HR compliance in Australia continues to present ongoing challenges. Fair Work regulations, modern awards, and frequent legislative changes require constant attention to maintain compliant employee relations.
If you’ve been using EnableHR or are shopping around for HR compliance software that covers the Australian workplace landscape, you’ve landed in the right spot.
We’re diving deep into the best alternatives that’ll help you manage employee relations without losing your sanity (or copping a hefty fine from the Fair Work Ombudsman).
Understanding HR Compliance Software in the Australian Context
Before we crack into the alternatives, let’s establish what we’re talking about here.
HR compliance software isn’t just a fancy digital filing cabinet; it’s your business’s insurance policy against workplace disputes, compliance breaches, and the administrative nightmare that comes with managing people.
Australian businesses face unique challenges. Our workplace relations framework is complex, with over 120 modern awards, enterprise agreements, and state-specific legislation that varies as much as Melbourne’s weather.
According to the Fair Work Ombudsman, workplace compliance issues cost Australian businesses millions annually in penalties and back-payments.
The right HR software should handle:
- Employee relations management that tracks performance issues, grievances, and disciplinary actions
- Compliance tracking aligned with Fair Work Act requirements
- Document management for policies, procedures, and employee records
- Workflow automation for leave requests, onboarding, and performance reviews
- Reporting capabilities that demonstrate compliance when regulators come knocking
Now, let’s examine the solutions that deliver on these promises.
Why Businesses Look for EnableHR Alternatives
EnableHR has built a solid reputation in the Australian market, particularly in employee relations case management.
However, businesses often seek alternatives for several legitimate reasons: pricing structures that don’t scale with company growth, specific feature gaps in their industry, or simply a desire for a more comprehensive platform that combines HR compliance with broader workforce management.
Some organisations find EnableHR’s focus on case management brilliant but need more robust payroll integration or onboarding capabilities.
Others want a solution with better mobile accessibility for their field-based teams. Whatever your reason, there’s no shortage of quality alternatives explicitly built for the Australian market.
Top EnableHR Alternatives for Australian Businesses
1. Sentrient HRMS
Let’s start with the standout option for Australian businesses serious about compliance.
Sentrient has built its platform specifically for the Australian and New Zealand markets, which means it’s not some retrofitted American system trying to understand what a modern award is.
What Makes Sentrient Different?
It’s genuinely designed from the ground up to comply with Australian workplace legislation.
The platform combines comprehensive HR management with robust compliance features that automatically update when Fair Work changes the rules (which, let’s face it, happens more often than we’d like).
The employee relations module handles everything from performance management to grievance procedures, with built-in workflows that ensure you’re documenting everything properly.
When Fair Work asks for evidence of your disciplinary process, you’re not frantically digging through emails; everything’s timestamped and audit-ready.
Sentrient also includes payroll integration that understands penalty rates, allowances, and the peculiarities of Australian awards.
Their onboarding module manages background checks, Fair Work Information Statements, and superannuation enrolments, all the stuff that keeps you compliant from day one.
Best for: Mid to large Australian businesses needing comprehensive compliance tools with local support that understands your questions about casual conversion or high-income thresholds.
Pricing: Available on request, typically structured around employee numbers with tiered feature access.
2. BambooHR
BambooHR brings a refreshingly simple approach to HR management. Originally American, it’s gained serious traction in Australia for its intuitive interface and employee-first design philosophy.
The platform excels at core HR functions, employee data management, time-off tracking, and performance management.
The reporting tools are particularly robust, allowing you to slice data to identify compliance gaps before they become problems.
However, here’s the catch: BambooHR requires some Australian-specific customisation.
You’ll need to configure it to align with our leave types, ensure award interpretations are correct, and potentially integrate third-party payroll solutions. It’s doable, but you’re not getting that out-of-the-box Australian compliance that purpose-built local solutions offer.
The mobile app is excellent, making it easy for employees to request leave, update personal details, or access payslips, reducing the administrative load on your HR team.
Best for: Growing businesses wanting user-friendly HR software with strong employee experience, particularly those with internationally dispersed teams.
Pricing: Starts at $6-$8 USD per employee per month; Australian pricing may vary.
