Lattice Review: AI-Powered Performance Management for Australian Teams

Pricing figures updated 6 September 2026: USD prices are converted at the current rate (1 USD ≈ 1.40 AUD, verified 5 September 2026) and shown ex-GST, replacing the retired 1.55 + GST basis. A GST-registered Australian business that supplies its ABN is not charged GST on an imported digital service; other buyers should allow ~10% on top (Methodology).

Verdict (TL;DR): Lattice is one of the most polished performance management platforms on the market. Its AI tools genuinely help managers run better reviews and catch stalled goals earlier. But for Australian businesses: no local data residency, no Fair Work compliance, no Award rate support, and its HRIS product is shutting down in July 2026. Buy it for performance management. Don't expect it to solve Australian HR compliance.

Score: 14/25 — ⭐⭐⭐ Good

Last reviewed: 26 June 2026 by Adam.

Note: Lattice is a performance management platform, not a payroll or employment law service. Nothing in this review constitutes HR, payroll, or legal advice. Consult a qualified HR professional or employment lawyer for Fair Work Act obligations, Award rate compliance, and employee entitlements specific to your Australian business.

What Lattice is

Lattice is a US-based people management platform focused on performance reviews, goal-setting (OKRs), employee engagement surveys, and career development. It launched an HRIS in October 2024, then shut it down thirteen months later — payroll access ended March 2026, and HRIS access ends July 2026. What remains is Lattice's core: the Talent Suite covering performance, goals, and engagement, now with AI woven through it.

The platform targets mid-market companies — roughly 100 to 1,000 employees — where HR teams need structure and process but don't have the budget for a full Workday implementation. Lattice's partnership with Workday (announced alongside the HRIS exit) is the clear signal: it positions itself as the performance layer that sits on top of a system of record, rather than trying to be one itself.

For Australian companies, that means Lattice is useful as a standalone performance tool, or as a complement to a local payroll platform like Employment Hero or MYOB. It is not a replacement for either.

What it costs in Australia

Lattice publishes USD pricing and bills exclusively in USD. Australian customers pay in USD, absorb currency risk, and add GST separately.

Prices re-read on lattice.com/pricing on 7 September 2026 (the June draft listed the bundle at US$11; the page now shows US$13, with the two halves at US$10 and US$8 if bought separately). AUD conversions use 1 USD ≈ A$1.40, shown ex-GST: a GST-registered Australian business that supplies its ABN is not charged GST on an imported digital service; other buyers should allow about 10% on top. Exchange-rate movement changes the bill.

Lattice requires a minimum annual commitment of US$4,000 (~A$5,600 ex-GST). All contracts are billed annually. There is no monthly billing option and no free tier.

A 100-person company running the Performance + Goals & OKRs bundle would pay approximately A$21,800 a year ex-GST before add-ons. Add Engagement and you're near A$28,600 a year.

Pricing is not publicly listed for enterprise tiers — contact Lattice for a custom quote beyond the self-serve tier.

How it works in practice

You set up Lattice by importing your employee directory (via CSV or an HRIS integration with BambooHR, Rippling, Workday, or similar). Managers and employees land in a dashboard that organises performance reviews, check-ins, goals, and engagement surveys into a single interface.

The review cycle is the centrepiece. You configure the frequency (quarterly, half-yearly, annual), question templates, and peer review pairings. Lattice handles the scheduling, reminders, and data collection. At the end of a cycle, managers get a consolidated view of scores, comments, and trends.

The AI layer — Lattice AI Agent — sits across this. It can: - Summarise a year's worth of feedback into a draft performance review narrative, reducing bias by grounding the write-up in actual data rather than the manager's most recent memory - Flag stalled goals and surface them in plain-language reports without requiring the manager to drill into dashboards - Draft coaching conversation starters based on an employee's feedback history and goals progress - Answer questions about team goal alignment in natural language

In practice, the AI tools work best once Lattice has at least two or three review cycles of data to draw on. New customers will find the AI less useful in the first six months.

What it does well

Performance review quality. Lattice's review templates, calibration tools, and feedback aggregation are genuinely best-in-class. The structure it imposes — self-assessments, manager reviews, peer feedback, calibration sessions — produces more useful output than ad-hoc processes.

AI-assisted write-ups. The AI review drafting is one of the better implementations of this type we've seen. It cites specific feedback and goals, rather than hallucinating generic praise. Managers editing a draft take less time than starting from scratch.

Goal management. OKR tracking with natural-language reporting is practical for managers who hate logging into dashboards. Ask "how is the Sales team tracking against Q2 goals?" and you get a useful summary.

Engagement surveys. The Engage module runs pulse surveys and surfaces themes from open-text responses. The heatmaps showing engagement by team or tenure are genuinely actionable.

Workday integration. For larger Australian companies already on Workday, the Lattice–Workday partnership makes the combination a reasonable modern stack.

