Paychex SCIM guide

Paycom, the HR and payroll platform for mid-market companies (50-750 employees), does not offer native SCIM provisioning on any plan. While Paycom supports SAML 2.0 SSO integration with major identity providers, user provisioning requires third-party middleware solutions like RoboMQ Hire2Retire or Aquera Sync Bridge. This creates a complex integration architecture where IT teams must manage and maintain additional middleware components just to automate basic user lifecycle operations. The lack of native SCIM support is particularly problematic given Paycom's role as an HR source system. As employee data changes in Paycom—new hires, role changes, terminations—these updates don't automatically propagate to connected applications without custom middleware. This forces IT teams to either manually sync user accounts across systems or invest in expensive third-party solutions that add complexity and potential failure points to their identity infrastructure.

Gusto, the HR and payroll platform, does not support SCIM provisioning on any plan—it only offers Just-In-Time (JIT) provisioning through SAML SSO. While JIT creates user accounts on first login, it provides no automated deprovisioning capabilities when employees leave or change roles. This creates a significant compliance gap: terminated employees retain access to sensitive payroll and benefits data until manually removed. Making matters worse, SAML SSO must be activated by contacting Gusto support, adding friction to the setup process. The lack of automated deprovisioning is particularly problematic for HR platforms like Gusto, which contain highly sensitive employee data including Social Security numbers, bank account details, and salary information. Without SCIM, IT teams must manually track employee departures and remember to deactivate Gusto accounts—a process that's error-prone and creates regulatory compliance risks under SOX, GDPR, and other frameworks requiring timely access revocation.

Paylocity offers native SCIM provisioning that's included with all plans starting at $22-32/employee/month. The implementation is solid for an HR platform—supporting user creation, attribute updates, and deactivation across major identity providers like Okta, Entra, and OneLogin. However, there are operational friction points that complicate deployment: SCIM usernames are restricted to 8-20 characters, users must have both username and work email populated in the HR module before provisioning works, and Okta customers must contact Paylocity support directly to enable SAML 2.0 before SCIM can function. These seemingly minor requirements create real deployment headaches. The username length restriction can break existing naming conventions, the HR module data prerequisite means provisioning fails silently if employee records aren't properly configured, and the Okta support dependency adds weeks to what should be a straightforward integration. For IT teams managing multiple provisioning integrations, these platform-specific quirks multiply administrative overhead.