Managing people is hard. Onboarding, leave tracking, Fair Work compliance, and performance reviews can quickly become overwhelming, leaving HR teams struggling to manage all these tasks simultaneously.

That’s where HR software comes in. For years, ELMO Software has been a popular choice for Australian organisations looking to streamline their people management processes.

But here’s the thing: ELMO isn’t the only fish in the sea, and depending on your business needs, it might not even be the best fit.

Whether you’re a growing SME in Melbourne, a healthcare organisation in Brisbane, or a retail chain spanning the country, there’s a cloud HR system out there that’ll make your working life significantly easier.

This comprehensive guide explores the best ELMO Software alternatives available to Australian businesses in 2026, with particular focus on solutions that understand our unique workplace laws, awards, and that quintessentially Aussie approach to work-life balance.

We’ll examine what makes each platform tick, who they’re best suited for, and how they stack up in terms of the features that matter: no fluff, no fake statistics, just genuine insights to help you make an informed decision.

Why Consider ELMO Alternatives?

Before we dive into the alternatives, it’s worth understanding why businesses look beyond ELMO in the first place.

ELMO Software has established itself as a comprehensive talent management suite with a strong presence in the Australian market. However, several factors might prompt you to explore other options.

Cost is often the elephant in the room. ELMO’s pricing structure can be prohibitive for smaller businesses or those just starting their digital HR transformation journey.

Complexity is another consideration. Whilst ELMO offers an extensive feature set, some organisations find they’re paying for functionality they’ll never use.

It’s like buying a Swiss Army knife when all you need is a bottle opener. Additionally, businesses often seek more intuitive user interfaces, better customer support experiences, or specific features that better align with their industry requirements.

The Australian HR software market has matured considerably over recent years, with numerous platforms now offering robust, locally compliant solutions.

This increased competition means businesses have genuine choices, and that’s excellent news for anyone frustrated with their current system.

What to Look for in an HR Management System

Choosing HR software isn’t like picking a new coffee machine for the office (though that’s also important).

You’re selecting a system that’ll become the central nervous system of your people operations, so it pays to get it right.

Australian Compliance sits at the top of any sensible requirements list. Your HR system must handle Modern Awards, Fair Work regulations, superannuation, and Single Touch Payroll. Systems designed primarily for overseas markets often struggle with the complexities of Australian workplace legislation, leading to compliance headaches you don’t need.

Scalability matters whether you’ve got 15 employees or 1,500. Your chosen platform should grow with your business without requiring a complete system overhaul every time you hire another ten people. Look for flexible pricing structures and feature sets that expand as you do.

User experience can make or break adoption. The fanciest system in the world is worthless if your team won’t use it. Intuitive interfaces, mobile accessibility, and straightforward workflows ensure high engagement rates, which means better data quality and fewer administrative headaches.

Integration capabilities ensure your HR system plays nicely with your existing tech stack. Seamless integration with payroll, accounting software, recruitment tools, and communication platforms eliminates double-handling and reduces errors.

Finally, consider customer support quality. When something goes wrong (and eventually, something will), you want responsive, knowledgeable support from people who understand Australian business contexts, preferably during Australian business hours.

Top ELMO Software Alternatives for Australian Businesses

1. Sentrient: The Australian-Built Powerhouse

When it comes to understanding Australian workplace requirements, Sentrient stands out from the pack. This isn’t some rebranded overseas platform with Aussie compliance bolted on as an afterthought; it’s a genuinely Australian-built HR management system designed specifically for our market.

What Makes Sentrient Different

Sentrient delivers a comprehensive cloud-based HRMS that handles everything from recruitment and onboarding through to performance management, learning and development, and workforce planning.

The platform’s core strength lies in its deep understanding of Australian workplace legislation, with built-in compliance features that automatically update when regulations change.

The system offers robust people analytics and reporting capabilities, giving HR teams and business leaders the insights they need to make informed decisions.

You’re not just storing employee data; you’re leveraging it to drive strategic outcomes.

Best For

Sentrient particularly suits medium to large Australian enterprises seeking a sophisticated, locally supported solution.

Organisations in heavily regulated industries, such as healthcare, education, government, and finance, appreciate the platform’s compliance rigour and audit capabilities.

The system’s scalability makes it ideal for growing businesses that have outgrown basic HR tools but want to avoid the complexity and cost of enterprise-level international platforms.

