Add a new hire once.
They're in HR, payroll, and accounting automatically.
Encarmo HR Management connects your employee records to payroll, accounting, and scheduling from a single shared database. A salary change in HR reflects in the next payroll run. A new starter in HR appears in the books. Leave approved in HR adjusts the payroll automatically. No duplicate data entry. No information that lives in one system but not the other. From $15/month — unlimited employees, no per-person fees.
Your HR system says one thing.
Your payroll system says something slightly different.
In most businesses, HR and payroll are separate systems that never quite agree with each other. When someone gets a pay rise, it has to be updated in HR and again in payroll — separately, by different people, sometimes days apart. When a new hire starts, their details are added to the HR system and then re-entered into payroll. When an employee takes a week off sick, HR logs it and payroll has to be told about it manually.
The result is employee records that are always slightly out of sync. Payroll errors caused by updates that were made in one place but missed in another. Leave balances that don't match across systems. Compliance documents stored in email threads rather than a secure, auditable location. And a headcount cost figure that nobody can see clearly because it's split across a payroll report, an HR system, and a finance spreadsheet that someone updates monthly.
Add the per-employee pricing most HR tools charge and the cost compounds every time you hire someone new.
Businesses on Encarmo eliminate an average of 4.5 hours per week of manual data entry between HR and payroll — and reduce payroll errors caused by HR-to-payroll data lag by 91%.
One employee record. Every system updated — always.
When you add, change, or remove anything in Encarmo HR, the right systems update immediately. Here's how the platform works across the four most common HR workflows.
Add a new employee — everything else follows
Create a new employee record in HR with their name, role, start date, salary, department, and employment type. That single record propagates automatically — to payroll, accounting, scheduling, and the org chart, in real time. Their first payslip is calculated from the data you entered in HR.
Manage leave and absence — payroll adjusts itself
Employees submit leave requests through their self-service portal. Managers approve or decline from their dashboard. When leave is approved, it's deducted from the balance, and if it affects pay, payroll is adjusted automatically.
Run onboarding — structured, tracked, and documented
When a new hire record is created, an onboarding checklist is triggered automatically. Tasks are assigned to the right people. Employment contracts and right-to-work documents are requested and signed digitally. Every completed task is logged.
Update an employee record — payroll catches up
Salary increase, promotion, department transfer, contract change — any update made to an employee record flows to payroll and accounting automatically. Your books reflect the updated headcount cost from the moment the change is saved.
Complete HR management software — not just a database of employee names.
No per-employee fees. No feature tiers. Every feature listed below is included in the HR Management module from $15/month — for your entire workforce.
Employee Records and Digital HR Database
Maintain a complete, searchable digital HR database for every employee — personal details, employment history, role and department, compensation, contract type, emergency contacts, and custom fields. Every record is linked to payroll, leave history, documents, and performance.
Leave and Absence Management
Give employees a simple way to request leave — annual, sick, parental, compassionate, or any custom leave type. Managers approve or decline with a single click. Leave balances update automatically and feed into payroll adjustments.
Employee Onboarding Workflows
Create structured onboarding checklists that trigger automatically when a new employee record is created. Assign tasks to IT, the hiring manager, and the employee. Collect and digitally sign contracts, right-to-work documents, and policy acknowledgements.
Secure Document Storage and Management
Store employment contracts, offer letters, right-to-work documents, disciplinary records, performance reviews, and certifications in a secure, searchable repository. Set expiry alerts for documents with renewal dates.
Performance Management and Check-Ins
Schedule and run structured performance reviews, probation check-ins, and one-to-one meetings directly within Encarmo HR. Set goals at the start of a review period, score performance at the close, and document feedback.
Time and Attendance Tracking
Track employee working hours, attendance patterns, late arrivals, and early departures. Connect time tracking to payroll so overtime and variable hours are calculated correctly without a manual timesheet review.
Offboarding Workflows
When an employee leaves, trigger a structured offboarding checklist automatically — revoke system access, collect equipment, run an exit interview, process final pay, and archive the employee record compliantly.
Organisation Chart and Team Structure
Generate a live org chart from your employee records automatically. See your full team structure, reporting lines, and headcount by department in real time. The chart updates from the employee record change.
HR Reporting and Workforce Analytics
Generate reports on headcount by department, employee tenure, absence rates, leave balances, salary distribution, turnover rate, and time-to-hire. Schedule reports to send automatically to management or the board.
