8 best all-in-one HR and payroll software for Australian businesses

An increasing number of Australian businesses are choosing all‑in‑one platforms that can handle everything.

This includes managing hiring, time, pay, employees, and records. 

There's no shortage of combined HR and payroll software solutions out there, though. So, choosing the right one is half the battle.

We're here to help with a list of the best all-in-one HR and payroll software for Australian businesses in 2025. We also throw in some hot tips to help you make the right choice.

What is all-in-one HR and payroll software? 

An all‑in‑one HR and payroll platform merges every people task into one, usually cloud-based, system. A good combined all-in-one software connects seamlessly. You can add a new hire once and have their details flow from one HR function to the next. For instance, from the signed offer letter to onboarding, timesheets, payroll, leave, and off‑boarding. That same record powers rosters, performance notes, and compliance alerts.

Using a system like this can mean no exports, no double‑handling, no fumbles between HR and finance, and far fewer compliance worries. HR and payroll teams can work off the exact same live data. Leaders can access real‑time reports on headcount costs. And staff can receive payslips, request leave, and update their details without HR intervention.

For busy Aussie businesses, faster admin, smarter spending, and less Fair Work and ATO stress are pure gold.

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8 best combined HR and payroll software for Aussie businesses

1. Rippling

⭐4.9

Rippling is everything you need for workforce management. It’s neatly tied into a single, innovative platform, completely scalable, and suitable for all business sizes. Tech, retail, healthcare, and hospitality companies (to name a few) run with it. This is because the platform bends to complex org charts, casual rosters, and strict award rules. You set smart triggers once and Rippling picks up the grunt work. This includes everything from onboarding checklists to super calculations, right‑to‑work checks, device provisioning, and off‑boarding tasks, which all fire on cue.

It also marries deep HR data with fast payroll. Pay runs take minutes. They're fully compliant with Australian payroll laws and can scale to 100+ countries if you decide to expand beyond Australian borders. Rich dashboards track things like headcount and overtime in real time. The interface feels like consumer tech rather than bulky enterprise software. And with 600+ integrations, it can slot right into your existing stack. Fast and reliable local support is available, with global teams on standby around the clock, too.

Key features

• Rippling runs tailored AU payroll including Modern Award interpretation, PAYG, STP reporting, and super. It runs global payroll from the same engine.

• The Human Capital Management (HCM) module takes care of hiring, onboarding, time tracking, leave, and performance in one record.

• A workflow builder lets you put any people task on autopilot with point‑and‑click logic.

• Unified analytics give you a clear overview of live headcount cost, turnover, and pay variance.

• Rippling's LMS connects course completion to pay and compliance.

• The mobile app gives your team instant access to everything they need, and on the go.

• The system's device management can ship, secure, and reclaim every employee laptop.

Strengths

✅One system, three pillars: Rippling rolls HR, payroll, and IT into a single platform that scales alongside you, here and offshore. Your admin load can stay flat even as your headcount climbs.

✅Built-in automation: Point‑and‑click workflows manage just about anything without you needing any spreadsheet hacks up your sleeve. You set the rules once. The platform runs them forever.

✅In-depth analytics: Live dashboards show what matters most in real time. The answers you need are at your fingertips with no need to wait for exported reports.

'What really sets Rippling apart is its comprehensive tech stack that simplifies complex workflows and puts the user first. No more switching between platforms or chasing down information. Their all-in-one approach brings clarity and ease to what used to be chaos. Rippling is a no-nonsense, progressive service that’s clearly built for the 21st century. Forward-thinking, seamless, and seriously impressive, I'm curious to see where the next year will take them!' - Carly S, HR Generalist

2. Deel

⭐4.8

Deel started as an employer‑of‑record (EOR) service. It now wraps contractor payments, global payroll, and light HR into one web app. Its focus is typically on start‑ups through to mid‑market firms that hire far and wide and prioritise a quick path into new countries. Deel's built‑in contract templates, in‑app visa support, and multi‑currency pay runs can appeal to industries with heavily distributed teams. For instance, SaaS, design, and professional services.

Deel's payroll function handles PAYG withholding, super, and STP reports. The platform's automation covers contract generation, invoicing, and bulk payments. Its dashboards track spend by country and worker type. The interface is relatively simple and integrations enable you to connect to tools like Xero, QuickBooks, and Slack. Deel's customer support runs 24/7 via chat.

