With a combined revenue of $21 trillion and $2.1 trillion in profits, the 2026 Fortune 500 is the definitive list of America's largest companies.

Fortune 500

The 300 companies on this year’s list brought in over $12.5 trillion in revenue for the latest 12 months, with the median revenue figure at $24 billion.

America's Most Innovative Companies

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World's Most Admired Companies

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The 300 companies on this year’s list brought in over $12.6 trillion in revenue for the latest 12 months, with the median revenue figure at $22 billion.

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Modern Board 2022-ADP

ADP has four former CEOs and three active CEOs on its board. The actives include ADP’s own chief, Carlos Rodriguez, who is also on the board of Microsoft (No. 1 on this list); and Nazzic Keene, CEO of SAIC. ADP scored high in the Modern Board ranking for nationality dispersion, board independence, and board expertise.   
 
The HR software and services company has <a href="https://seekingalpha.com/article/4492107-12-top-stocks-bear-market">received analyst praise</a> for steady cash flow, stability of demand for its offerings, and strong dividends. William J. Ready, president of commerce at Google, and Francine Katsoudas, chief people officer at Cisco, are also ADP board members. The company <a href="https://finance.yahoo.com/news/adp-adp-1-9-since-163004806.html">projects steady (6%) revenue growth</a> for its employer services arm in 2022, along with 13% to 15% growth for its PEO (professional employer organization) division.

Fortune Modern Board 25

The companies on this year's list stand out for celebrating innovation, promoting cooperation, and more.

GPTW New York Large 2022-ADP

Employees say: 
 
“A lot of focus on diversity and inclusion, which creates very unique and diverse teams. Everyone is welcome, there's a lot of focus on culture and work-life balance, and our differences are celebrated.” 
 
Read the Great Place to Work review .

Best Large Workplaces in New York

The companies on this annual list make a conscious effort to be supportive, inclusive workplaces.

Employees say: 
 
“A lot of focus on diversity and inclusion, which creates very unique and diverse teams. Everyone is welcome, there's a lot of focus on culture and work-life balance, and our differences are celebrated.”

100 Best Large Workplaces for Women

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Best Large Workplaces New York 2021-ADP

Employees say: 
 
“My manager is amazing! I know I can trust her with anything and talk with her about anything that needs to be addressed. I appreciate her support and willingness to help me grow both personally and professionally.”

This year’s Fortune 500 marks the 67th running of the list.

F500 2021-208-ADP

ADP provides services and software for businesses to help streamline human resource management, payroll, tax services, and benefits for workers.

For an astounding 13th straight year, Apple claims the top spot in Fortune’s annual ranking of corporate reputation, based on a survey of almost 3,800 executives, directors, and analysts.

This year's Fortune 500 marks the 66th running of the list.

F500-2020-227-Automatic-Data-Processing

Automatic Data Processing, more commonly known as ADP, provides HR solutions including electronic payroll systems in more than 140 countries.

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This year's Fortune 500 marks the 65th running of the list.

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This year's Fortune 500 marks the 64th running of the list.

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This year's Fortune 500 marks the 63rd running of the list.

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This year's Fortune 500 marks the 62nd running of the list.

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Wal-Mart stayed on top as its sales crept closer to half-a-trillion dollars. Apple moved into the top five. And UnitedHealth Group continued its steady climb. 

Best Large Workplaces In New York

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Automatic Data Processing, or ADP, provides cloud-based human resources products to organizations around the world. The company has two primary segments: one for employer services and the other focused on professional employer organizations. These parts of the business include platforms and services for payroll, HR management, tax compliance, benefits administration, and talent management.

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Automatic Data Processing (ADP): Company Profile, Stock Price, News, Rankings

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Automatic Data Processing

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Good morning. My name is Michelle, and I'll be your conference operator. At this time, I would like to welcome everyone to ADP's third quarter fiscal 2026 earnings call. I would like to inform you that this conference is being recorded. After the prepared remarks, we will conduct a question and answer session. Instructions will be given at that time. I'll now turn the conference over to Matthew Keating, Vice President, Investor Relations. Please go ahead.

Thank you, Michelle, and welcome everyone to ADP's third quarter fiscal 2026 earnings call. Participating today are Maria Black, our President and CEO, and Peter Hadley, our CFO. Earlier this morning, we released our results for the quarter. Our earnings materials are available on the SEC's website and our investor relations website at investors.adp.com, where you will also find the investor presentation that accompanies today's call. During our call, we will reference non-GAAP financial measures, which we believe to be useful to investors and that exclude the impact of certain items. A description of these items, along with a reconciliation of non-GAAP measures to their most comparable GAAP measures, can be found in our earnings release. Today's call will also contain forward-looking statements that refer to future events and involve some risk.

We encourage you to review our filings with the SEC for additional information on factors that could cause actual results to differ materially from our current expectations. I'll now turn it over to Maria.

Thank you, Matt. This morning, we reported another strong quarter of results with revenue growth, margin expansion, and EPS growth all coming in ahead of our expectations and reflecting the significant progress we are making across our strategic priorities at a pivotal time for our industry. Before we get into the details of our performance, I want to share a few thoughts on why this is a defining moment for human capital management and why I am so excited to be leading ADP in the AI era. HCM is about helping companies manage the workforce infrastructure that makes business possible. Whether you're a Fortune 500 company or a small local business, that has always been our driving mission, and it has never been more critical than it is today. As AI adoption continues, businesses will only face greater workforce complexity.

