HR and payroll software for South Africa that does not stop at the org chart

Run payroll in-house and have SARS accept it

• Produces the e@syFile import file for your certificates, and the bulk file for registering employees who do not have a tax number yet.
• Before you export anything, a validator runs SARS's own rules over every employee and tells you by name who will fail and why.
• Monthly EMP201, EMP501 at reconciliation, and IRP5 and IT3(a) certificates. The ETI carry-forward is calculated for you.
• Tax directives, severance, back pay, bursaries, company cars and share schemes are handled as proper taxable events instead of manual adjustments someone has to remember.
• Earnings and deductions map to the right SARS source codes, and anything out of scope is listed up front, never quietly left off a certificate.
• Two tax years are loaded from the Government Gazette. If a figure has not been published yet, payroll stops instead of guessing.

HRify produces the file and the figures. You import into e@syFile and file the return.

Leave and hours that match the Act

• Every statutory leave type, with sick leave on a 36-month cycle counted from each employee's own start date, not a company-wide reset.
• Carry-over expires when the Act says it does, and you cannot pay out more than section 20(11) allows.
• Approving a timesheet checks that week against daily and weekly hour limits, the overtime ceiling, meal breaks, night work and the earnings threshold, and warns you before you commit.
• Overtime at 1.5×, Sundays and public holidays at 2×. A Sunday overtime hour pays 2× and not 3.5×, because the hours are not counted twice.
• Minimum wage is checked against the gazetted figure for that period, not last year's.
• When someone leaves, the section 42 certificate of service and the UI-19 come out of their record.

You hold ID numbers and bank details. This treats them that way.

• ID, passport and tax numbers, bank accounts, medical aid details and signatures are encrypted in the database, not just hidden behind a login.
• Retention is set per category of record, and HRify will not let you choose a period shorter than the law allows: five years for tax records, three for BCEA, four for COIDA.
• Deleting an employee anonymises them. Their identity clears, the payroll and audit history stays, because SARS still requires it.
• If something still legally needs that record, the deletion is refused and you are told exactly what is holding it and until when.
• When someone asks what you hold on them, the export is built for you, with any other person's details in a shared record stripped out.

A disciplinary case with the clock already running

• Written against the 2025 Code of Good Practice on Dismissal, which replaced Schedule 8 in September that year.
• You cannot record a dismissal against a case that never had a hearing.
• The referral window is counted from the right date. A dismissal on notice starts the clock when the notice period ends, an internal appeal restarts it, and a deadline falling on a weekend rolls to the next working day.
• Thirty days for a dismissal, ninety for an unfair labour practice, chosen by the sanction, not by how someone filed the case.
• Hearing notices, outcome letters and dismissal letters generate as signed PDFs off the case itself.
• Retrenchment follows section 189A, with the nine consultation headings checked off and severance compared against what you are offering.

The HR queries that never reach you

• Apply for leave with a doctor's note attached, fill in a week's timesheet, or run a timer while working.
• Photograph a receipt and submit the claim on the spot, instead of finding it in a jacket pocket at month-end.
• Read a payslip with the full breakdown, hide the net pay with a tap when someone is looking over a shoulder, and download the PDF for a landlord or a bank.
• Look up a colleague, see the org chart, see company events and public holidays, read and sign a policy, give someone recognition, answer a survey.
• Report an incident, anonymously if they choose, with a reference they can follow without identifying themselves.
• Managers approve leave, timesheets and claims from one queue. Swipe right to approve, left to decline, or clear the lot at once.

If a phone is lost, nothing walks out with it

• The app locks behind Face ID or a fingerprint by default, and falls back to the phone's passcode so a device with only a PIN is still protected.
• Screenshots and screen recording are blocked on the screens that show money, health, disciplinary or identity information, and the app blurs itself in the app switcher.
• Notifications never carry their contents. A push says a leave request needs review, not whose or for what.
• Disciplinary and payroll notifications do not push at all, because the subject line alone would tell someone too much.
• Downloaded payslips are cleared from the phone on a timer and wiped when the person signs out.
• Microsoft 365 sign-in and two-factor authentication are both supported.