Zaffre HRM is an all-in-one HR and operations software platform by Zaffre Tech. It unifies HR, payroll, attendance, leave, remote-work monitoring, procurement, petty cash, project management, helpdesk and secure client communication in one connected system. Its standout feature is a dual payroll engine that runs local (PKR) and remittance (foreign currency) salaries in a single payroll run.

Who is Zaffre HRM for?

Small businesses, startups and growing companies of 5 to a few hundred employees — particularly those that have outgrown spreadsheets and disconnected SaaS tools. Strong fit for Pakistan-based companies and any team paying employees in multiple currencies.

What makes Zaffre HRM different from other HR and HCM platforms?

Most HR platforms cover HR and payroll well but leave operations (procurement, petty cash, projects, helpdesk, remote monitoring, client communication) to other tools. Zaffre HRM includes those natively and links every module together — a leave approval updates attendance and payroll, an employee exit triggers asset recovery and final settlement, and a client onboarding flows into billing. It also has a market-unique dual payroll engine.

Does Zaffre HRM support payroll in multiple currencies?

Yes. The dual payroll engine runs local-currency (PKR) salaries and remittance-currency (foreign) salaries together in a single payroll cycle — this is the platform's signature feature and is rare in the market.

Does Zaffre HRM include remote employee monitoring?

Yes, natively. A Tauri-based desktop agent captures login/logout, active hours, application and website usage, and periodic screenshots, and powers productivity-based attendance. It is not a third-party add-on.

Does Zaffre HRM have a mobile app?

Yes — a companion mobile app (Expo / React Native) for attendance, leave, payslips, chat and approvals, with real-time push notifications via FCM.

How is Zaffre HRM priced?

Transparent per-employee, per-module monthly pricing. Modules can be turned on or off per company. Designed to be cheaper in aggregate than the 6+ tools it replaces.

Where is Zaffre HRM based?

Zaffre Tech, the company behind Zaffre HRM, is headquartered in Pakistan and serves customers globally — with strong adoption in Pakistan, UAE and Saudi Arabia.

How to Calculate Overtime in Pakistan Payroll 2026

Overtime calculation in Pakistan trips up many businesses because the rate is not a single number — it depends on what day the overtime was worked. The Factories Act 1934 and the Provincial Shops and Establishments Ordinances together define three tiers: working-day overtime, non-working-day (weekly off) overtime, and gazetted-holiday overtime. Here is exactly how each works in 2026, with examples.

The three tiers, plainly

1. Working-day overtime

Hours worked beyond the standard 8-hour working day (or whatever your contract specifies, often 9 hours including lunch) are paid at double the ordinary hourly rate. So if an employee's basic hourly rate is PKR 200, their overtime hour on a working day is PKR 400.

2. Weekly off / rest-day overtime

If an employee works on their weekly off day (typically Sunday), the entire day's work is paid at double the ordinary rate, with a guaranteed compensatory rest day in the following week. If the compensatory day is not given, the rate effectively becomes triple.

3. Gazetted-holiday overtime

Work on a gazetted holiday (Eid, Independence Day, etc.) is paid at triple the ordinary rate — the holiday pay plus double-rate overtime. This is the highest-cost overtime category and is the most commonly miscalculated.

A worked example

Take an employee with a basic salary of PKR 60,000 per month, working a standard 26-day month (8 hours per day = 208 hours). Ordinary hourly rate is PKR 60,000 / 208 = roughly PKR 288/hour.

Working day overtime (8 hours extra one week): 8 × (288 × 2) = PKR 4,608
Sunday work (8 hours, no comp day): 8 × (288 × 3) = PKR 6,912
Eid day work (8 hours): 8 × (288 × 3) = PKR 6,912

Total monthly overtime for this employee: PKR 18,432 — on top of the PKR 60,000 basic. Get a tier wrong and the payslip is wrong, and the employee disputes it.

Where it gets complicated

Shift-based work — night-shift premiums often layer on top of overtime rates
Sectoral exemptions — some industries (security, hospitality) have different rules under their provincial ordinances
Salaried vs hourly — overtime applies primarily to workmen; managerial/supervisory roles are usually exempt
Caps — most provinces cap overtime at 50 hours per quarter; beyond that, you need labour-department approval

Why a payroll calculator with hard-coded "1.5x" is wrong for Pakistan

A lot of imported HR software assumes the US/UK pattern of "time-and-a-half" overtime. That is simply wrong for Pakistan. The correct setup needs three configurable tiers (working day, weekly off, gazetted holiday) per company, each with its own multiplier, and the system needs to know which calendar dates fall into which tier (working/off/holiday) for the year.

Zaffre HRM's payroll engine ships with the three-tier model pre-configured and a Pakistan calendar that already knows the 2026 gazetted holidays. Per-employee overtime eligibility can also be set so managers and exempt staff don't accidentally get overtime calculations.

What to do today

Audit your last three months of payroll — did you apply the correct tier on each overtime hour?
If you're using a "1.5x" or single-rate overtime configuration, fix it
Make sure your 2026 calendar has the correct gazetted holidays marked
Document overtime approval workflows so weekend work has prior sign-off (otherwise it becomes a dispute later)

If your current payroll tool cannot handle tiered overtime, book a Zaffre HRM demo — we will show you the configuration on a sandbox in 10 minutes.

How to Calculate Overtime in Pakistan Payroll — Complete Guide