People & onboarding
Connect employee records, documents, departments, joining tasks, policy acknowledgements, and changes through the employee lifecycle.
Records / Onboarding / Role-based accessPLETOX / HR & PAYROLL SOFTWARE
HR & payroll software.
Your policies. Connected.
We design, implement, and automate HR and payroll software around your policies. From custom pay cycles and calculated allowances to integrations and payroll validation, we turn complex processes into connected workflows.
Built for India. Ready to adapt to global payroll requirements.
Attendance / 25 Aug - 24 Sep
Example overview- Employees
- 120
- Reviewed
- 112
- Exceptions
- 08
| Employee | Input | Reviewer | Status |
|---|---|---|---|
| Asha Shah | Shift correction | Team lead | Approved |
| Rohan Patel | Missing punch | Manager | In review |
| Meera Rao | Leave request | Team lead | Approved |
September payroll review
Example overview- Pay groups
- 03
- Calculated
- 120
- To review
- 08
| Component | Input | Amount (INR) | Status |
|---|---|---|---|
| Night allowance | 8 x 250 | 2,000 | Calculated |
| Additional allowance | Approved input | 1,200 | Approved |
| Total allowances | 2,000 + 1,200 | 3,200 | In review |
HR and finance approvals
Example overview- HR reviewed
- 112
- Pending review
- 08
- Pay groups
- 03
| Request | Owner | Next step | Status |
|---|---|---|---|
| Attendance exception | Manager | HR review | In review |
| Variable allowance | HR team | Payroll review | Approved |
| Payroll release | Finance | Payment export | Awaiting sign-off |
OUR CUSTOMERS
Different industries.
One trusted partner.
Helping teams simplify everyday operations,
from manufacturing to healthcare and beyond.
THE EXPERIENCE BEHIND THE WORK
People, scale, and expertise.
A snapshot of Pletox across our customers, users, implementations, and team.
- Businesses using Pletox
- 285
- Implementation success rate
- 99.95%
- Users on Pletox
- 50,000+
- Experts on our team
- 25+
THE COMPLETE PEOPLE-TO-PAY WORKFLOW
Connect the policy.
The person. The payslip.
HR software manages people and employment records. Payroll software turns approved inputs into pay calculations. Pletox connects the two so your team can work from consistent data.
Attendance & shifts
Bring shifts, leave, attendance corrections, field work, and approved overtime together before payroll cut-off.
Shifts / Leave / Attendance inputsPayroll & salary rules
Configure salary components, custom pay periods, prorating, additional allowances, deductions, and payroll review steps.
Pay cycles / Components / PayslipsApprovals & exceptions
Route requests by reporting structure, location, value, or policy. Give exceptions an owner before they affect pay.
Approval rules / Escalations / Audit historyEmployee self-service
Let employees submit requests, review attendance, access payslips, and maintain permitted profile details in one place.
Requests / Documents / Pay visibilityConnected HR systems
Plan biometric, accounting, bank-file, and other integrations around supported formats, APIs, and access permissions.
Devices / Finance / Payroll exportsWorklogs & visits
Connect approved worklogs, customer visits, completed tasks, and recorded outcomes to allowance eligibility and incentive calculations under your policies.
Work evidence / Visit approvals / IncentivesAsset management
Track employee asset assignments, acknowledgements, transfers, condition, and returns. Connect outstanding assets to exit clearance and review any proposed recovery separately.
Assignment / Custody / Return trackingLocation & live tracking
Use permission-based location records and on-duty live tracking to support visit verification and travel allowances. Review eligible distance, policy rates, and exceptions before payroll.
On-duty tracking / Travel claims / AllowancesIMPLEMENTATION EXPERTISE, END TO END
Complex policies do not
have to stay in spreadsheets.
Our engagement covers process discovery, system design, implementation, and adoption. We connect calculation rules, integrations, human approvals, and exception handling into one working process.
A proven foundation. Your policies.