AI is redefining the very nature of work and how we collaborate while increasing regulatory interest around privacy and data protections. Fortunately, that's exactly where ADP thrives. We execute with precision when it matters most. In times of rapid change and disruption, businesses need the compliance, accuracy, and trust that ADP delivers at scale. Through economic cycles, shifting labor trends, and waves of technological transformation, we have consistently met every moment by investing in R&D, evolving how we serve our clients, and raising the bar for what HCM can deliver. ADP was the first in HCM to deliver automation, move to the cloud, provide a mobile app, and create an online marketplace. We believe it's our job to lead the industry in innovation, and now we're doing it again with AI.

For us, success means leading the way in a trusted, service-driven, and AI-powered HCM, and setting the industry standard for accuracy, compliance, and partnership around the world. Our performance this quarter shows how we're executing on that. Before I discuss our strategic progress, I'd like to review some key highlights from our results. We delivered solid Employer Services new business bookings growth in the third quarter. Results were particularly strong in international and compliance solutions. Our insurance and retirement services offerings also continue to contribute to growth in our small business portfolio. Both our Employer Services retention rate and our overall client satisfaction levels reached new record highs for a third quarter. This strong performance is the result of continued progress across our three strategic business priorities. I'll start with what we are doing to lead with best-in-class HCM technology.

AI makes HCM more important, and we believe it unlocks tremendous value and opportunity for our industry that plays out in two ways. First, while AI excels at prediction and efficiency, it can't execute critical high-stakes HCM functions with the level of accuracy and consistency required. At the end of the day, payroll isn't a software function. It's a commitment to the people who showed up and did the work, and there is no room for error. Second, AI has added new layers of complexity for our clients as they manage their payroll, workforce management, and regulatory compliance. These functions are rapidly evolving, and now more than ever, businesses will need a trusted HCM partner who can decode the puzzle and reliably deliver these critical services. I also want to be direct about something analysts and investors are rightly focused on.

AI is changing both work and the workforce, and with our business grounded in all aspects of payroll and beyond, we are working on answers every single day. Our research with the Stanford Digital Economy Lab shows that AI is reshaping work at the task level. While this could lead to job displacement in certain task areas, we expect other new job categories to be created in this tech transformation. What we know from navigating through economic cycles and labor market shifts and the data we've gained along the way is that even as workforces change, the work of managing them, paying them accurately, and keeping them compliant doesn't go away. AI is shifting how work gets done, but that doesn't eliminate the need to manage it. Managing a workforce through disruption makes HCM more complex.

We are not immune to shifting employment trends, but we are built for the world they represent. What differentiates ADP's approach is that our AI is built into the very core of how we orchestrate, govern, and execute HR and pay processes grounded in regulatory logic, operational data, and decades of expertise. This goes far beyond chatbots or surface layer automation that can enhance the user experience. It's about delivering real-world outcomes where accuracy and auditability are non-negotiable. For example, in January, we launched ADP Assist agents that apply advanced intelligence to real workforce challenges across payroll and HR. These persona-based agents think, plan, and act with human oversight. They are designed to handle routine tasks so people can focus on high-value strategic work that requires judgment, expertise, creativity, and connection. Since that launch, we've already seen meaningful results.

Our ADP Assist payroll agents have saved an average of 30 minutes per payroll. Our ADP Assist tax registration agents have helped businesses maintain compliance and avoid penalties and interest on late tax filings. Our Smart Actions search has reduced clicks and time spent by around 80% for common HR actions. Those are just a few examples. We are continuing to accelerate this work, roll out new ADP Assist agents, and look for more opportunities to make work easier. ADP Lyric HCM is also saving time and effort for our clients. One senior HR leader at a supply chain firm shared that the AI tools within Lyric have significantly reduced the number of steps in their recruiting process from 23 down to just eight by providing advanced candidate insights.

Another client, a global holding company, used Lyric to replace more than a dozen disparate systems, which enabled a 71% leaner payroll operations model. That's just the beginning. In March, we further expanded our agentic AI ecosystem through the ADP Marketplace, our industry-leading open platform where clients connect ADP solutions with third-party applications across the HR and workforce technology landscape. We launched a dedicated space within Marketplace for carefully selected AI agents from our partner companies that give HR teams intelligent support across the employee lifecycle, and all agents are aligned with ADP's principles on safe and responsible AI. Our approach is also earning external recognition. ADP was ranked number 1 in HR on Fast Company's Most Innovative Companies list, and RUN Powered by ADP held its position as the top-ranked small business product by G2 for the second consecutive year.

I want to congratulate our entire team on these well-deserved achievements. Our second strategic priority is to provide clients with unmatched expertise and outsourcing solutions. I'll speak to three structural advantages that together position ADP to deliver on this priority and lead the HCM industry through its AI transformation. The first advantage is our data. AI is only as good as the data it's built on, and ADP has the industry's strongest workforce data foundation built over nearly 77 years. We pay one in six workers in the U.S. and moved $3.3 trillion in the U.S. in fiscal 2025. We capture payroll, HR, and compliance events for more than 1.1 million clients and 42 million workers globally across roles, industries, and geographies, giving us incredible insights into the workforce and its emerging trends.

