TankhaPay HRMS gives Indian and global enterprises 19 integrated modules — payroll, attendance, leave, compliance, performance, and more — on one connected platform. India's most compliance-ready HRMS: Labour Codes 2025, PF, ESIC, and PT built in. Trusted by 1,000+ enterprises.
Purpose-built for enterprises managing distributed, large, and international workforces. TankhaPay HRMS incorporates deep compliance expertise across jurisdictions with the enterprise-grade architecture global operations demand.
One unified platform for HR and payroll. Leave, salary structure, and attendance across multiple entities flow into payroll automatically. Zero reconciliation, zero inter-system failures, and zero compliance gaps at scale.
PF, ESIC, PT, India Labour Codes and global equivalents across 10+ countries are auto-applied and jurisdiction-specific. Compliance is built into the workflow for your legal and finance teams.
A self-service platform your global workforce uses without training, payslips, leave, documents, and HR requests are resolved without HR intervention across all geographies, roles, and seniority levels.
From Indian headquarters to subsidiaries across 10+ countries, unified employee data, cross-border compliance, multi-currency payroll integration and consolidated workforce reporting to empowering leadership teams.
Globally recognized by multiple industries for innovation, performance excellence, and compliance leadership.
Most Innovative HRMS Award
Outstanding HR Technology Implementation Team of the Year
Best Payroll & Compliance Solution Provider
TankhaPay HRMS covers the full employee lifecycle with every module connected to payroll and compliance. Click any feature to explore its dedicated page.
Automated salary with PF, ESIC, TDS, and PT across 26 states. Built for Indian payroll complexity from ground up.
Explore Payroll Software with Statutory ComplianceEnterprise employee data model, with multi-entity org hierarchy, role-based access controls, full audit trail, and centralised document management across geographies.
Explore Employee Management SystemBiometric sync, geo-fenced mobile punch, WFH, and shift management all feed payroll automatically.
Explore Attendance Management with Biometric IntegrationPolicy-based leave with multi-tier approvals, balance auto-calculation, carry-forward rules, and payroll integration.
Explore Leave Management SoftwareEnterprise self-service platform, incorporating multi-language, mobile-first, and accessible globally, reducing HR operational load by up to 70% regardless of geography or role.
Explore Employee Self-Service PortalEnd-to-end recruitment, job posting, candidate pipeline, offer letters, and digital onboarding in one flow.
Explore Applicant Tracking System (ATS)From KPIs to Goal settings, 360° feedback, appraisal cycles, and rating calibration structured every review.
Explore Performance Management SoftwareProject-based time tracking, client billing hours, overtime visibility, and payroll-integrated timesheets.
Explore Timesheet and Project Time TrackingDigitise, version-control, and distribute HR policies, with employee acknowledgement tracking built in.
Explore HR Policy ManagementEmployee expense claims, multi-level approvals, reimbursement integration with payroll.
Explore Expense Management SoftwareDevice tracking, like laptops, and company assets assigned to employees.
Explore Asset Management SystemDigital visitor registration, badge printing, host notifications, and visitor history, all from one single dashboard.
Explore Visitor Management SystemReady to give your enterprise the HRMS it deserves?
Schedule an Enterprise Demo →
Headcount, cost, and compliance data are fragmented across countries and entities, making it impossible to get a single real-time picture for enterprise leadership.
Different labour laws, statutory requirements, and tax obligations across states and countries, all managed manually with the risk of costly penalties and regulatory exposure.
Workforce data living in silos, like HRMS, ERP, payroll, and finance, all require manual reconciliation every payroll cycle, increasing error risk and delay.
Multi-entity payroll requires respective runs, manual cost allocations, and error-prone consolidation, causing delay in financial close and creating audit risk every month.
Attrition rates, cost per hire, headcount by function, and compliance status are unavailable in real time when leadership needs them most for decisions.
Different HR tools, policies, and processes across business units and countries create inequality in experience and undermine enterprise culture building.
Goal cascades breaking down across teams, calibration in spreadsheets, and no enterprise-wide performance visibility are hindering strategic people decisions for CHROs.
Employee data across multiple systems without role-based access controls, audit trails, or DPDP Act 2023 compliance, a material risk no enterprise can afford to carry.
