Managing HR in Australia comes with its own set of challenges. From Fair Work compliance to superannuation and onboarding, the right HR platform makes all the difference.
Employment Hero is a popular choice, but it’s just one of many tools available to Aussie businesses today.
In this comprehensive guide, we’ll explore the top HR solutions available to Australian businesses, with a particular focus on platforms that understand the unique challenges of operating down under.
From all-in-one powerhouses to specialist tools, we’ll help you find the perfect fit for your organisation.
Why Consider Alternatives to Employment Hero?
Employment Hero has undoubtedly made its mark on the Australian HR landscape, but no single solution works for everyone.
Perhaps you’re finding the pricing structure doesn’t quite match your budget, or maybe you need more specific features that aren’t available.
Some businesses find the learning curve steep, while others want to explore what else is available before committing long-term.
The beauty of today’s HR software market is choice. Competition has driven innovation, meaning you’re not settling, you’re optimising.
The right HR platform should feel like it was built specifically for your business, not the other way around.
What to Look for in HR Software
Before we dive into specific alternatives, let’s talk about what matters when choosing HR software for your Australian business.
Compliance is Non-Negotiable
Your HR system needs to handle Australian workplace laws, Fair Work regulations, superannuation, and Single Touch Payroll. This isn’t negotiable; it’s the foundation upon which everything else builds.
User Experience Matters More Than You Think
If your team finds the software clunky or confusing, adoption rates plummet. The best HR software is intuitive enough that your employees want to use it.
Scalability Ensures Longevity
Today’s five-person startup could be next year’s fifty-person scale-up. Your HR software should grow with you, not hold you back.
Integration Capabilities Save Headaches
Your HR system doesn’t exist in isolation. It needs to play nicely with your accounting software, time-tracking tools, and whatever other systems keep your business running.
Support Quality Can Make or Break Your Experience
When something goes wrong at 4 PM on a Friday, you need responsive support that understands Australian business hours and regulations.
Top Employment Hero Alternatives for Australian Businesses
1. Sentrient: The Australian-Built Powerhouse
When it comes to understanding Australian businesses, Sentrient stands out as a genuinely local solution built by Aussies, for Aussies.
This isn’t some overseas platform with an Australian “bolt-on”; it’s designed from the ground up with Australian compliance, culture, and business practices at its core.
Sentrient offers a comprehensive Human Resource Management System that handles everything from recruitment and onboarding through to performance management and offboarding.
What makes it particularly appealing is that it consolidates multiple HR functions into a single cohesive platform, eliminating the need to juggle various tools.
The recruitment module streamlines your hiring process with an applicant tracking system that makes sense.
You can post jobs, track candidates, collaborate with hiring managers, and manage interviews all in one place.
The onboarding features ensure new starters have a smooth experience, with automated workflows that complete all necessary paperwork and training requirements. Performance management gets a serious upgrade with Sentrient.
he platform supports continuous feedback, goal setting, and structured performance reviews that help you develop your team rather than assess them once a year.
The learning management system integrates seamlessly, making professional development a natural part of your company culture rather than an afterthought. What really sets Sentrient apart is its Australian-specific compliance features.
The platform stays up to date with changing Fair Work regulations, handles the complexity of Modern Awards, and manages superannuation requirements without breaking a sweat.
It’s built by people who understand that Australian HR isn’t just international HR with different dates.
The reporting and analytics capabilities give you genuine insights into your workforce.
You’re not just collecting data, you’re understanding trends, identifying risks, and making informed decisions about your most important asset: your people.
Pricing is transparent and scalable, which is refreshing in an industry where “contact us for pricing” often means “prepare for sticker shock”.
Sentrient understands that Australian businesses need predictable costs and clear value propositions.
2. BambooHR: The User-Friendly Favourite
BambooHR has earned its reputation as one of the most user-friendly HR platforms available. If you’ve been traumatised by clunky enterprise software, BambooHR might restore your faith in HR technology.
The interface is clean, intuitive, and genuinely pleasant to use.
Employee self-service features mean your team can update their own information, request leave, and access documents without constantly bothering HR. The mobile app is genuinely functional, not just a token gesture toward mobility.
BambooHR handles core HR functions exceptionally well.