Key features

• Deel offers global EOR coverage in 100+ countries. It also has a contractor engine that pays in 150+ currencies.

• Its Australian payroll module files PAYG, super, and STP through Deel’s local entity.

• Deel's guided onboarding collects right‑to‑work docs, e‑signs contracts, and adds workers to payroll.

• The platform has built‑in time‑off tracking with holiday calendars sitting alongside basic employee records.

• Workforce dashboards offer live headcount, labour costs, and pending compliance tasks.

Strengths

✅Fast market entry: You can hire workers in new countries without setting up local entities. Guided onboarding keeps admin light.

✅Contractor focus: Deel can pay contractors in 150+ currencies and handle invoices and tax forms in one place.

'I’ve been using Deel for several years now and overall, I’m extremely satisfied with their service. The platform is user-friendly, efficient, and has significantly simplified global payroll and compliance.' - Svjetlana, Quality Assurance Manager

Weaknesses

❌HR suite still maturing: Deel Engage now covers performance and training. However, rostering and deep workforce planning still sit outside the core product.

❌Award coverage gaps: While Deel handles Australian payroll, it doesn't interpret Modern Awards. Setting up rules for these may require manual setup or expert help beyond the default settings.

❌Smaller integration library: Deel offers fewer out‑of‑the‑box connections than other providers on this list. This can mean added manual steps or data exports for niche tools.

'The platform's customer service can also be slow to respond to enquiries or issues, which can be frustrating for users. Overall, while Deel offers convenience, there are some drawbacks that can impact the overall user experience.' - Michael, BD Associate

3. Bamboo HR

⭐4.6

BambooHR is an HR‑first platform aimed at small and mid‑sized companies. Most teams use it for core HR tasks, such as employee records, onboarding, performance reviews, and leave tracking. While BambooHR includes a native payroll engine, it's geared towards the US. Because of this, Australian businesses often pair BambooHR with a separate payroll tool that can better handle local payroll requirements.

Automation covers offer letters, onboarding checklists, and reminders for reviews and pay changes. Admins get template‑driven reports on headcount, turnover, and leave balances. Most reports indicate that the interface is clean and mobile‑friendly. The platform also offers a marketplace of integrations for tools like KeyPay, Xero, Slack, and Microsoft Teams. BambooHR's customer support is available via phone and email, though only during US business hours.

Key features

• BambooHR offers an employee database, org chart, and self‑service portal.

• Built‑into the platform are e‑signature capabilities, policy acknowledgements, and document storage.

• The system's onboarding workflows assign tasks to IT and finance.

• BambooHR's performance management module can schedule reviews, gather peer feedback, and log goals.

• The platform also has time‑off tracking, which enables staff to request leave, see balances, and route approvals to managers.

Strengths

✅User‑friendly HR hub: Admins and employees generally pick it up quickly.

✅Integration marketplace: Pre‑built connectors link BambooHR to payroll tools like KeyPay or CloudPayroll, plus finance and comms apps.

'Implementation was smooth. Adoption rate is 99% and all of our staff have enjoyed the software and capabilities to manage their own information. Performance reviews were never a breeze, but I got all reviews done within 3 months - which would normally take about 10 months, with constant pushback from my managers.' - Diane, HR Manager

Weaknesses

❌No native AU payroll: If you wish to fully automate local payroll, you'll need a separate payroll system.

❌Limited award support: The platform doesn't interpret Modern Awards.

❌Support time‑zone gap: Customer support operates in US time. This can mean delays in resolving issues.

'Bamboo HR lacked a lot of features that we needed as we started scaling. We moved to Rippling due to a number of limitations with the Bamboo platform like password management, a stronger ATS etc so we could vertically consolidate our stack under one platform.' - Lucian, Head of GTM

4. Elmo

⭐4.5

ELMO is an Australian‑born platform that wraps HR, payroll, and learning into one cloud suite. It enables you to manage employee data, onboard new hires, run payroll, and deliver training from a single login. The system's payroll function manages award calculations, STP reporting, and super payments. It can be a potential fit for mid-sized to large businesses in industries with mixed rosters. For instance, healthcare, education, and local government.

