Run your entire HR operations in one place — faster, smarter, and without spreadsheets

How do I reset my password?

Open the sign-in page and choose the forgot password option. Enter your account email, verify the OTP sent to your inbox, then create a new password. If the OTP does not arrive, check spam or confirm that you are using the same email linked to your account.

Can I invite staff with different roles?

Yes. During invitation, admins can assign roles based on each team member’s responsibility. Those roles control which modules a user can open, what actions they can perform, and how much company data they are allowed to see after joining.

Where can I see audit logs?

Authorized admins can review audit activity from the admin area of the dashboard. Audit logs help track important actions such as updates, approvals, and configuration changes, making it easier to monitor usage and review past activity when needed.

Can employees access only their own information?

Yes, access can be limited based on role and permission settings. In most cases, employees only see their own profile, attendance, leave, and related records, while managers or admins can be given broader access depending on operational needs.

What are the “Supervisor” and “HR Partner” fields on an employee?

They set an employee’s reporting line, not their access. Supervisor is the person the employee reports to directly; HR Partner is the specific HR person who owns that employee’s case — useful when a company has several HR Managers, and if it is left blank all HR Managers cover them. Together they form the escalation order Supervisor → Department head → HR Partner used to route things like leave and attendance. They are assigned on the employee’s record and grant no extra permissions — naming someone here does not give them any power over that employee’s account. They are not company roles, so they do not appear on the Roles & Permissions page.

When I publish a notice, does anyone actually get told?

Yes — publishing is what tells them. Saving a notice puts it in Draft, and a draft alerts nobody because nobody can read it yet; the moment you press Publish, everyone in the notice’s audience gets a notification in the bell menu, pushed live to anyone already signed in and waiting for anyone who is not. The audience is the scope you picked: All reaches everyone in the company, Employee reaches company members who hold no role beyond Employee, and Admin reaches everyone holding another role — owners, company admins, HR and payroll managers. The same scope decides who can read the notice, so the people alerted and the people who can open it are always the same set. Priority decides whether the alert also leaves the app: HIGH and CRITICAL notices are emailed to that audience as well, while LOW and NORMAL stay in-app so routine announcements do not fill inboxes. You are not notified about your own notice. A notice is announced once — editing a published one does not send a second alert, so if something important changed, publish a new notice.

How do I find a page quickly?

Open the apps launcher — the grid button in the top bar, or press ⌘K (Ctrl+K) — for an Odoo-style grid of every page you can reach, with a search box inside it, so you can type a name and jump straight there. The sidebar covers the same ground: its groups now stay collapsed until you open them and remember that choice for you, so you only see the sections you use. Hover any page (in the sidebar or the launcher) and click the pin to keep it in a Pinned list at the top of the sidebar, and a collapsed Recent list remembers where you have just been. The launcher and your pins only ever include pages your role and plan allow, so what you see there is exactly what you can open.

How are “Late Minutes” counted, and what does the grace period do?

The grace period decides whether an arrival counts as late at all — nothing more. Arrive within it and the day is on time and records zero late minutes, exactly as if the employee had arrived at the start of the shift. Arrive after it and the allowance is gone entirely, and the lateness is counted from the shift’s official start time rather than from the end of the grace. On a 9:00 AM shift with fifteen minutes of grace, arriving at 9:10 records nothing at all, and arriving at 9:20 records twenty minutes late — not five. Grace is an allowance you either keep or lose, not a discount that survives being exceeded, so the number on the attendance screen always answers the question a manager is actually asking: how long after the shift began did this person walk in. It is the same number the late deduction bands are written against, so a band set at two hours means two hours on the clock on the wall whatever grace that shift grants.

How does arriving late affect an employee’s pay?

Two rules can apply, and they never both charge for the same day. “Late arrivals — by how late” takes part of a day’s pay based on how late the arrival was: on a 9:00 AM shift, a band from 2 hr makes an 11:00 arrival cost half a day’s pay, and a band from 3 hr makes 12:00 cost two thirds. Only the highest band an arrival reaches is charged — they never add together. Half a day’s pay means the monthly salary divided by Standard Days Per Month, then halved — not half the month. Any late day no band covers counts as a “late mark” instead, and a set number of marks — three, by default — costs one day’s pay. What is left over is not charged and does not carry into next month. A band is counted from the shift’s start time, not from the end of its grace period — the grace decides whether the day counts as late at all, and then stops. Bands never stack, and nothing is deducted until a company turns it on under Payroll Policy.

