Top 10 Workforce Management Software: Features, Pros, Cons and Comparison

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Introduction

Workforce management software helps organizations plan, schedule, track, and optimize labor across teams and locations. In simple terms, it helps you answer: Who is working, when are they working, are we staffed correctly, and are labor rules being followed? These platforms typically combine scheduling, time and attendance, leave management, labor forecasting, approvals, and reporting so managers can reduce overtime surprises, improve coverage, and keep payroll inputs accurate.

This category matters because labor is expensive and complex. Teams deal with shift changes, absences, overtime, compliance rules, multiple locations, and different job roles. Without a structured system, managers spend hours in spreadsheets, employees get confused about schedules, and payroll teams clean up data every cycle. A good workforce management tool improves fairness, accuracy, and operational control.

Real-world use cases:

• Shift scheduling for retail, healthcare, manufacturing, and field operations
• Time and attendance capture with approvals and exception handling
• Absence and leave tracking with policy controls
• Labor demand forecasting to prevent under-staffing or over-staffing
• Compliance-ready reporting for audits, wage rules, and labor policies

What buyers should evaluate before choosing:

• Scheduling depth (shift patterns, rotation rules, swaps, open shifts, approvals)
• Time capture options (mobile, kiosk, web, geofencing concepts, offline support)
• Labor rule controls (break rules, overtime calculations, union rules concepts)
• Forecasting and staffing optimization (demand planning, coverage modeling)
• Manager workflows (approvals, exceptions, notifications, escalations)
• Employee experience (self-service, schedule visibility, swap requests, reminders)
• Payroll readiness (export reliability, pay codes, exception handling, audit trails)
• Reporting (labor cost trends, attendance, overtime, coverage, compliance)
• Integrations (HR, payroll, identity, ERP, POS, time clocks, APIs)
• Scalability and administration (multi-location, role-based access, governance)

Best for: organizations with shift-based work, multiple locations, strict labor rules, or payroll complexity that requires structured scheduling and attendance control.
Not ideal for: very small teams with fixed hours and minimal policy complexity where basic calendars and simple time capture are enough.

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Key Trends in Workforce Management Software

• Stronger self-service features so employees can swap shifts and manage availability without manager overload
• More automation for approvals, exception handling, and schedule change workflows
• Higher expectations for real-time labor cost visibility and overtime prevention
• Better forecasting to match staffing levels with business demand signals
• Increased focus on compliance controls and audit-ready change history concepts
• Greater mobile-first usage for field teams and multi-location operations
• More integration with HR and payroll to reduce duplicate data entry
• Improved visibility into attendance patterns and absence drivers
• More flexible scheduling models supporting hybrid, part-time, and variable staffing
• Stronger role-based permissions to protect sensitive workforce data

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How We Selected These Tools

• Strong market recognition and adoption across workforce-heavy industries
• Clear workforce management focus beyond basic time tracking
• Practical scheduling, attendance, approvals, and reporting capabilities
• Evidence of scaling across locations, roles, and workforce size ranges
• Integration readiness with HR, payroll, and operational systems
• Balanced selection across enterprise suites and scheduling-focused platforms

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Top 10 Workforce Management Software

1 — UKG Pro Workforce Management

UKG Pro Workforce Management is widely used for scheduling, time and attendance, and labor optimization in workforce-heavy organizations. It fits teams that require structured controls, strong rule handling, and enterprise reporting.

Key Features

• Advanced scheduling with shift rules and coverage support (Varies / N/A)
• Time and attendance with exceptions and approvals (Varies / N/A)
• Labor rule configuration for breaks and overtime concepts (Varies / N/A)
• Forecasting and staffing optimization signals (Varies / N/A)
• Employee self-service for schedules and requests (Varies / N/A)
• Reporting dashboards for attendance and labor trends (Varies / N/A)
• Multi-location governance and role-based access concepts (Varies / N/A)

Pros

• Strong fit for complex labor rules and multi-location operations
• Robust manager workflows for exceptions and approvals

Cons

• Configuration and rollout can take significant effort
• Best outcomes require disciplined operational processes

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud (Varies / N/A)

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often integrated with HR, payroll, and workforce hardware to keep time data consistent.

