Real questions.
Straight answers.

WorkAxle is an enterprise workforce management platform covering the full operational cycle: demand forecasting, scheduling, time & attendance, compliance enforcement, and payroll export. It is built for organizations with multi-jurisdiction labor laws, union agreements, and industry-specific regulations, and is deployed across multiple regions and jurisdictions.

WorkAxle forecasts demand from historical data and business drivers, surfaces overtime thresholds before hours are worked, and eliminates buddy punching at the hardware level with beacon and facial-recognition time capture. Verified production results include a 31% wage cost reduction and 74% less timecard management time at a national retail deployment, plus a 22% drop in WFM administration cost at an airport security operations client.

WorkAxle ingests your historical demand, then runs multiple time-series models in parallel; your team selects the best fit per location. For airport operations, a mathematical optimization solver generates compliant seasonal rosters across long seasonal horizons.

Each collective bargaining agreement is codified independently in a no-code rule engine, seniority rules, overtime distribution, bid periods, rest requirements, and consecutive-day limits. The system enforces every rule during schedule creation, not after the fact. It has built compliant schedules across multiple overlapping unions simultaneously, and is proven at a Crown corporation managing multiple CBAs.

You codify your rules, labor laws, certification requirements, overtime limits, and rest periods, in a no-code visual rule builder, and the system enforces them at scheduling, time classification, and time evaluation. It runs live across multiple jurisdictions and handled one of the most complex CBA portfolios in our customer base, for a unionized Crown corporation, with no scripting.

Yes. The rule engine enforces predictive scheduling ordinances per jurisdiction, posting deadlines, premium pay for late changes, and right-to-rest rules. Minor restrictions such as maximum hours, mandatory breaks, and curfews are codified and enforced at scheduling time. Violations are surfaced as the schedule is built, as a warning, and every override is logged. When regulations change, you update the rule without custom development.

Yes. Every assignment, override, time entry, and schedule change is logged with timestamp and reason code. Audit export takes minutes rather than weeks. Labor costs are visible by department, union, overtime category, and pay period. The records are built to stand up to government auditors and union scrutiny, turning six-month client audits into a matter of minutes.

Timelines vary by complexity, but we implement 4 to 5x faster than legacy systems, and every client has reached positive ROI within the first few payroll runs. WorkAxle implements by module, start with scheduling, add time capture, then layer in compliance, so teams get value from week one rather than waiting for a single big-bang cutover.

No. WorkAxle is the operational layer between HR and payroll, handling scheduling, time capture, and compliance. Employee data flows in from your HRIS, Workday, SAP, or Oracle, and validated, pre-classified time data flows out to your payroll system. WorkAxle handles the complex middle that generic HR platforms are not built for, rather than displacing systems you already run.

WorkAxle uses an API-first architecture connecting to major HRIS, HCM, payroll, and ERP platforms. It is a Workday Innovation Partner (Silver), Design Approved and listed on Workday Marketplace, and an SAP partner (SAP PartnerEdge) available on the SAP Store since 2022, with Oracle HCM via API. Deployment options include multi-tenant cloud and dedicated regional infrastructure.

Yes. WorkAxle is SOC 2 Type II certified (February 2026). Canadian headquarters and dedicated regional infrastructure support data-residency requirements; the platform also runs as multi-tenant cloud.

WorkAxle focuses on industries where compliance complexity is highest. Primary verticals are retail, airport operations, security & guarding, and public sector. Additional verticals served include construction and food & agriculture, operations defined by union agreements, certifications, multi-site coverage, and shifting labor regulations.

Every license and certification is tracked with effective-dated fields, guard licenses, dangerous-goods certs, ramp qualifications, armed certifications. Expiry flags the assignment through the rule engine, and renewal alerts fire before expiry, not after. When staff cover another site, the system checks certifications for that site, client, and role, and credential records export on demand.

It can if done wrong, which is why WorkAxle implementation runs parallel with your existing system, no big-bang cutover. Migration happens module by module with validation at each step, so your team keeps working while the transition happens. What you see in the demo, configured with your rules, is what you get in production.