Key Features

  • End-to-end employee lifecycle management
  • Advanced rostering and time & attendance tracking
  • Integrated learning management system
  • Performance and goal management
  • Comprehensive reporting and analytics
  • Australian payroll integration
  • Mobile accessibility for employees and managers

What’s particularly refreshing about Sentrient is their commitment to customer success. Implementation support, training, and ongoing assistance come from people who genuinely understand Australian business contexts, without the frustration of time zone differences or cultural misunderstandings.

HR Management System

2. BambooHR: User-Friendly HR for Growing Teams

BambooHR has built a reputation as one of the most user-friendly HR platforms available, and for good reason. If ease of use sits high on your priority list, BambooHR deserves serious consideration.

The BambooHR Approach

This platform focuses on delivering core HR functionality without overwhelming users with excessive features.

The interface is clean, intuitive, and genuinely enjoyable to use, which might sound like faint praise until you’ve wrestled with clunky legacy systems that make simple tasks feel like rocket science.

BambooHR handles employee records, time-off tracking, performance management, and applicant tracking with aplomb.

The reporting tools are straightforward yet powerful, and the mobile app ensures employees can access information and submit requests from anywhere.

Considerations for Australian Users

Here’s where it gets interesting. BambooHR is based in the United States, so Australian businesses need to carefully evaluate their compliance capabilities.

Whilst the platform handles basic requirements, complex award interpretations and some uniquely Australian workplace features may require workarounds or supplementary tools.

That said, many Australian SMEs successfully use BambooHR, particularly those in industries with relatively straightforward employment arrangements.

The platform integrates with Australian payroll providers, though this requires additional setup.

Best For

Small to medium businesses (50-500 employees) who prioritise user experience and core HR functionality over extensive feature sets.

Tech startups, creative agencies, and professional services firms often find that BambooHR strikes the right balance between simplicity and capability.

3. Employment Hero: The All-in-One Australian Solution

Employment Hero has rapidly become one of Australia’s most popular HR and payroll platforms, and it’s easy to see why.

This home-grown solution combines HR management, payroll, and employee benefits into a single ecosystem.

Comprehensive People Management

Employment Hero delivers end-to-end people management, from recruitment through to offboarding.

The platform handles employee onboarding, document management, leave tracking, performance reviews, and training management.

Integration with Employment Hero’s payroll system enables seamless data flow, eliminating double-entry and reducing errors.

The platform’s employee self-service portal empowers staff to manage their own information, submit leave requests, access payslips, and complete onboarding tasks, freeing up HR teams to focus on strategic initiatives rather than administrative workloads.

The Benefits Marketplace

Employment Hero’s benefits marketplace represents a unique differentiator. Employees can access discounted insurance, wellness programs, retail perks, and even early access to earned wages.

This transforms your HR platform from a compliance tool into an employee engagement driver.

Best For

Small to medium Australian businesses seeking an all-in-one solution that combines HR and payroll.

Organisations without existing payroll systems or those frustrated with disconnected tools find Employment Hero particularly appealing.

The platform scales reasonably well, though huge enterprises might find some limitations in advanced functionality compared to enterprise-grade alternatives.

4. Employment Innovations (Enable HR): Compliance-First Approach

Enable HR takes a distinctly different approach to HR software, positioning itself as a compliance and people risk management platform first, with additional HR functionality layered on top.

Workplace Relations Expertise

This Australian-built platform embeds extensive workplace relations knowledge directly into the system.

Templates, workflows, and guidance cover everything from disciplinary processes and workplace investigations to performance improvement plans and termination procedures.

Enable HR essentially provides a structured framework that helps businesses navigate complex employee relations matters while maintaining proper documentation and compliance.

It’s like having a HR lawyer looking over your shoulder, ensuring you’re following best practices.

Best For

Organisations that prioritise risk management and compliance, particularly those in industries with complex industrial relations environments or high employee turnover.

Businesses that have experienced unfair dismissal claims or other workplace disputes often turn to Enable HR to systematise their people processes.

The platform suits businesses of various sizes, though smaller organisations with relatively stable workforces might find the compliance focus somewhat excessive for their needs.

5. BrightHR: Simplified HR for Small Businesses

BrightHR brings UK-developed HR software to the Australian market, focusing on making people management accessible to small businesses and newcomers to digital HR tools.

Straightforward People Management

The platform handles core HR essentials, employee records, leave management, shift scheduling, and time tracking through an interface designed for simplicity.

BrightHR doesn’t try to do everything; instead, it focuses on doing the basics exceptionally well.

