Lattice user? After the recent announcement that Lattice will be sunsetting HRIS and payroll, it’s time to think about your next steps.
In this guide, we’ll look at what to prioritize, which platforms to consider, and how to move forward to make sure you choose the right option for your needs.
HRIS and payroll sunset: Here’s what it means for you
In November 2025, Lattice announced they would discontinue their HRIS and payroll products by July 2026. The announcement was unexpected, as just nine months earlier, Lattice reported 250 percent growth in HRIS customers. Now they’re refocusing exclusively on performance management.
The bottom line: you’ll need a new HRIS and payroll product. That timeline feels tight when you account for vendor selection, demos, contract negotiations, data migration, and training. Each of those steps takes time, and they add up fast.
If you’re using Lattice’s full suite, you need to find a comprehensive HRIS that handles employee records, payroll, compliance, and time tracking—ideally while keeping performance management integrated.
Making the switch: What really matters in your next HR platform
Choosing your next HRIS means evaluating several factors. Here’s what matters most when you’re making this decision.
Stability and commitment
Look for a vendor whose core business is HRIS—not a company treating HR as a side project or testing the market. Confirm that HRIS is central to their roadmap, so you can confidently make the switch for the long term.
Global capabilities
If you have people across multiple countries, you need built-in compliance, multicurrency payroll, support for local labor laws, and data residency requirements—not just basic international coverage.
The complexity of managing different tax codes, labor regulations, and reporting requirements across jurisdictions requires a platform designed from the start for this.
All-in-one vs. best-of-breed
Deciding between an all-in-one platform and specialized tools can be confusing.
All-in-one platforms reduce vendor management and eliminate data silos, but may offer less depth in specific areas. Best-of-breed gives you specialized functionality but requires more integration, maintenance, and technical oversight.
Consider your team’s bandwidth for managing integrations, your tolerance for data discrepancies across systems, and whether you have technical resources to troubleshoot when connections break. If you’re a lean HR team without dedicated IT support, consolidation often reduces your administrative burden.
Migration support
Some vendors provide dedicated implementation specialists who handle data migration, system configuration, and team training. Others offer templates and documentation for self-service setup.
Match the level of support to your team’s technical capacity and available time during this transition. If you’re already stretched thin, white-glove implementation can be worth the investment.
Employee experience
Your people use this platform daily to check PTO balances, update personal information, and access pay stubs. An intuitive interface reduces support tickets for your HR team and improves adoption across the organization.
Test the employee-facing portal during demos. If it feels clunky or confusing to you, it will frustrate your team.
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Comparing your options: HRIS platforms to consider
Here’s an overview of platforms HR teams are evaluating. All of these provide both HRIS and payroll capabilities.
Note: The opinions expressed in this article are those of the author and don’t necessarily represent HiBob’s views. We encourage you to conduct your own research and demos before making decisions.
HiBob: Comprehensive HRIS for distributed teams
Best for: Mid-market companies (100 to 1,000 employees) with distributed or global teams
HiBob provides Core HR, Payroll, Performance Management, and People Analytics in one platform.
What you get:
- Core HR (employee records, org charts, document management)
- Global Payroll Hub (160-plus countries with built-in compliance)
- Performance Management (reviews, feedback, goals, OKRs)
- Time and Attendance (PTO tracking, shift scheduling)
- People Analytics (real-time dashboards, turnover indicators)
- AI-powered HR assistant
Connected workflows:
- Goal weighting built into performance reviews
- Performance scores flow directly into compensation cycles
- Skills layer connects hiring, development, and learning
Platform background:
- 5,500-plus customers, over one million users globally
- Built as an HRIS from day one
- Recognized by analysts for SMB and mid-market capabilities
Migration timeline: Six to eight weeks with a dedicated implementation specialist
Pricing: Custom based on company size and modules
Trade-off: Higher cost than point solutions, but many teams report lower total cost of ownership when factoring in reduced integrations and simplified vendor management
Rippling: Unified workforce management platform
Best for: Companies seeking integration between HR, IT, and finance systems
Rippling combines HRIS, payroll, benefits, and IT management into a single platform.
