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Frequently asked questions
Straight answers about rollout, hosting, and compliance. For security questionnaires, reach us on Contact.
Most teams start with core HR and payroll in a few weeks. Deeper attendance rules or multi-entity payroll extend timelines—we scope this in the first call.
Yes. We provide templates and validation passes so historical data lands cleanly. The exact approach depends on your current formats.
Deployment options are discussed during enterprise review. We follow least-privilege access and encryption in transit and at rest for workforce data.
GratifyHR is built around Indian payroll and compliance workflows. Specific registers and formats are confirmed during scoping.
Employee self-service is designed mobile-first for common tasks—payslips, leave, and attendance visibility—subject to your rollout plan.
Assistive features run within your security and permission model. Enterprise customers can discuss data residency, retention, and whether model fine-tuning is enabled—by default we prioritise inference with strong access controls.
No. AI may suggest or draft content; critical actions like payroll lock, statutory submissions, and policy publication require explicit human approval with full audit trails.
GratifyHR supports the full HRMS stack: recruitment and onboarding, people records, attendance, leave, payroll, performance, expenses, assets, helpdesk workflows, analytics, and compliance reporting.
Yes. Many teams start with core HR, attendance, leave, and payroll, then expand to recruitment, performance, expense claims, and workflow automation as operations mature.
Yes. You can configure policies, approvals, calendars, and reporting by location, department, and legal entity while retaining centralized governance.
Yes. Employees can access key workflows like attendance, leave, payslips, tax proofs, claims, and support requests through self-service experiences designed for mobile usage.