In 2024, the global Time & Attendance software market grew to $3.7 billion, marking a 12% year-over-year increase. The top 10 vendors accounted for 52.2% of the total market. UKG led the pack with a 27.2% market share, followed by Workday, Dayforce, and ADP.
Through our forecast period, the Time & Attendance applications market size is expected to reach $4.7 billion by 2029, compared with $3.7 billion in 2024 at a compound annual growth rate of 5.2%.
Top 10 Time & Attendance Software Vendors in 2024 and their Market Shares
Source: Apps Run The World, July 2025
Other Time and Attendance software providers included in the report are: Access Group, Alvaria, Inc., Accsys (Pty) Ltd, AMG Employee Management Inc, Anviz Global, Asure Software, ATOSS, Attendance on Demand, Inc., AUA Industria Ltd., BambooHR, Bodet Group, BQE Software, Capita Software, Constellation Software Inc., Celayix Software, Comarch SoftM, ComplyRight, Computer Programs and Systems Inc, Crown Computing, Deputy, Dimas de Melo Pimenta Sistemas de Ponto e Acesso, dormakaba Group, E-Focus Industrial Co., Ltd, eSSL Security, Flex Applications, Frontier Software, Genesys Telecommunications Laboratories, GHG Corporation, Grupo SPEC, Harri US LLC, Hilan, Holy-Dis, Indeavor, Infor, Intuit Inc., Insperity, Inc., Interflex Datensysteme, Interbiz Solutions LLP, iSolved Human Capital Management, Jolt Software, Inc., Kingdee, Kuwait Computer Services, Lathem, Limton Group of Companies, Mark Information, MHR International Ltd, Namely, Nice Systems, OrangeHRM Inc., Paychex, Paycom, Paycor, Paylocity, Payworks, PrismHR, ProAlpha Business Solutions, Quinyx, Ramco Systems, SD Worx, Zebra Technologies (including Reflexis), Reynolds and Reynolds Company, ServiceNow, SETS, Shiftboard, Skyward, SmartLinx Solutions, Softworks.com, SPICA GROUP, Suprema Inc., SYNEL, Tanda, Tensor plc, TCP Software, TimeTec Group, Toba HR Solutions, a Tobania Company, Trimble, Upland Software, Verint Systems Inc., Visma, When I Work, Workwell Technologies, Zellis (ex NGA Human Resources UK & Ireland), ZKTeco, Zoho Corp., and others.
Vendor Snapshot: Time and Attendance Market Leaders
UKG
UKG continues to innovate its Time & Attendance offerings with Bryte AI Agents embedded in UKG Pro and Ready platforms, automating corrective time entries, shift-swaps, and early detection of attendance anomalies. The company has invested in ethical AI models and people-fabric data integration across scheduling and time systems to support compliance and workforce predictability. Recent collaboration with ServiceNow on agentic AI frameworks enhances cross-suite automation in HR, payroll and time management workflows.
Workday
Workday’s Time and Attendance module within its HCM suite now benefits from predictive staffing and flexible scheduling workflows driven by skills and shift data. The platform integrates with Workday Extend to support custom integrations tailored to shift-based workforce scenarios and real-time labor cost modeling. Workday’s investment in machine learning focuses on optimizing compliance-aware schedule fairness and labor variance reduction for large-scale enterprise deployment.
ADP
ADP’s Time & Attendance solutions, spanning Workforce Now, Enterprise HR and Vantage, have been enhanced with AI-powered time capture validation and predictive labor forecasting for shifted and hourly workers. The company introduced its Lyric platform as a cloud-native core, enabling unified payroll, HR, and scheduling analytics in real time. Recent acquisitions such as WorkForce Software (late 2024) have strengthened ADP’s compliance automation and shift scheduling capabilities at scale.
Dayforce
Dayforce’s Time & Attendance modules now integrate Dayforce AI Agents, launched in mid‑2024 to automate leave approvals, policy inquiries and time-off queries directly within Dayforce Co‑Pilot. The May 2025 release added AI-driven scheduling tools that align staff availability with demand and forecast potential shift gaps. Investments in workforce analytics and real-time net pay calculation help organizations enforce labor policy compliance and reduce administrative workload.
