Top 8 Workday alternatives and competitors for HR leaders

Workday is a widely known name in human capital management (HCM). Its suite of tools supports core HR functions, from workforce management to payroll. However, despite its popularity, many HR managers find themselves exploring alternatives to Workday that can better align with their unique business needs.

Whether you seek a more cost-effective solution, a tool that offers better usability, or a platform that integrates seamlessly with your existing tech stack, this article is here to guide you. We explain Workday’s key limitations, highlight its top competitors, and outline the features you should look for in a comprehensive HR software solution.

For HR leaders looking to streamline processes and address gaps left by Workday, this thorough guide can help you make the best choice for your business.

Why you need an alternative to Workday

Workday has HR management capabilities, but it’s not the right fit for every business. Many companies find that certain Workday limitations can impact their productivity, adaptability, or budget. Here are some of the key reasons businesses consider exploring alternatives to Workday:

1. High implementation costs

Workday’s implementation costs can be a significant hurdle, especially for small and medium-sized businesses. The initial setup often exceeds six figures, with ongoing expenses for support and adjustments adding to the total cost. This can make Workday less accessible for businesses with tighter budgets.

2. Steep learning curve

The depth of Workday’s features can create a steep learning curve for many teams. Without prior experience or extensive training, it can take time for HR teams to use the platform efficiently. This can delay adoption and reduce the overall return on investment.

3. Complex customization and configuration

Businesses often find that customizing Workday to suit their specific needs is a complex and time-consuming process. Many require external consultants to configure workflows or adjust settings, adding to the platform’s already high cost.

4. Limited offline functionality

For businesses with employees in remote locations or areas with inconsistent internet connectivity, Workday’s limited offline functionality can be a drawback. It relies heavily on constant connectivity, which can disrupt operations during outages or in remote environments.

Top 8 Workday alternatives and competitors

For HR leaders seeking alternatives to Workday, several platforms offer comprehensive HCM solutions tailored to diverse business needs. Below is a curated list of notable alternatives, each with distinct features, pros and cons, and ideal use cases.

1. Rippling

Rippling is an all-in-one platform built on a single source of truth. It integrates HR management, IT, and finance tools, making it one of the most comprehensive HCM solutions on the market. Its flexibility, automation capabilities, and user-friendly interface make it a standout option for businesses of all sizes.

Features

• Unified system: Allows for the management of employee data, payroll, benefits, and device provisioning from a single platform.
• Benefits administration: Streamlines enrollment, management, and compliance for employee benefits like health insurance and retirement plans.
• Automated onboarding: Automatically sets up payroll, benefits, apps, and devices for new hires.
• Time and attendance tracking: Employees can clock in and out using various devices, including mobile phones, tablets, or computers, ensuring accurate time records that automatically sync with payroll.
• Global payroll: Simplifies paying employees across the globe while ensuring compliance.
• Workflow automation: Automates time-consuming HR tasks, freeing up time for strategic initiatives.
• Advanced reporting and analytics: Provides insights into workforce data for informed decision-making.

Pros and cons

Pros:

• Comprehensive solution: Combines core HR functions into one platform, reducing the need for multiple systems.
• Scalability: Suitable for businesses of varying sizes, with features that grow alongside the company.
• User-friendly interface: Intuitive design facilitates ease of use for HR teams and employees.

Cons:

• Modular pricing: Additional features may increase costs.
• Limited offline access: Requires internet connectivity for most functionalities.

Use cases

• Integrated HR and benefits administration: Ideal for businesses looking for a streamlined approach to managing employee benefits alongside HR and payroll.
• Automated onboarding: Perfect for organizations seeking to save time and resources when onboarding new hires.
• Global teams: A great fit for companies with distributed teams, offering compliant global payroll solutions.

2. Gusto

Gusto is a user-friendly platform designed primarily for small to medium-sized businesses, offering payroll, benefits, and compliance solutions.

Features

• Payroll processing: Automates payroll with tax filing and has direct deposit capabilities.
• Benefits administration: Manages employee benefits, including health insurance and retirement plans.
• Compliance support: Assists with compliance tasks such as new hire reporting and tax filings.

