Migrate your iTrent data
UK and Ireland-focused HR and payroll platform built for mid-market and enterprise organisations with complex compliance needs and configurable workflows.
In its favor
Why people choose iTrent
The signal that keeps iTrent on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
UK payroll compliance is the primary draw — customers cite legislative currency and automatic updates as a reason to stay rather than rebuild tax logic from scratch.
The single-platform model consolidates HR, payroll, and employee self-service into one tenant, reducing the data reconciliation burden for mid-market teams without dedicated HRIS admins.
Highly configurable workflows and salary-modelling rules allow organisations to replicate their existing approval chains and compensation calculations without code changes.
Reporting and analytics are bundled in rather than sold as a separate module, which appeals to organisations that want payroll-linked workforce insights without additional licensing cost.
MHR's long-established market presence in the UK gives enterprise buyers confidence in long-term support and IR35/employment law expertise.
Customer support response times deteriorate during payroll periods and legislative update windows, leaving HR teams without timely help when they need it most.
The breadth of configuration options creates complexity — new users report steep learning curves and inconsistent process adoption across departments.
Customers switch to platforms perceived as easier to configure and maintain, citing frustration with getting basic functionality to work as intended.
Some organisations report slower system performance during high-volume periods, which directly impacts payroll processing confidence.
Negative reviews mention poor communication from MHR and a sense that the product is difficult to work with, prompting exploration of alternatives.
Reasons to switch
Why people leave iTrent
The recurring reasons buyers give for replacing iTrent. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where iTrent fits
Grades across six dimensions, plus a SWOT-style view of where the platform shines and where it falls short.
SWOT — strengths, weaknesses, and use-case fit
Strengths
Weaknesses
Where it works
Where it struggles
Pricing tiers
iTrent pricing overview
iTrent uses a per-user or per-employee monthly subscription model with custom pricing for Professional and Enterprise tiers. A reported starting price of $8/user/month appears in some directories but custom pricing is standard for mid-market and enterprise deployments. Annual contract negotiation is typical.
Starter
Tier 1 of 3
$8.00/user/month (reported; likely historical placeholder)
What's included
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Book a free 30 minute consultationPricing is informational. FlitStack AI does not bill on iTrent's schedule — see our quote-based pricing →
What gets migrated
iTrent object support
Object-by-object support for iTrent migrations. Per-pair details surface during scoping.
Employees
Fully supportedCore employment records with demographics, job title, department, location, and employment status. Standard fields are well-structured and exportable. Custom employee properties require field-level mapping before migration.
Payroll Records
Mapping requiredHistorical payslips and pay period data are stored cyclically. We extract each payslip as a discrete row with earnings, deductions, tax codes, and net pay. BACS reference and bank detail fields need explicit value-mapping when moving to non-UK systems.
Time Off and Absence
Mapping requiredEntitlement balances, accrual histories, and absence events are tied to custom leave year configurations. We preserve entitlement snapshots at the migration date and flag any in-progress leave cycles that span the migration window.
Benefits and Enrolments
Mapping requiredBenefit elections, provider links, and enrolment dates vary by benefit type. Auto-enrolment pension data must be separated from voluntary benefits during mapping since they carry different compliance obligations.
Documents
Mapping requiredContracts, offer letters, and policy documents are stored in iTrent's document repository. We export file blobs alongside their metadata but note that version histories are not always accessible via standard exports.
Workflows and Approvals
Mapping requiredConditional approval chains and authorisation rules are configurable per organisation. We capture workflow definitions as configuration artefacts and map them to equivalent objects in the destination system.
Employee Self-Service Settings
Mapping requiredESS portal configuration determines which fields employees can view and update. We flag ESS-visible salary breakdowns and custom calculations so they are correctly scoped in the migration plan.
Organisational Structure
Fully supportedReporting lines, departments, cost centres, and locations are stored as standard reference data. Org structure maps cleanly to most destination HRMS systems.
