The core
Payroll Management
Native India and US payroll, multi-entity and multi-currency, with configurable components, arrears, off-cycle runs, and full-and-final settlement inside the two working days the Code on Wages now requires.
HRMS & Payroll · India + US
One platform to run your entire workforce.
Personnel records, India and US payroll, attendance, tax, performance, and self-service on a single employee record. Modular, so a 600-person company and a 9,000-person group can each run only the parts they need.
Coming soon · early access by invitation · 500–10,000+ employees
Product preview · illustrative data
- Integrated modules
- 9
- Native payrolls: India + US
- 2
- Employees per tenant (design target)
- 10,000+1
- Uptime target (design target)
- 99.9%1
1 Design targets, not historical figures. AnaghaHR is pre-launch.
The problem
Payroll week shouldn't be the most stressful week of the month.
Employee data lives in four different systems, and every statutory change means somebody re-checks a spreadsheet by hand. Companies at this size usually get two bad options.
Product tour
The product, as your team will use it.
Five screens from one tenant, on the same employee records. Every figure below is illustrative.
Payroll Management
Both countries in one run view.
- Multi-entity, multi-currency. Rupee and dollar runs side by side, each on its own calendar.
- Checks before the money moves. Anomalies surface at validation, not in next month's complaints.
- Arrears, off-cycle and F&F. Full-and-final settlement inside the two working days the Code on Wages requires.
Timeware
Punches in. Payroll-ready attendance out.
- The hardware on your walls. ZKTeco, eSSL, Matrix and Suprema devices, plus mobile and web.
- Shifts, overtime, regularisation. Rules applied as punches arrive, not reconciled at month end.
- Straight into the run. Loss-of-pay days and OT reach payroll without anyone exporting a file.
ITware
Both regimes, compared for every employee.
- Projection, not guesswork. Old and new regime calculated against actual pay and declared investments.
- Proofs collected in the portal. Declarations and evidence in one place, reviewed by your team.
- 24Q, Form 16, challan-level TDS. Employer filings produced from the same run data.
HR Portal
HR stops being a request queue.
- Answers without a ticket. Payslips, balances, letters and tax status on web and mobile.
- Changes with an audit trail. Personal data updates route to HR for approval and are logged.
- Approvals in the flow of work. Managers act on leave, claims and overtime from the same screen.
Analytics
Reports you don't assemble the night before.
- Against your own history. Headcount, cost, attrition and overtime trended by entity and country.
- Fully-loaded cost. Rupee and dollar cost by cost centre, reconciled against the GL.
- Anomalies flagged early. Outliers raised before the run, instead of after the complaint.
Why AnaghaHR
Four things we refuse to compromise on.
Most HR suites are a collection of products that share a login. These are the commitments that make AnaghaHR one system.
-
One employee record
Hire date, salary structure, shift, leave balance, tax declaration, and appraisal history all sit on the same record. No exports between systems and nothing to reconcile.
-
Two payrolls, natively
India and US payroll run on the same engine against the same record, rather than an aggregator stitching two vendors together behind one dashboard.
-
A statutory engine we maintain
PF, ESI, professional tax across every state that levies it, LWF, TDS, gratuity, and bonus, alongside FICA, FUTA and SUTA, W-2, and Form 941. When the rules move, we move them.
-
Analytics people actually open
Headcount, cost, attrition, and overtime against your own history, with payroll anomalies flagged before the run instead of after the complaint.
Modules
Nine modules. One record. Start with any.
Most teams begin with payroll or personnel administration, then attendance, then the rest. The employee record stays the same as you add to it.
Pay & tax3 modules
ITware
Income tax under both regimes, investment declarations and proof collection, Form 24Q, Form 16, and challan-level TDS reporting.
ExpenseWare
Travel, medical, and reimbursement claims with policy limits enforced at submission, receipt capture, and routing that matches your delegation of authority.
Core HR2 modules
Personnel Administration
One employee master: records, documents, confirmations, transfers, leave, loans, and shift assignment, with a full history of every change.
