whether another provider or the ADP department must receive separate notice |
Ask ADP to identify the controlling provision in writing when the documents are incomplete or inconsistent.
What to do before canceling ADP
Prepare the payroll transition before ending access. At minimum, assign an internal owner, choose the final ADP payroll, establish the first payroll with the replacement provider, and document responsibility for each outstanding tax return and payment.
Choose the final payroll and termination dates
Track these dates separately:
Last payroll submitted through ADP
Last ADP pay date
Last payroll debit
Last tax debit initiated by ADP
Effective service-termination date
Administrator-access cutoff
Employee-access cutoff, if known
Final invoice date
First payroll with the new provider
Leaving time between the final payroll and the access cutoff may allow your team to:
Download final reports
Confirm direct deposits
Review tax debits
Resolve rejected transactions
Retrieve quarterly forms
Validate year-to-date information
Investigate discrepancies
Do not end the old account before the replacement system is configured and the first payroll has been reviewed.
Use the Payroll Migration Checklist for a complete operational sequence. Businesses moving to Gusto can also review How to Switch from ADP to Gusto.
Clarify payroll and tax responsibilities.
Ask ADP and the replacement provider to confirm:
The final payroll ADP will be processed
The final tax deposits ADP will initiate
Who will file the current quarter’s federal, state, and local returns
Who will complete the filings due after termination
Who will prepare and file Forms W-2 and 1099
Who will respond to notices for periods processed through ADP
Whether ADP will complete pending amendments or corrections
How tax funds already withdrawn but not yet remitted will be handled
Which tax account numbers and unemployment rates must be entered in the new system
The employer remains responsible for monitoring its payroll tax obligations even when it uses a payroll service provider. Do not assume that a return, deposit, or year-end form has been assigned merely because one provider processed part of the year.
Coordinate benefits and connected services.
Payroll deductions may connect with:
Health insurance
Dental and vision insurance
Retirement plans
Workers’ compensation
Health savings and flexible spending accounts
Commuter benefits
Garnishments
Child-support payments
Paid-time-off policies
Time and attendance systems
Accounting integrations
Confirm the final deduction and contribution dates, whether employees must re-enroll, whether a carrier or administrator needs separate notice, and whether an integration will stop when payroll terminates.
A TotalSource client should also confirm the consequences of ending the PEO relationship, including replacement benefit plans, workers’ compensation coverage, tax accounts, retirement arrangements, and required employee notices.
How to export payroll data from ADP
Export essential records before the termination date or the account access cutoff. Keep machine-readable files, such as Excel or CSV, where available, and fixed records, such as PDFs of filed tax forms.
Export reports from RUN Powered by ADP
ADP’s public RUN reporting guide documents the following menu paths:
Reports > Payroll > Payroll Summary: Hours, wages, taxes, and deductions for a selected payroll period
Reports > Payroll > Payroll Details: Taxes and deductions broken down by type
Reports > Payroll > Payroll Liability: Employee payments plus company taxes and deductions
Reports > Taxes > Tax Records/Filings: Available federal and state tax forms
Reports > Misc > W-2 Preview: Employee W-2 information
Reports > Custom Reporting: Custom reports when standard reports do not combine the required fields
The guide says payroll reports can be printed or exported to Excel. Select the correct year, quarter, payroll range, and employee population, and open each exported file to verify it.
The public guide reflects an earlier version of the RUN interface. Menu labels, permissions, and report availability may differ in your current account. Use the names above as a starting point and contact RUN support if the present interface does not match.
Export from Workforce Now or another product
Report names and permissions vary across ADP products and customer configurations. Do not assume that RUN navigation applies to Workforce Now, TotalSource, or another platform.
Use the reporting area available to your account to retrieve payroll, tax, employee, benefits, time, accounting, and deduction information. Ask the service center whether any records require a separate request.
Records to preserve
Company and tax information
Legal business name and address
Employer identification number, or EIN
Federal deposit schedule
State withholding account numbers
State unemployment insurance account numbers and rates
Local payroll tax accounts
Filing frequencies
Agency correspondence
Bank-account information used for payroll
Employee and contractor information
Legal names and addresses
Hire and termination dates
Compensation and pay rates
Employee and tax classifications
Federal and state withholding elections
Direct-deposit information, when securely transferable
Paid-time-off policies and balances
Garnishments and child-support orders
Benefit deductions
Employer contributions
Contractor details
Payroll history
Payroll registers
Year-to-date gross wages
Taxable wages by jurisdiction
Federal, state, and local withholding
Social Security and Medicare wages and taxes
Pre-tax and post-tax deductions
Employer payroll taxes
Contractor payments
Bonuses, commissions, reimbursements, and tips
Off-cycle and correction payrolls
Tax and compliance records
Forms 941 and 940
State withholding returns
State unemployment returns
Local payroll tax returns
Forms W-2, W-3, and 1099
Tax-deposit confirmations
Agency notices
Corrections and amended returns
Accounting and operational records
General-ledger reports and mappings
Departments, locations, and job codes
Pay schedules
Timekeeping configurations
Benefits mappings
Workers’ compensation classifications
Approval and audit records are available through the account
Keep records for all applicable federal and state retention periods. Employment tax records generally must be kept for at least four years. Payroll records covered by federal wage-and-hour requirements generally must be retained for at least 3 years, while some underlying wage-calculation records have a 2-year federal retention period.