Mobile accessibility features prominently, with employees able to clock in/out, request leave, and check rosters from their smartphones.

This proves particularly valuable for businesses with dispersed workforces or employees without regular desk access.

Australian Adaptation

BrightHR has adapted its platform for the Australian market, though businesses should verify that specific award conditions and compliance requirements align with the system’s capabilities.

The company provides Australian-based support to help bridge any gaps.

Best For

Small businesses (under 50 employees) and those in retail, hospitality, or service industries where shift management and time tracking are priorities.

The platform’s affordability and straightforward approach make it accessible for businesses taking their first steps beyond spreadsheets.

6. HiBob: Modern HR for Progressive Companies

Bob (yes, the platform’s called Bob) brings a refreshingly modern approach to HR software, with design sensibilities and functionality that appeal to contemporary, people-focused organisations.

Culture-First Design

HiBob positions itself as a people management platform rather than merely a HR system. The interface emphasises employee engagement, company culture, and collaborative workflows.

Features like customisable org charts, employee recognition tools, and social feeds create a more connected workplace experience.

Core HR functionality like onboarding, time-off management, performance reviews, and analytics integrates seamlessly with these culture-building features.

The platform excels at providing employees with visibility into the company structure, team information, and organisational updates.

Global Platform, Local Compliance

HiBob operates globally with a growing Australian presence. The platform handles multi-country operations well, making it suitable for Australian businesses with international teams or global ambitions.

However, as with other international platforms, carefully evaluate Australian-specific compliance capabilities.

Best For

Fast-growing tech companies, creative agencies, and organisations prioritising employee experience and company culture. Businesses with younger, tech-savvy workforces particularly appreciate Bob’s modern interface and engagement features.

7. Sage HR: Enterprise Heritage, SME Accessibility

Sage brings decades of business software experience to the HR space, delivering a platform that balances sophistication with usability.

Comprehensive Feature Set

Sage HR covers recruitment, onboarding, employee databases, performance management, expense tracking, shift scheduling, and leave management.

The platform integrates with Sage’s broader business software ecosystem, creating potential efficiencies for organisations already using Sage accounting or payroll solutions.

Reporting and analytics capabilities reflect Sage’s enterprise software heritage, providing detailed insights into workforce metrics, absence patterns, performance trends, and more.

Australian Presence

Sage maintains an established Australian presence with local support and partnerships. The platform handles Australian compliance requirements, though, as always, verify specific award and industry requirements align with system capabilities.

Best For

Medium-sized businesses seeking enterprise-grade functionality at SME-friendly pricing, particularly those already within the Sage ecosystem.

The platform scales well, supporting growth from 50 to 500+ employees.

Other Notable Alternatives…

  1. HappyHR focuses on employee engagement and performance management, delivering a platform that emphasises positive workplace culture alongside core HR functionality. Australian-built and supported, HappyHR suits organisations prioritising employee experience and continuous feedback.
  2. BreatheHR offers cloud-based HR management, with strengths in leave management and employee databases. The UK-based platform has Australian users, though compliance coverage should be carefully evaluated.
  3. WorkIT delivers Australian-built workforce management software particularly suited to field service businesses, construction, and industries with mobile workforces. Strong rostering, time tracking, and compliance features address specific challenges in these sectors.
  4. Rippling provides comprehensive workforce management combining HR, IT, and finance functions. The US-based platform offers impressive integration capabilities and automation features, though Australian businesses should verify compliance coverage.
  5. Breezy HR specialises in recruitment and applicant tracking, offering excellent hiring tools that can complement broader HR systems. Whilst not a complete HRMS, Breezy excels at what it does.
  6. WageLoch delivers Australian-specific payroll and workforce management, with strength in rostering, time and attendance, and payroll processing. Strong award interpretation capabilities are well-suited to complex industrial environments.
  7. Citation HR combines HR software with professional HR advisory services, providing both technology and expertise. This model suits businesses seeking guidance alongside their software platform.

Comparing Key Features Across Platforms

When evaluating alternatives, certain features warrant close attention:

  • Leave Management

All platforms handle basic annual leave, but Australian businesses need systems that accurately manage sick leave, extended service leave, carers’ leave, and other entitlements provided by our workplace laws.

Sentrient, Employment Hero, and WorkIT excel in this area with sophisticated Australian leave calculations.

  • Performance Management

Approaches vary from simple annual review workflows (BrightHR, BambooHR) to comprehensive continuous performance management with goal cascading and real-time feedback (Sentrient, HiBob). Choose based on your performance philosophy.

