Retire the system. Keep the records.

Why the old system never quite dies

After a migration, the new HCM holds the current population and a year or two of history. Everything older stays where it was: pay stubs, timecards, employment records, benefits elections, garnishments, documents. Nobody wants to be the one who cannot produce them, so the licence renews, the server keeps running, and IT keeps patching and backing up a system that no one logs into for anything but lookups.

What decommissioning with Fuse looks like

1. Scope the datasets. The dataset intake form lists what the system holds and what your retention policy says you must keep.
2. Extract and load. Fuse pulls every dataset you choose, including documents, and loads it into your archive with the original structure intact.
3. Validate. You confirm counts and samples against the source before anything is switched off.
4. Apply retention. Policies by record type and jurisdiction decide how long each dataset stays and when it is deleted.
5. Switch off. The legacy licence, hosting and maintenance stop when the archive is signed off, not years later.

What each team keeps

• HR and payroll pull pay stubs, year-end forms and employment history themselves; see data archiving.
• IT has one less system to patch, back up and review access on, behind SOC certified controls with multi-factor authentication.
• Legal and compliance get retention by record type and audit-ready access; see compliance.

Where to start

The system guides cover what is involved in leaving UKG, ADP, Workday, SAP and Dayforce. For the case for doing it now, read Why archive historical data, why now? and How to break up with your HR vendor. Then book a demo.