---
title: "Lattice HRIS Shutdown: The 2026 Migration & Data Export Guide"
slug: lattice-hris-shutdown-the-2026-migration-data-export-guide
date: 2026-07-10
author: Nachi
categories: [HRIS]
excerpt: "Lattice HRIS shuts down July 31, 2026, with data deleted August 6. Full timeline, export paths, alternative platforms, and zero-data-loss migration steps."
tldr: "Lattice HRIS access ends July 31, 2026, with all data deleted August 6. No formal migration path exists — export everything now or lose it permanently."
canonical: https://clonepartner.com/blog/lattice-hris-shutdown-the-2026-migration-data-export-guide/
---

# Lattice HRIS Shutdown: The 2026 Migration & Data Export Guide


Lattice HRIS shuts down on **July 31, 2026**. Payroll access already ended on March 31. All HRIS customer data will be **permanently deleted on August 6, 2026** — just six days after access ends.

There is no native migration tool. No formal export-to-competitor workflow. Lattice provides CSV exports from the admin panel, limited API access (requiring pre-approval), one Rippling-formatted census export added in April 2026, and an SFTP transfer option. That is it. The actual work of getting your employee records, time-off data, documents, and compensation history into a new system is entirely on you.

This guide covers the exact timeline, what data is at risk, how to get it out, which replacement platforms fit which use cases, and how to avoid the implementation bottleneck that is catching mid-market HR teams right now.

## The Lattice HRIS Shutdown Timeline: What Breaks and When

Lattice launched its HRIS in October 2024 as an extension of its performance management platform. <cite index="4-4">The shutdown announcement was unexpected — just nine months earlier, Lattice had reported 250% growth in HRIS customers.</cite> In November 2025, roughly 13 months after launch, Lattice announced it would discontinue both its HRIS and payroll products. Public reporting has not confirmed the exact number of affected companies, but Lattice serves over 5,000 organizations on its broader platform, and the 250% HRIS growth figure suggests hundreds of companies adopted the HRIS in its first year.

Here are the hard dates:

| Date | What Happens |
|---|---|
| **March 31, 2026** | Payroll access ended permanently. Historical payroll data, tax configurations, and W-2s are no longer accessible through Lattice. |
| **July 31, 2026** | HRIS access ends permanently. Employee records, time-off balances, leave management, time tracking, documents, and all core HR data become inaccessible. |
| **August 6, 2026** | All HRIS customer data is permanently deleted. No recovery possible. |

> [!CAUTION]
> **Lattice's standard 180-day data retention period does not apply to HRIS customers.** <cite index="46-9,46-10">All HRIS data will be deleted on August 6, 2026.</cite> That is not a soft deadline. That is a permanent deletion date. Export everything before July 31. Note: Lattice has not published any SLA or contractual provision for extended access or data recovery beyond this date. If your organization has specific data portability rights under GDPR Article 20 or state-level privacy laws, consult legal counsel before the deadline.

Lattice is not disappearing. The Talent Suite — performance reviews, goals, OKRs, engagement surveys, compensation planning — continues. <cite index="10-10,10-11">Lattice itself encourages customers to keep the Talent Suite at $11 per seat per month and find a separate solution for the HRIS functions being discontinued.</cite>

What breaks on July 31 is the operational HR layer: employee records, time-off balances and accrual histories, time and attendance tracking, leave management workflows, custom fields, approval chains, and document storage.

## Why Lattice Pivoted Away from HRIS and Payroll

HRIS and payroll are infrastructure, not features. You cannot bolt them onto a performance management platform in a year and compete with incumbents.

Building a viable HRIS requires deep regulatory compliance across states and countries, multi-jurisdictional tax engines, and continuous updates as employment laws change. BambooHR, Paylocity, ADP, and Gusto have a decade-plus of regulatory experience, battle-tested data architecture, and deep integrations with tax agencies, benefits carriers, and financial systems. <cite index="10-28">Lattice's payroll was US-only and built on Gusto's embedded infrastructure rather than Lattice's own engine.</cite> That dependency meant Lattice was paying Gusto's per-employee processing fees while trying to differentiate on top — a margin structure that collapses at scale when competing against platforms that own their payroll stack end-to-end.