- Use reusable building blocks so common HR functions do not need to be rebuilt.
- Map policy documents, salary structures, and approval ownership into a clear implementation scope.
- Agree deliverables, acceptance criteria, and a focused first release with your HR and finance teams.
Custom development where it matters.
- Translate complex salary and attendance rules into testable logic.
- Connect calculations to approved source records and reporting.
- Plan for corrections, recalculations, and exceptions, not just the happy path.
BEYOND MONTH-END PAYROLL
Every employment change.
Connected to the next step.
We map the employee lifecycle so changes in HR reach attendance, payroll, access, and finance with the right effective date and approval.
- 01
Join
Collect documents, assign reporting lines, set salary components, and establish leave and attendance policies.
Joining date / Policy assignment / Access - 02
Work
Connect shifts, leave, field work, corrections, and approved expenses to the relevant review queues.
Daily inputs / Exceptions / Ownership - 03
Change
Route transfers, promotions, salary revisions, and policy changes through approvals with effective dates.
Revision history / Arrears / Pay impact - 04
Exit
Coordinate notice, asset returns, clearance, approved recoveries, leave inputs, final pay review, and access closure.
Settlement / Sign-off / Handover
A WORKFLOW WE HAVE CUSTOMIZED
Payroll does not have to
start on the first.
We have implemented custom payroll dates for businesses whose attendance and salary cycles do not follow the calendar month. For example, a cycle can run from the 25th of the previous month to the 24th of the current month.
Define the attendance window, approval deadline, salary month, and payout date separately. Joining dates, exits, loss of pay, and late corrections are handled against the agreed policy rather than an assumed month boundary.
Discuss your payroll cycle- 25 Aug - 24 SepAttendance and approved leave input window.
- 25 Sep / Review deadlineManagers resolve missing punches and exceptions.
- 26 Sep / Payroll approvalHR reviews calculations; finance authorizes the run.
- 30 Sep / Planned payoutPrepare the agreed payment export after approval.
Separate dates. One traceable cycle.
Sample dates demonstrate configuration, not a required payroll schedule.
A WORKFLOW WE HAVE CUSTOMIZED
Additional allowances.
Calculated from your rules.
We have built custom calculations for additional allowances. Eligibility, attendance, approved work, employee category, and policy conditions can determine the amount instead of a manual entry every month.
Make the calculation explainable: show the source inputs, applied formula, approval, and resulting component. Caps, prorating, effective dates, and treatment of corrections are agreed before rollout.
- 8 approved night shiftsExample policy rate: Rs. 250 per eligible shift.
- 8 x Rs. 250 = Rs. 2,000Shift allowance derived from approved attendance.
- Additional eligible allowance: Rs. 1,200Separate component approved for this period.
- Total additional allowances: Rs. 3,200Sent to payroll review with the calculation breakdown.
Every amount has a reason.
This example is not a statutory rate or net-pay calculation. Tax and deduction treatment is configured separately.
MORE WORKFLOWS WE CAN DESIGN
Bring us the exceptions.
We will map the logic.
These are examples of configurable workflows to discuss during discovery. Exact availability, calculations, and integrations depend on the agreed solution scope.
Mid-cycle changes
Apply joining, exit, or salary-change dates to the correct period, with an agreed divisor and prorating policy.
Effective dates / Prorating / ReviewArrears & corrections
Compare revised and original inputs, calculate the difference, and route the adjustment to a later or off-cycle run.
Backdated changes / Difference calculationShift-linked earnings
Combine approved shifts, overtime, eligibility thresholds, and component caps without losing the calculation trail.
Approved hours / Eligibility / CapsLoans & recoveries
Plan installment schedules, paused recoveries, outstanding balances, and approved deductions across pay periods.
Schedules / Exceptions / BalancesExit & settlement
Coordinate HR clearance, final attendance, recoveries, leave inputs, and finance review before releasing a settlement.
Clearance / Pay inputs / Sign-offMultiple pay groups
Define different cycles, policies, approval owners, and export formats by entity, team, location, or employee group.