HR Portal
Payslips, tax declarations, leave, letters, and personal data updates on web and mobile, so HR stops being a request queue.
Time1 module
Timeware
Attendance from biometric devices, mobile, and web. Works with the ZKTeco, eSSL, Matrix, and Suprema hardware already on your walls, and handles shifts, overtime, and regularisation.
Talent3 modules
AppraisalWare
Goals, continuous feedback, and 360° reviews on a cycle you configure, with calibration and a rating history that follows the employee.
SkillWare
A skills and competency inventory per employee that feeds internal mobility, project staffing, and succession planning that isn't guesswork.
TrainingWare
Training catalogue, nominations, scheduling, attendance, feedback, and cost per programme.
India + US payroll
Two countries. One engine. Kept current by us.
The four Labour Codes, the Income-tax Act 2025, state professional tax and LWF revisions, and the US wage bases are maintained as product content with a stated turnaround. You get an update, not a project.
India
INR · monthly- PF
- EPF, EPS and ECR filing
- ESI
- Contribution periods and eligibility
- PT
- Every state that levies it
- LWF
- State-wise rates and periods
- TDS
- Both regimes · Form 24Q · Form 16
- Gratuity
- Plus statutory bonus
United States
USD · weekly to monthly- FICA
- Social Security and Medicare
- FUTA
- Federal unemployment
- SUTA
- State unemployment wage bases
- W-2
- Year-end wage statements
- Form 941
- Quarterly federal return
- Off-cycle
- Bonuses and final pay
How a rule change reaches you
- 01NotifiedA government notification or wage-base change is logged by our statutory team.
- 02ModelledThe rule is encoded as product content, with its effective date and scope.
- 03Tested against parallel casesWorked examples are run old-rule versus new-rule before anything ships.
- 04Released with notesYou see what changed, who it affects, and from which pay period.
- 05Applied in your next runNo project for your team to scope, and no spreadsheet to re-check.
Statutory liability sits with the employer, as it does with every payroll vendor. Our contract states the update turnaround we commit to, and what we owe you when an error is ours.
Self-service
Payslips people read. Questions HR stops getting.
A salary revision, a shift change, and a leave-without-pay day all reach payroll without anyone exporting a file. Employees see the result on the HR Portal, on web and mobile.
- Every line on the payslip traces back to the employee record
- Tax declarations and proofs collected in the same portal
- Leave, letters and personal updates without emailing HR
Illustrative data
Implementation
From kickoff to your first live payroll.
A named team, a fixed plan, and no consultant dependency after go-live.
8–12weeks
Typical for a 500 to 2,000 person company with reasonably clean data, including parallel runs. Messy source data is what stretches it, so we audit it first and tell you what we find before committing to a date.
- 01
Discovery
We map your entities, pay structures, shift rules, and statutory registrations, then tell you plainly what is configuration and what is genuinely custom.
- 02
Data audit
Your existing data is the long pole, not our software. We clean, de-duplicate, and reconcile it before anything gets loaded anywhere.
- 03
Configure
Pay components, approval chains, leave policies, and role-based access set up against your actual policy document rather than a generic template.
- 04
Migrate
Three full test loads, each reconciled against source, before a single live record moves.
- 05
Parallel run 2–3 cycles
Two to three complete pay cycles run side by side with your current system. We don't cut over until the numbers match to the rupee and the cent.
- 06
Go live and support
A named support contact with a written SLA and a real escalation path, not a shared ticket queue.
Who it's for
Built for 500 to 10,000+ employees, and the four people who answer for them.
CHRO · HR heads
One record instead of four systems, and reporting you don't assemble by hand the night before a board meeting.
Payroll managers
Anomalies surfaced before the run, and statutory changes that arrive as a product update rather than a project you have to scope yourself.
CFO · Finance
Fully-loaded people cost by entity, cost centre, and country, reconciled against the GL instead of estimated.
IT · Security
SSO, SCIM provisioning, role-scoped access, region-aware hosting, and an API for everything the interface can do.
