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SAP ERP HCM End of Maintenance: December 2027
SAP ERP HCM mainstream maintenance ends in December 2027. An extension is available until 2030 at an additional cost. For businesses planning a legacy HR system migration to SuccessFactors, early preparation can help avoid rushed migration decisions.
| Why Start Now? | What to Prepare? |
|---|---|
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Common SuccessFactors Migration Scenarios
Organizations can move to SAP SuccessFactors from different HR environments. The migration approach depends on the source system, data structure, integrations, payroll setup, countries involved, and the SuccessFactors modules being adopted.
SAP ERP HCM to SuccessFactors
Migrate employee and organisational data from SAP ERP HCM to SuccessFactors Employee Central while planning integrations, payroll dependencies, testing, and cutover.
Workday to SuccessFactors
Assess Workday data structures, integrations, historical records, documents, and business processes before mapping them to SuccessFactors.
Legacy HR Systems to SuccessFactors
Identify, cleanse, map, and validate data from older HR platforms before loading it into the target SuccessFactors environment.
Multi-Country HR Consolidation
Organizations with HR systems across multiple countries can plan a phased migration, allowing countries or business units to transition in stages.
SAP ERP HCM to SuccessFactors
Migrate employee and organisational data from SAP ERP HCM to SuccessFactors Employee Central while planning integrations, payroll dependencies, testing, and cutover.
Workday to SuccessFactors
Assess Workday data structures, integrations, historical records, documents, and business processes before mapping them to SuccessFactors.
Legacy HR Systems to SuccessFactors
Identify, cleanse, map, and validate data from older HR platforms before loading it into the target SuccessFactors environment.
Multi-Country HR Consolidation
Organizations with HR systems across multiple countries can plan a phased migration, allowing countries or business units to transition in stages.
SAP documentation also describes side-by-side deployment, where organizations can move countries or parts of their workforce to Employee Central step by step while continuing to operate SAP ERP HCM for other populations.
The Real Technical Constraints Most Migration Guides Skip
tween systems. API limits, file-size restrictions, authentication changes, and migration timelines can affect the entire project. The same considerations become important during a Workday to SuccessFactors migration.
| Workday Data Migration Constraint | Business Impact |
|---|---|
| OData APIs | May require additional planning for data extraction and API-based migration. |
| EIB File Limits | Large datasets may need to be divided into multiple migration batches. |
| Authentication Changes | Integration redesign may be required as Basic Authentication is deprecated, and OAuth 2.0 becomes necessary for supported integrations. |
| Large Data Volumes | Higher data volumes can increase migration, testing, and validation effort. |
| Migration Timeline | Enterprise-scale Workday data migration may take 8–16 weeks depending on scope, integrations, data volume, and testing requirements. |
The Migration Gap Nobody Mentions: Document Attachments
Employee records often include more than structured HR data. Contracts, pay slips, certificates, visas, and other documents also need to be moved to SuccessFactors. These attachments do not automatically migrate or translate with employee records, making them a key consideration during SAP SuccessFactors data migration.
For multinational organizations, document volumes can be high and file formats may vary across countries and legacy systems. Without a clear process for extracting, validating, mapping, and uploading these files, the SAP SuccessFactors migration can face unexpected delays.
A Structured Approach to SuccessFactors Data Migration
Assess & Map Data
Clean & Validate Data
Test in Sandbox
Define Rollback Criteria
Plan Payroll-Safe Cutover
Migrate & Validate
Assess & Map Data
Clean & Validate Data
Test in Sandbox
Define Rollback Criteria
Plan Payroll-Safe Cutover
Migrate & Validate
Industries Commonly Migrating to SuccessFactors
01
Chemical Manufacturing
Chemical Manufacturing
Streamline production, ensure regulatory compliance, and optimize R&D with SAP solutions tailored for chemical processes.
02
Pharmaceutical Manufacturing
Pharmaceutical Manufacturing
Enable full supply chain transparency, GxP compliance, and agile manufacturing—powering safer, faster pharma operations.
03
Metal Fabrication / Pre-Engineered Buildings
Metal Fabrication / Pre-Engineered Buildings
Improve precision, job costing, and project execution with SAP solutions built for industrial and structural fabrication.