3. Employment Hero
If there’s one platform that most Australian HR professionals have at least heard of, it’s Employment Hero.
They’ve positioned themselves as the comprehensive solution for Australian SMEs, combining HR, payroll, and benefits management.
Employment Hero’s strength lies in its end-to-end approach. You’re managing everything from recruitment through to offboarding in one ecosystem.
The platform includes award interpretation tools, automated Fair Work compliance updates, and integrated payroll that handles superannuation, PAYG, and Single Touch Payroll reporting.
The employee relations features cover performance reviews, documented conversations, and disciplinary processes. While not as specialised as dedicated ER platforms, they’re solid for most businesses’ needs.
One aspect that divides users is the platform’s breadth. Some businesses love the all-in-one approach; others find they’re paying for modules they don’t use or that the specialisation in any one area doesn’t match dedicated solutions.
Best for: Small to medium Australian businesses seeking integrated HR and payroll with a strong compliance foundation.
Pricing: Tiered pricing from around $6-$10 per employee per month, varying by module selection.
4. ELMO Software
ELMO is another Australian-born platform that’s grown into a comprehensive cloud-based solution. They’ve focused heavily on building modules that address specific Australian compliance requirements.
ELMO’s HR Core module manages employee data, onboarding, performance, and learning all within compliance frameworks aligned to Australian legislation.
Their document management system ensures policies are version-controlled and acknowledged by employees, creating that audit trail compliance officers love.
The platform’s learning management capabilities stand out, particularly for businesses in regulated industries needing to demonstrate ongoing training compliance.
When you need to prove your employees have completed workplace health and safety training or modern slavery awareness training, ELMO makes it straightforward.
Integration capabilities are solid, with support for major payroll systems, recruitment platforms, and business intelligence tools.
This flexibility makes ELMO suitable for organisations with complex existing tech stacks.
Best for: Medium to large Australian organisations prioritising learning and development alongside compliance management.
Pricing: Quote-based, typically structured around employee numbers and selected modules.
5. BrightHR
BrightHR is based in the UK but has invested significantly in localising for the Australian market. Their platform focuses on making compliance simple for small business owners without dedicated HR teams.
The software includes an impressive library of Australian-specific employment documents, contracts, policies, and letters, all drafted by employment law specialists and regularly updated.
For small businesses, this alone can be worth the investment, saving thousands in legal fees.
BrightHR’s employee relations tools cover absence management, shift scheduling, and document management.
The BrightSafe module adds health and safety management, particularly valuable for businesses in industries such as construction, hospitality, or manufacturing.
Their telephone advice line provides access to HR and employment law specialists, a genuine lifesaver when you’re facing an unfamiliar situation at 4 pm on Friday and need guidance immediately.
Best for: Small Australian businesses wanting affordable, comprehensive HR support with expert backup.
Pricing: Typically $5-$8 per employee per month, with various package options.
6. HiBob
HiBob brings a modern, people-focused approach to HR management. While globally focused rather than Australia-specific, Bob (as the platform is affectionately known) has gained traction among tech-forward Australian companies.
The platform shines in employee engagement and culture-building features. The interface is genuinely enjoyable to use, unlike most HR systems. Performance management feels less like an annual chore and more like ongoing development conversations.
However, Australian businesses need to be aware that HiBob requires configuration for local compliance requirements.
You’ll want to ensure award interpretations, leave calculations, and compliance workflows are properly customised. Integration with Australian payroll providers is essential.
HiBob works particularly well for companies with hybrid or remote teams, offering tools that maintain culture and connection across distributed workforces.
Best for: Progressive Australian businesses prioritising employee experience and culture, with internal capability to manage compliance configuration.
Pricing: Quote-based, generally positioned as mid-market pricing.
7. Sage HR
Sage HR leverages Sage’s accounting software pedigree to deliver integrated HR and financial management. For Australian businesses already using Sage accounting products, the integration advantages are significant.
The HR software covers core functions including employee databases, leave management, performance reviews, and shift scheduling.
The reporting tools let you analyse workforce costs alongside financial data, invaluable for businesses watching margins closely.
