Offrd is a cloud-based HR automation tool designed for Indian startups and SMEs with fewer than 250 employees. It simplifies HR workflows like offer letter generation, onboarding, payslips, attendance tracking, and document management.

Offrd focuses on core documentation and automation for startups and small businesses. It does not require a credit card to start and offers affordable, usage-based pricing.

Yes. Offrd uses industry-standard encryption and secure data practices to protect your documents and employee data.

Generate offer letters, joining letters, probation confirmations, increment letters, experience letters, exit letters, and more using customizable templates.

Enter earnings and deductions like Basic, HRA, allowances, PF, ESI, and TDS to create downloadable PDF payslips. Payslips are saved in employee profiles.

Yes. Offrd provides onboarding workflows to collect employee details, documents, and digital signatures before the first day.

Yes. Track check-ins/check-outs, working hours, and generate attendance reports. Advanced features like GPS and QR check-ins are available on higher plans.

Offrd dashboards show metrics on hires, document usage, headcount, and attendance trends to help with HR decision-making.

Yes. Upload your logo and customize headers and footers on all generated documents and payslips.

Templates default to English but you can edit them in Hindi, Tamil, Marathi, or any regional language before downloading.

New accounts get 50 free credits on signup. After that, pay-per-use starts at Rs. 99 per document or subscribe at Rs. 50 per active employee per month.

No. You can sign up and start using the free tier without providing card details.

Pay-per-use starts at Rs. 99 per document. The subscription plan is Rs. 50 per active employee per month. New accounts get 50 free credits on signup.

Support is available via in-app chat (“Ask Anything”) and email. We respond to most queries within 24 hours.

Yes. Access step-by-step tutorials and schedule a free demo to walk through the setup process.

We welcome feedback. Submit feature requests via the in-app feedback widget or contact form.

Yes. Templates comply with Indian labor laws, but we recommend a quick legal review for your specific needs.

Yes. All statutory deductions can be added to payslips and letters manually or via automated calculations in the system.

Yes. Manage employees across offices or branches from one central dashboard.

Generate relieving letters, full-and-final statements, and update separation dates easily.

Log into your Offrd dashboard, go to Offer Letter Generator, enter employee details, choose a template, and click Generate. New accounts get 50 free credits on signup.

Offrd uses geofencing and QR code scanning via the mobile app to log check-ins and check-outs automatically without additional hardware.

An HRMS is a Human Resource Management System that centralizes employee data, automates payroll, and ensures statutory compliance, helping startups save time and reduce manual errors.

HRMS focuses on transactional processes like payroll and attendance, HRIS stores employee records, and HCM includes strategic tools like talent management and performance reviews.

Essential HRMS modules include employee database, payroll, attendance, leave management, recruitment, performance tracking, and compliance reporting.

Yes, Offrd and most modern HRMS platforms offer APIs and export features to integrate seamlessly with third-party payroll or accounting systems.

Standard measures include SSL encryption, role-based access control, data backups, and compliance with local data protection regulations.

Mobile apps enable GPS-based geofencing and QR code check-ins, ensuring accurate location and time stamps for remote employees.

Common models include per employee per month, pay-per-use modules, and tiered subscription plans based on features. Offrd offers Rs. 99 per document pay-per-use or Rs. 50 per active employee per month subscription.

Migration complexity varies, but Offrd offers guided imports, CSV templates, and support to transfer existing employee records smoothly.

An HRMS should support PF and ESI calculations, TDS and professional tax, statutory reports, and digital challan generation.

Evaluate ease of use, compliance coverage, mobile app features, integration options, and cost per employee to find the best fit.

The four Labour Codes came into effect on 21 November 2025. Three changes directly affect SMEs. First, every employer must now issue a written appointment letter to each employee at the time of joining. Second, basic wages must be at least 50 percent of an employee's gross CTC, which affects how PF contributions are calculated. Third, fixed-term contract employees become eligible for gratuity after completing one year of service, down from the earlier five-year threshold. Offrd's offer letter and appointment letter templates are updated to meet these requirements, so documents you generate are aligned with the current statutory format.

Yes. Under the Labour Codes effective November 2025, issuing a written appointment letter is a statutory requirement for all employers regardless of company size. The letter must state the designation, terms of employment, and compensation structure. Offrd generates compliant appointment letters in minutes. Employee details auto-fill from your records, so there is no manual drafting involved.