• HR and payroll integrations (Varies / N/A)
• Time clock and device ecosystem support (Varies / N/A)
• APIs and connectors for reporting workflows (Varies / N/A)

Support and Community
Enterprise support model. Adoption improves with strong implementation partners and internal training.

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2 — UKG Ready

UKG Ready is commonly used by organizations that need scheduling, timekeeping, and HR-linked workforce workflows in one system. It fits mid-sized teams that want structured controls without building a large custom stack.

Key Features

• Scheduling and attendance workflows with manager approvals (Varies / N/A)
• Time capture with exception handling patterns (Varies / N/A)
• Employee self-service for requests and availability (Varies / N/A)
• Policy rules for breaks, overtime, and labor compliance concepts (Varies / N/A)
• Reporting for attendance, overtime, and coverage signals (Varies / N/A)
• Manager dashboards for workforce oversight (Varies / N/A)
• Useful for teams aligning workforce data with payroll operations

Pros

• Strong balance of scheduling and timekeeping for mid-sized operations
• Helpful employee self-service to reduce manager load

Cons

• Complex enterprise scenarios may require deeper enterprise suites
• Reporting and configuration depth depend on setup and plan

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud (Varies / N/A)

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often used with HR and payroll workflows to streamline the workforce cycle.

• Payroll and HR integration patterns (Varies / N/A)
• Exports and reporting pipelines vary by configuration (Varies / N/A)
• API support depends on plan and environment (Varies / N/A)

Support and Community
Strong support orientation. Success improves with consistent schedule and policy standards.

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3 — ADP Workforce Now

ADP Workforce Now is widely used for workforce operations where time, attendance, and payroll inputs must be tightly aligned. It fits organizations that want a structured workforce process connected to HR and payroll routines.

Key Features

• Time and attendance workflows with approvals concepts (Varies / N/A)
• Scheduling capabilities depending on configuration (Varies / N/A)
• Payroll-aligned reporting and exports (Varies / N/A)
• Labor policy validations and exception workflows (Varies / N/A)
• Manager dashboards for attendance and overtime signals (Varies / N/A)
• Role-based access for HR and managers (Varies / N/A)
• Useful for organizations prioritizing payroll-ready outputs

Pros

• Strong alignment between time data and payroll workflows
• Practical approval flows for managers and HR

Cons

• Scheduling depth can vary by configuration
• Custom reporting needs may require careful setup

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud (Varies / N/A)

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often selected when workforce time data must flow reliably into payroll processing.

• Payroll ecosystem alignment (Varies / N/A)
• Integrations vary by organization needs (Varies / N/A)
• Exports and APIs depend on plan and configuration (Varies / N/A)

Support and Community
Enterprise support model. Clear policies and training improve compliance and data quality.

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4 — Workday HCM

Workday HCM is used by many large organizations where workforce time, policies, approvals, and reporting need to connect to core HR processes. It fits environments prioritizing unified HR governance and consistent employee data.

Key Features

• Workforce time entry and approvals tied to HR concepts (Varies / N/A)
• Policy-based validations for labor rules concepts (Varies / N/A)
• Manager workflows for exceptions and attendance oversight (Varies / N/A)
• Reporting aligned to workforce and HR analytics (Varies / N/A)
• Role-based permissions for workforce data (Varies / N/A)
• Employee self-service patterns (Varies / N/A)
• Useful for organizations standardizing HR governance across teams

Pros

• Strong alignment between workforce time processes and HR governance
• Consistent reporting and approval structures across roles

Cons

• Can be heavy for simple scheduling-only needs
• Configuration and rollout effort can be significant

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud (Varies / N/A)

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often part of a broader HR ecosystem where time and policy data must remain consistent.

• Integrations depend on your Workday environment (Varies / N/A)
• Exports and connectors vary by configuration (Varies / N/A)
• APIs support automation and reporting workflows (Varies / N/A)

Support and Community
Enterprise support model. Success depends on strong governance ownership and manager enablement.

