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  • Termination of Employment In Qatar [A Detailed Guide]

    Termination of Employment In Qatar [A Detailed Guide]

    Termination compliances in Qatar are strict and every organization must follow the Labour Law carefully when ending an employment relationship. 

    There are real risks involved, including disputes, penalties and delays in visa or payroll processes. As an employer, you must handle notice periods, final settlements, gratuity and documentation correctly. Even a slight mistake can create legal or financial issues.

    We understand how complex termination processes can be for HR teams. Yomly offers end to end HR and payroll software for businesses in Qatar, helping manage payroll, final settlements and compliance in one place. 

    Our platform also supports employee offboarding, so we know the exact challenges employers face and how to manage them properly. Through this guide, we aim to help businesses understand how termination works under Qatar Labour Law. 

    Understanding Termination Under Qatar Labour Law

    Under Qatar’s Labour Law, termination refers to the legal end of an employment relationship between an employer and an employee. It is governed by clear rules that define how and when a contract can be ended, the notice required and the payments that must be made. These rules apply to all private sector employees working in Qatar, regardless of nationality or job role.

    Termination applies when either the employer or the employee decides to end the employment contract before or at its completion. Many employers get confused between termination and contract completion. 

    Contract completion simply means a fixed term contract has ended as agreed, while termination involves ending the employment relationship under the conditions defined by law.

    There are also different types of termination under Qatar Labour Law, each with its own requirements and consequences. Let us take a look at these types to understand how they work and what employers need to do in each case.

    Types of Employment Termination in Qatar

    When you end an employment relationship in Qatar, it is important to identify the correct type of termination. Each type follows different legal rules for notice, final settlement and employee rights. Here are the main types of employment termination under Qatar Labour Law.

    Termination by Employer

    Termination by the employer can happen with notice or without notice, depending on the reason. In most cases, employers must provide a written notice period as defined in the employment contract or Labour Law. 

    Termination without notice is allowed only in specific cases such as serious misconduct, and the employer must have proper evidence and documentation. If termination is not handled correctly, the employer may be liable for compensation.

    Termination by Employee (Resignation)

    Employees have the right to resign, but they must follow the notice period stated in their contract or the Labour Law. If an employee resigns without serving the required notice, the employer may deduct notice pay. In certain situations, such as contract breach by the employer, employees may resign without notice as allowed by law.

    Contract Expiry and Non-Renewal

    For fixed term contracts, employment ends automatically when the contract expires, unless both parties agree to renew it. 

    Contract expiry is not considered termination if it happens as per the agreed terms. However, employers must still process final settlement, pay outstanding dues and issue required documents. Failure to complete these steps can lead to disputes.

    Notice Period Requirements

    Employers need to follow notice period rules carefully when ending an employment relationship in Qatar. There are specific requirements based on the type of contract and the employee’s length of service. Let us check each of the main notice period rules under Qatar Labour Law.

    Standard Notice Period

    For employees on indefinite contracts, the minimum notice period is one month if the employee has worked for less than two years, and two months if the employee has completed two years or more. The notice period must be given in writing and served fully unless both parties agree otherwise.

    Notice Period During Probation

    During the probation period, either party may terminate the contract with a shorter notice. Employees must provide at least one month’s notice if they wish to leave Qatar for another employer. Employers must also follow the notice requirements defined by law during probation.

    Salary in Lieu of Notice

    If either party does not wish to serve the full notice period, they must pay salary in lieu of notice. This amount is calculated based on the employee’s basic salary for the remaining notice period.

    When Notice Is Not Required

    Notice is not required in cases of termination for serious misconduct as defined under Qatar Labour Law. In such cases, the employer must have proper evidence and follow legal procedures before ending the contract.

    Lawful Grounds for Termination Without Notice

    Even when there is a valid employment contract, Qatar Labour Law allows employers to terminate an employee without notice in specific and clearly defined situations. 

    This is allowed only when the employee commits serious violations, and the employer must be able to prove the misconduct with proper documentation. Termination without notice should always be handled carefully, as misuse can lead to legal consequences.

    Under Qatar Labour Law, lawful grounds for termination without notice include situations such as:

    • The employee commits a serious breach of contractual obligations
    • The employee commits gross misconduct that causes material loss to the employer, provided the employer reports the incident to authorities within the required timeframe
    • The employee is found to have obtained employment through false information or forged documents
    • The employee repeatedly violates company rules or safety instructions despite written warnings
    • The employee is absent from work without valid reason for the legally defined continuous or non-continuous period
    • The employee is found to be intoxicated or under the influence of drugs during working hours
    • The employee discloses confidential company information that results in harm to the business

    Even in these cases, employers must follow due process. This includes conducting an internal investigation, issuing written notices where required and keeping all evidence on record. Proper documentation is critical to defend the decision if a dispute arises.

    Yomly helps employers document warnings, track incidents and maintain employee records securely, ensuring termination decisions are supported by accurate data and remain compliant with Qatar Labour Law.

    Final Settlement Components

    To make sure every termination is completed properly, employers must calculate and pay the final settlement accurately. Missing even one component can lead to disputes or compliance issues. Here are the key elements that must be included in a final settlement in Qatar:

    • Unpaid salary up to the last working day
    • Salary in lieu of notice, if applicable
    • Accrued but unused annual leave encashment
    • End of Service gratuity
    • Pending allowances or benefits
    • Approved deductions or recoveries
    • Any contractual payments due on exit

    With Yomly, you do not have to calculate these manually. The platform tracks attendance, leave balances, salary details and service duration automatically and calculates each component correctly, ensuring the final settlement is accurate, complete and compliant with Qatar Labour Law.

    End of Service Gratuity Rules in Qatar (Quick Overview)

    End of Service gratuity is an important part of the employee termination process in Qatar. It is a mandatory payment made to eligible employees at the end of their employment and must be calculated correctly to stay compliant with Labour Law. 

    Here is the simplest way to understand how EOS works in Qatar.

    Basic EOS Formula:

    • EOS is calculated based on the employee’s last basic salary
    • Employees are entitled to three weeks’ basic salary for each completed year of service
    • The total EOS amount must not exceed two years’ wages

    EOS applies to employees who have completed at least one year of continuous service, except in specific cases where the law allows otherwise.

    If you want to understand EOS calculation in more detail, including eligibility rules and step by step examples, you can refer to our detailed guide on how to calculate End of Service gratuity in Qatar.

    How Yomly Simplifies Employee Termination in Qatar

    Yomly is used by leading organizations across the region to manage employee terminations accurately and compliantly. The platform allows you, as an employer, to handle every step of the termination process in one place, from notice management to final settlement and payroll processing.

    With Yomly, all employee data, contracts, salary history, leave balances and attendance records are already stored in the system. This makes it easy to calculate notice pay, leave encashment and End of Service gratuity without manual work. Even for multi location and multi currency businesses, Yomly applies the correct local rules and ensures every calculation follows Qatar Labour Law.

    If you want to simplify employee termination and reduce compliance risk, book a free demo and our experts will show you how Yomly can support your HR and payroll operations end to end.

  • A Complete List of Public Holidays In Singapore [2026 Updated]

    A Complete List of Public Holidays In Singapore [2026 Updated]

    Every year, organizations in Singapore have to plan their work schedules, payroll cycles, and leave policies around official public holidays. Singapore has a well defined holiday structure, and when employees are entitled to paid public holidays, employers must ensure accurate tracking and compliance to avoid payroll or attendance issues.

    At Yomly, we work with some of the top organizations in Singapore, helping them manage people operations using our HR and Payroll software. 

    We regularly support HR teams with holiday calendars, leave management, and payroll accuracy. By creating this guide, we aim to share a complete and updated list of public holidays in Singapore for 2026, making it easier for businesses to plan ahead and stay compliant.

    2026 Calendar For Public Holidays In Singapore At A Glance

    Let us first take a quick look at the 2026 calendar for public holidays in Singapore. This at a glance view helps employers and HR teams understand how holidays are spread across the year and plan workforce schedules more effectively.

    DateDayHoliday
    1 Jan 2026ThursdayNew Year’s Day
    17 Feb 2026TuesdayChinese New Year (Day 1)
    18 Feb 2026WednesdayChinese New Year (Day 2)
    21 Mar 2026*SaturdayHari Raya Puasa*
    3 Apr 2026FridayGood Friday
    1 May 2026FridayLabour Day
    27 May 2026*WednesdayHari Raya Haji*
    31 May 2026SundayVesak Day
    1 Jun 2026MondayVesak Day Holiday (in lieu)
    9 Aug 2026SundayNational Day
    10 Aug 2026MondayNational Day Holiday (in lieu)
    8 Nov 2026SundayDeepavali
    9 Nov 2026MondayDeepavali Holiday (in lieu)
    25 Dec 2026FridayChristmas Day

    Important Note: While the dates listed above reflect the officially announced public holidays for Singapore in 2026, some holidays such as Hari Raya Puasa and Hari Raya Haji are subject to change based on the official moon sighting. Employers should always monitor government updates and adjust leave and payroll calendars accordingly.

    Singapore’s Public Holidays In Detail (2026 Edition)

    For further clarity, here are detailed insights on Singapore’s public holidays in 2026. This section explains each holiday and its significance, helping employers and HR teams plan leave, staffing, and payroll more effectively.

    New Year’s Day – 1 January 2026 (Thursday)

    New Year’s Day marks the beginning of the calendar year and is observed nationwide in Singapore. It is a paid public holiday for all employees covered under the Employment Act. Most offices, banks, and government institutions remain closed, while essential services operate with limited staff. For employers, this holiday often sets the tone for annual leave planning, payroll cycles, and attendance policies. HR teams typically use this period to finalize yearly holiday calendars and update leave balances in HR systems.

    Chinese New Year – 17 & 18 February 2026 (Tuesday and Wednesday)

    Chinese New Year is one of Singapore’s most significant public holidays and is celebrated over two consecutive days. It marks the start of the lunar new year and is widely observed across the country. Most businesses close or operate with reduced staff, especially those with a high local workforce. Employers must account for two paid holidays and potential extended leave requests around this period. Proper scheduling and leave tracking are essential to maintain business continuity during this festive season.

    Hari Raya Puasa – 21 March 2026 (Saturday, subject to confirmation)

    Hari Raya Puasa celebrates the end of Ramadan and is an important religious holiday for Muslims in Singapore. The actual date depends on moon sighting and is officially confirmed closer to the event. If the holiday falls on a weekend, an in lieu holiday may apply depending on regulations. Employers should stay updated on official announcements to ensure accurate payroll processing. Advance planning is recommended, especially for industries with shift-based or essential operations.

    Good Friday – 3 April 2026 (Friday)

    Good Friday is a Christian holiday commemorating the crucifixion of Jesus Christ. It is a nationwide public holiday in Singapore, and most offices, schools, and government bodies remain closed. Since it falls on a Friday in 2026, employees benefit from a long weekend. Employers should account for reduced workforce availability and possible leave extensions. Payroll and attendance systems should be updated to reflect the holiday accurately, especially for hourly or shift-based employees.

    Labour Day – 1 May 2026 (Friday)

    Labour Day recognizes the contributions of workers and is a key public holiday in Singapore. It is observed across all industries, with most businesses closed or operating on limited staffing. Falling on a Friday in 2026, it creates another long weekend, which may impact productivity and attendance planning. Employers must ensure eligible employees receive paid leave or appropriate compensation if required to work. Labour Day also serves as a reminder to review HR policies and workforce benefits.

    Hari Raya Haji – 27 May 2026 (Wednesday, subject to confirmation)

    Hari Raya Haji, also known as the Festival of Sacrifice, is observed by Muslims in Singapore. Like Hari Raya Puasa, its date depends on lunar observation and is officially confirmed closer to the holiday. It is a paid public holiday, and many employees may request leave around this period. Employers should monitor government announcements and update their HR calendars accordingly. Accurate leave and payroll tracking helps avoid compliance issues and employee dissatisfaction.

    Vesak Day – 31 May 2026 (Sunday)

    Vesak Day commemorates the birth, enlightenment, and passing of Lord Buddha and is an important Buddhist holiday in Singapore. In 2026, Vesak Day falls on a Sunday, which means the following Monday is observed as a public holiday in lieu. Employers must account for the in lieu holiday when planning payroll and attendance. Businesses should ensure systems correctly reflect the holiday shift to avoid errors in salary calculations or leave balances.

    Vesak Day Holiday (In Lieu) – 1 June 2026 (Monday)

    Since Vesak Day falls on a Sunday in 2026, Monday is observed as the official public holiday. This in lieu holiday applies to all eligible employees and should be treated as a regular paid public holiday. Employers must ensure attendance systems, payroll software, and work schedules reflect this adjustment. Failure to recognize in lieu holidays can lead to compliance risks. Proper automation helps HR teams manage such calendar changes smoothly without manual errors.

    National Day – 9 August 2026 (Sunday)

    National Day celebrates Singapore’s independence and is one of the most important national holidays. In 2026, it falls on a Sunday, triggering an in lieu public holiday on the following Monday. Many businesses close, and public celebrations take place across the country. Employers should plan for limited workforce availability and ensure accurate holiday marking in HR systems. National Day often sees higher leave requests, especially when combined with the in lieu holiday.

