Run your entire HR operations in one place — faster, smarter, and without spreadsheets

How do I reset my password?

Open the sign-in page and choose the forgot password option. Enter your account email, verify the OTP sent to your inbox, then create a new password. If the OTP does not arrive, check spam or confirm that you are using the same email linked to your account.

Can I invite staff with different roles?

Yes. During invitation, admins can assign roles based on each team member’s responsibility. Those roles control which modules a user can open, what actions they can perform, and how much company data they are allowed to see after joining.

Where can I see audit logs?

Authorized admins can review audit activity from the admin area of the dashboard. Audit logs help track important actions such as updates, approvals, and configuration changes, making it easier to monitor usage and review past activity when needed.

Can employees access only their own information?

Yes, access can be limited based on role and permission settings. In most cases, employees only see their own profile, attendance, leave, and related records, while managers or admins can be given broader access depending on operational needs.

What are the “Supervisor” and “HR Partner” fields on an employee?

They set an employee’s reporting line, not their access. Supervisor is the person the employee reports to directly; HR Partner is the specific HR person who owns that employee’s case — useful when a company has several HR Managers, and if it is left blank all HR Managers cover them. Together they form the escalation order Supervisor → Department head → HR Partner used to route things like leave and attendance. They are assigned on the employee’s record and grant no extra permissions — naming someone here does not give them any power over that employee’s account. They are not company roles, so they do not appear on the Roles & Permissions page.

When I publish a notice, does anyone actually get told?

Yes — publishing is what tells them. Saving a notice puts it in Draft, and a draft alerts nobody because nobody can read it yet; the moment you press Publish, everyone in the notice’s audience gets a notification in the bell menu, pushed live to anyone already signed in and waiting for anyone who is not. The audience is the scope you picked: All reaches everyone in the company, Employee reaches company members who hold no role beyond Employee, and Admin reaches everyone holding another role — owners, company admins, HR and payroll managers. The same scope decides who can read the notice, so the people alerted and the people who can open it are always the same set. Priority decides whether the alert also leaves the app: HIGH and CRITICAL notices are emailed to that audience as well, while LOW and NORMAL stay in-app so routine announcements do not fill inboxes. You are not notified about your own notice. A notice is announced once — editing a published one does not send a second alert, so if something important changed, publish a new notice.

How do I find a page quickly?

Open the apps launcher — the grid button in the top bar, or press ⌘K (Ctrl+K) — for an Odoo-style grid of every page you can reach, with a search box inside it, so you can type a name and jump straight there. The sidebar covers the same ground: its groups now stay collapsed until you open them and remember that choice for you, so you only see the sections you use. Hover any page (in the sidebar or the launcher) and click the pin to keep it in a Pinned list at the top of the sidebar, and a collapsed Recent list remembers where you have just been. The launcher and your pins only ever include pages your role and plan allow, so what you see there is exactly what you can open.

How does arriving late affect an employee’s pay?

Two rules can apply, and they never both charge for the same day. “Late arrivals — by how late” takes part of a day’s pay based on how late the arrival was: on a 9:00 AM shift, a band from 2 hr makes an 11:00 arrival cost half a day’s pay, and a band from 3 hr makes 12:00 cost two thirds. Only the highest band an arrival reaches is charged — they never add together. Half a day’s pay means the monthly salary divided by Standard Days Per Month, then halved — not half the month. Any late day no band covers counts as a “late mark” instead, and a set number of marks — three, by default — costs one day’s pay. What is left over is not charged and does not carry into next month. A band is counted from the shift’s start time, not from the end of its grace period — the grace decides whether the day counts as late at all, and then stops. Bands never stack, and nothing is deducted until a company turns it on under Payroll Policy.

What is the Policy Center?

A directory of every rule that shapes payroll, benefits and leave — payroll policy, tax, statutory and capped contributions, provident fund, gratuity, festival bonus and leave types — on one page, so you can see at a glance which ones your company has actually set up. Nothing is configured there: each card links to the page that owns that setting. The badge on a card tells you whether it is in force, and it never guesses. “Not configured” means no record exists yet. “Always active” means that policy has no dates and no on/off switch, so it applies whenever it exists. Dates and a last-updated time appear only on the policies that genuinely carry them, because several do not. You only see cards you have permission to open, so a narrow permission set gives you a shorter page rather than an error. Things that are a section of a bigger form — the late deduction bands, the deduction rules, and overtime — have no card of their own; they live on the payroll policy.

Do I need a different payroll policy for February, or for short months?

No. “Standard Days Per Month” on the payroll policy is a divisor, not a count of the month — it says how many working days one month’s salary is treated as buying, usually 26 (about 30 days less a rest day each week). Salary is monthly and flat, so nobody earns less in February; the number only decides what a single day is worth when something has to be deducted. Holding it fixed is the point: if it followed the real calendar, one day of absence would cost more in February than in March for identical behaviour. The count of absent days is already month-aware — the run counts the actual weekends and holidays in that period — so a short month naturally contains fewer working days. One deliberate exception: a mid-month joiner’s pro-rata uses the real days in that month, so joining on the 11th costs 10/28 in February and 10/31 in March.

Where do I set up overtime?