The pivot was signaled before the shutdown was even announced. <cite index="29-1,29-2,29-3">On October 15, 2025, Lattice announced it had joined the Workday Partner Program, enabling shared customers to connect operational data with real-time insights on employee performance, engagement, and growth.</cite> A month later came the HRIS discontinuation announcement and a deeper BambooHR partnership. The message was clear: Lattice would integrate with dedicated HRIS providers rather than compete with them. ([lattice.com](https://lattice.com/blog/lattice-and-workday-partnership?utm_source=openai))

For your team, this forces one decision: do you keep Lattice for performance management and bolt on a new HRIS, or do you leave Lattice entirely?

## Split vs. Consolidate: Evaluating Lattice HRIS Alternatives

Every affected company faces the same architectural choice.

### Path 1: Keep Lattice Talent Suite + Add a Standalone HRIS

This path makes sense if your team is happy with Lattice for performance management and only needs to replace the operational HR functions — employee records, leave tracking, time and attendance. The integration between Lattice's Talent Suite and your new HRIS is the critical factor.

**Integration compatibility with Lattice Talent Suite:**

| Vendor | Lattice Integration | Integration Method | Notes |
|---|---|---|---|
| BambooHR | ✅ Native | Built-in connector | Bi-directional employee data sync |
| Gusto | ✅ Native | Built-in connector | Employee data sync; payroll data stays in Gusto |
| Rippling | ✅ Native | Built-in connector | Syncs employee records to Lattice |
| Calamari | ⚠️ Via Zapier/API | Middleware required | No native Lattice connector; requires custom setup |
| Workday | ✅ Native (new) | Partnership integration | Announced October 2025 |
| ADP | ⚠️ Limited | File-based or middleware | No published native Lattice connector |

**Best-fit vendors:**

- **BambooHR** — Mid-market HRIS with native Lattice integration. Strong for employee records, onboarding, and reporting. Pricing is quote-based but typically ranges from $6–$10 per employee per month depending on tier and headcount. The safest split-path answer for most US-centric teams. ([bamboohr.com](https://www.bamboohr.com/?utm_source=openai))

- **Gusto** — Payroll-first platform with full-service payroll, state tax registration across all 50 states, and time tracking synced to payroll. Published plans range from $6–$12 per person per month plus a base fee of $40–$80/month depending on tier. Best for smaller teams (under 100 employees) that need payroll and basic HR without enterprise overhead. Be aware that Gusto's SMB-focused API may require middleware to sync complex organizational hierarchies back to Lattice. ([support.gusto.com](https://support.gusto.com/article/178093167290313/understanding-gusto-plans?utm_source=openai))

- **Calamari** — Specialist in leave management, time tracking, and core HR. Published pricing: $2.00/user/month for Time Off, $2.50 for Time & Attendance, $2.00 for Core HR. <cite index="1-19,1-20">Implementation takes 5–10 days, not 6–8 weeks.</cite> Best if you primarily used Lattice HRIS for leave requests and time tracking — and the fastest path to being live before July 31. No native Lattice integration exists, so you will need middleware (Zapier, Make, or custom API work) if keeping Lattice Talent Suite. ([calamari.io](https://www.calamari.io/pricing?utm_source=openai))

### Path 2: Consolidate Everything Into an All-in-One Platform

This path replaces both Lattice HRIS *and* Lattice Talent Suite with a single platform covering HRIS, payroll, and performance management. It is the right move if you were already outgrowing Lattice or want to reduce vendor count.

**Best-fit vendors:**

- **HiBob** — Core HR, payroll, performance management, and people analytics in one platform. Positioned aggressively for Lattice refugees with a dedicated migration guide. Pricing is quote-based; published estimates suggest $8–$16 per employee per month depending on modules. Note: HiBob's own timeline budgets 4–6 weeks for vendor selection, 2–4 weeks for contract negotiation, and 6–8 weeks for implementation — totaling up to 17 weeks from start to go-live. ([hibob.com](https://www.hibob.com/blog/lattice-competitors-hris-alternatives/))

- **Rippling** — Combines HRIS, payroll, benefits, and IT device management into a single employee data layer. Published pricing starts at $8 per user per month for core HR, with additional modules priced separately. Strong for distributed and global teams, especially where the HRIS replacement is tied to identity, app provisioning, or access control. Rippling also benefits from Lattice's dedicated Rippling-formatted census export (see export section below). ([rippling.com](https://www.rippling.com/products/hr/hris?utm_source=openai))

- **Factorial** — All-in-one HR platform for growing and mid-sized companies, connecting HR, payroll, time tracking, and finance workflows. Published pricing starts at approximately $5–$8 per employee per month. Modular, with an active migration guide for Lattice customers. ([factorialhr.com](https://factorialhr.com/blog/how-to-migrate-from-lattice/))

- **ADP** — Enterprise-grade payroll and HCM. Pricing is entirely quote-based and varies significantly by company size and module selection; expect $10–$25+ per employee per month for full HCM. Best for companies with complex multi-state or multi-country payroll requirements.