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5 — SAP SuccessFactors

SAP SuccessFactors is used in enterprise HR environments where time management concepts and approvals must align with workforce policies. It fits organizations standardizing workforce operations within a broader HR governance model.

Key Features

• Workforce time management concepts tied to HR policies (Varies / N/A)
• Approval workflows and manager oversight patterns (Varies / N/A)
• Labor rule configuration concepts (Varies / N/A)
• Reporting aligned to HR and workforce analytics (Varies / N/A)
• Role-based access for HR and managers (Varies / N/A)
• Employee self-service workflows (Varies / N/A)
• Useful for organizations with formal HR governance

Pros

• Strong fit for HR-led workforce governance and approvals
• Useful reporting when workforce data must align with HR analytics

Cons

• May be heavy for teams needing only scheduling and attendance basics
• Implementation complexity depends on organization size and scope

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud (Varies / N/A)

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often used within enterprise HR and ERP environments where standardized data matters.

• HR and ERP integration patterns vary (Varies / N/A)
• Exports depend on configuration (Varies / N/A)
• APIs support automation and reporting pipelines (Varies / N/A)

Support and Community
Enterprise support orientation. Clear policy definitions and training improve adoption.

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6 — Oracle Fusion Cloud HCM

Oracle Fusion Cloud HCM supports workforce operations where time, approvals, and labor reporting are connected to enterprise HR and finance processes. It fits organizations needing consistent controls across departments.

Key Features

• Workforce time and attendance concepts (Varies / N/A)
• Approval workflows and exception handling patterns (Varies / N/A)
• Policy controls for labor rules concepts (Varies / N/A)
• Reporting for labor costs and workforce analytics (Varies / N/A)
• Role-based access and governance patterns (Varies / N/A)
• Employee self-service workflows (Varies / N/A)
• Useful for organizations integrating workforce data with finance operations

Pros

• Strong enterprise fit where workforce processes connect to broader business systems
• Useful governance for approvals and reporting consistency

Cons

• Can be complex for smaller teams with limited policy needs
• Configuration requires clear ownership and consistent policies

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud (Varies / N/A)

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often chosen when workforce time data must connect to enterprise operations and reporting.

• ERP and HR integrations vary (Varies / N/A)
• Exports and reporting pipelines depend on configuration (Varies / N/A)
• APIs support automation workflows (Varies / N/A)

Support and Community
Enterprise support model. Implementation partners and internal training are important.

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7 — Ceridian Dayforce

Ceridian Dayforce is used for workforce management where scheduling, time, and payroll alignment are important. It fits organizations looking for operational workforce control with strong manager workflows.

Key Features

• Scheduling and timekeeping workflows (Varies / N/A)
• Exception handling and approvals for attendance patterns (Varies / N/A)
• Labor rule configuration concepts for compliance (Varies / N/A)
• Workforce reporting for overtime and coverage signals (Varies / N/A)
• Employee self-service for schedules and requests (Varies / N/A)
• Manager dashboards for workforce oversight (Varies / N/A)
• Useful for reducing payroll corrections through cleaner time data

Pros

• Strong operational workflows for scheduling and attendance control
• Helpful reporting for overtime and workforce exceptions

Cons

• Configuration and labor rules setup can be detailed
• Best results require consistent policy definitions

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud (Varies / N/A)

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often used when workforce time data must support payroll and labor reporting routines.

• Integrations depend on business environment (Varies / N/A)
• Export workflows vary by configuration (Varies / N/A)
• APIs support reporting and automation (Varies / N/A)

Support and Community
Enterprise support orientation. Adoption improves with clear scheduling standards and manager training.

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8 — WorkForce Software

WorkForce Software focuses on workforce scheduling, time, and absence management concepts for organizations with complex labor needs. It fits teams that require strong controls across many locations and labor rules.