Integrations
Plugs into the stack you already run.
Connectors for the finance, HR and IT systems that companies of this size already depend on, and an API for everything else.
REST API for everything the UI does
GET /v1/payslips?employee=IN-01184
→ 200 · gross, deductions, net · "INR"ERP & accounting
- SAP
- Oracle
- NetSuite
- Tally
- QuickBooks
Recruiting
- Greenhouse
Biometric attendance
- ZKTeco
- eSSL
- Matrix COSEC
- Suprema
Identity
- Okta
- Microsoft Entra ID
Collaboration & BI
- Slack
- Microsoft Teams
- Power BI
Product names are trademarks of their respective owners and are listed only to describe compatibility. No endorsement is implied.
Compliance & data
Built for the parts of HR that carry liability.
Payroll is the one system where a quiet mistake shows up in someone's bank account. Here is how AnaghaHR is built to avoid that.
Statutory changes tracked for you
The four Labour Codes, the Income-tax Act 2025, state professional tax and LWF revisions, and the US wage bases are maintained as product content with a stated turnaround.
Region-aware data residency
India employee data can be kept in-region. As India's DPDP rules on cross-border transfer are finalised, you won't be re-architecting to meet them.
Access scoped to the job
Country, entity, and role-level visibility, so a US HRBP doesn't see Indian salary data and a payroll admin doesn't see appraisal comments.
Your data, and a way out
Export formats, timelines, and the absence of exit fees are written into the contract. Portability shouldn't be a negotiation you have while you're leaving.
- SSOSAML / OIDC · Entra ID, Okta
- SCIMJoiners and leavers follow your directory
- RBACCountry, entity and role scopes
- Audit trailEvery change to every record
- ResidencyHost in India or the US
- PortabilityDocumented export, no exit fee
We don't list certifications we haven't completed. Our security documentation is available under NDA during evaluation.
FAQ
Straight answers.
The questions payroll, HR and IT teams ask us first. Something else on your mind?
Is payroll separate from the HRMS?
No. Payroll is a module on the same employee record. A salary revision, a shift change, and a leave-without-pay day all reach payroll without anyone exporting a file.
Can we start with just one module?
Yes, and most teams do. Payroll or personnel administration first, then attendance, then the rest. The employee record stays the same as you add to it.
Do you really run US and India payroll natively, or through a partner?
Both run on our own engine against the same employee record. Where a third party is genuinely involved (bank disbursement rails, for example) we'll say so, because "global payroll" often means an aggregator behind a single dashboard and you should know which one you're buying.
How long does implementation take?
For a 500 to 2,000 person company with reasonably clean data, roughly 8 to 12 weeks including parallel runs. Fragmented or messy source data is what stretches that, which is why the data audit comes early and we tell you what we find before we commit to a date.
Do we have to run payroll in parallel?
Yes, two to three full cycles. It's the only way to prove a new system before you trust it with people's salaries, and we don't recommend skipping it even when a client asks.
Who is responsible if a statutory calculation is wrong?
We maintain the rules and commit in writing to an update turnaround. Statutory liability sits with the employer, as it does with every payroll vendor, but our contract states what we owe you when the error is ours instead of staying quiet about it.
Will it work with our biometric devices?
Yes, for the ZKTeco, eSSL, Matrix, Suprema, and Realtime families most Indian offices already run. Getting punches in is the easy part; turning them into payroll-ready attendance is the real work, and that's part of implementation.
We're 600 people now and want to be 3,000. Will it hold?
That's the band it's designed for. The common failure in this market is the opposite one: tools that are comfortable at 200 employees and start creaking around 500 on multi-entity payroll, reporting, and access control.
What happens to our data if we leave?
You get a complete export in documented formats, on a stated timeline, at no charge. It's in the contract before you sign rather than discovered afterwards.
Early access by invitation
See it run against your own payroll.
We map your entities and pay structures, then show you a run on your real rules. Access is by invitation while we onboard a small group of organisations.
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