Talent and Performance
Mapping requiredPerformance review cycles, objectives, and competency ratings are configurable. Where reviews reference custom rating scales, we map values explicitly to avoid silent truncation in the destination.
Recruitment and Onboarding
Mapping requiredVacancies, applications, and onboarding task lists are stored separately from core HR records. We migrate active postings and pending onboarding tasks as discrete objects and flag completed workflows that need archiving.
Custom Calculation Rules
Mapping requiredUser-defined salary and benefit calculations are stored as configuration rather than data. We extract these as structured artefacts and flag any that depend on historical payroll outputs to ensure formula integrity in the destination.
| Object | Support | Notes |
|---|---|---|
| Employees | Fully supported | Core employment records with demographics, job title, department, location, and employment status. Standard fields are well-structured and exportable. Custom employee properties require field-level mapping before migration. |
| Payroll Records | Mapping required | Historical payslips and pay period data are stored cyclically. We extract each payslip as a discrete row with earnings, deductions, tax codes, and net pay. BACS reference and bank detail fields need explicit value-mapping when moving to non-UK systems. |
| Time Off and Absence | Mapping required | Entitlement balances, accrual histories, and absence events are tied to custom leave year configurations. We preserve entitlement snapshots at the migration date and flag any in-progress leave cycles that span the migration window. |
| Benefits and Enrolments | Mapping required | Benefit elections, provider links, and enrolment dates vary by benefit type. Auto-enrolment pension data must be separated from voluntary benefits during mapping since they carry different compliance obligations. |
| Documents | Mapping required | Contracts, offer letters, and policy documents are stored in iTrent's document repository. We export file blobs alongside their metadata but note that version histories are not always accessible via standard exports. |
| Workflows and Approvals | Mapping required | Conditional approval chains and authorisation rules are configurable per organisation. We capture workflow definitions as configuration artefacts and map them to equivalent objects in the destination system. |
| Employee Self-Service Settings | Mapping required | ESS portal configuration determines which fields employees can view and update. We flag ESS-visible salary breakdowns and custom calculations so they are correctly scoped in the migration plan. |
| Organisational Structure | Fully supported | Reporting lines, departments, cost centres, and locations are stored as standard reference data. Org structure maps cleanly to most destination HRMS systems. |
| Talent and Performance | Mapping required | Performance review cycles, objectives, and competency ratings are configurable. Where reviews reference custom rating scales, we map values explicitly to avoid silent truncation in the destination. |
| Recruitment and Onboarding | Mapping required | Vacancies, applications, and onboarding task lists are stored separately from core HR records. We migrate active postings and pending onboarding tasks as discrete objects and flag completed workflows that need archiving. |
| Custom Calculation Rules | Mapping required | User-defined salary and benefit calculations are stored as configuration rather than data. We extract these as structured artefacts and flag any that depend on historical payroll outputs to ensure formula integrity in the destination. |
Gotchas
What to watch for in iTrent migrations
Issues we've hit on past iTrent migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
Pay period cycle boundary alignment
Custom field proliferation and schema variance
Limited public API and export tooling
ESS salary breakdown configuration dependency
Workflow definitions not stored as data
| Severity | Issue |
|---|---|
| High | Pay period cycle boundary alignment |
| High | Custom field proliferation and schema variance |
| High | Limited public API and export tooling |
| Medium | ESS salary breakdown configuration dependency |
| Medium | Workflow definitions not stored as data |
Leaving iTrent?
Where iTrent customers move next
5 destinations iTrent can migrate to.
How a iTrent migration works
Four steps, iTrent-specific
Connect
Not publicly documented — MHR-assisted access required into iTrent. Scopes limited to read-only on the data we move.
Map
We translate iTrent-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate iTrent quirks before production.
Migrate
Full migration with iTrent rate-limit handling. Rollback available throughout.
FAQ
iTrent migration FAQ
Answers to the questions buyers ask most during iTrent migration scoping. Not seeing yours? Book a call.
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