If you’re using UKG for workforce management, you know it handles scheduling and time tracking well—but is it still the right fit for your company?

This guide looks at ten UKG alternatives to help you decide whether switching could benefit your organization. Each platform offers different strengths: for example, HiBob’s automated workflows help reduce your manual HR tasks.

To help you make an informed decision, we’ll review how these alternatives handle the challenges UKG users commonly face. We’ll take a look at their features, implementation requirements, and real user experiences.

Disclaimer: The opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. Prospective users are encouraged to conduct their own research to make the best decision for their organization.

Quick guide: 10 best UKG alternatives

  1. HiBob: Best modern HR platform for growing companies
  2. BambooHR: User-friendly solution for smaller teams
  3. Workday: Enterprise platform for large organizations
  4. Personio: European-focused solution for SMEs
  5. Rippling: Unified HR, IT, and finance system
  6. CharlieHR: UK-focused platform for small businesses
  7. ADP: Traditional choice for payroll and HR 
  8. SAP SuccessFactors: HCM solution for teams using SAP 
  9. Namely: Mobile-first platform for distributed teams
  10. Gusto: Simple solution for US small businesses

How we chose the best alternatives to UKG HRIS 2025

Every company has different priorities when choosing HR software. You might be looking for quick implementation or specific compliance features, and you’ll probably want a platform your people will enjoy using. We evaluated these platforms based on what matters most:

  • Implementation speed and cost: How long does it take to go live, and how much do you need to invest in the setup? 
  • User adoption rates: Will your team accept your platform and start using it right away?
  • Workforce management capabilities: Does it give you scheduling, tracking, and labor tools that work?
  • Performance and talent tools: Will you get review processes that drive development instead of feeling like chores?
  • Analytics and reporting: Can you get the insights you’re looking for and customize your reports according to your specific needs?
  • Mobile experience: Do you get decent mobile support for distributed and frontline workers?

The 10 best UKG alternatives

1. HiBob: The best modern HR platform for growing companies

If you have a distributed team and you’re looking to make the switch quickly, HiBob could be the perfect alternative for you. While UKG can require four to six months of implementation and dedicated specialists, HiBob gets you running in six to eight weeks. You get powerful HR capabilities that reduce your admin load, such as automated workflows that save hours each week.

With HiBob, the culture-building tools are built right into the platform. Your team can check birthdays, give kudos, and connect with their colleagues across locations. Meanwhile, your HR people get AI-powered tools for compensation planning, performance reviews, and workforce analytics. You can configure everything yourself without needing technical expertise, which keeps costs down and gives you flexibility.

HiBob grows naturally with your company—you can start with 50 people and easily scale up to thousands. You can handle multiple currencies for payroll and support global teams. HiBob even adapts to your existing tools and org structure, making it easy to grow over time.

HiBob’s key features

HiBob pros and cons

Pros:

  • “It’s much more user friendly and is a modernised, culture focused HRIS” – verified review
  • “The platform has a user-friendly interface, robust features, and responsive support team” – verified review
  • “We can connect and interact with employees from any location” – verified review
  • “Super easy to use with an excellent customer support team” – verified review
  • “I love how easy it is to use, the UX is great” – verified review
  • “Its automation is the best thing” – verified review
  • “Very flexible and adjustable platform” – verified review

Cons:

(Pros and cons are compiled from reviews found on G2.)

Easily connect to the tools your HR team uses every day

2. BambooHR: User-friendly solution for smaller teams

BambooHR keeps things simple with an easy-to-use interface. Managers and employees can easily understand what’s going on, from employee records to performance reviews. This saves valuable time running training sessions or writing user guides.

While most platforms increase costs as you add people, BambooHR reduces the per-seat price as your headcount increases. If you have under 350 people and plan to grow, this pricing model works in your favor.

The simplicity means you’ll work within BambooHR’s standard workflows instead of building custom ones. Some teams find this helps standardize their HR practices, but if you have your own specific processes, you might need to adjust your approach to fit how it works.

BambooHR key features

  • Employee data management: Centralizes all data in one secure location
  • Time tracking: Manages time-off requests and accruals efficiently
  • Performance management: Provides review cycles and development tracking
  • Self-service: Lets people update their own information

(This article includes platform features that reflect the information available on the BambooHR website as of the publication date.)