Pros and cons

Pros:

• Ease of use: Intuitive interface suitable for users with limited HR experience.
• Transparent pricing: Offers straightforward pricing models without hidden fees.

Cons:

• Limited advanced features: May lack some advanced HR functionalities that larger organizations might require.
• Scalability constraints: Primarily designed for small to medium-sized businesses, which may limit suitability for larger enterprises.

Use cases

• Businesses seeking a straightforward platform: Gusto’s simplicity might be beneficial for organizations looking for a user-friendly solution for managing payroll, benefits, and compliance.
• Teams with basic HR needs: Gusto provides core HR features, which may be helpful for businesses that require essential tools without the complexity of advanced functionalities.

3. SAP

SAP SuccessFactors is a comprehensive HCM suite designed for large enterprises, offering a wide range of HR and talent management solutions.

Features

• Core HR and payroll: Manages employee records, organizational management, and payroll processing.
• Talent management: Includes modules for recruiting, onboarding, performance management, and learning.
• Analytics and reporting: Provides advanced analytics for workforce planning and decision-making.

Pros and cons

Pros:

• Comprehensive functionality: Offers a wide range of HR and talent management features.
• Global reach: Supports multiple languages and currencies, suitable for multinational organizations.

Cons:

• Complex implementation: Implementation can be time-consuming and may require significant resources.
• Cost: Pricing may be prohibitive for small to medium-sized businesses.

Use cases

• Large enterprises: Can be suitable for large organizations requiring a comprehensive and scalable HCM solution.
• Global companies: May be suitable for businesses operating in multiple countries with diverse workforces.

4. BambooHR

BambooHR is an HRIS solution targeting small to medium-sized businesses with an emphasis on affordability, simplicity, and ease of use.

Features

• HR management: Centralized employee data with tools for onboarding and record keeping.
• Time and attendance: Tracks employee hours and attendance efficiently, with options to customize time-off policies and approvals.
• Performance management: Streamlined tools for evaluations and goal-setting.

Pros and cons

Pros:

• User-friendly design: Features a clean and intuitive interface, perfect for smaller HR teams.
• Affordable: Offers a cost-effective solution tailored for businesses with fewer than 150 employees.

Cons:

• Limited automation: Provides only four workflow templates, restricting advanced automation capabilities.
• Missing key functions: Lacks support for learning management, headcount planning, and proactive compliance tracking.

Use cases

• Small businesses (<150 employees): Can be a reasonable option for companies needing straightforward HR management tools without complex features.
• Early-stage startups: May be suitable for organizations in the initial growth phase seeking affordable and easy-to-use HR solutions.

5. UKG

UKG Pro (formerly UltiPro) is a cloud-based HCM solution offering end-to-end workforce management capabilities for mid-sized to large organizations. 

Features

• Payroll and HR management: Offers comprehensive tools for payroll processing, employee record management, and compliance tracking.
• Time and attendance: Tracks employee schedules, time-off requests, and attendance.
• Talent management: Includes recruiting, onboarding, and performance management tools.

Pros and cons

Pros:

• Scalability: Designed to meet the needs of mid-sized and large enterprises.
• Global capabilities: Offers robust international HR support with multi-language and multi-currency options.

Cons:

• Complex implementation: Setup and customization can be time-consuming.
• Cost: Pricing is higher compared to solutions tailored for small businesses.

Use cases

• Businesses needing comprehensive HR solutions: UKG Pro provides a range of tools for managing payroll, compliance, and workforce development, which may make it suitable for organizations with diverse HR requirements.
• Companies with a global workforce: With multi-language and multi-currency options, UKG Pro can support businesses operating across multiple regions.

6. ADP

ADP offers a well-known suite of HR and payroll tools designed for businesses of all sizes, from startups to global enterprises.

Features

• Payroll and tax services: Automates payroll and helps businesses maintain compliance with local, state, and federal tax laws.
• HR management: Includes tools for benefits administration, employee record management, and compliance tracking.
• Time tracking: Tracks employee schedules, attendance, and time-off requests efficiently.

Pros and cons

Pros:

• Scalability: ADP serves businesses of all sizes, from small startups to large enterprises.
• Reliable payroll: Delivers strong payroll services with compliance guarantees for businesses.

