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.

Pakistan Labour Law 2026 for SMB — Owner's Checklist

Pakistani labour law is a patchwork of federal acts (Factories Act 1934, Shops & Establishments Ordinances, Industrial & Commercial Employment Ordinance) and provincial legislation that has diverged after the 18th amendment. For SMB owners, the practical question is: what do I have to comply with, and what does my HR/payroll software need to enforce automatically? Here is the 2026 plain-English summary.

1. Working hours

Standard: 8 hours per day, 48 hours per week (often interpreted as 9 hours per day including lunch break, 6 working days). Provincial laws vary slightly. Overtime beyond standard hours is paid at premium rates (see overtime calculation guide).

2. Minimum wage (2026)

Minimum wage is set by each province separately and revised typically each fiscal year. As of 2026, the unskilled-worker minimum wage hovers around PKR 37,000-40,000/month depending on province. Always verify against the latest provincial notification before processing payroll.

3. Weekly rest day

One full day off per week is mandatory. Working on the weekly rest day triggers double-rate compensation OR a compensatory rest day in the following week.

4. Leaves

Casual leave — typically 10 days/year, fully paid
Sick leave — typically 8-16 days/year depending on province, with medical certificate
Earned/annual leave — 14 days/year, accruable
Public holidays — gazetted holidays as per government notification
Maternity leave — 180 days for the first child, 120 for second, 90 for third (Maternity & Paternity Leave Act 2023 — varies by province)
Paternity leave — typically 30 days under the same act

5. Termination and notice period

The Industrial & Commercial Employment Ordinance generally requires 30 days' written notice (or one month's salary in lieu) from either side for permanent employees, after probation. Probation is typically 3-6 months. Wrongful termination claims can land at the labour court — a clear written contract and documented disciplinary process is your best protection.

6. Final settlement

On resignation, termination or retirement, employers must settle: unpaid salary, accumulated leave encashment, gratuity (where applicable), bonus arrears, loan / advance recovery, and provident fund withdrawal. See: final settlement guide (coming soon).

7. Social security obligations

EOBI — federal pension scheme, mandatory for 5+ worker establishments. See: EOBI guide.
Provincial Social Security — PESSI (Punjab), SESSI (Sindh), KPESSI (KP), BESSI (Balochistan). See: PESSI guide.
Provident Fund — voluntary but very common; once set up, becomes a contractual obligation
Gratuity — typically one month's basic salary per year of completed service, payable on exit after a minimum service period

8. Wage payment timing

Wages must be paid within 7 days of the close of the wage period (typically end of the calendar month). Late payment is itself an offence under the Payment of Wages Act.

9. Worker registration

Every worker (including contract workers) must have a written appointment letter, an issued CNIC, and a registration with the relevant social security and EOBI schemes within prescribed timeframes.

10. Record-keeping

Wage registers, attendance registers, leave registers, exit records, deduction records — must be maintained and produced on inspection. Going digital with a proper HRMS satisfies this if the records are exportable.

What this means for your HR/payroll software

Configurable working-hour rules per company / per role
Province-aware minimum wage tracking
Tiered overtime calculation (working / off / gazetted)
Leave types matching law (CL, SL, AL, maternity, paternity)
Notice-period and probation tracking
Automatic gratuity / final settlement calculation
EOBI + provincial SS integrated in payroll
Audit-ready exportable records

Zaffre HRM ships with these compliance defaults pre-configured for Pakistani law. Book a demo for an end-to-end walkthrough.

Critical caveat

Labour law is jurisdictional and changes frequently. This article is a high-level guide, not legal advice. For specific cases, consult a Pakistani labour-law practitioner and refer to current provincial notifications.

Pakistan Labour Law 2026 — What Every SMB Owner Must Know