Moving to cloud-based HR and payroll offers significant advantages. Yet, 80% of businesses are shifting some of their workload back to on-premise servers or private cloud solutions due to security and privacy concerns.1 Knowing what data to migrate and what to leave behind can help ensure a smooth transition and support compliance.

Resources to migrate as part of a payroll and HCM technology strategy

Compliance toolkits

Tools for managing wage payments, employment tax, tax credits, Forms W-2 and health and unemployment claims are necessary to help ensure staff privacy and avoid costly fines.

Reporting frameworks

In addition to being essential to payroll success, reports form the basis of government and agency audits and help HR teams meet compliance requirements.

Resources that can remain on premise

Mission-critical data

Businesses should always have at least one local backup of their legacy payroll data.

Security solutions

Local firewall and intrusion detection tools aren’t designed to handle the volume and variety of data generated and processed in the cloud and can open critical gaps for malicious compromise.