Workday consulting
Workday Migration Services
Migrating to Workday from SAP, Oracle, PeopleSoft, SuccessFactors or legacy HR and payroll systems, with controlled data and payroll transition.
- 50+
- UK projects delivered
- 12
- European markets supported
- GDPR
- and payroll compliant
- London
- headquartered
Migrating to Workday is rarely a like-for-like move. Processes, data structures and reporting all change. Dandee Consulting plans and delivers migrations from SAP, Oracle, PeopleSoft, SuccessFactors and legacy in-house systems, with the data and payroll transition run as controlled workstreams.
What's included
What A Workday Migration Involves
We sequence the migration around the two things that actually decide the date: payroll and data.
- Current-state assessment of legacy processes, interfaces, customisations and reporting
- Target operating model design — what changes, what stays, what is retired
- Data conversion strategy including history depth and legacy archive approach
- Integration re-platforming for finance, benefits, identity, time and third-party providers
- Parallel payroll planning and gross-to-net variance sign-off
- Decommissioning plan for the legacy system, including retention and access for audit
- Change and training for HR, payroll, managers and employees
What A Workday Migration Involves
Engagement Models And Indicative Pricing
- Migration feasibility and planning — three to four weeks, fixed fee, with a phased plan and cost envelope.
- Workstream delivery — data, integration, testing or payroll expertise embedded in your programme.
- Client-side assurance — oversight of a partner-led migration.
- Day rate — senior consultants from GBP 750 per day.
Migration cost is dominated by data history, integration count and payroll country count rather than headcount alone.
Engagement Models And Indicative Pricing
Where Migrations Go Wrong
- Legacy customisations replicated in Workday instead of being reconsidered
- History converted at a depth nobody needed, adding months of effort
- Interfaces discovered late because they were never documented
- Parallel payroll started too late to correct variances before cutover
- No archive strategy, forcing the legacy system to stay live and licensed
Where Migrations Go Wrong
How We Sequence A Migration
- 01
Assess
legacy landscape, interfaces and reporting inventoried
- 02
Design
target processes agreed, with deliberate decisions on what not to replicate
- 03
Convert
data mapped, cleansed and loaded through repeated mock cycles
- 04
Integrate
interfaces rebuilt and tested with upstream and downstream owners
- 05
Run parallel
payroll validated across two to three periods against legacy
- 06
Cut over
rehearsed runbook, hypercare, then legacy decommissioning
Related Workday Services
Related Workday Services
Talk To Us About Your Migration
Tell us what you are migrating from and your target date, and we will tell you what the critical path really looks like. 📞 Contact us or 📞 book a call.
Talk To Us About Your Migration
FAQs
Frequently asked questions
Mid-sized single-country HCM and payroll migrations typically run 9 to 12 months. Multi-country programmes with several payroll providers run longer and are usually phased by country.
Contact
Talk to us about Migration
Send a short brief and a Workday specialist replies within one working day.
- UK+44 20 7183 3436
- UK+44 7454 539583
- US+1 650 278 4421
- info@pearllemongroup.com
- Kemp House, 160 City Rd, London EC1V 2NX, UK
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Book a 30-minute call with a specialist. No pitch — just a clear view of what to fix first.