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 Set Up Leave Policy for Small Company Pakistan 2026

A small company's leave policy is usually one of three things: missing, copied from a friend's company, or a 14-page document nobody reads. None of these work. A good leave policy is one page, clearly written, enforceable, and reflects how your company actually wants to operate. Here is how to set one up.

The 8-step framework

1. Start with the statutory minimums

Your leave policy must, at minimum, comply with provincial labour law. See: Pakistan labour law 2026. Typical minimums:

Casual leave: 10 days/year
Sick leave: 8-16 days/year (province-dependent)
Annual/earned leave: 14 days/year (accruable)
Maternity: 180/120/90 days (per Maternity & Paternity Leave Act)
Paternity: typically 30 days
Public holidays: as gazetted

You cannot go below these. You can go above (and many companies do for retention).

2. Define leave types your company will offer

Start with the statutory types above. Then decide on optional types:

Marriage leave (5-7 days) — common in Pakistan
Bereavement leave (3-5 days) — common
Hajj leave (one-time, up to 30 days unpaid or paid)
Study leave (case-by-case)
Unpaid leave (flexible duration)

3. Set the accrual model per type

Two options: upfront (entire year's leave available January 1) or accrual (1.17 days per month for 14 days/year). Annual leave is usually accrual; casual leave can be either.

4. Define eligibility

Probationers — usually no annual leave during probation, casual + sick yes. Permanent — full eligibility. Contractors — typically no leave (they have project-based arrangements).

5. Define carry-forward + encashment rules

Annual leave — usually carryable up to a cap (often 30 days). Casual + sick — usually lapse at year end. Encashment — annual leave encashable on exit, sometimes annually at the cap. Set the policy clearly.

6. Define approval workflow

Single-day leave — manager approval. Multi-day or sandwich — manager + HR. Long leave (>10 days) or unpaid — manager + HR + senior management. Maternity / paternity — usually pre-arranged with HR.

7. Define notification rules

Casual leave — at least 24 hours' notice (sometimes same-day for emergency). Annual leave — 7 days' notice for short, longer for extended. Sick leave — same-day notification, medical cert for over 2 days. Some companies require 30 days' notice for vacations exceeding 7 days.

8. Document the sandwich-leave + holiday-bridge rules

This is where companies get into disputes. Decide explicitly:

Friday + Monday leave with Saturday public holiday — does Saturday count as leave?
Eid + adjacent leave — how does it interact with leave balance?
Working on a public holiday — does it earn comp-off or premium?

The one-page leave policy template

Your final policy should fit on one page or one screen. Cover: types, quotas, accrual, eligibility, carry-forward, encashment, approval chain, notification rules, sandwich-leave rules. Anything more is usually not read.

The one-page policy in software

Once written, configure it in your HR software. Every rule should be enforced automatically by the system:

Leave types match policy
Quotas applied automatically
Eligibility checks built in
Approval chains routed per type
Encashment calculated correctly
Sandwich-leave handling configured

Policy that lives only on paper and not in the system gets selectively forgotten. Policy enforced by software stays consistent.

Common leave-policy mistakes

Copying from another company without adapting
Going below statutory minimums (illegal)
Not defining sandwich-leave rules — every Eid becomes a dispute
No clear encashment policy — year-end conflict
Policy on paper only, not enforced in system
Different rules for "favourites" — sets a precedent that destroys trust

The Zaffre HRM fit

Zaffre HRM ships with Pakistani-statutory leave types pre-configured, fully configurable rules, sandwich-leave handling, automated balance + carry-forward + encashment calculation. Book a demo to see leave policy enforcement live.

How to Set Up a Leave Policy for a Small Company in Pakistan