UKG Workforce Central to UKG Pro Workforce Management Migration
Workforce Central's retirement puts every timecard, accrual balance, schedule, and pay rule in scope on a timeline you did not set. Settle profiles what Workforce Central actually contains and maps it into UKG Pro Workforce Management, with every record validated before it lands.
Working with enterprise teams on active migration programs
Days
to production-ready mappings
Roughly half
the cost of consulting-led delivery
Every row
validated before go-live
Enterprise migrations routinely run months behind schedule. Yours doesn't have to.
This guide is for VPs of IT, data architects, and migration leads at companies moving data from UKG Workforce Central to UKG Pro Workforce Management — whether you're scoping, planning, or mid-program.
UKG Workforce Central (formerly Kronos Workforce Central) holds time and labor data in an on-premise-era model: timecards, accrual policies, schedules, pay rules, employee assignments, and the device configuration behind every clock on the floor. UKG Pro Workforce Management (formerly UKG Dimensions) restructures that same domain around a cloud data model. Settle maps the two automatically, reading what Workforce Central actually contains rather than what its documentation says it should.
Based on the founding team's enterprise migration experience
Last updated July 2026
How Settle automates your UKG Workforce Central to UKG Pro Workforce Management migration
Settle profiles the Workforce Central extract directly, covering timecards, accrual policies, schedules, pay rules, and employee assignments, and maps each to its UKG Pro Workforce Management equivalent, so the configuration genuinely in use is what carries over.
Accrual balances are reconciled at the employee level as of the cutover date, with carryover, earned-to-date, and taken-to-date each checked against the source rather than sampled.
Pay rule and work rule translation is validated by running real timecards through the mapped rules and comparing calculated results against Workforce Central, so exceptions surface before go-live rather than in the first pay run.
Device and clock configuration is inventoried and mapped alongside the application data, including device groups and the employee populations assigned to each.
Get your UKG Workforce Central to UKG Pro Workforce Management mapping analysis — see results in under an hour
Migration timeline: manual vs. Settle
Traditional approach
Timeline
6–12 months
Estimated cost
$250K–$600K
Team size
3–6 consultants
Typically requires
×Manual field mapping in spreadsheets
×Custom ABAP/SQL extraction scripts
×3–5 mock migration cycles
×Dedicated source system consultants
×Manual reconciliation testing
With Settle
Enterprise benchmarksTimeline
Days
Estimated cost
A fraction of consulting cost
Team size
1–2 internal resources
Included
✓Schema profiling & analysis
✓AI-generated field mappings
✓Transformation SQL
✓Validation & readiness reports
✓Production-ready load files
Common challenges migrating from UKG Workforce Central to UKG Pro Workforce Management
Pay rules and work rules
Workforce Central pay rules encode overtime policy, union agreements, shift differentials, and site-level exceptions accumulated over years. They do not transfer as configuration. They have to be reconstructed in UKG Pro Workforce Management and proven against real timecards. Settle surfaces every rule actually in use, including the ones no longer documented anywhere.
Explore related migrations →Accrual balances at cutover
Accrual balances are the number employees check on day one. Carryover, earned-to-date, and taken-to-date each have to land exactly, and the balance moves every day up to cutover. Settle reconciles balances as of the cutover date rather than as of an earlier extract.
Explore related migrations →Historical time data
Not every year of timecard history needs to move. Wage-and-hour and audit obligations usually set a floor, and the rest can be archived. Settle profiles what is actually there so the retention decision is made on evidence, then validates whatever ends up in scope.
Explore related migrations →Schedules and employee assignments
Schedules, schedule patterns, and the assignment of employees to labor categories and org levels drive both time capture and pay calculation. An assignment that lands wrong produces a timecard that looks correct and pays wrong, which is the hardest class of error to catch by sampling.
Explore related migrations →Device and clock configuration
Physical clocks carry their own configuration: device groups, function keys, and the employee populations mapped to each. This is the part that gets discovered late, because it lives outside the application data. Settle inventories it alongside everything else rather than at the end.
Explore related migrations →UKG Workforce Central to UKG Pro Workforce Management field mapping — what data moves
12 data objects typically migrated
| Source Object | → | Target Object |
|---|---|---|
| Timecard | → | Timecard |
| Historical Timecard | → | Archived Timecard |
| Accrual Balance | → | Accrual Balance |
| Accrual Policy | → | Accrual Policy |
| Schedule | → | Schedule |
| Schedule Pattern | → | Schedule Pattern |
| Pay Rule | → | Pay Rule |
| Work Rule | → | Work Rule |
| Employee Assignment | → | Employee Assignment |
| Labor Category | → | Labor Category |
| Device Configuration | → | Device Configuration |
| Device Group | → | Device Group |
Typical enterprise migrations include 500K–10M+ records across these objects. Settle handles profiling and mapping at enterprise scale.
The cost of manual UKG Workforce Central to UKG Pro Workforce Management migration
UKG Workforce Central to UKG Pro Workforce Management is a forced migration. Workforce Central is being retired, so the question is not whether to move but how much history and configuration moves with you. That changes the shape of the project. There is no option to defer, and the cutover window is set by the vendor rather than by your own readiness.
The work is not a straight lift. Workforce Central and UKG Pro Workforce Management are the same vendor and the same problem domain, but they do not share a data model. Timecards, accrual policies, schedules, pay rules, employee assignments, and device configuration each have to be read out of Workforce Central, translated, and proven correct in the target. Pay rules are the highest-risk piece, because they encode years of accumulated union agreements, overtime policy, and site-level exceptions that nobody has documented end to end.
Most organizations run this through a UKG implementation partner over six to twelve months. Very little of that time is the data movement itself. It goes into repeated test loads, reconciling accrual balances that do not tie out, and chasing pay-rule exceptions that only surface once real timecards run through them.
Consulting-led delivery for migrations in this class typically runs $250K–$600K. Settle prices it fixed and scoped — read the full cost breakdown. For HR and payroll paths specifically, see the UKG migration guide.
Frequently asked questions
Exceptions surface before the first load, not after the third.
Built by the team that ran Fortune 500 migrations by hand. Currently onboarding enterprise design partners on active migration programs.
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