Key Features

• Scheduling and coverage planning concepts (Varies / N/A)
• Time and attendance with exceptions and approvals (Varies / N/A)
• Absence management and leave workflows (Varies / N/A)
• Labor rule configuration for compliance concepts (Varies / N/A)
• Reporting for attendance trends and workforce costs (Varies / N/A)
• Role-based access for multi-location operations (Varies / N/A)
• Useful for standardizing workforce processes at scale

Pros

• Strong fit for complex scheduling and labor policy needs
• Helpful absence management and coverage controls

Cons

• Implementation effort can be significant
• Requires disciplined operational processes to keep data reliable

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud (Varies / N/A)

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often integrated with HR and payroll systems to keep workforce data consistent.

• HR and payroll integrations vary (Varies / N/A)
• Exports depend on configuration (Varies / N/A)
• APIs support automation and analytics workflows (Varies / N/A)

Support and Community
Enterprise support model. Strong change management improves adoption and compliance.

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9 — Deputy

Deputy is commonly used for scheduling and timekeeping in shift-based operations like retail, hospitality, and services teams. It fits teams that want fast scheduling, easy shift swaps, and manager approvals without heavy enterprise overhead.

Key Features

• Shift scheduling with templates and open shifts (Varies / N/A)
• Employee self-service for availability and shift swaps (Varies / N/A)
• Time capture workflows and approvals concepts (Varies / N/A)
• Break and overtime rule concepts depending on configuration (Varies / N/A)
• Manager dashboards for coverage and attendance signals (Varies / N/A)
• Multi-location support concepts (Varies / N/A)
• Useful for quick adoption and clear schedule communication

Pros

• Easy scheduling experience with strong employee self-service
• Good for multi-location shift teams needing fast changes

Cons

• Deep enterprise HR governance may require a larger suite
• Advanced forecasting and labor optimization can be limited

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often paired with payroll and POS-style systems depending on industry.

• Integrations vary by industry and environment (Varies / N/A)
• Export workflows depend on payroll setup (Varies / N/A)
• APIs and connectors vary by plan (Varies / N/A)

Support and Community
Typically easy to onboard. Support tiers vary by plan.

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10 — When I Work

When I Work is a scheduling and timekeeping tool often used by shift-based teams needing fast scheduling, simple attendance tracking, and clear employee communication. It fits teams that want straightforward scheduling workflows.

Key Features

• Scheduling with shift templates and team visibility (Varies / N/A)
• Employee self-service for availability and shift swaps (Varies / N/A)
• Time tracking and attendance capture concepts (Varies / N/A)
• Manager approvals and notifications patterns (Varies / N/A)
• Messaging features for schedule updates and coordination (Varies / N/A)
• Reporting for hours, attendance, and coverage signals (Varies / N/A)
• Useful for small-to-mid shift teams with frequent schedule changes

Pros

• Simple scheduling that teams can adopt quickly
• Helpful communication patterns that reduce schedule confusion

Cons

• Advanced labor forecasting and complex rule handling may be limited
• Deep enterprise governance needs may require larger platforms

Platforms / Deployment

• Platform(s): Web, iOS, Android (Varies / N/A)
• Deployment: Cloud

Security and Compliance
Not publicly stated

Integrations and Ecosystem
Often used with payroll tools and operational systems depending on team needs.

• Integrations vary by setup (Varies / N/A)
• Export workflows depend on payroll environment (Varies / N/A)
• APIs and automation options vary (Varies / N/A)

Support and Community
Support depends on plan. Adoption improves with clear scheduling standards and manager routines.