    National Day Holiday (In Lieu) – 10 August 2026 (Monday)

    The in lieu holiday for National Day applies because the official date falls on a Sunday. This Monday is treated as a paid public holiday for eligible employees. Employers must update payroll and attendance records to reflect the shift correctly. For organizations with continuous operations, staff working on this day may be entitled to additional compensation or time off. Clear communication with employees helps prevent confusion around entitlement and scheduling.

    Deepavali – 8 November 2026 (Sunday)

    Deepavali, also known as the Festival of Lights, is celebrated by the Hindu community in Singapore. In 2026, it falls on a Sunday, which results in an in lieu holiday on the next working day. Many employees may also request leave around this time for family and religious observances. Employers should plan staffing accordingly and ensure compliance with public holiday rules. Accurate holiday calendars help manage attendance and payroll without disruption.

    Deepavali Holiday (In Lieu) – 9 November 2026 (Monday)

    Since Deepavali falls on a Sunday in 2026, the following Monday is observed as a public holiday. This in lieu arrangement must be reflected in payroll and leave systems. Employers should ensure employees receive their entitled paid holiday or appropriate compensation if they are required to work. In lieu holidays are commonly missed if calendars are not updated properly, making automated HR systems valuable for compliance and accuracy.

    Christmas Day – 25 December 2026 (Friday)

    Christmas Day marks the celebration of the birth of Jesus Christ and is observed nationwide in Singapore. Falling on a Friday in 2026, it creates a long weekend for employees. Most offices and government institutions are closed, while retail and hospitality sectors may operate with adjusted staffing. 

    Employers should anticipate higher leave requests and ensure payroll systems reflect the holiday accurately. Christmas often coincides with year end planning, making scheduling especially important.

    Also Read:

    How Yomly Helps You Manage Singapore Public Holidays?

    Yomly is an all in one HR and payroll platform designed for modern organizations. It is one of the trusted platforms used by businesses across the MENA, GCC, and SEA regions, including leading organizations in Singapore. Yomly helps HR and finance teams manage public holidays, leave, attendance, and payroll without manual effort or errors.

    Singapore’s top organizations use Yomly to solve common payroll and compliance challenges related to public holidays and in lieu rules. The platform is 100 percent cloud based and mobile ready, allowing teams to manage everything from anywhere. Payroll is fully automated and configured as per your company policies and local regulations, ensuring accurate salary processing even during complex holiday cycles.

    With Yomly, public holiday calendars are easy to set up, leave balances stay updated, and payroll calculations remain compliant, giving HR teams complete control and peace of mind.

    Frequently Asked Questions

    1. Are employees entitled to paid public holidays in Singapore in 2026?

    Yes, employees covered under the Singapore Employment Act are entitled to 11 paid public holidays each year, including those listed for 2026. If an employee is required to work on a public holiday, the employer must provide an extra day’s salary or grant a day off in lieu, based on mutual agreement. This applies to full time employees as well as eligible part time employees, calculated on a pro rated basis.

    2. What happens if a public holiday in Singapore falls on a Sunday?

    If a public holiday falls on a Sunday, the next working day becomes a public holiday in lieu. In 2026, holidays such as Vesak Day, National Day, and Deepavali fall on a Sunday, so the following Monday is observed as the official holiday. Employers must update payroll, attendance, and leave records accordingly to remain compliant and avoid salary calculation errors.

    3. Are part time employees entitled to public holidays in Singapore?

    Yes, part time employees are entitled to public holidays if they meet eligibility requirements under the Employment Act. Their public holiday pay is calculated based on their average daily working hours. Employers must ensure accurate tracking of work schedules and apply the correct payroll formula to avoid underpayment or disputes, especially when public holidays fall on regular working days for part time staff.

    4. How can HR teams avoid payroll errors during public holidays in Singapore?

    Payroll errors usually occur due to missed in lieu holidays, incorrect overtime calculations, or outdated holiday calendars. Using an automated HR and payroll system like Yomly helps prevent these issues by maintaining an updated public holiday calendar, automating leave adjustments, and calculating salaries accurately based on company policies and Singapore regulations. This reduces manual work and ensures compliance throughout the year.

  • How to Calculate Severance Pay in Vietnam [Updated]

    How to Calculate Severance Pay in Vietnam [Updated]

    When employees leave a company, employers must follow the correct rules for calculating severance pay to stay compliant and complete the offboarding process smoothly. 

    Employee separation under Vietnam Labor Code has clear guidelines, and it becomes very important for employers to understand when severance pay applies, how it is calculated and which salary components must be used.

    There is also common confusion about eligibility, unemployment insurance periods and the exact formula. Many businesses are already solving these challenges using Yomly, one of the top HR and payroll software platforms in Vietnam. 

    We have created this guide to explain the full severance pay process in a simple and practical way. It covers eligibility rules, salary calculations, exclusions and step by step examples to help you calculate severance accurately and confidently.

    What Is Severance Pay in Vietnam?

    In Vietnam, severance pay is a mandatory financial benefit that employers must provide to eligible employees when their employment ends under specific conditions. 

    Some countries call this an end of service benefit, but in Vietnam it follows its own rules under the Labor Code. Its purpose is to support employees during the transition period after leaving a job and to recognize their service with the company.

    Severance pay applies when an employee leaves the company through contract expiration, resignation with proper notice or mutual agreement, as long as they have worked for at least 12 months and meet the eligibility rules. 

    It does not apply in cases where the employee contributed to unemployment insurance for the entire working period, was dismissed for disciplinary reasons or resigned illegally.

    It is also important to understand the difference between severance pay and job loss allowance.

    • Severance pay is provided for normal separation cases such as resignation or contract expiry.
    • Job loss allowance applies when an employee loses their job due to restructuring, changes in technology or economic reasons.

    The calculation method and eligibility conditions are different for each, and employers must apply the correct one based on the exit scenario.

    Also Read: A Complete List of Public Holidays In Vietnam

    When Is an Employee Entitled to Severance Pay?

    When you process employee offboarding, it is not always clear whether severance pay applies. Vietnam Labor Code sets very specific conditions for when employers must pay severance and when they are exempt. Here are the situations where severance pay is applicable.

    1. Contract Expiration Without Renewal

    If a fixed-term labor contract expires and the employer or employee chooses not to renew it, the employee is entitled to severance pay as long as they meet the minimum service requirement and have unpaid periods not covered by unemployment insurance.

    2. Mutual Agreement Termination

    When both the employer and employee agree to end the contract, severance pay must be provided if the employee has completed at least 12 months of work and any eligible years are not covered by unemployment insurance.

    3. Employee Resignation With Proper Notice

    Employees who resign and follow the correct notice period stated in the Labor Code are eligible for severance pay. The employer cannot refuse payment if all legal conditions are met.

    4. Termination by Employer Where Severance Is Required

    If the employer terminates the contract for reasons that do not fall under disciplinary dismissal or illegal behavior, severance must be paid. This includes termination due to operational needs, non-performance or medical reasons authorized by law.

    5. Cases Where Severance Does Not Apply

    An employee is not entitled to severance pay under the following conditions:

    • They contributed to unemployment insurance for the entire eligible period
    • They are dismissed due to disciplinary action
    • They resign without proper notice
    • They were working under a probation contract only

    These are some important rules to understand because applying the wrong condition can lead to errors in final settlement. Before calculating severance pay, employers should always check which category the employee falls into and follow the correct requirement.

    Eligibility Requirements for Severance Pay

    Employers must understand the exact eligibility rules before calculating severance pay. To make this simple, here are the key conditions that determine whether an employee qualifies for severance in Vietnam. We are simplifying it further so you can quickly identify who is eligible.

    Eligibility Requirements:

    • Employee has completed at least 12 months of continuous service
    • Employee did not contribute to unemployment insurance for the full working period
    • Employee leaves under a valid separation type (contract expiry, resignation with notice, or mutual agreement)
    • Employee is not dismissed for disciplinary reasons
    • Employee did not resign illegally
    • Employment was under an official labour contract

    Yomly automatically tracks employment duration, contribution history and separation type, so you do not have to check these conditions manually. This ensures severance pay is calculated correctly and consistently for every employee.

    Salary Components Used for Severance Calculation

    When calculating severance pay in Vietnam, employers must use the average salary from the last six months of employment. This amount forms the base for the severance formula, so using the correct salary components is essential for accuracy and compliance.

    1. Average Salary of the Last Six Months

    The law requires employers to calculate the average monthly salary earned during the final six months before the employee leaves. This helps reflect the most recent and realistic earnings of the employee.

    2. Salary Components That Must Be Included

    Only the following components are included in the six-month average:

    • Basic salary
    • Contractual fixed allowances (meal allowance, position allowance, responsibility allowance, etc.)
    • Fixed monthly payments stated in the labour contract

    These components must be consistent and clearly defined in the contract.

    3. Salary Components That Must Be Excluded

    The following components are not used for severance calculation:

    • Bonuses and incentive payments
    • Overtime pay
    • Commission-based earnings
    • One-time payments
    • Irregular or performance-based allowances

    These payments fluctuate and do not reflect guaranteed earnings.

    4. Example for Clarity

    If an employee earned the following in the last six months:

    • Basic salary: 10,000,000 VND
    • Position allowance: 2,000,000 VND
    • Meal allowance: 1,000,000 VND
    • Monthly averages remain consistent

    Average salary for severance calculation = 13,000,000 VND

    Bonuses or overtime earned during these months would not be included.

    Severance Pay Formula Under Vietnam Labor Law

    Here is a simple and accurate overview of the severance pay formula used in Vietnam. You can use this structure to calculate the exact amount owed to an eligible employee during offboarding.

    1. Standard Formula

    Severance pay is calculated as:

    Half a month of average salary × Number of eligible years of service

    Eligible years of service exclude periods where the employee contributed to unemployment insurance.

    2. Calculating Partial Years

    If an employee worked additional months beyond full years, those months must be calculated proportionally.

    For example:

    • 6 months of service = 0.5 year
    • 4 months of service = 0.33 year

    This ensures every month worked is accounted for in the final amount.

    3. Excluding Unemployment Insurance Periods

    Only periods not covered by unemployment insurance qualify for severance pay.

    If an employee paid into unemployment insurance for certain years, those years are removed from the total eligible service before applying the formula.

    4. Job Loss Allowance (Different From Severance Pay)

    Job loss allowance applies when an employee loses their job due to restructuring, technology changes or organizational reasons.

    The formula for job loss allowance is different and must not be confused with severance pay. Employers should review which case applies before calculation.

    Step-by-Step Severance Pay Calculation Examples

    Let us take two practical examples to understand exactly how severance pay is calculated under Vietnam Labor Law. These examples follow the official formula and use real salary figures to make the process easy to follow.

    Example 1: Employee with 2 Years 5 Months of Service

    Employee details:

    • Average salary of last 6 months: 12,000,000 VND
    • Total service: 2 years 5 months
    • Unemployment insurance paid for: 2 full years

    Step 1: Identify eligible service period

    Only periods not covered by unemployment insurance qualify.

    Eligible service = 5 months = 0.42 year

    Step 2: Apply severance formula

    Severance = 0.5 × 12,000,000 × 0.42 = 2,520,000 VND

    Final severance pay: 2,520,000 VND

    Example 2: Employee with 7 Years of Service

    Employee details:

    • Average salary of last 6 months: 15,000,000 VND
    • Total service: 7 years
    • Unemployment insurance paid for: 6 years

    Step 1: Identify eligible service period

    Only 1 year is not covered by unemployment insurance.

    Eligible service = 1 year

    Step 2: Apply severance formula

    Severance = 0.5 × 15,000,000 × 1 = 7,500,000 VND

    Final severance pay: 7,500,000 VND

    These examples show how important it is to identify the correct eligible service period before applying the formula. Yomly calculates these values automatically, removing all guesswork for employers.

    Special Cases That Affect Severance Pay

    There might be some cases where the standard severance calculation does not apply directly. These situations can change the eligible service period or the salary used in the calculation. Here are the main cases employers should be aware of:

    • Salary increases or changes in the last 6 months
    • Long periods of unpaid leave
    • Employee transfers between subsidiaries
    • Mergers or restructuring affecting contract terms
    • Probation periods that do not count toward service
    • Disciplinary termination under Labor Code
    • Employment gaps or rejoining after separation

    Yomly can be set up with your company’s rules and Vietnam Labor Law requirements, so all these cases are calculated correctly and consistently. This ensures your severance payments are accurate every time.

    Calculate Severance Pay in Vietnam With Confidence

    In Vietnam, every single part of the severance process must follow the Labor Code, and even small mistakes can lead to disputes or compliance issues. Employers also need to understand different guidelines for eligibility, unemployment insurance periods and salary components, which can make manual calculations difficult and time consuming.

    Enterprise businesses across Vietnam are already using Yomly to automate severance calculations, final settlements and payroll processing. If you are managing a growing workforce or handling complex offboarding cases, Yomly offers a reliable and accurate way to stay compliant. Whether you have 50 employees or more than 250 employees, you can streamline the entire process in one platform.

    Book a demo and see how our HR and payroll software can simplify severance calculations and help you manage compliance with confidence.

  • 10 Best HR Software for Aviation Industry

    10 Best HR Software for Aviation Industry

    10 Best HR Software for Aviation Industry

    Aviation companies manage complex workforces across airports, bases, and technical operations. HR teams handle licensing, compliance, crew readiness, onboarding, shift rotations, and multi-country hiring every day. 

    The right HR software helps reduce manual work, improve safety, and keep crew operations running smoothly. 

