Our Expertise

SAP SuccessFactors Employee Central Payroll (ECP)

Your Turkish payroll in the cloud — current beyond 2027.

SAP SuccessFactors Employee Central Payroll (ECP) is the payroll solution that runs inside SuccessFactors, SAP's cloud HR platform: employee master data lives in Employee Central and payroll is calculated in ECP with the country version. Türkiye is among the countries ECP supports directly. IKSAP implements ECP with the Turkish rules (SGK, income and stamp tax, severance, incentives), migrates your existing SAP HCM data in a controlled way with TPOT and keeps payroll current with the legislation.

For Europe-based groups rolling out a global SuccessFactors template to Türkiye, IKSAP delivers the Turkish payroll part and keeps it current: headquarters keeps one platform, and Turkish legislation is handled correctly on the ground.

What is SAP Employee Central Payroll (ECP)?

ECP is SAP's proven payroll engine delivered in the SuccessFactors cloud and operated by SAP. Employee data flows from Employee Central into ECP; payroll, statutory reporting and the accounting posting are produced in ECP. The organization doesn't deal with servers, databases or release upgrades; country-version updates come from SAP, while company-specific rules and the Turkish localization are maintained by the partner.

How does ECP differ from on-premise SAP payroll?

	SAP ERP HCM / H4S4 (on-premise)	SuccessFactors ECP (cloud)
Where it runs	The organization's own system	SAP's cloud, inside SuccessFactors
Employee master data	In HCM	In Employee Central
Releases and infrastructure	Managed by the organization/partner	Managed by SAP
Maintenance horizon	Classic HCM: 31 Dec 2027 (31 Dec 2030 with extended maintenance) · H4S4: end of 2040 under the S/4HANA commitment	Continuous, on the SuccessFactors roadmap
Turkish rules	PY-TR country version + localization	Turkish country version + localization
When it makes sense	Payroll and time management are complex; other modules move to the cloud (hibrit)	All of HR moves to SuccessFactors; one data set, one platform

Turkish payroll runs in both worlds; the choice depends on your current landscape and strategy. Most organizations start with a hibrit model.

How does Turkish payroll work on ECP?

SAP lists Türkiye among the directly supported countries in ECP: rules such as SGK, income and stamp tax, severance and notice pay and the minimum-wage exemption come with the country version. IKSAP configures that version for your pay structure and collective agreements and applies the update when the legislation changes. The work around payroll (hire/termination filings, sick-leave notices, document delivery via KEP, tax reporting, incentives) uses the same data through IKSAP solutions integrated with SAP.

Details: Türkiye Payroll Localization page →

What does ECP do in Türkiye?

The payroll engine comes from SAP; everything specific to Türkiye comes from IKSAP. Here it is in seven areas — click a heading for details.

Legislation and localizationTurkish rules come with the country version; IKSAP configures them for you and keeps them current.

SGK, income and stamp tax, severance and notice pay and the minimum-wage exemption come with the country version.
Your pay structure and collective agreements are configured on that version.
When the law changes, the update is applied; the next period is calculated with the current rules.
IKSAP is the only partner in Türkiye that supports SAP on Turkish payroll localization.

Türkiye Payroll Localization →

Statutory filingsSGK and tax filings are prepared from the same payroll data.

SGK hire and termination notifications are sent from within SAP, within the legal deadlines.
SGK sick-leave reports are approved on one screen and recorded as absences automatically.
A filing file matching the MUHSGK return is generated from taxable items in one click.
SGK incentives are compared per workplace to find the combination with the highest total benefit.

SGK Hire/Termination Filing →SGK Vizite Integration →Tax Reporting →SGK Incentive Optimization →

Processing and validationIntegration errors are separated from noise; real errors are fixed at the root cause.

SAP integration logs are read and identical errors grouped.
Each real error comes with its root cause and a step-by-step fix, with sources.
Solved errors go into a bank and are answered instantly when they recur.
Personal data is masked and never leaves.

Integration Health →

HR, payroll and finance integrationEmployee data is entered once and flows from HR to payroll and from payroll to accounting.

Employee master data lives in Employee Central and flows into ECP.
Payroll results go to the finance system as accounting postings.
Existing SAP HCM data is migrated with TPOT: tested, approved and reversible.
Needs outside the standard package are met with extensions on SAP BTP.

TPOT →

Security and auditSAP operates the infrastructure; document delivery is provable and traceable.

Servers, databases and release upgrades sit in SAP's cloud; the organization manages no infrastructure.
Payslips and HR notices are e-signed and delivered with proof via KEP.
Each delivery's legal evidence ID is archived and found with a single ID.
IKSAP is ISO/IEC 27001:2022 certified.

KEP →

Operating modelYou choose who runs payroll after go-live.