Employee Self-Service Portal
Every employee gets secure access to their own HR record on web or mobile. View payslips, check leave balance, submit leave requests, update personal details, access company documents, and complete onboarding tasks.
HR that talks to payroll, accounting, and scheduling — without being asked.
Standalone HR software stores employee data. Encarmo HR connects that data to every system that needs it — payroll, accounting, scheduling, and reporting — so the same update never needs to be made twice.
HR + Payroll
This is the connection that removes the biggest source of HR administration in most businesses. When a salary changes in HR, payroll uses the new figure in the next run — automatically. When a new hire is added in HR, their pay schedule, bank details, and tax code are ready in payroll from day one. When a leave request is approved in HR, any payroll impact — unpaid deductions, sick pay, holiday pay calculations — is applied automatically. HR and payroll share one employee record. There is no sync. There is no lag. There is no version that's more up to date than the other.
HR + Accounting
Every payroll run triggered from HR data automatically posts journal entries to your accounting ledger — wages, employer contributions, and tax liabilities posted to the right accounts without manual entry. Your total headcount cost is visible in your financial reports in real time, not estimated from a payroll export at month-end.
HR + Scheduling
Employee availability, contracted hours, and approved leave flow directly from HR into the Scheduling module. When leave is approved for a team member, the scheduling system knows they're unavailable and can flag cover requirements automatically. New starters added in HR appear in the scheduling pool from their start date.
HR + Reporting
Workforce data from HR flows into your business-wide reporting dashboard alongside revenue, costs, and operational metrics. See headcount growth against revenue growth. Track cost-per-employee over time. Monitor leave rates and absenteeism trends alongside team productivity.
HR + CRM
Team structure, headcount by department, and key people data from HR are visible alongside your customer and pipeline data in the CRM. When a sales team grows, the new reps appear in the CRM pipeline assignment pool from the moment they're added in HR.
Real teams. Real HR. Real simplicity.
Verified reviews from G2, Capterra, and Trustpilot — from businesses that replaced their HR setup with Encarmo.
“We had our employee information in one system and payroll in another. Every time we gave someone a pay rise, it had to be updated in both places. Every time someone left, we had to remember to remove them from both. We averaged one payroll error per quarter from data that was updated in HR but hadn't made it to payroll yet. Since moving everything to Encarmo, those errors have stopped entirely. We updated three salaries last month. I did it once in HR. Payroll ran correctly without anyone double-checking it.”
“Leave management was a nightmare. Employees emailed requests to managers, managers forwarded them to HR, HR updated a spreadsheet, someone remembered to tell payroll. Four steps, three people, guaranteed errors twice a year. Encarmo reduced it to: employee requests in the portal, manager approves in one click, payroll adjusts automatically. The first month we used it, a team member took two weeks of unpaid leave. It was handled completely automatically. I didn't touch payroll once.”
“We went from 12 to 34 employees in 18 months. Before Encarmo, onboarding a new person meant emailing contracts, chasing document submissions, manually setting up payroll, adding them to seven different systems, and hoping nothing got missed. We had two people join whose payroll wasn't set up in time for their first payday. That was the moment we looked for something better. Encarmo's onboarding workflow creates the task list automatically, collects the documents digitally, and has the person ready in payroll before their start date. We've onboarded 22 people since switching. Not one missed payslip.”
Read all 2,400+ reviews → or See customer case studies →
HR management built for businesses where payroll and HR share the same employee.
Most HR software manages people data in isolation. Encarmo connects people data to every system that needs it — because your employees exist in payroll, in accounting, and in your schedule, not just in an HR database.
| Feature | Encarmo | Leave-management apps | HR-only platforms | Enterprise HRIS |
|---|---|---|---|---|
| Employee records and digital HR database | ✓ | Limited | ✓ | ✓ |
| Leave and absence management | ✓ | ✓ | ✓ | ✓ |
| Employee onboarding workflows | ✓ | No | ✓ | ✓ |
| Secure document storage — built in | ✓ | No | ✓ | ✓ |
| Performance management and check-ins | ✓ | No | ✓ | ✓ |
| Time and attendance tracking | ✓ | Limited | ✓ | ✓ |
| Offboarding workflows | ✓ | No | ✓ | ✓ |
| Live org chart — auto-generated | ✓ | No | ✓ | ✓ |
| Employee self-service portal | ✓ | Limited | ✓ | ✓ |
| HR reporting and workforce analytics | ✓ | Limited | ✓ | ✓ |
| Payroll sync — real time, built in | ✓ | No | No | Add-on |
| Payroll changes triggered from HR | ✓ | No | No | No |
| Accounting connected — headcount costs live | ✓ | No | No | No |
| Scheduling connected — leave syncs automatically | ✓ | No | No | No |
| Unlimited employees — no per-person fee | ✓ | No | No | No |
| Price for 25 employees | $15/month | $50–125/mo | $150–250/mo | $200–500/mo |
Leave-management apps
Simple tools for tracking leave requests and approvals — often the first HR tool a business adopts because it solves an immediate, visible problem. The ceiling appears quickly: no document storage, no onboarding workflows, no performance management, no payroll connection.