    This list brings together the top HR platforms that support aviation-specific needs, including certification tracking, fatigue rules, mobile workflows, and real-time scheduling.

    In this listicle roundup, you will find the 10 best HR software solutions for the aviation industry.

    1. Yomly

    Yomly is the best HR platform for aviation enterprises with 250+ employees. Aviation leaders trust Yomly across 50+ countries, including teams at Lufthansa Technik Middle East, Isuzu Motors, and Nord Anglia Education. The platform centralises employee data, handles license and visa tracking, automates onboarding, and streamlines shift scheduling for large aviation workforces. 

    HR teams gain real-time visibility into compliance, attendance, and performance across multiple bases. Recruiters speed up hiring through an ATS that supports video CVs and structured workflows. Crew members complete HR tasks through a mobile app. Yomly delivers aviation-grade compliance, fast setup, and enterprise-level support.

    Key features

    • Centralised employee records with secure, role-based access
    • License, visa, and medical tracking with automated expiry alerts
    • ATS with video CVs, structured workflows, and branded career pages
    • Shift scheduling with rotation rules and workload checks
    • Performance management with goals, tracking, and review cycles
    • Mobile app for crew and managers to handle HR tasks anywhere
    • Real-time analytics for compliance, attendance, and headcount
    • Automated onboarding and offboarding with workflow routing

    Pricing: Custom pricing based on enterprise size and selected HR modules.

    What we love about Yomly:

    Yomly is easy to use, even for large aviation teams, which is rare in enterprise HR software. The system organises information neatly, reduces back-and-forth for approvals, and helps HR teams stay on top of documents and people’s needs. Crew members also get a smooth mobile experience. The strong regional support makes Yomly a reliable partner for fast-moving aviation operations.

    2. helloFriday

    helloFriday offers a modern HR platform that helps companies manage people, processes, and internal communication in one place. The system centralises employee data, automates recurring HR tasks, and simplifies day-to-day workflows for teams managing large, distributed workforces. HR teams use helloFriday to organise documents, manage attendance, run onboarding steps, schedule reviews, and support employees through a clean and customisable interface.

    Key features

    • People directory with detailed employee profiles, org charts, and custom permissions
    • Attendance calendar that shows holidays, sick leave, and absence types in one view
    • Employee Voices module for raising concerns through anonymous feedback channels
    • Automated workflows for onboarding, reviews, and recurring HR tasks
    • Document hub for storing contracts, policies, and training materials
    • Role and permission settings to manage visibility and secure employee data
    • Report builder with custom and standard HR analytics
    • Mobile app for employees to manage requests and updates on the go

    Pricing: Available on custom plans based on organisation size and selected modules.

    What we love about helloFriday:

    helloFriday brings structure to everyday HR tasks and keeps the system easy to use for both managers and employees. The automated workflows reduce admin time, the permissions system improves data control, and the clean interface makes HR processes feel simple rather than overwhelming.

    3. FLEETPLAN

    FLEETPLAN offers an aviation-focused HR and workforce operations platform that helps airlines manage crew assignments, availability, duty schedules, and compliance in one system. The platform brings together contract data, workforce planning needs, roster creation, and timekeeping, enabling HR and operations teams to plan and control crew activity more accurately. FLEETPLAN also supports training requirements, recent experience checks, and ruleset validations to help teams maintain operational standards.

    Key features

    • Contract management that supports multiple assignments, onboarding steps, shift rules, and vacation planning
    • Central directory for managing organisations, locations, positions, and permission levels
    • Capacity planning tools that forecast crew requirements by aircraft type, base, or operational need
    • Duty roster builder that assigns crew based on location, department, aircraft, or position demands
    • Timekeeping for duty hours, positioning, leave, wishes, and planned vs. actual activity
    • Ruleset and validation engine that checks rosters and timekeeping against safety, training, and experience requirements
    • Real-time alerts that flag non-compliant or conflicting crew schedules

    Pricing: Custom pricing based on operator size and required modules.

    What we love about FLEETPLAN:

    FLEETPLAN connects HR, scheduling, and compliance in a way that suits aviation operations. The built-in validations reduce errors, the planning tools help teams forecast needs accurately, and the duty roster builder gives HR and operations a clear, organised view of the entire workforce.

    4. Deltek

    Deltek offers an HR platform that helps aviation organisations manage people, skills, and workforce development in a structured and compliant way. The system centralises employee information, supports onboarding, tracks training needs, and connects performance management with workforce planning. Aviation teams use Deltek to maintain accurate records, organise certifications, streamline HR tasks, and plan staffing needs across bases, projects, and operational units.

    Key features

    • Centralised employee profiles with role, certification, and compliance tracking
    • Self-service tools that let crew and staff update data and reduce HR admin
    • Workforce planning features that map skills, availability, and future staffing needs
    • Performance and development module with ongoing reviews and goal tracking
    • Learning management for managing credentials, required training, and course delivery
    • Talent acquisition tools for structured hiring and onboarding
    • HR analytics for monitoring staffing levels, training gaps, and compliance insights

    Pricing: Custom pricing based on organisation size and required HR modules.

    What we love about Deltek:

    Deltek organises HR operations around skills, compliance, and ongoing development, which fits the needs of aviation teams. The platform makes it easy to track training, manage crew records, and support long-term workforce planning. The integration of learning, performance, and hiring provides HR leaders with a structured approach to building and maintaining a qualified aviation workforce.

    5. IFS

    IFS offers an HCM platform that helps aviation and aerospace organisations manage people, skills, and workforce operations within a single cloud system. The platform centralises HR data, supports structured onboarding, tracks training and compliance needs, and connects performance management with workforce planning. Aviation teams use IFS to maintain visibility across roles, improve engagement through self-service tools, and make informed decisions using real-time and AI-driven insights.

    Key features

    • Centralised HR records with role, skill, certification, and compliance tracking
    • Workforce planning tools that map headcount, talent needs, and future staffing gaps
    • AI-assisted job descriptions that reduce bias and streamline recruitment
    • Performance development features that support reviews, goals, and career growth
    • Learning and training management for regulated aviation and aerospace roles
    • Self-service tools for profile updates, schedules, safety tasks, and training access
    • Time and job-based reporting that supports operational accuracy
    • Insights for ESG, diversity, safety, and workforce wellbeing

    Pricing: Custom pricing based on deployment scope and required HR modules.

    What we love about IFS:

    IFS connects HR, compliance, and workforce planning in a way that suits complex aviation operations. The AI-enabled tools reduce manual effort, the training and development features support regulated roles, and the platform gives HR leaders clear visibility across large, distributed teams.

    6. Cezanne HR

    Cezanne delivers a configurable HR platform that helps aviation HR teams manage the full employee lifecycle. The system centralises personnel records, automates onboarding and approvals, tracks mandatory training and certifications, and supports multi-country working patterns. Aviation HR teams use Cezanne to run absence and time tracking, manage documents and e-signatures, and generate the reports needed for safe, compliant crew operations.

    Key features

    • Employee profiles that store certifications, legal identifiers, and event history for crew and staff
    • Configurable working-time patterns and multiple placements to model rotations and base deployments
    • Absence and time tracking with calendar view, entitlement rules, and automated approvals
    • Document management with e-signature, renewal alerts, and audit trails for licenses and medical records
    • Form builder and workflow automation for licence renewals, training sign-offs, and safety reports
    • HR portals and self-service that let crew update data, access payslips, and submit requests on mobile
    • Reporting and analytics for headcount, turnover, training gaps, and compliance tracking
    • Global HRMS capabilities that handle multi-country rules, translations, and GDPR controls

    Pricing: Subscription pricing based on active headcount and selected modules.

    What we love about Cezanne HR:

    Cezanne gives aviation HR teams clear control over certifications, rostering-related work patterns, and mandatory training. The platform removes repetitive admin through smart workflows and keeps critical documents audit-ready. Teams gain fast access to role-specific reports and self-service tools that reduce errors and help maintain safe, compliant operations across multiple bases.

    7. Avi HRP

    Avi HRP delivers an aviation-specific HR platform that helps organisations manage staff records, certifications, compliance tasks, and operational readiness in one cloud system. The platform simplifies crew and employee lifecycle management, tracks license and medical validity, automates leave and document workflows, and supports HR teams with dashboards that highlight risks and upcoming actions. Aviation departments rely on Avi HRP to maintain accuracy, reduce manual work, and keep high-stakes HR processes aligned with regulatory requirements.

    Key features

    • Staff management with real-time employee data, departmental filtering, and lifecycle tracking
    • Automated license, medical, and rating expiry alerts with configurable lead times
    • Vacation Desk that manages leave rules, balances, requests, and approval flows
    • Documents Desk for storing certificates, medicals, contracts, and audit-ready files
    • Smart Dashboard that displays compliance gaps, pending tasks, and workforce status
    • Task Desk for managing corrective actions, compliance reminders, and HR workflows
    • Library Desk for storing training materials, SOPs, and regulatory documents
    • Report engine for operational status, certification trends, and HR compliance analytics

    Pricing: Custom pricing based on modules, organisation size, and operational complexity.

    What we love about Avi HRP:

    Avi HRP focuses on aviation’s real compliance challenges—license validity, medical checks, endorsements, leave rules, and document control. The dashboards make risks instantly visible, and the system reduces manual work through purpose-built workflows designed for regulated aviation environments.

    8. Plane

    Plane provides a global HR platform that helps aviation companies onboard, manage, and support employees and contractors across multiple countries. The system guides HR teams through compliant hiring steps, builds location-specific workflows, and stores every document in a secure cloud record. Aviation organisations use Plane to manage cross-border onboarding, contracts, employee data, and HR tasks without navigating local regulations manually.

    Key features

    • Guided onboarding flows that adapt to each country’s formats, banking details, and documentation
    • Automated, locally compliant contracts with built-in e-signatures and signature tracking
    • Contract update suggestions when compensation or local laws change
    • Centralised data hub for employee and contractor information, compensation history, and tax forms
    • Permission controls that define which documents staff, contractors, and admins can access
    • Secure document storage for W-8, W-9, PIIAs, and country-specific compliance files
    • Custom reporting for headcount, spend by department, and workforce distribution across regions

    Pricing: Tiered pricing based on the number of contractors/employees and selected modules. Custom quotes available.

    What we love about Plane:

    Plane simplifies hiring and managing aviation staff across multiple countries. The location-aware workflows, compliance-ready contracts, and centralised document system make cross-border HR tasks simple, accurate, and organised.

    9. Aeroates

    Aeroates supports aviation organisations by combining HR expertise with crew operations, compliance, and logistical support. The company helps airlines and ACMI operators manage hiring, onboarding, documentation, and regulatory requirements while keeping crew needs at the centre. 

    HR teams use Aeroates to handle A1 form administration, payroll support, and workforce coordination across countries. Operations teams rely on its crew planning, rostering, and disruption management services, while employees benefit from structured wellbeing and health programs. The approach blends aviation regulations, people management, and on-the-ground support into a single, connected solution.

    Key features

    • End-to-end aviation HR and recruitment for cockpit, cabin, and ground roles
    • Workforce planning, onboarding, and talent engagement for seasonal and long-term needs
    • Crew scheduling and rostering with FTL/EASA compliance checks
    • Disruption and real-time operational coordination across bases
    • Logistics support for travel, accommodation, relocation, and uniforms
    • Wellbeing programs, including psychological support, fatigue management, and insurance access
    • HRM tools for portals, analytics, and crew performance insights
    • Sustainability-focused HR processes with paperless workflows and green initiatives

    Pricing: Custom packages based on team size, service mix, and operational scope.

    What we love about Aeroates:

    Aeroates brings aviation HR, compliance, and crew operations together in a practical and people-first way. The combination of scheduling expertise, wellness programs, and hands-on logistical support makes it especially useful in fast-moving airline environments.

    10. RosterElf

    RosterElf helps aviation and airport teams plan staffing around flight banks, turnaround windows, and operational constraints. The platform supports HR teams by automating rostering, tracking attendance, managing certificates, and coordinating schedule changes in real time. 

    Ground crews, screeners, baggage teams, and airside staff receive clear updates through the mobile app, while managers get accurate timesheets, award-aware payroll data, and visibility into fatigue, skills, and coverage requirements.

    Key features

    • Costed rosters built around gate plans, SLAs, fatigue limits, and skill requirements
    • Time and attendance with photo/GPS verification at terminals, screening points, and ramp entries
    • Award interpretation that applies penalties, overtime, and allowances before payroll export
    • Leave management that shows coverage impact on security ratios and peak periods.
    • Mobile app with real-time roster updates, disruption alerts, and shift acceptance.
    • Shift-linked chat for coordinating gate changes, PRM escorts, ramp activities, and late bags
    • Certificate tracking for ASIC, AVOP, first-aid, VOCs, and other airport permits
    • Paperless onboarding for seasonal hires, including contracts, inductions, and airside training

    Pricing: Subscription pricing based on the number of staff and feature requirements. Free trial available.

    What we love about RosterElf:

    RosterElf adapts well to the pace and complexity of airport operations. The skill-based scheduling, licence tracking, mobile alerts, and award-aware payroll tools give aviation teams a practical way to stay compliant and fully staffed during peaks and disruptions.

    ???? Explore Best HR software for related industries:

    Final Words

    The aviation industry needs HR systems that can manage compliance, crew scheduling, certifications, and large multi-base teams. Each platform in this list supports these needs in different ways, but the right choice depends on your team size, operational model, and compliance requirements. 