  • Onboarding Capabilities

Digital onboarding saves significant time and creates better new-hire experiences. BambooHR and HiBob deliver particularly slick onboarding experiences, whilst Sentrient and Employment Hero offer comprehensive, Australian-compliance-focused onboarding.

  • Reporting and Analytics

Data-driven decision-making requires robust reporting. Sentrient and Sage HR provide enterprise-grade analytics, whilst simpler platforms offer adequate but more basic reporting suitable for smaller operations.

  • Mobile Accessibility

Employee and manager mobile apps prove essential for modern workforces. Most platforms now offer decent mobile experiences, with BrightHR, Employment Hero, and HiBob particularly strong in this area.

Making Your Decision: Questions to Ask For Better Evaluation

Choosing HR software represents a significant investment of money, time, and organisational energy.

Ask these questions during your evaluation:

1. How well does this platform handle our specific industry requirements?

Healthcare organisations have different needs than retail businesses. Ensure your chosen platform understands your sector’s unique challenges.

2. What does implementation involve?

Some platforms promise quick setup but deliver complex implementation processes. Understand timelines, resource requirements, and support availability.

3. How does pricing scale with our growth?

Per-employee-per-month pricing models are standard, but specific rates and minimum fees vary considerably. Calculate costs at your current size and projected future sizes.

4. Which integrations are available with our current tools?

If you’re not changing payroll providers, accounting systems, or recruitment platforms, seamless integration becomes crucial.

5. Where is customer support based, and when is it available?

Australian business hours support from people who understand Australian workplace contexts proves invaluable when issues arise.

6. What does the contract commitment look like?

Annual contracts are standard, but flexibility for growing businesses, clear cancellation policies, and data export capabilities matter.

Conclusion: Finding Your Perfect HR Software Match

Choosing HR software isn’t about finding the objectively “best” platform; it’s about finding the one that best fits your specific business context, priorities, and aspirations.

ELMO Software serves many Australian organisations well, but the alternatives explored here demonstrate that you’ve got excellent choices whether you prioritise deep Australian compliance (Sentrient, Employment Hero), user experience (BambooHR, HiBob), simplicity (BrightHR), or specific industry requirements (WorkIT, Enable HR).

For Australian businesses seeking comprehensive, locally supported HRMS solutions, Sentrient deserves consideration.

The platform’s Australian heritage means a built-in understanding of our workplace complexities, whilst sophisticated functionality supports strategic people management beyond basic compliance.

The combination of comprehensive features, local support, and proven scalability makes Sentrient particularly suitable for growing organisations serious about leveraging people data to gain a competitive advantage.

Start your evaluation by clearly defining your must-have requirements versus nice-to-haves. Request demonstration from multiple providers and involve actual end users in the assessment.

Ask challenging questions about Australian compliance, support quality, implementation processes, and total costs. Check references from similar organisations in your industry.

Remember that HR software selection represents more than a technology decision; it’s an investment in your people operations, employee experience, and organisational capability.

Choose wisely, implement thoroughly, and you’ll wonder how you ever managed with spreadsheets and filing cabinets.

The right HR platform transforms people management from an administrative burden into a strategic advantage. Your perfect alternative to ELMO is out there now; you’ve got the information to find it.

Frequently Asked Questions

1. What is the best alternative to ELMO Software for small Australian businesses?

For small Australian businesses (under 50 employees), Employment Hero and BrightHR represent excellent ELMO alternatives. Employment Hero delivers comprehensive Australian-specific functionality combining HR and payroll in one platform, making it ideal for businesses seeking an all-in-one solution.

BrightHR offers a more streamlined approach, focusing on core HR essentials at accessible pricing. Both platforms provide Australian compliance, local support, and user-friendly interfaces suitable for teams without dedicated HR specialists. The choice depends on whether you prioritise comprehensive features (Employment Hero) or simplicity and affordability (BrightHR).

2. How much do ELMO alternatives typically cost?

ELMO alternatives typically range from $5-15 per employee per month for basic platforms like BrightHR, to $20-40+ per employee per month for comprehensive solutions like Sentrient or Employment Hero with complete feature sets. Many platforms use tiered pricing where costs decrease as employee numbers increase.

Implementation fees, training, and support packages may add to initial costs. Some providers offer all-inclusive pricing, whilst others charge separately for modules. Australian businesses should request detailed quotes including all applicable fees, GST, and compare the total cost of ownership over 2-3 years rather than just headline rates.