What it doesn't do well

The HRIS shutdown is a real problem. If you bought Lattice partly for its HRIS or payroll features, those are gone. HRIS access closes July 31, 2026. Existing Lattice HRIS customers need to migrate now.

No Australian data residency. Lattice hosts data in the United States. Employee personal information — performance reviews, salary discussions, engagement survey responses, career development notes — is processed and stored offshore. For Australian businesses handling employee data, this creates obligations under the Privacy Act 1988 and the Australian Privacy Principles. (confirm current data processing regions directly with Lattice before signing.)

No Fair Work compliance. Lattice has no built-in support for Australia's Fair Work Act, Modern Award obligations, or minimum entitlements. It will not alert you if a pay decision you're recording violates an Award rate. It will not generate compliant employment contracts. It is a performance tool, not a compliance tool.

No Award rate support. The Compensate module tracks salaries and benchmarks them — but against US-centric market data. Australian Award rates, penalty rates, and Award classification systems are not in scope.

USD-only billing with a high floor. A minimum A$5,600 annual commitment is steep for small Australian businesses. Employment Hero, which covers payroll and performance, costs less for a comparable headcount.

Setup takes time. New customers report four to six weeks before the platform is properly configured and adopted. It is not a plug-in-and-run tool.

Australian fit

Lattice is built for the US market and deployed globally. There is no specific Australian configuration, no local support team, and no data centre in Australia.

The Privacy Act 1988 requires Australian businesses to take reasonable steps to protect personal information, including when it is disclosed to an overseas recipient. Using Lattice means your employee performance data sits on US servers. You should conduct a privacy impact assessment before onboarding. (confirm Lattice's current data processing agreements and overseas disclosure provisions with their legal/compliance team before signing.)

Fair Work Act compliance — including Award interpretation, leave entitlements, and termination procedures — sits entirely outside Lattice's scope. You will need a separate HR software or advisors to cover these.

On the positive side, Lattice works well alongside Australian-native payroll tools. If you already run Employment Hero or MYOB for payroll compliance, Lattice can handle the performance layer on top.

Australian Fit score: 2/5. No local data residency, no Fair Work support, USD billing, no AU support team. Functional as a performance tool, but requires additional local compliance tooling.

Alternatives

Employment Hero — Built in Australia, covers payroll, onboarding, performance, and HR compliance in one platform. Better Australian fit for most SMBs. Cheaper at smaller headcounts.

Culture Amp — Melbourne-founded people analytics platform. Stronger on engagement surveys and DE&I analytics than Lattice. Also lacks AU data residency but has deeper Australian market knowledge.

Rippling — US-based but expanding in Australia with global payroll features. Better for companies with AU and international headcount to manage together.

Bottom line

Lattice is good at what it does. The AI-assisted review tools and goal management are genuinely useful. But its product scope just shrank significantly — HRIS gone, payroll gone — and for Australian businesses, the compliance gap is wide. No Fair Work support, no local data residency, USD billing. Use it as a performance management layer on top of an Australian-native payroll system. Don't buy it expecting it to handle Australian HR compliance. And if you were an HRIS customer, migrate before July 31.

Score

Australian Fit gate: Australian Fit 2/5 — does not meet the ≥4/5 threshold for ⭐⭐⭐⭐⭐ Excellent.

Frequently asked questions

Does Lattice comply with Australia's Fair Work Act?

No. Lattice does not include Fair Work Act compliance features, Award rate support, or Australian employment law tools. It is a performance management platform, not a compliance tool. Australian businesses will need separate HR software or professional advice to meet Fair Work obligations.

Is Lattice available in Australia and what does it cost in AUD?

Lattice is available in Australia but bills exclusively in USD. The performance + OKRs bundle starts at US$11 per user per month (approximately A$15 ex-GST at June 2026 rates), with a minimum annual commitment of US$4,000 (approximately A$5,600). GST applies to imported digital services.

Is Lattice still worth buying after it shut down its HRIS?

Lattice is still a strong performance management platform — its review, OKR, and engagement tools remain best-in-class. But the HRIS and payroll products shut down in 2026, so it is now a narrower tool. Australian businesses should pair it with a local payroll platform like Employment Hero or MYOB to cover compliance and payroll.

Sources

• Lattice Pricing — vendor pricing page, accessed 26 June 2026
• Lattice Platform Overview — vendor product page, accessed 26 June 2026
• Lattice HRIS Sunset — Calamari — secondary source on HRIS shutdown timeline
• Lattice Review — People Managing People — independent secondary review
• Lattice Pricing — People Managing People — independent pricing breakdown
• Pricing conversions: 1 USD = A$1.40 (September 2026). Figures are ex-GST: a GST-registered business that supplies its ABN is not charged GST on an imported digital service; other buyers add ~10%. All AUD figures are estimates.

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