BambooHR pros and cons

Pros:

  • “BambooHR is intuitive from set up to implementation” – verified review
  • “It saves me so much time and allows for consistency” – verified review
  • “It has allowed me more time to do other tasks” – verified review

Cons:

  • “While the simplicity of Bamboo is beneficial for navigation, it’s also a negative because it limits the ability to handle complex HR situations” – verified review
  • “It doesn’t integrate with many of our other systems which makes reporting, tracking, and other HR components difficult” – verified review
  • “Your company set up needs to be fairly cookie cutter to get the most efficiencies out of BambooHR” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. BambooHR – See which fits your business best>>

3. Workday: Enterprise platform for large organizations

If you want HR, finance, and planning to talk  to each other, Workday might work for you. It brings everything together in one system, giving real-time insights so you can run workforce planning and analytics alongside core HR. 

Workday handles payroll natively in five countries and connects to partners for 100+ more—helpful if you’re managing international teams. If you’re already using Workday for finance, adding it for HR can help you keep everything connected.

Implementation can take up to four months, and most teams find they need dedicated specialists to help navigate everything, especially during the first few months. This is worth considering if you don’t have the budget for full-time experts.

Workday key features

  • Financial management: Unifies HR with accounting and finance systems
  • Workforce planning: Provides strategic planning and skills intelligence
  • Advanced analytics: Pulls insights across multiple data sources
  • Global payroll: Supports multi-country requirements

(This article includes platform features that reflect the information available on the Workday website as of the publication date.)

Workday pros and cons

Pros:

Cons:

  • “One potential drawback of Workday HCM can be the complexity of implementation and configuration, which may require significant time and resources” – verified review
  • “Workday is a complex tool, and I went through a steep learning curve to navigate the platform” – verified review
  • “After working with the tool for more than two years, I still struggle to navigate to what I’m looking for. The structure and usability do not support me in getting my things done” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Workday – See which fits your business best>>

4. Personio: European-focused solution for SMEs 

If you’re running a business in Europe, Personio handles GDPR compliance and local labor laws automatically. You won’t need to worry about whether your HR practices meet regulations—the platform keeps you compliant by default.

You’ll be up and running in four to eight weeks with dedicated support guiding you through, and the system will scale with you as you grow to 2,000 people. You’ll get features like 360-degree reviews and performance management that go beyond basic employee data.

Personio’s European focus means if you’re not on the continent, you’ll have to rely on integrations rather than native features for things like payroll. It could work for you if you’re primarily Europe-based, but if you’re planning to expand globally, you might want to think about your long-term needs.

Personio key features

  • HR management: Built with European compliance throughout
  • Applicant tracking: Connects with 600+ job boards
  • Preliminary payroll: Offers country-specific capabilities
  • Performance tools: Provides basic review functionality

(This article includes platform features that reflect the information available on the Personio website as of the publication date.)

Personio pros and cons

Pros:

  • “The best aspect of Personio is its ease of use and implementation” – verified review
  • “It’s super easy to use and doesn’t need a two-hour tutorial” – verified review
  • “Very flexible and adjustable platform” – verified review

Cons:

  • “Its pricing can be a bit steep for smaller businesses or startups” – verified review
  • “Some features lack customization options, and the mobile app is limited compared to the desktop version, which can be inconvenient for on-the-go tasks” – verified review
  • “We do not have features regarding employee performance and feedback, which requires us to use another tool for this purpose” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Personio – See which fits your business best>>

5. Rippling: Unified HR, IT, and finance system

If you’re tired of setting up new hires across multiple systems, Rippling’s combined HR, IT, and finance approach might be for you. You can create workflow automations that quickly set up payroll, benefits, computer access, and every app your new hires need.

What sets Rippling apart is direct IT device management built into the HR platform. You can install software, push updates, and manage security settings remotely without juggling separate IT tools.

In the beginning, you may not need so many features. You’ll probably want to roll out gradually—start with what you need most, then add more as your team gets comfortable.

Rippling key features

  • Combined system: Connects 700+ apps automatically
  • Workflow automation: Creates custom triggers from any data
  • Global payroll: Serves internationally distributed teams
  • Device management: Handles IT provisioning within HR

(This article includes platform features that reflect the information available on the Rippling website as of the publication date.)