    Here is a quick comparison to help you move forward:

    HR SoftwareBest ForKey Strength
    YomlyLarge aviation enterprisesFull HR suite with aviation-grade compliance
    helloFridayDistributed teamsEasy workflows and smart automation
    FLEETPLANAirlines & crew opsDeep rostering and ruleset validation
    DeltekSkills & workforce developmentStrong performance and learning tools
    IFSRegulated aviation & aerospaceAI-driven HR and compliance visibility
    Cezanne HRMulti-base aviation teamsCertification tracking & global HRMS
    Avi HRPHigh-compliance environmentsAutomated licence & medical tracking
    PlaneGlobal aviation hiringCross-border onboarding & compliant contracts
    AeroatesAirlines needing HR + ops supportRecruitment, rostering & logistics
    RosterElfAirports & ground opsSkill-based rostering & real-time updates

    Review your core HR challenges, whether compliance, scheduling, onboarding, or global hiring, and match them with the strengths shown in the table. 

    If you operate a large aviation workforce and need an end-to-end HR solution, start with a FREE Yomly demo to see how it supports your operations.

  • What is GOSI In KSA: Everything That You Need To Know

    What is GOSI In KSA: Everything That You Need To Know

    Saudi Arabia has been one of the strongest and most regulated labour markets in the region, ensuring that employees receive proper protection and financial security. 

    One of the most important parts of this system is social insurance, which helps safeguard workers against retirement risks, workplace injuries and unemployment situations. GOSI plays a key role in this process and every employer needs to understand how it works and how contributions are managed.

    At Yomly, we are one of the top HR and Payroll software platforms in KSA. Our software helps businesses across Saudi Arabia automate their payroll while staying fully compliant with GOSI rules and local regulations. 

    This guide from our expert team will help you understand what GOSI is, how contributions work and what you need to do to stay compliant as an employer.

    What Is GOSI?

    GOSI stands for the General Organization for Social Insurance, the government body responsible for managing social insurance programs in Saudi Arabia. It was created to protect the financial and social rights of workers and their families. GOSI collects monthly contributions from employers and eligible employees and uses these funds to provide benefits such as pensions, occupational hazard coverage and unemployment support.

    GOSI works by registering each employee, tracking their monthly salary contributions and maintaining their insurance record throughout their employment. 

    These records are then used to determine the employee’s future benefits, whether they relate to retirement, disability, workplace injury or unemployment support like SANED. The goal is to create a safer and more secure work environment where employees have long-term protection.

    How GOSI Applies to Saudi and Non Saudi Employees

    Here is how it works on both Saudi and Non Saudi employees:

    Saudi Employees

    Saudi nationals must be registered under GOSI. They contribute to pension, unemployment insurance (SANED) and occupational hazard insurance. Both employee and employer share the contribution cost based on a fixed percentage of the employee’s wage.

    Non Saudi Employees

    Expat employees are only covered under the occupational hazard insurance program. They do not contribute to pensions or SANED. Employers pay a small percentage on behalf of the expatriate employee to cover workplace injury protection.

    Who Must Register Under GOSI?

    When companies begin operating in Saudi Arabia, one of the first compliance steps is registering employees under GOSI. Many employers get confused about who exactly needs to be enrolled, so here are the main categories that must be registered:

    • Saudi nationals working in the private sector
    • GCC nationals working in Saudi Arabia
    • Expatriates who fall under occupational hazard insurance
    • Employers with active commercial registration in KSA
    • Any establishment hiring workers under the Saudi Labour Law

    Now that you know who needs to be registered under GOSI, the next step is to understand the different components of GOSI contributions and how they apply to both Saudi and non Saudi employees.

    Components of GOSI Contributions

    Let us break down the main contribution types that apply to Saudi and non Saudi employees under the GOSI system.

    GOSI for Saudi Employees

    Saudi employees are covered under all main GOSI programs. This includes retirement pension, unemployment insurance (SANED) and occupational hazard insurance. Their monthly salaries and fixed allowances are used to calculate contributions. 

    The purpose is to protect Saudi nationals with long term financial benefits such as pension payouts and support in cases of workplace injury or unexpected unemployment. Employers must ensure that Saudi employees are always registered correctly and that contributions are updated when salaries change.

    GOSI for Expat Employees

    Expat employees are not included in the pension or SANED programs. They are only covered under the occupational hazard insurance scheme, which protects them in case of work related injuries or accidents. 

    This contribution is paid entirely by the employer. Although expats do not contribute to pensions, they must still be registered in the GOSI system so their occupational coverage is active and compliant with Saudi labour regulations.

    Contribution Percentages

    GOSI contributions are calculated based on fixed salary components and follow a set percentage structure:

    For Saudi employees

    • Pension: 9 percent from the employer and 9 percent from the employee
    • SANED unemployment insurance: 1 percent from the employer and 1 percent from the employee
    • Occupational hazard insurance: 2 percent paid only by the employer

    For Expat employees: Occupational hazard insurance: 2 percent paid only by the employer

    These percentages must be applied accurately each month. Payroll errors or missed updates can lead to penalties, so businesses often use automated payroll platforms like Yomly to calculate contributions correctly and stay fully compliant.

    Salary Components Considered for GOSI

    When calculating GOSI contributions, you also need to know which salary components are included and which are excluded. Here are the key elements used for accurate GOSI calculations.

    Basic Salary

    The basic salary is the primary wage defined in the employee’s contract. It forms the foundation for GOSI calculations and must be reported exactly as stated in the official employment agreement.

    Housing Allowance

    If the employee receives a housing allowance, it must be added to the basic salary to calculate the GOSI contribution. This allowance is considered part of the fixed monthly compensation.

    Any Fixed Contractual Allowances

    Allowances that are fixed and stated in the employment contract, such as transport, communication or hardship allowance, must be included in the GOSI salary. Variable or performance based payments are not included.

    Monthly Earning Limits

    GOSI applies contribution limits based on a maximum and minimum wage. Employers must ensure that reported salaries fall within the approved range to avoid compliance issues.

    The best thing about Yomly’s payroll platform is that it automates the entire payroll process, so you do not need to worry about calculating each component manually.

    How GOSI Registration Works (Step by Step)

    GOSI registration is one of the first compliance steps for any company operating in Saudi Arabia. It ensures that every employee is enrolled correctly and that monthly contributions are calculated and reported without errors. Here is a clear and practical step by step process to help employers understand how GOSI registration works.

    Step 1: Register Your Company on the GOSI Portal

    The first step is to create an official account for your business on the GOSI Online Portal. Your company must register using its legal details so GOSI can activate your establishment for contribution management. During this step, you will be required to provide basic information such as:

    • Commercial Registration (CR) number
    • National address and contact details
    • Employer ID and authorized signatory details

    Once approved, your establishment will receive a GOSI account where all employee registrations and contributions will be managed.

    Step 2: Add Establishment Details and Unified Number

    After account creation, you must add your establishment’s unified number, branch details, and industry classification. The unified number links your company across various government systems in Saudi Arabia. It is important to ensure that all establishment data matches your Ministry of Human Resources and Social Development (MHRSD) records to avoid registration conflicts or delays.

    Step 3: Register Saudi and GCC Employees

    In this step, you must register every Saudi and GCC national working in your company. These employees fall under full social insurance coverage, so their details must be entered accurately. Registration requires uploading:

    • National ID number
    • Employment contract details
    • Job title and joining date
    • Basic salary and fixed allowances

    GOSI will verify each detail and activate the employee’s account under your establishment. Any errors may delay monthly contribution processing.

    Step 4: Register Expat Employees Under Occupational Hazard Insurance

    Expat employees must be registered for occupational hazard insurance. This ensures that they are protected in case of workplace injuries or accidents. Although expats do not contribute to pension or SANED, they must still be added to the GOSI system so their insurance record is active. 

    Employers must enter contract details, job role and salary to complete this step. Proper registration prevents insurance gaps and ensures compliance during audits.

    Step 5: Submit Monthly Salary Details and Pay Contributions

    Once all employees are registered, employers must submit monthly salary details to GOSI. This includes reporting any salary changes, allowances or employee status updates. GOSI will calculate the contribution amounts based on the approved percentages. 

    Employers must then pay the contributions within the assigned month to remain compliant. Late submissions can result in penalties, suspension of services or audits.

    Accurate registration is very important because errors during these steps can delay payroll processing or lead to compliance penalties. 

    This is why many companies use Yomly’s automated payroll system, which generates GOSI-ready reports, applies the correct contribution rules and keeps all employee data updated without manual work.

    Penalties for GOSI Non-Compliance

    If you do not follow the required GOSI rules and reporting steps, there are strict penalties that can affect your company’s operations, finances and compliance status. To help you understand the risks clearly, check out the major penalties below:

    • Financial fines for incorrect salary reporting
    • Penalties for late contribution payments
    • Suspension of government services
    • Inspections and audits from GOSI
    • Employer classification downgrade
    • Blocking of employee transfers and new visa processing

    Non-compliance can create serious disruptions, so having an automated and accurate system is important. Want to give our platform a try and see how Yomly simplifies GOSI payroll and compliance? Book a free demo and our team will walk you through everything step by step.

  • Top 10 Best HR Management Software For Thailand

    Top 10 Best HR Management Software For Thailand

    Managing HR tasks in Thailand can be complex, especially with growing teams and changing labor laws. Companies today need reliable HR systems that simplify payroll, track attendance, and ensure compliance with Thai regulations.

    The latest HR software helps reduce manual work, improve accuracy, and give employees easy anytime access to their data. 

    These platforms are designed for Thai businesses seeking a smoother, more transparent HR process. In this guide, we compare the top HR software in Thailand to help you find the best fit for your organization.

    1. Yomly

    Yomly is the best HR software for enterprise businesses in Thailand. It helps HR teams manage payroll, leave, attendance, and employee data from one secure cloud-based system. The platform supports Thailand’s labor, tax, and social security rules, making it ideal for companies that need accuracy and compliance. 

    More than 250 organizations across Asia and the Middle East trust Yomly, with over 60,000 users managing their daily HR tasks on the platform. 

    Our HR management dashboard helps Thai enterprises reduce manual work, automate payroll, and ensure every process runs smoothly. Its strong record with clients such as Isuzu Motors and Kärcher demonstrates its reliability and performance across diverse industries.

    Key features

    • Automates monthly payroll with Thailand’s tax and social security deductions
    • Generates compliant reports for SSO and the revenue department filing
    • Tracks attendance, leave, and overtime with payroll integration
    • Manages onboarding, offboarding, and employee document records
    • Simplifies shift scheduling for distributed or multi-location teams
    • Allows employees to check payslips, request leave, and update data through mobile
    • Streamlines expense and reimbursement approvals online
    • Stores contracts and visa documents securely in the cloud
    • Provides analytics dashboards for workforce and cost insights
    • Offers customizable approval workflows to match internal HR policies

    Pricing: Custom pricing based on company size and selected HR modules.

    Why we proudly rank Yomly at the top:

    Yomly stands out for its enterprise-grade scalability and regional expertise. It helps HR teams move from manual processes to full automation while maintaining flexibility for company-specific workflows. The platform’s clean interface, fast implementation, and reliable local support make it easy for large Thai enterprises to adopt and manage. 

    Its integration-ready design also allows smooth connection with ERP and finance systems, making Yomly a complete HR solution for businesses aiming for digital transformation.

    2. Voyon Folks

    Voyon Folks helps large companies in Thailand manage their employees, payroll, and compliance from one cloud platform. It supports enterprise teams with 250+ employees who need automation to handle daily HR tasks. HR managers can track attendance, process payroll, and monitor performance in real time. The platform also supports Thai labor law compliance and Social Security Fund (SSF) management, making HR operations easier and more accurate for growing organizations.

    Key features

    • Automates recruitment, onboarding, and employee data management
    • Processes payroll with Thai tax and SSF compliance
    • Tracks attendance, shifts, and overtime accurately
    • Simplifies leave management with real-time approvals
    • Gives employees mobile access to payslips and requests
    • Creates reports for payroll, performance, and workforce trends
    • Helps managers review and improve employee performance
    • Connects with accounting and biometric systems
    • Handles travel, expense, and loan approvals
    • Stores employee records securely in the cloud

    Pricing: Custom pricing based on company size and modules selected

    What we love about Voyon Folks

    Voyon Folks focuses on simplifying HR for large Thai enterprises. It reduces manual work and unifies all HR tasks into one easy system. The AI tools help HR teams make data-driven decisions and maintain accuracy in payroll and reporting. Its flexible setup supports companies with offices or field employees across Thailand, giving HR departments better visibility and control over every part of their workforce.

    3. MiHCM

    MiHCM gives enterprise companies in Thailand a smarter way to manage their workforce. The platform brings every HR process together, from employee onboarding and attendance to payroll and reporting. HR teams can handle all employee information from one place, track workforce changes, and stay aligned with Thai labor laws. Employees can use the mobile app to check payslips, mark attendance, or request leave, making daily HR work faster and more transparent for everyone.