The applicant tracking system helps you manage recruitment efficiently, the onboarding workflows ensure consistent new-hire experiences, and the performance management tools support regular feedback and goal tracking.
However, there’s a catch for Australian businesses. BambooHR is a US-based platform, so you’ll need to evaluate its compliance capabilities in Australia carefully.
While it can be configured for Australian requirements, it may not offer the same depth of local compliance features as Australian-built alternatives.
3. Elmo Software: The Enterprise Contender
Elmo Software is an Australian company that’s been serving businesses here since 2002. They understand the local market intimately, which shows in their product design.
Elmo’s HR Core module handles the fundamentals of employee records, leave management, and compliance tracking.
Their strength lies in their modular approach, which allows you to add functionality as your needs grow.
You can start with core HR and progressively add performance management, learning management, recruitment, and expenses modules.
The platform handles Australian compliance requirements comprehensively, including Modern Awards, Fair Work regulations, and superannuation.
The reporting capabilities are robust, giving you the data you need for strategic workforce planning.
Elmo suits mid-to-large enterprises particularly well. If you’re a smaller business, you might find some features feel like overkill for your current needs, though the scalability means you won’t outgrow it quickly.
4. EnableHR: The Compliance Specialist
EnableHR takes a slightly different approach by putting compliance and workplace relations at the forefront.
If you’ve got complex industrial relations requirements or operate in heavily regulated industries, this might be your sweet spot.
The platform includes built-in HR advice and support, which is genuinely valuable when you’re navigating tricky workplace situations.
You’re not just getting software; you’re getting expertise baked into the system.
Document management is robust, with customisable templates for Australian workplace documents, policies, and procedures.
The case management features help you track and resolve workplace issues systematically, with full audit trails that protect your business.
Performance management and employee engagement tools round out the offering, though these aren’t as sophisticated as some specialist platforms in those areas.
5. BrightHR: The Accessible Option
BrightHR positions itself as HR software for small to medium-sized businesses that want professional capabilities without enterprise complexity or pricing.
The platform covers essential HR functions, including leave management, document storage, and absence tracking.
The mobile app lets employees clock in and out, request leave, and access essential documents on the go.
BrightHR offers 24/7 employment relations advice, particularly valuable for smaller businesses without in-house HR expertise.
When you’re dealing with a tricky termination or disciplinary matter at an awkward hour, having expert advice available provides real peace of mind.
The pricing is competitive, making it accessible to businesses stepping up from spreadsheets but not ready for enterprise-level investment.
6. Bob (HiBob): The Culture Champion
HiBob approaches HR from a people-first perspective, emphasising culture, engagement, and employee experience alongside traditional HR functions.
The platform feels modern and social, almost like a professional social network for your company. The interface encourages interaction, recognition, and connection between team members.
If building company culture is a priority, Bob’s design philosophy aligns with that goal.
Core HR capabilities include onboarding, performance management, compensation management, and time off tracking.
The analytics dashboard provides insights into workforce trends, turnover risks, and engagement levels.
Bob works well for companies with distributed teams or those prioritising a remote work culture. The platform facilitates communication and connection regardless of physical location.
As with some international platforms, you’ll want to verify Australian compliance capabilities thoroughly before committing.
7. Sage HR: The Established Alternative
Sage is a well-established name in business software, and their HR offering brings that legacy of reliability to people management.
Sage HR covers recruitment, onboarding, performance tracking, and leave management. The shift scheduling features are handy for businesses with complex rostering requirements.
Integration with Sage’s accounting and payroll products is seamless, which is valuable if you’re already in the Sage ecosystem.
The reporting capabilities leverage Sage’s data analytics expertise to provide meaningful workforce insights.
The platform suits businesses that value established providers with proven track records and comprehensive support networks.
8. HappyHR: The Positive People Platform
HappyHR lives up to its name by focusing on creating positive employee experiences while handling the practical aspects of HR management.
The platform combines core HR functions with employee engagement tools, pulse surveys, and recognition features.
The idea is that HR software shouldn’t just manage people, it should help create workplaces where people want to work.
Leave management, performance reviews, and document management handle the essentials, while the engagement features help you build culture and connection.
HappyHR is Australian-owned and designed for the local market, as evidenced by its approach to compliance and regulatory requirements.