This advantage will continue to compound for our data and AI capabilities over time and will further widen the gap between ADP and our competitors. The second advantage is our domain expertise. Every ADP Assist agent is grounded in our unmatched institutional knowledge from decades of hands-on experience with companies of all sizes. Our deep understanding of HR processes, workflows, exceptions, and regulatory nuances is built into the very architecture of our products, services, and systems. Our service model delivers human expertise and guidance alongside high-impact technology, pairing AI-driven efficiency with expert judgment and automation with accountability. As AI drives regulatory change and fragmentation, we have a true structural advantage. Let's consider the current landscape. So far this year, more than 200 HR-related compliance laws have been enacted in the U.S., including several governing the use of AI.

This June, the EU Pay Transparency Directive will take effect. Employers continue to face increasingly complex and sometimes conflicting requirements across local, state, and federal jurisdictions on issues ranging from pay transparency to leave policies. As I mentioned before, this is exactly where we thrive. Since AI entered the mainstream, ADP has operationalized an accelerating wave of changes. When the regulatory environment accelerates as it is now, our clients will coalesce around the partner they trust to get it right, a fact that has shown up in our consistently strong retention. This is earned expertise, the kind that comes from pioneering an industry and leading the way through disruption. We are also focused on using AI to sharpen our expertise.

We have continued to scale the deployment of additional generative AI capabilities across service operations through The Zone, our proprietary end-to-end solution that transforms how client-facing teams engage, serve, and support clients across the full lifecycle. As of March, 20% of the total service population was on The Zone platform, and we expect to reach over 40% by the end of fiscal 2026. Several high-volume service teams, including SBS and Wisely, are operating at full utilization, which means gen AI-enabled workflows are becoming embedded in our standard service operations and helping our teams create value through a more seamless experience for our clients. The third advantage is the trust in our brand. Clients have relied on ADP for their most essential HCM processes for decades because we consistently deliver through change and complexity.

In the age of AI, trust is more important than ever, and we are deepening trust every day through our commitment to ethical and responsible AI development. We remain focused on our third strategic priority, benefiting our clients with our global scale. ADP supports clients across 140 countries, and our 67,000 ADP associates deliver compliant HCM solutions, local expertise, and trusted relationships to more than 1.1 million clients every day. We connect directly to tens of thousands of government entities, tax authorities, regulatory bodies, and banking institutions globally. Our final mile ecosystem is extremely difficult to replicate and becomes even more important as the regulatory landscape becomes more complicated and fragmented by country, state, city, town, and municipality. Large businesses already recognize how hard it is to get this right.

We just recently secured several new enterprise clients, including one of which has tasked us to deliver a 30-country payroll transformation. These clients trust ADP for these complex processes because we understand what's required in each country, we have the infrastructure, and we can flex to support their exact needs. AI is changing work and the workforce. We know there will be new regulations, new workforce models, and new risks. ADP is purpose-built for this challenge. We bring together the regulatory discipline, data integrity, process intelligence, and human guidance required to productively incorporate AI into mission-critical HCM. That's why the world's leading organizations choose ADP as their partner for a rapidly changing world of work. I would like to take a moment to thank all our associates worldwide for their exceptional service and performance as we continue to advance our strategic priorities in the age of AI.

Every result we report, every client we serve, and every innovation we launch starts with them. We said at the top of the call that this is a defining moment for HCM. I believe that deeply, and I know just as deeply that ADP is strongly positioned to capture the opportunity ahead. Now I'll turn the call over to Peter.

Thank you, Maria. Good morning, everyone. I will start by providing some more color on our third quarter results and will then update our fiscal 2026 outlook. This morning, we reported strong third quarter results that included 7% revenue growth, 80 basis points of adjusted EBIT margin expansion, and 10% adjusted EPS growth. These results were all ahead of our expectations, and we are adjusting our full-year guidance to reflect this performance, as well as making a few other changes, which I'll detail. One thing worth noting before I get into the numbers, the margin expansion we achieved reflects disciplined investment. We are funding our AI transformation across our products, internal tools, and service delivery while continuing to deliver on our financial commitments. This discipline is intentional, and it shows up in the results.

I will focus on our Employer Services segment first, where I'll cover both our results and our updated outlook. ES segment revenue in Q3 increased 7% on a reported basis and 5% on an organic constant currency basis, with favorable FX contributing close to 2 points of revenue growth. As Maria shared, ES new business bookings were solid in the third quarter, and our pipelines were healthy at quarter end. With ongoing macro uncertainty and given the typical importance of our fourth quarter, a range of new business bookings outcomes remains possible. Accordingly, we are maintaining our 4%-7% full year growth guidance. Driven by our strong ES retention performance in Q3, we are improving our guidance range by 10 basis points and now forecast ES retention to be flat to down 20 basis points for the year.

ES pays per control growth remained at 1% for the third quarter. Our updated outlook calls for about 1% growth in fiscal 2026. Client funds interest revenue increased by more than we anticipated in Q3, driven by 9% growth in our average client funds balances. We are increasing our full year average client funds balances growth forecast to about 6% and are continuing to expect an average yield of approximately 3.4% for the year. As a result of our revised expectations for balances growth, we are increasing the midpoint of our fiscal 2026 client funds interest revenue forecast by $25 million to a range of $1.34 billion-$1.35 billion.

