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Your 201 files, timekeeping and leave approvals in one place instead of three folders and a group chat.
An HR management system in the Philippines usually replaces the same three things: a filing cabinet of 201 folders, a biometric export nobody trusts, and a group chat where leave gets approved.
An animated HR panel where staff clock in by fingerprint, their logged hours total for the pay cutoff, and a payslip showing gross pay, deductions and net pay is computed and released.
Clock-ins become payslips automatically — no more late nights on payroll.
Employees and users — no per-head licence
Contracts, IDs and clearances per employee
Years building systems for Philippine companies
Training, documentation and 1-year support
One record per employee holding the contract, job offer, IDs, SSS, PhilHealth, Pag-IBIG and TIN numbers, dependents, emergency contacts, medical clearance and NBI. Documents attach as files, expiry dates get flagged, and access is restricted to the HR roles you nominate.
Attendance imports from your fingerprint or face device, and field staff clock in from a phone with a geotag and photo so site-based teams are covered too. Late, undertime, absent and no-log exceptions surface daily instead of being discovered on cutoff day.
Build shift patterns for regular, shifting and compressed schedules, assign them by team or by person, and let supervisors adjust the roster for a week without calling HR. Rest days and holidays are set once so the hours computation downstream starts from the right baseline.
Overtime is requested and approved before it is rendered, not claimed afterwards. Requests route through your own chain — supervisor, department head, HR — with each approval timestamped and named. Approved hours are the only ones that reach payroll.
Service incentive leave, vacation and sick leave, plus maternity, paternity and solo parent leave, each with its own rule and accrual. Employees file from a phone, see their own balance, and the approver sees who else in the team is already off that week before saying yes.
Staff view payslips, leave balances and their own 201 documents, request a certificate of employment, and update an address or a contact number for HR to approve. The requests HR answers forty times a month stop arriving in person.
New hires get a checklist covering requirements, government registrations, equipment issue and orientation, with the missing items visible to HR. Resignations run the clearance in reverse — accountabilities, equipment return, department sign-offs — and hand the settled result to payroll for final pay.
Connects with
Pricing
Starter ₱99,000 covers 201 files, attendance import, leave filing and self-service, live in 5 working days. Pro ₱149,000 adds a branded Android app for mobile clock-in, approvals and payslip access. Business ₱199,000 covers multi-company or multi-branch structures, custom approval chains and the payroll module on the same database. Hosting is free for the first year, then ₱499 a month. Biometric hardware is bought separately.
Not on its own. This system owns the records that payroll depends on — approved hours, overtime, leave, new hires and separations — and hands them over cleanly. The pay computation, contributions, withholding tax and payslips are the payroll module, which we build on the same database. Most clients take both together in the ₱199,000 Business package.
Usually yes. Most ZKTeco, Anviz and similar units used in the Philippines can export logs or expose an API, and we import from that rather than asking you to replace hardware. Send us the model number before the project starts and we will confirm. If a device cannot export at all, mobile clock-in covers the gap without new equipment.
Field and site staff clock in from the branded Android app with a GPS location and a timestamped photo, and the app queues the log offline when signal drops in provincial sites. Supervisors see who is on site by location, and any log outside the assigned geofence gets flagged for review instead of quietly passing through.
From ₱99,000 as a one-time build, and the number that matters most is the one that is absent: there is no per-employee fee. Headcount is what makes HR software expensive over time, because a per-head licence costs you more in exactly the year you are hiring hardest. Going from 40 staff to 400 here changes the price by nothing. Multi-company and multi-branch structures sit in the ₱199,000 Business package, and hosting is ₱499 a month after the free first year.
It keeps the records that compliance depends on — daily time records, employment contracts, leave records and payroll registers — organised, complete and retrievable when someone asks for them. Compliance itself is your HR team's responsibility, and we build to your policies rather than deciding them. We will flag when a rule you describe looks unusual, but we are not labour law advisers.
Yes. Self-service lets staff view payslips, leave balances and their own 201 documents, file leave and overtime, and request a certificate of employment. Everything else is read-only, and any change to an address or contact detail queues for HR approval. Managers see only their own team; HR roles are set individually.
The build takes 5 to 15 working days depending on package. Loading employees takes longer than that, because 201 folders are usually incomplete. We import what you have from Excel, list every missing document per employee, and let HR chase them in parallel rather than holding up go-live for a complete set.
We shape it around how you actually work, then launch it with training and a year of support.