Pay groups / Local policies / ExportsFIELD WORK, CONNECTED TO PAYROLL
From the customer visit
to the approved allowance.
Connect visit schedules, check-ins, worklogs, outcomes, and travel records in one workflow. Employees record the work completed; managers review the evidence; HR receives approved allowance and incentive inputs.
A location check-in records a point in time. On-duty live tracking can provide periodic location updates during an authorized work session, subject to device permissions and connectivity. Neither a location point nor a completed visit automatically proves incentive eligibility.
Define which visits qualify, how eligible travel is measured, which outcomes earn incentives, and who approves exceptions. Keep distance-based reimbursement, fixed visit allowances, and performance incentives as separate, explainable components.
Discuss your field-team workflow- 09:00 / Visit assignedCustomer, purpose, and responsible employee recorded.
- 10:10 / Customer check-inPermitted location captured against the scheduled visit.
- 11:00 / Worklog submittedService completed; outcome and supporting notes attached.
- Manager review / 24 km eligibleTravel record and work outcome checked against policy.
- Rs. 192 travel + Rs. 300 incentive24 km x sample rate Rs. 8; separate approved outcome incentive.
Rs. 492 submitted to payroll review
Illustrative policy and amounts, not statutory rates. Final approval, caps, and payroll treatment are configured separately.
Tracking with clear boundaries. Agree employee notice, required permissions, authorized working hours, visibility, and retention before rollout. Missing or inaccurate GPS records go to exception review, not automatic pay deductions.
What your managers can review
- Assigned, completed, missed, and rescheduled visits with worklog details.
- Latest available on-duty location with a timestamp, not an assumption of continuous coverage.
- Eligible travel, allowance rules, incentive conditions, and duplicate claims.
- Approval decisions linked to the records that produced each payroll input.
How exceptions are handled
- Flag offline periods, missing check-ins, and implausible distances for review.
- Let employees explain discrepancies and submit supporting records.
- Route corrections to authorized reviewers with a change history.
- Carry late approvals into the agreed correction or next-payroll workflow.
READY-TO-GO ANDROID & iOS APPS
Your complete HR workspace.
Not tied to a desk.
Give employees, managers, and HR teams ready-to-go mobile apps for Android and iOS. Access the full set of web-app features enabled for your organization, with the same role-based permissions and connected records.
Manage attendance, leave, worklogs, visits, location-enabled workflows, assets, payslips, and approvals from your phone. Field inputs and manager decisions feed the same HR and payroll process used by your office team.
We include mobile access in implementation planning, from employee sign-in and permissions to testing your configured workflows across web, Android, and iOS. Location and notifications depend on device support, permissions, and connectivity.
pletox
Good morning, Asha
Your workday
Checked in09:00 AMDay shift / On duty
Attendance
Leave
Visits
Worklogs
Payslips
Assets
Customer visit10:30 AM / Service follow-up
Travel allowanceSubmitted / Manager review
INDIAN ROOTS. GLOBAL FLEXIBILITY.
Built for India.
Ready for global payroll.
A flexible payroll foundation can accommodate different countries and entities. Global readiness means adapting and validating local requirements, not assuming one rulebook works everywhere.
Indian payroll requirements
- Map salary structures, attendance, leave, overtime, and loss-of-pay policies.
- Assess PF, ESI, professional tax, TDS, and other applicable requirements with your payroll team.
- Agree payslip fields, reports, bank exports, and finance handoffs.
- Validate applicability, calculations, and filing responsibilities before go-live.
Country-by-country readiness
- Scope local pay calendars, currencies, salary components, and approval structures.
- Define country-specific deductions, reporting, and payment interfaces.
- Plan integrations with local payroll partners where required.
- Confirm supported countries and local validation before implementation; worldwide statutory coverage is not assumed.
Your policies, with the right checks. Statutory requirements, legal interpretation, filing, and remittance responsibilities must be validated by your payroll or compliance advisers and explicitly agreed in scope.