**Vendor pricing summary (estimated ranges):**

| Vendor | Pricing Model | Estimated Cost per Employee/Month | Best For |
|---|---|---|---|
| BambooHR | Quote-based | $6–$10 | Mid-market, US-centric, split path |
| Gusto | Published tiers | $6–$12 + $40–$80 base | SMB, payroll-first, <100 employees |
| Calamari | Published | $2–$4.50 (per module) | Leave & time tracking only |
| HiBob | Quote-based | $8–$16 | Mid-market consolidation |
| Rippling | Published base + modules | $8+ | Global/distributed, IT-heavy |
| Factorial | Published tiers | $5–$8 | Growing companies, budget-conscious |
| ADP | Quote-based | $10–$25+ | Enterprise, multi-country payroll |

*Note: All pricing estimates are based on publicly available information and vendor marketing as of early 2026. Actual pricing varies by headcount, modules, and negotiation.*

> [!NOTE]
> **Key trade-off:** The split path is faster to implement (days to weeks) but creates two systems and ongoing integration overhead. The consolidation path gives you a single platform but carries a longer implementation timeline (6–17 weeks) — which may not fit the July 31 deadline if you are starting now.

### International and Multi-Country Considerations

The analysis above is US-centric, but companies with employees in multiple countries face additional migration complexity:

- **GDPR data portability (Article 20):** EU-based employees may have the right to receive their personal data in a structured, machine-readable format. If Lattice's CSV exports do not satisfy this requirement, consult legal counsel about requesting a GDPR-compliant export before the shutdown.
- **Local leave law compliance:** Time-off entitlements, statutory leave types, and accrual rules vary by jurisdiction. Migrating a US-configured leave policy into a system serving UK, German, or Australian employees requires jurisdiction-specific validation — not just a data copy.
- **Global payroll providers:** If you need multi-country payroll, Rippling, Deel, Remote, and Papaya Global cover more jurisdictions than US-focused platforms like Gusto or BambooHR. ADP also supports multi-country payroll through its GlobalView and Celergo products.

If you are choosing under a shutdown clock, **split usually wins on speed** because it reduces how much process you need to rebuild before access ends. If you have time and can preserve history separately while a bigger rollout continues, **consolidate** can make sense long-term.

For a deeper framework on evaluating HRIS migration readiness, see our [HRIS Data Migration Checklist](https://clonepartner.com/blog/blog/hris-data-migration-checklist/).

## Critical Data at Risk: What to Export Before July 31

<cite index="10-30,10-31">Lattice has not announced a migration partner or provided an official export-and-switch guide. Customers are receiving credits for their remaining subscription and discounts on the Talent Suite, but the actual work of moving HRIS data to a new system is on you.</cite>

Start with an export manifest, not a demo deck. This is the minimum dataset you should pull before any mapping work begins:

```text
employee_census.csv
profile_change_report.csv
profile_audit_log.csv
time_off_balance_summary.csv
time_off_requests.csv
documents.zip
field_mapping.xlsx
archive_notes.md
rippling_census_export.csv  (if migrating to Rippling)
```

### Data categories and export paths

| Data Set | Lattice Export Path | Why It Matters |
|---|---|---|
| Current employee master data | **Admin > Directory > Export Employee Census Data** or custom reports | Names, emails, managers, departments, titles, locations, custom fields, employment status |
| Rippling-formatted census | **Admin > Directory > Export for Rippling** (added April 2026) | Pre-formatted census file matching Rippling's import schema. Contains core employee fields. Can be partially repurposed for other vendors but field names and formatting will need adjustment. |
| Historical employee changes | **Profile Change Report** and **Profile Audit Log** | Effective-dated changes, who changed what, manager/title/department history |
| PTO balances and accruals | **Time Off Balance Summary Report** | Beginning balance, ending balance, accruals, taken, scheduled amounts |
| PTO usage and future leave | **Time Off Requests Report** | Approved, declined, and requested leave history plus future booked time |
| Documents | **Admin > Documents > Export User Documents** | Contracts, offer letters, tax forms, I-9s. Note: export links are valid for 24 hours |
| Non-HRIS talent data (if leaving Lattice) | General exports for goals, feedback, surveys, updates | Only needed if you are not keeping Lattice for performance |

