Attendance and Biometric Integration
Punches from ZKTeco and eSSL devices, mobile GPS with selfie, geofenced sites and a desktop agent, merged into one register.
Software Engineering
HRMS Software DevelopmentWith Indian Payroll Built In.
HRMS software development at DipanshuTech means HR and payroll software built for Indian rules: biometric and GPS attendance, shifts and leave, payroll with PF, ESI, professional tax, LWF and TDS, payslips, Form 16 data and an employee app. We build it for factories, multi-branch firms and contractor-heavy sites. Business software starts at ₹39,999.
10+Years Experience
100+Projects Delivered
50+Expert Developers
20+Industries Served
Attendance and Biometric Integration
Shifts, Rosters and Overtime
Leave and Holidays
Payroll With Statutory Deductions
Payslips, Form 16 and Return Files
Employee Self-Service App
Overview
Why Indian payroll breaks most off-the-shelf HR software
An HRMS holds the employee record and everything hanging off it: attendance, shifts, leave, salary structure, statutory deductions, loans, appraisals and exit. The employee master causes little trouble. The 26th of the month does, when punches from three biometric machines, a contractor’s muster roll and a dozen leave requests must become a payroll that PF, ESI and your state’s professional tax rules agree with.
We build HRMS around that payroll run. Attendance arrives from ZKTeco or eSSL devices, from mobile check-in with GPS and a selfie for field staff, or from a desktop agent for office staff. Shift rules, overtime at twice the ordinary rate under the Factories Act, late marks and half-days get calculated before HR opens the screen, so month-end becomes a review instead of a rebuild.
Our own builds shaped this approach. WorkLens, our employee monitoring product, runs an Electron agent that records activity and syncs offline. NADIM, a compliance and workforce ERP, tracks contractor workers, training and statutory registers for industrial sites.
For a 30-person office in one state, greytHR, Keka or Zoho People will usually do the job for less. Custom HRMS earns its cost with factory shifts, contract labour, staff in several states, or HR that has to live inside an ERP.
- Payroll in Hours — Attendance, leave and overtime settle before the payroll run even opens.
- Rules Per State — Professional tax and LWF slabs kept as data per state and updated when states revise them.
- Private by Design — Salary, PAN and bank details visible only to roles that need them, as the DPDP Act expects.
- Payroll-Day Support — Help on payroll day and statutory updates included after go-live.
What we deliver
Everything included in our hrms development
Shifts, Rosters and Overtime
Rotating and night shifts, weekly offs, late marks, half-days and overtime calculated from the rules you set.
Leave and Holidays
Leave types, accrual, carry forward, comp-off, the sandwich rule and holiday lists per state and branch.
Payroll With Statutory Deductions
Salary structures with PF, ESI, professional tax, LWF and TDS under the new or old regime, run in one click.
Payslips, Form 16 and Return Files
Payslips on WhatsApp and email, the EPFO ECR file, ESI contribution data, 24Q data and Form 16 Part B.
Employee Self-Service App
Android and iOS app for check-in, leave, payslips, tax declarations, reimbursement claims and announcements.
Contract Labour Management
Contractor-wise muster rolls, wage registers, licence validity and proof that the contractor paid PF and ESI.
Recruitment and Onboarding
Openings, candidate pipeline, offer letters, document collection and a joining checklist that ends with a payroll record.
Appraisals and Exit
Goals, reviews, increments that flow into payroll, and full-and-final settlement with gratuity and leave encashment.
Who needs a custom HRMS
Custom HR and payroll software makes sense for companies with somewhere between 50 and 5,000 employees whose rules do not fit a template. A Manesar auto-component plant runs three shifts, pays overtime at double rate and has 400 contract workers from six contractors. A pharmacy chain has staff in four states, each with its own professional tax slab and holiday list. A security agency deploys guards at client sites and bills those clients from the same attendance data that runs payroll.
In each case the generic HR product handles the office staff fine and falls apart on the floor, the field or the contractor.
- Manufacturing plants with shifts, overtime and contract labour
- Retail and pharmacy chains with staff across states and branches
- Hospitals, labs and schools with duty rosters and night shifts
- Security, housekeeping and facility services billing clients by attendance
- Construction firms with site-wise labour and daily wages
- IT and service firms with field engineers and remote staff
The Indian payroll rules we build in
Every rule below sits in configuration, not in code, because the government revises them. When a state changes its professional tax slab or LWF contribution, HR updates a table and the next payroll follows it.
- PF at 12 percent of basic plus DA up to the ₹15,000 wage ceiling, or on full wages if you opt in, with the EPS split and the ECR upload file
- ESI at 0.75 percent employee and 3.25 percent employer share for staff earning up to ₹21,000 gross, with contribution periods tracked
- Professional tax by state slab for states that levy it, with monthly and annual deduction patterns
- Labour Welfare Fund by state, on the half-yearly or annual schedule each state follows
- TDS on salary under the new regime by default, with the old regime on request, investment declarations, proof collection, 24Q data and Form 16 Part B
- Salary structures checked against the wage definition in the Labour Codes, where allowances above half of total pay count back towards wages
- Gratuity accrual, statutory bonus, leave encashment and full-and-final settlement
- Bank salary files in the format your bank accepts, plus payslips on WhatsApp
Custom HRMS or greytHR, Keka, Zoho People?
These products handle standard Indian payroll well, and for an office-based company of up to a few hundred people they cost less than a build. greytHR has long experience with statutory compliance, Keka offers a polished employee experience, and Zoho People fits firms already on Zoho.