What you get:
- Core HRIS (employee records, org charts, document management)
- Global payroll (US and international)
- Benefits administration
- Time and attendance tracking
- IT device management
- App provisioning and access control
Migration timeline: Six to eight weeks
Pricing: Custom based on modules selected
(Platform features and pricing reflect information available on Rippling’s website as of publication date.)
Gusto: Payroll and HR for small businesses
Best for: Small businesses under 100 employees needing straightforward payroll and HR
Gusto focuses on making payroll and HR accessible for small teams.
What you get:
- Full-service payroll (all 50 states)
- Core HRIS functionality
- Benefits administration
- Time tracking
- Hiring and onboarding tools
- Compliance support
Migration timeline: Four to six weeks
Pricing: Starting at $49/month + $6/month per person (Simple plan)
(Platform features and pricing reflect information available on Gusto’s website as of publication date.)
ADP Workforce Now: Enterprise-grade HR and payroll
Best for: Mid-sized to large companies needing comprehensive HR and payroll with strong compliance
ADP provides robust payroll processing with extensive HR capabilities.
What you get:
- Enterprise payroll processing
- Core HRIS functionality
- Benefits administration
- Talent management
- Time and attendance
- Analytics and reporting
- Compliance management
Migration timeline: Eight to 12 weeks
Pricing: Custom based on company size and modules
(Platform features and pricing reflect information available on ADP’s website as of publication date.)
BambooHR: US-focused HRIS
Best for: Companies under 500 employees operating primarily in the United States
What you get:
- Core HRIS functionality
- US payroll
- Applicant tracking system (ATS)
- Time-off tracking
- Basic performance management
Migration timeline: Six to eight weeks
Pricing: $6 to $10 per person per month
(Platform features and pricing reflect information available on BambooHR’s website as of publication date.)
Your migration timeline: What to do now
July 2026 might feel distant, but don’t forget that you’re managing this migration alongside your regular responsibilities. Breaking it into phases helps.
Timeline breakdown:
- Vendor selection: four to six weeks
- Contract negotiation: two to four weeks
- Implementation and data migration: six to eight weeks
- Team training and change management: ongoing
Your action plan
Weeks 1-2: Export and document
Export all data from Lattice now—employee records, payroll history, performance reviews, time-off balances. Don’t wait until you’ve chosen a new vendor. Confirm what historical data you need to preserve and what you can archive.
Document your current workflows, integrations, and custom configurations so you can communicate requirements clearly during vendor demos.
Weeks 3-4: Define requirements
List your must-haves, nice-to-haves, and deal-breakers. Involve stakeholders from HR, finance, and IT to capture all requirements.
Must-haves might include: multi-country payroll, performance management integration, specific compliance reporting. Nice-to-haves might include: org chart visualization, AI assistant, mobile app capabilities.
Weeks 5-6: Demo and evaluate
Book two to three demos with shortlisted vendors. Focus on platforms that fit your core requirements rather than trying to see everything available.
Ask vendors to walk through your specific use cases—show you how they’d handle your payroll setup, demonstrate their employee self-service portal, and explain how they manage your compliance requirements.
Weeks 7-8: Reference checks and pricing
Talk to customers at companies similar to yours in size, industry, and use case. Ask about implementation experience, ongoing support quality, and any surprises they encountered.
Get detailed pricing including implementation fees, data migration costs, and training expenses—not just software subscription fees.
Weeks 9-10: Decision and approvals
Make your selection and secure internal buy-in. Present the total cost of ownership, not just subscription fees. Show how the platform reduces administrative burden and compliance risk.
Address leadership concerns about timing, budget, and disruption to current operations.
Week 11-plus: Implementation begins
Work with your chosen vendor’s implementation team to migrate data, configure workflows, and train users. Plan for parallel processing during transition—run both systems briefly to confirm accuracy before fully cutting over.
Questions to ask during vendor demos
These questions help you evaluate each platform’s fit for your specific migration situation.
Migration
- “What’s your process for importing data from Lattice?”
- “Which historical data can you preserve—performance reviews, payroll history, time-off balances?”
- “What format do you need data in, and who handles the transformation?”