We are also raising the midpoint of the expected net impact from our extended investment strategy forecast by $25 million to a range of $1.3 billion-$1.31 billion. We also now expect overall ES revenue growth of 6%-7% for the fiscal year. Our ES margins increased by 130 basis points in Q3, driven by operational productivity improvements that we are realizing across our business, as well as the contribution from client funds interest revenue growth. The investments that we are making in AI, in service tools, and in product innovation are yielding meaningful productivity improvements in our business, allowing us to reduce our cost to serve while at the same time enhancing our client's experience.

As an example, our continued investment in our RUN platform, along with the AI-powered tools that we have deployed to support our more than 900,000 small business clients, have enabled an 8% year-over-year reduction in client contacts in fiscal Q3, our busiest quarter of the year. These outcomes help us drive faster margin expansion and a better client experience, as shown by our continued record client satisfaction and retention results. The good news is that while these outcomes are becoming more meaningful and are now starting to manifest more noticeably in our financial results, we believe that the opportunity in front of us is substantial. We are only in the very early innings in terms of what this can yield in terms of a superior client experience as well as business growth and financial benefits for ADP. Turning now to the PEO.

Total PEO revenue increased 7% in the third quarter, with PEO revenue excluding zero margin passthroughs growing 5%. Stronger PEO new business bookings growth helped offset some continued softening in PEO pace for control growth in the quarter, keeping growth in average worksite employees at 2% for Q3. We continue to forecast fiscal 2026 average worksite employee growth of about 2%. We also saw continued strong growth in gross payrolls, as well as higher SUI revenues, both of which contributed to the uptick in PEO revenue growth in the quarter. Following the strong revenue performance in Q3, we are increasing our full year PEO revenue growth guidance to 6%-7% and raising our PEO revenue, excluding zero margin passthroughs growth outlook to 4%-5%.

PEO margins decreased 120 basis points in Q3, driven mainly by zero margin passthrough growth, higher SUI costs, and higher selling expenses. Putting it all together, we are increasing our fiscal 2026 consolidated revenue growth outlook to 6%-7% and raising our adjusted EBIT margin expansion forecast to 70-80 basis points. Our full year effective tax rate guidance of around 23% is unchanged. Finally, we are increasing our fiscal 2026 adjusted EPS growth forecast to 10%-11%, which continues to be supported by share repurchases. As we look ahead to fiscal 2027, I also wanted to share a few early thoughts. First, we were pleased to increase our adjusted EBIT margin expansion guidance in fiscal 2026.

While it is still early in our planning process for fiscal 2027, we remain very focused on continuing this acceleration when it comes to margin expansion as we realize further productivity benefits from our AI transformation. Second, as a result of our laddering strategy, we remain positioned for continued tailwinds from our client funds portfolio as anticipated reinvestment rates remain above the average yield of our maturing securities, driving overall yields expected on the portfolio above fiscal 2026 levels. Finally, you will have noticed a meaningful increase in our share repurchase activity during this fiscal year to date. We expect to continue share repurchases at or above these elevated levels across the balance of this year and throughout fiscal 2027, absent major changes in the market backdrop.

I would like to emphasize that this elevated buying is in addition to our long-standing commitment to growing our dividend and to the levels of investments that we are making and will continue to make in our business to best position us for success in the future. We remain laser-focused on driving growth in our new business bookings and maintaining strong client satisfaction and retention levels, while at the same time investing in our products, our people, and our AI capabilities to deliver sustainable revenue growth, margin expansion, and shareholder returns over time. Thank you, and I'll now turn it back to the operator for Q&A.

Thank you. If you wish to ask a question, please press star one one. If your question has been answered and you wish to remove yourself from the queue, please press star one one again. Please be aware of the allotted time for questions. Please ask one question with a brief follow-up. Our first question comes from Bryan Bergin with TD Cowen. Your line is open.

Thank you. This is actually Jared Levine on for Bryan Bergin today. I wanted to start in terms of the implied 4Q guidance. I know you're not guiding FY 2027 at this time. Anything to call out in terms of using that implied 4Q revenue growth rate as we think about FY 2027 growth year?

Morning, Jared Levine. Thank you for the question. Yeah, look, I mean, we guide to a range of outcomes. You know, the guidance that we've increased our revenue guidance. We're very happy with that. Increased our margin guidance and our EPS guidance. You know, I think there's still a lot to do in the fourth quarter with respect to bookings, with respect to retention in the PEO. We're not really gonna be more precise than the ranges we've shared, but we feel confident with respect to, you know, our trajectory going into the fourth quarter and exiting the fiscal year. Probably the one thing I would note would be, we benefited, excuse me, by a little over a point and a half of FX in the third quarter in ES segment, I'm talking about.

We're expecting that to moderate a little in the fourth quarter. A little bit less benefit from FX on the revenue side should help the margin profile a little bit, 'cause whilst it's a revenue tailwind, it's a little bit of a headwind from a margin perspective. That's really, I guess, the only specific point I would call out with respect to Q4 being different to Q3. You know, we feel confident with our guide and our exit point.

Understood. Good to hear about the record 3Q Employer Services retention rate. Can you dig into if that was broad-based or specific to any areas and kind of where you still see areas for opportunity to improve that retention rate?