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Comparison Table

Tool Name	Best For	Platform(s) Supported	Deployment (Cloud/Self-hosted/Hybrid)	Standout Feature	Public Rating
UKG Pro Workforce Management	Complex labor rules and multi-location workforce operations	Web, iOS, Android (Varies / N/A)	Cloud (Varies / N/A)	Advanced scheduling and labor controls	N/A
UKG Ready	Mid-sized workforce scheduling and timekeeping with structured controls	Web, iOS, Android (Varies / N/A)	Cloud (Varies / N/A)	Balanced scheduling plus workforce workflows	N/A
ADP Workforce Now	Payroll-aligned time and approvals	Web, iOS, Android (Varies / N/A)	Cloud (Varies / N/A)	Strong payroll-ready outputs	N/A
Workday HCM	HR-governed workforce time and approvals	Web, iOS, Android (Varies / N/A)	Cloud (Varies / N/A)	Unified HR-linked governance	N/A
SAP SuccessFactors	Enterprise HR-aligned workforce processes	Web, iOS, Android (Varies / N/A)	Cloud (Varies / N/A)	HR governance and workforce reporting	N/A
Oracle Fusion Cloud HCM	Enterprise workforce processes tied to broader business systems	Web, iOS, Android (Varies / N/A)	Cloud (Varies / N/A)	Enterprise governance and reporting alignment	N/A
Ceridian Dayforce	Scheduling and attendance control with payroll alignment focus	Web, iOS, Android (Varies / N/A)	Cloud (Varies / N/A)	Operational workflows and exception handling	N/A
WorkForce Software	Complex scheduling and absence management at scale	Web, iOS, Android (Varies / N/A)	Cloud (Varies / N/A)	Coverage controls plus absence management	N/A
Deputy	Shift scheduling with fast adoption and self-service	Web, iOS, Android (Varies / N/A)	Cloud	Quick scheduling and shift swaps	N/A
When I Work	Simple scheduling and attendance for shift teams	Web, iOS, Android (Varies / N/A)	Cloud	Scheduling plus team communication patterns	N/A

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Evaluation and Scoring of Workforce Management Software

Scoring model:

• Each criterion uses a 1–10 score for comparative shortlisting.
• Weighted Total is a directional estimate across this list, not a verified public rating.
• Use scoring to narrow options, then validate with a pilot using real schedules, labor rules, and payroll exports.
• Treat must-haves like scheduling depth, labor rules, and payroll readiness as filters before comparing totals.

Weights:

• Core features – 25%
• Ease of use – 15%
• Integrations and ecosystem – 15%
• Security and compliance – 10%
• Performance and reliability – 10%
• Support and community – 10%
• Price / value – 15%

Tool Name	Core (25%)	Ease (15%)	Integrations (15%)	Security (10%)	Performance (10%)	Support (10%)	Value (15%)	Weighted Total (0–10)
UKG Pro Workforce Management	9	6	8	7	8	7	5	7.15
UKG Ready	8	7	7	7	7	7	6	7.05
ADP Workforce Now	8	6	7	7	7	7	5	6.70
Workday HCM	8	5	8	7	8	7	4	6.55
SAP SuccessFactors	8	5	8	7	8	7	4	6.55
Oracle Fusion Cloud HCM	8	5	8	7	8	7	4	6.55
Ceridian Dayforce	8	6	7	7	7	7	5	6.70
WorkForce Software	8	6	7	7	7	7	5	6.70
Deputy	7	8	6	6	7	7	7	7.05
When I Work	7	8	6	6	7	7	7	7.05

How to interpret these scores:

• Core rewards scheduling depth, attendance controls, approvals, labor rule handling, and reporting.
• Ease matters because managers and employees must actually use the system daily.
• Integrations matter when time and scheduling must flow into payroll, HR, and operational systems.
• Value depends on workforce size, complexity, and the operational cost of exceptions and overtime.

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Which Workforce Management Software Is Right for You?

Solo / Freelancer

Most solo workers do not need workforce management software. If you occasionally schedule part-time staff, a lightweight scheduling-focused tool can be enough. Keep your workflow simple: clear shifts, basic approvals, and predictable reporting.

SMB

SMBs often need scheduling, basic timekeeping, and clear communication so shifts are covered and payroll inputs are clean. Deputy and When I Work can work well when speed and adoption matter most. If you also need stronger policy controls and consistent reporting, UKG Ready can be a practical step up depending on your complexity.

Mid-Market

Mid-market organizations tend to struggle with exception handling, overtime spikes, and inconsistent scheduling rules across locations. UKG Ready can fit when you need structured workflows. Ceridian Dayforce can be useful when time, approvals, and payroll readiness must be consistent. WorkForce Software can fit where absence management and complex coverage controls matter.

