Kronos / workforce management
Preserve timecard and workforce history. Retire Kronos. Keep answering pay queries.
Workforce management systems are retired more often than they are replaced cleanly. The new platform starts from a go-live date; every timecard, schedule, accrual and pay-affecting adjustment before that date stays in Kronos — and payroll disputes, tribunal evidence and pay-audit requests all reach back into it.
An NHS trust, healthcare provider or large employer moves from Kronos to UKG, Workday or Oracle. The new system starts clean. Historical timecards, edited punches, retrospective adjustments, accrual balances over time and schedule history do not come across.
Kronos therefore stays up, because a pay query, a grievance, a tribunal, a working-time audit or a retrospective pay correction can reach back years — and the only place the evidence exists is the system nobody wanted to keep.
A Legacy Exit extracts timecard, schedule, accrual and employee history into DataVault, reconciles it against source, gives payroll, HR and ER teams searchable access through DataLens, and lets the Kronos environment be decommissioned.
Two flows, run by the same platform. What the new application needs is migrated. Everything else is preserved and made accessible, which is what allows the old environment to be switched off.
Workforce data is granular and high-volume, so scope is defined by data area and by retention period rather than by module alone.
Punches, edits, exceptions, approvals and the audit of who changed what — the core evidence in any pay dispute.
Planned and actual schedules, shift patterns, swaps and coverage history.
Leave and time-off balances, accrual grants, takes and adjustments over time.
The pay rule, work rule and pay-code configuration that historical timecards were calculated under.
Employment records, job assignments, badge and person data as held in the workforce system.
Absence occurrences, attendance points and leave case history where in use.
The extracts and totals passed to payroll, which are what reconciliation is normally performed against.
The workforce and pay reports people actually run, reproduced against archived data.
Change history on timecards and schedules, without which archived workforce records lose their evidential value.
The parts of this platform that decide whether a retirement succeeds or stalls.
Nobody signs off a decommissioning on the basis that the archive looks right. Each extract is reconciled back to Kronos and the evidence is retained as part of the decommissioning pack.
Illustrative figures shown to explain how reconciliation evidence is presented. They are not drawn from a specific customer engagement.
A Kronos archive scoped to a defined retention period is typically weeks after discovery. Very large multi-site estates with long retention periods and heavy edit history run longer; discovery establishes the duration.
Work is delivered as fixed-scope packages priced against the scope established in a Legacy Exit Discovery. Projects typically start from £25K. UK public-sector buyers can call the work off through G-Cloud 15.
Published SyntraETL engagements on the same architecture. Every figure below comes from the referenced case study rather than from a marketing claim.
A multi-hospital health system archived 18 data areas of timekeeping history into DataVault with reconciliation evidence, then ran a ten-stage decommissioning.
Read the case study →A local council moved PeopleSoft HCM to Oracle Fusion with effective-dated employment history preserved and reconciled.
Read the case study →Historical records retained in a searchable archive so the source environment could be reduced.
Read the case study →Tell us which Kronos product and version you run, how many years of timecard history you hold and what you have moved to, and we will scope the archive.