Amano
Amano’s CyberX and Time Guardian platforms leverage biometric and cloud time clocks built with rule-based automation to minimize manual punch errors and support complex shift rules. Recent updates emphasize mobile employee self-service and enhanced reporting interfaces. Amano continues to focus R&D on integrating smart badge data and shift variance analytics for manufacturing and healthcare client segments.
Paycom
Paycom’s Time and Labor module builds on its single-database platform by adding conversational payroll assistants that guide employees through leave requests and overtime policies. Machine learning enhancements focus on time-sheet review automation and shift conflict detection. Paycom continues refining shift forecasting modules to support scheduling accuracy without relying on external tools.
ATOSS
ATOSS Time & Attendance systems now incorporate AI-based forecasting engines that align headcount with historical demand patterns, helping companies optimize shift coverage. The platform’s planning tools automate compliance checks and labor law constraints, offering real-time alerts for potential rule violations. ATOSS investments remain focused on integrated scheduling, advanced analytics, and manufacturing-specific deployment use cases.
Paylocity
Paylocity’s Time & Labor offering integrates predictive analytics and chatbots that assist employees with leave balance queries and schedule changes. Development has focused on aligned payroll integration and retention analytics for hourly workforces. Ongoing enhancements emphasize mobile-first workflows and embedded compliance automation to support distributed and shift-based teams.
TCP Software
TimeClock Plus now includes AI-driven anomalies detection, highlighting missed punches and overtime risk, and predictive scheduling based on historical patterns. Recent product evolution emphasizes mobile and biometric time capture with configurable rule engines. TCP continues to invest in enterprise-grade integrations with payroll systems and real-time labor cost tracking.
Bodet Software
Bodet’s Kelio platforms now embed shift forecasting and workforce optimization tools built on AI models that consider attendance patterns, overtime exposure and labor law compliance. Enhanced self-service portals and mobile apps empower employees to manage schedules proactively. Bodet prioritizes product refinements targeted at European public sector and healthcare environments.
ARTW Technographics Platform: Time and Attendance customer wins
Since 2010, our research team has been studying the patterns of Time and Attendance software purchases, analyzing customer behavior and vendor performance through continuous win/loss analysis. Updated quarterly, the ARTW Technographics Platform provides deep insights into thousands of Time and Attendance customer wins and losses, helping users monitor competitive shifts, evaluate vendor momentum, and make informed go-to-market decisions.
List of Time and Attendance customers Â
Source: ARTW Buyer Insights Technographic Database
Custom data cuts related to the Time and Attendance Applications market are available:
- Top 270+ Time and Attendance Applications Vendors and Market Forecast 2024-2029
- 2024 Time and Attendance Applications Market By Vertical Market (21 Industry)
- 2024 Time and Attendance Applications Market By Country (USA + 45 countries)
- 2024 Time and Attendance Applications Market By Region (Americas, EMEA, APAC)
- 2024 Time and Attendance Applications Market By Revenue Type (License, Services, Hardware, Support and Maintenance, Cloud)
- 2024 Time and Attendance Applications Market By Customer Size (revenue, employee count, asset)
- 2024 Time and Attendance Applications Market By Channel (Direct vs Indirect)
- 2024 Time and Attendance Applications Market By Product
Through our forecast period, the HCM applications market is expected to reach $81.1 billion by 2029, compared with $58.7 billion in 2024 at a compound annual growth rate of 11.7%.
Through our forecast period, the Core HR and Talent Management applications market, which is comprised of nine subsegments, is expected to reach $48.6 billion by 2029, compared with $35.5 billion in 2024 expanding at a compound annual growth rate of 11.6%. For the Top 10 vendors in each of the nine subsegments, please check their own index page by following the link below.
Through our forecast period, the Talent Acquisition applications market, which is comprised of six subsegments, is expected to reach $20.3 billion by 2029, compared with $14.5 billion in 2024 expanding at a compound annual growth rate of 11.7%. For the Top 10 vendors in each of the six subsegments, please check their own index page by following the link below.
Through our forecast period, the Workforce Management applications market, which is comprised of six subsegments, is expected to reach $12.1 billion by 2029, compared with $8.7 billion in 2024 expanding at a compound annual growth rate of 12.1%. For the Top 10 vendors in each of the six subsegments, please check their own index page by following the link below.
