Frequently asked questions

EvoqHR is an all-in-one HRMS (human resource management system). It brings employee records, attendance, leave, payroll, recruitment, and project timesheets together in one place, so HR teams stop juggling separate tools and spreadsheets.

Growing organisations that want a complete HR system without stitching together several tools. HR teams, managers, and employees each get a portal suited to their role.

You can create your organisation in minutes. Signing up sets up your organisation with default roles and a branded portal; you then invite your team and configure your policies.

Yes. Every organisation gets its own branded portal with its logo and colours, and its own subdomain that employees use to sign in.

Please contact us for current plans and availability - we will recommend what fits the size of your team.

Employee lifecycle and documents, attendance and shifts, leave policies and approvals, payroll and payslips, recruitment, projects and timesheets, and role-based permissions. Some additional modules can be switched on by your organisation administrator when needed.

Yes. Employees can see their payslips, leave balances, and attendance in their own self-service portal, so they do not need to ask HR for the basics.

Yes. Role-based permissions control exactly what each person can view and do. You can use the default roles or create your own for your organisation.

Bulk import and export of employee data via spreadsheets can be enabled for your organisation by an administrator.

Yes. EvoqHR is multi-tenant with tenant-isolated data, so each organisation only ever sees its own records.

Sign-in uses short-lived access tokens with rotating refresh tokens, access is limited by role, and sensitive actions are audited.

Only people whose role allows it. Employees see their own data; managers and HR see what their permissions permit.

Casual leave covers short, unplanned personal needs. Sick leave is for illness and often needs a medical certificate beyond a few days. Earned (privilege) leave accrues with the days you work and is usually planned in advance. Exact entitlements and names depend on company policy and the laws of the country or region where you work.

The period an employee or employer must give before employment ends, as set in the employment contract - commonly between 30 and 90 days. It can be shortened by mutual agreement or bought out when the contract allows.

Cost to company (CTC), or total compensation, is the total yearly cost an employer spends on you, including employer contributions and benefits. Take-home (net) pay is what reaches your bank account after deductions such as income tax, social-security or pension contributions, and other statutory or agreed deductions. The term CTC is common in some countries; elsewhere you will see “total compensation” or “total cost of employment”.

An initial period after joining, often three to six months, in which both sides assess fit. Terms such as notice and leave during probation are set in your offer letter or policy.

At minimum: working hours, attendance, leave, payroll and benefits, code of conduct, anti-harassment and grievance procedures, data protection, and the exit process. See our HR Guides for checklists to start from.