In 2024, the global Workforce Scheduling software market grew to $1.6 billion, marking a 12.2% year-over-year increase. The top 10 vendors accounted for 55.3% of the total market. UKG led the pack with a 26.6% market share, followed by Dayforce, Workday, and QGenda.
Through our forecast period, the Workforce Scheduling applications market size is expected to reach $2.3 billion by 2029, compared with $1.6 billion in 2024 at a CAGR of 7.4%.
Top 10 Workforce Scheduling Software Vendors in 2024 and their Market Shares
Source: Apps Run The World, July 2025
Other Workforce Scheduling software providers included in the report are: 7shifts, Asure Software, Alvaria, Blue Yonder, Bodet Software, Bullhorn, Calabrio, Capita Software, Celayix Software, Comarch SoftM, Content Guru, Crown Computing, Epicor, Five9, Genesys, Harri, Hilan, HealthStream, Holy-Dis, Indeavor, Infor, Insperity, Inc., Interflex Datensysteme, Intime Solutions, Jolt Software, NiCE, PARiM, Paycom, Paycor, Paylocity, PlanSource, Quinyx, Shiftboard, Sisqual, SmartLinx Solutions, Softworks.com, SAP, SYNEL, Tambla, Workforce.com (ex Tanda), TCP Software, Toba HR Solutions, a Tobania Company, Totalmobile, Trimble, Tugboat Software, Tyler Technologies, Upland Software, Verint Systems Inc., Workday, When I Work, Zellis (ex NGA Human Resources UK & Ireland), Zoho, and others.
Vendor Snapshot: Workforce Scheduling Market Leaders
UKG
The phasing out of Workforce Central signals UKG’s concerted shift to cloud-first, AI-infused scheduling technology. UKG Pro Scheduling represents a significant leap: combining automated forecasting, real-time scheduling intelligence, and self-service capabilities to align labor supply with demand, reduce compliance risk, and improve employee satisfaction. UKG Pro Scheduling is UKG’s AI-powered workforce scheduling engine, seamlessly integrated within the UKG Pro Workforce Management suite. It uses machine learning to generate optimized, demand-aligned schedules.
Dayforce
Ceridian Dayforce’s scheduling capabilities now reflect modern, AI-first workforce management standards. The integration of predictive analytics, automated shift generation, and AI agent-led workflows helps employers allocate labor more efficiently while respecting employee preferences and meeting business demand. Ceridian Dayforce has an adoption across 6,000+ organizations and significant revenue momentum, boosted in part by Eloomi and AI investments.
Workday
Workday Scheduling now embeds AI-driven scheduling optimization, matching employee preferences with business demand to create efficient, fatigue-aware shift patterns and real-time labor planning. The platform benefits from Workday’s broader Illuminate AI architecture, leveraging contextual HR and financial data to enable intelligent agentic workforce recommendations and automation across scheduling and labor management.
QGenda
QGenda’s acquisition of Shift Admin in early 2021 brought a leading AI‑enabled scheduling system for shift‑based specialties such as emergency medicine, urgent care, and hospital medicine into its healthcare platform. Combined with QGenda’s own workforce tools, the enhanced platform now serves over 4,500 healthcare organizations, managing schedules for 850,000+ physicians, nurses, and staff across more than 100 enterprise sites globally.
Oracle
Oracle Workforce Scheduling and its broader Cloud HCM suite now deliver comprehensive, AI-first workforce planning that drives strategic labor alignment, compliance, and employee experience. With built-in fatigue-aware scheduling logic, shift optimization, and intelligent AI agents, Oracle offers a modern solution for mission-critical scheduling scenarios.
Deputy
Deputy has firmly established itself as a leader in AI-powered workforce scheduling for shift-based industries. Its AI-first approach, anchored in the Predelo partnership and native Auto-Scheduling, can dramatically reduce administrative overhead, increase accuracy of labor matching, and enhance fairness through policy-aligned roster generation.
Nice Systems
NICE IEX stands out as a premier enterprise workforce management suite, embedding AI at its forecasting and scheduling core, while integrating insights across linked platforms like CXone and Mpower. Its combination of predictive scheduling, real-time self-service, and analytics-driven management ensures optimized workforce operations and improved service delivery in high-volume, omni-channel contact centers.
Zebra Technologies (including Reflexis)
Zebra’s acquisition of Reflexis and subsequent integration into the AI-rich Workcloud ecosystem positions the company as a modern front-runner in intelligent staffing automation. With machine learning forecasting, real-time analytics dashboards, and mobile shift management, Zebra enables operational agility and cost control at scale. The combination of predictive scheduling, task orchestration, and embedded compliance attributes makes Workcloud Scheduling a strategic asset, especially for industries that manage dynamic, labor-intensive, and compliance-constrained workforces.
ADP
ADP’s acquisition of WorkForce Software significantly strengthens its position in the workforce management market, particularly in AI-enhanced scheduling and labor optimization. The integration of these advanced capabilities into ADP’s comprehensive HCM suite provides clients with a unified platform that streamlines operations, enhances compliance, and reduces labor costs.
ATOSS
In 2024-2025, ATOSS expanded its AI capabilities by enhancing its predictive scheduling algorithms and introducing machine learning models for dynamic labor demand forecasting and fatigue-aware scheduling, improving both operational efficiency and employee well-being. Continued investments in AI-driven automation and user-centric analytics reflect ATOSS’s strategy to balance workforce productivity with employee satisfaction, a crucial differentiator in today’s tight labor markets.
ARTW Technographics Platform: Workforce Scheduling customer wins
Since 2010, our research team has been studying the patterns of Workforce Scheduling 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 Workforce Scheduling customer wins and losses, helping users monitor competitive shifts, evaluate vendor momentum, and make informed go-to-market decisions.
List of Workforce Scheduling customers Â
Source: ARTW Buyer Insights Technographic Database
Custom data cuts related to the Workforce Scheduling Applications market are available:
- Top 160+ Workforce Scheduling Applications Vendors and Market Forecast 2024-2029
- 2024 Workforce Scheduling Applications Market By Vertical Market (21 Industry)
- 2024 Workforce Scheduling Applications Market By Country (USA + 45 countries)
- 2024 Workforce Scheduling Applications Market By Region (Americas, EMEA, APAC)
- 2024 Workforce Scheduling Applications Market By Revenue Type (License, Services, Hardware, Support and Maintenance, Cloud)
- 2024 Workforce Scheduling Applications Market By Customer Size (revenue, employee count, asset)
- 2024 Workforce Scheduling Applications Market By Channel (Direct vs Indirect)
- 2024 Workforce Scheduling 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 have 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 one form or another through regular surveys, phone and in-person interviews, email exchanges, and social media interactions, etc.
On a proactively 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
- American Savings Bank, a United States based Banking and Financial Services company with 1100 Employees
- University Of Saarland, a Germany based Education organization with 375 Employees
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated |
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