Your own team: payroll and legal tracking stay fully with you.
Payroll Support (AMS): your team runs payroll; legal updates and support come from IKSAP.
Managed Payroll: period runs, checks and filings with IKSAP; you approve the result.
The choice depends on your team and where you want the legal workload to sit.

Managed Payroll →Payroll Support (AMS) →

Employee experienceEmployees reach their payslip and account on their own.

Payslips are distributed via e-payslip, KEP or a portal.
Payslips and HR documents are produced as password-protected PDFs.
Employees view and update their own data through Employee Central self-services.
Employees without a corporate account reset their SuccessFactors password themselves via SMS.

Document Services →Password Reset via SMS →

What changes when you move to ECP?

Before: scattered HR and payroll

Employee data in several systems, matched by hand
Payroll, filings and document delivery in separate tools
Servers, databases and upgrades handled in-house
Every legal change is a separate job

After: one platform

Employee data once, in Employee Central
Payroll, filings and document delivery from the same data
Infrastructure and releases in SAP's cloud
Turkish rules kept current by IKSAP

How do you migrate from SAP HCM to ECP?

The riskiest step of a migration is the data move: mapping rules stay in Excel, a wrong load is cleaned up by hand, missing data slips through silently. IKSAP's TPOT product brings this step under control (it runs on its own server; nothing is installed in your SAP system):

1
Read
Only the fields the template uses are read from SAP; the source system isn't strained and nothing is installed in SAP.
2
Transform
Mapping rules are written on screen and tested before saving; every rejected row is reported with its reason.
3
Load
Every load opens in test mode first; writing to production requires a separate approval; the target address of every record is stored.
4
Roll back
A wrong load is rolled back from the stored address; no environment refresh, no project stop.

Test → approve → load; roll back if needed. Every load is logged.

Why now?

Standard maintenance for classic SAP ERP HCM ends on 31 December 2027 and can be extended to 31 December 2030 with extended maintenance. S/4HANA compatibility-pack rights ended on 31 May 2026. H4S4 falls under SAP's innovation commitment for S/4HANA through the end of 2040. For those who want to keep payroll on-premise the path is H4S4; for those moving to the cloud it is ECP — both need planning. Those who plan payroll today manage the cost; those forced to act in 2027 pay it.

Details: SAP ERP HCM / H4S4 page →

Who will keep your payroll current after go-live?

In ECP, SAP operates the infrastructure; keeping the Turkish rules current and running payroll sits with your partner. IKSAP supports you in two models:

Payroll Support (AMS): you run payroll
Your team runs payroll; under an AMS contract, IKSAP applies Türkiye payroll legal updates, tracks releases and provides support.
Managed Payroll: we run payroll
Period runs, checks and filings handled by IKSAP; you approve the result.

Details: Payroll Support and Managed Payroll →

Frequently Asked Questions

Does SAP SuccessFactors support Turkish payroll?

Yes. Employee Central Payroll lists Türkiye among its directly supported countries; IKSAP configures the local requirements (SGK, income/stamp tax, severance, incentives) on that platform.

What is the difference between ECP and Employee Central?

Employee Central is the core HR module: employee master data, organization, self-services. ECP is the payroll module; it takes data from Employee Central, calculates payroll and produces statutory reporting. The two work together.

How is data protected when moving my existing SAP HCM payroll to ECP?

With TPOT: data is loaded in test mode first, the result is reviewed, and writing to production takes a separate approval; because the target address of every record is stored, a wrong load can be rolled back. Missing data doesn't slip through silently — it is reported with its reason.

Is there a deadline for staying on SAP HCM?

Standard maintenance for classic SAP ERP HCM ends on 31 December 2027 and can be extended to 31 December 2030. H4S4 (SAP HCM for S/4HANA) is maintained until at least 2040. IKSAP builds a migration plan that fits this timeline.

Does Turkish payroll work better on ECP or on H4S4?

It works on both. If payroll and time management are complex and the other modules are moving to the cloud, many organizations stay on H4S4 (hibrit); if all of HR is moving to SuccessFactors, ECP provides a single platform. The decision is made through analysis.

Is there AI in ECP?

Yes. SuccessFactors delivers AI through the Joule digital assistant. In ECP, the Explain Pay feature answers employee questions such as "why did my pay change this month?" in natural language and reduces the questions reaching the payroll team (SAP's statement: by up to 50%). Two notes: Explain Pay is not purchased separately — it is part of the Joule Premium for HCM package and requires AI Units; and its scope in the Turkish country version depends on SAP's roadmap, which we clarify together in a meeting.

Stay on HCM or move to ECP?

Let's assess your current system and your 2027 timeline together and map the right path for you.

Request a meeting