What is the Policy Center?

A directory of every rule that shapes payroll, benefits and leave — payroll policy, tax, statutory and capped contributions, provident fund, gratuity, festival bonus and leave types — on one page, so you can see at a glance which ones your company has actually set up. Nothing is configured there: each card links to the page that owns that setting. The badge on a card tells you whether it is in force, and it never guesses. “Not configured” means no record exists yet. “Always active” means that policy has no dates and no on/off switch, so it applies whenever it exists. Dates and a last-updated time appear only on the policies that genuinely carry them, because several do not. You only see cards you have permission to open, so a narrow permission set gives you a shorter page rather than an error. Things that are a section of a bigger form — the late deduction bands, the deduction rules, and overtime — have no card of their own; they live on the payroll policy.

What are Payroll Adjustments, and do I type a minus sign for a deduction?

A payroll adjustment is a one-off amount added to or taken off a single employee’s pay for one specific month, without touching their salary structure — a bonus, an arrear owed from an earlier period, an expense reimbursement, the recovery of a salary advance, or a penalty. You never type a minus sign. The type you choose decides the direction: Arrear, Reimbursement and Bonus add to pay, and Advance Recovery and Penalty come off it, so you enter what the adjustment is worth as a plain positive number and the system applies the sign. The form shows you which way it will go before you save — a green “Adds to pay” or a red “Deducted from pay”, with the amount field showing the matching + or − — and the list and detail screens show the same thing afterwards. Only Other has no direction of its own, because it exists for things the five named types do not cover; pick Add or Deduct beside it, and it defaults to Add. Changing the type of a pending adjustment re-points the amount automatically, so switching an Arrear to a Penalty turns it into a deduction without you re-entering anything. Every adjustment starts as Pending and is picked up by the next payroll run for its target month and year, which marks it Applied; you can edit or cancel it while it is still Pending, and if its payroll run is later voided or reprocessed it returns to Pending on its own. The amount lands on the payslip as its own line, so it is auditable rather than folded into a salary figure.

I deleted imported records and re-uploaded the same file, but nothing came back. Why?

That was a bug, and it is fixed. The Import Center used to recognise a file it had seen before and answer from its own upload log instead of looking at the database: it replayed the earlier validation summary and then reported the import as processed without writing a row. Because deleting records changes exactly the things that summary was describing, the answer it replayed was about a database that no longer existed. Now every upload is checked against your current data, even when the file is byte-for-byte identical to one uploaded before — the stored copy of the file is reused to save space, but the answer is always recomputed. Validating a file is treated as your intention to import it, so a finished import from an earlier attempt no longer blocks a new one; press Validate, then Execute Import, and deleted rows are written again. Rows that still exist are skipped rather than duplicated. Pressing Execute Import twice in a row still will not import twice — for that you would validate again, or tick “Force re-import” before uploading, which ignores anything staged from an earlier attempt and starts clean. Two things worth knowing about attendance files. A Check In or Check Out written as a plain time like 09:00 is read in your company’s timezone, the one set on the company profile, so it means 9 AM where your people actually work. And an imported day is put through the same calculation as a day someone punched in for: the shift comes from the employee’s assignment when the Shift Name column is blank, an overnight checkout moves to the following day, and worked minutes, lateness, overtime and status are all worked out from the punches rather than copied from the sheet. The Late Minutes and Overtime Minutes columns still apply to rows that carry no punches at all, such as a summary export from an older system.

Do I need a different payroll policy for February, or for short months?

No. “Standard Days Per Month” on the payroll policy is a divisor, not a count of the month — it says how many working days one month’s salary is treated as buying, usually 26 (about 30 days less a rest day each week). Salary is monthly and flat, so nobody earns less in February; the number only decides what a single day is worth when something has to be deducted. Holding it fixed is the point: if it followed the real calendar, one day of absence would cost more in February than in March for identical behaviour. The count of absent days is already month-aware — the run counts the actual weekends and holidays in that period — so a short month naturally contains fewer working days. One deliberate exception: a mid-month joiner’s pro-rata uses the real days in that month, so joining on the 11th costs 10/28 in February and 10/31 in March.

Where do I set up overtime?

On the payroll policy, in its Overtime section — all of it, in one place. Whether overtime is paid at all, whether it needs approval, the minimum and cap for a single day, the weekly and monthly caps, and the rate. One overtime hour is the monthly basic divided by Standard Hours / Day times Standard Days / Month, both on the same screen. Two things are worth knowing. There are two minimums and both apply: one checks a single day as attendance is saved, the other checks the month’s total when payroll runs. And if you add any rate steps, the flat weekday, weekend and holiday multipliers stop being used — steps decide the whole rate, and the section says so. There used to be a separate Overtime Policy screen; it is gone, and its settings moved here so the overtime rate is dated like the rest of payroll.