The standard formula is: last drawn basic salary multiplied by 15, divided by 26, multiplied by completed years of service. For example, if an employee's last drawn basic is Rs. 30,000 and they have completed 6 years, the gratuity is: 30,000 × 15 ÷ 26 × 6 = approximately Rs. 1,03,846. For regular employees, gratuity is payable after five years of continuous service. For fixed-term employees, the threshold is one year under the Labour Codes 2025. Offrd's full and final settlement module captures the last drawn basic and service duration from the employee record, so the calculation is available at the time of exit processing.

Notice period pay is the employee's gross monthly salary divided by 30, multiplied by the number of notice days owed. If an employee is relieved before serving the full notice period, the shortfall days are recovered at this daily rate. If the employer waives the notice period, the equivalent amount is paid out. The exact terms depend on what the appointment letter specifies. Offrd's full and final settlement module calculates notice period pay based on the terms recorded in the employee's profile, so there is no manual computation at the time of exit.

Yes, directly. PF contributions are calculated on basic wages. Keeping basic wages below 50 percent of gross CTC was a common practice to reduce PF outgo. Under the Labour Codes 2025, basic wages must be at least 50 percent of gross CTC, which means PF contributions will rise for employees whose basic was previously set below this threshold. Offrd's payslip module lets you update salary components and recalculate PF deductions across your employee base when you revise salary structures.

Applicability thresholds vary by provision and state notification. The appointment letter requirement applies broadly regardless of headcount. PF thresholds remain at 20 employees and ESI at 10 employees. For provisions where you are unsure, a brief review with a labour law practitioner is advisable. Offrd is built for businesses from 1 employee upward. Even if only some provisions apply to you right now, having compliant documentation in place from the start avoids problems as you grow.

A valid appointment letter under the Labour Codes 2025 must include the employee's name and designation, date of joining, place of work, compensation structure with a clear breakup showing basic wages at no less than 50 percent of gross CTC, working hours, leave entitlement, notice period terms, and grounds for termination. Absence of any of these can make the letter contestable in a labour dispute. Offrd's appointment letter templates are structured to include all these fields. You fill in the employee details and the template handles the format, so nothing is missed.

Technically yes, but it creates a compliance gap. The Labour Codes 2025 require the letter to be issued at the time of joining, not after. Issuing it late weakens your position if there is ever a dispute about terms that were agreed upon verbally. Offrd lets you generate and share the appointment letter before the joining date. Once the employee is added to the system, the letter can be ready within minutes, so there is no reason to delay.

For regular employees, gratuity is payable only after five years of continuous service. Resignation before five years does not attract gratuity in most cases. However, if the employee is on a fixed-term contract, the Labour Codes 2025 reduced the threshold to one year of completed service. When processing an exit on Offrd, the system records the joining date and last working day. This helps you identify whether gratuity is applicable before you prepare the full and final settlement.

If the employee leaves without serving the notice period, the employer can recover the shortfall amount from the final settlement. If the employer asks the employee to leave before the notice period ends, the employer pays out the remaining notice days. Both scenarios are governed by what the appointment letter states. Offrd's full and final settlement module accounts for notice period recovery or payout based on the terms in the employee record. The calculation is done at the time of generating the settlement, so there is no separate manual working needed.

Yes. There is no single statutory notice period that applies to all employees across all grades. Most companies set 15 days for probationary employees, 30 days for confirmed staff, and 60 to 90 days for senior roles. Whatever terms are written in the appointment letter are what govern. In Offrd, notice period terms are set at the time of creating the employee record and carry through to the full and final settlement calculation automatically. If your company has different terms for different grades, each employee's record holds the relevant terms.

A full and final settlement typically covers unpaid salary for days worked in the last month, encashment of unused earned leave, gratuity if applicable, notice period pay or recovery, any pending reimbursements, and deduction of any advances or loans outstanding. The employer is generally expected to clear this within 30 to 45 days of the last working day, though no single statutory deadline applies uniformly across all states. Offrd's separation module generates the full and final settlement statement pulling from the employee's attendance, leave balance, salary structure, and notice period terms already in the system. The output is a documented statement you can share with the employee at the time of exit.