Worknice redefines the HR tech industry with Next-Gen HRIS Worknice redefines the HR tech industry with Next-Gen HRIS
HRIS is one of the largest and most important software categories in the world—a $60+ billion market that touches nearly every business. Yet for decades, companies have faced an impossible either/or choice of HRIS approach: broad but complex All-in-One HR suites, or specialised HR Point Solution tools that that are difficult to scale. We’ve been […]
3 mins read | HR Insights
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Guides
Whitepaper: what caused the death of ‘all-in-one’ HR solutions
We’ve all typed “HR software” into a Google search and immediately become overwhelmed with all the options. What ensues is a long process of trying to figure out what solution will be a best fit for your needs. For the last 20 years, the ‘all in one’ solutions have dominated the market. The ‘all-in-one’ options […]
3 mins read | 14/07/2022
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Guides
How Do You Choose an HRIS for a Business of 1,000+ Employees in Australia?
At 1,000+ employees, the HRIS decision is an architecture decision. Choose the system of record for people data first, then build a hub-and-spoke stack around it. Payroll, rostering, recruitment, and learning connect as spokes through two-way integrations. Evaluate vendors on data model, integration depth, security, and adoption rather than module count. Then stage the rollout […]
7 mins read | 15/06/2026
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Guides
How Do You Choose an HRIS for a Business of 500 to 1,000 Employees in Australia?
Between 500 and 1,000 employees, you are too big for SMB tools. However, you are rarely complex enough to justify a global enterprise suite. Choose an HRIS on data architecture, compliance evidence, security, and integration depth rather than module count. Run a structured evaluation with HR, IT, and finance, and weight adoption as heavily as […]
6 mins read | 15/06/2026
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Guides
How Do You Choose an HRIS for a Business of 100 to 500 Employees in Australia?
At 100 employees, WGEA reporting becomes mandatory and HR becomes a team sport. So your HRIS must now serve managers and employees, not just HR. Prioritise unified people data, workflow automation, compliance evidence, and deep two-way integrations with payroll and your existing tools. Shortlist three vendors and test them against your real processes. Key takeaways […]
6 mins read | 15/06/2026
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Guides
How Do You Choose an HRIS for a Business of 50 to 100 Employees in Australia?
At 50 to 100 employees, spreadsheets and email stop scaling, so most Australian businesses adopt their first HRIS here. Prioritise an employee database as your source of truth, automated onboarding, compliance tracking, and clean payroll integration. Then shortlist three vendors, test them against your three worst processes, and check independent user reviews before you commit. […]
6 mins read | 15/06/2026
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HR Insights
How to Connect Your LMS and HRIS: Building a Best-of-Breed HR Tech Stack in Australia (2026)
A connected HR and learning tech stack keeps your HRIS as the single source of truth for people data and connects it to a dedicated LMS that delivers, tracks, and certifies training. New starters, roles, and departments sync from the HRIS into the LMS, and completion and compliance status flow back, so onboarding and mandatory […]
8 mins read | 11/06/2026
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HR Insights
Why Does Spreadsheet and Email HR Administration Break Down Under SCHADS?
Spreadsheets and email can administer HR compliance. However, they cannot evidence it. Emails disappear, spreadsheets get overwritten, and neither flags what you never asked for. The 2026 SCHADS changes turned written agreements and acknowledgements into the entitlements themselves. So manual administration leaves providers unable to prove compliance they may actually have. Key takeaways What does […]
5 mins read | 10/06/2026
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HR Insights
How Can HR Technology Help You Apply the SCHADS Changes? 4 Ways That Actually Work
Applying the 2026 SCHADS changes spans payroll, rostering, and people operations. Most providers have the first two covered. However, the gap sits in people operations. HR technology closes it four ways: provable policy acknowledgements, tracked IFAs and contract variations, new requirements embedded into onboarding workflows, and automated tracking of ongoing items such as checks, visas, […]
5 mins read | 10/06/2026
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HR Insights
What Are the Biggest WHS and Psychosocial Risks for SCHADS Employers?
Four WHS risks dominate in SCHADS-covered organisations: fatigue from sleepover shifts, lone worker safety during overnight and in-home care, client-on-worker violence, and staff not following safety procedures. Each now counts as a psychosocial hazard under WHS legislation. Also, the employer’s duty applies even when employees volunteer for the risky pattern. Key takeaways Why is fatigue […]
4 mins read | 10/06/2026
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HR Insights
What Are the SCHADS Rostering Rules? Spans, Minimum Engagements, Changes and Cancellations
SCHADS rostering runs on five rule sets. Spans of ordinary hours sit at 6am to 8pm for social and community services, and 6am to 10pm for home care. Minimum engagement periods protect casual and part-time staff. Fortnightly rosters must go up two weeks ahead, permanent changes need seven days notice, and client cancellations within seven […]
5 mins read | 10/06/2026
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HR Insights
How Are SCHADS Shift Loadings Calculated After the 2026 Changes?
From 1 June 2026, SCHADS shift loadings apply to each active work period separately, not across the combined span of work. The loading percentages themselves did not change. In sleepover arrangements, payroll must classify the pre-sleepover and post-sleepover shifts individually. Also, casuals receive casual loading in lieu of shift loadings, and loadings never stack with […]
4 mins read | 10/06/2026
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HR Insights
How Does SCHADS Overtime Work in 2026? The New 12-Hour Threshold and 4 Mistakes to Avoid
SCHADS overtime rates did not change in 2026. Overtime remains time and a half for the first three hours, then double time. However, the trigger changed. The clause now applies per day or per shift, which protects workers crossing midnight. Also, employees can agree in writing to work up to 12 ordinary hours around a […]
5 mins read | 10/06/2026
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HR Insights
How Do SCHADS Classifications Work for Dual Role Employees?
Every entitlement under the SCHADS Award flows from correct classification. Duties, skills, and autonomy determine the classification, not the job title. For dual role employees who work across streams, the dominant function test sets the pay, shift by shift. If the functions sit genuinely equal, the higher classification rate applies. Key takeaways Why is classification […]
5 mins read | 10/06/2026
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