Automation covers offer letters, onboarding tasks, pay‑run scheduling, and learning reminders. HR and payroll data flow into built‑in analytics. The front end is generally easy to navigate. But some say the initial setup and the admin screens lack clarity. Users can navigate through a modular dashboard, and open APIs link ELMO to tools such as Xero, Microsoft Teams, and MYOB Advanced. Phone and email support run out of Sydney, Auckland, and Manila during local business hours.

Key features

• ELMO offers STP‑compliant payroll with automatic award interpretation, tax, and super calculations.

• The platform's HR Core stores employee records, documents, org charts, and self‑service updates.

• ELMO's onboarding flows collect Tax File Numbers (TFNs), super choices, and policy acknowledgements digitally.

• Its LMS assigns courses, tracks completion, and links results to compliance reports.

• The platform's analytics module presents live metrics on turnover, absenteeism, and payroll costs.

Strengths

✅Local compliance focus: ELMO’s payroll engine is built for Australian legislation.

✅Modular depth: HR, payroll, learning, performance, and survey modules are all inside the same interface. Data can flow without exports.

'Centralised HR Platform where we can design, manage and report on the three critical people stages for us in our business, which are Recruitment, Onboarding and Learning.' - Frank, L&D Manager

Weaknesses

❌Limited global payroll: If you're hiring outside of Australia or New Zealand, you will need a separate solution.

❌Pricing clarity. Firm quotes are hard to obtain up front. Final costs can be unclear until after extensive scoping.

❌Interface learning curve: Some users report the UI feels busy. Configuration may take time without engaging professional services.

'Takes some time to get used to how to use the program. Can be difficult to get pricing indications.' - Troy, L&D

5. Employment Hero

⭐4.4

Employment Hero is a Sydney‑based platform. It combines cloud HR, payroll (via its KeyPay engine), recruitment, and employee benefits in one system. It generally targets small to mid‑sized businesses across Australia, New Zealand, and the UK. Employment Hero's main HR modules cover employee files, leave, policies, and performance reviews. Its built‑in payroll engine takes care of Modern Award interpretation, STP reporting, superannuation, and pay‑slip delivery. The interface is generally well-structured and easy to navigate.

Employment Hero also has a 'Global Teams' service for EOR hiring in several countries. Automation includes paperless onboarding, timesheet approvals, and pay‑run scheduling. Its dashboard widgets track pending tasks and leave balances. And it also has a mobile app that lets staff submit timesheets and expenses. Integrations link Employment Hero to systems like Xero, MYOB, QuickBooks Online, and NetSuite. Employment Hero supports its customers via email tickets and live chat during Australian business hours.

Key features

• Employment Hero offers STP‑compliant payroll with automatic award interpretation and super payments.

• Its digital onboarding workflow collects TFNs, super choices, and bank details. It pushes this data straight to payroll.

• The platform's ATS posts jobs to SEEK and LinkedIn. It then funnels candidates into the HR module.

• Its performance review cycles collect feedback, set goals, and record one‑on‑one notes.

• Employment here has an employee benefits marketplace. It offers perks like salary‑sacrificed novated leasing, discount programs, and wellness content.

Strengths

✅Local compliance coverage: The systems payroll engine keeps payroll processing fully automated. It keeps up with award rate changes, STP, and super rules without manual uploads.

✅Perks built in: Benefits and wellness content sit alongside HR and payroll.

'Generally, the system and team are great. There are some instances when I have needed an urgent reply to an email, but it has taken a couple weeks for a response to come through, though. Both the HR and payroll systems are easy to navigate and talk to each other, which is great!' - Catherine, Logistics & Supply Chain

Weaknesses

❌Reporting limitations: Custom reports can be limited. This may result in needing to export data to spreadsheets for deeper analysis.

❌Mobile-app gaps: The mobile app can be buggy and sometimes lag a bit.

❌Slow customer service: Many reviewers report long response times and ticket delays. This is especially apparent during peak periods.