Yeah, Jared, it's Maria, and equally as pleased with the results in retention. It exceeded our expectations, and we raised the full year guide as a result of that. We feel, you know, overall it was broad-based strength. The notable improvements that we saw were across international compliance, enterprise, small business. Really saw strength in retirement services. It actually hit a new quarterly record for us. It was broad-based strength. We're really pleased with what we're seeing. I think it's a direct reflection of the investments we've made into product, the investments we've made into service and how we engage with our clients, some of the things that we discussed during the prepared remarks. Really pleased with overall results and retention.

Thank you. Our next question comes from Mark Marcon with Baird. Your line is open.

Hey, good morning, and congratulations on the strong results. I'm wondering if you can talk a little bit about the bookings. You didn't change the forecast range for the year, and it's still relatively wide with one quarter to go. Can you just discuss a little bit about what you're seeing with regards to the bookings in the third quarter and year to date? Specifically, you know, any areas that you're seeing, you know, really good results in terms of, you know, the various segments. Also, you know, to what extent can you give some commentary in terms of whether or not you're still seeing a 50/50 mix in terms of bookings as it relates to upsells versus brand new logos? I've got a follow-up.

Okay. Thanks, Mark, and good to hear from you. Happy to comment on the overall demand environment and bookings. First and foremost, we were very pleased with what we saw with respect to bookings in the third quarter we built on the momentum that we had the first couple quarters, the first half of the year. Pleased with where we sit heading into the fourth quarter. As always, we have a lot to get done in the fourth quarter. I'll get back to that. I think the strength that we saw specifically in the third quarter was anchored in some of the areas that I mentioned, international, that's a highlight for us. Obviously, there's a lot happening in the world, so pleased to see the strength in international. Excited to see the strength in compliance.

I think that speaks directly to some of the commentary I made around the infrastructure and final mile and the connectivity that we have. That business is the business that connects a lot of these things to the infrastructure of how payroll actually gets done in the world. Also saw strength across our small business portfolio in the additional, call it, beyond payroll offerings of insurance and retirement services, which again speaks to kind of the strength that we're seeing in the down market. Overall, really pleased with the third quarter with respect to the overall performance. I would say as we head into the fourth quarter, there's always a lot to get done. We left the range relatively wide, as you mentioned. I think all of those options are outcomes for us.

You know, the sensitivity of it, if you will, is around $20 million, $21 million per percent. If you imagine 8,500 sellers, which is about what we have, that are at the ready with all the right products, a stable backdrop from a demand perspective, all the right incentives. Everybody is excited to execute about throughout the fourth quarter with good, solid pipelines. We have a lot to get done, as we always do at this time. To answer your question around the 50/50, it's exactly the same. It's about 50% that comes from new logos and 50% that comes from anything, call it, beyond payroll or additional business. That's the, that's what we have as a backdrop, and we're pretty excited with what we need to get done in the fourth quarter.

That's excellent color. Thank you, Maria. Then with regards to the financials, you know, one, you mentioned how AI is making you more efficient. You know, I couldn't help but notice that the, you know, the R&D or the program costs, you know, were relatively flattish, you know, despite the, you know, the nice increase in terms of revenue. I'm wondering if you can talk a little bit about some of the efficiencies that you're gaining, you know, across the board from AI, and particularly in terms of, you know, new product development and the tools that you might be employing there, both in terms of, you know, reduced expenses, but also, you know, speeding up the development process. Thank you.

Thank you, Mark. Yeah, look, I think the, you know, the R&D cost line, just to be clear, you know, has obviously the usual accounting treatment. Again, there's capitalization, there's amortization and so on. You know, quarter to quarter, I'm not sure what you're looking at, but at least quarter to quarter or sequentially, you know, the line may not move that much. We have a continued investment. We also allocate, you know, within priorities. We've certainly pivoted more of our spending in R&D towards, you know, AI initiatives, be it on the product side to benefit our clients as well as on the efficiency side. You know, there's a range of different things.

Some of the expense also is carried in operations where we're spending and investing to deploy The Zone, our proprietary service tool, but built on Salesforce technology that's rolling out AI infused and certainly helping. We have other, you know, examples floating around out there. I'll give you one example that, in addition to what we mentioned in our prior remarks. In India, it's also year-end in India, March 31, we actually had a reduction. We do a lot of work for our clients validating tax advantage sort of allowances and the receipts.

We actually deployed AI this year for the first time, reduced the call volumes by 35% in the year-end process, also reduced the labor by 35%, that was deployed against that sort of manual but very necessary compliance effort. It's really a broad-based thing. We certainly have pointed our investment dollars in the direction of AI, as well as the usual spend that we like to do to bring best-in-class products to market. I wouldn't necessarily read too much into the sequential nature of the R&D program cost line in the P&L. Some of that can be accounting, some of that can be reallocation of dollars either within R&D or between R&D and operating costs.

Great. I appreciate the color. Thank you.

Thank you. Our next question comes from Jacob Smith with the Guggenheim Securities. Your line is open.

Hey, thanks for taking my question and a nice quarter. Can you provide an update on Lyric traction in the quarter? Just in general, with Lyric's unique architecture, you know, compared to with standard across legacy HCM platforms, are you seeing Lyric open up new use cases or customer segments that weren't really serviceable before? Also on a related note, we've heard from enterprise customers that Lyric is being deployed in some cases as a best-of-breed payroll and compliance layer alongside these existing HCM platforms. Can you just talk about how prevalent that buying motion might be, and whether that's expanding the addressable market beyond pure displacements? Thanks.

