Integration between SAP Cloud Payroll or on-premise Payroll on one side and SuccessFactors Employee Central on the other side often raises questions and can occasionally create confusion. Here are a few plain facts to help your design and roadmap decisions:
1) SAP offers a standard integration scenario between SuccessFactors Employee Central and on-premise Payroll. This is called „Core Hybrid Integration“.
2) SAP Cloud Payroll (Employee Central Payroll, Easy Payroll) is at its core very close to on-premise Payroll. The schema and payroll driver are still there and an on-premise payroll expert will be recognise >95% of the configuration. However: it is not exactly the same system and trying to achieve a one2one migration is not a good idea.
3) That also applies to integration with Employee Central. Cloud Payroll is, as you might expect, usually ahead with integration.
4) The Core Hybrid scenario supports integration for master data as well as absence data from Employee Central Time Off. However, at this point in time, it does not support the linking between separate sickness records used to calculate sick pay in German and Spanish payroll. Integration with Cloud Payroll does support these flags for connected sick records.
5) Cloud Payroll integration also supports wage types created by Employee Central Time Sheet, whilst the Core Hybrid Scenario doesn’t go beyond Time Off yet (I guess it will do so soon).
6) You will not be able to run a full time evaluation (RPTIME00) as part of your Cloud Payroll. RPTIME00 as we know it is not a part of SAP’s long term cloud strategy as I understand it (and neither is its contemporary Alamosaurus ;-) ).
7) HOWEVER: if there is a gap in Cloud Payroll blocking you from using it, because EC Time Sheet can’t provide the data required by legal requirements in your country, you MAY be able to use some functionality from RPTIME00 to close this gap. In this case, speak to your SuccessFactors account executive or Employee Central product management, or get in touch with us so we may be able to help. Accrual rules for leave quota in Australia and New Zealand are one such example. Please note that this will not become a loophole to run full old time evaluation on your Cloud Payroll system and that clock times are not meant to be provided to payroll in any case.
7b) No! German „3b“ rules for tax free premiums do not require clock times to be transferred to payroll. Whilst this was the original design of SAP’s on-premise Payroll, it is much more consistent to build the intelligence to decide tax based on clock times into the time system and only send the result into payroll – just as most other time and payroll systems do. So, this is a typical example where SAP traditionalists may think they have a case, but actually, either way works and it’s merely a matter of taste, whether you like to do the clever things in payroll or in time.
8) There is much more to come in Cloud Payroll, interfaces between Employee Central and Payroll, and in EC Time and Attendance itself. You’ll find interesting new features every quarter and I’m confident that a year from now many more customers will see that the solution works well for them.
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