HR › Employees › All Employees

Think of this as your staff register. HR, managers and leadership can open it and read profiles. Only the HR team can add, edit or terminate people. A department-level HR Manager sees and changes only the people in their own department, plus any department the owner has asked them to look after (see Responsibilities below) — for everyone else they just won't see the Edit option.

Across the top are five tiles: Total, Active, On Notice, On Probation and New Joinees. Click On Probation to list those people. If some probations have run past their end date with nobody acting, the tile says so and shows a Show … overdue link.

Find someone

1. Type a name, employee code or email into Search employees...
2. Or use the All Status filter — for example On Probation, Probation overdue, On Notice or Resigned.
3. Click a row to open that person's full profile.

The Status column can carry extra chips: Probation, Confirmation overdue, or Notice · LWD with the last working day of someone serving notice.

Add a new employee

1. Click Add Employee at the top of the page.
2. Fill in Basic Information: first and last name, Official Email, Employment Type and Date of Joining. Add a probation end date if it applies, and fill in Notice Period Days — without it, the person can't hand in their resignation later.
3. Leave Initial Password (optional) blank and the employee is emailed a link to set their own password. Or type one to share with them yourself — they must change it at first sign-in.
4. Under Professional Details, pick the Work Location and Shift (both required). Choose department, designation and Reporting Manager too.
5. Optionally fill Personal Details, Current Address, Emergency Contact, Bank Details, Education, Previous Experience and Certifications.
6. Click Create Employee. You're taken to their new profile.

Terminate someone immediately

A row's Terminate option (or Terminate Employee on the profile) marks the person Terminated, cuts off their sign-in straight away and emails them. Nothing is deleted — their payroll, attendance and history are kept for the law. Use it only for an immediate, for-cause exit. For a normal exit with clearances and a final settlement, use Start Offboarding on the profile instead (see Offboarding below).

HR › Employees › All Employees › click a person

The tabs are grouped: Overview · Personal, Addresses, Emergency, Statutory · Professional, Hierarchy, Leave · Salary, Bank · Documents, Education, Experience, Certifications. You only see the sensitive tabs if your role allows it. Salary and Bank are for people who handle pay. Statutory (ID numbers such as PAN or Aadhaar) is for HR. Leave is for people who can see leave balances.

Change someone's details

1. Open the tab, then click its Edit button. No Edit button means your role can only read that section.
2. Make your changes and click Save Changes.

The Overview tab holds the job basics: status, employment type, joining date, probation end date, notice period, Reporting Manager, work location and Biometric ID (country and payroll currency are in Edit). The Employee Code shows here but can't be edited.

The Reporting Manager set here is the one that counts: that person sees this employee's records, approves their requests and gets their notifications. The official email, status, department and reporting manager follow the same protection rules as on All Employees — a change you're not allowed to make is refused with a message saying why.

Documents

1. Open the Documents tab and click Upload.
2. Pick a Document Type (the list matches your company's country), choose the file (up to 25 MB), and upload.
3. Use the icons on each file to download it, Mark as verified, or delete it.

You can't verify your own documents — someone else in HR has to. Letters made at exit (relieving, experience, settlement) are saved here automatically.

Give someone their first salary

1. Open the Salary tab and click Assign Salary.
2. Choose the Salary Structure, enter the Annual CTC, currency and Effective From date.
3. Click Review. Check the monthly breakdown — gross, deductions and estimated take-home.
4. Tick I have reviewed this salary breakdown… and click Confirm & Assign.

Once a person has a salary, the button changes to Revise Salary. A change is made as a salary revision, which needs one approval — you can't simply overwrite the old figure. Bank account details live on the Bank tab.

Other things on the profile

• Hierarchy tab: who this person reports to, and who reports to them. Any extra lines added on the Hierarchy page appear on the org chart only.
• Leave tab: their leave balances. HR with the right access can click Adjust balance.
• Start Offboarding (top of the page): opens a proper exit — see Offboarding.
• Export Data (GDPR): only for data-protection roles, when a person formally asks for a copy of their data. A Download link appears for about 15 minutes.