'It is lengthy and difficult to set up, the customer service team takes an average of 3 days to get back to you with answers to any questions you might have, the rostering system is clunky, the app doesn't work for staff, managers can't update rosters via the app and need to log on to a desktop.' - Bonnie, Retail

6. Workday

⭐4.4

Workday is an enterprise‑grade HCM suite with a focus on large organisations often across sectors like finance, mining, and higher education. Core modules cover HR, talent, finance, and analytics inside one cloud platform. It handles pay runs for Australia through Workday Global Payroll Cloud. This system integrates with certified partners such as Ascender and ADP to manage tax, super, and STP filings. Local employee data still sits in Workday HCM, though. So, records flow out to the partner payroll engine each cycle.

Automation covers position management, onboarding, compensation changes, and organisation‑wide workflows with conditional logic. Workday’s in‑memory analytics deliver real‑time dashboards on headcount, cost, and workforce planning. It has configurable security controls that limit who can see what. The interface can be a little complex. It uses a tile layout on web and mobile apps. Workday Extend enables developers to build custom apps on the same platform. There's a customer portal, community forums, and 24/7 phone assistance for critical issues.

Key features

• Global Payroll Cloud connectors push validated Australian employee data to certified payroll partners.

• Workday's core HCM manages job profiles, positions, and organisational charts with self‑service updates.

• The platform's recruiting and talent modules manage job requisitions, candidate pipelines, and succession planning.

• Adaptive insights (Workday Adaptive Planning) models workforce cost scenarios and forecasts in real time.

• Workday's mobile app enables staff to view payslips, request leave, and update personal details.

Strengths

✅Enterprise depth: Workday combines HCM, finance, and planning in one database. It gives large firms a single source of truth for workforce and cost data.

✅Configurable workflows: You can tailor approval chains, business processes, and security roles without coding.

'My experience with Workday HCM has been very positive! It is comprehensive enough to meet the majority of my HR team and I’s needs .' - Jed, Legal Services

Weaknesses

❌Partner‑dependent payroll: Native payroll covers only a few countries. Aussie pay runs rely on third‑party connectors, adding vendor management and extra fees.

❌High implementation cost: Deployments often run 6–18 months and require certified partners. This can be costly for change management and data migration.

❌Steep learning curve: The UI and configuration options can feel complex without ongoing training.

'The User Experience. It's very clunky and hard to navigate. As a user, there was difficulty even accessing the platform at points, which created uncertainty and frustrations. Depending on your need, if you use this platform for things like performance reviews, and benefits enrolment, it works well, but as a UI, is inferior to other companies/HCM management systems that allow for a more friendly experience.' - Nolan, Real Estate

7. ADP Workforce Now

⭐4.4

ADP Workforce Now is part of ADP’s mid‑market suite. It connects to ADP’s local payroll platform to deliver HR, time tracking, and pay in one cloud system. It typically suits businesses with roughly 50 to 1,000 staff that need award‑level, Australian payroll compliance, timekeeping, and workforce reporting without building custom integrations.

HR modules cover personnel files, onboarding, leave, and performance notes. ADP's Workforce Management tracks rosters and timesheets with award and penalty rate interpretation. Staff can view payslips, submit leave, and clock in via web or mobile. The platform's reports span gross wages, headcount, and leave liability. You can export data to Excel or push it to business intelligence (BI) tools through APIs. ADP Workforce Now provides phone and email support from Sydney and Melbourne during business hours. It also has a 24/7 emergency payroll help line.

Key features

• The platform's Australian payroll engine takes care of PAYG tax, super, and STP filing.

• Its time and attendance feature records hours and applies award rules. It feeds approved data straight to payroll.

• An employee and manager self‑service portal caters to payslips, leave requests, and roster views.

• ADP Workforce Now has an 'onboarding wizard' that collects TFN, bank, and super details.

• The system's analytics dashboards show labour cost, overtime, and leave liability. This data is exportable to CSV or Excel.

Strengths

✅Payroll heritage: ADP has been processing Australian wages for more than 35 years.

✅Scalable compliance: The software's built‑in award libraries and STP automation reduce manual adjustments as headcount grows.

'Comprehensive tools to help, from on-boarding to payroll, reviews, and termination.' - Brenda, CFO

Weaknesses

❌Legacy feel: The interface is a bit dated and navigation can be slow compared with newer cloud platforms.

❌Custom reports cost extra: Advanced report building often requires paid ADP Professional Services.