9. BreatheHR: The SME Specialist
BreatheHR targets small- to medium-sized enterprises with straightforward HR needs and limited budgets for complex systems.
The platform simplifies employee records, leave tracking, and performance management. The interface is clean and uncluttered, making it easy for non-HR specialists to manage effectively.
Holiday tracking includes automatic calculations for accruals and carryovers. The document management system centralises policies, contracts, and employee files securely.
BreatheHR is UK-based, so Australian businesses should carefully evaluate local compliance capabilities and ensure the platform meets specific regulatory requirements.
10. WorkIT: The Flexible Workforce Solution
WorkIT specialises in workforce management for businesses with complex scheduling needs, particularly in retail, hospitality, and healthcare sectors.
Rostering and time tracking are the platform’s strengths. The system handles complex Award interpretation, automatically calculating penalty rates, overtime, and allowances in accordance with Modern Awards.
Leave management integrates with rostering, so you can see how absences affect shift coverage in real time. The mobile app lets employees swap shifts, check rosters, and clock in/out seamlessly.
For businesses where scheduling complexity is a significant headache, WorkIT offers purpose-built solutions that general HR platforms often struggle with.
11. Rippling: The All-in-One Ambitious Platform
Rippling takes an ambitious approach by combining HR, IT, and finance management into a single platform.
If you want to manage not just employee data but also their devices, apps, and access permissions, Rippling’s integrated approach is compelling.
The HR module handles standard functions, such as onboarding, benefits, time tracking, and performance management.
Where Rippling shines is the automation possibilities across different business systems.
However, Rippling is US-centric, so Australian businesses need to evaluate their compliance capabilities carefully. The platform’s strength is breadth rather than deep local expertise.
12. Breezy HR: The Recruitment-First Platform
Breezy HR approaches HR from a recruitment-focused perspective. If hiring is your biggest challenge,
Breezy’s applicant tracking and recruitment marketing features are industry-leading.
The platform helps you create compelling job ads, distribute them across multiple channels, manage candidate pipelines, and collaborate with hiring teams.
Video interviewing, automated screening, and candidate messaging streamline the recruitment process.
Once employees are hired, Breezy offers onboarding workflows and basic HR functions, though they aren’t as comprehensive as those of dedicated HRMS platforms.
Breezy works well as a specialist recruitment tool or for businesses where hiring is the primary HR challenge.
13. Wageloch: The Payroll-Connected Solution
Wageloch is an Australian payroll and HR software that emphasises the connection between people management and pay processing.
The HR module handles employee records, leave management, and rostering. The tight integration with payroll ensures seamless data flow between systems, reducing errors and duplication.
Wageloch understands the complexities of Australian payroll, including superannuation, tax file declarations, and Single Touch Payroll reporting.
For businesses that want HR and payroll tightly integrated from a single provider, this approach has clear advantages.
14. Citation HR: The Support-Heavy Option
Citation combines HR software with comprehensive HR consulting and support services. You’re not just buying software; you’re buying ongoing expertise.
The platform includes policy and document management, employee records, and compliance tracking.
What differentiates Citation is the access to HR advisors who can help with complex situations, investigations, and strategic planning.
This approach suits businesses that want technology supported by human expertise, particularly if you don’t have internal HR specialists.
How to Choose the Right Alternative
Selecting HR software isn’t a one-size-fits-all proposition. Your perfect platform depends on your specific circumstances, priorities, and constraints.
Start with Your Must-Haves
What problems are you trying to solve? If recruitment is your biggest headache, prioritise platforms with strong ATS capabilities.
If compliance keeps you up at night, focus on solutions with robust Australian regulatory features.
Consider Your Growth Trajectory
Where will your business be in two years? Five years? Choose software that won’t become a constraint when you scale.
Evaluate Total Cost Realistically
The subscription fee is just the beginning. Factor in implementation costs, training time, potential consultant fees, and integration expenses. Sometimes a higher monthly fee delivers better overall value.
Test Thoroughly Before Committing
Most platforms offer free trials or demos. Use them. Get your actual team members involved; they’re the ones who’ll use the system daily.
Check References
Speak to businesses like yours that use the platform. Ask about implementation experiences, support quality, and whether they’d choose the same solution again.