HR › Employees › All Employees › person › Overview

Probation has no menu of its own. It lives on each employee's Overview tab. There you see the probation end date with an On probation or Confirmation overdue label. Once someone is confirmed, the confirmation date shows too.

Confirm someone

1. Find them fast with the On Probation tile or the Probation overdue filter on All Employees.
2. Open their profile. Under Probation actions, click Confirm employment.
3. Click Confirm employment again in the box. Their status becomes Active and today is recorded as the confirmation date.

Extend someone's probation

1. Under Probation actions, click Extend probation.
2. Pick the New probation end date — it must be later than the current end date and in the future.
3. Type a Reason (required) and click Extend probation.

HR › Employees › Departments

Three tiles (Total, Active, Root Depts) sit above a tree of your departments. Each department shows its code, its head and how many sub-departments it has, and sub-departments sit under their parent. Type in Filter by name, code, or description to find one. Expand and collapse branches to explore.

HR › Employees › Designations

Only the company owner and company admins can use this page. HR picks from these titles when adding or editing an employee. This is the same list as Settings › Organization › Designations.

Add a job title

1. Click New Designation.
2. Type the name (for example "Senior Software Engineer"). Optionally add a short Code and a Band.
3. Optionally pick a Hierarchy Level, then click Create.

Use a row's Edit to rename a title or change its level. Use Archive for a title you no longer use: it disappears from drop-downs, but people who already hold it keep it.

HR › Employees › Hierarchy

The page has these tabs:

• Browse Org — the reporting tree. Search by name, designation or department, or filter by department. Export CSV downloads the whole chart as a spreadsheet.
• Org Chart — the visual chart. Show the Whole organization, one department or one person's branch. Zoom, Fit, Expand, Collapse, and Download PDF.
• My Position — your own reporting chain and your direct reports.
• List — everyone, flat. Each person shows as Primary (their main manager) or Dotted (a secondary line). Extra lines are marked Org chart only.
• History — opens when you choose History on a person, showing how their placement changed.

Place or move someone

1. Click Assign Employee (or Reassign on a person in the list).
2. Pick the Employee, the Hierarchy Type and the Level.
3. Choose who they Reports To. Leave it empty for the person at the top.
4. Set Effective From and click Assign.

Settings › Responsibilities

The page has these parts:

• Whole company — the Finance Head and CFO, the final money approvers.
• Departments — each department's Department Head, HR Manager and Finance Manager. A sub-department with nobody of its own shows its parent's person in grey, when the parent's entry covers sub-departments.
• Cost centres — each cost centre's Finance Manager. A claim tagged to a cost centre, or a payroll input for someone in it, goes to them first.
• Locations — Attendance Supervisors who look after everyone working at a location.
• A Gaps warning at the top — approval levels that are switched on but have nobody who can approve, and anyone named for an inactive department.

Name someone for a position

1. Click Name next to the position.
2. Pick the person and the date they took over. For a department, keep Also covers sub-departments ticked so sub-departments without their own person use this one.
3. Save. To hand over later, click Change and name the successor — the current holder hands over the day before.

End removes someone today. Nobody new is named automatically: the parent department's person (if their entry covers sub-departments) or, for a cost centre, the department's Finance Manager answers instead. Otherwise requests that need that position are refused until someone is named.

Let an HR Manager look after more than their own department

By default an HR Manager sees and acts on their own department only. The owner can let them also look after another department: they then work with its people exactly as with their own — personal details and ID numbers, documents, tax declarations and Form 16, bonus amounts, exits and final settlements, leave balance changes, reviews, adding and moving people, reports and the dashboard, and approving leave, attendance, timesheets, travel and expenses. The page shows the exact list before you switch it on.

1. Click Also look after its people next to the department's HR Manager, or + HR Manager under Also looks after it.
2. Check the list of what they will get, and confirm.
3. To take it away, click Stop looking after (or End).

An Attendance Supervisor can look after a department or a location (the Locations card), for attendance and leave only. Who can see its people, under each department, lists everyone who can see that department's people.