❌Mobile app limitations: The mobile app lacks some desktop features, such as bulk roster edits and detailed analytics.

'What I liked least is that some areas of the platform can feel a bit clunky or overwhelming, especially for first-time users. Certain customisations also require more support from ADP than expected.' - Allie, Scheduling Coordinator

8. SAP SuccessFactors

⭐4.0

SAP SuccessFactors is an enterprise Human Experience Management (HXM) suite. Its focus is usually on large, often global, organisations across sectors like government, utilities, and resources. Core modules cover Employee Central (HR), recruiting, performance, learning, and analytics. Payroll for Australia runs through Employee Central Payroll.

Most companies deploy SuccessFactors alongside SAP S/4HANA or other SAP finance systems, so HR, payroll, and cost data stay in the same ecosystem. Certified partners typically lead implementations, which can take 9–18 months. Upon completion, the platform can offer a single system for global HR processes, local payroll compliance, and detailed workforce analytics. End users generally find self‑service tasks straightforward, but admin screens look quite dated and require training to navigate. Customer support runs through the SAP portal and phone hotlines. Response times are generally tied to your support plan.

Key features

• Employee Central holds AU‑localised employee records, org charts, and self‑service updates.

• The payroll function can handle PAYG withholding, super, leave accruals, and STP reporting.

• SuccessFactors Time Tracking manages rosters, hours, and leave requests.

• Its integration centre and open APIs connect the platform to SAP S/4HANA, Concur, and other third‑party apps.

• SuccessFactors offers real‑time metrics on headcount, turnover, and labour cost.

Strengths

✅End‑to‑end SAP stack: HR, payroll, finance, and analytics run on the same platform.

✅Certified AU payroll: Employee Central Payroll includes local tax, super, and STP requirements. SAP updates them after every legislative change.

'For a Core HRIS, it's a solid system. A little complicated in use, but core HRIS data is well structured and reportable.' - Verified LinkedIn Reviews, Mining & Metals

Weaknesses

❌Long, costly implementation: Deployments often need a year or more with partner consulting fees that add up quickly.

❌Complex user experience: Navigation can feel dated. Some screens also load slowly compared with newer SaaS tools.

❌Award configuration gaps: Modern Award and enterprise agreement rules aren't pre‑built. You'll need to configure them manually or via partner services.

'There are certain complexities to the program that aren't easy for the newest person or even a more experienced person to navigate. Albeit is comprehensive, the format is a bit archaic, as it is a lot like MsDOS in functionality. I personally didn't enjoy using this software.' - Garnet, Computer and Network Security

Pick any individual product suite you need, or unite them all to accelerate your entire operation.

See Rippling

Why integrated HR and payroll beats using separate systems

Running HR in one app and payroll in another probably feels harmless. That's until someone forgets to update a pay rate in both places. Even the smallest of slips like that can snowball into underpayments, Fair Work problems, and disgruntled staff. When HR and payroll sit in a single database, you can expect the following benefits:

• Fewer errors: You only need to enter a new hire's information once. Their TFN, super choice, and award rate feed rosters, timesheets, and automated payroll.

• Time savings: HR teams burn hours running after missing leave forms and battling manual timesheets. With one platform, those records live in the same place as pay runs. All you really need to do is click 'approve'.

• A better employee experience: Staff can log in, swap a shift, check their leave, or download a payslip in seconds. They can stop drowning HR in questions because the answers they seek sit in their pocket.

• Easier compliance: The best combined HR and payroll systems bake in Fair Work, Modern Awards, ATO tax tables, STP rules, and super thresholds. These platforms can flag issues before you hit 'submit'.

How to choose the right HR and payroll software for your business

Finding a provider with a flash website is easy. Picking a system that still fits after you hire 200 more people is where it gets tricky. Here's a seven‑step gut check to help you sort the contenders:

1. Lock in Australian compliance: Confirm the software provider is all over Modern Awards, ATO tax scales, STP, and super. The phrase you’re hunting for is full 'automated payroll management'. So lodgements, updates, and error handling, not just calculations.

2. Match HR depth to daily needs: Map every single employee management task you run today. For instance, onboarding, rosters, performance, and terminations. Then tick them off against the feature list and note which bits will still need a spreadsheet.