- “How long does data migration typically take for a company our size?”
- “Do you provide data validation to confirm everything transferred correctly?”
Global capabilities
- “How do you handle compliance in [specific countries where we operate]?”
- “Do you manage payroll directly or integrate with local providers?”
- “How do you handle data residency requirements?”
- “What happens when labor laws change in one of our countries—do you update automatically?”
- “Can we run reports that span multiple countries, or do we need to pull them separately?”
Integrations
- “How does data sync work—real-time or batch updates?”
- “What happens when an integration breaks? How quickly can you troubleshoot?”
- “Which integrations do you build vs. rely on third parties for?”
- “Do we need middleware, or do your integrations connect directly?”
- “What’s your process for adding new integrations if we need one that doesn’t exist?”
Support
- “Will we have a dedicated implementation specialist?”
- “What does ongoing support look like after go-live?”
- “What’s your average response time for support tickets?”
- “Do you offer phone support or only email/chat?”
- “Is there an additional cost for premium support?”
Platform stability
- “What’s on your 12 to 18-month product roadmap?”
- “Is HRIS your core business or one of several product lines?”
- “How do you handle product decisions—who influences your roadmap?”
- “Have you ever sunset a product line? If so, how did you handle customer transitions?”
- “What’s your approach to maintaining backward compatibility when you release updates?”
Build confidence in your HRIS with HiBob
HiBob was built for HR professionals who want an all-in-one solution. Here are some of the top features users love:
Global by design
If you have people across multiple countries, Bob handles compliance, multicurrency payroll, and local labor requirements in 160-plus countries without requiring separate regional vendors.
You manage everything from one system instead of coordinating multiple payroll providers and trying to consolidate reporting across them.
Connected HR processes
Bob connects goals, reviews, and compensation in a single workflow. You can weight goals inside performance reviews and tie results directly into compensation decisions as your company scales.
This integration matters when you’re managing performance cycles and compensation planning for hundreds of people—it eliminates manual data transfer between systems.
Trusted at scale
5,500-plus customers and over one million users rely on Bob daily. Despite this reach, the platform remains focused on SMB and mid-market needs.
You get enterprise-grade capabilities without the complexity and overhead that makes enterprise platforms difficult to use.
Migration support for Lattice customers
Bob’s implementation team provides dedicated specialists who handle Lattice data migration, workflow configuration, and team training. You’ll work with someone who understands both platforms and can map your current setup to Bob’s structure.
Book a demo to see how Bob handles your specific requirements.
Frequently asked questions
How long does migration typically take?
Most HRIS implementations take six to eight weeks, depending on company size, data complexity, and how much customization you need. Simpler setups with fewer integrations can move faster. If you have complex approval workflows, custom fields, or extensive historical data to migrate, plan for the longer end of that range.
Will I lose historical data from Lattice?
If you export early and confirm what each vendor can import, you shouldn’t be losing data. Some platforms preserve performance review history and payroll records, while others focus on current data only. Clarify this during demos and ask to see exactly what the imported data looks like in their system.
Can I keep using Lattice for performance management?
Yes. Many teams separate performance tools from core HRIS. You’ll need to find a new HRIS and payroll solution, but you can continue using Lattice for reviews and feedback if it meets your needs. Just confirm that Lattice will support this use case after they discontinue HRIS.
What happens if I don’t migrate before July 2026?
You’ll lose access to Lattice’s HRIS and payroll systems, which means you won’t be able to process payroll, maintain employee records, or track time off. Export your data now to avoid losing historical information. If you’re still evaluating options as the deadline approaches, consider a temporary payroll solution to bridge the gap.
Switch your HRIS with confidence in 2026
This migration wasn’t in your plans, and it’s happening during an already demanding time. The goal isn’t to find a perfect platform—it’s to find one that meets your core requirements, fits your budget, and comes from a vendor committed to HRIS as their primary business.
Take time to evaluate your options, talk to other HR leaders who’ve been through similar migrations, and choose a partner who’ll support your team’s growth.
Need help evaluating your options?
Book a demo with HiBob to see how the platform handles your specific requirements, or reach out with questions about your migration timeline.
