7 best HRIS software in Australia: Key features, pros, and cons
In this article
- 03. 1. Rippling
- 04. 2. Deel
- 05. 3. BrightHR
- 06. 4. BambooHR
- 07. 5. ELMO
- 09. 7. Workable
- 014. HRIS software FAQs
Many Aussie businesses use a Human Resources Information System (HRIS) to keep their people data neat and tidy.
Picking the right one is half the battle, though.
There's no shortage of options, each promising they’ll save you time and cut mistakes.
Some do. Some don’t.
We're here to help with our list of the best HRIS software in Australia in 2025, along with their key features, pros, and cons.
| Capterra rating | Often best for | Top feature |
---|---|---|---|
Rippling | ⭐4.9 | All-in-one HRIS, payroll, and IT for local and global teams of all sizes | Full HRIS built on one source of truth that automates everything from onboarding to global compliance |
Deel | ⭐4.8 | Aussie companies hiring overseas who need global HR records and compliance | Global HRIS that manages employee and contractor data, contracts |
BrightHR | ⭐4.6 | Smaller businesses that mainly want order with employee records and rostering | Simple HRIS for employee records with built-in rosters and incident logs |
BambooHR | ⭐4.6 | Small to medium teams who want organised people data and onboarding flows | Central HR database with onboarding checklists, e-signatures, leave tracking and auto-updating org chart |
ELMO | ⭐4.5 | Aussie businesses focused on local compliance, Fair Work, and training | Australian HRIS that handles awards, leave accruals, onboarding, and mandatory training |
ADP Workforce Now | ⭐4.4 | Large companies needing layered HR data and global payroll links | Enterprise-grade HRIS with dashboards for headcount and costs, plus ERP integrations |
Workable | ⭐4.4 | Teams prioritising recruitment but needing light HR records | Recruiting-led HRIS that adds basic employee profiles, onboarding tasks, and leave approvals |
What is HRIS software?
HRIS stands for Human Resource Information System. Essentially, it's a tool that keeps all your employee information in one place. Information like names, contact details, contracts, pay info, and leave balances.
With a good HRIS in your corner, you don't need to hunt through folders, dig up old emails or update fifty spreadsheets. It's all there, stored systematically and securely in the software. You can see who’s working where, what they’re paid, how much leave they’ve got left, and if their paperwork’s all up to date. And most importantly, an HRIS can also help you stay on top of Australian employment laws like those stipulated in the Fair Work Act and Modern Awards.
In short, HRIS software stops your HR processes from turning into a complete shambles. It can result in less admin, fewer mistakes, and more time to run your business.
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7 best HRIS software in Australia in 2025
1. Rippling
⭐4.9
At its heart, Rippling's HRIS keeps every bit of employee info you could possibly need in one tidy spot. It’s all neat, searchable, and linked up. The HRIS sits inside Rippling’s full Human Capital Management (HCM) system. So, it doesn’t just store your people data. It automates the entire employee lifecycle from hire to retire. Beyond that, Rippling offers an all-in-one workforce management platform with payroll, IT, and global hiring capabilities baked in. It's made for any business size, from local startups to global teams. And it can grow alongside you.
Rippling starts at just AUD $12 per employee per month. And you only pay for what you actually need. For instance, you can start small with just the HCM and HRIS component, then tack on Payroll, IT or global hiring tools when you need them. Rippling nails Aussie compliance with built-in award interpretation and serious data security. With incredible integration capabilities, it's also dead simple to connect to other apps like Xero and Slack. The interface is modern and easy to use. Plus, fast local customer support means you’re not battling to get in touch with someone overseas if stuff goes wrong.
Key features
Rippling lets you manage all your employee data (from job info to out-of-band pay bands) in one place.
The platform handles time and attendance so you can track hours automatically.
It has clever rostering tools that make easy work of building and updating staff schedules.
Rippling makes performance reviews simple with built-in goals and feedback tracking.
