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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
What employees and managers can do themselves, on the web and on a phone.
Employees can compare their tax liability across both Old and New Tax Regimes using an interactive tax simulation tool before making their annual declaration. They can upload Section 80C, 80D, HRA rent receipts, and home loan interest proof for HR verification directly through the employee self-service portal.
It is cloud software, reached through a browser and a mobile app. There is nothing to install on a server and no client to deploy to individual machines, which is what allows field staff, shop-floor employees and multiple locations to use the same system without local infrastructure at each site.
Yes, and for most workforces the phone is the primary route rather than a fallback. Employees can punch in, apply for leave, check balances, download payslips and Form 16, update their details and submit investment declarations from the mobile app. It matters most for field, retail and shop-floor staff, who frequently have no company email address or laptop.
Yes. The employee self-service portal includes a tax simulation that shows liability under both regimes before an annual declaration is made. Employees upload proof for Section 80C, 80D, HRA and home loan interest, HR verifies it, and the monthly TDS schedule follows the verified position.
The run produces a bank payment batch file formatted for NEFT, RTGS or IMPS, which is uploaded to your corporate banking portal. HRMagix does not hold or move funds itself.
Acknowledgement is tracked against a policy version. Publishing a new version re-opens acknowledgement for everyone it applies to, rather than allowing an earlier acceptance to stand in for the new text.
Yes, through the employee self service portal. Changes with a downstream consequence, a bank account before a payroll run, for example, are routed for confirmation rather than applied automatically. Everything else takes effect immediately and is recorded in the audit trail.
No. The reporting line is a field on the employee record, so the chart is drawn from it. Changing a manager also changes approval routing, which is the part that matters more than the diagram.
Yes. Routing follows the rule rather than the hierarchy alone, so a second approver can be required above a threshold of days, and a delegate can be named for a period. What does not happen is a request sitting with someone who has left, because routing reads the current record.
No. The web portal and the iOS and Android apps are the same account. What an employee can see and do is governed by their role, not by which device they happen to be using.
That is the case it is built for. The mobile app carries punch-in with GPS geo-fencing and selfie validation, leave application and balances, payslips and the holiday calendar.
It narrows it. Employees can read only their own record, and the actions that carry a financial consequence, leave, regularisation, a bank account change, are applications rather than changes. What self-service removes is the informal route where someone asks HR to make an edit on their behalf and no record survives of who requested it.
See their own team's attendance, leave calendar, regularisation requests and goals, and approve or decline what is routed to them. A manager does not gain access to salary components, statutory identifiers or documents belonging to their reports.
Yes. Shop-floor, field and retail staff are frequently the majority of a workforce and rarely have one. Access is tied to the employee record rather than to a corporate mailbox, and the mobile app is the primary route for exactly this group.
They log in to a pre-boarding portal and upload PAN, Aadhaar, bank details, previous employment documents and statutory declarations, and sign their appointment letter digitally. Because that data lands on the employee record directly, their first day involves no re-entry and their first payroll run needs no special handling.
Most of the volume, and almost none of the judgement. Payslips, balances, Form 16, salary certificates, address changes and leave applications move well. Grievances, exceptions and policy decisions still need a person, and should.
A delegate can be named for a period, and routing reads the current reporting line rather than a fixed list, so requests do not stall or arrive with someone who has left. Thresholds can require a second approver for larger requests without adding one to every request.
Approval hierarchies are configured by grade with escalation, and notifications go by email and push, so a request routes onward rather than sitting with someone who is unreachable.
Enterprise is quoted rather than published, because it depends on entity count, module scope and whether single sign-on and a dedicated success manager are required.
No. It is the published per-employee rate multiplied by headcount, with no tiering, no minimum commitment and no setup fee applied.
Not necessarily. Offices and shops fall under the Shops and Establishments Act of their state, which sets its own overtime rules. The Factories Act rule shown here applies to workers in factories.
The one your establishment applies. Many use 26, which is the calculator's default, but confirm yours before relying on the figure.
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