Questions, answered

Click Get started, then use Proto to configure Core HR for your business. Set up your workflows, import your data and invite your team.

Employee records, organization and primary positions, effective employment changes, day-based leave, joining and leaving tasks, documents, policy acknowledgments and HR reporting. It is a focused foundation for everyday HR work, with configured handoffs to adjacent systems.

Payroll calculation, tax, payment and final-pay approval remain with a separate payroll owner. Core HR can share approved employee changes and track the agreed handoff. An external pay-period calendar may support leave accrual dates without adding payroll processing.

Recruiting, offers, performance, compensation and learning administration are separate. Core HR starts from the approved hire information and manages the retained employee lifecycle. Position vacancy reporting measures seat occupancy rather than a recruiting funnel.

Employees can use permitted self-service fields, maintain eligible own contacts and dependent details, request leave and acknowledge assigned policies. Legal identity, employer, manager, position, status and accepted balances require the appropriate protected HR action. Own document access follows the configured visibility rule.

Operational information for the current eligible team, such as work contact details, reporting relationships, absence dates and relevant task status. Medical reasons, identity or tax files, home addresses and family information are separately protected. Reassignment or expired access changes what the manager can retrieve.

An independent HR Manager reviews the exact hire proposal and dated position. First-day readiness is another HR Manager decision against required evidence. Actual commencement and the approved date also control activation; reaching the calendar date alone does not invent an employee start or account outcome.

Yes, the specification preserves dated employment spells and assignments. Future changes do not alter today’s headcount early. Rehire uses the validated person identity with a new spell, retaining the earlier separation and history. Current access is reauthorized rather than copied automatically from the former employment.

Submission reserves the calculated daily portions. Approval leaves that reservation in place. Actual use moves the same fraction from pending to taken once; cancellation releases only unused portions. Policies define schedules, accrual, carryover, expiry and any finite advance authority, including cross-year allocations.

They provide configured recordkeeping evidence. Requirements, versions, reviewer evidence and expiry determine the recorded status. A copy on file or a missing-evidence report is not a legal eligibility conclusion, completed filing or certification. Sensitive copies and their retention need the appropriate access and policy review.

The approved separation takes effect at its boundary, including internal permission changes. Checklist closure separately requires the defined task evidence and actual external outcomes, or an explicitly permitted independent waiver. Sending an account or final-pay request does not prove the provider completed it.

Ordinary manual work has no per-user fee. Metered machine work, retained data beyond the included allowances, agent execution and model usage follow the rate card. Implementation is separate. See pricing for the complete operation rates, credit packs and model-fee treatment.