The platform can help you with headcount planning. It enables you to see gaps or overages before they become an issue.
The system has tools for running employee surveys, so you know what your team really thinks.
It includes learning management tools to train and upskill your people.
Rippling lets you manage benefits and perks all in the same system.
Pros
✅Everything you need for workforce management in one place: HR, payroll, and IT are all under one roof. This means you can consolidate your tech stack and reduce the lost time and errors that can happen when bouncing between multiple systems.
✅One set of data powers everything: Because Rippling is built on a single source of truth, you never have to enter the same info twice. You add a new hire or update a record once, and it flows through to every part of the system.
✅Handles Aussie and global teams with confidence: Rippling is the only HR software you need to hire, manage, and pay both your local team and staff overseas. It takes care of local awards, global compliance, and every bit of employee data.
'Rippling has completely transformed the way we manage HR and IT tasks in our company. My favorite aspect is the unified platform that handles everything from onboarding, payroll, benefits, and compliance to device and app management—all from a single dashboard. What stands out is how easy it is to automate workflows. For example, when we onboard a new employee, Rippling automatically sets up their payroll, benefits, company apps, and even manages their computer provisioning. This not only saves time but also ensures nothing is missed.' - Verified LinkedIn User, Information Technology & Services
2. Deel
⭐4.8
Deel’s HRIS keeps track of all your employee and contractor details. It also manages compliance docs across 100+ countries. You can easily see who’s working where and under what terms. Deel’s HRIS ties into their global employment platform. It’s mostly built for businesses that want to hire overseas without setting up local entities. That means for purely Aussie teams, it can feel bloated in some areas and lacking in others. This is especially true around local award tracking or performance management.
Deel has various packages and inclusions at different price points. You can expect to pay a minimum of around AUD $30 per employee per month for basic HR features. Deel integrates with apps like Slack, accounting tools, and calendars. And the interface is reasonably user friendly. Don’t expect tailored Aussie support, though. While support runs 24/7 through chat and email, response times on local issues might be hit or miss.
Key features
Deel lets you store all employee and contractor records in one secure place.
The platform generates compliant employment contracts across 100+ countries.
It tracks global compliance documents.
Deel shows a live org chart by country.
The system connects with tools like Slack, calendars, and your finance systems.
Pros
✅Overseas hiring: If your focus is building a global team, Deel can help with contracts and local compliance in over 100 countries.
✅Tidy international people data: Deel helps you know who’s working where and what documents are on file.
'Deel is a great product and it works globally. A fruitful experience with Deel.' - Winnie, Education Management
Cons
❌Not optimised for Aussie-first businesses: Deel doesn't offer tools for local award rules, benefits management, or deeper HR planning. This can be a drawback for businesses with a local only team.
❌Limited customisation: You’re mostly stuck with out-of-the-box workflows that work for global teams. If you want to tweak things for how your Aussie business runs, you might hit walls.
❌Support can be patchy: There's no support crew that focuses specifically on Australian-based clients. As such, you might experience long waits for a response more often than not.
'The support could definitely be better. Responses are often slow, and sometimes you get the feeling you're just being sent canned replies. When things go wrong (which doesn’t happen often), it’s frustrating trying to get a real solution quickly.' - Mathivanan, Information Technology & Services
3. BrightHR
⭐4.6
BrightHR’s HRIS focuses on the basics. It keeps your employee records tidy. It also gives you tools for rostering and shift management. BrightHR is pretty plug-and-play. It can be quick to get going. This HRIS aims mostly at small Aussie businesses that prioritise simplicity over deep customisation.
The platform offers compliance document storage, some standard HR templates, and a few health and safety features as well. It links up with calendars and a handful of finance tools, though integrations aren’t as deep as what you’ll see with other HRIS software, like Rippling. BrightHR offers 24/7 local support by phone, live chat (during business hours), email, and an online help centre. But it can still take a bit of chasing if you’ve got more technical needs. Pricing starts from $26.80 per employee per month, with packages going up to $70.60 depending on how much HR support you want.
