Frequently asked questions

HRZyra handles PF (EPFO), ESI (ESIC), Professional Tax, TDS with Form 24Q and Form 16, Gratuity, Bonus and the Labour Codes. Professional Tax and Labour Welfare Fund are applied per state, including the states that levy neither — which is where software using a single national default gets payroll wrong.

It depends on headcount, how many entities you run and what condition your existing data is in. Migration of your employee master, salary structures and historical payroll is included, and we will give you a timeline for your specific situation before you commit to anything.

Yes. HR, payroll, attendance, recruitment and performance run on one employee record, so the reconciliation between separate systems stops being necessary. We will map your current tools against the modules during the demo so you can see exactly what it replaces.

Yes. Attendance can be captured by biometric device, geo-fenced mobile app, web or kiosk, and different sites can use different methods while landing in the same record. Employees reach payslips, leave and requests from the mobile app wherever they are.

Access is role-based, every change to salary or employee data is logged with who made it and when, and data is encrypted in transit and at rest. For specifics on hosting region, encryption standards and current certifications, ask us during the demo and we will share the current position in writing.

Pricing depends on headcount, which modules you need, how many legal entities you run and what has to be integrated. Book a demo and we will scope it with you and put a written proposal together — there is nothing to pay to see the product.

Yes, and this is the case the product is built around. One run applies each location’s own Professional Tax position, minimum wage notification and Shops & Establishments rules, with consolidated reporting for finance afterwards.

Opening balances, accruals already earned and carry-forward from the previous year come across as part of migration, so the first cycle on HRZyra continues from where your existing system left off rather than resetting.

Yes. A plant can run biometric devices, field staff can use the geo-fenced mobile app and a head office can punch on web or a kiosk — all of it lands in the same attendance record that leave and payroll read from.

They derive from the roster that was actually worked. Rotating, split and night patterns are built and published in the system, and the resulting allowances flow into the payroll run rather than being worked out separately.

Yes. Entities are handled separately for registration and filing while employees who move between them mid-year keep one continuous record.

Timesheets book time against projects, tasks and cost centres for billing and costing; attendance records presence for payroll. Approved timesheet hours reconcile against attendance so the two agree rather than being maintained in parallel.

They pass into onboarding without re-entry — the accepted candidate becomes a joiner, and pre-boarding document collection and statutory registration start from there.

Yes. Pre-joining upload and verification checklists, plus UAN, ESIC and bank detail collection, so the first payroll cycle runs correctly and day one is not spent on forms.

Increment and promotion recommendations from the appraisal cycle flow through to payroll rather than being re-entered from a separate document.

Approved claims are reimbursed through payroll with the correct tax treatment applied, rather than through a separate payment run.

Payslips, Form 16 and tax computation, investment declarations with proof upload, leave applications with the balance shown before submitting, attendance marking, reimbursement claims, and personal or bank detail changes for approval.

The same live operational records payroll and attendance run on — which is why reported workforce cost reconciles with what was actually paid, rather than coming from a separate export.

Access is role-based, and every change to salary or employee data is logged with who made it and when. Document access is controlled and logged the same way.

Yes. Rotating, night and on-call patterns are built and published to the mobile app, with swap and cover requests approved on the record — and night duty allowance following whoever actually worked the shift.

Council registrations, licences and certifications are held against the employee with expiry dates, and flagged ahead of renewal — so a lapse is caught before it becomes a regulatory problem.

Yes. Contractor-supplied workmen carry attendance and wage records against the principal employer, which is what the Contract Labour (Regulation and Abolition) Act requires, while remaining separate from your own payroll.

Yes. Hours beyond the standard shift compute at the applicable rate from the roster actually worked, so overtime and shift allowance are a consequence of the roster rather than a separate month-end calculation.

Yes. Time books against project, task, client and cost centre, is approved by both the reporting manager and the project owner, and reconciles against attendance so billable hours and paid hours agree.

Each store is its own attendance point — a shared device or the employee’s phone — and its own roster. Because stores frequently sit in different states, each one also resolves its own Professional Tax position, leave entitlement and holiday calendar.

Yes, through a geo-fenced mobile punch at a hub, warehouse or customer location. Trip allowances, night-out payments and fuel claims reach payroll from the same record rather than a separate spreadsheet.

Access is role-based, and every change to compensation or employee data is logged with who made it and when — so who initiated a change and who approved it are separately attributable rather than a matter of convention.