How to cancel ADP payroll services step by step
1. Identify the authorized contact
Find the authorized payroll contact, account administrator, agreement signer, or billing contact.
Have the following ready:
Legal company name
ADP client ID and company code
Product names
Authorized representative’s information
Requested final payroll date
Requested termination date
Sales-order or agreement number
2. Confirm the governing termination terms
For RUN, begin with the online terms and check for any sales order, additional service term, or account-specific agreement.
For another ADP product, locate its applicable notice provision. Confirm the notice period, delivery method, required recipient, and effective-date rules.
3. Prepare and validate exports
Download the necessary records and compare the totals with the most recent payroll register and tax-liability information.
Store the records securely. Payroll files can contain Social Security numbers, bank information, compensation, tax data, and other sensitive information.
4. Contact the ADP service center
Begin with the representative or service center assigned to your account. RUN administrators may also use the messaging or chat options in the RUN platform or mobile app.
ADP publishes 844-227-5237 as an automated support number. It is not described as a dedicated cancellation line, so have your client ID available and ask to be routed to the team responsible for the affected product.
Use the contact to determine:
Which team handles termination
Where written notice must be sent
Whether an ADP form is required
Which services need separate requests
When will account access end
Which tax work will continue
Whether hardware must be returned
A call or chat may start the process, but it may not satisfy a written-notice requirement.
5. Submit written notice
Use the delivery method required by the agreement. Retain proof of delivery or receipt.
Subject: Notice to terminate ADP services for [Company name and client ID]
This notice requests termination of the following ADP services for [legal company name]: [list products, company codes, and account numbers].
Our requested final payroll date is [date]. Our requested service-termination date is [date].
Please confirm:
Whether this notice satisfies the controlling agreement
The effective termination date for each service
The date administrator access will end
Any remaining charges or invoices
ADP’s responsibility for pending deposits, returns, amendments, notices, and year-end forms
Any records, forms, applications, or equipment we must retrieve, cancel, or return
Whether another service requires a separate request
Please provide written acknowledgment and the contact information for the person responsible for completing the closure.
Sincerely,
[Authorized representative]
[Title]
[Contact information]
A template does not replace a required form, mailing address, signature, or delivery method.
6. Obtain written acknowledgment
Ask ADP to confirm:
The date notice was received
Products and company codes covered
Final payroll date
Effective termination date
Account-access deadline
Outstanding tasks
Final invoice timing
Remaining charges
Tax and year-end responsibilities
Equipment-return instructions
Closure-case owner
A message acknowledging receipt is not necessarily confirmation that all products have been terminated.
7. Complete the final payroll and reconciliation
After the last ADP payroll:
Match the approved register to employee payments.
Confirm payroll debits cleared.
Review tax liabilities and deposit records.
Confirm benefits, retirement, garnishment, and other deductions.
Reconcile the general ledger.
Verify year-to-date data in the replacement system.
Compare the first new-provider payroll with the final ADP payroll.
Investigate differences in wages, taxes, deductions, employer contributions, paid time off, and net pay before the next processing deadline.
8. Review the final invoice
Compare each invoice with the written confirmation and governing documents.
Possible line items include:
Normal processing charges
Add-on services
Tax filing or amendment work
Year-end processing
Benefits administration
Timekeeping
Hardware
Account maintenance
Services completed before termination
Amounts specified by a sales order or separate agreement
Ask for an itemized explanation of an unfamiliar charge. Do not assume that every final charge is either an early termination fee or an error.
9. Preserve the cancellation file
Store:
Agreements and sales orders
Amendments
Written notice
Delivery proof
Support cases
Written acknowledgment
Payroll reports
Tax records
Data exports
Final invoices
Equipment tracking
Written assignments of tax and year-end responsibilities
Does ADP charge a cancellation fee?
ADP does not publish one cancellation fee or early-termination formula that applies to every product and customer.
The RUN terms reviewed for this guide do not specify a standard early termination fee formula. They do, however, require payment of applicable charges under the sales order or account documents and allow charges for certain services and account activity.