Key features
BrightHR stores your employee details, contracts, and key documents in one secure spot.
The platform lets you build and update rosters and send shift reminders directly to your team.
The system includes tools for logging workplace incidents and managing health and safety checks.
BrightHR gives your team a self-service app to check rosters, update info, and lodge leave requests.
The platform provides basic compliance document tracking.
Pros
✅Simple for basic, everyday HR: BrightHR can be easy to learn and typically quick to roll out. This can suit smaller Aussie teams that don’t want complicated systems.
✅Built-in rostering and safety tools: These tools can be helpful if you’re managing shifts, incident logs, or compliance in busy hands-on workplaces.
'Excellent interface and user-friendly one-stop HR solution.' - Mohammed, Director
Cons
❌Limited integrations: You might end up moving data manually between BrightHR and your accounting or payroll systems.
❌Not suited for growth overseas: There’s not much here for global hires. If you're planning on global expansion, expect to layer on more software.
❌Lacks in simple leave basics: BrightHR doesn't automatically add public holidays or carry over unused leave. You'll need to manage that by hand.
'Will not automatically add in public holidays or carry over unused leave to next year.' - Stuart, National Manager
4. BambooHR
⭐4.6
BambooHR’s HRIS helps keep your people data in one place. It manages employee records, e-signatures, org charts, leave balances, and onboarding checklists. It also takes care of performance reviews and basic training tracking. BambooHR's focus is on small to medium businesses that want a simple system to help with HR admin. It’s cloud-based. You can log in from anywhere, and the interface is reasonably easy to use.
It comes with a range of integrations for accounting, recruitment, and document management tools. While BambooHR is used globally, it tends to be quite US-centric. It doesn’t have specific support for Aussie award compliance or local leave rules. You’d have to deal with those bits manually. BambooHR offers customer support through live chat and phone, but from the US. So, expect mixed response times and less local expertise. BambooHR doesn't list pricing publicly. However, for companies with more than 25 employees, you pay a per-employee, per-month fee. And for companies with 25 employees or fewer, you pay a monthly flat rate. Either way, you have to get a quote.
Key features
BambooHR lets you keep all employee records, job details, and signed contracts in one spot.
It includes onboarding checklists and e-signature tools for new hires.
The platform has built-in performance review tools for feedback and goal setting.
BambooHR tracks leave balances and requests. However, you'll need to manage local public holidays yourself.
The system offers an org chart that updates automatically as people join or leave.
Pros
✅Helps with onboarding and tracking: It can be easy to set up new employees, keep their records tidy, and see who’s where.
✅Simple interface that’s typically easy to learn: Many say that their staff pick it up quickly. Managers seem to like that they can run basic HR tasks themselves.
'I like the variability of BambooHR. There's a lot of things we can do with the system, like store their new-hire documents, pay info, job descriptions, goals/performance, etc.' - Elaina, Accountant
Cons
❌Weak reporting and customisation. Reporting flexibility is not a BambooHR selling point. It can be hard to get deeper insights.
❌Can’t easily adjust for different rules: BambooHR isn't specifically designed for the Australian market. As such, local holidays, leave policies, or general non-US setups can mean more manual work.
❌Support is hit or miss: Responses can be slow or not detailed enough. This can drag things out when you’ve got urgent issues to resolve.
'What I liked least about BambooHR is that it lacks advanced features for bigger teams, the pricing can climb quickly, there are gaps when trying to integrate with niche tools, and customisation falls short — especially for syncing things like assessment results or learning platforms like Udemy or Coursera, plus there’s no AI yet, though that’s more of a future wish.' - Manshuk, HR Generalist
5. ELMO
⭐4.5
ELMO is an Australian-built HRIS that helps manage local HR processes and keeps all your employee records in one place. Elmo is made for Aussie businesses. So, it handles local rules, Fair Work requirements and common leave setups without much manual input. It’s cloud-based and reasonably user-friendly, although some feel its interface is quite outdated. ELMO's focus is generally on small to mid-sized Aussie companies.