Quantify the operational cost of manual HR processes at enterprise scale — and see the business case for TankhaPay HRMS.
Backing government bodies to global MNCs across the globe to run mission-critical HR tasks on TankhaPay.
It’s been a year; we've been using TankhaPay and are very satisfied. Their team's compliance and payroll expertise ensure hassle-free operations. We highly recommend it for businesses seeking a reliable HR and payroll partner.
The TankhaPay team actually made everything easy for us, starting from payroll, accurate compliance, and efficiency each month. Their platform is user-friendly, and the team's professional support gives us complete peace of mind.
TankhaPay has simplified payroll and compliance for us. With a responsive team and a user-friendly platform, they have helped us in saving a significant amount of time and effort every month; we highly recommend it.
Strategic guidance for CHROs, HR Directors, and enterprise leaders managing complex, global workforces.
A decision framework for enterprise HR leaders evaluating HRMS platforms — compliance depth, integration maturity, and total cost of ownership.
How leading enterprises evaluate HR outsourcing partners — compliance coverage, SLA benchmarks, and scalability for Indian operations.
Which HR processes deliver the highest automation ROI for enterprise teams — and how to build the business case for your CFO.
From global manufacturing enterprises to financial institutions, TankhaPay HRMS is configured for the compliance, payroll, and workforce management needs of each sector.
Multi-site workforce compliance
Variable pay, ESOP
Audit-ready, precise
Multi-state workforce
Multi-entity, global ops
Shift payroll, ESIC
Multi-location, seasonal
ESOPs, Growing teams
CLRA, contract workers
Teaching + admin
Tip, shift, seasonal
Incentive-heavy pay
Don't see your industry? Talk to our team →
TankhaPay integrates with SAP, Oracle, and 50+ HR and finance platforms via a secure, documented API.
SAP
Oracle HCM
Razorpay
Zoho People
QuickBooks
Tally
Slack
NetSuite
Google Workspace
MS Teams
Salesforce
Custom API
TankhaPay HR Software includes Payroll, Employee Management, Attendance, Leave Management, Employee Self-Service, Applicant Tracking, Performance Management, Timesheet, HR Policies, Expense Management, Asset Management, Visitor Management, Survey Software, Feedback Management, Broadcast & Announcements, and more, all in one platform with no separate integrations required.
TankhaPay HR software and payroll are built on the same platform, not connected via API. Attendance, leave deductions, and salary structure data flow directly into payroll processing with one click. There is no manual re-entry, no reconciliation, and no sync errors.
Absolutely yes, TankhaPay supports biometric device sync, geo-fenced mobile check-in, WFH marking, shift scheduling, and manager approval workflows. Multiple locations and hybrid teams can be managed from a single dashboard with location-specific shift policies.
Of course yes, TankhaPay is completely updated with all four Labour Codes effective November 2025. It includes the 50% basic wage rule under the Social Security Code, revised leave entitlements, and digital establishment registers. Compliance rules apply automatically without manual configuration.
The ESS portal enables employees to access payslips, view attendance, apply for leave, download documents, update personal data, and raise requests to HR without contacting HR staff. Available on web and mobile app (Android and iOS). Clients report a 60–70% reduction in routine HR queries within the first three months.
Yes. TankhaPay integrates with all major biometric device brands – ZKTeco, eSSL, Realtime, Hikvision, Mantra, and others – through direct API or file-based sync. Punch data flows automatically into the attendance module and payroll calculations. No manual data entry from biometric logs.
Global enterprise HRMS platforms require expensive, multi-year implementations and ongoing localisation for India compliance. TankhaPay Enterprise HRMS is natively built for multi-jurisdiction operations; India statutory compliance (PF, ESIC, PT, and Labour Codes 2025) and international requirements are built in from day one. HR and payroll run on the same platform, eliminating integration overhead. Implementation timelines are faster, total cost of ownership is lower, and India compliance coverage is deeper than global-orientated platforms that treat India operations as an afterthought.
HRIS (Human Resource Information System) handles employee records and basic data storage. HRMS (Human Resource Management System) adds workflow automation, compliance, payroll, and attendance management on top of that. HCM (Human Capital Management) extends further into strategic talent management, learning, and workforce planning. TankhaPay operates as a full HCM platform — covering all three layers from core records through compliance and into performance and talent management, in one connected system.
