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.

WFH Policy Template Pakistan 2026 | Sections to Include

"We are flexible about WFH" without a written policy is how WFH becomes the source of disputes. A real WFH policy is the contract between company and employee: what is expected, what is permitted, what is monitored, what triggers revocation. Here are the 10 sections every Pakistani company's WFH policy must include in 2026.

1. Eligibility

Which roles can WFH? Often:

Confirmed permanent staff (after probation)
Specific roles where work is laptop-based and doesn't require physical presence
Excludes: client-facing physical operations, security roles, factory operations

2. Hours and online availability

Core hours during which employees must be online and responsive (e.g., 10am-4pm)
Outside core hours — flexibility
Total hours expected per day (matches regular employment)
Time zone (relevant if working with international clients)

3. Equipment + workspace

Laptop provided by company or BYOD allowed
Internet connectivity — stipend / employee responsibility
Furniture / ergonomic setup — guidance or stipend
Quiet workspace expectations during meetings

4. Information security

No public Wi-Fi for client work
Encrypted disk required
VPN usage where mandated
Confidentiality of work-related conversations / screens
No saving sensitive data on personal devices
Lost device immediately reported

5. Attendance + monitoring

Daily face check-in via mobile or desktop app
Active hours tracked via desktop monitoring agent
What is monitored (application categories, active hours) and what is NOT (no keystroke logging, no screen recording all day, no webcam)
Data visible to employee + manager only
Retention period

See: productivity-based attendance.

6. Productivity expectations

Output expectations — same as in-office
Response-time expectations for messages / emails during core hours
Sprint / task completion expectations
Performance review during WFH same as in-office

7. Client communication discipline

Especially for service businesses:

Client communication only via company channels (no personal WhatsApp)
Client emails routed through company-owned mailboxes
Client identity discipline (using company-assigned nicknames for client identity protection)
Calls recorded per policy

See: managing remote employees.

8. Meetings + sync rituals

Daily standup (online)
Weekly 1-on-1 with manager
Monthly all-hands attendance
Quarterly in-person meeting requirement (if applicable)

9. Revocation conditions

What triggers loss of WFH privilege:
- Sustained low active hours without explanation
- Missed deliverables
- Information security violations
- Client communication discipline violations
- Performance issues
Process: warning → revocation → return to office
Right of appeal

10. Signing and updates

Employee signs WFH policy on opting in
Updated policy issued + signed annually or on material change
Acknowledgement of monitoring + data handling

What to avoid in WFH policies

"Whatever you feel is fine" — sets no expectations, creates disputes
Surveillance overreach (continuous webcam, keystroke logging) — destroys trust
Different rules for different employees in same role — favouritism perception
No revocation clause — cannot reverse problem cases
No core hours — no synchronous collaboration possible

The cultural side

In Pakistani workplace culture, in-person time still matters significantly. A pure-WFH policy without periodic in-person components tends to fray relationships. Most successful Pakistani WFH policies include:

1-2 days per week in office for hybrid roles
Quarterly all-team in-person gathering
Annual offsite
In-person for major decisions / planning

The Zaffre HRM WFH support

Zaffre HRM supports WFH workflows — WFH request approval, attendance via mobile / desktop, productivity tracking with transparency, monitoring scope configurable per company, audit trail. See: remote management playbook.

Book a demo.

Caveat

This article is template guidance, not legal advice. Have your WFH policy reviewed by an HR / labour-law practitioner for your specific business context.

WFH Policy Template Pakistan — What to Include in 2026