A final bill may include:
Work already completed
Tax filings or amendments
Additional services
Background checks
Timekeeping
Benefits of retirement administration
Account-maintenance charges
Banking or insufficient-funds charges
Hardware obligations
Amounts required by another governing agreement
Ask ADP to identify the document and provision supporting each disputed charge.
What happens to your account after you cancel ADP?
Post-cancellation access is product-specific.
RUN Powered by ADP
The RUN terms state that access to RUN ends upon termination of the agreement. They provide only a limited, unspecified period to retrieve content stored in Document Vault or another storage feature.
The terms also say ADP may retain payroll reports and tax forms for a period it selects and may make them available to a former client or authorized representative as a convenience, without an obligation to do so.
Employee access to pay statements or other information may also continue for a period determined by ADP. It is not a guaranteed administrator-access period.
Export essential records before termination rather than relying on later availability.
ADP Workforce Manager
ADP Workforce Manager terms provide a more specific rule: customers have 30 days after termination to access the service to extract client data. Longer access may involve additional fees.
This provision applies to ADP Workforce Manager, not automatically to RUN, Workforce Now, or TotalSource.
Questions to resolve before closure
Ask:
When will administrator access end?
Will access become read-only first?
Which reports will remain available?
Will employees retain access to pay statements and tax forms?
Will ADP deliver year-end forms after cancellation?
Will ADP finish pending quarterly filings?
Can records be requested later?
Will later retrieval cost extra?
When will integrations stop?
What must be downloaded before the effective date?
Internal data retention does not necessarily give a former customer continued portal access.
What if you receive a tax notice after canceling ADP?
ADP instructs former ADP tax-filing clients who receive an agency notice to send it to [email protected]. ADP says it will create a tracer and work with the applicable federal, state, or local agency. Former clients with other issues are directed to their previous service center.
Keep a complete copy of the notice and the document as submitted. Review the termination confirmation to determine which party had responsibility for the affected filing period.
Common ADP cancellation problems
The correct contact is unclear.
Start with the service-center information in the product account. Ask for a case number and follow up in writing.
The contract documents conflict
Ask ADP to identify the controlling terms, the sales order, the amendment, and the product-specific provision. For RUN, compare the account documents with the online terms that apply to your service.
The termination date is ambiguous.
Separate the last payroll, tax debit, end of active service, account-access cutoff, and final invoice date.
Data is missing
Check former employees, inactive deductions, multiple states, local taxes, prior quarters, off-cycle payrolls, and amended filings. Contact ADP before access ends.
Charges continue
Determine whether the charge relates to work performed before termination, a service omitted from the notice, a contractual amount, or a billing error.
Another service remains active.
Payroll termination may not end retirement, insurance, timekeeping, marketplace applications, benefits, or other company code. Obtain confirmation for every service.
ADP cancellation checklist
Contract and account review
Identify every ADP product, company code, and account.
Gather current terms, sales orders, amendments, and notices.
Identify the authorized cancellation contact.
Confirm the notice period and required delivery method.
For RUN, account for the 30-day written-notice provision.
Check separate add-on and hardware terms.
Payroll and data preparation
Set the final ADP payroll.
Set the first new-provider payroll.
Export employee and contractor records.
Export payroll registers and year-to-date totals.
Download federal, state, and local returns.
Preserve Forms W-2, W-3, 1099, 940, and 941.
Export deductions, benefits, PTO, and garnishments.
Save general-ledger mappings.
Validate every file.
Notice and confirmation
Contact the assigned ADP service center.
Submit notice through the required written channel.
Retain delivery confirmation.
Obtain written acknowledgment.
Confirm each service’s termination date.
Confirm tax responsibilities.
Confirm the access cutoff.
Request an itemized explanation of remaining charges.
Confirm the final invoice date.
Post-cancellation review
Reconcile the final ADP payroll.
Compare it with the first new-provider payroll.
Verify tax debits and filings.
Confirm benefits and retirement contributions.
Return hardware and retain tracking.
Review final invoices.
Monitor tax notices.
Store the complete cancellation file securely.
What to look for in your next payroll provider
Evaluate:
Published pricing and add-on costs
Contract and cancellation terms
Midyear payroll-history support
Year-to-date import assistance
Federal, state, and local tax responsibilities
W-2 and 1099 handling
Data-export options
Report access after cancellation
Benefits and retirement support
Accounting integrations
Support and escalation channels
Employee access to historical documents
For broader provider-evaluation guidance, see How to Switch Payroll Providers.
Why some businesses consider Gusto after ADP
Gusto is one possible replacement for small and midsize businesses. Gusto publishes its standard payroll plan prices and states that its subscriptions are month-to-month, with no long-term contract.
Gusto also says businesses with more than 10 employees can receive help from a dedicated team that imports payroll data. Transfer assistance can still depend on the company, account, files, services, and implementation circumstances.