Cons:

• Disjointed support: ADP spreads account managers thin, often assigning each manager over 50 accounts. 
• Limited reporting features: Businesses cannot use pivot tables, drill-downs, or module-wide reports. Creating complex reports requires assistance from ADP support or professional services.

Use cases

• Businesses with diverse payroll needs: ADP provides tools to manage payroll and compliance across various locations, making it a potential fit for companies navigating complex tax or regulatory requirements.
• Organizations seeking a range of HR features: ADP offers payroll, benefits administration, and time tracking, which can support businesses with broader HR management needs.

7. Paylocity

Paylocity is a well-known HCM solution, offering tools for payroll, HR, and employee engagement. 

Features

• Payroll management: Highly configurable payroll solutions for compliance-heavy industries.
• Time and attendance: Tracks employee hours with payroll integration.
• Employee collaboration tools: Enhances employee communication and engagement through an internal collaboration module.

Pros and cons

Pros:

• Affordability: Offers competitive pricing for small and mid-sized businesses.
• Configurable payroll: Provides tailored payroll features for unique compliance requirements.

Cons:

• Limited automation: Requires manual input for some tasks, such as training reminders and labor policy updates.
• Weak integrations: Offers fewer integrations than competitors and lacks connections to key tools like Office 365 or Zoom.

Use cases

• Industries with complex payroll needs: Paylocity’s configurable payroll features can support businesses requiring tailored solutions for compliance-heavy environments.
• Companies prioritizing internal communication: The platform’s collaboration tools may suit organizations aiming to enhance employee engagement and streamline internal communication.

8. Remote

Remote specializes in Employer of Record (EOR) services, enabling businesses to hire and manage employees globally while maintaining compliance with local laws.

Features

• Employer of Record (EOR): Manages hiring, payroll, and compliance for employees in multiple countries, taking care of legal complexities.
• Global payroll: Provides payroll solutions for international teams, ensuring accurate payments and compliance with local tax laws.
• Compliance notifications: Automatically notifies HR teams about compliance updates and provides employee-specific resolution guidance.

Pros and cons

Pros:

• Global expertise: Simplifies international hiring by managing compliance, payroll, and benefits across countries.
• Automated compliance: Saves time with pre-built notifications and legally required training enrollment.

Cons:

• Customer support delays: Users report slower response times for payroll or taxation issues, sometimes taking two to three weeks for resolutions.
• Limited automation: Lacks advanced workflow automation, making some processes less efficient compared to competitors.

Use cases

• International expansion: Can be a reasonable option for companies looking to hire and manage employees across multiple countries without setting up local entities.
• Remote-first businesses: Can be a potential fit for distributed teams that need a compliant and straightforward EOR solution.

Key features to look for in Workday alternatives 

When evaluating HR software, focusing on the right features can help you ensure your business has the tools to manage employees effectively and scale operations seamlessly. Below are some of the essential features Workday alternatives should include:

Unified HR and IT management

Effective HR software should combine HR and IT tools to streamline core operations. A unified platform allows businesses to handle tasks such as payroll, benefits management, and employee onboarding in a single system. This eliminates the need to juggle multiple tools, which can help reduce errors and save time. 

For instance, when onboarding a new employee, a unified platform can set up payroll, enroll them in benefits, and assign access to required devices or software, ensuring a smooth and efficient process.

Scalable global payroll and benefits management

Scalable human capital management systems are essential for companies with international or growing teams. A comprehensive solution ensures payroll compliance with local tax laws and facilitates benefits administration tailored to different regions. This feature can be especially important for companies expanding into new markets, as it can prevent legal issues and ensure accurate, timely payments. 

For example, the system should allow an HR team to onboard employees in different countries without requiring separate platforms or extensive manual adjustments.

Customizable workflows and automation

Customizable workflows enable businesses to automate repetitive tasks, improving accuracy and efficiency. These workflows can include time tracking, leave requests, and approval processes. For example, an employee’s time-off request could automatically route to their manager, update the team calendar, and adjust payroll records, all without manual input. 

This level of automation can reduce administrative burden and allow HR teams to focus on strategic initiatives.