Understand the Contract Terms
What’s the minimum commitment? How does pricing change as you grow? What happens to your data if you leave?
The Implementation Reality Check
Even the best HR software won’t transform your business overnight. Implementation takes time, effort, and commitment.
Plan for data migration carefully. Cleaning up employee records before moving them to a new system prevents importing problems you’ll regret later.
Invest in training properly. Your team needs to understand not just how to use the software, but why specific processes matter. Good training creates advocates; poor training creates resistance.
Start with core functionality before adding bells and whistles. Get the basics working smoothly, then progressively introduce advanced features.
Appoint internal champions who can support colleagues and provide feedback to improve how you’re using the platform.
Australian Compliance Considerations
Any HR platform you choose must fully comply with Australian regulatory requirements. This isn’t optional; it’s the foundation of legitimate operation.
Fair Work compliance includes handling Modern Awards, enterprise agreements, minimum wage rates, and penalty rate calculations. Your system should make compliance easier, not create new risks.
Superannuation management must accurately handle contributions, fund changes, and reporting obligations. Mistakes here have serious financial and legal consequences.
Single Touch Payroll reporting needs to be seamless and reliable. Your HR and payroll systems must communicate effectively to meet reporting obligations.
Privacy and data security matter enormously. Employee data is sensitive, and you’re responsible for protecting it. Ensure any platform meets Australian privacy standards and stores data securely.
Record-keeping requirements vary by award and regulation. Your system should make it easy to maintain the required records for the legally mandated periods.
Integration Ecosystem – Your HR software doesn’t exist in isolation. Consider how it connects with your existing technology stack.
Accounting software integration reduces duplication and errors between HR and finance systems. If you’re using Xero, MYOB, or similar platforms, check integration capabilities.
Time-tracking tools should integrate seamlessly with HR and payroll systems. Manual data transfer between systems creates opportunities for errors and wastes time.
Communication platforms like Microsoft Teams or Slack can integrate with HR software to deliver notifications, approvals, and updates where your team already works.
Recruitment platforms might need to connect with your broader HRIS. If you use specialist recruitment tools, verify that they can exchange data with your chosen HR system.
The Mobile Experience
We’re well past the point where mobile access is a nice-to-have. Your team expects to manage HR tasks on their phones, and your HR platform should provide that capability.
Good mobile experiences aren’t just shrunk-down desktop versions. They’re designed specifically for mobile use, with appropriate features and streamlined workflows.
Employees should be able to request leave, access payslips, update personal details, and complete onboarding tasks from their phones.
Managers need to approve requests, access team information, and manage basic workflows on their mobile.
The quality of mobile apps varies enormously between platforms. Test the mobile experience specifically during your evaluation, don’t assume it’ll be adequate just because a mobile app exists.
Security and Data Protection
Employee data is among your most sensitive business information. The HR platform you choose must treat security as seriously as you do.
Look for platforms with robust security certifications, regular security audits, and clear data protection policies.
Understand where your data is stored. Some businesses prefer Australian data storage for regulatory or preference reasons.
Multi-factor authentication should be standard, not optional. Role-based access controls ensure people only see information relevant to their role.
Backup and disaster recovery processes matter. What happens if something goes wrong? How quickly can data be restored?
Regular security updates and proactive vulnerability management demonstrate that a platform takes security seriously rather than just talking about it.
Support and Training Resources
When things go wrong, and eventually, something always does, responsive, knowledgeable support makes all the difference.
Australian-hours support matters if you’re running an Australian business. Waiting 12 hours for a response because support is based in a different time zone creates frustration and delays.
Multiple support channels provide flexibility. Sometimes you need a quick chat; other times, detailed email documentation works better. Phone support remains valuable for complex issues.
Self-service resources, including comprehensive documentation, video tutorials, and active user communities, reduce dependency on formal support while helping teams become more self-sufficient.
Training resources should cover both initial implementation and ongoing skill development. As team members change and features evolve, accessible training materials maintain system effectiveness.
Making Your Decision
Choosing HR software is a significant decision that affects your business operations, employee experience, and compliance standing. There’s no universally correct answer; the right platform depends entirely on your unique circumstances.
Take time to evaluate your options properly. Thoroughly involve stakeholders from across your business in testing platforms with realistic scenarios. Check references and speak with companies like yours.