These export paths are documented in Lattice Help Center articles. ([help.lattice.com](https://help.lattice.com/hc/en-us/articles/39613073114647-Export-Lattice-HRIS-Data-for-Import-to-Rippling?utm_source=openai))

### Why time-off data is the highest-risk category

Time-off data is the single most error-prone category in any HRIS migration. You cannot simply migrate a static balance ("John has 12 days remaining"). You must migrate the underlying logic:

- Current entitlements and accrual rates
- Used days and pending requests
- Carryover policies and expiration dates
- Tenure-based accrual bumps
- Future approved leave

<cite index="19-17,19-18">Accrual policies rarely translate 1:1 between systems. Verify that policy settings — notice periods, carryover limits, entitlement rules — match what your team expects in the target system.</cite>

If you fail to map this correctly, employees lose earned time off, triggering HR grievances and potential labor law violations. In a typical migration failure pattern, accrual rates are imported as static balances without the underlying policy logic, so the new system begins accruing from zero or double-counting days already taken. One common variant: an employee with 5 carryover days and 10 accrued days shows 15 in Lattice, but the target system imports "15 days" as a new annual entitlement and begins accruing on top of it.

### Export methods

Lattice supports three export paths:

**1. CSV exports** — Available for most data categories through the admin panel. Navigate to the relevant section (People, Time Off, Time Tracking, Goals, Updates, Engagement, Custom Reports) and use the export option. <cite index="46-12">Note: the Update Log export will not contain comments.</cite>

**2. API extraction** — <cite index="41-4,41-5">The API allows admins and developers to retrieve data from Lattice and use it in another application.</cite> API keys are generated from **Admin > Platform > API keys**, but <cite index="48-14">you must obtain approval from Lattice before generating an API key.</cite> Do not wait until the last week to request access.

A critical detail: Lattice's public API currently lists **Users, Competencies, Feedback, Goals, Questions, Tasks, Reviews, and Updates** as available endpoints. HRIS-specific data objects — employee records, time-off balances, documents, compensation history — are exported through reports, CSV, documents, and SFTP, not the public API. Do not assume a one-key, full-HRIS API extract exists. Plan around export reports first, use the API for talent data. ([help.lattice.com](https://help.lattice.com/hc/en-us/articles/360059449534-Lattice-s-Public-API?utm_source=openai))

**3. SFTP transfer** — Lattice's SFTP Center can automate transfer of employee data to external systems. Useful for scheduled pulls, but it is transport, not migration. You still need field mapping, referential integrity checks, and destination validation. ([help.lattice.com](https://help.lattice.com/hc/en-us/articles/26835278621847-Set-up-an-integration-using-the-Lattice-SFTP-Center?utm_source=openai))

### What exports don't capture

HR data is highly relational. An employee record ties to a manager, which ties to a department, which ties to a compensation band, which ties to a time-off policy. When you flatten this into a CSV, you break the relational links. Specifically:

- **Manager references** export as names or emails, not as foreign keys. If two employees share a name, or an email changes between export and import, the relationship breaks.
- **Department hierarchies** flatten into single strings ("Engineering > Backend > Platform"), which different target systems parse differently or not at all.
- **Effective-dated history** may export as multiple rows per employee with no guaranteed sort order, requiring deduplication and date-range validation before import.

If you do not have a plan to reconstruct those links in the target system, you will experience data corruption in production.

**Custom workflows and approval chains** cannot be exported at all. You need to document them manually and rebuild them in your new system. No export path exists for workflow logic. Recommended approach: screenshot each workflow, record the approval chain (who approves, in what order, with what conditions), and note any conditional branching or auto-approval rules.

> [!WARNING]
> **Payroll history is likely already gone.** Payroll access ended on March 31, 2026. If your team did not export payroll runs, tax filings, and W-2 data before that date, contact Lattice support immediately to check if any recovery is possible. Do not assume it is. Lattice has not published any post-March-31 payroll data recovery process.

