In our recent interactions with customers and partners, a common theme has emerged: “Our payroll system is quite old and may be nearing its end of life. We’re concerned about the risks of staying on this legacy platform. How can we determine if it’s time to migrate, and what steps should we take to ensure a smooth transition?”
Legacy payroll systems, particularly those in Australia, are often over a decade old, with some carrying technology debt of more than 20 years. A recent survey revealed that over 40% of Australian employers are still relying on these outdated platforms. Even more alarming, over 50% of users report that their systems lack essential features such as automation, data privacy, security, reporting capabilities, performance tracking, and ease of use.
“Rather than investing in these platforms to enhance automation and usability, they are frequently used as tools for customer acquisition, ultimately compromising the core functionality of payroll over time. ”
Compounding the issue, these legacy platforms are often acquired by global players, leading to redundancy or even end-of-life scenarios. Rather than investing in these platforms to enhance automation and usability, they are frequently used as tools for customer acquisition, ultimately compromising the core functionality of payroll over time. In this article, we’ll explore the challenges of legacy payroll systems, when is the right time for payroll transformation, how to prepare your organization for the change, and the benefits of a modern solution.
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