How does attendance work across several showrooms and workshops?

Each outlet is set up as its own site with a name, code, latitude, longitude and geofence radius. Staff check in by QR code at that site's entrance or by GPS within a 500 metre radius. Attendance is recorded against the site, so a branch manager sees their own floor and the group office sees all of them in one dashboard.

What happens when a technician transfers from one branch to another?

You reassign the employee to the new site and shift. The employment record, the joining date, the salary structure and every document issued so far stay attached to the same person, so continuity of service for gratuity is not broken by the move and you are not creating a second employee code.

Can we run payroll for all outlets in one cycle?

Yes. The monthly payroll runs in an Excel style editor in either Calendar Days or Working Days mode, with custom earning and deduction columns. Payslips are tagged to the outlet the person worked at, and payslips can be sent by email in batches or exported in EPF return format for your CA.

Do we need one subscription per branch?

No. Billing is 50 rupees per active employee a month across the whole group, with no seat block and no per branch licence. A group running 18 people across three outlets pays 900 rupees a month with attendance, documents, payroll calculation and leave included.

What paperwork does an OEM audit usually ask for?

It varies by manufacturer, so confirm your own dealer agreement. What almost every audit does want is evidence that staff are properly employed: appointment letters, attendance records and payroll that reconciles. Written appointment letters became compulsory for every employee under the Labour Codes that took effect on 21 November 2025, so that part is a legal obligation independent of the OEM.

How are workshop technicians and sales advisors handled differently?

Through named shifts and separate salary structures rather than separate systems. Workshop teams often run a fixed early shift with a grace period, sales staff run showroom hours that stretch at month end. Both sit in the same attendance record with different shift definitions, and incentive components go in as custom earning columns on the payroll run.

Does Offrd file PF and ESI for the group?

No. It calculates EPF at 12 percent from each side against the 15,000 rupee wage ceiling, ESI at 3.25 percent employer plus 0.75 percent employee up to the 21,000 rupee ceiling, professional tax by the state slab of each outlet, and gratuity. Filing stays with your CA, who gets payroll in EPF return format.

HR software for two wheeler dealer groups running several outlets

A dealer group with three showrooms and two workshops is not five small businesses, but most HR tools bill it as though it were. Offrd runs every outlet from one login: site level attendance with geofencing, transfers that keep continuity of service intact, and one payroll cycle across the group at ₹50 per active employee a month.

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Last updated 24 August 2026

The problem is the second outlet, not the first

One showroom is manageable on a register and a WhatsApp group. The trouble starts when the group opens a second location and then a workshop behind it, because now the same owner is running three attendance registers, three sets of joining letters in three slightly different formats, and a payroll month that involves reconciling all of them by hand.

What usually breaks first is the employee record. A technician moves from the Kandivali workshop to the Andheri one, someone creates a fresh entry for him at the new branch, and two years later his date of joining reads as the transfer date. That matters at exit, because gratuity is calculated on continuous service.

The second thing that breaks is the paper trail. Every outlet has a slightly different appointment letter because each manager adapted whatever they had. When an OEM audit or a labour inspection asks for documents, you are producing five versions of the same thing and hoping nobody reads them side by side.

Neither problem is complicated. Both are a consequence of the records living in separate places.

One employee record, many sites

Each outlet is configured as a site: name, code, latitude, longitude and geofence radius. Staff check in by QR code at that site's entrance, or by GPS within a 500 metre radius for anyone doing field work such as doorstep service pickups or field collections.

The employee, though, is one record. Moving a technician between branches reassigns the site and the shift, and leaves the joining date, salary structure, document history and leave balance where they were. Continuity of service survives the move, which is the whole point.

Reporting follows the same shape. A branch manager sees their own outlet. The group office sees a live dashboard with daily logs and location summaries across all of them, plus six standing reports covering attendance log, attendance summary, monthly attendance, field work, geofence and leave requests.

Group element	How it is set up	Why it matters
Each showroom and workshop	A site with its own geofence radius	Attendance is attributable to a location, not just to a day
Sales advisors	Showroom shift, incentive as a custom earning column	Month end hours and payouts land in the same payroll run
Workshop technicians	Early shift with a grace period, break splits tracked	Bay start times are recorded rather than assumed
Field and pickup staff	GPS check in, 500 metre radius	No need to return to a branch to be marked present
Transfers between outlets	Reassign site and shift on the same record	Date of joining and gratuity accrual are preserved
Payroll	One cycle, payslips tagged to the outlet	Group totals and branch level detail from the same run

The same letter, everywhere

Written appointment letters became compulsory under the Labour Codes that took effect on 21 November 2025, and the obligation does not care that your Thane branch uses a different template from your Vashi one.