Sage has invested in localisation in Australia, though, as with any global platform, you’ll want to verify that specific compliance requirements for your industry and award coverage are appropriately addressed.
Best for: Australian businesses using Sage accounting software who want streamlined HR and financial management integration.
Pricing: Varies by region and package, typically requiring a quote for Australian pricing.
8. HappyHR
HappyHR takes a distinctly Australian approach to HR software, built by locals who understand the compliance landscape intimately. The platform emphasises simplicity without sacrificing functionality.
HappyHR manages the complete employee lifecycle from recruitment through to offboarding.
The compliance features include policy management, incident reporting, and document workflows that keep you Fair Work compliant.
Their customer support is notably responsive, which is essential when dealing with time-sensitive employee relations issues and needing quick answers.
The platform updates regularly to reflect legislative changes, ensuring your compliance features remain up to date.
Best for: Australian SMEs seeking locally built software with strong support and straightforward compliance management.
Pricing: Contact for Australian pricing details.
9. Breathe HR
Breathe is another UK platform that’s made inroads in the Australian market. It positions itself as the antidote to overcomplicated HR systems, focusing on essential features done well.
The platform handles employee records, leave management, performance tracking, and reporting. The interface is clean and logical, reducing the learning curve for teams new to HR software.
For Australian businesses, Breathe requires configuration to align with local requirements.
It works well for companies with relatively standard employment arrangements but may struggle with complex award interpretations or unusual working arrangements.
Best for: Small Australian businesses seeking affordable, straightforward HR management without the complexity of extensive compliance.
Pricing: Tiered pricing from around £21 per month for small teams.
10. WorkIT HR
WorkIT is designed specifically for Australian businesses, bringing local expertise to HR management.
The platform covers employee data management, onboarding, performance, and compliance tracking.
WorkIT integrates with popular Australian payroll systems and emphasises ease of use. Their reporting tools help identify compliance gaps and workforce trends, supporting better decision-making.
The platform suits businesses seeking Australian-focused solutions without an overwhelming feature set.
It delivers core HR functionality with compliance tools that understand our workplace relations framework.
Best for: Australian businesses seeking locally supported HR software with essential compliance features.
Pricing: Quote-based, structured around business size.
11. Rippling
Rippling offers a global platform that has aggressively expanded into the Australian market.
Their unique selling proposition is the ability to manage HR, IT, and Finance in a single system, particularly valuable for tech companies that operate both people and devices.
The platform handles employee data, onboarding, offboarding, and device management simultaneously.
When someone joins, Rippling can provision their laptop, create accounts, enrol them in benefits, and add them to payroll all from a single workflow.
For Australian businesses, Rippling requires careful setup to ensure compliance with local requirements.
The platform integrates with Australian payroll providers and can be configured for Fair Work compliance, though this requires expertise.
Best for: Tech-focused Australian businesses wanting integrated people and IT management with global workforce capabilities.
Pricing: Starts at $8 USD per user per month, with additional module costs.
12. Breezy HR
Breezy specialises in recruitment and applicant tracking but includes HR management features. For Australian businesses where hiring is a primary challenge, Breezy’s recruitment-first approach makes sense.
The platform manages candidate pipelines, interview scheduling, and hiring workflows. Once hired, employees are added to the HR system for onboarding and management.
The integration is smoother than maintaining separate recruitment and HR platforms.
However, Breezy’s HR features are less comprehensive than dedicated HRMS platforms.
You’ll get solid recruitment tools with basic HR management, but complex compliance requirements may require supplementary solutions.
Best for: Growing Australian businesses where recruitment volume justifies specialist tools, with relatively straightforward HR compliance needs.
Pricing: Starts from $143 USD per month, varying by team size.
13. WageLoch
WageLoch combines payroll, HR, and rostering into a single Australian-built platform. Having started as a payroll solution, they understand Australian wage calculations, awards, and compliance requirements intimately.
The HR module manages employee records, leave requests, performance reviews, and compliance documentation.
The tight integration between HR and payroll means changes flow seamlessly, new hires are automatically set up for payment, leave requests update payroll calculations, and terminations are processed correctly.