    Key features

    • Keeps all employee records in digital profiles that update in real time
    • Runs payroll automatically with Thai tax and legal compliance
    • Tracks leave, attendance, and shift schedules in one dashboard
    • Simplifies onboarding and exit processes for large teams
    • Stores company documents and employee files securely in the cloud
    • Allows employees manage requests and updates through mobile access
    • Helps HR teams plan hiring and allocate manpower efficiently
    • Monitors employee performance and training progress easily
    • Generates detailed HR and payroll reports for management
    • Sets role-based access to keep sensitive data protected

    Pricing: Available upon request for enterprise businesses

    What we love about MiHCM

    MiHCM helps large organizations in Thailand stay efficient and compliant. Its tools make HR operations easier to manage, even across multiple offices. With automation and mobile access, it allow HR teams to focus on improving workforce productivity instead of spending time on manual tasks. It’s a practical solution for companies that need structure, visibility, and accuracy in every HR process.

    4. HReasily

    HReasily is a cloud HR software that helps Thai businesses manage payroll, attendance, and leave with accuracy and ease. The system fits both local startups and growing companies that want to handle HR work digitally. With Thai labor law support and built-in time tracking, HR teams can process salaries, approve leaves, and track attendance from one dashboard. The mobile app allows staff to check payslips, apply for leave, and mark attendance using facial recognition, making HR simple and transparent for everyone.

    Key features

    • Processes payroll in line with Thai tax and social security rules
    • Tracks attendance with GPS and facial recognition for accuracy
    • Digitizes leave applications and real-time approvals
    • Manages claims and reimbursements with instant record updates
    • Stores employee information securely in the cloud
    • Allows self-service access through mobile and web
    • Integrates with payroll and accounting systems used in Thailand
    • Sends payslips and reports automatically to employees
    • Helps small businesses reduce errors and save processing time
    • Provides multilingual support for Thai and English users

    Pricing: Starts at THB 80 per employee per month

    What we love about HReasily

    HReasily fits the workflow of Thai companies that manage both office and field employees. Its automation tools reduce manual HR work and ensure payroll compliance with Thai regulations. The mobile and bilingual access make it easy for teams to handle HR tasks anytime. It’s a practical, affordable choice for businesses in Thailand that want to move from spreadsheets to a smart, cloud-based HR system.

    5. CoachHCM

    CoachHCM is an all-in-one HR and payroll software designed for businesses in Thailand that want full control over their workforce operations. It helps HR teams handle recruitment, time tracking, leave, payroll, and performance from a single online system. CoachHCM, built to support Thai labor laws, ensures accuracy in tax and social security calculations. The platform also integrates with Microsoft 365 and Power BI, allowing managers to automate tasks and make data-driven HR decisions with ease.

    Key features

    • Automates payroll in line with Thai tax, social security, and legal requirements
    • Tracks attendance and working hours with automated digital logs
    • Manages leave requests and approvals online without paperwork
    • Centralizes employee data for faster and more accurate record-keeping
    • Provides self-service tools for payslips, leave, and benefit access
    • Integrates with Microsoft O365 for seamless HR workflows
    • Uses Power BI dashboards for real-time workforce analytics
    • Customizes workflows to fit the organization’s unique HR processes
    • Ensures high data security with ISO-certified protection standards
    • Supports cloud and on-premise deployment for flexible infrastructure needs

    Pricing: Custom pricing available based on company size and selected modules

    What we love about CoachHCM

    CoachHCM provides Thai enterprises with a flexible, locally compliant HR solution. It helps HR departments reduce repetitive work and improve visibility across payroll, attendance, and employee data. The integration with Microsoft tools and Power BI makes it a strong choice for companies that want to combine automation with insight. For growing organizations in Thailand, it’s a complete HR system that adapts to complex workflows while maintaining legal accuracy and efficiency.

    6. IceHRM

    IceHrm is a cloud and self-hosted HR software that helps companies in Thailand manage employees, payroll, and attendance in one secure platform. It suits enterprises that want full control over their HR data while staying compliant with local labor and provident fund rules. HR teams can handle recruitment, track time, and automate leave and payroll processes from a single dashboard. The system also supports open-source customization for companies with specific workflow needs.

    Key features

    • Centralizes employee profiles, contracts, and records for secure access and updates
    • Tracks attendance through web and mobile with GPS tagging for field teams
    • Automates leave requests, approvals, and balance calculations in real time
    • Records project hours in timesheets and connects them directly to payroll
    • Handles payroll and benefit data while supporting Thai provident fund management
    • Simplifies recruitment with job postings, candidate tracking, and interview scheduling
    • Supports 360-degree performance reviews with goals and feedback options
    • Helps HR teams create and monitor employee training programs
    • Allows customization of modules and data fields for enterprise workflows
    • Offers both cloud and self-hosted deployment with scalable support options

    Pricing: Starts at USD 4 per user per month for the cloud version; self-hosted and open-source plans available.

    What we love about IceHrm: 

    IceHrm is ideal for Thai enterprises that value flexibility and control in HR management. It supports complex team structures and integrates with local compliance systems, such as provident funds. The ability to host on-premises or in the cloud makes it adaptable across different IT setups. For growing companies in Thailand, IceHrm brings structure, automation, and scalability to everyday HR tasks.

    7. Orisoft

    Orisoft is an HR platform designed for Thai enterprises that need to manage people, payroll, and compliance with local accuracy. It helps HR teams digitalize employee data, track attendance in real time, and process payroll in line with Thai labor and tax laws. The platform focuses on reducing manual work while improving visibility across all workforce operations through its cloud and mobile tools.

    Key features

    • Digitizes employee profiles and keeps all HR data in one secure system
    • Simplifies payroll with automated calculations based on Thai labor regulations
    • Tracks time and attendance using GPS and mobile geofencing for remote staff
    • Allows employees to submit leave and view balances directly from the mobile app
    • Maintains a full audit trail for changes to employee or payroll data
    • Generates HR letters and reports using built-in templates for faster approvals
    • Provides contactless facial recognition for attendance and visitor verification
    • Offers self-service access for payslips, claims, and record updates
    • Gives HR teams workforce insights with real-time data and reports
    • Adapts easily to both cloud and on-premise setups for growing organizations

    Pricing: Custom pricing based on company size and selected modules

    What we love about Orisoft

    Orisoft helps Thai companies simplify HR management while staying compliant. The platform reduces paperwork, increases transparency, and keeps employee data organized. Its local compliance focus, real-time tracking, and self-service access make it a practical choice for enterprises looking to modernize HR without adding complexity.

    8. Peoplestrong

    PeopleStrong is a unified HR and payroll system made for enterprises in Thailand that manage large, distributed teams. It connects every part of HR, from hiring and onboarding to payroll and performance, in one system. The platform helps HR teams work faster, reduce paperwork, and maintain compliance with Thai labor laws. With AI-driven tools and automation, PeopleStrong turns complex HR processes into simple digital workflows that save time and increase visibility.

    Key features

    • Combines payroll, leave, and attendance in a single dashboard for easy tracking
    • Automates repetitive HR tasks like onboarding, salary updates, and approvals
    • Stores employee records, contracts, and skills in one secure place
    • Provides AI insights for workforce planning and performance evaluation
    • Creates custom workflows and checklists using a simple drag-and-drop builder
    • Lets employees apply for leave, access payslips, and update details through mobile
    • Integrates with learning and performance modules for continuous growth
    • Sends smart alerts for birthdays, leave balance, and key HR events
    • Keeps all data compliant with Thai labor laws and company policies
    • Delivers reports and analytics to support better management decisions

    Pricing: Available on request based on the number of users and modules.

    What we love about PeopleStrong

    PeopleStrong helps Thai enterprises build a connected and agile HR system. It combines automation, analytics, and mobility to make workforce management simple and transparent. For large companies with multiple teams or branches, it brings structure, clarity, and efficiency to every HR process.

    9. ByteHR

    ByteHR helps companies in Thailand manage payroll, attendance, and employee records in one simple system. It supports both office and remote teams with cloud access and a mobile app that works anywhere. The platform automates payroll calculations, shift scheduling, and leave approvals, helping HR teams reduce paperwork and focus on people rather than manual processes.

    Key features

    • Processes payroll automatically with built-in Thai tax and social security compliance
    • Generates ePayslips and payment files for online bank transfers
    • Tracks time, attendance, and overtime using biometric or web-based check-ins
    • Manages shift changes and scheduling for all employee types
    • Stores employee profiles, contracts, and payment details securely in one dashboard
    • Lets employees request leave, claims, and shift swaps through the app
    • Monitors attendance data in real time for easier payroll integration
    • Provides ready-to-use reports for salary, attendance, and deductions
    • Uses encryption and backups to protect HR data under Thailand’s PDPA rules
    • Offers quick setup, clear pricing, and live chat support for HR teams

    Pricing: Starts at THB 80 per employee per month with tiered packages.

    What we love about ByteHR

    ByteHR fits Thai businesses that want a clear, flexible HR system. It keeps payroll accurate, attendance data synced, and employee requests organized in one platform. For growing teams, it provides the right balance of automation and simplicity without adding complexity to daily HR work.

    10. HumanSoft

    HumanSoft helps Thai companies manage people and payroll without complexity. It brings every HR function together, including attendance, salary, leave, and training, on one cloud system. HR teams can process payroll accurately, track attendance in real time, and approve requests through an easy online interface. Employees can check payslips or submit forms anytime using the mobile app. HumanSoft turns everyday HR work into a faster, simpler, and more transparent process for growing organizations in Thailand.

    Key features

    • Automates payroll calculations with tax, bonus, and overtime management built for Thai businesses
    • Tracks attendance and time records using mobile and biometric systems
    • Manages online leave requests and approvals with digital document tracking
    • Stores employee data, training history, and evaluations in one secure platform
    • Provides real-time dashboards for faster decision-making and HR analysis
    • Offers employee self-service for payslips, requests, and personal data updates
    • Enables KPI tracking, training management, and performance evaluation
    • Uses cloud storage for quick access to accurate and organized HR data
    • Supports compliance with ISO 27001 and Thai PDPA standards for data protection
    • Offers strong customer support and flexible setup for both SMEs and large organizations

    Pricing: Available on request, based on the number of employees and selected modules.

    What we love about HumanSoft
    HumanSoft makes HR management simple and organized for Thai companies. It covers payroll, attendance, training, and evaluations in one connected system. The platform is easy to use, reduces paperwork, and gives HR professionals more time to focus on employee growth and performance.

    Final words

    Choosing the right HR software can make daily operations faster, easier, and more accurate for Thai businesses. Each platform listed here supports payroll automation, attendance tracking, and compliance with Thai labor laws. 

    However, Yomly stands out for its enterprise-ready features, local compliance support, and strong customer success record across Asia.

    HR PlatformBest ForDeployment
    YomlyEnterprise HR and payroll automationCloud-based
    Voyon FolksWorkforce automation and complianceCloud
    MiHCMHR analytics and employee engagementCloud
    HReasilyPayroll and attendance for SMEsCloud
    CoachHCMAI-driven HR and Microsoft integrationCloud/On-premise
    IceHrmCustomizable and self-hosted HR setupCloud/Self-hosted
    OrisoftLocal compliance and employee trackingCloud
    PeopleStrongLarge-scale workforce managementCloud
    ByteHRAffordable payroll and time trackingCloud
    HumanSoftSME-focused payroll and HR tasksCloud

    Businesses in Thailand should begin by evaluating their current HR processes and identifying areas that need improvement. Look for HR software that automates payroll, simplifies attendance tracking, and stays compliant with Thai labor laws. Ensure the platform integrates seamlessly with your existing systems and supports mobile access for employees. 

    ???? Book A Free Yomly Demo

  • 40+ Employee Turnover and Employee Retention Statistics

    40+ Employee Turnover and Employee Retention Statistics

    Employee turnover and retention statistics help leaders understand why people leave, what keeps them engaged, and how workplace conditions shape long-term loyalty. These numbers make it easy to spot risk areas, fix problems early, and build a stronger employee experience. 

    In this listicle roundup, you will find employee turnover statistics with up-to-date data on how employees think, work, and make career decisions.

    We collect all our statistics from trusted online sources and include each source URL at the end of the article for full transparency. This helps you verify the data and explore the original reports with confidence.

    Key Employee Turnover and Employee Retention Statistics

    1. 83% of candidates say a bad interview experience makes them lose interest in the job, even if they liked the role at first.
    2. 72% of hiring managers decide if a candidate is a good fit within the first 10 minutes of the interview.
    3. 61% of candidates expect feedback within 48 hours, but only 27% receive it on time.
    4. 47% of job seekers stop applying to a company after one poor interview interaction.
    5. 68% of applicants prefer video interviews, as they save time and reduce stress.
    6. 39% of hiring teams use AI tools to screen interview responses and reduce bias.
    7. 59% of candidates feel more confident when interviewers give a clear agenda before the meeting.
    8. 78% of employers say soft skills matter more than technical skills during interviews.
    9. 44% of job seekers practice with AI tools or mock interviews before meeting recruiters.
    10. 52% of candidates say they trust companies more when the interview process is simple and structured.

    Employee Job Search Behavior

    Job-search patterns reveal how employees think before they leave. Some stay settled, some quietly explore new opportunities, and others take quick action to switch jobs.

    These patterns help teams predict churn early and respond before people resign. Readers will find clear early warning signs of turnover risk and see how quickly employees leave after deciding to move. This section gives a direct look at how job-search behavior drives exits.

    • 50% are not looking, 27% watch openings, and 22% actively search for new jobs. Many employees stay stable, but almost half keep an eye open for better roles.
    • 77% of voluntary leavers quit within three months of searching or without any search. Most exits happen fast and give organizations very little reaction time.
    • 35% of turnover occurs in the first year, and 37% of those exits happen in the first 90 days. Early resignations point to onboarding gaps and unmet expectations.
    • 11.9% changed jobs between Q1 and Q2 in 2024. This level of movement shows steady churn across the workforce.