Yeah. Thanks Jacob. Appreciate the questions around Lyric. As always, we are incredibly excited about the momentum of Lyric. We didn't call it out in the bookings commentary, certainly pleased with what we've seen in terms of the pipeline build and the execution on Lyric, call it year to date. Had a couple examples, obviously, in the prepared remarks on the impact of AI within Lyric and some of the things that we're solving for for clients. To address the traction, I would tell you our clients are equally as excited. We're excited. We see this front and center just this quarter. We had our annual ReThink event, which is our enterprise customers on a global scale getting together to really talk about how they're solving for things like global payroll, global time.

We also had our Meeting of the Minds meeting just a couple weeks ago in Orlando, which is about 2,000 of our enterprise clients in the U.S. getting together. I will tell you that Lyric is, for sure, gaining the momentum and attention of analysts, clients. It is the architecture. You mentioned the architecture. It does create new use cases. The way that we have it deployed with the ability to be position management-based as well as traditional-based does create an architecture that's incredibly flexible. It's dynamic. That's why it's resonating both with the analysts and the clients, not just because it's modern and new and has AI inside, but the very core of the engine and how it's architected allows for this flexibility and dynamic way to manage work and how work happens today.

That's certainly what I'm busy talking about with our clients, which is, how do we solve for this new future of work? How do we lean into how they're actually running and operating these businesses? Lyric does that. It fits squarely into that. It is opening up new dialogue, new conversations with our clients. I suppose new addressable use cases, to use your language. I think in addition to that, as you marry it to our global time story, which really came about through the WorkForce Software acquisition, you think about global time, global payroll, as well as global HR, there is this ability to plug these things, call it altogether, as we go to market, in addition to, by the way, having global service, and that's unique for ADP.

Again, it's changing the conversation with those clients who are looking to us to solve for this new world of work that we find ourselves in. We're really excited about where Lyric is taking us, both from a narrative perspective, from a pipeline perspective, but also from an addressable market perspective. There are use cases where we can deploy Lyric in new and unique ways that are gaining traction. You know, more to come on that probably as we head into 2027, but really excited to the places that it's taking us, and it's definitely changing the conversation in the market.

Thanks for the color, Maria. Just a quick follow-up, too. As Lyric bookings ramp in the large enterprise, how are you thinking about scaling implementation capacity over time, whether that's investing internally or, you know, potentially working with system integrator partners in the future?

Yeah, Jacob Smith, I'm so glad you asked, because I left out that part, which is an important piece. The answer to the question is both. We are scaling internally, but we also have this ability to go to market with system integrators in a more meaningful way than we have in the past. We've had relationships both with mid-tier system integrators as well as, call it the more global system integrators. Certainly we've learned a lot from the acquisition of WorkForce Software as they've been partnered deeply with many system integrators. Think the likes of Accenture, and we also have relationships with others, be it, you know, EY, KPMG, et cetera.

We're really excited to continue to build out, especially as it relates to this marriage between global payroll and global time and our ability to put that together with a systems integrator that's also working with that client to solve in real time for the future of work. A big piece of our strategy, really excited to see where it leads us.

Thank you. Our next question comes from Dan Dolev with Mizuho. Your line is open.

Hey, guys. Hey, Maria. Hey, Peter. Great results. Congrats. Well deserved. Wanted to ask about, you know, I know there was a question about AI and R&D, but more about, I think your competitor mentioned that there was some difficulty selling software modules. I just wanna see from your perspective how this looks. I think last time we talked about it, there was no problem whatsoever. Just wanted to sort of check the box on this one. Thank you.

Yeah, it's a great question. I'm not sure who entirely you're referring to, but certainly from our end, based on our pipelines and our results. Again, you know, spending times with our clients both at the ReThink event as well as our Meeting of the Minds event, I would tell you that software is alive and well, especially for core function type of companies, and that's exactly where HCM fits in. Again, not knowing the nature of the type of company that you're referencing, that's not the case, from our vantage point as it relates to HCM.

You know, the way we see it is we see the future of work as one that is AI infused and AI really powering the workforce, but that doesn't take away the need to actually manage the sheer orchestration of paying people and keeping them compliant. While it's reshaping the work really at the task level, and that's the research we were doing with Stanford. That we see the need to ultimately manage work is actually becoming more complex, not less complex. I would say HCM, you know, is very different than that. Obviously the value of getting all of those things right is actually increasing. The more complex it's becoming, the more valuable it is for us to do exactly what we're doing.

I think the other part is, you know, in line with that, it's really about having the highest levels of standards, ethics, the need for accuracy, security, and also this idea of auditability. Because in the, in the world of HCM, be it payroll and, you know, the ecosystem that defines payroll or the rest of HR benefits and all the ecosystems and connectivity that we have to, whether it's government entities or carriers, you know, the room for error, ambiguity or, you know, just good enough, like, it doesn't exist. Payroll needs to be 100% accurate 100% of the time. That's a big differentiator, I think, specifically for HCM, which kind of leads me to, you know, I guess the last point, which is that we were kind of built for this, right?