Rippling pros and cons

Pros:

Cons:

  • “The platform is cluttered and disjointed. I either experience multiple notification about features and issues irrelevant to my organization or having to dig through confusing sub menus” – verified review
  • “Many of the issues we’ve experienced have been caused by a poor sales experience that promised functionality that either doesn’t exactly exist as presented” – verified review
  • “While support has improved, there’s still room for better follow-through on commitments” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Rippling – See which fits your business best>>

6. CharlieHR: UK-focused platform for small businesses

If you’re running a UK small business, CharlieHR can handle tricky UK statutory requirements automatically for you—from holiday entitlements to bank holiday calculations. You don’t need to become an employment law expert because CharlieHR knows the rules and applies them for you.

Setup takes days, not weeks, and you’ll get what small UK startups with 7-50 people need: simple onboarding, secure document storage, and reliable absence management. The budget-friendly pricing means you can afford proper HR tools even when you’re watching every penny.

CharlieHR focuses on keeping things simple, which can be helpful when you’re starting out. If you’re a larger company, keep in mind that it may not have all the features you need, like advanced reporting or dedicated time tracking.

CharlieHR key features

  • Holiday tracking: Manages UK-specific leave requirements
  • Employee database: Stores essential information securely
  • Document management: Centralizes HR documentation
  • Onboarding workflows: Provides basic starter processes

(This article includes platform features that reflect the information available on the CharlieHR website as of the publication date.)

CharlieHR pros and cons

Pros:

Cons:

  • “The reporting was incredibly basic” – verified review
  • “There are a few workflows that the product doesn’t support and so you’re forced to manage that separately outside the product” – verified review
  • “CharlieHR’s 1-1s and Reviews sometimes feel a bit clunky so we do use an alternative provider for that” – verified review

(Pros and cons are compiled from reviews found on G2.)

7. ADP: Traditional choice for payroll and HR 

ADP puts HR and payroll in one place, so if you’re dealing with complicated payroll needs for a mid-size company—think multi-state operations or varied tax jurisdictions—it could be a good choice. It comes with automated compliance updates that work in 140+ countries, so you won’t need to worry about tax law changes.

Implementation takes around three months, but once you’re set up, you’ll be connected to 400+ integration partners. That said, ADP’s custom workflows may sometimes feel a bit limited—something to keep in mind if you need the flexibility to design your own processes.

The interface feels more traditional compared to newer platforms so if you’re used to modern-looking software, you might need a bit of time to adjust to how ADP does things.

ADP key features

  • Advanced payroll processing: Handles multi-state and country requirements
  • Benefits administration: Connects directly with carriers
  • Time and labor management: Tracks workforce hours precisely
  • Compliance automation: Manages requirements across jurisdictions

(This article includes platform features that reflect the information available on the ADP website as of the publication date.)

ADP pros and cons

Pros:

Cons:

  • “The system is not intuitive and requires navigating multiple disconnected areas to complete even basic tasks” – verified review
  • “The UI is messy and it’s always hard to find where everything is” – verified review
  • “There are too many customer service reps who are unqualified and not knowledgeable about the service we need help with” – verified review

(Pros and cons are compiled from reviews found on G2.)

8. SAP SuccessFactors: HCM solution for teams using SAP 

If you’re already running SAP for finance or operations, adding SuccessFactors means your HR data can talk directly to your other systems. You can connect workforce planning with financial forecasts, and your labor costs flow straight into budget planning. For teams already in the SAP world, this integration can save tons of manual reconciliation work.

You get comprehensive talent management, learning systems with multiple languages, and predictive analytics to help you spot trends across thousands of people at once. Just note that if you’re not working at enterprise level, you may need different software to cover your core HR—SAP tends to only offer it to companies with at least 2,000 people. 

SAP SuccessFactors key features

  • Talent management suite: Covers recruiting through development
  • Core HR and payroll: Provides global capabilities
  • Workforce analytics: Delivers planning and predictive insights
  • Learning management: Includes integrated training systems

(This article includes platform features that reflect the information available on the SAP website as of the publication date.)

