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
Implementation, migrating from Excel, multiple entities, hosting, access control and leaving the platform.
Most Indian organizations complete setup within 2 to 3 days. Our structured Excel bulk import templates allow you to bring over complete employee master data, historical leave balances, previous salary structures, and department hierarchies. A dedicated onboarding specialist assists with policy validation and dry-run payroll runs.
Platform data is hosted in Indian cloud data centres, encrypted in transit between your browser or app and the platform, and encrypted at rest in storage. Access is governed by role-based permissions, with multi-factor authentication available and single sign-on on the Enterprise plan, and automated backups run daily. HRMagix does not claim ISO, SOC or comparable certification of its own, certifications held by the underlying infrastructure providers belong to those providers and should be attributed to them. If a procurement process needs specific assurance documentation, ask the team and you will get a straight answer about what exists.
Yes. Each entity keeps its own PF and ESI registrations, its own professional tax registrations by state, and its own payroll run and returns. Entity is an attribute of the employee record, so somebody transferring between entities keeps their history, which matters because gratuity eligibility and leave accrual are computed from the original date of joining.
Export it while you can still log in. Payroll, attendance and leave history are records you may be required to produce long after you stop using the software that produced them, Form 16 reissues, gratuity calculations and inspections all reach backwards, so an export at the point of cancellation is worth doing carefully rather than quickly.
Most Indian organisations complete setup within two to three days. Employee master data, historical leave balances, previous salary structures and department hierarchies come in through structured Excel templates, and an onboarding specialist works through policy validation and a dry-run payroll before the first live cutoff.
Employee master data first, names, statutory identifiers, dates of joining, departments, reporting lines and salary structures, because everything else references it. Then leave balances accrued and taken in the current leave year, and year-to-date payroll figures if you are moving mid-financial-year, since Form 16 has to reconcile across the whole year.
Through a bulk import of the fields you already hold, with validation on the ones that have to be well formed, identifiers, dates of joining, salary components. Records that fail validation are reported individually rather than skipped, so nobody is missing from the first payroll run.
Historical leave balances are imported alongside employee master data through the structured Excel templates, so accrual continues from the position you are actually in rather than restarting from zero.
Yes, anything requiring judgement rather than access. A grievance, a policy exception, a request to change a leave rule. The portal is meant for the requests that are lookups in disguise, which is most of them by volume and few of them by importance.
Yes. Entity, location, department and grade are attributes of the employee record rather than separate systems, so the same report can be read at group level or narrowed to one part of the organisation without maintaining a second version of it.
Yes, employee master data, historical leave balances, previous salary structures and department hierarchies come in through structured Excel templates, with a dry-run payroll before the first live cutoff.
No. Records are effective-dated, so a raise in August does not rewrite what July looked like. That matters the first time an investor, an auditor or a departing employee asks what the position was at a past date.
Starter covers attendance, leaves, the employee directory and documents. Payroll and performance arrive with Growth, and switching them on is a setting rather than a migration because they read the same record you have been building since your first hire.
Most organisations of this size complete setup within two to three days, including a dry-run payroll. Employee data comes in through Excel templates and statutory rules are configuration rather than customisation, so no implementation project is needed.
Multi-entity structures are supported under one login, with permissions determining who can see which entity. Payroll runs remain distinct per entity, as they must be for filing, while reporting consolidates across them.
The Enterprise plan adds single sign-on and advanced security, along with succession and lifecycle modules and a dedicated success manager. Multi-entity and multi-location structures sit under one login, with role-based permissions deciding who sees which entity.
They can have them. Shift patterns, grace periods, weekly offs, holiday calendars and leave schemes are configured per location, while the organisation continues to report and file as one.
SSO and advanced security ship with the Enterprise plan.
Contributions on both sides are computed on full basic instead of the capped figure. The pension share stays capped at the ceiling either way.
A final part-year of more than six months counts as a full year. Six months or less is ignored. So 7 years 7 months is paid as 8 years, and 7 years 6 months as 7.
No. The two-to-three-day setup, the Excel import templates, the policy validation and the dry-run payroll are part of getting started rather than a separately priced engagement.
Because any such number would be modelled rather than calculated. A projected saving depends on assumptions about your current process that we have no way to verify, and presenting one alongside real arithmetic would devalue both.
Every module lives on one platform, and your plan decides which are switched on. Moving between plans changes what is available rather than requiring a migration.
Rates are published in US dollars, as HRMagix lists them, and are charged per employee per month.
Yes. The trial runs for 14 days with full access to every module, rather than a restricted version.
Starter covers attendance, leaves, directory and documents. Growth adds payroll, performance, OKRs, recognition and analytics; the full module list is on the pricing page.
Because the Act fixes the multiplier, but a single divisor for converting a monthly wage into an hourly one is not something this calculator can assume for every establishment. Entering your own basis keeps the arithmetic accurate and checkable.
Only the twice-the-ordinary-rate multiplier and the nine-hour daily and forty-eight-hour weekly limits. The divisor for the hourly rate is yours to supply.
14-day free trial · Full access to all 12 modules · Zero implementation fee · Cancel anytime