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.

Maternity Leave Pakistan 2026 | Rules + Process for Employers

Maternity leave in Pakistan changed significantly with the Maternity and Paternity Leave Act 2023 and the provincial laws that followed. Many employers are still operating on older rules. Here is the current 2026 picture on maternity leave entitlements, pay, employer obligations and edge cases.

The headline entitlements

Under the federal Maternity and Paternity Leave Act 2023 and aligned provincial laws, the standard maternity leave entitlements are:

First child: 180 days paid maternity leave
Second child: 120 days paid
Third child: 90 days paid

Different provinces may have slight variations. Always verify against the specific applicable law (federal for ICT, provincial elsewhere).

Pay during maternity leave

Standard structure: full pay during the leave period. The employee receives her regular monthly salary as if she were working. Statutory deductions (EOBI, PESSI, WHT) typically continue.

Eligibility

Employed for a minimum period before leave (typically continuous service for the period preceding the leave — check applicable law)
Permanent / probationary / contract — typically all eligible for the leave
Notification to employer in advance (usually 30 days before expected leave start)

When the leave can start

The leave can start before the expected delivery date and continue after — combined to the entitled total. Typical pattern: 30-60 days pre-delivery + remainder post. Employee choice within reasonable limits.

Adoption leave

The 2023 Act and related laws also typically provide maternity leave entitlement for women adopting a child within a certain age — verify the specific entitlement in your applicable law.

Paternity leave (related)

The same Act provides paternity leave — typically 30 days for the father. See: Pakistan labour law guide.

Employer obligations

1. Granting the leave

Cannot refuse maternity leave entitlement for an eligible employee. Notice must be acknowledged in writing.

2. Protecting employment

The employee's position is protected during maternity leave. Termination during pregnancy or maternity leave is prohibited under the Act.

3. Continuing benefits

Pay continues. Medical insurance (where provided) continues. Service period accrues (does not reset).

4. Reinstatement

On return, the employee returns to the same role, same designation, same compensation level — unless mutually agreed otherwise.

5. No discrimination

Cannot pass over for promotion, increments or development opportunities because of maternity leave.

Return-to-work considerations

Some companies offer flexible return (gradual hours, WFH option) — voluntary, not legally required
Nursing breaks where law provides (varies by province)
Childcare facilities for larger establishments (specific size thresholds vary by province)

How payroll software should handle maternity leave

Maternity leave as a distinct leave type
Auto-calculation of entitlement based on child number (first / second / third)
Full pay continuation during leave
Statutory deductions continued
Return-to-work scheduling
Compliance audit trail

Common employer mistakes

Granting fewer days than the Act requires
Stopping pay during leave
Not protecting the position
Passing over for promotion / increment during leave
Pressuring early return
Using maternity as factor in performance review

Termination protection

Termination of an employee on maternity leave (or shortly before / after) creates strong legal risk. The Act protects against this directly. Even genuine business-needs terminations require careful documentation and legal advice when the employee is on maternity leave.

For SMBs running first maternity case

Confirm the applicable law (federal for ICT, provincial elsewhere)
Verify days entitled (first / second / third child)
Receive written notification from employee
Acknowledge in writing, confirm leave dates and pay
Configure payroll for continuing pay during leave
Plan team coverage during leave
Stay in touch (with employee's permission) for major company news
Confirm return date 2 weeks before
Reinstate to same position on return

The Zaffre HRM maternity leave fit

Zaffre HRM supports maternity leave as a distinct leave type, auto-entitlement calculation, continued pay during leave, return-to-work workflow, and audit trail. Book a demo.

Critical caveat

Maternity leave law has federal and provincial variations and has evolved through the 2023 Act and subsequent provincial alignments. This article is general guidance, not legal advice. Verify against the specific applicable law for your establishment and consult an HR / labour-law practitioner for specific cases.

Maternity Leave in Pakistan 2026 — Rules, Pay, Process