SAP SuccessFactors pros and cons

Pros:

Cons:

  • “Maintenance cost is high and integration is complex” – verified review
  • “It’s costly, especially for smaller businesses or those with limited budgets” – verified review
  • “The time and efforts spent on implementing and maintaining SAP SuccessFactors with other systems are challenging” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. SAP SuccessFactors – See which fits your business best>>

9. Namely: Mobile-first platform for distributed teams

Namely’s mobile-first design means the people on your field teams get the same experience on their phones as office workers get on desktops. This can help all your people stay connected, especially if you’re in retail, healthcare, or hospitality. The social-style interface means your team can give kudos, see company updates, and check who’s out today in a format that feels like the apps they already use. 

You’ll work with Namely’s standard templates rather than building custom forms from scratch. These templates handle most typical HR needs well, though if you need custom processes, you might need to adjust how you do things to fit the platform’s approach.

Namely key features

  • Mobile-first design: Built for any device access
  • Core HR management: Handles employee data efficiently
  • Performance reviews: Provides basic review tools
  • Time and attendance: Tracks hours and time off

(This article includes platform features that reflect the information available on the Namely website as of the publication date.)

Namely pros and cons

Pros:

Cons:

  • “It lacks flexibility to create our own forms, particularly for performance management. The reporting option is too limited” – verified review
  • “Reporting is difficult. Most times I have to run a report in HRIS and in Payroll to get what I want” – verified review
  • “You get a different support person on every single ticket, and there is no consistency in response times or quality of response” – verified review

(Pros and cons are compiled from reviews found on G2.)

10. Gusto: Simple solution for US small businesses

Gusto helps you spend less time on payroll—you can process it in minutes with unlimited runs and automatic tax filing. You’ll also get time tracking, benefits, and self-service. It’s all there without any of the confusion you might get with bigger platforms. 

The budget-friendly pricing means Gusto works for small US businesses watching every dollar. The platform is simple, so you’ll be up and running in minutes to days, not weeks. However, once you hit 50-75 people, you might start wanting features that go beyond the basics, like detailed reporting or automated workflows.

Gusto key features

  • Unlimited payroll runs: Includes automatic tax filing
  • Benefits administration: Manages basic offerings
  • Time tracking: Provides simple hour tracking
  • Financial wellness tools: Offers resources to help people

(This article includes platform features that reflect the information available on the Gusto website as of the publication date.)

Gusto pros and cons

Pros:

Cons:

  • “I’ve noticed that some of the reporting tools are a bit limited or not as customizable as I’d like” – verified review
  • “We have quickly outgrown Gusto. We can’t do bulk uploads or changes to pay roll or pay updates, we can’t store demographic data easily and then have that feed to other systems, and we can’t manage our contract employees” – verified review
  • “There is no automated workflow or invoice and accounts receivable features. Makes me feel I paid all that money to do the work myself” – verified review

(Pros and cons are compiled from reviews found on G2.)

Comparison summary: the best UKG alternatives

1. HiBob

  • Pricing tier: Mid-market
  • Ideal company size: 50-5,000+ people
  • Best for: Modern companies wanting powerful HR with great UX

2. BambooHR

  • Pricing tier: Budget to mid-market
  • Ideal company size: Up to 350 people
  • Best for: Basic HR needs only

3. Workday

  • Pricing tier: Premium
  • Ideal company size: 5,000+ people
  • Best for: Large enterprises with big budgets

4. Personio

  • Pricing tier: Mid-market
  • Ideal company size: 50-2,000 people
  • Best for: European SMEs 

5. Rippling

  • Pricing tier: Mid-market to premium
  • Ideal company size: Small to medium
  • Best for: Companies needing HR-IT combo

6. CharlieHR

  • Pricing tier: Budget
  • Ideal company size: 5-50 people
  • Best for: UK startups 

7. ADP

  • Pricing tier: Mid-market
  • Ideal company size: 1,000+ people
  • Best for: Multi-state payroll needs

8. SAP SuccessFactors

  • Pricing tier: Premium
  • Ideal company size: 5,000+ people
  • Best for: Already using SAP

9. Namely

  • Pricing tier: Mid-market
  • Ideal company size: Mid-sized
  • Best for: Mobile-first teams

10. Gusto

  • Pricing tier: Budget
  • Ideal company size: 10-150 people
  • Best for: US small businesses

What should I look for in a UKG alternative?