HR-only platforms
Full-featured human resources platforms that handle employee records, onboarding, performance, documents, and reporting well. The gap appears at the border of HR and payroll — these platforms store HR data but don't connect it to payroll automatically. Every salary change still requires a separate payroll update.
Enterprise HRIS systems
Comprehensive human capital management platforms built for large organisations with dedicated HR departments, complex global workforces, and significant implementation budgets. For most businesses with 5–200 employees, enterprise HRIS creates more operational overhead than it removes.
HR management for $15 a month. For your whole workforce.
Not $15 per employee. Not $15 for five employees and then a step-up. $15/month for every employee you have — now and as you grow. The price doesn't change when you hire your tenth person or your hundredth.
The per-employee pricing problem
Most HR software charges per employee, per month. Here's a 25-person team, compared: leave-management tools run $50–125/mo, dedicated HR platforms $150–250/mo, and enterprise HRIS $200–500/mo. Encarmo HR — whether you have 25 or 250 people — is $15/mo flat.
The difference isn't a feature trade-off. It's a pricing philosophy. HR should make growing your team easier, not more expensive per person. Encarmo charges per platform, not per person — because your entire team should have access to their own HR records without adding cost every time you hire.
Even more powerful together
Pair HR with these modules and the platform advantage becomes the main reason to stay:
HR management designed for the way your business actually runs people.
Small Businesses and First-Time HR
If you're managing HR in spreadsheets, email approvals, and shared folders — Encarmo replaces all of it with a structured system that's ready on day one. Leave management moves from email chains to a self-service portal.
Growing Companies Scaling Their Team
When a business goes from 10 to 50 employees, the HR function that worked informally stops working. Encarmo scales with you — the same platform that handled your tenth employee handles your hundredth, at the same flat monthly price.
Agencies and Creative Studios
Managing a mix of full-time staff, part-time employees, and freelance contractors — each with different contract types and leave entitlements — requires a system that can handle the nuance. Encarmo supports multiple employment types from one HR database.
Healthcare and Clinical Businesses
Healthcare teams have specific compliance requirements — professional registration renewals, DBS checks, mandatory training certifications, and right-to-work documents with expiry dates. Document expiry alerts notify administrators before a compliance document lapses.
Construction and Trade Businesses
Site-based teams have HR challenges office-based businesses don't face — variable hours, site-by-site attendance, subcontractors working alongside employees, and skills certifications that need to be tracked and renewed.
Professional Services Firms
Partners, associates, senior staff, and support functions have layered compensation structures, complex leave entitlements, and performance frameworks that need careful management. Bonus payments and salary adjustments flow to payroll without a manual update.
What HR managers and business owners ask before switching to a new HR system.
These are the compliance and mechanics questions that come up most before businesses switch HR systems. Anything else, our team responds in under 2 hours during weekdays.
How exactly does HR sync with payroll when I change a salary?
Can employees submit leave requests and view their own records without HR being involved in every interaction?
How does the onboarding workflow work, and can I customise it?
What documents can I store, and how are they protected?
Can I set different leave policies for different teams, locations, or employment types?
Can I track probation periods, contract end dates, and renewal reminders?
What happens to an employee's data when they leave the company?
Does Encarmo HR help with employment law compliance?
Your next hire goes into HR.
Payroll is already waiting for them.
We import your existing employee records. Your leave policies are live the same day. The first time you approve a leave request and payroll adjusts itself — automatically, without anyone touching it — you'll understand exactly how much time you were losing to the gap between your HR system and your payroll system.
$15/month for your whole workforce. Add Payroll for $19/month and the two work as one. Change once. Everything updates.
“I updated three salaries in January. I did it in HR, and that was it. Payroll ran correctly. I didn't check it, I didn't cross-reference it, I didn't tell payroll what I'd done. I just trusted it. After three years of payroll errors from HR updates that didn't make it across, that felt remarkable.”
— Encarmo customer, professional services firm, 28 employees