Leave, records, onboarding, documents, reporting and queries.
Loaded cost (salary plus on-costs) per hour.
Leave at 0 if you run HR on spreadsheets and email.
Estimated annual saving
Current annual cost
New annual cost
Reduction vs current
What drives the return
- Admin time saved. Holiday and absence requests, records, onboarding, documents and reporting move to self-service and automation.
- Headcount and growth. More employees means more people admin, so the time saved grows as you scale.
- Absence visibility. Tracking and Bradford Factor scores help cut avoidable absence, one of the clearest HR-software wins.
- Self-service. Staff book leave and update their own details, taking routine work off owners and managers.
- Compliance and records. Contracts, right-to-work, GDPR records and audit trails reduce employment-law and penalty risk.
- Tier chosen. A fuller platform costs more per head but automates more and adds advice and analytics.
What HR software usually includes
- A central employee database and secure document storage.
- Holiday booking with absence and sickness tracking.
- Onboarding workflows and electronically signed contracts.
- Self-service apps for staff and line managers.
- Reporting and dashboards for headcount, absence and turnover.
- Performance reviews and, on higher tiers, an HR advice line.