WageLoch works particularly well for businesses with complex rostering requirements, such as hospitality, healthcare, and retail, where shift patterns affect leave accruals and wage calculations.
Best for: Australian businesses with complex rostering and award requirements wanting integrated HR and payroll.
Pricing: Quote-based, depending on employee numbers and modules.
14. Citation HR
Citation takes a different approach, combining HR software with access to HR consultants. You’re not just buying technology, you’re buying expertise.
The platform includes employee management, document libraries, and compliance tools.
What sets Citation apart is the human support access to HR advisors who can guide you through complex employee relations issues, workplace investigations, or compliance questions.
For businesses without internal HR expertise, this hybrid model provides both the efficiency of software and the reassurance of professional guidance.
When you’re facing a performance management issue or workplace complaint, having an expert to call makes a tangible difference.
Best for: Australian SMEs wanting HR software backed by professional advisory services.
Pricing: Quote-based, reflecting both software and advisory access.
Key Features to Consider When Choosing HR Compliance Software
Selecting the right platform requires looking beyond marketing promises to evaluate actual functionality against your needs. Here’s what matters:
Australian Compliance Foundation
Does the software understand modern awards, Fair Work requirements, and Australian leave entitlements natively?
Or will you be constantly adapting a global system to local requirements? This isn’t just about convenience; misinterpretations of compliance requirements can be costly.
Employee relations capabilities
Can you properly document performance issues, manage grievances, track improvement plans, and maintain audit trails?
Employee relations management should create clear documentation that protects both employees and employers.
Integration ecosystem
How well does the platform connect with your existing payroll, accounting, or business systems?
Manual double-entry increases errors and wastes time. Seamless data flow between systems is essential.
Reporting and analytics
Can you easily generate compliance reports, identify workforce trends, and extract meaningful insights?
Good reporting helps you move from reactive to proactive HR management.
Scalability
Will the platform grow with your business? Consider whether the solution works for your current team of 30 and your projected team of 150.
Migrating HR systems is painful. Choose something with room to grow.
User experience
Will your employees use it? The most compliant system in the world fails if your team won’t engage with it. Look for intuitive interfaces that reduce training requirements.
Support quality
When things go wrong (and in HR, they sometimes do), can you reach knowledgeable support quickly?
Australian-based support teams understand the local context better than overseas call centres reading scripts.
Mobile accessibility
Can employees and managers access essential functions from their phones? Mobile-first design reflects how people work in 2026.
Implementation Considerations for Australian Businesses
Successfully implementing HR software requires more than just buying a subscription and flipping a switch. Australian businesses should consider these factors:
Data migration complexity
Moving employee data from spreadsheets or legacy systems requires careful planning. Historical leave balances, employment history, and compliance documentation must transfer accurately.
Budget time for these – rushed migrations creates compliance gaps.
Award interpretation setup
Each modern award has unique requirements for leave accruals, penalty rates, and allowances. Ensure your chosen platform is configured correctly for your specific awards.
Getting this wrong can result in underpayment issues that are expensive and embarrassing to fix.
Change management
Your team needs to adopt new processes. Clear communication about why you’re changing systems, thorough training, and support during transition periods are key to success.
Resistance to new systems is a regular part of its plan.
Compliance verification
Before going live, thoroughly test compliance calculations. Verify leave accruals, confirm award interpretations, and ensure reporting meets Fair Work requirements.
Finding errors after implementation is messier than finding them during testing.
Ongoing maintenance
HR software isn’t set-and-forget technology. Regular reviews ensure configurations remain current as your business changes, legislative requirements evolve, and new features become available.
Pricing Models and Cost Considerations
HR software pricing varies significantly across platforms and business needs. Understanding different models helps budget accurately:
Per-employee-per-month (PEPM)
Most common model, where you pay monthly for each employee. Costs typically range from $5 to $15 per employee per month, depending on features and platform.
Tiered packages
Fixed pricing for employee ranges (e.g., 1-50, 51-100). It can be cost-effective for smaller businesses, but it can be expensive if you’re at the top of a tier.
Module-based pricing
Base platform fee plus additional costs for modules like payroll, recruitment, or learning management. Offers flexibility but can create budget unpredictability.