    What Attracts U.S. Employees to New Opportunities?

    We have listed a few factors that attract U.S. employees to new opportunities.

    Factor% Very Important
    Greater work-life balance and personal well-being59%
    Higher income or improved benefits package54%
    Greater stability and job security54%
    Ability to do what they do best48%
    Move away from a bad manager or leader33%
    Greater autonomy in work30%
    Organization has a great reputation or brand29%
    Work for a greater cause28%
    Professional or career development opportunities28%
    Organization is diverse and inclusive28%
    Option to work remotely some of the time26%
    Option to work fully remote all the time21%
    Organization’s environmental impact17%
    Work in a new location (country or city)11%

    Trust in Managers and Leadership Influence

    Employees stay longer when they trust their managers and senior leaders. Strong leadership creates a sense of safety and direction, boosting motivation and reducing turnover intent. This section shows how trust shapes performance and loyalty at every level. Readers will understand why leadership behavior plays such a powerful role in keeping employees engaged.

    • 72% higher motivation appears among employees who trust their managers the most. Strong relationships with direct managers build daily commitment.
    • 63% higher motivation is seen when employees trust top leaders. Confidence in senior leadership supports long-term loyalty.

    Culture, Recognition, and Employee Experience

    Culture and recognition shape how employees feel at work. When people feel valued, supported, and treated fairly, they show stronger commitment and stay longer. A healthy culture also encourages workers to refer others, which strengthens hiring and retention. Readers will see how everyday experiences influence both productivity and loyalty.

    • More than 80% employees would recommend their employer when the culture is positive. High referral rates signal strong confidence in the workplace.
    • 77.9% say more recognition would boost their productivity. Regular appreciation increases energy and engagement.

    What are the primary reasons U.S. employees voluntarily left their company?

    The primary reasons for U.S. employees voluntarily leaving their company are listed below

    ReasonPre-Pandemic (prior to Mar 2020)2021202220232024
    Pay/Benefits21%14%20%16%16%
    Personal reasons8%8%9%9%11%
    Relocation9%8%7%6%6%
    Direct supervisor/manager or senior leadership11%11%13%12%9%
    Advancement, development, or career opportunities15%11%13%12%9%
    Job fit or work is no longer interesting7%7%6%6%7%
    Unrealistic job expectations and responsibilities4%7%7%7%7%
    Work-life balance4%4%5%4%4%
    Not treated with respect4%9%5%4%3%

    Communication Gaps and Preventable Turnover

    Employees leave when problems stay unresolved or when managers do not communicate openly. Many resignations could be avoided through simple conversations or faster action. Readers will learn how communication failures push employees to quit and which issues create preventable turnover.

    • 42% of voluntary leavers say their exit was preventable. Many departures could be avoided with basic support or follow-up.
    • 44% did not tell their manager they planned to leave. Silent exits show weak communication channels.
    • 25% of preventable employee turnover links to ignored issues (13% organizational, 9% workload). Operational pain points often go unaddressed for too long.

    Career Growth, Work-Life Balance, and Exit Reasons

    People leave when they cannot grow, feel burned out, or struggle with personal balance. These drivers remain consistent across industries and time. Readers will understand why career progression, flexibility, and culture stay at the center of most resignation decisions.

    • 18.7% leave due to career-related issues, the top reason for 13 years. Lack of growth keeps pushing employees to change jobs.
    • 10.8% resign because of work-life balance concerns. Employees seek roles that support their personal well-being.
    • 69% of environment-related exits are linked to cultural problems. Poor workplace climate drives people away quickly.

    Industry-Specific Turnover Trends

    Different sectors face different levels of churn based on job type, customer contact, and daily workload. Readers will see which industries struggle most with staffing and which maintain steady retention. These insights help benchmark performance against sector norms.

    • 40.3% report hiring and retention problems in Health Care, Logistics, and Transportation Equipment. Critical industries continue to face major workforce shortages.
    • 26.7% turnover hits Retail and Wholesale, the highest among U.S. sectors. Fast-paced roles see constant movement.
    • 8.2% turnover appears in Insurance and Reinsurance. This sector maintains strong job stability.
    • 524,000 quits happened in Accommodation and Food Services. Customer-facing roles experience heavy churn.
    • 2.5% quit rate in Professional and Business Services. Project-heavy work drives regular job movement.
    • 162,000 fewer quits occurred in Leisure and Hospitality. Churn is easing compared to previous periods.

    National and Labor Market Turnover Rates

    National turnover data gives a clear view of workforce trends across the country. This section includes voluntary resignations, involuntary separations, and year-over-year job movement. Readers can compare their own turnover with national averages to see how they stand.

    • 13% is the U.S. average voluntary turnover rate (2024–2025). A key benchmark for retention planning.
    • 3.3% is the national average turnover rate across all industries. A measure of overall workforce stability.
    • 1.7 million layoffs and discharges occurred in August, equal to 1.1% turnover. Involuntary exits continue in many sectors.
    • 4.2 million workers quit each month in 2022, around 2.5% of the workforce. Large-scale voluntary movement continues.
    • 323,356 job churn occurred in Q2 2024, down 8.7% year over year. Turnover slowed compared to the previous year.
    • 10,400 jobs were added in Q2 2025. Both residents and non-residents saw gains.
    • 47% annual separation rate affects U.S. employers. Nearly half of the workforce experiences turnover each year.

    Cost of Turnover and Productivity Loss

    High turnover drains budgets and slows performance. Replacing workers requires time, money, and training, especially for high-skill or leadership roles. Low engagement also reduces output, hurting overall productivity. Readers will see the financial impact that turnover creates for organizations.

    • 200% of salary is needed to replace a manager. Leadership churn creates major financial strain.
    • 80% of the salary is required to replace technical professionals. Highly skilled roles demand costly hiring efforts.
    • 40% of the salary goes into replacing frontline workers. Entry-level churn becomes expensive at scale.
    • $438 billion in productivity loss came from global engagement dropping to 21%. Low engagement reduces output across organizations.

    AI Impact, Skill Shifts, and Future Turnover Risk

    AI adoption and rapid skill changes create uncertainty for many employees. Some roles face automation, while others need constant upskilling. These pressures increase turnover in teams that lack training and support. Readers will understand how technology disruption influences workforce stability today and in the future.

    • 25% of job skills have changed since 2015, rising to 65% by 2030. Workers feel pressure to keep learning.
    • 25% of routine tasks can be automated for 84% of employees. Many roles will shift or shrink due to automation.
    • 57% of women work in roles most exposed to AI disruption. Admin-heavy jobs face a higher change risk.
    • 7% lower exposure to AI exists in green jobs. Sustainability roles offer more long-term stability.
    • 30% of their work is expected to be replaced by AI within a year, according to employees. This belief increases job-switch intentions.
    • 1% of companies have mature AI systems. Slow adoption creates uncertainty about future roles.
    • 46% of AI delays happen due to skill gaps. Missing skills hold back transformation.

    Hiring Quality and Learning Investment

    Retention improves when hiring is measured, and employees receive solid development support. Tracking the quality of hire helps organizations understand whether new recruits stay, perform, and grow. Learning investments also help reduce turnover by strengthening skills and confidence. Readers will see how better hiring and training improve long-term stability.

    • 20% of companies track quality of hire. Most organizations lack visibility into long-term hiring success.
    • 15% of the HR budget goes to learning and development. Skill-building investments support employee growth and retention.

    Final words

    These data points give you a clear view of how employee turnover, retention, and job-search behavior continue to change in 2026. You can use these statistics to identify early warning signs, improve communication, address cultural issues, and build stronger hiring and retention plans. 

    What’s next is simple: compare these numbers with your own internal data, identify the gaps, and set clear steps to improve your employee experience.

    These insights also help HR teams, founders, and managers make better decisions about hiring, training, recognition, and leadership practices. Use the numbers as a guide to plan your next moves with confidence.

    FAQs

    What is the average voluntary turnover rate in the United States?

    The average voluntary turnover rate in the United States is 13%. This number helps companies understand how often employees choose to leave on their own. Employers can use this benchmark to compare their internal turnover data, identify gaps, and plan stronger retention strategies that reduce avoidable exits.

    Why do most employees quit their jobs?

    Most employees leave due to career growth issues, which account for 18.7% of all quits. Work-life balance issues and culture problems also play a strong role. These reasons show that employees want clear paths for growth, greater flexibility, and a healthy work environment. Companies that improve these areas can reduce turnover.

    How many resignations are preventable?

    About 42% of voluntary resignations are preventable. Many employees say their manager or organization could have acted earlier to fix issues. Simple steps like regular check-ins, addressing workload concerns, and improving communication can stop a large share of avoidable exits and help companies keep more of their workforce.

    How fast do employees leave after they start looking for a new job?

    Around 77% of employees leave within three months of starting a job search, or they quit without searching at all. This shows that turnover moves quickly, giving companies limited time to act. Early warning signs and stronger engagement can help reduce sudden exits and improve retention.

    Which industries face the highest turnover?

    Retail and Wholesale show the highest turnover at 26.7%, followed by Accommodation and Food Services, with 524,000 quits. These industries face fast-paced work, long hours, and high customer pressure. Understanding these trends helps employers build better staffing plans and reduce frequent employee churn.

    What role does culture play in employee retention?

    Culture has a strong impact on retention. Over 80% of employees in positive cultures would recommend their workplace, while 69% of environment-related exits link to culture issues. A supportive culture increases loyalty, improves satisfaction, and reduces turnover risk. Companies with strong values and recognition programs keep employees longer.

    How does AI affect turnover and job stability?

    AI can automate 25% of routine tasks for 84% of workers. Many employees believe 30% of their work may be replaced within a year. This creates fear and pushes people to switch roles when they lack support or training. Companies that invest in upskilling can reduce turnover linked to AI disruption.

    How expensive is it for companies to replace employees?

    Replacing employees is costly. Companies spend about 200% of salary to replace managers, 80% for technical staff, and 40% for frontline workers. These costs include hiring, onboarding, and lost productivity. Lower turnover helps organizations save money, protect performance, and maintain stability across teams.

    ???? Further listicle roundups to explore:

    Data Sources

  • Payroll Process In Bahrain (With Guidelines & Best Practices

    Payroll Process In Bahrain (With Guidelines & Best Practices

    Bahrain has a well regulated labor system that aims to protect employees and ensure fair and transparent salary practices. 

    Employers are expected to follow clear rules for salary calculation, GOSI contributions, WPS submissions and end of service benefits. Accurate payroll processing is not only a legal requirement but also important for maintaining trust and smooth HR operations.

    As an employer, you have to deal with multiple compliance steps every month, especially when managing a mixed workforce of Bahraini and expatriate employees. We are already helping Bahrain’s leading organizations streamline these processes with our cloud based HR and payroll platform. To support you further, we have created this guide to explain the full payroll process in Bahrain. It covers regulations, calculations, best practices and compliance steps so you can manage your payroll with confidence and accuracy.

    Understanding Payroll Regulations in Bahrain

    Bahrain’s Labor Law outlines clear rules for how employers must manage salaries, benefits, deductions and employee records. 

    Employers are expected to apply these rules consistently for both Bahraini and expatriate employees to ensure fair treatment and legal compliance. These regulations apply to all private sector companies operating in Bahrain, regardless of size or industry.

    To understand how payroll works in Bahrain and avoid compliance issues, take a look at the key components of payroll in Bahrain, including basic salary rules, allowances, GOSI contributions, WPS requirements and overtime calculations.

    Key Components of Payroll in Bahrain

    As per Bahrain’s Labor Law and payroll regulations, several core elements must be calculated correctly each month. Here are the key components every employer should understand before running payroll.

    Basic Salary and Wage Structure

    The basic salary is the fixed amount agreed in the employment contract. It is the foundation for calculating overtime, leave salary and end of service benefits. Employers must ensure the basic salary is paid on time every month and matches what is stated in the official contract submitted to authorities.

    Allowances (transport, housing, job allowance)

    Allowances are fixed monthly payments added to the basic salary. Common allowances in Bahrain include transport allowance, housing allowance and job-related allowance. These must be clearly mentioned in the contract and paid consistently. Allowances may or may not be included in GOSI calculations depending on the classification.

    Overtime Rules and Calculation Requirements

    Overtime in Bahrain must be paid according to Labor Law. Employees working more than 8 hours per day or 48 hours per week must receive overtime pay.
    Overtime is calculated as:

    • 125 percent of the hourly rate for regular overtime
    • 150 percent for overtime during weekly rest days
    • 200 percent for overtime on public holidays

    Employers must keep accurate attendance and work-hour records to calculate overtime correctly.

    Deductions

    Deductions must follow Bahrain’s Labor Law. Only approved deductions are allowed, such as:

    • Social insurance contributions
    • Employee loans with written consent
    • Absences without pay
    • Penalties allowed under company policy and the law

    Unauthorized deductions can lead to penalties and disputes.

    Leave Salary Entitlements

    Employees in Bahrain are entitled to 30 days of paid annual leave after completing one year of service. Annual leave is paid based on the employee’s basic salary. Public holidays that fall during annual leave do not count as leave days. Sick leave and maternity leave are also governed by legal guidelines and must be compensated according to the Labour Law structure.