Start with the user experience. You want an interface that feels intuitive for everyone, from HR admins to employees checking their time off. Look for platforms built as one cohesive system rather than assembled through acquisitions, since this usually means smoother workflows and better integration between features.

Implementation should be straightforward and affordable. While UKG charges 40-70% of annual software fees for setup, modern alternatives like HiBob keep costs reasonable and get you running in 6-8 weeks. You’ll also want to check the level of support included—some platforms offer dedicated help while others take a more hands-off approach.

Check that your alternative lets you make changes independently. HiBob lets you build workflows and adjust settings yourself without needing technical knowledge. The right platform should adapt to how you work, with flexibility built in from the start.

When is it time to move on from UKG?

You’ll know it’s time when your needs have evolved beyond your current setup. Maybe you’ve grown and need more flexibility, or perhaps you want modern features like employee engagement tools and real-time analytics that come standard in newer platforms.

If your team keeps asking for features that seem basic—like better mobile access, simpler workflows, or tools that actually help with company culture—you’re probably ready for something more modern. Today’s platforms like HiBob include these as standard, not expensive add-ons.

Your team’s expectations have likely evolved as well. People now look for HR tools that feel familiar—intuitive, flexible, and as easy to use as the apps they rely on every day. If your current system feels cumbersome, requires IT support for simple updates, or slows people down instead of helping them work smarter, it might be time to consider a more modern platform.

Why HiBob is the best UKG alternative

HiBob provides workforce management capabilities that are similar to UKG’s, but with easier implementation and more accessible daily use. UKG takes time to set up and needs specialized staff, but HiBob includes features that your existing team can configure and manage independently. The six- to eight-week setup means you can start improving HR operations this quarter, not next year.

Its culture features mean HiBob will quickly become an essential part of your people’s workday—they’ll want to use it to check for birthdays, give recognition, and connect with colleagues. This kind of engagement leads to higher-quality data, which in turn makes your performance management and analytics more valuable. You can use this data to build new workflows and pull insights without waiting for consultants.

HiBob grows with your company, offering multi-currency support, global capabilities, and flexible structures as standard features that support you as you expand. This modern approach to HR explains why more than 4,200 companies have already chosen HiBob for their HR needs. 

→ Schedule a demo with HiBob

FAQs about UKG alternatives

Who is UKG’s biggest competitor?

Workday and SAP SuccessFactors compete most directly with UKG for enterprise clients, and all three target large organizations with extensive workforce management needs. They have different strengths—Workday offers finance integrations, and SAP has other enterprise systems you can connect to. HiBob offers growing companies similar capabilities through a modern interface, and you can be ready to go in six to eight weeks instead of months.

What is UKG similar to?

UKG is similar to platforms like Workday, SAP SuccessFactors, and ADP—they all offer HR functionality combined with workforce management tools. They serve similar markets and have comparable features. HiBob gives you many of the same sophisticated capabilities, but makes them more accessible via an intuitive interface that doesn’t require extensive training or dedicated administrators.

Are Kronos and UKG the same thing?

Yes, Kronos and UKG are the same thing. Kronos and Ultimate Software merged in April 2020 to become Ultimate Kronos Group (UKG), combining Kronos’s workforce management expertise with Ultimate Software’s HR and talent capabilities. This created a $22 billion company that serves over 80,000 organizations across the globe.

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Is Workday better than UKG?

They have different strengths—Workday’s financial integrations are better, while UKG provides more workforce scheduling capabilities. Neither is universally “better” as both need significant implementation time and specialist resources. Many growing companies find HiBob offers the capabilities they need without the excessive overhead that traditional providers demand. It gives you a faster time to value and a lower total cost of ownership.

Are UKG and Dayforce the same?

No, UKG and Dayforce (formerly Ceridian) are not the same. They are separate companies competing in the enterprise HCM space—both offer workforce management and human capital solutions for large organizations. While they target similar markets and have similar features, they have different ownership structures, tech architectures, and approaches to implementation.

Oz Tollman

From Oz Tollman

Oz Tollman is an experienced marketing strategist specializing in SaaS and HR technology. With over eight years in the field, he helps companies grow their online presence through data-driven SEO, content strategies, and digital innovation.