3. Are international HR platforms suitable for Australian businesses?

International HR platforms like BambooHR, HiBob, and Rippling can work for Australian businesses, but careful evaluation is essential. These platforms often excel in user experience and innovation but may require additional tools to provide complete Australian compliance coverage. They typically handle basic Fair Work requirements but may struggle with complex award interpretations, nuances of single touch payroll, or superannuation guarantee specifics.

Businesses with relatively straightforward employment arrangements and those willing to supplement with Australian payroll specialists often succeed with international platforms. However, organisations in heavily regulated industries or those with complex industrial awards generally benefit from Australian-built alternatives like Sentrient, Employment Hero, or WorkIT.

4. How long does HR software implementation typically take?

HR software implementation timeframes vary considerably based on platform complexity, organisation size, and data migration requirements. Simple platforms like BrightHR or BambooHR can be operational within 2-4 weeks for small businesses with clean data. Comprehensive systems like Sentrient or Employment Hero typically require 6-12 weeks for proper implementation, including data migration, workflow configuration, integration setup, and team training.

Large organisations, or those migrating from legacy systems, should expect a 3–6-month deployment timeline. Factors affecting timelines include data quality, customisation requirements, integration complexity, stakeholder availability, and change management needs. Rushing implementation typically causes problems later, so allocate adequate time for thorough setup.

5. Can I migrate data from ELMO to another platform?

Yes, data migration from ELMO to alternative platforms is possible, though the process requires careful planning. Most modern HR systems provide data import capabilities that accept CSV or Excel files containing employee information, employment history, leave balances, and other records. ELMO allows data export, though you may need to work with their support team for comprehensive extracts.

Migration complexity depends on data volume, quality, and how extensively you’ve used ELMO features. Allow several weeks for data extraction, cleansing, formatting, importing, and validation. Many HR software providers offer migration assistance as part of implementation services. Maintain both systems running in parallel for a transition period to ensure data accuracy and business continuity.

6. What Australian compliance features should HR software include?

Australian HR software must interpret Modern Awards, including penalty rates, allowances, and shift loadings, for relevant industries. Single Touch Payroll (STP) Phase 2 compliance ensures proper reporting to the ATO. Superannuation guarantee calculations at current rates (currently 11.5% in 2025) with appropriate fund management capabilities are essential.

Fair Work entitlements, including various leave types, notice periods, and termination requirements, must be accurately calculated. Payroll tax compliance across different states requires awareness of varying thresholds and rates. Additional features should include workplace health and safety incident tracking, Award classification management, long service leave calculations (varying by state), and proper record-keeping meeting Fair Work requirements, including seven-year document retention.

7. Is cloud-based HR software secure?

Reputable cloud-based HR platforms employ robust security measures that often exceed what individual businesses can achieve with on-premises systems. Look for platforms with ISO 27001 certification, SOC 2 compliance, and regular third-party security audits. Data encryption in transit and at rest, multi-factor authentication, role-based access controls, and regular security updates represent baseline expectations.

Australian businesses should verify where their data is stored (Australian data centres provide additional regulatory comfort) and understand their privacy policies, ensuring compliance with the Australian Privacy Principles. Reputable providers maintain disaster recovery capabilities, regularly back up data, and have documented incident response procedures. Request security documentation during evaluation and understand shared security responsibilities between the provider and your organisation.

8. How do I get my team to use the new HR software?

Successful HR software adoption requires strategic change management that begins before the system launch. Involve employees in selection by gathering requirements and demonstrating platforms to representative users.

Communicate benefits clearly, emphasising how the system makes their lives easier, accessing payslips, requesting leave, updating details, rather than just benefiting HR. Provide comprehensive training through multiple formats, including live sessions, recorded videos, quick reference guides, and hands-on practice environments. Identify and train champions within each department who can provide peer support. Launch with high-impact, user-facing features that deliver immediate value.

Maintain momentum post-launch through regular communications that highlight features, share success stories, and gather feedback. Make support easily accessible through multiple channels and respond quickly to issues. Consider gamification or incentives for early adoption if appropriate for your culture.

Disclaimer

This article provides general information about HR software alternatives for Australian businesses and should not be considered professional advice tailored to your specific circumstances. Whilst we’ve made every effort to ensure accuracy using publicly available information current as of January 2026, software features, pricing, and capabilities change frequently. We recommend verifying all details directly with the providers during your evaluation.

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