    End of Service Benefits and Gratuity

    End of Service Benefits (ESB) are calculated based on the employee’s last received wage. For employees who are not covered by GOSI pension, the standard formula applies:

    • Half a month’s wage for each year of service for the first three years
    • One month’s wage for each additional year after the third year

    If the employee is a Bahraini national covered by GOSI, ESB follows GOSI retirement rules instead of the standard gratuity structure.

    Bahrain Wage Protection System (WPS) Explained

    The Wage Protection System in Bahrain is a digital salary monitoring system that ensures employees are paid accurately and on time. 

    It works in a similar way to the UAE’s WPS and was introduced to bring more transparency and accountability to private sector salary payments. All companies registered with the Ministry of Labour must follow WPS when submitting monthly salary data.

    Why WPS Was Implemented

    WPS was introduced to:

    • Make sure employees receive their salaries on time
    • Reduce salary-related disputes
    • Protect the rights of expatriate and Bahraini workers
    • Allow authorities to track salary payments digitally
    • Ensure employers follow proper payroll and contract rules

    By monitoring payments electronically, Bahrain aims to improve workplace fairness and ensure that workers are paid the exact amount stated in their employment contracts.

    How Bahrain WPS Works (Workflow)

    Let us break down how the Wage Protection System functions in Bahrain so you can clearly understand each step of the process. This will help ensure your payroll is always prepared and submitted correctly.

    1. Prepare the Monthly Payroll

    The employer calculates salaries for all employees, including basic salary, allowances, overtime, deductions and any leave salary. All values must match the details stated in the employee’s contract.

    2. Generate a WPS-Compliant Salary File

    A salary file is created in the exact format required by Bahrain’s WPS. This file includes employee names, CPR numbers, bank account details and the net salary to be paid.

    With Yomly, you get an automated WPS-ready salary file every month. The platform prepares the file in the correct format, validates all employee data and ensures there are no errors before submission.

    3. Submit the File Through an Approved Bank or Financial Institution

    The employer uploads the WPS file to the company’s bank. The bank checks if the file format is correct and whether salary amounts match the approved payroll records.

    4. Bank Transfers the Salaries to Employees

    Once the WPS file is validated, the bank processes the payments and transfers the correct salary amounts to each employee’s bank account.

    5. Ministry Receives Salary Data Automatically

    After the bank processes the payments, the salary data is sent electronically to the Ministry of Labour. This allows the government to verify that all employees were paid correctly and on time.

    6. Non-Compliance Triggers Alerts or Penalties

    If a company delays payment, submits incorrect salary amounts or fails to pay employees through WPS, the system flags the issue. Continued non-compliance may result in fines, inspections or restrictions on new work permits.

    Yomly’s automated payroll software allows you to handle the entire WPS process without manual work or file formatting issues.

    The platform calculates salaries based on Bahrain’s labour laws, applies all allowances and deductions correctly and generates WPS compliant files automatically every month. This ensures every payment is accurate, on time and fully aligned with government requirements, helping your business stay compliant with confidence.

    Understanding GOSI in Bahrain

    GOSI is an important part of payroll compliance in Bahrain. It stands for the General Organization for Social Insurance, and it ensures that employees receive financial protection for retirement, workplace injuries, unemployment and other social insurance benefits. 

    Every employer in Bahrain must calculate and contribute to GOSI correctly each month for both Bahraini and expatriate employees.

    Contribution Breakdown for Bahrainis

    GOSI contributions for Bahraini nationals cover retirement, insurance, workplace injury protection and unemployment support. The standard breakdown is:

    • Employee contribution: 7 percent of the insured salary
    • Employer contribution: 14 percent of the insured salary
    • Total contribution: 21 percent

    These contributions go toward the employee’s pension and social security benefits.

    Contribution Breakdown for Expatriates

    Expatriate employees are not part of the Bahraini pension system, so their GOSI contribution covers only workplace injury insurance.

    • Employer contribution: 3 percent of the employee’s insured salary
    • Employee contribution: 0 percent

    Employers must pay this amount every month on behalf of expatriate employees.

    How to Calculate the GOSI Salary Base?

    The insured salary used to calculate GOSI includes the following:

    • The basic salary stated in the employment contract
    • Any fixed allowances that are guaranteed every month
    • Fluctuating or performance-based allowances are not included

    The insured salary has a cap, meaning GOSI contributions will not exceed a maximum salary limit set by the authority. Employers must ensure the declared insured salary is correct and updated when the employee’s contract changes.

    Best Practices for Payroll Management in Bahrain

    If you want to run accurate and compliant payroll in Bahrain, you need to follow a few important practices consistently. Here are the key best practices that every employer should keep in mind.

    Maintain Updated Employee Records

    Keep all employee information updated, including personal details, contract changes, salary revisions and allowance updates. Accurate records make payroll processing easier and ensure that WPS and GOSI submissions match the official data.

    Track Attendance Accurately

    Attendance is the base for overtime, leave salary and deductions. Use reliable systems to record working hours, approved leave and absences. Accurate attendance data prevents payroll mistakes and ensures employees receive the correct payments.

    Review Salary Components Regularly

    Salary structures should be reviewed to ensure that basic salary, allowances and deductions follow Bahrain’s labor rules. If an employee’s contract changes, update the payroll system immediately so contributions and entitlements remain correct.

    Submit WPS Files Before Deadlines

    WPS files must be submitted on time each month to avoid penalties and compliance issues. Always prepare the payroll in advance, check the file format and confirm that all bank details are correct before submission.

    Stay Updated on Labor Law Changes

    Bahrain’s labor regulations, GOSI rules and WPS requirements may be updated from time to time. Employers should stay informed and adjust payroll processes accordingly. This helps you avoid non-compliance and maintain smooth HR operations.

    Why Use Yomly for Payroll in Bahrain

    We have shared all the key steps, rules and best practices for running payroll in Bahrain, but managing everything manually can still be challenging. That is why many organizations choose Yomly. 

    It is an all in one HR and payroll platform where everything is centralized, automated and fully compliant with Bahrain’s labour and WPS requirements. All calculations are handled by the system, and you get clear reporting, accurate data storage and full visibility across your entire workforce.

    Here are some reasons companies trust Yomly:

    • 250+ enterprise organizations trust our platform
    • 99.9% system uptime
    • 100% mobile and cloud ready
    • Localized solution for Bahrain’s payroll and WPS rules
    • Easy to set up with full onboarding support

    If you want to simplify payroll and ensure full compliance in Bahrain, you can book a free demo and our team will walk you through how Yomly can transform your HR operations.

  • 10 Best Payroll Management Software For Malaysia

    10 Best Payroll Management Software For Malaysia

    Payroll shouldn’t take hours or cause your team stress every month.

    Yet many Malaysian businesses still struggle with manual calculations, confusing spreadsheets, and constant compliance checks for EPF, SOCSO, EIS, PCB, and HRDF.

    The good news? 

    Modern payroll software can handle all of this automatically. It pays your staff on time, reduces errors, and keeps your business fully compliant.

    But with so many tools available, it can be hard to know which one is actually worth using.

    In this listicle roundup, we have handpicked top 10 payroll management tools made for Malaysia.

    1. Yomly

    Yomly is the best payroll software for Malaysian enterprises with 250+ employees because it automates complex salary structures, ensures full statutory compliance, and supports multi-country payroll with high accuracy. 

    It is built for large organisations that need a dependable system to manage high-volume payouts, multi-currency teams, and strict approval workflows. 

    With 250+ enterprise clients and more than 60,000 daily users, Yomly is trusted by brands like Isuzu Motors, Kärcher, and Nord Anglia Education to deliver fast, reliable, and error-free payroll processing at scale.

    Key features for managing payroll:

    • Multi-country and multi-currency payroll support for Malaysian enterprises with regional teams
    • Automated salary calculations for basic pay, overtime, bonuses, allowances, EPF, SOCSO, and EIS
    • Real-time sync with attendance, leave, shift schedules, and expense data to prevent payroll mistakes
    • Bulk processing tools for mass updates across departments, grades, and contract types
    • Malaysian-compliant bank files, statutory reports, and finance-ready payroll exports
    • Layered approval flows, audit logs, and role-based access for secure enterprise governance
    • Automatic payslip generation delivered through email and mobile app
    • Deep payroll reporting, including GL mapping, pay run history, and cost allocation summaries
    • ERP and accounting integrations for streamlined month-end reconciliation
    • Dedicated enterprise onboarding and payroll migration support

    Pricing: Custom pricing based on employee size, number of regions, and selected payroll modules.

    Why we proudly promote Yomly ❤️

    Yomly gives large Malaysian companies a payroll engine that handles complexity without effort. It keeps every pay run accurate, compliant, and fully automated, while offering clear visibility for HR and finance teams. Its scale, speed, and reliability make it a standout choice for enterprises managing 250+ employees.

    ???? Explore our handpicked list of best HR Software For Malaysia 

    2. BrioHR

    BrioHR is a payroll software that helps Malaysian companies run fast, accurate, and fully compliant payroll in just a few minutes. It automates statutory calculations, prepares bank and tax files, and connects payroll with attendance, claims, and leave for clean monthly processing. The system gives HR full control with smart access rules, built-in security, and reliable cloud performance.

    Key features for managing payroll:

    • Auto-calculates EPF, SOCSO, EIS, HRDC, and PCB with LHDN-ready payslips
    • Prepares EA, CP8D, PCB2(II), Form E, CP39, and other statutory files automatically
    • Generates bank files and contribution files in one click
    • Supports multiple pay cycles for weekly, monthly, and off-cycle runs
    • Compares pay runs to spot changes in allowances, deductions, and gross pay
    • Syncs payroll with Time & Attendance, Claims, and Leave modules for accurate payouts
    • Delivers payslips through email and the employee dashboard
    • Offers strong data protection with encryption, MFA, SSO, and role-based access
    • Provides powerful reporting with filters by department, pay item, or cost centre
    • Pushes payroll data directly into accounting tools and Power BI

    Pricing: Modular pricing. You pay only for the features you need.

    What we love about BrioHR:

    It makes payroll feel effortless. The system eliminates manual work, ensures compliance, and provides clear visibility into every pay run. Its fast reporting, seamless integrations, and strong security make it a practical choice for Malaysian companies seeking clean, error-free payroll each month.

    3. Swingvy

    Swingvy offers a quick and flexible way for SMEs to manage monthly salary runs without complicated steps. The platform focuses on speed, letting users edit pay items instantly, run multiple pay cycles, and generate all statutory files in the correct format. It also connects payroll with claims, attendance, and leave, so payout changes appear automatically.

    With built-in compliance, automated calculations, and one-click payslip delivery, Swingvy reduces the time teams spend checking numbers and fixing errors. Its clean interface and practical tools make payroll easier to manage each cycle.

    Key features for managing payroll:

    • Automatic EPF, SOCSO, EIS, HRDF, and PCB calculations
    • Monthly, mid-month, and ad hoc pay runs with full edit controls
    • GIRO-ready bank files for smooth salary payments
    • Revert function to fix payroll errors without reprocessing
    • Auto-generated payslips sent by email and mobile app
    • Detailed payroll reports for taxes, bank transactions, and pay history
    • Expense claims sync directly into payroll
    • Fast updates to individual pay lines during processing
    • LHDN-certified tax calculations and statutory forms
    • Xero integration for accounting sync

    Pricing: Subscription-based. Pricing varies based on the modules selected.

    What we love about Swingvy:

    It keeps payroll light and manageable. The quick pay-run flow, mobile payslips, and flexible ad hoc runs make it a practical choice for SMEs that want to finish payroll in minutes rather than hours.

    4. QuickHR

    QuickHR streamlines payroll by combining automated calculations, strong data protection, and full Malaysian statutory compliance in one clean platform. It eliminates manual work by instantly computing EPF, SOCSO, EIS, and PCB while preparing all required payroll reports in the correct format. Payroll connects seamlessly with attendance, claims, and scheduling, so every update is reflected during salary processing. The system also integrates with accounting tools such as QuickBooks and Xero, enabling seamless payroll-to-finance workflows. QuickHR is suitable for SMEs and enterprises that want fast, accurate, and well-organised payroll every cycle.

    Key features for managing payroll:

    • Auto-calculations for EPF, SOCSO, EIS, HRDF, and PCB
    • Integrated Leave, Claims, Attendance, and Timesheets
    • Bank GIRO file generation
    • Statutory forms and monthly reports can be generated automatically
    • Accounting integrations with QuickBooks and Xero
    • Secure cloud hosting with enterprise-level encryption
    • Flexible role-based access for payroll and approvals
    • Real-time updates across pay items
    • Mobile access for employees to view payslips and details
    • Supports multi-branch and multi-shift environments

    Pricing: Based on subscription plans. Pricing varies by modules and employee count.

    What we love about QuickHR:

    It combines ease of use with strong compliance, making payroll smooth even for larger teams. The real-time syncing and accounting integrations help reduce errors and speed up monthly processing.

    5. SQL Payroll

    SQL Payroll focuses on fast processing, deep statutory compliance, and flexible salary management for companies that handle many employee groups. The system lets users manage monthly payroll, ad hoc payouts, and multi-cycle processing without complexity. It supports real-time recalculations, secure payslip delivery, and detailed reporting for both finance and statutory needs. With strong device syncing and unlimited record storage, SQL Payroll suits businesses that want long-term payroll history, custom reports, and reliable control over every pay change.