Build when the edges carry the weight: contract labour that must be tracked contractor by contractor, factory shift and overtime rules, attendance that drives client billing, payroll that must post straight into your ERP’s accounts, or per-employee fees that become large at a few thousand staff. We sometimes build only the missing piece, such as a contractor muster system, and feed it into the HR product you already use.
Attendance that works where your people work
Biometric machines go offline, mobile networks drop inside plants, and field staff forget to check out. The attendance layer has to expect all three. Device punches sync whenever the machine reconnects, mobile check-ins save on the phone and upload later, and geofencing stops a salesperson from marking attendance from home.
Missing punches go to the reporting manager as a regularisation request rather than becoming a silent absence that HR discovers on payroll day.
How an HRMS project runs
Discovery takes one to two weeks. We collect salary structures, attendance exports, leave policies and the last three months of payroll, and list every rule your HR team applies by hand. Attendance and payroll usually go live in 8–14 weeks.
Before cutover we run two payrolls in parallel and match them with your existing payroll rupee by rupee. Every difference gets explained: either our rule needs fixing, or the old sheet carried an error nobody spotted. Appraisals, recruitment and the employee app follow in later phases.
Hosting and employee data under the DPDP Act
An HRMS holds the most sensitive data in your company: salaries, PAN, Aadhaar-linked details, bank accounts and medical leave. We encrypt these fields, restrict them by role, log every view and export, and set a retention period for employees who leave. Consent notices for new joiners follow the Digital Personal Data Protection Act 2023. Hosting runs on a cloud server in India or on your own premises.
What drives the cost of an HRMS
Business software on our price list starts at ₹39,999. That covers attendance, leave and a standard payroll for one state. Cost grows with the number of attendance sources and device models, shift and overtime complexity, the number of states, contract labour, the employee app, ERP or accounts integration, and migration of past payroll history. We quote in writing after discovery.
ERP software development CRM software development Desktop application development
Proof
Software we have built and shipped
WorkLens: employee monitoring and HRMS
Attendance by desktop agent, GPS or biometric, an Electron agent with offline sync, leave workflows and payroll export.
Read the case studyNADIM: compliance and workforce ERP
Contractor and workforce compliance, statutory registers, training and ticketed escalations for industrial sites.
Read the case studyOur process
A proven process for successful delivery
01
Discover
We collect salary structures, registers and your last three payrolls.
02
Plan & Design
We map attendance sources, shift rules and deduction formulas.
03
Develop
We test payroll against your real past months, rupee by rupee.
04
Deploy
We run two payrolls in parallel before you switch over.
05
Optimize & Grow
We add appraisals, recruitment and reports when you need them.
Technology
Built with a stack that stays maintainable
Backend
- Laravel
- PHP
- Node.js
- Python
Web Frontend
- Next.js
- React.js
- TypeScript
- Tailwind CSS
Mobile and Desktop
- Flutter
- Android
- Electron
Database
- MySQL
- PostgreSQL
- Redis
Devices and Filings
- ZKTeco and eSSL devices
- EPFO ECR file
- ESIC contribution file
- Bank salary file
What you can expect
- Business Software From
- ₹39,999Business Software From
- Statutory Deductions Calculated
- 5Statutory Deductions Calculated
- Parallel Payrolls Before Cutover
- 2Parallel Payrolls Before Cutover
- Source Code Handed Over
- 100%Source Code Handed Over
Industries we serve
Delivered for teams in your sector
HealthcarePatient platforms, clinic software and compliant AI.EducationLMS, admissions platforms and AI tutoring.Logistics & Supply ChainFleet, warehouse and route intelligence.ManufacturingERP, quality vision and predictive maintenance.Professional ServicesPractice management and document intelligence.
Our business software starts at ₹39,999, which covers attendance, leave and a standard payroll for one state. Several states, contract labour, complex shifts, an employee app or ERP integration raise the cost. You get a written fixed quote after a one- to two-week discovery, and no per-employee fee afterwards.
Yes, and we prove it before go-live. We rebuild your last three payrolls in the new system and match them rupee by rupee, then run two live payrolls in parallel. Rates and slabs sit in configuration, so a change in the PF ceiling or a state’s PT slab needs no new code.
Yes. We integrate common ZKTeco and eSSL models through their SDK or by pulling logs from the device, and other brands through their export format. If a device goes offline, punches sync when it reconnects. Mobile GPS check-in and a desktop agent can feed the same register.
It produces the PF ECR file for upload to the EPFO portal, ESI contribution data, 24Q return data and Form 16 Part B. Part A comes from TRACES as usual. The HRMS prepares the files; your HR or CA uploads them on the government portals.
Attendance and payroll usually go live in 8–14 weeks, including two parallel payroll runs. Recruitment, appraisals and the employee app follow in later phases of 4–8 weeks each, so you start saving payroll hours early.
Yes. Contract workers get tracked contractor by contractor, with muster rolls, wage registers and proof that the contractor deposited PF and ESI. Each employee carries a work state, which decides professional tax, LWF and the holiday list.
We design for it. Sensitive fields such as salary, PAN and bank details are encrypted and visible only to permitted roles, every view and export gets logged, new joiners receive a consent notice, and data of former staff follows a retention period you set.
If you are office-based, in one or two states, with no contract labour, probably yes. Build when factory shifts, contractors, client billing from attendance or ERP-linked payroll make those products awkward, or when per-employee fees at your headcount exceed a build. We will say which applies on the first call.
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