In Offrd every letter comes from one generator with the group's branding, so an appointment letter issued at a workshop is structurally the same document as one issued at a showroom. The salary structure balances to total CTC automatically, basic defaults to 50 percent of CTC under the Code on Wages 2019 rule, HRA follows from basic, and the PIN code of the outlet resolves the professional tax state on its own. A group operating across two states does not have to remember two slab tables.

The rest of the lifecycle works the same way: probation confirmations, increment letters, bond letters, experience letters, relieving letters, and a full and final settlement that draws on the same salary heads the payslips used. Have a look at the offer letter generator and the payslip generator for the mechanics.

Policies are the piece dealer groups most often lack. A questionnaire driven policy generator builds POSH, leave, conduct and IP policies for the group. Any employer with 10 or more employees carries POSH obligations, and a five outlet group is comfortably past that threshold whether or not anyone has noticed.

What a group of this size pays

Billing is per active employee across the whole group, not per branch and not per licence block. There is no minimum headcount and no setup fee.

Three showrooms and two workshops, 18 staff in total

₹900 a month

Attendance with geofencing at all five sites, every document type, payroll calculation with EPF, ESI, professional tax and gratuity, and leave. One bill, not five.

If hiring is occasional, the pay per document plan often works out lower. An appointment letter is 10 credits, an onboarding is 15, a payslip is 2 per employee, and packs start at ₹99 for 10 credits. Signup gives you 50 free credits with no card.

Related industry guides

Questions from dealer principals

How does attendance work across several showrooms and workshops?: Each outlet is set up as its own site with a name, code, latitude, longitude and geofence radius. Staff check in by QR code at that site's entrance or by GPS within a 500 metre radius. Attendance is recorded against the site, so a branch manager sees their own floor and the group office sees all of them in one dashboard.
What happens when a technician transfers from one branch to another?: You reassign the employee to the new site and shift. The employment record, the joining date, the salary structure and every document issued so far stay attached to the same person, so continuity of service for gratuity is not broken by the move and you are not creating a second employee code.
Can we run payroll for all outlets in one cycle?: Yes. The monthly payroll runs in an Excel style editor in either Calendar Days or Working Days mode, with custom earning and deduction columns. Payslips are tagged to the outlet the person worked at, and payslips can be sent by email in batches or exported in EPF return format for your CA.
Do we need one subscription per branch?: No. Billing is 50 rupees per active employee a month across the whole group, with no seat block and no per branch licence. A group running 18 people across three outlets pays 900 rupees a month with attendance, documents, payroll calculation and leave included.
What paperwork does an OEM audit usually ask for?: It varies by manufacturer, so confirm your own dealer agreement. What almost every audit does want is evidence that staff are properly employed: appointment letters, attendance records and payroll that reconciles. Written appointment letters became compulsory for every employee under the Labour Codes that took effect on 21 November 2025, so that part is a legal obligation independent of the OEM.
How are workshop technicians and sales advisors handled differently?: Through named shifts and separate salary structures rather than separate systems. Workshop teams often run a fixed early shift with a grace period, sales staff run showroom hours that stretch at month end. Both sit in the same attendance record with different shift definitions, and incentive components go in as custom earning columns on the payroll run.
Does Offrd file PF and ESI for the group?: No. It calculates EPF at 12 percent from each side against the 15,000 rupee wage ceiling, ESI at 3.25 percent employer plus 0.75 percent employee up to the 21,000 rupee ceiling, professional tax by the state slab of each outlet, and gratuity. Filing stays with your CA, who gets payroll in EPF return format.

Set up your outlets in an afternoon

Fifty free credits on signup, no card. Add your sites, import staff from a CSV, and issue a proper appointment letter the same day.

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Statutory rates follow published rules from the Employees' Provident Fund Organisation and ESIC, and the Labour Codes notified by the Ministry of Labour and Employment. Several thresholds vary by state. This is general information, not legal advice. Confirm your own position with your CA or legal advisor. Questions to service@offrd.co.