Before selecting Gusto or another provider, confirm that it supports your tax jurisdictions, employee locations, benefits, reports, integrations, and target payroll date.
Related content: How switching from ADP to Gusto works
Frequently asked questions
How much notice does ADP require?
For RUN Powered by ADP, the online terms effective February 12, 2026, require at least 30 days’ prior written notice. Do not assume that this rule applies to Workforce Now, TotalSource, or another ADP product. Review the terms governing each service.
Can I cancel RUN Powered by ADP at any time?
ADP’s public RUN page says customers do not sign a long-term contract and may terminate services. The legal terms nevertheless require at least 30 days’ prior written notice, so “at any time” should not be interpreted as immediate, same-day cancellation.
Can I cancel another ADP service before its contract ends?
That depends on the agreement. Review its term, renewal, termination, and fee provisions and ask ADP to confirm the effective date and remaining charges.
What is ADP’s early termination fee?
ADP does not publish one fee formula for every product. The reviewed RUN terms do not state a standard early-termination formula, but outstanding service, account, and sales-order charges may still apply.
Will I lose access to payroll records?
For RUN, administrator access ends when the service terminates. Some stored content may remain retrievable for an unspecified limited period, and ADP may make reports or tax forms available later as a convenience, but this is not guaranteed. Export records before cancellation.
Does every ADP customer receive 30 days of post-cancellation access?
No. The public 30-day retrieval provision applies to ADP Workforce Manager. It should not be generalized to RUN, Workforce Now, TotalSource, or other products.
Can I cancel ADP payroll in the middle of the year?
Yes, provided you transfer accurate year-to-date wage, tax, deduction, and contribution information and explicitly assign responsibility for quarterly returns and year-end forms.
Who prepares W-2s after I cancel ADP?
The answer depends on the termination date, ADP’s completed work, the controlling agreement, and the replacement provider’s procedures. Obtain written confirmation from both providers.
Can I cancel payroll but keep another ADP service?
Possibly. Products, modules, and third-party applications may have separate billing and termination arrangements. Identify exactly which services will remain active.
How do I contact ADP to cancel payroll?
Start with the service center or representative assigned to your account. ADP publishes 844-227-5237 as an automated support number. Ask to be routed to the appropriate team, then satisfy the written-notice requirement in your terms.
Sources
Pricing in this guide comes from two types of source. Where ADP publishes a price (Roll by ADP, the Starter-k retirement fee, and ADP's own PEO cost guide), figures are drawn from ADP's official pages. Because ADP does not publish standard pricing for RUN, Workforce Now, or TotalSource, estimates for those products are attributed to named third-party sources and clearly labeled as estimates.
Roll by ADP pricing — $39/month + $5 per actively paid worker
RUN Powered by ADP package comparison — Essential, Enhanced, Complete & HR Plus, HR Pro; included features; W-2/1099 form service
ADP Workforce Now options — Select, Plus, Premium
ADP "What is the cost of a PEO?" cost guide — 2%–12% of payroll or $40–$160 per employee per month
ADP retirement / Starter-k Complete pricing — $100/month base; $0 for 1–4 participants; $5/participant at 5+
Gusto payroll pricing — Simple, Plus, Premium
Third-party estimates cited in this guide:
Business.com, "ADP Review" — RUN Essential ~$79/month + $4/employee estimate; $200 setup charge reported from a 2023 sales quote (originally via Business News Daily)
Tech.co, ADP RUN pricing analysis — RUN Essential entry estimate
OutSail, ADP Workforce Now cost estimate — ≈$55,000–$72,000/year base software for a 200-employee Plus configuration
Disclaimer
Pricing information is accurate as of June 2026. ADP does not publish standard pricing for RUN Powered by ADP, ADP Workforce Now, or ADP TotalSource; any amounts shown for those products are third-party estimates or general industry ranges, not guaranteed prices, and your ADP quote may differ. Published figures for Roll by ADP and Gusto are taken from each provider's public pricing pages and are subject to change without notice. All estimates exclude factors that can materially change the total, including payroll frequency and off-cycle runs, add-on modules, time and attendance, setup and implementation, year-end W-2/1099 form-service fees, contractor-payment fees, insurance premiums, and partner-delivered or pass-through services. Estimated ADP costs are compared against published Gusto rates, which is not a like-for-like comparison. This content is for informational purposes only, is not financial, tax, or legal advice, and is not endorsed by or affiliated with ADP, Inc. ADP®, RUN Powered by ADP®, Roll by ADP®, ADP Workforce Now®, and ADP TotalSource® are trademarks of ADP, Inc.; Gusto® is a trademark of its owner. Verify current pricing directly with each provider before making a purchasing decision.