Enterprise

Enterprises typically require deep labor rule handling, audit-ready controls, and integrations with HR and payroll ecosystems. UKG Pro Workforce Management is often relevant for complex operations with strict rules. Workday HCM, SAP SuccessFactors, and Oracle Fusion Cloud HCM fit best when your organization already runs those HR ecosystems and wants governance and reporting aligned to HR policy standards. ADP Workforce Now becomes important when payroll-ready flows are the primary objective.

Budget vs Premium

• Budget-first organizations should focus on adoption, stable scheduling routines, and simple approval flows.
• Premium platforms are justified when better forecasting, labor controls, and exception handling reduce overtime waste and payroll corrections.
• The hidden cost is policy chaos; a simpler tool with consistent usage can outperform a powerful platform with poor governance.

Feature Depth vs Ease of Use

• If your main pain is “schedule confusion and last-minute changes,” prioritize employee self-service and fast scheduling.
• If your main pain is “overtime and labor exceptions,” prioritize labor rules, alerts, and exception workflows.
• If your main pain is “payroll corrections,” prioritize approvals, locking concepts, and export reliability.

Integrations and Scalability

Workforce systems must integrate cleanly with HR and payroll to avoid double-entry and reporting mismatches. Validate how job roles, locations, cost centers, and pay codes map across systems. For scalability, test multi-location permissions, performance with many employees, and how easily policies can be standardized without creating admin overload.

Security and Compliance Needs

Security requirements vary by plan and platform. Focus on role-based access so managers only see what they should, plus audit-friendly change history concepts for schedule edits, approvals, and corrections. Also define internal rules for workforce data retention and privacy so employees trust the system and compliance risk stays controlled.

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Frequently Asked Questions

What is workforce management software used for?
It is used to schedule shifts, track attendance, manage absences, control labor rules, and produce payroll-ready time data with approvals and reporting.

How is workforce management different from HR software?
HR software focuses on employee records and HR processes. Workforce management focuses on schedules, time capture, labor rules, and daily operational staffing control.

Do we need scheduling if our team has fixed hours?
Not always. If hours are stable, you may only need time and attendance plus approvals. Scheduling becomes valuable when coverage changes often.

What is the biggest reason workforce tools fail?
Poor adoption and unclear policies. If managers and employees do not follow consistent rules, the data becomes unreliable and payroll corrections increase.

How do shift swaps work in workforce tools?
Many tools allow employees to request swaps, then managers approve based on rules and coverage needs. The best setups keep approvals fast and transparent.

Can workforce tools help reduce overtime?
Yes, by showing coverage gaps early, alerting managers to overtime thresholds, and supporting better staffing plans that match demand.

What reports matter most for workforce operations?
Coverage vs demand, attendance trends, overtime spikes, exception counts, and labor cost patterns by location, role, and shift type.

How do we choose between an enterprise suite and a scheduling-first tool?
Choose enterprise suites when labor rules, audit controls, and integrations are complex. Choose scheduling-first tools when adoption and speed matter most.

How long does implementation usually take?
It depends on policies, labor rules, and integrations. Simple scheduling rollouts can be quick, while complex rules and payroll integrations take longer.

What should we test during a pilot?
Test real schedules, swap workflows, labor rule exceptions, manager approvals, payroll exports, reporting accuracy, and employee experience from mobile use.

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Conclusion

Workforce management software helps organizations run smoother operations by making schedules, attendance, and labor rules visible and controlled. The best choice depends on your workforce size, the complexity of shift patterns, how strict your labor rules are, and how closely time data must align with payroll. Some teams benefit most from simple scheduling tools that employees adopt quickly and use daily without friction. Others need enterprise-grade controls for exceptions, approvals, forecasting, and multi-location governance. A practical next step is to shortlist two or three tools, run a pilot using real shifts and real labor policies, and validate payroll exports and reporting accuracy. When the workflow feels fair and easy for employees and reliable for managers, you get cleaner data, fewer overtime surprises, and less payroll rework.