Where is the grace period set, and does it affect pay?

On the shift, and yes — it is the only grace that does. A shift’s grace period decides whether an arrival counts as late at all: inside it nothing is charged, past it the day is late and the payroll rules apply. That is where its job ends. It is not taken off the late deduction bands, which are counted from the shift’s start time — on a 9:00 shift a band set at 2 hr charges an 11:00 arrival, whatever the grace is. Two other settings use the word “grace” and neither touches pay: the check-in window grace on Attendance Control only decides whether someone may punch in at all, and a day override can adjust one specific date. The payroll policy used to carry a grace of its own; it did not replace the shift’s but stacked on top of it, so the same arrival was forgiven twice and every late-deduction band effectively moved. That field has been retired — widen or narrow the shift’s grace instead. On the attendance table, the “Grace Used” column tells you when that forgiveness was actually spent: it reads Yes only for an arrival after the shift’s start time and inside the grace period. Someone who arrived on time or early reads No — they never needed the grace — and so does someone who arrived past it, because by then the grace had run out and the day counts as late.

What are deduction rules on a payroll policy?

They decide what a policy takes off pay for lateness, absence and unpaid leave. There are four, grouped the way a payslip prints them: under Late arrivals, one charged by how late the arrival was and one charged when late arrivals add up; then Days missed; then Unpaid leave. The two late rules share a single payslip line, and the other two get a line each. Open Payroll Policy and edit a policy to find them. Each one can be switched off, given its own settings, pointed at named departments, or removed. Switch one off and it takes nothing; the others carry on. The order they are listed in changes nobody’s pay — each looks at the month on its own, and the amounts are added up.

My payroll policy says its rules “come from this policy’s old fields”. What does that mean?

The policy was made before the rule list existed, so it has no rules saved on it yet. It is still deducting — the same four rules are worked out from its older fields, and payroll is using them right now, exactly as shown. Nothing is missing. Press “Make these editable” to save that set as rules you can change one at a time. Nobody’s pay changes at that moment. After that, the four fields under Late & Absent Deduction are greyed out, payroll ignores them, and saving the page leaves them alone. The page also says where each one went. Late Deduction Bands count either way, and grace is not a payroll setting at all — it is set on the shift.

What is the Gratuity Liability page, and is it money we owe now?

It is a valuation, not a bill. It answers one question: if every employee still accruing gratuity left on the date you pick, what would the company owe? Finance uses the total to carry a gratuity provision. Nothing on the page pays anyone or touches a payroll run — gratuity is actually paid through a separation settlement when someone leaves. The date you choose drives everything: basis salary is the salary structure in force on that date rather than today’s, and the gratuity policy version active then is applied to the whole service period. Both the date and the department filter live in the address, so you can send someone the link and they will see your valuation rather than theirs.

Why does the gratuity statement show people with a zero amount, and why has one person’s figure stopped growing?

Both are deliberate. Someone below the policy’s minimum service is listed with a zero and a “Not yet eligible” badge rather than being left out, so the list you are reading is the whole workforce and not a filtered version of it — you can tell at a glance who is approaching eligibility. A figure that has stopped rising carries a “Capped” badge, which means the amount reached the maximum months of basis salary the policy allows; that is the cap doing its job, not a stuck calculation. The four counters at the top — total, eligible, not yet eligible, capped — add up to the same population as the table.

I opened Gratuity Liability and it says there is nothing to show. Why?

Almost certainly permissions. The company-wide statement is restricted to Owners, Company Admins and Payroll Managers, because it lists every colleague’s basis salary. Ordinary employees hold a gratuity read permission for their own accrual, which is enough to open the page but not to load the company roll-up — so the page appears and then reports that there is nothing to show. Ask an admin to run it, or view your own gratuity through your profile. The route also requires the PRO plan. If you do have the right role and the statement is still empty, check that a gratuity policy exists under Benefits Settings → Gratuity: with no policy in force on the valuation date there is nothing to value.

Which salary is gratuity calculated on?