HR › Onboarding

Onboarding gives each new joiner a to-do list built from a template. HR starts it, ticks tasks off and edits templates. Managers and leadership can watch progress but don't see those buttons. If Onboarding shows a padlock, it isn't in your plan; if it's missing from the menu, your role doesn't include it.

Start onboarding for a new joiner

1. Add the person in All Employees first.
2. Here, click Start Onboarding.
3. Pick the Employee and the Template, then click Start.

Track and complete tasks

1. On Active Onboardings, each person shows a progress bar. Choose View Checklist.
2. Each task shows a due date and a label: Overdue, Due today, Upcoming or No due date.
3. Click Complete when a task is done. When every task is done, the onboarding finishes by itself.

Build your own checklist template

1. Open the Templates tab and click New Template.
2. Give it a Template Name (for example "Engineering Onboarding").
3. Click Add Item for each task: title, Category, Assigned Role (who does it) and Due (days from joining). Tick Mandatory if it can't be skipped.
4. Click Create Template.

HR › Offboarding

Every exit goes through the same stages: Submitted → Approved → In Clearance → Clearance Complete → final settlement → Completed. HR and reporting managers can approve and run exits. If Offboarding shows a padlock, it isn't in your plan; if it's missing from the menu, your role doesn't include it.

An employee resigns

1. The employee resigns from My Exit. They give the resignation date, and the system works out the last working day from the notice period on their profile.
2. The request shows here as Submitted. Choose Approve or Reject on the row. (If your company set up an approval workflow for exits, approve it under Operations › Workflows, Pending Approvals tab, instead.)
3. Open the approved request with View Details. Click Initiate Exit Process. This creates the clearance checklist and sets deadlines.

HR starts an exit (termination, layoff or retirement)

1. Click Create Exit Request here, or Start Offboarding on the employee's profile.
2. Pick the employee and Exit Type, write a reason, and set the Last Working Day.
3. Optionally tick Buy out the notice period and choose who pays it: the company (paid to the employee) or the employee (recovered from them). Only Create Exit Request has this option — the profile's Start Offboarding doesn't.
4. If you see the gratuity tick, set it — it decides whether the final settlement includes gratuity.
5. Click Submit (or Start Offboarding on the profile). An exit HR starts skips approval and goes straight to clearance.

Inside an exit (View Details)

• Details — exit type, reason, last working day and status.
• Clearance — the checklist grouped by department (IT, Finance and so on), each item with a due date. Click Clear when an item is done. HR Admins and the company owner can clear anything. Others can clear only their own department's items. The leaver can never clear their own.
• Settlement — where the final settlement stands, with Open in Final Settlements →. The money part is worked on Payroll › Final Settlements.
• Exit Interview — record the date, mode, main reason for leaving, feedback and whether they'd rejoin, along with who held the interview, then click Submit Interview. The leaver can't interview themselves.
• Documents — Generate a Relieving Letter (once the exit is completed), an Experience Letter (once clearance is complete) or an F&F Settlement letter (once the settlement is paid). Then Download PDF. Each letter is also saved to the employee's profile.

HR › Clearances

The Clearance Board shows a card for each approved or in-clearance exit, with the last working day (LWD, last working day) and when clearance is due.

1. Choose a department in the Department filter to see only its pending items.
2. Look for items marked SLA Breached — past their deadline — and follow up with that department.
3. View Details takes you to Offboarding, where you open the exit and clear items.

HR › Alumni

You don't add alumni by hand. A record appears automatically when a leaver's final settlement is marked paid. The list shows exit type, exit date, Rehire Eligible and GDPR Consent. Each row is shown by a short employee reference rather than a name.

1. Choose View / Edit on a row.
2. Update the LinkedIn URL and Personal Email, tick or untick Eligible for rehire, and tick GDPR consent given if they agreed you may keep their alumni profile.
3. Click Save Changes.

HR › Analytics

The page (titled Offboarding Analytics) shows four numbers: Total Exits, Completed, Pending Settlement and Avg Days to Complete. Below them are charts: Exits by Status, Exits by Type and a Monthly Exit Trend (12 months).