For a breakdown of when CSV exports work and when they break, see our guide on [using CSVs for SaaS data migrations](https://clonepartner.com/blog/blog/csv-saas-data-migration/). If payroll history, compensation data, or other sensitive employee records are in scope, review [How to Safely Migrate Sensitive Employee & Payroll Data](https://clonepartner.com/blog/blog/payroll-data-migration-security-compliance/) before you move anything.

## The 6-to-17 Week Implementation Trap

Here is the math that is catching people.

HiBob's own Lattice migration guide budgets 4–6 weeks for vendor selection, 2–4 weeks for contract negotiation, and 6–8 weeks for implementation and data migration — with implementation not starting until week 11 at the earliest. ([hibob.com](https://www.hibob.com/blog/lattice-competitors-hris-alternatives/))

If you are reading this in July 2026, a 6-week implementation puts you past the deadline. A 17-week implementation puts you in November.

The problem is that most HRIS vendors bundle **data migration** and **software implementation** into a single project. Your data export, field mapping, validation, and import all happen inside the same 6–17 week window as vendor setup, configuration, training, and go-live.

This coupling creates the bottleneck. The implementation work — configuring leave policies, building approval workflows, setting up payroll tax rules — takes weeks regardless. But the **data migration** — extracting records from Lattice, transforming them to the target schema, and loading them into the new system — is a fundamentally different workstream that can run in parallel.

The ugliest failures happen in places demos never show:

- **Future approved leave not carried forward.** Employees booked PTO for August and September in Lattice. The migration imported historical balances but not future-dated requests. Employees show up expecting approved time off that does not exist in the new system.
- **Manager relationships importing as plain text instead of references.** The CSV has "Jane Smith" in the manager column. The target system cannot resolve "Jane Smith" to a user record because Jane's account has not been created yet, or her name is stored differently. Result: hundreds of employees with no reporting chain.
- **Historical compensation missing effective dates.** Salary changes import as a flat list without dates, making it impossible to reconstruct compensation history for audits, equity reviews, or year-end reporting.
- **Payroll cutover without quarter-to-date tax history.** The new payroll system does not know what has already been withheld for federal, state, and local taxes in the current quarter. Without a parallel check, employees are double-withheld or under-withheld, creating IRS and state tax agency discrepancies.

ADP explicitly recommends reviewing prior-quarter taxes, explaining how payroll and tax history will move, and testing before first live payroll. Treat that as non-negotiable. ([adp.com](https://www.adp.com/resources/articles-and-insights/articles/l/lattice-migration-to-adp.aspx))

<cite index="3-18,3-19,3-20">Your HRIS stores sensitive information — employee details, payroll history, time-off balances, and documents. If data is not exported correctly or validated during migration, important records could be lost or incomplete.</cite> <cite index="13-13,13-14,13-15">Incorrect tax settings, missing employee data, or timing issues can cause payroll errors that affect employee trust and may lead to compliance problems.</cite>

Separating data migration from implementation is the single most effective way to compress your timeline. For the operational logic behind this, see [why data migration isn't implementation](https://clonepartner.com/blog/blog/data-migration-vs-implementation-guide/).

## Handling the Data Layer Under a Shutdown Deadline

The pattern with forced-deadline migrations is consistent: HR teams are told the data migration is "part of the implementation," and then the implementation vendor's timeline blows past the shutdown date.

The solution is to treat data migration as a separate, parallel workstream. Here is what that workstream includes regardless of who executes it:

- **Full extraction from Lattice** — employee census data, profile history, time-off balances and accrual data, time-off requests, documents, custom fields. Pull everything while you still have access.
- **Schema mapping to your target HRIS** — whether that is BambooHR, HiBob, Rippling, Factorial, Calamari, or another platform. Map Lattice's data model to the target's import format, handling field-level mismatches, date format differences, and accrual policy translations.
- **Validation and reconciliation** — row-by-row comparison between source and target. Every employee record, every leave balance, every custom field verified before go-live. Manager references, document counts, effective dates, and PTO balances all confirmed.
- **Final delta cutover** — late changes made during the migration project (new hires, terminations, address changes, leave requests) must not disappear between initial export and go-live.
- **Compliance continuity** — historical data preserved in the format your legal and finance teams need for audits, tax filings, and regulatory requirements. If the destination platform cannot store every historical object, archive the rest in a searchable format HR and Finance can still access.