ELMO's HRIS sits inside a bigger HR platform. It can take care of performance, learning, and payroll, if you add those bits on. Integration-wise, it connects with MYOB, Xero, and a few other tools. Customer support is available by phone and email during Aussie business hours. While it’s local, it can still take time to solve more complex stuff, though. You’ll need a quote for accurate pricing. But it generally falls in the mid to high range compared to other Aussie HR systems.
Key features
ELMO keeps all your people data, contracts, compliance documents, and position info in one secure spot.
The platform includes tools for onboarding.
ELMO has a performance management module that lets you set goals and run reviews.
It can track mandatory training or skills.
The system offers local compliance coverage for things like Aussie leave accruals and Fair Work checks.
Pros
✅Designed for Aussie compliance: ELMO can handle local awards, leave rules, and Fair Work obligations out of the box.
✅Covers more than just basics: The platform enables you to manage onboarding, performance, training, and documents all together.
'Overall, I have enjoyed using Elmo. There seems to be a big shift towards user engagement, which has been very positive and they are open to feedback. Overall, it fills most of our requirements' - Troy, L&D
Cons
❌Can get pricey: It's not the cheapest, especially once you start adding modules.
❌Integrations aren't a selling point: It links with some popular accounting tools, but not many industry-specific systems.
❌Takes effort to learn and fine-tune. It can need quite a bit of setup and tweaking to match your business processes.
'The modules often don't mesh well with each other. There's no app, and the system feels outdated. Information is kept in several different places and the platform can take some getting used to. However, it is being improved regularly.' - Chris, People & Culture Coordinator
6. ADP Workforce Now
⭐4.4
ADP Workforce Now is a heavyweight HRIS for medium to large businesses needing more than the basics. It manages all your core employee data, including compliance documents and time-off balances. The HRIS is part of ADP’s bigger workforce management platform. You can bundle it with payroll, benefits, and talent management modules. It's often seen in complex setups where companies also need multi-entity or global pay. Smaller businesses might find it overkill, both in features and cost.
The system offers a range of integrations, including with ERPs and accounting platforms. The interface is fairly robust. However, it has a reputation for being clunky and confusing compared to slicker tools like Rippling. ADP has Australian offices and offers local customer support through the MyADP app. Pricing isn't available online. You have to get a tailored quote. Reviews regularly note, however, that ADP sits at the pricier end of the HRIS scale.
Key features
ADP stores all your employee records in one secure system.
It includes HR dashboards that help you track headcount trends, turnover, and workforce costs.
The platform supports electronic onboarding.
ADP offers built-in tools for performance and goal tracking. It has manager dashboards for following up reviews.
It integrates with large ERPs and accounting platforms.
Pros
✅Can work for complex businesses: ADP handles layered entities, multi-country setups, and complicated compliance needs that some smaller HRIS tools can’t.
✅Integrations and reporting: It links deeply with other enterprise platforms and pulls data into workforce analytics.
'I like that there is such a wide variety of functionality and depth of resources available for managing nearly all aspects of business, for HR to Accounting, Employee Benefits, Documents Management, Intranet etc.' - Ami, General Manager
Cons
❌Doesn't always suit small business: ADP can be overwhelming or unnecessarily heavy for small Aussie businesses that just want simple HRIS features.
❌Not the easiest to learn: The platform’s older design and feature depth means there’s often a steep learning curve. Your team will probably need training to get the most out of it.
❌Can cost a fair bit: It's generally aimed at larger companies and packaged around payroll and benefits. Because of this, ADP typically comes in at a higher price point.