Yes, for most Indian businesses. Cloud HRMS receives compliance updates automatically — when EPFO changes PF contribution rates, ESIC revises wage thresholds, or Labour Codes 2025 rules take effect in a new state, TankhaPay updates automatically without any manual patching. On-premise HR systems require your IT team to apply updates manually, creating a compliance lag that increases penalty risk. Cloud also enables mobile access for field staff, multi-location management, and significantly faster implementation timelines.
HR software pricing in India typically ranges from INR 50 to INR 500 per employee per month, depending on the modules selected, company size, and implementation complexity. Basic attendance and leave software sits at the lower end of that range. Full HRMS platforms covering payroll, statutory compliance, performance management, ATS, and analytics occupy the mid-to-upper range. TankhaPay pricing is customised to your specific workforce size and module requirements — contact our team or visit our pricing page for a tailored quote.
TankhaPay HRMS implementation typically takes 4 to 8 weeks for mid-size companies (500 to 2,000 employees) with standard configurations. Enterprise implementations involving custom ERP integrations, legacy data migration, multi-entity setups, or international workforce requirements take 12 to 16 weeks. TankhaPay provides a dedicated implementation team and project manager for every deployment, with clear milestone timelines agreed upfront.
Yes. TankhaPay supports biometric attendance for office-based employees, GPS-based and geo-fenced mobile check-in for field and site-based staff, and WFH marking for remote employees — all unified under one dashboard with consolidated payroll. This configuration is used by TankhaPay's manufacturing, construction, logistics, and retail clients across multiple locations and states.
Manufacturing companies in India typically need HR software that handles shift management, multi-site attendance with biometric integration, contract worker compliance under CLRA, and site-specific payroll with correct minimum wages and Professional Tax across multiple states. TankhaPay covers all of these natively. Visit the TankhaPay Manufacturing HR Software page for detailed module and compliance coverage.
TankhaPay's primary differentiators against Keka, greytHR, and Darwinbox are: CMMI Maturity Level 5 (held by fewer than 1% of Indian tech companies), ISO 27001 certified infrastructure, 26 years of India statutory compliance depth with Labour Codes 2025 built in, and an integrated Employer of Record (EOR) service for international workforce management that none of these competitors offer in-house. TankhaPay also provides managed payroll outsourcing alongside the software platform — giving enterprises a single vendor for both technology and compliance operations.
The Digital Personal Data Protection Act 2023 (DPDP Act) governs how companies collect, process, and store personal data of Indian residents, including employee data. Key obligations include obtaining valid consent for data processing, data localisation requirements, and mandatory breach notification within 72 hours. TankhaPay's ISO 27001 certified infrastructure includes encrypted employee data storage, role-based access controls with full audit trails, consent logging for employee data processing, and incident response protocols aligned with DPDP Act requirements.
A five-step evaluation framework used by enterprise HR leaders and CIOs when shortlisting HRMS platforms in India. Each step maps to a common failure point in the selection process.
List every state where you have employees, identify applicable PT slabs, EPFO registration status, ESIC eligibility, and Labour Code 2025 obligations before evaluating any tool. Compliance gaps discovered post-implementation cost more than the HRMS itself.
Payroll, attendance, leave, performance, and recruitment should be native modules on the same database — not third-party integrations. Loosely connected modules produce reconciliation errors and payroll delays at every cycle boundary.
Map your ERP, finance, and biometric systems before vendor conversations begin. Ask for a live integration demonstration — not a slide deck. SAP, Oracle HCM, Tally, and biometric brand compatibility are the most common enterprise blockers.
Request references from organisations in your industry with comparable headcount and compliance complexity — not just any customer. A manufacturing client reference is not useful due diligence for a BFSI firm with multi-jurisdiction compliance requirements.
ISO 27001 and CMMI Level 5 are the minimum enterprise-grade certifications for employee data handling. Request the CMMI appraisal ID and ISO certificate number for independent verification. These are also the certifications your CISO and procurement committee will ask for.
Schedule a personalised enterprise walkthrough configured for your organisation's structure, geographies, and compliance requirements — with a senior product expert.
