Cannabis HR and Payroll Software

Cannabis HR software centralizes hiring, onboarding, scheduling, time tracking, and payroll for licensed, plant-touching operators. For cannabis specifically, it also handles Internal Revenue Code Section 280E labor tracking, payroll for businesses without bank accounts, multi-entity and common paymaster structures, and state-by-state compliance, which general-purpose HR platforms are not built to do.

Section 280E of the tax code states that no deduction or credit shall be allowed for a business trafficking a controlled substance. It prevents cannabis businesses from claiming standard deductions for business expenses even when they operate as state-legal entities. Würk can help track and optimize labor deductions, which eases part of the burden. Würk strongly recommends working with certified cannabis law, tax, and accounting professionals to manage 280E compliance.

Würk was built for the cannabis industry, including operators without a banking relationship. Businesses can be configured as unbanked in the system, where Würk acts as the payroll calculator and reporting tool rather than the payment mechanism. It calculates wages, taxes, and withholdings and keeps records compliant, the employer pays employees directly in cash, and the employer remits payroll taxes to the tax agencies separately. Automated tax and payroll calculators mean payroll runs accurately whether or not a bank is involved. Cash-heavy operators should also note the IRS requirement to file Form 8300 within 15 days of receiving more than $10,000 in cash.

Würk is a payroll processor, not a professional employer organization (PEO). Clients remain the legal employer of record and keep full control over their workforce, benefits, and employment decisions. Würk does not co-employ workers or take ownership of HR policies. It provides the technology and expertise to run payroll, HR, taxes, and compliance without the co-employment model.

Würk supports multi-EIN organizations and IRS-compliant common paymaster arrangements in one centralized platform. Each EIN is configured as its own legal employer for tax filing and reporting, while payroll is managed holistically, which suits businesses with shared employees, parent-subsidiary structures, or a growing entity footprint. For common paymaster setups, Würk tracks wages across participating EINs and applies FICA caps at the employee level, helping prevent duplicate Social Security and Medicare taxation. Employees get one consolidated record and correctly issued tax documents, and finance teams keep EIN-level and consolidated reporting with clean general ledger mapping.

No. Würk does not currently integrate directly with seed-to-sale or point-of-sale systems like Dutchie or METRC. Labor data captured elsewhere can be imported or mapped into payroll, so time, wages, and job or department information line up with payroll records while sales, inventory, and production stay in your existing tools. Würk continues to evaluate integration partners, so more options may become available.

Würk works across the licensed supply chain, from single-location dispensaries to multi-state operators, covering cultivation, manufacturing, distribution, and retail. The platform serves businesses from roughly ten employees to enterprises with more than a thousand.

Yes. Hemp and CBD operators face their own regulatory and payroll requirements, which Würk covers on its dedicated hemp and CBD page. Businesses running both plant-touching cannabis and hemp lines can manage them together, including under separate EINs where the entity structure calls for it.