BambooHR vs Workday: Complete 2026 Comparison
Compare the leading SMB HRIS against the top enterprise HCM platform. Find the right HR solution based on company size, budget, global needs, and feature requirements.
Watch: BambooHR vs Workday
Platform Comparison at a Glance
We've evaluated both platforms across key criteria including features, pricing, usability, and target market. Here's a quick overview to help you make an informed decision:
| Platform | Rating | Pricing | Countries | Best For |
|---|---|---|---|---|
All-in-one HRIS for SMBs with employee records, onboarding, hiring, time tracking, and basic performance | 8.5/10 (2200 reviews) | $$ Starts at ~$6/employee/month for Core; Pro tier adds performance | Primarily US, UK, and Canada; limited global payroll | Small to mid-market (25-1500 employees) |
Enterprise-grade HCM suite with HR, finance, planning, payroll, talent management, and advanced analytics | 8/10 (3000 reviews) | $$$$ Custom enterprise pricing; typically $100+/employee/year for HCM suite | Global presence with payroll in 100+ countries | Enterprise (1000-100000+ employees) |
Detailed Platform Analysis
In-depth review of each platform's features, pricing, strengths, and limitations to help you choose the right HRIS solution for your organisation's size and needs.
BambooHR
Key Features
- •Intuitive HRIS with centralised employee records and org charts
- •Streamlined onboarding with customisable new-hire checklists
- •Built-in applicant tracking system (ATS) for recruitment
- •Time tracking and PTO management with approval workflows
- •Employee self-service portal for personal info and documents
- •Standard reporting and analytics on workforce data
Limitations
- •Basic performance management features compared to dedicated platforms
- •Limited enterprise scalability for organisations over 1500 employees
- •Fewer advanced analytics and workforce planning tools
- •Limited global payroll capabilities outside North America
Best For:
SMBs wanting an easy-to-use all-in-one HR system that covers employee records, onboarding, hiring, time tracking, and basic performance without enterprise complexity.
Workday
Key Features
- •Comprehensive HCM suite unifying HR, talent, and workforce management
- •Global payroll processing in 100+ countries with compliance support
- •Advanced workforce planning with scenario modelling and forecasting
- •AI and machine learning-powered analytics and insights
- •Talent marketplace for internal mobility and skills matching
- •Financial management integration for unified HR and finance data
Limitations
- •Very high cost that puts it out of reach for most SMBs
- •Long implementation timeline of 6-18 months on average
- •Complex administration requiring dedicated Workday-trained staff
- •Overkill for small and mid-size businesses with simpler needs
Best For:
Large enterprises needing a unified HCM and finance platform with global capabilities, advanced analytics, workforce planning, and payroll in 100+ countries.
Comprehensive Feature Comparison
Side-by-side comparison of key features to help you understand what each platform offers for your HR management and workforce needs.
Core HR & Administration
Advanced Capabilities
| Feature Category | BambooHR | Workday |
|---|---|---|
Target Market | Excellent SMBs (25-1500 employees) Purpose-built for small and mid-size businesses seeking simplicity | Excellent Enterprise (1000-100000+) Designed for large, complex global organisations |
HR Core Features | Excellent Comprehensive for SMBs Employee records, onboarding, ATS, time tracking, and PTO in one platform | Excellent Enterprise-grade HCM Full HCM suite with global compliance, benefits, and workforce management |
Talent Management | Limited Basic performance tools Performance reviews and goal tracking available on Pro tier | Excellent Full talent suite Talent marketplace, succession planning, learning, and career pathing |
Analytics & Planning | Good Standard reporting Pre-built reports and basic workforce analytics dashboards | Excellent AI-powered analytics Machine learning insights, predictive analytics, and scenario planning |
Global Capabilities | Limited Primarily North America Best suited for US, UK, and Canadian organisations with limited global payroll | Excellent True global platform Payroll in 100+ countries with local compliance and multi-currency support |
Frequently Asked Questions
Common questions about choosing between BambooHR and Workday for your HR management needs.
Is BambooHR or Workday better for small businesses?
BambooHR is the clear winner for small businesses. It's designed specifically for organisations with 25-1500 employees, with intuitive interfaces, affordable per-employee pricing starting around $6/month, and quick implementation. Workday is built for enterprises with 1000+ employees and carries a price tag and complexity level that makes it impractical for SMBs.
How does Workday's pricing compare to BambooHR?
BambooHR starts at approximately $6/employee/month for the Core plan, with the Pro tier adding performance features at a higher rate. Workday uses custom enterprise pricing that typically starts at $100+/employee/year for the HCM suite, often requiring multi-year contracts. For a 200-person company, BambooHR might cost $14,000-$25,000/year while Workday could exceed $100,000/year.
How long does implementation take for each platform?
BambooHR can typically be implemented in 2-6 weeks for most SMBs, with a straightforward setup process and guided onboarding. Workday implementations average 6-18 months depending on the modules deployed and the complexity of the organisation. Enterprise-wide Workday rollouts with global payroll can take over a year.
Can we migrate from BambooHR to Workday as we grow?
Yes, many organisations start with BambooHR and migrate to Workday as they scale past 1000-1500 employees and need enterprise-grade capabilities. Workday has established data migration tools and implementation partners to facilitate transitions from SMB platforms. Plan for a 6-12 month migration timeline and budget accordingly.
Can BambooHR and Workday be used alongside each other?
While not a typical setup, some organisations do run both platforms during a transition period or when different divisions have different needs. Both platforms offer APIs for data synchronisation. However, running both long-term is generally not cost-effective and creates data management challenges. Most organisations choose one based on their size and complexity.
At what company size should we consider switching from BambooHR to Workday?
Most organisations begin evaluating Workday when they surpass 1000-1500 employees, expand into multiple countries requiring global payroll, or need advanced workforce planning and financial integration. If BambooHR still meets your needs at that size, there's no rush to switch. The decision should be driven by capability gaps, not headcount alone.