If you think about us, in the 77 years we've been doing this, for our clients and navigating through economic cycles, transformation cycles. The world of work and all of this stuff is making things more complex. We have the background, the trust, the data, the deep domain expertise in our products and services, but also the expert people, to help our clients through this. I have to tell you, when I was at the Meeting of the Minds, and I know it's the case for one of our events this week as well, in the mid-market, we're celebrating clients that have 50 years of tenure with ADP. I think that's a direct reflection of, as I said on the prepared remarks, like earned expertise. Clients are turning to us at this pivotal time to help them navigate this.

I would say HCM is alive and well. Definitely a core function and not something that can be replicated easily by any of these new entrants, if you will.

Great. Well, we agree. Thanks again, and congrats.

Thank you. Our next question comes from Tien-tsin Huang with JPMorgan. Your line is open. Tien-tsin Huang, if your telephone's muted, please unmute.

It is muted. I apologize for wasting a few seconds here. Just thinking about the outlook revision up and, the good results here. Can we go through quickly the attribution of what's driving the change in the outlook? It seems like it's higher balances, some improvement in retention is the majority of it. Did I catch that? Just wanted to make sure I covered the, we covered that.

Thanks, Tien-tsin, for the question. We're very pleased to increase the outlook. I think part of that is obviously the strong performance that we've delivered in Q3. The balance growth, we've increased our balance growth there, where we see solid, sort of underlying revenue growth opportunity in both PEO and in Employer Services, exiting Q3, going into Q4. Some of that is retention, as you mentioned. Some of that is the pace per control lift that we in terms of our guide that we made for Employer Services. Another piece I just wanted to mention is price. You know, the last couple of quarters we've been talking about, Our goal to achieve around 100 basis points of contribution from price.

I'm pleased that our outlook actually has reflected a little increase in that. Expecting more like 130 basis points from price, I think that is positive, not only obviously for our financials, but when I pair that with our client satisfaction scores and our retention scores, both at record levels, you know, our offering is resonating. The tools, the products that we're deploying are resonating. You know, we're able to achieve value for that through our pricing. There's a number of levers, all more or less working in the same direction, as I mentioned in one of the earlier questions. The only thing that we see softening a little bit going into Q4 is the contribution from FX, which was a little larger than we contemplated for Q3.

We're not contemplating the same level of contribution from FX to our revenues in the fourth quarter.

Okay. No, perfect. Thanks for going through that. The pricing is definitely encouraging that you're able to seek out more value. Maybe just somewhat related to that, just thinking about competition and bookings. I think Mark Marcon talked about it well. Any change in competitive intensity? I know there's a lot of, you know, focus here on some of the upstarts and maybe some of the more AI native or digital native companies. Any change there, Maria Black, that you're seeing? I know your bookings was reaffirmed, which is great. Would love to get a little more on what's going on on the ground. Thank you.

Yeah. It's a great question. I certainly understand the nature of it. I think with respect to any new type of entrants and pressures and, you know, in terms of anything that would have entered the market in the last, I don't know, quarter or two, I wouldn't say we're seeing anything new and exciting there that's increasing levels of pressure or competition. I would say it's always competitive, especially, by the way, in the back half of the year. Certainly Q3 represents a big bookings quarter for us. Q4 represents a big bookings quarter for us. Since we kind of set the tone in the market for HCM, it's always competitive this time of year, and there are lots of very formidable competitors out there. I wouldn't say that there's anything to call out that's changed.

Certainly, there's some noise with, you know, certain companies that are potentially, I don't know, going public. Some are going private, some are merging. There's always some of that. There's always incentives being put in the market. By the way, we're putting incentives in the market. I would say the. To me, as somebody who's had a front row seat to the competitive landscape for decades, I would tell you it feels pretty normal, if you will. It's highly competitive. We show up well. We show up well with good products, good service, incredible distribution, an incredible ecosystem around us and that distribution, accountants, brokers, SIs, and certainly, you know, the investments we're making. I would say.

I could go through each one of the markets, but I would say it's relatively competitive, which is exactly the type of sport we like to play.

Thank you. Our next question comes from Scott Wurtzel with Wolfe Research.

Hey, good morning, guys. Thank you for taking my question. Just one for me. You know, the commentary, I think, on ADP Assist was great to hear. I think more, you know, more broadly now that, you know, you've had some of these, you know, products and AI features, you know, in the market for some time now, what is sort of the overall feedback that you've been hearing from clients regarding these products? Is there, you know, anything potentially more, you know, on the, you know, AI front from a product perspective that clients are looking for? Thanks.

I'll start, and certainly, Peter, if you, if you have any, anything to add. I would tell you, Scott, that the feedback's incredible. I cited a couple examples. I probably could have gone on for 30 more off the top of my head in terms of use cases, the impact that it's making. I think it speaks volumes. You see it in the client satisfaction, you see it in the retention, and you also see it now in our efficiency and our results. I think there's a lot to be said for the work that we've done over the last three years. I think we were quick to organize.

We've been able to infuse AI throughout the entire organization, whether it's on the go-to-market motion, it's in the product, it's really across, you know, the entire enterprise, how we build products. I think the feedback from the clients is meaningful when they start seeing the impact of workflows being changed and them becoming either more efficient or saving time. I think it's also, though, exactly what they would expect of us. The good news is, I think we're only just scratching the surface. As we continue down the roadmap of the ADP Assist overarching umbrella across each one of the HCM phylums, and we continue to change workflows, we continue to build more efficiency into how we service our clients or how the domain experts at our clients are able to engage in the work that they're doing.