Quote-based pricing
Enterprise platforms often require custom quotes based on employee numbers, modules, and requirements. Makes comparison harder but potentially offers better value for larger organisations.
Remember that software costs are just one element. Factor in implementation costs, training time, integration expenses, and ongoing support.
The cheapest option isn’t always the best value if it requires constant workarounds or lacks critical features.
Making Your Decision
Choosing HR compliance software represents a significant investment in your business’s future.
The right platform reduces compliance risks, improves efficiency, and enhances the employee experience. The wrong one creates frustration and potentially leaves compliance gaps.
Start by honestly assessing your needs. What are your biggest HR challenges? Where do compliance risks exist? What processes consume excessive time?
Your answers guide platform selection more effectively than feature checklists.
Request demonstration from shortlisted vendors but involve the people who’ll actually use the software daily. Your office manager’s input on usability matters as much as the CFO’s views on ROI.
Verify Australian compliance credentials thoroughly. Ask specifically how the platform handles your industry’s awards, what happens when Fair Work changes regulations, and whether the vendor has Australian-based support.
References from businesses like yours provide valuable insights beyond sales presentations.
Remember that implementation quality matters as much as software selection. Even the best platform fails with poor implementation.
Budget adequate time and resources for proper setup, data migration, testing, and training.
For Australian businesses serious about compliance and employee relations management, platforms like Sentrient offer comprehensive solutions purpose-built for our unique workplace environment.
The investment in proper HR software pays dividends through reduced compliance risks, improved efficiency, and better employee experiences.
Frequently Asked Questions
1. What is the best alternative to EnableHR for Australian businesses?
The best alternative depends on your specific needs, but Sentrient stands out for Australian businesses prioritising comprehensive compliance management. Built specifically for the Australian and New Zealand markets, Sentrient understands local workplace legislation intimately and updates automatically when regulations change.
For businesses seeking integrated HR and payroll, Employment Hero offers strong local compliance and broad functionality. BambooHR suits organisations prioritising user experience, though it requires Australian-specific configuration. Evaluate platforms based on your industry, business size, compliance complexity, and budget.
2. How much does HR compliance software cost in Australia?
HR compliance software in Australia typically costs between $5 and $15 per employee per month for SME-focused solutions. Entry-level platforms like BrightHR start around $5-$8 PEPM, while comprehensive solutions like Sentrient or ELMO fall in the $10-$15 PEPM range, though exact pricing is often quote-based.
Enterprise solutions for larger organisations require custom pricing. Beyond subscription costs, budget for implementation (typically $2,000-$10,000 depending on complexity), training, and ongoing support. Total cost of ownership includes software fees, implementation, integration with existing systems, and staff time for administration. Investing in proper HR software typically saves money by improving compliance, reducing administrative time, and avoiding costly Fair Work penalties.
3. Is HR software necessary for small Australian businesses?
Yes, HR software has become essential even for small Australian businesses, primarily because of the complexity of compliance requirements. Australia’s workplace relations framework includes over 120 modern awards, each with specific requirements for leave, penalties, and allowances. Manual management increases the risk of errors, which can result in underpayment claims and Fair Work penalties.
Beyond compliance, HR software streamlines administrative tasks such as leave requests, onboarding, and performance reviews, freeing up time to run your business. For businesses with 10+ employees, the efficiency gains and compliance protection typically justify the investment within months. Even sole traders hiring their first employees benefit from structured onboarding and compliance documentation. The question isn’t whether you need HR software, but which solution fits your size and complexity.
4. What features should Australian HR software include?
Essential features for Australian HR software include employee data management with secure storage, onboarding workflows that handle Fair Work Information Statements and superannuation enrolment, leave management that understands Australian leave types including annual leave, sick leave, and extended service leave, performance management tools for reviews and improvement plans, document management for policies and compliance records, reporting capabilities for Fair Work compliance and workforce analytics, and modern award interpretation to ensure correct entitlements.
Additionally, look for Australian-specific compliance updates that automatically reflect legislative changes, integration with Australian payroll providers, mobile accessibility for employees and managers, and audit trails for employee relations matters. Industry-specific features may include rostering for hospitality or retail, safety management for construction or manufacturing, or professional development tracking for regulated industries.
