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A shift with a grace period and an overtime cap, attendance measured against it, and pay heads that add or deduct on what that attendance says. The month’s wage bill is a figure in the ledger before anyone has been paid.
Where it comes from
Nobody keys a net figure. It is what falls out of the shift somebody was on, the hours they were there, the days they were allowed off and the heads you decided to pay by.
Per period, per payroll, with every head itemised and payable, paid and due for each person — and the wage bill posted to the ledger as a liability whether or not it has gone out yet.
Which is the part most payroll spreadsheets miss: the month you have worked but not yet paid is money you owe, and it should be on the balance sheet on the last day of it.
What is in it
A record that goes well past a name and a phone number — addresses down to thana, family and national ID details, dependants, education, previous jobs and references, each on its own tab.
See how it worksAgainst a shift that knows its own rules: start and finish, the break, the grace you allow either side, the minimum hours that count as a day and the cap on overtime.
See how it worksPay heads you define, each one an addition or a deduction — basic, overtime, incentive and bonus one way, late fee and early out the other. A payroll has its own cycle and payment method.
See how it worksThe sheet for a period, read payroll-wise or employee-wise, showing every pay head with its amount and then payable, paid and still due for each person.
See how it worksLeave types you define and assign, applications against them, and a holiday calendar — so a day off is one of three different things and the attendance sheet knows which.
See how it worksDepartments, positions, job titles, office locations and employment types as lists you maintain, plus shifts, rosters and weekends assignable in bulk.
See how it worksResignation rules, the resignations themselves and a rejoin list — because people leave on terms, and some of them come back.
See how it worksDay to day
Set up once, then four things happen every month and only one of them is typing.
A shift with its hours, its break, how late is late, how few hours still count as a day, and how much overtime you will allow.
An attendance sheet per day, filtered by department or position, with overtime as its own request rather than an assumption.
Leave types you define, applications against them, and a holiday calendar — so absence, leave and a public holiday are three different things.
For a period and a payroll. Every head itemised, payable and paid and due per person, and payslips from the same figures.
How it holds
Pay disputes are almost never about the rate. They are about what counted as a day and what counted as late.
A shift is 8:00 to 5:00 with an hour’s break, ten minutes’ grace either side, 7.67 hours as the minimum that counts, and overtime capped at 120 minutes. Every one of those is a field you set, not a supervisor’s judgement — so a late fee has a definition behind it that both of you can read.
The salary sheet carries total payable, total paid and total due for each person, and the unpaid part sits in the ledger as Payroll Liabilities. September’s 18,000 was owed and on the balance sheet before a taka of it moved, which is what stops a wage bill being invisible until the day it clears.
Overtime is a request rather than a calculation, so hours somebody worked late are approved by a person before they are paid for.
Why it matters
Payroll on a spreadsheet works until somebody disputes a deduction, until an auditor asks what the unpaid wage bill was on the 30th, or until the person who maintains it is on leave.
What comes out
The salary sheet reads two ways — payroll-wise or employee-wise — which covers most of what gets asked.
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And the last one is not an HR report. It is Payroll Liabilities on the balance sheet, which is the same 18,000 the salary sheet says is still due — one figure, arrived at once.
Getting started
How long it takes depends on how you work and what has to come across from wherever it lives now. That is what the second step is for — and nothing is committed before it.
30 days, no card, nothing to install. Put a real week of your own work through it rather than a demo of ours.
We go through how you actually work — the documents, who should see what, and what has to come across into HR and payroll.
Modules configured to that, roles set screen by screen, and your team taken through the parts they will each use.
Phone, email or online, from the team that built it. Nobody hands you to a reseller once the invoice is paid.
Questions
Yes — a shift carries a grace period in and out, a minimum number of hours that still counts as a day, and a cap on overtime. Late fee and early out are pay heads of type Deduction, so they act on what those rules produce.
No, and deliberately. Overtime is its own request, approved before it is paid, and the shift carries a cap on how much can be claimed. Overtime is then an addition-type pay head like any other.
That is what pay heads are. Each one is named, described and typed as an addition or a deduction — basic salary, overtime, incentive and bonus on one side, late fee and early out on the other — and you can add your own.
Yes, as a liability. The salary sheet’s total due shows in the ledger as Payroll Liabilities, so a month that has been worked but not paid is on the balance sheet rather than appearing only when the money leaves.
Leave types are defined and assigned, and an employee applies against one. Holidays are their own calendar, and weekends are assigned in bulk. So a day somebody is not at work is leave, a holiday, a weekend or an absence — four different things, not one blank cell.
Beyond the work details — present and permanent addresses down to thana, national ID and passport, blood group, family details including parents’ national IDs, dependants, education, previous employment and references, each on its own tab.
The rest of it
Start the trial and put a week of real work through it, or have us walk you through HR and payroll against the way you already do it.