On the payroll policy, in its Overtime section — all of it, in one place. Whether overtime is paid at all, whether it needs approval, the minimum and cap for a single day, the weekly and monthly caps, and the rate. One overtime hour is the monthly basic divided by Standard Hours / Day times Standard Days / Month, both on the same screen. Two things are worth knowing. There are two minimums and both apply: one checks a single day as attendance is saved, the other checks the month’s total when payroll runs. And if you add any rate steps, the flat weekday, weekend and holiday multipliers stop being used — steps decide the whole rate, and the section says so. There used to be a separate Overtime Policy screen; it is gone, and its settings moved here so the overtime rate is dated like the rest of payroll.

Where is the grace period set, and does it affect pay?

On the shift, and yes — it is the only grace that does. A shift’s grace period decides whether an arrival counts as late at all: inside it nothing is charged, past it the day is late and the payroll rules apply. That is where its job ends. It is not taken off the late deduction bands, which are counted from the shift’s start time — on a 9:00 shift a band set at 2 hr charges an 11:00 arrival, whatever the grace is. Two other settings use the word “grace” and neither touches pay: the check-in window grace on Attendance Control only decides whether someone may punch in at all, and a day override can adjust one specific date. The payroll policy used to carry a grace of its own; it did not replace the shift’s but stacked on top of it, so the same arrival was forgiven twice and every late-deduction band effectively moved. That field has been retired — widen or narrow the shift’s grace instead. On the attendance table, the “Grace Used” column tells you when that forgiveness was actually spent: it reads Yes only for an arrival after the shift’s start time and inside the grace period. Someone who arrived on time or early reads No — they never needed the grace — and so does someone who arrived past it, because by then the grace had run out and the day counts as late.

What are deduction rules on a payroll policy?

They decide what a policy takes off pay for lateness, absence and unpaid leave. There are four, grouped the way a payslip prints them: under Late arrivals, one charged by how late the arrival was and one charged when late arrivals add up; then Days missed; then Unpaid leave. The two late rules share a single payslip line, and the other two get a line each. Open Payroll Policy and edit a policy to find them. Each one can be switched off, given its own settings, pointed at named departments, or removed. Switch one off and it takes nothing; the others carry on. The order they are listed in changes nobody’s pay — each looks at the month on its own, and the amounts are added up.

My payroll policy says its rules “come from this policy’s old fields”. What does that mean?

The policy was made before the rule list existed, so it has no rules saved on it yet. It is still deducting — the same four rules are worked out from its older fields, and payroll is using them right now, exactly as shown. Nothing is missing. Press “Make these editable” to save that set as rules you can change one at a time. Nobody’s pay changes at that moment. After that, the four fields under Late & Absent Deduction are greyed out, payroll ignores them, and saving the page leaves them alone. The page also says where each one went. Late Deduction Bands count either way, and grace is not a payroll setting at all — it is set on the shift.

What is the Gratuity Liability page, and is it money we owe now?

It is a valuation, not a bill. It answers one question: if every employee still accruing gratuity left on the date you pick, what would the company owe? Finance uses the total to carry a gratuity provision. Nothing on the page pays anyone or touches a payroll run — gratuity is actually paid through a separation settlement when someone leaves. The date you choose drives everything: basis salary is the salary structure in force on that date rather than today’s, and the gratuity policy version active then is applied to the whole service period. Both the date and the department filter live in the address, so you can send someone the link and they will see your valuation rather than theirs.

Why does the gratuity statement show people with a zero amount, and why has one person’s figure stopped growing?

Both are deliberate. Someone below the policy’s minimum service is listed with a zero and a “Not yet eligible” badge rather than being left out, so the list you are reading is the whole workforce and not a filtered version of it — you can tell at a glance who is approaching eligibility. A figure that has stopped rising carries a “Capped” badge, which means the amount reached the maximum months of basis salary the policy allows; that is the cap doing its job, not a stuck calculation. The four counters at the top — total, eligible, not yet eligible, capped — add up to the same population as the table.

I opened Gratuity Liability and it says there is nothing to show. Why?

Almost certainly permissions. The company-wide statement is restricted to Owners, Company Admins and Payroll Managers, because it lists every colleague’s basis salary. Ordinary employees hold a gratuity read permission for their own accrual, which is enough to open the page but not to load the company roll-up — so the page appears and then reports that there is nothing to show. Ask an admin to run it, or view your own gratuity through your profile. The route also requires the PRO plan. If you do have the right role and the statement is still empty, check that a gratuity policy exists under Benefits Settings → Gratuity: with no policy in force on the valuation date there is nothing to value.

Which salary is gratuity calculated on?

Whichever the gratuity policy says, and the three options give different answers, so it is worth knowing which one your company uses. Last basic salary and last gross salary both read the structure in force on the valuation date; the 12-month average basic takes the mean of the basic salary over the twelve months ending on that date. The basis in force is printed under the totals on the Gratuity Liability page, next to the days-per-year and any cap, so the figure always travels with the rule that produced it. You change it in Benefits Settings → Gratuity, not on the statement — the statement is read-only.

How much is deducted for an absence or unpaid leave?

One day’s pay per day missed, where a day’s pay is the monthly salary divided by either the policy’s standard working days per month or a flat 30 calendar days — each rule carries its own choice, so absence and unpaid leave can differ. Absence counts days marked absent, days with no attendance recorded at all, and half of every half day. Unpaid leave counts approved leave whose leave type is unpaid, and appears as its own line on the payslip. A payroll deduction waiver can suppress the late or absence amount for one employee for one month, and it is never taken and refunded — the line is simply not created, so tax is calculated on the correct amount.