'The cost was absorbingly high for the services we were receiving. We did not have a dedicated representative, so any customer service requests took much longer than needed. The additional HR features we were paying for did not provide much support and was pretty much a waste of money.' - Coley, Executive Director
7. Workable
⭐4.4
Workable is best known as an applicant tracking system (ATS). But it’s gradually broadened into HRIS territory. It now offers a modest set of core HR features to manage employee data alongside its recruiting tools. So, while it can handle the basics, it’s not a full-service HRIS out of the box. You get employee profiles, onboarding checklists, and basic people data management layered on top of a heavy recruiting core. It typically suits small to mid-sized businesses that want one system to hire and lightly manage staff info. It probably won't suit companies looking for deep local compliance, award interpretation, or powerful HR dashboards.
Workable is cloud-based and relatively simple to find your way around. It integrates with calendars, email, and some payroll systems. However, it can't compete with single-source data models, like Rippling's. Customer support is global and available by email. There's no dedicated Aussie team or support. Workable’s pricing starts at AUD $349 per month for small teams. This includes HR features, recruiting, and core tools bundled together. However, adding things like performance reviews can bump the price up quickly.
Key features
Workable builds centralised employee profiles. You can keep contracts, contact details, and role data in one spot.
It manages onboarding checklists.
The platform gives you leave request and approval tools.
It offers sourcing tools, pipeline tracking, and candidate communication.
Workable integrates with some payroll and HRIS tools if you need to patch together broader HR functions.
Pros
✅Talent acquisition: If hiring is your biggest HR task right now, Workable’s applicant tracking system and sourcing tools may be a good fit.
✅Easy to get going: Businesses like that it’s cloud-based, has a clean interface, and usually requires minimal training.
'Workable is very easy to navigate. Has some good integrations with other software and provides us with all the ATS and HR features we need at a decent cost.' - Patti, HR Director
Cons
❌Not a full-featured HRIS: You’ll still need extra systems compensation management and learning and development.
❌Limited for Aussie compliance: There’s nothing specific built in for local awards, Fair Work, or Aussie payroll management.
❌Limited automation and customisation: Workable could use stronger automation. You may also find that it lacks the front-end customisation necessary to fit smoothly into your daily business workflows.
'Needs more automation and more front end customisation.' - Will, Talent Lead
Essential HRIS features to consider
When you’re weighing up HRIS options, we recommend keeping an eye out for these must-haves. They’re the features that can make your life easier, keep your HR team sane, and help your business grow.
A core HR database that stores all your employee details in one safe spot.
The ability to add on a native payroll management tool. And preferably one that can manage pay runs, modern awards, tax, and super, and connect with your accounting software.
Time tracking and leave management. This can help you see who’s working when, and stay on top of entitlements.
Talent management features to support recruiting, onboarding, and career growth (without extra spreadsheets).
Tools for employee engagement so you know how your team’s feeling and growing. For instance, surveys and performance tracking.
An easy way to manage compensation management, benefits, and perks.
Workforce planning tools that help you see gaps, forecast costs, and plan ahead.
The ability to support a global workforce management model if you ever decide to hire overseas.
Integrations with other systems (like Xero or Slack). This can help you streamline HR processes and avoid double-handling.
Simple dashboards and reports so your HR team can spot issues fast.
How to choose the right HRIS software for your business
It can be easy to get swept up in fancy demos and big promises. So, the best way to pick an HRIS is to stay grounded. Here’s a simple step-by-step plan to make sure you end up with software that truly works for your team and your budget:
Know your problems first: Before you even start looking at tools, nail down what’s bugging you the most. Knowing this stops you from buying shiny features you’ll never use.
Talk to the people who’ll use it: Chat to your HR professionals, managers, and anyone else who handles HR functions. Find out what slows them down. This helps make sure you’re buying something that’ll genuinely streamline HR processes.
Write a ‘must-have’ list: Be clear on the features you can’t live without. Maybe that’s time tracking, an applicant tracking system, or robust workforce planning tools. If compensation management and performance reviews matter, list them too.
