Paycom SCIM guide

Paychex Flex, the HR and payroll platform, does not offer native SCIM provisioning on any plan. While Paychex provides SAML 2.0 SSO integration with identity providers, this creates an unusual challenge: as an HR system, Paychex is typically the source of employee data that provisions other applications, not the destination. However, for organizations using Paychex alongside other IdP-managed applications, manual user management becomes necessary. Okta does offer a provisioning connector with Schema Discovery and Attribute Writeback capabilities, but this requires Okta Enterprise and doesn't address integration with other identity providers. This positioning creates a gap for IT teams managing hybrid identity environments. When Paychex serves as your HR system of record but you need to provision users into Paychex from your primary IdP (perhaps for contractor access or cross-system synchronization), you're forced into manual processes or expensive third-party middleware solutions like RoboMQ Hire2Retire. The lack of standardized SCIM support means each IdP integration requires custom configuration and ongoing maintenance.

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.