ADP SmartCompliance® vs. OSV

Organizations using Workday turn to ADP because of (a) ADP’s approach to complementing Workday’s compliance capabilities through ADP SmartCompliance versus an in-tenant model, (b) the breadth of capabilities supporting statutory and regulatory compliance provided by ADP SmartCompliance, and (c) ADP’s longstanding reputation for trusted business outcomes.

Approach. ADP approaches compliance as a strategic discipline adjacent to Human Capital Management, providing ADP SmartCompliance technology and designated specialists to collaborate within workflows across the employee lifecycle in Workday. ADP SmartCompliance is a purpose-built compliance system — unlike OSV, which is third-party individuals completing regulatory tasks via direct access to your Workday system.

Breadth. ADP SmartCompliance capabilities span the entire worker lifecycle — from the day of hire through employment, and even separation. ADP SmartCompliance even identifies opportunities to offset tax liabilities. OSV simply can’t offer the same breadth, with limited ACA compliance, wage payments and wage garnishments capabilities in comparison to those offered through ADP SmartCompliance — and no I-9, tax credits, new hire reporting, employment verification, offboarding, outplacement or unemployment claims capabilities.

Reputation. Organizations of every type and size know they can rely on ADP’s 75+ years of enterprise payroll and compliance leadership, award-winning information security architecture and 24/7 global protection.

ADP's strategy is to bring enterprise compliance capabilities into Workday while leveraging the scale, regulatory expertise, agency connectivity and processing infrastructure of ADP SmartCompliance: Advanced, AI-powered technology along with designated compliance experts working on your behalf.

OSV's strategy is to perform compliance work inside Workday. With OSV, you’ll face OSV staff working directly within your Workday tenant. You may be left uncertain over what’s been done and the reasons why. You’ll have only a limited scope of compliance capabilities — forcing you into inefficient manual steps or a complex web of multiple vendors.

OSV's dedicated focus on Workday doesn't necessarily make it an ideal choice for your organization.

OSV's "in tenant" approach might not align with your organization's security best practices and data-protection standards.

OSV's limited scope (in contrast to the breadth of compliance capabilities offered by ADP SmartCompliance) might not fill the entirety of your current or future needs.

OSV’s Workday-centricity limits their insight and experience. ADP by comparison offers knowledge, insight and best practices built the varied experiences of serving thousands of clients on numerous HCM, HR, workforce management and payroll platforms.

With ADP SmartCompliance, you'll have confidence from knowing exactly what's being done on your behalf — through transparent yet secure Workday integration designed to collect the essential data, without putting other sensitive Workday information at risk.

ADP's Workday-certified integrations bring your organization peace-of-mind through defined and controlled integration points. You will know precisely what data is being accessed, when and by whom, and then have an audit-trail through ADP SmartCompliance showing how the data is used in tasks supporting regulatory compliance operations.

OSV provides visibility to activities completed in-tenant only upon request, sometimes taking as long as two weeks to generate and potentially requiring additional manual auditing work to reconcile actions taken versus live production data.

OSV's Workday-centric technology — designed and built to work exclusively with Workday — might not work well with non-Workday solutions, which your organization could encounter via mergers/acquisitions or future migration to a different HCM.

Your organization may have to build interfaces unsupported by OSV (or pay OSV to build them) — or handle compliance tasks through manual workarounds or entirely separate technology. Leaving Workday could leave you with a payroll-compliance operating gap — with little support or capability for required tax deposits, filings, amendments, garnishments, reconciliations and recordkeeping requirements.

ADP SmartCompliance capabilities span the entire worker lifecycle — from the day of hire through employment, and even separation. Unlike OSV, ADP offers capabilities for I-9, tax credits, new hire reporting, employment verification, offboarding, outplacement and unemployment claims capabilities.

ADP SmartCompliance offers ACA and wage garnishments capabilities that far exceed those available in OSV — and unlike OSV, ADP offers its own native paycard (Wisely® by ADP.)

Workday clients of nearly every type and size rely on ADP and ADP SmartCompliance because of ADP's unmatched reputation over 75+ years providing various solutions to 1.1M clients worldwide — and our longstanding relationship with Workday.

For nearly 15 years, Workday has joined forces with ADP SmartCompliance — collaboratively connecting workflows through Workday-badged integrations, serving more than 2,200 mutual clients across practically every industry segment.

Employers rely on ADP’s deep compliance expertise — with dedicated compliance professionals who monitor legislation and regulatory changes across federal, state and local agencies.

ADP SmartCompliance provides compliance expertise without requiring operational access to your Workday tenant.

ADP SmartCompliance connects via secure, Workday-certified API's — the standard architecture used by leading enterprise platforms because they provide strong data governance, security, traceability and scalability.

Unlike direct access to your Workday tenant, API's provide control over security roles, permissions, and sensitive employee data — along with enhanced auditability through defined and controlled integration points.

Workday is your system of record for employee identity, payroll, benefits, tax data, garnishments, unemployment and financial controls, so granting access to your Workday tenant could introduce operational, security, compliance and audit risks.

Although Workday's recommended security model is least privilege, external providers working on your behalf within your Workday tenant may require broad or elevated role permissions to initiate payroll or compliance workflows. Such elevated privileges could lead to accidental changes to core configuration or misconfigured business processes.

Your organization might need to use additional providers and other Workday integrations to address its full scope of compliance needs.

Since Workday lacks various compliance functionality, there's simply no way for OSV to complete them "in tenant." OSV doesn't offer services for I-9, tax credits, new hire reporting, employment verification, offboarding, outplacement and unemployment claims — so your organization may need to rely on other providers, any of which could require yet another integration (interface) to Workday.

Despite claims of working "in-tenant," OSV completes various tasks outside of Workday. Workday's marketplace shows 18 integrations to OSV for various compliance and other business functions.