This workstream can be completed in days if decoupled from implementation. The implementation work (configuring policies, building workflows, training users) continues in parallel.

At ClonePartner, we handle this data layer as a standalone engagement — extraction, transformation, and loading into your chosen target platform. Your implementation partner handles configuration; we handle data. Both run simultaneously, which is how teams make deadlines that otherwise look impossible.

## What to Do Right Now

<cite index="21-3,21-4">Export all data from Lattice now — employee records, payroll history, performance reviews, time-off balances. Do not wait until you have chosen a new vendor.</cite>

Exporting today costs you nothing and protects everything. Even if you are still evaluating platforms, having a complete data snapshot means you are never held hostage by the deadline.

**Immediate action items:**

1. **Export all CSV reports** from every admin section — People, Time Off, Time Tracking, Goals, Updates, Engagement, Custom Reports. Download the Rippling-formatted census export as well, even if you are not migrating to Rippling — it provides a useful cross-reference.
2. **Download all documents** from employee profiles and the Documents page. Document export links expire after 24 hours — assign this as a dedicated task now. Verify file counts per employee after download.
3. **Request API access** if you have not already. API keys require pre-approval from Lattice. Do not wait until the last week.
4. **Document your workflows manually** — approval chains, leave policies (including carryover rules, accrual rates, and tenure-based bumps), custom fields, onboarding sequences. Screenshot each configuration screen. These cannot be exported programmatically; they must be recorded by hand.
5. **Check GDPR and data portability obligations** if you have employees in the EU, UK, or other jurisdictions with data portability rights. File formal data export requests with Lattice if CSV exports do not satisfy your legal requirements.
6. **Decide split vs. consolidate** — this is an architecture decision that affects every downstream vendor conversation. Use the integration compatibility table above to narrow your shortlist.
7. **Separate data migration from implementation** — engage a migration partner or assign an internal team to run extraction and loading in parallel with your new HRIS vendor's setup process.
8. **Validate after import** — run a reconciliation check: total employee count, PTO balance totals, document counts, manager relationship integrity, and effective-dated history completeness. Do not skip this step.

The teams that get through forced sunsets cleanly are not the ones with the prettiest vendor demo. They are the ones that secure the data early, keep implementation and migration as separate workstreams, and validate the edge cases — accrual logic, manager references, effective-dated history — before go-live.

> Facing the Lattice HRIS shutdown and need your data migrated before July 31? ClonePartner extracts, maps, and loads your employee records, time-off balances, and historical HR data into your chosen platform — in days, not weeks. Book a 30-minute call and we'll scope it live.
>
> [Talk to us](https://cal.com/clonepartner/meet?duration=30)

## Frequently asked questions

### When does Lattice HRIS shut down?

Lattice HRIS access ends permanently on July 31, 2026. Payroll access already ended on March 31, 2026. All HRIS customer data will be permanently deleted on August 6, 2026 — Lattice's standard 180-day retention period does not apply to HRIS customers.

### Does Lattice provide a migration tool to move HRIS data to another platform?

No broad migration tool exists. Lattice provides CSV exports from the admin panel, limited API access (requiring pre-approval), SFTP transfer, and one Rippling-formatted employee census export. But there is no automated export-to-any-vendor workflow. Customers are responsible for extracting and importing data into their chosen replacement independently.

### Can I keep using Lattice for performance management after the HRIS shutdown?

Yes. Lattice is discontinuing only its HRIS and payroll products. The Talent Suite — performance reviews, goals, OKRs, engagement surveys, and compensation planning — continues at $11 per seat per month. Lattice encourages customers to keep the Talent Suite and pair it with a dedicated HRIS.

### What are the best Lattice HRIS alternatives for mid-market companies?

It depends on your architecture. For a split approach (keep Lattice for performance), BambooHR, Gusto, and Calamari are strong options. For all-in-one consolidation replacing both HRIS and performance management, HiBob, Rippling, Factorial, and ADP cover HRIS, payroll, and performance in a single platform.

### How long does it take to migrate from Lattice HRIS to a new platform?

Standard HRIS implementations take 6–8 weeks, with some vendors like HiBob estimating up to 17 weeks from vendor selection to go-live. The data migration component itself can be completed in days when decoupled from the software implementation and handled by a specialist migration partner.