5. Can HR software help prevent Fair Work compliance issues?
Absolutely. Quality HR software significantly reduces Fair Work compliance risks through several mechanisms. Automated award interpretation ensures employees receive correct entitlements for penalty rates, allowances, and leave accruals, eliminating calculation errors that lead to underpayment.
Documented workflows create audit trails for performance management, disciplinary actions, and terminations, protecting you if disputes arise. Automatic updates keep your compliance framework up to date as Fair Work changes regulations.
Policy management ensures employees are aware of updated policies, thereby providing legal protection. Centralised record-keeping makes Fair Work audits less stressful, as you can quickly produce the requested documentation.
However, software alone isn’t sufficient. You still need to understand your obligations, make sound HR decisions, and treat employees fairly. Think of HR software as your compliance co-pilot, not autopilot. It makes compliance easier and more reliable but doesn’t replace sound judgment and fair practices.
6. How do I choose between local Australian HR software and global platforms?
Local Australian platforms like Sentrient, Employment Hero, or ELMO offer built-in compliance with Fair Work legislation, modern awards, and Australian leave requirements, with minimal configuration. They update automatically when Australian regulations change, include Australian-specific features such as superannuation management, and typically provide local support teams that understand your context.
Global platforms like BambooHR, HiBob, or Rippling offer broader international capabilities (valuable if you have overseas employees), often more modern interfaces and user experiences, and sometimes more innovative features developed for larger global markets.
However, they require Australian-specific configuration and may not handle complex award interpretations without additional setup. Choose local platforms if Australian compliance is your primary concern, you lack internal HR expertise to configure global systems, or you operate primarily in Australia.
Choose global platforms if you have international operations, possess internal capability to manage compliance configuration, or prioritise cutting-edge features over out-of-the-box local compliance. Some businesses successfully use global platforms for HR functions and regional solutions for payroll and compliance.
7. What’s the difference between HRIS, HRMS, and HCM systems?
These acronyms describe increasingly comprehensive HR technology. HRIS (Human Resource Information System) is the most basic, focusing on employee data management, record-keeping, and reporting, essentially a digital filing system. HRMS (Human Resource Management System) expands beyond data storage to include process management like leave requests, performance reviews, and onboarding workflows.
HCM (Human Capital Management) represents the most comprehensive approach, treating employees as assets to be developed and optimised through strategic workforce planning, talent management, succession planning, and analytics. In practice, these terms are often used interchangeably in marketing, and many modern platforms include features across all categories.
When evaluating software, focus less on how vendors categorise themselves and more on whether specific features match your needs. Most Australian SMEs need HRMS-level functionality covering employee records, compliance management, leave tracking, and basic performance management. Larger organisations might benefit from HCM capabilities for strategic workforce planning and talent development.
8. How long does HR software implementation take?
Implementation timelines vary significantly based on business size, data complexity, and chosen platform. Small businesses with straightforward requirements and clean data can implement basic HR software in 2-4 weeks, including data migration, system configuration, and staff training. Medium-sized organisations with multiple awards, complex leave arrangements, or legacy data that needs cleaning typically require 6-12 weeks for thorough implementation.
Large enterprises with extensive integration requirements, international operations, or complex compliance needs may require 3-6 months. Critical factors affecting the timeline include data quality from existing systems, the number of integrations with payroll or other platforms, the complexity of award interpretations and compliance requirements, staff availability for training and change management, and vendor support quality.
Don’t rush implementation to save time; hasty setup creates ongoing problems. Plan for adequate testing, particularly for compliance-critical functions like leave accruals and award interpretations. Most successful implementations follow a phased approach, starting with core features and gradually adding modules rather than switching everything simultaneously.
Disclaimer
This blog post provides general information about HR compliance software options available in the Australian market. It should not be considered legal or professional HR advice. Workplace relations laws and regulations in Australia are complex and subject to change. While we’ve made every effort to ensure accuracy using current information from vendor websites and trusted sources, specific features, pricing, and capabilities may vary or change over time.
