Take payroll out of your replacement project
The register is real. The penalties are not, yet.
The register of restricted software was created by Cabinet of Ministers Resolution 1335 of 22 October 2025, and the State Service for Special Communications published the first list on 6 January 2026. It contains 27 products from 1C, the BAS line and UA-Бюджет.
Replacement is mandatory for state bodies, state enterprises and designated critical infrastructure operators. For everyone else it is officially recommended rather than required, and there is no direct fine today for a private company that carries on. Draft law 13505, which would have attached sanctions, failed its first reading on 30 June 2026.
We give you both halves every time. Anyone selling you a migration on fear alone is leaving one of them out, and you will find out which one at the worst possible moment.
You are breaking the law this month
For a private company, you are not. What you are doing is relying on a parliamentary result going the same way twice.
Somebody else will ask first
Most companies that have moved did so because a bank, an auditor, a Prozorro tender or a foreign parent asked the question. Not because an inspector did.
One system becomes three, and payroll is the one with a deadline
It is the largest piece
Payroll and personnel touch every employee, every month, with statutory returns attached to fixed dates. Nothing else in the migration has that combination of volume and deadline.
It is the only piece that can produce a penalty
Get the general ledger conversion wrong and you correct it. Get payroll wrong and it reaches a filed return with your company name on it.
It cannot pause while you migrate
The general ledger can be reconciled over a quarter. Payroll runs on the 20th regardless of what else the project is doing, and it does not accept a delay.
It needs the person you can least spare
The one member of staff who understands both the old system and your payroll exceptions is the person the rest of the migration also needs. They cannot be in both places.
History has to survive the move
Average earnings, leave balances, indexation history and service periods all depend on data that has to arrive intact and reconcile to what was already filed.
Remove it from the project
Hand payroll and personnel to us and the migration project shrinks to finance and operations. Your people work on that, and the payroll deadline stops being a project risk.
Nothing switches over until you have seen the two agree
We extract and reconcile
We take the data out of your existing system and reconcile it against what was actually filed, not against what the system says. Where those two differ, you hear about it before anything moves.
We run one month in parallel
Your existing setup produces its result and we produce ours. The two are compared line by line, per employee, and any difference is explained rather than averaged away.
You approve the switch
Only after you have seen them agree. For a typical company the first correct month lands six to eight weeks after we get access to the data; larger or messier estates take longer, and we tell you which you are after the review.
Questions about leaving 1C
Do we have to migrate at all?
As a private company, not today. The mandatory requirement covers the state sector, state enterprises and designated critical infrastructure operators. For everyone else it is recommended, and the enforcement law failed in June 2026.
What is worth weighing is who asks you first. Banks, auditors, Prozorro procurement and foreign parents are already asking, and answering them is easier if the migration has started than if it has not.
What do we lose by outsourcing payroll instead of replacing it?
Direct access to the software, which in practice most finance teams never used. You still get the register, the cost breakdowns, the reports and the exports into whatever your new accounting system turns out to be.
What you gain is that the hardest workstream leaves the project, and the person who understands your payroll exceptions becomes available to the rest of it.
Can you take over mid-migration?
Yes, and it is a common point to call us. If the accounting replacement is under way and payroll has turned out to be worse than expected, that is a normal moment for the scope to change.
We work from whatever exists, including a half-converted system, and reconcile to what was filed rather than to what the project believes.
What if we later want to bring payroll back in-house?
Then you take it back. The contract sets out data handover on termination, and the calculation history, personnel records and filed returns are yours throughout.
We would rather say that plainly than have you discover the exit terms at the point you want to use them.
Before you scope the project, take payroll out of it
We review what you are running, what the migration would involve for payroll specifically, and what it would look like to remove that workstream entirely. Written finding, no charge, no obligation.
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