Large, complex headcount
Thousands of employees across departments, grades and locations strain HR systems never built for the scale. Manual processes multiply, and people data is fragmented and slow.
- Scale strains systems
- Fragmented data
Large headcount. Zero margin for error on compliance.
Public-sector and government bodies run large headcounts under strict compliance and audit requirements, union and collective-agreement rules, and the constant challenge of retaining skilled staff on legacy HR systems. October People gives public-sector leaders an AI-first HCM with audit-grade compliance, BEE and SETA reporting and 40+ integrations — with October Health wired in so duty-of-care wellbeing and retention become signal you can act on.
Support the people behind public service
Illustrative workplace sceneA response built around your working day
- 01Service-delivery demands
- 02Accessible everyday support
- 03Department-level themes
- 04An accountable action plan
Individual support stays private. Leaders receive aggregate insight.
- 34
- HCM modules · one platform
- 40+
- integrations · your systems
- 80%
- adoption · Milpark education
- Audit-grade
- trails · BEE · SETA
The cost of
running on legacy.
Four pressure points unique to public sector and government — and what each one costs.
Strict compliance and audit
Public funds mean public scrutiny. Hours, certifications, BEE and SETA reporting and audit-grade records are non-negotiable — and a manual trail is a liability when the auditor arrives.
- Public scrutiny
- Manual is a liability
Union and collective-agreement rules
Collective bargaining agreements, grade structures and leave entitlements are intricate and unforgiving. Getting them wrong creates disputes, grievances and reputational risk.
- Intricate CBA rules
- Disputes and grievances
Retaining skilled staff
Skilled specialists are drawn to better-resourced private roles, and duty of care for a stretched workforce is easy to neglect on legacy systems. Losing them is slow and costly to reverse.
- Specialists poached
- Slow, costly to replace
Modernise HR,
keep the trail.
AI-first HCM with audit-grade compliance plus clinically effective wellbeing — one platform for a large, regulated public-sector workforce.
Audit-grade compliance
Certifications, BEE and SETA reporting and audit-grade trails are captured automatically, so you're ready for an auditor instead of rebuilding a manual record under pressure.
- BEE · SETA ready
- Audit-grade trails
Rules engine for CBAs
Collective-agreement rules, grade structures and leave entitlements are enforced consistently in one system, reducing the disputes and grievances that manual handling creates.
- Consistent enforcement
- Fewer disputes
One HRIS off legacy
Leave, time, scheduling, performance and payroll for thousands of staff in one platform with 40+ integrations — replacing fragmented legacy systems with live, trustworthy data.
- 34 modules
- 40+ integrations
Duty-of-care wellbeing + retention
October Health surfaces burnout and disengagement by department, so you meet your duty of care and retain skilled staff instead of losing them to better-resourced roles.
- Department-level signal
- Retain specialists
Outcomes from
the public sector.
Comparable teams, real interventions and the result attached to the work.
What running on legacy
is costing you.
Size it to your headcount and see the year-one value of admin reclaimed, compliance de-risked and skilled staff retained.
Estimated year-one value$395,000per year
Regretted attrition prevented$205,000
Admin time reclaimed & tooling consolidated$190,000
Illustrative — blended value of reclaimed admin, consolidated tooling and regretted attrition prevented across public-sector rollouts. Your numbers will vary.
Questions,
answered.
Can October People handle strict public-sector compliance?
Yes. Certifications, BEE and SETA reporting and audit-grade trails are captured automatically, so you're ready for an auditor rather than rebuilding a manual record — built for regulated, scrutiny-heavy environments.
Does it handle union and collective-agreement rules?
Yes. Collective-agreement rules, grade structures and leave entitlements are enforced consistently in one system, reducing the disputes and grievances that manual handling of intricate CBA rules creates.
Do you have a government case study?
Our published adoption, wellbeing and compliance results come from comparable large, regulated and duty-of-care organisations — a higher-education institution at 80% adoption, and insurers and audit firms running audit-grade rigour — rather than a named government department. The large-headcount, compliance-heavy, duty-of-care dynamics are near-identical, which is why we point to those adjacent results honestly instead of inventing one.
Can it replace our fragmented legacy HR systems?
Yes. One HCM with 34 modules and 40+ integrations replaces fragmented legacy systems with live, trustworthy people data — leave, time, scheduling, performance and payroll for thousands of staff in one place.
How does it help us meet our duty of care and retain staff?
October Health surfaces burnout and disengagement by department, so you meet your duty of care to a stretched workforce and retain skilled specialists instead of losing them to better-resourced private roles.
Start with your organisation
Modernise HR, keep the trail.
Book a walkthrough and see how October would replace legacy HR with audit-grade compliance — and surface the wellbeing signal that retains skilled staff.