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Migrate from Lattice HRIS to Rippling before the July 2026 shutdown, or connect Rippling and Lattice so employee records and org structure stay in sync with your performance management cycles.
For Lattice HRIS migrations, time is the primary constraint — HRIS access ends July 31, 2026. We start immediately: exporting all employee records, time-off balances, and org data from Lattice, configuring Rippling's HRIS foundation, and importing records. We prioritize the migration sequence so payroll is live in Rippling before Lattice HRIS access lapses.
For the ongoing Rippling-Lattice performance management integration, we configure the HRIS sync so that employee data in Rippling feeds Lattice's review cycles and goal assignments automatically. Manager changes, promotions, new hires, and terminations in Rippling update Lattice in real time — keeping performance infrastructure aligned with the source of truth.
Lattice's performance management suite (reviews, goals, engagement) continues operating after the HRIS/payroll shutdown in mid-2026. For US companies using Lattice for performance management alongside Rippling for HRIS and payroll, the integration keeps employee records, org structure, and manager relationships in sync between both platforms. For Canadian companies, note that Lattice's performance management is not specifically localized for Canadian employment law — performance review content and goal-setting frameworks apply universally, but any performance-linked compensation changes need to be executed in Rippling's payroll, not Lattice.
In November 2025, Lattice announced it would discontinue its HRIS and payroll products. Payroll access ended March 31, 2026; HRIS access ends July 31, 2026. Lattice is now refocusing exclusively on its Talent Suite — performance reviews, goals, OKRs, and engagement surveys. If you were using Lattice HRIS, you need a new system of record for employee data, payroll, and time off before July 31, 2026. Rippling is one of the primary platforms Lattice HRIS customers are migrating to.
The Rippling-Lattice integration syncs: employee name, email, job title, department, manager, employment type, and start date. This keeps Lattice's performance management infrastructure — review cycles, goal assignments, manager relationships, and engagement surveys — in sync with Rippling's employee records as the system of record. Changes in Rippling (promotions, manager changes, new hires, terminations) automatically update in Lattice, keeping review assignments and org structure accurate.
Lattice's performance management depth is still stronger than Rippling's native performance module for companies that have built mature review processes around Lattice. Lattice offers more sophisticated review cycle customization, structured goal frameworks, engagement analytics, and compensation planning workflows. For companies that have invested in Lattice's performance infrastructure, keeping Lattice for performance management and using Rippling for HRIS, payroll, and IT is a clean division of responsibilities.
If you were using Lattice HRIS (and need to migrate by July 31, 2026), the migration involves exporting employee records, time-off balances, and org structure from Lattice and importing into Rippling. This is more straightforward than a BambooHR or Workday migration because Lattice HRIS was relatively new and minimally customized for most clients. The more complex piece is ensuring Lattice's performance management integration with Rippling is configured correctly so that the review infrastructure doesn't break during the HRIS transition.
Yes — given Lattice's HRIS shutdown timeline, we're actively helping Lattice HRIS customers migrate to Rippling. We handle the data export from Lattice, Rippling HRIS configuration, employee record import, and the Lattice performance management integration setup so review cycles, goal assignments, and manager relationships remain intact through the transition. The migration is time-sensitive given the July 31, 2026 deadline.
