The verdict in three sentences
An HRIS-payroll-time-tracking integration lands at 8,000 to 22,000 EUR in 2026, plus a clocking connector (+4,000-10,000 EUR) and an employee portal (+6,000-15,000 EUR). The run sits around 100 to 400 EUR/month for hosting, monitoring and compliance. The concrete gain: -50% payroll errors and -12 hours/month of admin work, with a clean audit trail for inspections and payroll audits.
The HRIS flows to connect
In Dublin, an HR director wants to stop double entry between payroll software, the HRIS (leave, contracts, absences) and time tracking. Each flow removes a re-entry and an error source. The table below gives the 2026 orders of magnitude.
| Flow | Direction | Effect | Cost |
|---|---|---|---|
| Contracts/headcount | HRIS to payroll | Up-to-date employee base | 2,000 - 5,000 EUR |
| Absences/leave | HRIS to payroll | Automatic deduction | 2,500 - 6,000 EUR |
| Payroll variables | Time tracking to payroll | Exact hours/bonuses | 3,000 - 8,000 EUR |
| Payslips | Payroll to portal | Secure distribution | 2,000 - 5,000 EUR |
| Accounting entries | Payroll to accounting | Automatic postings | 2,500 - 6,000 EUR |
| Statutory filings | Payroll to authorities | Monthly compliance | included/config |
Modules and consolidated budgets
| Module | Scope | Budget | Timeline |
|---|---|---|---|
| HRIS-payroll integration | Contracts, absences, variables | 8,000 - 22,000 EUR | 6-8 wks |
| Clocking connector | Time clock/app to payroll | 4,000 - 10,000 EUR | 2-4 wks |
| Employee portal | Payslips, leave, expenses | 6,000 - 15,000 EUR | 4-6 wks |
| Monthly run | Hosting, monitoring, compliance | 100 - 400 EUR/mo | ongoing |
Timelines span 6 to 10 weeks. GDPR compliance is central here: sensitive personal data, retention periods, fine-grained permissions. Plan for payroll variables (overtime, bonuses, vouchers) which concentrate most errors.
Mini case study
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Aoife is HR director of a clinic group in Dublin, 320 employees, variable rosters and many night shifts. Before integration, payroll preparation took about 30 hours/month of re-entry and checking, with a 3% error rate on payslips, i.e. around ten monthly corrections and unhappy staff.
She invests 20,000 EUR (HRIS-payroll integration + clocking connector) and 300 EUR/month of run. Errors drop -50% and prep time falls from 30 to 18 hours, i.e. -12 hours/month. At a loaded 35 EUR/hour, the time saving reaches 420 EUR/month; added to fewer adjustments and a calmer workplace, the investment pays back in a little over a year while making statutory filings reliable.
FAQ
What's the minimum for a useful payroll integration? Around 8,000 EUR to connect HRIS and payroll on contracts and absences. The real gain comes with time-tracking payroll variables, which carry most errors.
Is the employee portal essential? No, but it pays off fast: self-service payslip distribution, leave requests and expense claims cut HR workload by several hours a month for 6,000 to 15,000 EUR.
What compliance risks? Payroll data is sensitive: you need fine permissions, encryption, controlled retention and an audit trail. That's partly what the monthly run covers.
How fast is it operational? Between 6 and 10 weeks depending on the number of flows and software age. The clocking connector alone can ship in 2 to 4 weeks.
Can we keep our current software? Yes in most cases: we connect the existing stack (Sage Payroll, PayFit, ADP…) rather than replacing everything, limiting budget and change-management risk.
Let's scope your project. Tell us your payroll and HRIS software, headcount and time-tracking needs, and we'll frame a budget between 8,000 and 22,000 EUR (excluding options). Detailed quote within 48 h. WhatsApp +221 77 596 93 33.
Mohamed Bah
Fondateur, Kolonell
Passionate about digital and entrepreneurship in Africa, Mohamed has been helping Sénégalese businesses with their digital transformation since 2020. Founder of Kolonell, he believes every SME deserves a professional and accessible online présence.
