Loading page
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
Capturing attendance by biometric, mobile or kiosk, shift rotations, night shifts, overtime and regularisation.
Yes. HRMagix integrates with biometric hardware (eSSL, Matrix, Realtime, ZKTeco) via secure API push or local sync service. Punches flow in real time to the cloud presence board and automatically reflect in shift calculations, late mark deductions, and monthly payroll loss of pay (LOP) registers.
Employees can check in via the HRMagix iOS and Android app. Organizations can configure GPS geofence radiuses around specific office coordinates, client sites, or branch warehouses, with optional selfie validation. Remote employees can submit check-ins with automated location tagging for transparent field-force management.
The Time & Shifts engine supports 24/7 rotating multi-shift schedules, auto-shift detection based on punch-in timestamps, custom grace periods for late arrivals, night shift differential allowances, and automated compensatory off (Comp-off) credit upon approved weekend or holiday work.
Capture is a property of the location or the role rather than of the company. A geo-fenced mobile punch establishes presence at a client site or branch; a shared kiosk handles a factory shift changeover faster than individual devices; an existing biometric reader remains appropriate at a controlled entry point. All three write to the same attendance record, so mixing methods does not mean maintaining separate ledgers.
In most cases yes. HRMagix integrates with leading biometric hardware, eSSL, Matrix, Realtime and ZKTeco, over a secure API push or a local sync service. Punches flow to the cloud presence board in real time and reflect automatically in shift calculations, late marks and the monthly loss-of-pay register.
Employees check in through the HRMagix iOS or Android app. Organisations configure a GPS geofence radius around specific office coordinates, client sites or branch warehouses, with optional selfie validation. Remote employees can submit check-ins with automatic location tagging.
Yes. Shift patterns, grace periods, overtime eligibility and weekly offs are configured per location and grade, so three plants can run three patterns and still file one set of returns.
By rule rather than by arithmetic alone. Hours beyond the shift qualify when they were authorised or cross the threshold the policy sets, and the rate depends on whether the day was a working day, a weekly off or a public holiday. Where the employer compensates with time off instead, the same hours become a comp-off entitlement with its own expiry.
The original capture is never overwritten. A regularisation is recorded alongside it with the reason and the approver attached, so the corrected position and the original are both visible. An editable ledger is not evidence, which matters when the question arrives months later and is about a specific person on a specific date.
By the thresholds the policy defines, a grace window, a cut-off after which the day counts as a half day, and a consequence for repetition. Because the rule is configured rather than applied by judgement, the same lateness produces the same outcome across departments, which is usually the reason the policy existed in the first place.
Yes, and most companies need this. Capture is a property of the location or role: biometric at a controlled entry point, a shared kiosk at a factory gate, geo-fenced mobile punch for field staff. All three write to the same attendance record rather than to separate ledgers.
The shift is treated as one unit attributed to the day it began, rather than as two partial days. This is the single most common source of disagreement between an attendance report and a payroll run, because splitting a night shift at midnight produces two short days and an incorrect overtime figure.
As an entitlement earned from the attendance ledger, a day worked that was not a working day, rather than a discretionary grant. It carries the expiry the policy sets, and lapses on that date rather than when someone notices.
Attendance capture is about establishing payable days, not policing presence. For a distributed team that usually means browser or mobile check-in without a geofence, so that leave, unpaid days and the payroll run still reconcile to something.
In most cases yes. HRMagix syncs with eSSL, Matrix, Realtime and ZKTeco devices over a secure API push or a local sync service.
Yes, the digital ledger does not replace whatever record-keeping obligation applies to you, it makes the same information retrievable. Most small employers keep both for a period and find the paper copy is consulted less and less.
Yes. One population is salaried and desk-based; the other is shift-based with overtime, night differentials and comp-off. A single policy engine expresses both, so the business does not need two systems.
Yes. The shift engine supports 24/7 rotating multi-shift schedules with auto shift detection based on punch timestamps, configurable grace periods, night-shift differential allowances and automatic compensatory-off credit on approved weekend or holiday work.
The shift is treated as a single unit attributed to the day it began, rather than split at the date boundary. Splitting it produces two short days and an incorrect overtime calculation, and it is the most common cause of an attendance report disagreeing with a payroll run.
Yes. A shared kiosk at the gate handles a shift changeover far faster than individual devices, and biometric readers remain appropriate where a controlled entry point already exists. Capture method is a property of the location, and all methods write to the same attendance ledger.
The ₹21,000 gross threshold interacts with overtime and allowances, and contribution-period rules mean an employee does not simply drop out the month they cross it. Applicability is evaluated monthly against the actual salary structure, avoiding both over- and under-deduction.
Through browser or mobile check-in without a geofence, unless one applies. The purpose is to establish payable days and reconcile leave, not to monitor activity.
A home-working day is recorded as such rather than as an absence, so it appears in the ledger without being penalised. Client-site presence can be captured with a geo-fenced mobile punch, which is what makes the record useful if a billing question arises later.
Yes. Support and operations teams covering another timezone use the same shift machinery a plant uses: rotating schedules, night differentials and compensatory off, applied to a floor of engineers.
Yes. GPS geofences can be configured around client sites and branch locations as well as your own offices, with location tagging and optional selfie validation on mobile check-in.
HRMagix captures attendance and location, including project-specific rosters and overtime. It is not a billing or invoicing system, and does not claim to be one, what it provides is the accurate time record that billing depends on.
Yes. Compensatory off is earned from the attendance ledger, a day worked that was not a working day, and carries the expiry the policy sets, so it lapses on a date rather than when someone forgets. That expiry is usually what determines whether the promise is honoured.
No. Overtime is left out when testing coverage, so overtime alone cannot take an employee out of ESI; contributions are still paid on the overtime. ESI also runs on contribution periods: an employee covered at the start of a period continues through it even if wages rise above the threshold within it.
On gross wages excluding overtime. Allowances such as shift and attendance allowances count towards it; overtime does not, although ESI is still paid on overtime.
Because overtime is excluded when testing the ₹21,000 coverage limit but included when calculating the contribution. Entering it separately lets the calculator apply both rules correctly.
After nine hours of work in a day or forty-eight hours in a week. Hours beyond either limit are paid at twice the ordinary rate of wages.
Overtime pay = 2 × (monthly ordinary wages ÷ working days ÷ normal hours per day) × overtime hours. The daily, hourly and overtime rates are each shown on their own line.
Basic wages plus the allowances that count as ordinary wages. Bonus and wages for earlier overtime are excluded.
No. Statutory limits on the total overtime a worker may do in a quarter are not checked here.
14-day free trial · Full access to all 12 modules · Zero implementation fee · Cancel anytime