Whichever the gratuity policy says, and the three options give different answers, so it is worth knowing which one your company uses. Last basic salary and last gross salary both read the structure in force on the valuation date; the 12-month average basic takes the mean of the basic salary over the twelve months ending on that date. The basis in force is printed under the totals on the Gratuity Liability page, next to the days-per-year and any cap, so the figure always travels with the rule that produced it. You change it in Benefits Settings → Gratuity, not on the statement — the statement is read-only.

What happens to our data if we stop using Zetta?

You keep it, then it is deleted — in that order, and nothing happens silently. Closing your account or cancelling your subscription starts a 90-day window during which everything stays exactly as it is and you can download all of it at any time. We email you at 60, 30 and 7 days before the deletion date, each time telling you the date and reminding you how to export. After the 90 days the company’s data is permanently deleted. A failed payment never starts that clock — if a card expires the account locks until it is fixed, and nothing is scheduled for deletion. Come back at any point in the window, or revive the subscription, and the deletion is cancelled automatically.

How do I know your payroll is actually correct under my country’s law?

Check it rather than trust it — that is why we publish what we read. The statutory basis page at /statutory-basis is the working for our deepest rule set, the Bangladesh provident fund, and it is the standard every country pack is held to. It lists the primary instruments behind the computation, the date each was retrieved, and a confidence level on every claim, including the places we think the law is genuinely unresolved. Every rule there is cited in English first, with the original Bangla beside it, because the Labour Rules are enacted in Bangla and the Bangla text is what prevails where the two disagree — you do not need to read it, but your counsel can match our citation against the gazette exactly. The short version: Bangladesh has no declared PF interest rate, so the computation is not balance × rate at all. Rule 261 of the Labour Rules 2015 distributes the fund’s actual realised earnings in proportion to each member’s balance-days, which means the input is a period earnings amount and a rate is something you derive afterwards for reporting. Imported payroll software usually gets this backwards. Two more things worth knowing before you compare vendors: §264 of the Labour Act was substituted in April 2026 by Act 43 of 2026, so most commentary you will find online describes law that no longer applies; and the mandate is narrower than commonly reported — compulsory only where there are 100 or more permanent workers and two-thirds demand it in writing, not the unconditional 100+ rule that circulates widely. Where your own trust deed speaks, Rule 237(3) means the deed governs and the Rules apply only in its absence, so our job is to implement your deed and show which authority produced each figure. The page is not legal advice and does not replace your counsel or your trustees.

How do I download a report, and why was a full month refused before?

Open Company Reports, set the date range and press Generate Report. To take a copy away, choose what to export — Attendance, Leave, Payroll, or All — and the format, CSV or PDF, and then press Download once. That single press does everything: the file is built in the background while you carry on, and the download starts by itself the moment it is ready. If your browser holds it back, the same button will be waiting as “Download File”. There is no second confirmation to hunt for any more; there used to be one, and it was a step nobody needed. Choosing All gives you one file with attendance, leave and payroll as separate labelled sections rather than three downloads. On the reporting range: a report could previously cover at most 30 days, which quietly made “last month” impossible for the seven months of the year that have 31 — January, March, May, July, August, October and December all refused with a message about a 30-day maximum. The limit is now 31 days, so any whole calendar month fits. Ranges longer than a month still need a plan with custom-range reporting.

How do I export everything we have in the system?

Owners and company admins can download the whole company from the company profile. It is one compressed file containing every record we hold for you — employees, attendance, leave, salary structures, payroll history, policies and settings — as line-delimited JSON, which imports into a spreadsheet or a database without anyone needing our software to read it. The file is stamped with the version of our database it came out of, so it stays readable later. There is no limit on how often you can take one, and taking an export does not change anything in your account.

If our company data is deleted, do our people lose their accounts?

No. Deleting a company removes the company’s records, not the people. A sign-in belongs to the person rather than to any one company, so anyone who also belongs to another company on Zetta keeps working there without interruption, and anyone who does not simply has an account with no company attached. Before a company is deleted we also write a complete copy of it to an archive, so the deletion has a window in which it can still be undone by us.

How much is deducted for an absence or unpaid leave?

One day’s pay per day missed, where a day’s pay is the monthly salary divided by either the policy’s standard working days per month or a flat 30 calendar days — each rule carries its own choice, so absence and unpaid leave can differ. Absence counts days marked absent, days with no attendance recorded at all, and half of every half day. Unpaid leave counts approved leave whose leave type is unpaid, and appears as its own line on the payslip. A payroll deduction waiver can suppress the late or absence amount for one employee for one month, and it is never taken and refunded — the line is simply not created, so tax is calculated on the correct amount.