FROM POLICY TO A REVIEWED PAY RUN
Automate carefully.
Launch with confidence.
Payroll deserves more than a working screen. We translate policies into test cases, compare sample calculations, and agree who approves the final output.
- 01
Map
Review policies, salary structures, attendance sources, exceptions, and integration requirements.
Output: agreed rules and scope - 02
Configure
Implement the agreed HR foundation, custom calculations, approval workflows, and integrations.
Output: a reviewable system - 03
Reconcile
Run sample or parallel payroll, compare results, investigate differences, and obtain business sign-off.
Output: validated test cases - 04
Launch
Train owners, agree access controls and support, then monitor the first live payroll cycle.
Output: a supported transition
MIGRATION AND PAYROLL VALIDATION
Compare the numbers.
Explain every difference.
We map employee records, salary components, leave balances, loans, and payroll history from the agreed source systems. Trial imports expose missing fields, duplicate employees, and inconsistent opening balances before cutover.
Parallel payroll compares the new calculation with an agreed baseline. HR and finance review differences by component, document policy decisions, and approve results before live use. A mismatch is investigated, not silently adjusted.
- Baseline allowance: Rs. 1,750Seven eligible shifts in the previous calculation.
- Recalculated allowance: Rs. 2,000Eight approved shifts at the sample rate of Rs. 250.
- Difference: Rs. 250One corrected shift is present in the new input set.
- HR and finance review requiredConfirm the source correction and record the decision.
Evidence before sign-off.
Example values show reconciliation logic, not a customer result or statutory allowance rate.
CONNECTED INPUTS. CONTROLLED OUTPUTS.
Integrate the workflow.
Keep ownership clear.
Automation needs more than an API connection. We agree data ownership, update frequency, retries, reconciliation, and what happens when a source system is unavailable.
Attendance inputs
Assess biometric devices, attendance feeds, and imports. Map employee identifiers, duplicate punches, missing data, and correction approvals.
Source mapping / Import checks / ExceptionsFinance handoffs
Define payroll journals, cost allocations, bank-file formats, and approved exports. Payment execution remains subject to your bank and authorization process.
Accounts / Payment files / ReconciliationAccess & audit
Separate employee access, HR edits, payroll review, and release permissions. Agree logging, export access, retention, and backup responsibilities.
Least privilege / Change history / ApprovalsADOPTION AND ONGOING SUPPORT
A working system.
A team that can run it.
We agree the handover and support model alongside implementation, including who owns payroll decisions and how future policy changes are requested, tested, and released.
Before the first live cycle
- Role-based training for employees, managers, HR, and finance.
- Documented calculation rules, exception procedures, and approval ownership.
- A migration sign-off, cutover checklist, and agreed fallback plan.
- Named owners for payroll review and go-live acceptance.
After implementation
- First-cycle monitoring and issue triage within the agreed support scope.
- Defined support channels, response expectations, and escalation contacts.
- Controlled testing of revised policies, pay rules, and integrations.
- Clear hosting, maintenance, data access, and change-request responsibilities.
BEFORE YOU START
Your HR and payroll
questions, answered.
Bring a sample salary structure, your attendance policy, and the exceptions your current system cannot handle.
Discuss your implementationWhat does your HR and payroll implementation service include?
We scope process discovery, policy mapping, configuration, custom development, integrations, migration, payroll validation, and team adoption around your needs. Deliverables, acceptance criteria, hosting, and ongoing support are agreed before implementation.
Can payroll run from the 25th instead of the first of the month?
Yes. We have implemented custom payroll cycles. For example, attendance can be calculated from 25 August to 24 September, with separate approval and payout dates. Exact boundaries, prorating, and correction rules are agreed with your team.
Can you calculate custom additional allowances?
Yes. We have built custom additional-allowance calculations. Rules may use approved attendance, shift counts, eligibility, or other agreed inputs. The formula, caps, effective dates, and tax treatment need to be defined and tested for your policy.
