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 Multi-Location HR Pakistan 2026

A business operating in Karachi + Lahore + Islamabad needs different HR setup than a single-location business in Lahore. Province-specific social security, provincial minimum wage, per-location attendance, consolidated payroll, and aggregated reporting all need to be designed in from the start. Retrofitting multi-location HR a year after launch is painful. Here is the playbook.

The 8-step multi-location HR setup

1. Decide your legal entity structure

Are all locations under one legal entity? Or one entity per province? This affects taxation, registrations, and reporting. Most Pakistani SMBs operate as a single entity with multiple "establishments." Confirm with your tax advisor.

2. Register at each location

Each operating location may require:

Provincial Shops & Establishments registration
Provincial social security (PESSI in Punjab, SESSI in Sindh, KPESSI in KP, BESSI in Balochistan) — see: PESSI guide
Provincial professional tax registration — see: professional tax
EOBI is federal — single registration covers all locations

3. Build location-aware employee records

Each employee has a primary location. The system must know it. Compliance contributions, applicable minimum wage, and reporting jurisdiction all derive from this.

4. Set per-location attendance policy

Office in Karachi may have different working hours than warehouse in Faisalabad. Shift patterns may differ. Public holidays may slightly differ (some are province-specific). Per-location configurations are essential.

5. Consolidated payroll, location-aware

One payroll cycle runs all employees, but per employee applies the correct provincial SS, correct minimum wage, correct overtime tier rules. The output: per-location cost reports + consolidated company report.

6. Per-location managers + RBAC

Location manager can see their own location's data; cannot see other locations. Head office HR sees all. Role-based access scoped to location is essential.

7. Multi-location asset tracking

Assets allocated per location. When an employee transfers from Karachi to Lahore, their assets either move with them or return to Karachi inventory. Asset register tracks this.

8. Aggregated reporting

Headcount per location, payroll cost per location, attendance trends per location, leave patterns per location. Plus year-on-year, month-on-month, location-vs-location comparisons.

The cross-province compliance map

Province-specific items

Provincial social security (PESSI / SESSI / KPESSI / BESSI) — different rates
Provincial minimum wage — different amounts
Provincial Shops & Establishments registration — each separately
Professional tax — each separately
Some labour law nuances (notice period interpretations, leave entitlements)

Federal items (same everywhere)

EOBI
FBR income tax (WHT under section 149)
Industrial & Commercial Employment Ordinance basics
Maternity & Paternity Leave Act (with provincial variations)

The reporting structure that works

Bottom-up view

Location → department → team → individual. Manager sees their team; location head sees their location; head office sees company.

Compliance view

By statutory category (EOBI, PESSI, SESSI, etc.) — for filing returns. By province for provincial-specific reports. Federal-level consolidated for FBR.

Cost view

Per-location cost (payroll + ops). Per-employee fully-loaded cost (salary + benefits + statutory + facility). Per-department cost.

What multi-location HR software must support

Per-employee location field
Per-location attendance / leave / overtime / payroll policy
Location-aware provincial compliance
Per-location asset tracking
Per-location reporting + consolidated
Location-scoped RBAC for managers
Multi-location transfer workflow

The common mistakes

One-size-fits-all attendance / shift policy across locations
Single provincial SS used for all locations (should be per-location)
One minimum wage hard-coded — fails when provinces revise differently
No location field on employee record — cannot generate location-specific reports
Manager RBAC not location-scoped — Karachi manager sees Lahore data

The Zaffre HRM fit

Zaffre HRM supports multi-location setup with per-location attendance / leave / payroll policy, location-aware provincial compliance, per-location reporting, location-scoped RBAC, and multi-location transfer workflows. Single platform for all locations. See city-specific guides: Karachi, Lahore, Islamabad.

Book a demo for multi-location configurations.

How to Set Up Multi-Location HR in Pakistan — Practical Playbook