HR and payroll your team can actually run.

Both. It runs your payroll and produces the WPS SIF in the Central Bank layout from an approved run — an EDR record per employee and the SCR trailer, with the count and total computed from the rows rather than typed — alongside a bank payment advice listing every employee, their bank details and their net pay. If a labour card number is missing it names the employee and produces no file at all, because WPS rejects a whole file for one bad field and a file that submitted cleanly while underpaying three people is the worse outcome.

Yes. Gratuity, leave encashment, notice and outstanding loans are calculated from the employee's own salary history and leave ledger — the same records payroll uses — so the figure and the evidence behind it come from one place.

Yes. You can run multiple legal entities in one workspace, each with its own employees, payroll and reporting, and control which staff can see which entity. How many entities you get depends on your plan.

Yes. Every employee has a self-service workspace where they can see their profile and payslips, request leave, submit documents and contact HR — which is what stops HR being the search engine for everybody's paperwork.

Yes. Employees and opening leave balances import from a spreadsheet, and prior-year payroll and end-of-service figures can be entered as opening balances so your history is complete from day one.

Only the roles you authorise. Pay and bank details are encrypted, and access is by role rather than by seniority — a manager can approve their team's leave without ever seeing what they earn. Every look at a salary figure is recorded.

Most companies are running their first payroll within a few weeks. The usual order is employee records first, then leave, then one month of payroll run in parallel with your current process before you switch over.