Our HCM Top 500 research team also tracks Time Clock Hardware vendors separately by zeroing in on their embedded software as well as their extensive use of OEM and distribution partners.
Exhibit 3: Worldwide HCM Software Market 2024-2029 Forecast, $M
Source: Apps Run The World, July 2025
Exhibit 4 shows our projections for the HCM enterprise applications market by HCM sub-segment, based on the buying preferences and the customer propensity to invest in new software within those industries as they continue to upgrade and replace many legacy industry-specific applications that have been identified and tracked in our Buyer Insight Database.
Methodology
Similar to any of the hundreds of reports that we have published since 2010, HCM Top 500 is a labor of love. Since 2013, our team of researchers has been conducting rigorous research on thousands of HCM vendors, surveying them quarterly, reviewing their products at even shorter intervals because of the compressed Cloud release cycle, and discussing HR vision with their customers to better understand user needs as well as different paths to upgrade and replace their existing systems.
Each year, we also attend many industry-wide and vendor-specific user conferences – HR Tech, Dreamforce, SAPPHIRENOW, Oracle Open World, just to name a few, to gauge what customers are looking for.
Throughout this process comes a rich database of more than 2,000 HCM vendors as well as over 50,000 HCM customers that have been touched in one form or another through regular surveys, phone and in-person interviews, email exchanges, and social media interactions etc.
On a proactive basis, we contact the vendors directly to tabulate their latest quarterly and annual revenues by HCM segment, vertical market, revenue type, region, country, and customer size.
We supplement their written responses with our own primary research to determine quarterly and yearly growth rates in each of the 22 segments and 21 verticals, in addition to customer wins to ascertain whether these are net new purchases or expansions of existing implementations.
Another dimension of our quantitative research process is through continuous improvement of our customer database, which stores more than one million records on the enterprise software landscape of over 100,000 organizations around the world.
The database provides customer insight and contextual information on what types of HCM, enterprise software systems and other relevant technologies are they running and their propensity to invest further with their current or new suppliers as part of their overall HCM and IT transformation projects to stay competitive, fend off threats from disruptive forces, or comply with internal mandates to improve overall enterprise efficiency.
The result is a combination of supply-side data and demand-generation customer insight that allows our clients to better position themselves in anticipation of the next wave that will reshape the HCM marketplace for years to come.
HCM Market Taxonomy
Definition of Human Capital Management (HCM) Applications
Core HR and Performance Management
| Core HR and Performance Management | Description |
|---|---|
| Personnel and Organization Management | Core human resource management system, personnel records, HR master file, accruals, organizational development, org chart visualization |
| Payroll | Payroll processing, tax filing, language support, country-level updates, payslip calculations, automatic deductions and other government requirements for proper disbursement of employee compensation. |
| Benefits Administration | Benefits and health administration. Plan and design benefits lifecycle, billing and payment. Carrier solutions are also included for integration purposes. |
| Pension Administration | Pension and retirement fund(401K) administration as well as software that helps manage profit sharing plan, defined benefit plan, or cash balance plan. |
| Compliance | Compliance, regulatory updates and reporting including such laws as Affordable Care Act, Overtime Regulations, Fair Labor Standards Act |
| Performance and Goal Management | HR performance management applications are designed to automate the aggregation and delivery of information pertinent to the linking of job roles and the mission and goals of the organization. More specifically, the system allows users to automate the performance review process by using mechanisms such as training and key performance indicators to continuously track and monitor the progress of an individual employee, work team, and division. Some of the key features include: Assessment of individual career objectives and organizational skills gaps that impede performance and job advancement. Continuous reviews and establishing milestones. 360-degree evaluation and real-time feedback. Performance appraisal automation. Goal setting and tracking. Employee surveys. Alignment of human assets to corporate objectives. Fast tracks for top performers. |
| Learning and Development | Learning management systems refer to applications that automate the administration, tracking, and reporting of training events. Other tools may include courseware and other delivery, management, tracking, or integrated solutions whose focus is on the learning environment, including learning content management systems. Career development tools include apps for coaching, mentoring, employee development planning, and diagnosing of development needs. |
