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Frappe HR covers the whole employee lifecycle, from onboarding through leave, attendance, appraisals and payroll. Setting it up is mostly a series of decisions about your own policies, and that is the part where rollouts stall. We make those decisions with you, configure the system to match, move your existing records across, and stay on afterwards to run it with you. One flat monthly fee, no hours to count.
Built around the way HR actually runs
Plenty of providers will install Frappe HR and hand you the login. That is the easy hour. What follows is leave accrual, holiday calendars, salary structures, the approval chains that route a request to the right manager, and the balance migration your staff will check on day one. Then there is the part nobody warns you about. After a bulk employee import, auto attendance marks nothing at all until somebody resets Process Attendance After and Last Sync of Checkins on the Shift Type. No error is raised anywhere. The scheduler runs on the hour and does nothing.
That specific failure is the shape of the whole category. Nothing is broken, no error is raised, and the system quietly does not do the thing everybody assumed it was doing. So we configure leave policy and accrual against your actual handbook, build salary structures and test them on real payroll before anyone is paid from them, migrate balances so staff can check their own numbers on day one, and then verify the scheduled jobs are genuinely running rather than trusting that they are.
Before anything gets configured we read your leave policy, your working hours, and your approval authorities. Most of what looks like a software decision turns out to be a policy nobody ever wrote down precisely enough to automate. Finding those in week one is a great deal cheaper than finding them in the first payroll run.
Installing Frappe HR takes an afternoon. Then somebody has to decide whether unmarked days count as present on a payslip, and who approves a leave request when the usual approver is the person asking. Those are handbook questions wearing software clothes, and a rollout stalls at exactly the point nobody has answered them. We answer them with you, in writing, before the configuration screen opens.
Your payroll clerk and your shift supervisor need almost nothing in common from this system. Each gets their own workspace. Adoption is mostly this.
Frappe HR is not a separate system bolted onto your ERP. It writes into the same database, so a payroll run posts its journal entries directly and a submitted timesheet can feed a payroll entry. No connector, no nightly sync, nothing to fail quietly at three in the morning.
Frappe HR ships releases on its own cadence, and the ones that matter to you are the ones touching payroll components or a print format you have customized. We read the release notes, test against a copy of your instance, and pick a window that is not the week before payroll.
Frappe HR is open source and the instance is yours. Every leave type, salary structure and print format we build stays inside it, documented, whether or not you keep working with us.
Subscription versus one-off rollout
The usual way to get Frappe HR live is to hire somebody for an implementation project. They configure it, hand it over, and leave. Here is how that compares with a subscription where somebody stays responsible for it as your policies and your headcount change. The same arrangement covers the other Frappe apps we manage, so you are not holding a separate contract for each one.
A project delivers the policy you had on the day it launched. Businesses change leave rules, add teams, and restructure pipelines. A subscription updates the configuration when that happens, so it does not go slowly wrong.
A project ends before anybody knows whether the app stuck. Every month we look at what has gone quiet and where people have drifted back to spreadsheets. Whatever caused it gets fixed. Nobody gets a reminder.
Under project billing, a report that is slightly wrong stays slightly wrong, because raising it means a change order. Those small annoyances are exactly what makes a team quietly stop trusting an app.
Implementation training happens once, for whoever happened to be there. New starters arrive all year. Sessions and recordings stay available here. They do not expire with the project.
A project ends and the system stops changing while the business carries on changing. Leave policy shifts in January, someone adds a department in March, and nobody left has the access or the context to reflect either one. Six months later there is a spreadsheet running alongside.
A contractor spends their first week working out why your salary structures look the way they do, and bills you for it.
Built for teams putting HR on a real system
This suits businesses that have chosen Frappe HR and want somebody accountable for it, rather than a project that ends the week after go-live. If you are under about fifteen people and what you actually need is leave requests and a place to keep records, Zoho People does that for less money and far less configuration, and moving up to Frappe later is a normal path rather than an admission of failure. If you are still deciding between HR systems, say so before you commit. We would rather tell you now that it is the wrong fit.
How we work with you
There is no big-bang launch. We work out which apps fit, configure one properly and get it adopted, then move to the next. You see something working every few weeks, and each app gets judged on its own before the next one starts.
1
The first sessions are about your processes, not the software. What your team does today, where the friction is, and what you already run that an app would duplicate. You get a written recommendation on which apps to adopt, in what order, and which ones to skip for now. That plan is yours whether or not you continue with us.
2
We build your leave types, holiday calendar, salary structures and approval chains on a staging site, then load a copy of your real employee data into it. Your HR lead applies for leave, a manager approves it, and you look at the payslip that comes out of the other end. Nothing touches production until the numbers on that payslip are ones you recognise.
3
We roll the app out to one team first, train by role, and record the sessions. After that it becomes a rhythm. You send requests as they come up and we work them. Once a month you get a short summary of what changed and what has gone unused, with a suggestion of what to do next.
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