3. Measure automation for your team: Ask the vendor to show you exactly how many clicks an HR professional needs to add a new hire, approve leave, and run payroll. The fewer manual steps, the more hours you get back.

4. Probe implementation and onboarding: Get a clear timeline, fee schedule, and who owns data migration. If you can, talk to a customer who went live in the past six months.

5. Stress‑test scalability: If you plan to open a warehouse in Perth or a sales office in Singapore, make sure the system can grow with you. If extra headcount, entities, or currencies break the system, consider it a red flag.

6. Check integrations with the tools you already love: From finance to identity, rostering, and BI, whatever you rely on today should plug in. And without custom code.

7. Read unfiltered reviews: Filter by company size and industry to see what everyday users praise or roast. You'll notice patterns in those comments that can point to hidden strengths or deal‑breakers.

Rippling: Your complete HR and payroll solution

In an ocean of HR software, consider Rippling the only operating system you'll ever need for your people. One login covers the entire employee lifecycle. You can hire, onboard, pay, manage devices, and off‑board without touching a spreadsheet or needing bulky add‑ons.

Built for Australia, ready for the world

Rippling’s payroll engine handles Australian payroll, including Modern Awards, out of the box. Need to pay staff in Singapore next quarter? Just 'switch on' global payroll capabilities and add them to the same pay run. One process, one ledger, one audit trail.

Automation that wipes out busy work

You set a trigger like 'new Sales Rep in Victoria.' Rippling then spins up an employment contract, lodges their TFN, ships a MacBook, and adds them to the sales Slack channel. And it does it all in under two minutes. Workflows run on point‑and‑click rules, so you can say goodbye to IT tickets or custom code.

Data where it counts

HR, payroll, and IT live on the same record. So, analytics land in real time. CFOs love the clean feed into Xero, Netsuite, or Power BI. And HR teams love seeing engagement survey scores next to turnover risk in one view.

Scales without stress

Rippling works as well for a café with ten casuals as it does for an ASX‑listed group hiring in five countries. You can add entities, awards, or currencies without ever re‑implementing. Local experts in Sydney back you during setup. And 24/7 global support jumps in if something crops up outside business hours.

How we came up with the best combined HR and payroll solutions

We’ve tried out some of these all-in-one HR and payroll systems ourselves and also set them up for clients. We've experienced how they perform when it comes to managing HR and payroll tasks for Aussie businesses. To create this list of top providers, we compared Google and LinkedIn search data to see which products HR leaders hunt for. We sifted through over 300 real user reviews. We also double-checked 2025 release notes to make sure every feature we note is live today.

None of the vendors paid to be in this article. Rippling comes out on top because it’s the only option that bundles HR, payroll, and IT into one automated stack. We revisit this guide twice a year, reshuffling the order and adding or dropping platforms when real‑world feedback shifts.

All-in-one HR and payroll software FAQs

What’s the difference between payroll software and all-in-one HR and payroll software?

Payroll only tools typically offer automated payroll. They crunch wage numbers, calculate tax and super, and generate payslips. That's usually where it ends. An all‑in‑one platform folds every people task around that pay run into the same system. This is usually everything from hiring forms to onboarding checklists, leave, rosters, performance notes, and exit paperwork.

What features should I prioritise in HR and payroll software?

• Automated wage calculations that keep pay rates accurate, even when awards change.

• Robust payroll reporting for real‑time visibility on cost, overtime, and leave liability.

• Talent management tools (reviews, goals, learning) linked to each employee record so growth conversations stay in one place.

• Smart onboarding and IT provisioning that sets up contracts, logins, and devices the moment you click 'hire.'

• Airtight data security to safeguard TFNs, passport scans, and every other bit of sensitive employee information.

How do I stay compliant with ATO and Fair Work requirements using payroll software?

Use a payroll solution that bakes the rules in instead of one that makes you bolt them on. The right payroll software should manage accurate payroll processing by applying the latest tax scales, super thresholds, and award rates each pay run. It should also send STP reports straight to the ATO and notify you of any breaches in minimum‑wage or overtime rules. 

In a nutshell, the software does the heavy lifting of managing payroll. It gives you the peace of mind that comes with trusting every line item meets Fair Work and ATO standards, every time.