| Succession and Leadership Planning | Identify and address current and potential talent gaps to create succession management reporting. Develop and maintain a continuous supply of internal talent to fill critical job roles. Improve employee engagement through digital tools to advance career path development opportunities. |
| Compensation Management | Compensation management applications are designed to automate the process of providing cash, noncash, variable and nonvariable compensation to employees through advanced modeling, reporting, and built-in interfacing to payroll processing systems. Other key features include seamlessly manage compensation budgets and allocation in a single, shared tool. Streamline pay recommendation workflows and approvals. Support multiple pay and incentive practices. Ensure budget compliance and adherence to compensation guidelines. Quota and territory management. Calculation and distribution of commissions, spiffs, royalties, incentives to employees, and channel and business partners. Compensation analysis using internal and external data for retention risk analysis. Linking salary, commission and incentives — cash and noncash — to business objectives. Payroll and payment engine interfaces. Account payables integration. |
Talent AcquisitionÂ
| Talent Acquisition | Description |
|---|---|
| Applicant Tracking | Applicant tracking software automates such functions as management of resumes, applicant information, scoring, workflow, matching, search, interview scheduling, job descriptions, EEOC reporting, job postings and notifications |
| Recruiting | Recruiting applications are designed to automate the recruitment process of salaried and hourly employees through screening and skills assessment, as well as automated selection processes to improve hiring pipeline by identifying talent inside or outside the organization. Other key features include: Manage skills inventories. Create and manage job requisitions. Coordinate team collaboration within hiring processes. Video Interviewing, team building and digital coaching. |
| Candidate Relationship Management | Applications designed to attract and engage candidates and employees. Other tasks automate functions such as candidate relationship management apps, career site technology, social recruiting, employee referrals, branding, video engagement, campus recruiting and internal hiring |
| Contingent Labor Management | Processing of hiring of contingent labor, search, skills matching, assessment, interview scheduling, negotiation of rates, approvals, project milestone payments, project completion tracking, performance ratings |
| Sourcing | Facilitate resource planning for staffing firms as well as vendor managed system, allowing for front office integration for employment agencies as well as talent acquisition apps designed for staffing firms. |
| Onboarding | Applications designed to deploy workers to appropriate jobs, projects, or teams for accelerated on-boarding. |
Workforce Management
| Workforce Management | Description |
|---|---|
| Absence and Leave Management | Absence management applications offer automated features to support employee leave management, employer authorized leave, Short-Term-Disability/Workers’ Comp coordination, federal and state compliance, customized leave correspondence, medical certification processing, insurance premium payment tracking as well as employee self-service capabilities. Leave Management supports compliance activities related to government regulations such as the Family and Medical Leave Act in the United States and other local leave laws in different countries. |
| Workforce analytics | Workforce analytics are used to analyze compensation, benefits, and other employee variables. These applications can also be used to analyze and optimize labor allocation for particular projects. |
| Fatigue Management | Fatigue Management apps help automate key facets of fatigue risk mitigation, enforcing employee work-hour limits and aligning with fitness for duty best practices. Similar apps may act as electronic work diaries for real-time reporting and compliance with transportation laws. |
| Hardware (Time Clock) | Time capture is the hardware platform that provides authentication features for clock-in and clock-out times, meal and rest breaks, as well as timesheet and payroll reporting and compliance. |
| Scheduling | Products are designed to Increase forecasting accuracy by factoring in a variety of methods and historical patterns. Create optimal schedules to meet customer demands, while reducing costs and maximizing resources |
| Task Management | Task Management offers labor management capabilities such as task-based and project-based activity tracking as well as measurement and reporting functions against performance standards like engineered labor standards, team standards and reflective standards. |
| Time & Attendance | Time and Attendance applications are designed to automate employee time tracking in different locations, help reduce overtime expenses, improve payroll accuracy, eliminate pay errors and adjustments, along with the need to simplify and optimize administrative tasks and complex rate calculations by making available accurate and current labor data and full audit trail of payroll data. |
- Internet Archive, a United States based Non Profit organization with 169 Employees
- Lalesse Logistic Solutions, a Netherlands based Distribution company with 70 Employees
- University Of Saarland, a Germany based Education organization with 375 Employees
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated |
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