HR Software for Indian Businesses

Not preconfigured, and it is worth being precise. HRMZY does not ship EPF, ESI or Professional Tax schemes, and it does not generate ECR files or challans. Its payroll engine is configurable: you enter the rates, wage ceilings and slabs that apply to you as salary components, and HRMZY applies them on every pay run and keeps the resulting register in one place for whoever files.

Yes. HRMZY supports a full Hindi language interface alongside 30 other languages, making it accessible for HR teams and employees across India.

HRMZY supports employers with people across multiple Indian states, but it does not apply Professional Tax rates for you. Working hours, leave entitlement and holiday lists are configured per location, because two layers apply: since 21 November 2025 the Occupational Safety, Health and Working Conditions Code, 2020 has set a central floor for establishments employing ten or more workers — no worker may be required to work more than eight hours in a day, and paid annual leave accrues at one day for every twenty days worked, for an employee who has worked 180 days or more in the calendar year. The Code overrides inconsistent provisions in other laws but preserves any entitlement more favourable to the employee, so state Shops and Establishments law still matters where it gives more. Per-state deductions are set up as location-specific salary components.

HRMZY does not prepare Form 16. It holds a full year of per-employee earnings and deductions in one register, with payslip PDFs and Excel salary reports, so the figures your finance team needs for the annual filing are exported rather than rebuilt from monthly workings.

Gratuity accrues against continuous service on each employee record, so the figure is visible as a running liability instead of being computed at exit. Section 53 of the Code on Social Security, 2020 — which replaced the Payment of Gratuity Act 1972 when the four Labour Codes took effect on 21 November 2025 — makes gratuity payable after not less than five years of continuous service, with that condition waived on death, disablement, or expiry of fixed-term employment.

Earned, casual and sick leave are configured as separate policies, each with its own accrual, carryover and approval rules, and assigned per employee. Entities with different practices are not forced onto a single shared policy.