Intuitive user experience and mobile accessibility

It's important that an HR platform offers an easy-to-navigate interface that reduces training time and promotes adoption across the organization. Mobile accessibility is equally important, allowing employees to manage tasks like clocking in, viewing pay stubs, and requesting leave on their smartphones. 

For HR managers, mobile access ensures they can handle approvals and monitor reports remotely, maintaining productivity regardless of location.

Advanced reporting and analytics

Advanced analytics tools can provide actionable insights into employee performance, attendance, and workforce trends. These tools can allow HR teams to identify areas for improvement and make informed decisions. For example, a reporting feature could highlight trends in absenteeism, helping managers address issues before they impact productivity. 

Analytics can also support budget planning and workforce management strategy by providing clear, data-backed insights.

Seamless integration ecosystem

HR software should integrate smoothly with other essential business tools, such as accounting platforms, project management systems, and communication apps. This ensures a streamlined workflow and can reduce the risk of data errors caused by manual transfers. 

For example, an HR system integrated with accounting software can automatically sync payroll data, eliminating the need for double entry and ensuring accurate financial records.

Rippling: The best overall alternative to Workday

Rippling stands out as the best alternative to Workday by offering the only all-in-one HCM software without silos. Unlike traditional HCMs, which rely on disconnected modules, Rippling provides a unified platform built on a single source of truth. This facilitates seamless data sharing across applications, enabling you to streamline processes, save time, and make strategic decisions that positively impact your entire organization.

Rippling excels in workforce management by automating complex processes, empowering employees with a modern interface, and providing actionable insights that help businesses thrive. Key features include: 

• Talent Signal: This innovative tool helps new hires succeed by providing you with a second opinion on employee contributions. By analyzing work data from sources like GitHub or Salesforce, Talent Signal delivers actionable feedback during the critical first 90 days, helping your hiring managers coach effectively and make unbiased assessments.
• Automated onboarding: Rippling automates every step of the onboarding process, from setting up payroll and benefits to provisioning devices and software. Changes made in Rippling automatically update downstream processes, reducing errors and saving valuable time.
• Compliance 360: Rippling simplifies compliance by flagging local, regional, and national infractions and recommending actionable solutions. This means you can ensure your operations remain compliant without added stress.
• Time and attendance management: With a modern mobile app, employees can clock in, manage schedules, request time off, and more, all while your HR team tracks time data effortlessly.
• Workflow Studio: Rippling allows your business to create custom workflows that automate any process, whether it’s rewarding employee milestones or managing tax updates after a relocation.

Rippling combines its enterprise-grade functionality with an intuitive design, enabling administrators and employees to work efficiently. Its employee self-service interface ensures your employees can access the information and tools they need, while your HR team can focus on strategic initiatives rather than administrative tasks.

With 600+ integrations, real-time compliance monitoring, and granular reporting capabilities, Rippling can save you time, reduce complexity, and ensure every aspect of HR management operates smoothly.

Workday competitors FAQs

Who is Workday's biggest competitor?

The biggest competitors of Workday include Rippling, Oracle, SAP SuccessFactors, and ADP. These HR software providers offer robust HCM solutions, addressing key areas such as global payroll, talent management, and compliance. 

Is Workday the best HR system?

Workday ranks as one of the top HR systems, offering advanced analytics, talent management, and compliance tools for large enterprises. However, whether it's the "best" system depends on your company’s needs. Some businesses compare companies like Workday, including Oracle and SAP SuccessFactors, to find platforms with specific strengths such as integration options or user-friendly features.

Is Workday a competitor of Oracle?

Yes, Workday competes directly with Oracle in the HCM market. Oracle excels at delivering extensive integration options across business applications, while Workday focuses on an intuitive user experience and innovative analytics tools. Companies considering "who are Workday competitors?" often compare Oracle as one of the top alternatives.

Is Workday better than ADP?

The debate between Workday vs ADP depends on business size and needs. Workday supports large enterprises with features like advanced talent management and global compliance tools. ADP caters to small and mid-sized businesses, offering affordable payroll and HR services. Your choice should align with your specific operational and budgetary goals.

This blog is based on information available to Rippling as of January 8, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.