Remember that HR software is a tool, not a solution. The best platform won’t fix broken processes or create culture; it’ll enable and support the good work you’re already doing while making administrative tasks more efficient.
For Australian businesses seeking a comprehensive, locally developed solution with robust compliance features and scalable capabilities, Sentrient deserves serious consideration.
Its Australian origins mean it understands the specific challenges and regulatory requirements our businesses face.
Whatever you choose, ensure it aligns with your values, supports your growth, and makes your team’s lives easier rather than more complicated.
The right HR software should feel like it was built for your business because, in a way, it was.
Frequently Asked Questions
1. What is the best alternative to Employment Hero for small businesses in Australia?
For small Australian businesses, Sentrient offers excellent value with comprehensive local compliance features and scalable pricing. BrightHR is another strong option if you need affordable software with built-in HR advice.
The “best” choice depends on your specific needs. Sentrient excels if you want Australian-built sophistication, while BrightHR works well for businesses wanting simplicity with expert support.
2. How much does HR software typically cost for Australian businesses?
HR software pricing for Australian businesses typically ranges from $5-15 per employee per month for basic platforms to $15-30+ per employee per month for comprehensive systems.
Some providers charge flat monthly fees instead of per-employee pricing. Always clarify what’s included; some platforms charge extra for modules, support, or implementation. Total cost of ownership includes not just subscription fees but also setup, training, and integration expenses.
3. Can these HR platforms handle Australian Modern Awards and Fair Work compliance?
Australian-built platforms like Sentrient, Elmo, EnableHR, and WorkIT are specifically designed to handle Modern Awards and Fair Work compliance. International platforms vary significantly in their Australian compliance capabilities; some offer robust local features, while others provide basic functionality that may require manual oversight. Always verify specific compliance capabilities during evaluation, particularly for Award interpretation, penalty rates, and leave accrual calculations relevant to your industry.
4. Do I need separate payroll software, or can HR platforms handle both payroll and HR?
This depends on the platform. Some HR solutions, such as Wageloch and Sage, offer integrated payroll, handling both HR and payroll processing in a single system. Others focus purely on HR and require integration with separate payroll software.
Integrated solutions reduce duplication but may not suit businesses with complex payroll requirements. Many Australian businesses use specialist payroll software alongside HR platforms, connecting them through integrations to maintain data consistency.
5. How long does it typically take to implement new HR software?
Implementation timeframes vary based on business size, data quality, and complexity. Small businesses with clean data might implement basic HR software in 2-4 weeks. Medium businesses typically need 6-12 weeks for comprehensive implementation.
Large enterprises or complex deployments can take 3-6 months. Key factors affecting the timeline include data migration quality, integration requirements, customisation needs, and team training. Don’t rush implementation; thorough setup prevents problems later.
6. What happens to my data if I decide to switch HR platforms?
Reputable HR platforms allow you to export your data, typically in CSV or similar formats. The comprehensiveness of data export varies between platforms; some provide complete data dumps, while others limit what you can extract.
Before committing to any platform, clarify data ownership, export capabilities, and any associated data extraction costs. You should always own your data and be able to retrieve it in its entirety if you change providers.
7. Are cloud-based HR systems secure for sensitive employee information?
Modern cloud-based HR systems typically offer enterprise-grade security that exceeds what most businesses can implement on-premises. Look for platforms with ISO 27001 certification, SOC 2 compliance, and regular third-party security audits.
Encryption in transit and at rest should be standard. Australian data residency may matter for some organisations. Cloud security has matured significantly when appropriately implemented; cloud platforms are generally more secure than local alternatives.
8. Can HR software integrate with our existing accounting system?
Most modern HR platforms offer integrations with popular accounting software like Xero, MYOB, and QuickBooks. Integration depth varies; some provide real-time synchronisation while others use scheduled data transfers.
Verify specific integration capabilities with your accounting platform before committing. Some integrations are native, while others require third-party middleware such as Zapier. The quality of integrations significantly impacts workflow efficiency and data accuracy.
Disclaimer
This blog post provides general information about HR software alternatives available to Australian businesses and should not be considered professional HR, legal, or financial advice. While we’ve made every effort to ensure accuracy at the time of writing, HR software features, pricing, and capabilities change frequently.
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