Approval flows, the org chart and manager permissions all read from the same personnel record. The chart never says one thing while the approval says another.
National ID, IBAN and salary are stored encrypted in the database. Custom fields let you add what is specific to your company (clothing size, certificates, shuttle route…). Bulk upload from Excel, document attachments and the exit process are included. The termination date cannot be filled in by accident: the system asks for confirmation and tells you plainly what will happen.
Balances are not recalculated on every screen; a ledger of movements is kept. Entitlements under Article 53 of the Turkish Labour Law are posted automatically by seniority, public holidays are deducted from day counts, and year-end carry-over follows rules. A negative balance is blocked by design.
Leave, expenses, advances, purchasing… Steps are defined per request type. Approvers approve with a single link in the email, without logging in. Delegation is set for a period and reverts on its own when it ends; pending approvals get reminders on day 3 and day 7.
The chart is drawn automatically from the manager field in personnel files, and it flags problems such as loops, missing managers and overly wide spans of control. Managers' permission scope comes from this chart too.
End of probation, document and certificate expiry, birthdays, asset returns: reminders go out by email. The probation review form goes to the manager automatically and the result lands with HR.
The employee's menu, profile and payslip list can be shown in English or Arabic (Arabic right to left). HR and management screens are in Turkish. The payslip itself is issued in Turkish, as Law No. 805 requires.
The moment a new employee record is created, an 11-item checklist starts automatically, with the legal basis of each item on screen: social security (SGK) notification before the employee starts (Law 5510, Art. 8), occupational health and safety (OHS) training (Law 6331, Art. 17), consent, the KVKK privacy notice… The OHS item cannot be ticked unless a training record exists: the system checks data, not declarations.
Training catalogue, bulk attendance records and a certificate archive. The OHS renewal period for your hazard class (every 3 years, 2 years or yearly) is tracked per employee. Staff whose training has expired, is due within 60 days or who have no training record at all appear in red on the dashboard. In a workplace accident case, the training record is your evidence.
Employees submit an expense or advance request with a photo of the receipt; expense requests without a receipt are not accepted. Approved advances are deducted in payroll automatically; expenses are paid from cash or bank and linked to the record.
When approving leave, approved or pending leave in the same unit with overlapping dates is listed on the request line with a red badge. "Who else is out that week?" is answered without changing screens.
If you prefer, annual leave entitlement is posted not by calendar year but automatically overnight on each employee's hire anniversary, which mirrors Article 53 exactly. An opening-balance model is ready for switching mid-year; if you don't turn the setting on, nothing changes. The system also calculates the cumulative legal entitlement from hire date to today and warns HR if the ledger balance falls behind. It never writes anything silently.
A company-wide switch and per-person permission work together: hourly leave can be open for production staff and closed for office staff. With the bulk assignment screen, hundreds of people are updated in one go. Hourly and half-day leave is counted in the right proportion in day totals, and follows the right rule for SGK premium days.
New hires find their own start screen in the portal: a welcome message, a task roadmap with a progress bar, a buddy card, and day-7 and day-30 surveys. HR sees scores and progress as badges on the process screen.
Employee Experience module →Try it with your own organisation in the demo.