We're pretty excited about the feedback thus far, but there's a lot more where it's coming from and a lot more that we can bring to the clients, and we look forward to doing that throughout the coming years.

Thank you. Our next question comes from Jason Kupferberg with Wells Fargo. Your line is open.

Thank you, guys. Good morning. obviously, still a lot of debates in the market about how AI could impact seat-based revenue models. I think ADP has said in the past, a 1% change in pace per control impacts ES revenue by about 25 basis points. Can we infer from that only about 25% of the ES business, excluding float, is priced on a per employee per month basis, or is there more nuance to it? Just on the PEO side, I think the revenues are more tied to client headcount there, but maybe if you can clarify all that with some numbers, that would be really helpful. Thank you.

Thanks for the question, Jason. No, on the Employer Services side, we have a higher propensity or proportion, if you like, of our revenue that is seat based than 25%. You know, in the down market, it's actually lower than that, where about 80% of our revenues are basically, we have other revenue models in the down market in retirement services, for example. Insurance services is more of a commission model on the insurance premiums that we sell. We have asset-based revenues as well as participant-based revenues in the down market. In the mid-market and the upmarket, though, we were much more, if you like, we're much more seat-based models.

We do have other revenue streams, you know, implementation and project service and so on, but we are much more attributed to the seat-based model. In saying that, you know, we feel like there's a value-based pricing approach that we've always taken. Again, you know, the value we confer is not necessarily linear with the number of employees a client has. We're providing compliance, we're providing people getting paid, a good experience, money being moved. You know, again, I think we have opportunities should the need arise, and we're not seeing the need arising in the data at the moment with respect to pivoting the model in whatever way would make sense for us and our clients, should that be the case.

In the PEO, I would say it's more indirectly, an employee-based model or a seat-based model. The predominant billing model we have in the PEO is a percentage of payroll. Obviously, the number of employees can influence the percentage of payroll, but so can wage levels, wage inflation, obviously some of the pass-through revenues like taxes and workers' comp and things like that. Really, I would say the PEO model probably is less directly exposed to the seat-based pricing mechanism than maybe the mid-market and upmarket of the ES space.

Okay. No, that's a good color. I wanted to just come back on bookings. I know we're reiterating the guide here. It feels like the tone qualitatively all year has been pretty consistently bullish. Just wanted to get your take on relative confidence level and kind of the, you know, lower end versus the higher end of the 4%-7%. I know it can kind of come down to the wire during the last quarter of the fiscal year. Just how you're feeling about that with two months to go. Thanks.

Sure, Jason. It is the question, I think you have it right, which is sometimes it does come down to the wire, and we have a lot to get done. That said, given the broad-based strength that we saw really in the first three quarters, we feel confident in the 4%-7% bookings guide. I don't know if we knew the outcome, I think we would have guided differently, I think all of those options are on the table, if you will. We feel good about pipelines. We feel good about the incentives. We feel good about the sellers, the ecosystem, the products, the backdrop, the HCM backdrop seems stable.

I think we're excited to see how this fiscal year ends, but we're certainly at the ready and executing against it.

Thank you. Our next question comes from Ramsey El-Assal with Cantor Fitzgerald. Your line is open.

Hi. Thanks for taking my question, congratulations on some solid results today. The PEO segment margins came in a little bit below our model, you mentioned a few drivers. I think one of them was higher selling expenses. What does that mean exactly in this context? Is that like concessions to new clients or higher incentive for your sales staff? Just trying to figure out sort of what that is and what it implies.

Thanks for the question, Ramsey. Yeah, there was probably three things that went on in the PEO with respect to margins this quarter. One of them is higher selling expenses. I'll get to that. The other is the SUI revenues came in stronger than we were expecting, and we were pleased to see that given what it represents in terms of wage base and so on, but it comes at a lower margin. The third piece, which is maybe less noticeable, was we had positive, some positive reserve releases in the workers' comp reserves for indemnity, but less positive than the same time last year, which produced a little bit of margin drag in the PEO.

Back to the selling expenses, the real reason why the selling expenses were higher was we had a really strong quarter in terms of sales. Again, that creates there's a variable cost model with respect to selling, and we had a strong quarter, as Maria Black alluded to earlier, with respect to PEO sales. That brought additional selling expenses. The pace per control, as I mentioned in my prepared remarks, continued to soften a little bit in PEO. It was solid in ES, softened a little bit in the PEO. That is margin that, you know, high margin revenue that sort of goes away.

When you put the combination of the higher sales, which generate higher selling expense with the pace per control situation, you see a little bit of erosion in the margin net on a net basis, in addition to the SUI and in addition to the workers' comp reserve releases being slightly lower this year than what they were last year.

Got it. Thank you. A quick follow-up. I mean, international has been a bright spot in the business for quite some time. Is there a way to accelerate that strategy? This is probably something you've commented on in the past, maybe via M&A, could you kind of press the gas pedal a little bit on international to, you know, bolster it further?

Automatic Data Processing (ADP) Q3 2026 Earnings Call Transcript

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