Can you automate our complete HR and payroll workflow?
We can design connected workflows across employee records, attendance, requests, approvals, calculations, and finance handoffs. We first assess your rules, data sources, and integration access. Sensitive changes and pay releases can retain explicit human approval.
Does Pletox support Indian payroll requirements?
Pletox is built for Indian business workflows. During implementation we map applicable payroll requirements, salary rules, reports, and integrations with your team. Statutory coverage and filing responsibilities are agreed explicitly rather than assumed.
Is global payroll available for every country?
The solution can be adapted for global payroll requirements, but this is not a claim of out-of-the-box statutory coverage in every country. We confirm each country, entity, currency, local calculation, reporting need, and partner integration before committing to scope.
Can you connect biometric devices and accounting software?
We assess supported APIs, export formats, and device access to connect attendance inputs and payroll outputs. Compatibility, update frequency, reconciliation, and failure handling are confirmed during discovery.
Can worklogs and visits drive allowances or incentives?
Yes. We can map approved worklogs, completed visits, recorded outcomes, and eligibility conditions to your allowance or incentive rules. For example, a reviewed visit can qualify for a fixed allowance, while an approved outcome can trigger a separate incentive. Rates, caps, duplicate checks, and payroll review are agreed in scope.
Can live location tracking connect to travel allowances?
We can design on-duty, permission-based tracking and connect reviewed trip or visit records to travel allowance calculations. Eligible distance, rates, caps, and approval rules follow your policy. GPS gaps and disputed records need an exception process; missing location data should not automatically determine pay. Device support, tracking hours, employee notice, access, and retention are agreed before implementation.
Can you manage employee assets and exit returns?
Asset workflows can cover assignment, employee acknowledgement, custody changes, condition, and returns. Exit clearance can flag outstanding equipment for review. Any financial recovery requires a separately approved policy and authorization rather than an automatic payroll deduction.
Are ready-to-go Android and iOS apps available?
Yes. Employees and managers can download the Pletox apps from Google Play and the App Store using the links above. Access requires an account in your configured organization; downloading the app alone does not create a company workspace.
Do the mobile apps include the same features as the web app?
The mobile apps provide access to the full set of web-app features enabled for your organization, subject to the same roles and permissions. We validate configured and custom workflows across web, Android, and iOS during implementation. Device-dependent functions such as location and notifications require appropriate support and permissions.
Can employees manage visits, allowances, and approvals on mobile?
Yes. Your enabled workflows can connect mobile attendance, worklogs, visits, travel claims, asset records, payslips, and approvals to the same records used on the web. Tracking follows your agreed on-duty policy, and claims still require the configured approval process.
Do the mobile apps work without internet access?
Do not assume every workflow is available offline. Connectivity requirements and any offline capture or later synchronization are confirmed for your implementation. Location updates also depend on device settings, permissions, and network availability.
How long does implementation take and what does it cost?
Reusable foundations help reduce repeat development. Cost and timing depend on users, entities, policy complexity, migration, integrations, and custom development. We agree a phased scope and estimate after reviewing your requirements.
Can you work with our existing HR and payroll systems?
We review what should be retained, integrated, or replaced. Feasibility depends on supported APIs, exports, data quality, and access. The engagement can focus on a missing workflow rather than replacing every system.
Do you validate payroll before go-live?
We agree representative test cases and a baseline for parallel payroll, compare component-level results, and investigate differences with HR and finance. Business owners approve the results and cutover readiness before the live run.
Do you run payroll on our behalf?
This page describes software design, implementation, and automation services. Payroll operation, statutory filing, remittance, and final authorization remain with your nominated owners unless separately agreed in writing.
How is sensitive employee and payroll data handled?
We agree hosting, role-based access, approval permissions, audit needs, backups, and data-retention responsibilities as part of the solution. Your HR and finance owners should review who can view, change, export, and approve payroll information.