Think ahead, not just now: Where’s your business headed? If you might expand, look for a system that can handle global workforce management or bigger teams down the track. This can ensure you don't need to go through the mission of switching systems later.
Book demos or trials: Always take the software for a spin, if you can. Make sure it’s easy to navigate, does what it says on the box, and suits how you work. That’s how you avoid surprises after you’ve signed the contract.
Check it covers Aussie rules: Not every HRIS is built for Australia. It’s best if it can cope with local awards, leave accruals, Fair Work, and other HR operations you need to stay compliant.
Compare costs honestly: Some tools price by employee, some by module. Be clear on what’s actually included. Then weigh it up against the time it’ll save you and the stress it’ll prevent. That’s how you see the real value instead of just the price tag.
Look at support and updates: Check if you’ll get help when you need it. This should ideally be local help or at least help with solid response times. Also, look for vendors who actively improve their HR software solutions. Otherwise, you could be stuck with something outdated in a year.
HRIS software that amplifies impact
Rippling’s HRIS is a lot more than just a place to stash your people data. It’s part of Rippling’s full workforce management platform that blends local and global HR, payroll, and IT into one system. That means you’re not jumping between tools to handle HR functions like time tracking, applicant tracking, payroll processing, and employee performance.
It also takes care of compensation management, benefits, headcount, and future workforce planning. And all powered by the same data. So, there's no need to update anything twice. This can save your HR professionals hours. It also cuts down on silly mistakes that usually pop up when you’re bouncing between systems. If you want software that grows with you, here or overseas, Rippling makes it simple to scale your HR operations.
How we chose the HRIS software for this article
We’ve tested some of these HRIS systems ourselves and our team has experience implementing them for different types of businesses. We've seen firsthand how they perform when it comes to managing HR tasks for Aussie businesses. To put this list together, we also dug into local search trends, sifted through real user reviews, and checked for recent product updates.
None of these picks are paid placements. Rippling came out on top because it’s the strongest blend of HR, payroll, and IT, especially if you’ve got plans to grow or hire overseas. We update this guide twice a year to keep it fresh. It'll always reflect what works in real workplaces and not just what sounds good on a website.
HRIS software FAQs
What's the difference between HRIS and HR software?
HRIS software is a type of human resources management system. It mainly stores and organises all your people data. For example, contracts, pay details, and leave. The broader term 'HR software' covers any tech that supports HR management, from onboarding tools to learning systems. So, all HRIS platforms are HR software. But not every HR tool is a true HRIS.
Are HRIS and HCM platforms different?
They are. An HRIS is the core system for your HR operations and employee data. HCM software is wider in scope. It bundles in things like workforce planning, talent development, and succession tools. If you just want a solid database for employee info, a standalone HRIS might do the job. If your focus is on long-term growth, building leaders, or complex teams? You're probably better off with an HCM with a built in HRIS software, like Rippling.
Does a small business need HRIS software?
Not always. If you’ve only got a handful of staff, spreadsheets might still do the trick. But as soon as your employee management gets chaotic or you’re losing hours fixing mistakes, it could be worth moving to an HRIS. It helps keep everything neat, reduces admin issues, and gives you time back to focus on running your business.
Does HRIS software do payroll?
Some HRIS platforms include options for full payroll management. Others might just integrate with standalone payroll tools. Want to run pay, tax, and super in the same system as your HR data? Look for an HRIS with native payroll add-on options, like Rippling. Otherwise, be ready to mess around trying to connect it to your existing payroll provider.
How do I know if my business is ready for HRIS software?
If you’re constantly running after paperwork, needing to double enter data, or fixing errors in contracts or leave, that’s a big clue. It also pays to think ahead here. If you plan to hire more people soon, or if compliance is becoming stressful, an HRIS can streamline your HR management and save a lot of nonsense later on.
Disclaimer
Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting and legal advisers before engaging in any related activities or transactions.
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