04
IT & Consulting Services
IT & Consulting Services
Manage client projects, resource planning, and profitability with real-time insights and automation built for services firms.
05
Cloud Managed Services
Cloud Managed Services
Track SLAs, automate service billing, and streamline operations with intelligent SAP solutions for managed service providers.
06
Financial Services
Financial Services
Simplify compliance, strengthen financial controls, and gain real-time visibility with SAP for banking, NBFCs, and insurance.
07
Media & Entertainment
Media & Entertainment
Monetize digital content, manage royalties, and optimize workflows with SAP tools designed for fast-moving media businesses.
08
City Gas Distribution
City Gas Distribution
Ensure safety, streamline customer billing, and modernize gas operations through SAP solutions tailored to the utilities sector.
Starting Fresh with SAP SuccessFactors?
If you are new to SuccessFactors and not moving from another HR platform, our SAP SuccessFactors implementation services can help you configure the right modules, align HR processes, and prepare your teams for adoption. If you are moving from a legacy system or Workday, our SAP SuccessFactors migration services can support data assessment, mapping, validation, and transition planning.
What Does SAP SuccessFactors Migration Cost?
The cost of SAP SuccessFactors data migration depends on data volume, system complexity, integrations, and the scope of your migration.
Cost Drivers
Employee count
Number of countries
Historical data volume
Document migration
Integrations
Payroll complexity
Number of SuccessFactors modules
Employee count
Number of countries
Historical data volume
Document migration
Integrations
Payroll complexity
Number of SuccessFactors modules
Success Stories That Speak for Themselves
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It is a long established fact that a reader will be distracted by the readable content of a page when looking at its layout.
SAP ERP HCM vs SAP SuccessFactors
| Area | SAP ERP HCM | SAP SuccessFactors |
|---|---|---|
| Deployment | Primarily on-premises | Cloud-based |
| Updates | Customer-managed | Regular cloud releases managed by SAP |
| HR Data | Managed within the SAP ERP HCM environment | Managed through cloud-based SuccessFactors solutions |
| Maintenance | Mainstream maintenance ends at the end of 2027 for relevant SAP Business Suite 7 core applications | Ongoing cloud service updates |
| Migration | Can be assessed for migration to SuccessFactors | Target platform for organisations moving to cloud HR |
| Implementation | Existing configurations and processes are assessed during transition | Requires configuration, data migration, integrations, testing, and adoption planning |
Frequently Asked Questions
Is SAP ERP HCM really ending support in 2027?
Yes. SAP ERP HCM mainstream maintenance is scheduled to end in December 2027. Organizations should begin planning their legacy HR system migration to SuccessFactors well ahead of the deadline.
Can I migrate from Workday to SAP SuccessFactors?
Yes. A Workday to SuccessFactors migration is possible with proper planning for data mapping, cleansing, integrations, testing, and cutover.
Does old employee data automatically transfer during migration?
No. SAP SuccessFactors data migration usually requires data extraction, mapping, cleansing, validation, and testing before records are moved into the new system.
How long does a SuccessFactors data migration take?
The timeline depends on data volume, integrations, system complexity, and project scope. Organizations with an existing but incomplete or delayed SuccessFactors implementation may require additional assessment and remediation before migration activities can continue.
What happens to document attachments during migration?
Contracts, pay slips, certificates, visas, and other employee documents require separate planning during SAP SuccessFactors migration because they do not automatically transfer with structured employee data.
Can historical employee records be migrated into SuccessFactors?
Yes, historical employee records can be migrated into SuccessFactors, depending on the data structure, migration scope, and available source data. Organisations should first identify which historical records are required, validate data quality, and map them to the appropriate SuccessFactors fields.
Do payroll integrations need to be rebuilt during migration?
Payroll integrations may need to be redesigned, updated, or rebuilt depending on the source system, payroll platform, integration method, and changes to the SuccessFactors configuration. Each integration should be assessed during migration planning to identify dependencies and testing requirements.
Can SuccessFactors migration be completed in phases?
Yes, a SuccessFactors migration can be completed in phases. Organizations may migrate data, employee groups, modules, or business units in planned stages. A phased approach can help teams manage data validation, integration testing, user acceptance testing, and rollout more systematically.