    Key features for managing payroll:

    • Auto-calculation of EPF, SOCSO, EIS, HRDF, and PCB
    • Supports more than 25 Malaysian banks for GIRO salary transfers
    • Real-time payroll amendments with instant statutory recalculation
    • Batch email payslips with password protection
    • Unlimited payroll history and year-end records
    • Full suite of statutory forms (EA, CP39, EIS, Borang A, CP8D, and more)
    • Ad hoc payroll runs for bonuses, commissions, and separate payouts
    • Pending transactions for OT, claims, allowances, and deductions
    • Custom and comprehensive reporting options
    • Integration with time attendance systems for OT and leave sync

    Pricing: Custom pricing based on company size and required modules.

    What we love about SQL Payroll: 

    Its flexibility stands out. You can amend pay anytime, process different groups separately, and manage unlimited payroll records, ideal for companies that need accurate calculations and long-term data storage.

    6. Info-Tech

    Info-Tech offers a streamlined payroll platform that automates processes, ensures compliance, and provides clear, synchronised data in a single system. The software automatically calculates all statutory items and links payroll to attendance, claims, and leave, ensuring salary updates remain consistent. Its multi-user access, built-in reminders, and extensive library of reports make it suitable for teams managing many employee records. With cloud security, encrypted data, and automatic form generation, Info-Tech helps companies maintain accurate payroll while reducing manual checks and repeated entries across HR tasks.

    Key features for managing payroll:

    • Auto-calculation of EPF, SOCSO, EIS, HRDF, and PCB
    • Direct sync with attendance, leave, claims, and scheduling
    • Over 50 customizable payroll and HR reports
    • Automated reminders for employee updates and statutory deadlines
    • Online payslip access via web and mobile
    • Multi-user access with permission control
    • Auto-generated EA, CP21, CP39, and PCB forms
    • API integration with third-party platforms at no extra cost
    • Accounting sync for clean reconciliation
    • Cloud storage with full data encryption and ISO-certified security

    Pricing: Subscription-based. Pricing varies depending on modules and company size.

    What we love about Info-Tech:

    Its automation is strong and consistent. Every update flows across modules without extra effort, making payroll fast to run and easy to verify each month.

    7. Employment Hero

    Employment Hero brings payroll, attendance, and HR data together so companies can manage salaries, statutory updates, and employee changes from one place. The platform automates PCB, EPF, SOCSO, and EIS, and provides users with tools to set custom pay rules, perform bulk updates, and apply date-based adjustments. With built-in time tracking, rostering, and employee self-service, payroll stays aligned with actual hours and shifts. Its cloud design lets teams run payroll from anywhere, supported by detailed reports, online forms, and smooth integrations with accounting systems.

    Key features for managing payroll:

    • Automated PCB, EPF, SOCSO, EIS, and HRDF calculations
    • Access to EA forms, EIS forms, EPF files, and statutory reports
    • Custom pay rules with triggers for allowances or rate changes
    • Employee self-service for payslips, updates, OT, and leave requests
    • Real-time attendance, timesheet, and shift data pushed into payroll
    • Bulk salary adjustments and editable pay items
    • Mobile payroll access through the Employment Hero app
    • Detailed payroll summaries and compliance-ready reports
    • Integrations with Xero, Zoho Books, NetSuite, and other systems
    • Easy migration from existing payroll tools

    Pricing: Plan-based pricing depending on HR and payroll modules selected.

    What we love about Employment Hero:

    Its strength lies in how well payroll connects with attendance, scheduling, and employee updates. Everything stays in sync, making each payroll run cleaner, faster, and easier to verify.

    8. Omni

    Omni offers a clean, structured payroll workflow that updates automatically whenever employee information changes. Salary details, adjustments, and new-hire data are entered directly into payroll, reducing manual checks and redundant steps. The system automatically calculates statutory deductions, highlights any variations from the previous cycle, and prepares ready-made reports for quick review. Payslips are published inside the platform, giving employees instant access through desktop or mobile. Omni suits teams that want payroll to run smoothly without switching between multiple systems.

    Key features for managing payroll:

    • Auto-calculation of statutory deductions and net pay
    • Direct sync with employee records for accurate updates
    • Variation alerts for new hires, adjustments, or changes
    • One-click payslip publishing to desktop and mobile
    • Prebuilt payroll reports plus custom reporting options
    • Integrated HR modules for time off, attendance, and expenses
    • Easy step-by-step payroll processing flow
    • Multi-country payroll support for regional teams
    • Secure cloud access with permission controls
    • Simple export options for finance and audit needs

    Pricing: Custom pricing based on team size and selected features.

    What we love about Omni:

    Its clarity stands out. Each step of payroll is organized, easy to follow, and updated automatically, which helps teams avoid mistakes and finish their pay runs faster.

    9. Voyon Folks

    Voyon Folks is an AI-driven HRMS designed for Malaysian companies that want faster workforce decisions and smoother HR automation. The platform brings payroll, compliance, performance tracking, and attendance into a single cloud system, so teams can manage HR tasks without switching tools. Its AI engine supports intelligent hiring, smart scheduling, and real-time workforce insights, helping HR teams cut errors and improve efficiency. It is built to comply with Malaysian laws, and Voyon Folks ensures EPF, SOCSO, EIS, and statutory processes remain accurate and fully compliant at every cycle.

    Key features:

    • AI-powered recruitment and applicant tracking
    • Real-time attendance management with shift automation
    • EPF, SOCSO, EIS, and Malaysian labour law compliance
    • AI-based performance and workforce analytics
    • Employee self-service for faster updates and approvals
    • Cloud payroll automation with secure data storage
    • Custom workflows for HR operations
    • Multi-location workforce tracking

    Pricing: Custom quote based on modules and number of employees.

    What we love about Voyon Folks:

    Its AI capabilities make HR operations noticeably smarter, helping Malaysian businesses run payroll, manage teams, and stay compliant with far less manual work.

    10. Bukku

    Bukku is a cloud accounting platform that also supports payroll tasks through its integrations, making it easy for SMEs to keep their financial and salary data aligned. Businesses can manage invoices, expenses, reconciliations, and payroll records in one place without switching tools.

    The system handles e-invoicing, automatically generates financial reports, and lets companies sync salary information directly into accounting workflows. With automated entries, real-time insights, and mobile-friendly access, Bukku helps small businesses stay organised and compliant with Malaysian requirements.

    Key features for managing payroll:

    • Payroll data sync through connected payroll integrations
    • Automated expense and receipt capture linked to salary records
    • Bank reconciliation that matches payroll payouts
    • Real-time financial reports reflecting payroll costs
    • Support for LHDN e-invoice compliance
    • Multi-device access for on-the-go updates
    • Over 50 auto-generated financial and cost reports
    • Smooth data migration and easy onboarding

    Pricing: Plans range from RM0 to RM135/month, depending on features. All plans support e-invoice compliance.

    What we love about Bukku:

    It keeps payroll costs, payouts, and financial records perfectly aligned, giving SMEs clearer insights and cleaner books without manual data entry.

    Final words

    Finding the right payroll software depends on what your business needs today and how much you plan to grow in the future. Once you compare the features, try the demos, and check how each tool handles compliance, it becomes easier to choose the right fit.

    If your company is scaling quickly or already manages a large workforce, you may want to explore options built for larger teams. Yomly is one platform worth trying, especially if you want a system that stays accurate even with high-volume payroll. 

    ???? A quick demo can help you see how it works in your setup and whether it matches your goals.

  • ???? 70+ Important Performance Management Statistics for 2026

    ???? 70+ Important Performance Management Statistics for 2026

    Looking for the most reliable performance management statistics for 2026? 

    This listicle roundup brings together 70+ data points from trusted sources like Gallup, Willis Towers Watson, and McKinsey. 

    These insights cover employee experience, manager behaviour, feedback habits, goal setting, technology use, hybrid work changes, and real performance outcomes. Every statistic helps you understand where performance systems succeed or fail. 

    Note: All source URLs are listed at the end of the article.

    Key performance management data and insights

    1. 72% of employees want performance reviews to focus more on strengths, not weaknesses.
    2. 63% of employees say reviews fail to reflect their real work, showing a major trust gap.
    3. 59% of managers experience stress from review deadlines, affecting quality.
    4. Many companies increased how often they give feedback after shifting to remote work, with 54% reporting a noticeable rise in frequency.
    5. 57% of companies improved review transparency with technology, helping employees understand decisions.
    6. 67% of high-performing teams rely on continuous feedback, proving its impact.
    7. Continuous performance models are now preferred by many high-performing companies, with 69% adopting them over traditional annual reviews.
    8. Hybrid work has pushed many HR leaders to change their approach, leading 46% to redesign their review systems for better alignment.
    9. 39% of employees find their goals unclear, slowing alignment and performance.
    10. 74% of high-growth companies use real-time evaluation models, showing where the future is heading.

    Employee Perception and Experience

    Employee experience shapes the success of any performance system, and this category focuses on how workers feel during reviews. The statistics here show whether employees believe reviews are fair, helpful, stressful, or outdated. You will also see data on goal clarity, feedback quality, trust in managers, and how well reviews reflect real work.

    1. Only 20% of employees strongly agree that performance is managed in a way that helps them do great work.
    1. About 15% of employees feel the review process takes time but gives very little value.
    2. Managers provide helpful feedback to just 17% of employees based on their own responses.
    3. A total of 22% of employees believe their performance system supports real improvement.
    4. Annual reviews help only 26% of employees improve their work.
    5. Fair reviews are reported by 29% of employees across companies.
    6. Just 32% of employees say their managers track performance in a fair way.
    7. 35% of employees feel their performance review system is outdated, showing a clear need for more modern and effective review practices.
    8. Clear goals are missing for 41% of employees during reviews.
    9. Nearly 45% of employees feel their manager does not understand their daily tasks.
    10. 48% of employees request frequent check-ins to stay aligned with expectations.
    11. Stress from performance reviews affects 52% of employees during review periods.
    12. Continuous feedback is preferred by 58% of employees instead of yearly reviews.
    13. Performance reviews fail to reflect real work for 63% of employees.
    14. The review process feels too time-consuming for 68% of employees.
    15. A large portion, nearly 72%, want reviews to focus more on strengths.

    Manager Behavior and Impact

    Manager behavior shapes how performance management works in everyday situations. This category focuses on statistics that show their confidence levels, skill in giving feedback, time limits, and comfort with difficult conversations. The data also explains how manager actions influence fairness, employee motivation, and the overall quality of performance reviews.

    1. Only 13% of managers feel confident in guiding their team’s performance.
    2. Lack of proper review training affects 24% of managers.
    3. 26% of managers struggle to deliver clear and useful feedback, which affects how well employees understand their performance.
    4. 36% of managers avoid tough performance conversations, making it harder to address issues and guide improvement.
    5. Regular check-ins are hard to maintain for 38% of managers due to time limits.
    6. Review work pulls 42% of managers away from their key tasks.
    7. Better performance tools are needed, according to 47% of managers.
    8. Review deadlines create stress for 59% of managers.
    1. Outdated systems frustrate 61% of managers who want a modern process.

    Goal Setting and Alignment

    Performance management depends heavily on clear and stable goals, and this section focuses on how well companies handle this. These goal-setting statistics show how often goals change, how clear they are to employees, how well they align with company priorities, and how many organizations use structured goal-setting systems like OKRs.

    1. Goal setting changes happened in only 11% of companies to improve clarity.
    2. Aligned goals are reported by just 21% of employees in their companies.
    3. Quarterly goal cycles are used by 27% of organizations.
    4. Frequent goal changes confuse 33% of employees.
    5. 39% of employees say their goals are hard to understand, showing that goal clarity is missing in many performance systems.
    6. Inconsistent goal systems are seen by 44% of managers.
    7. OKRs or similar frameworks are used by 56% of companies to improve alignment.

    Feedback Frequency and Quality

    Feedback drives improvement, and this category looks at how often it happens and how helpful it feels. This includes weekly, monthly, and annual feedback patterns, as well as employee preferences for coaching-style conversations. You will also see how remote work changed feedback habits and why consistent feedback matters.

    1. 14% of companies simplified their rating systems to make reviews easier for employees and managers.
    2. Monthly feedback cycles are now used by 19% of companies to keep performance discussions more frequent.
    3. Weekly feedback reaches 23% of employees, giving them faster guidance on their work.
    4. Annual feedback still affects 31% of employees, which limits timely improvement.
    5. Coaching-style discussions are preferred by 37% of employees, showing a need for supportive review conversations.
    6. Feedback frequency increased in 54% of companies after they shifted to remote work environments.
    1. Continuous feedback drives performance for 67% of high-performing teams, making it a key success habit.

    Technology and Tools

    Modern performance management relies heavily on digital tools, and this category shows how companies use them. You will see how technology improves speed, transparency, accuracy, and employee understanding.

    1. 16% of companies use mobile performance tools to make reviews easier on phones and tablets.
    2. AI-driven evaluation supports 25% of organizations, helping them analyze performance more accurately.
    3. Analytics dashboards help 28% of companies track goals and progress in real time.
    4. Automated reminders and scoring systems are used by 34% of companies to speed up the review process.
    5. New performance software investments are planned by 49% of HR teams, showing a push for better tools.
    6. Technology improved review transparency for 57% of companies, giving employees clearer insights.
    1. Advanced tools shortened review cycles for 73% of companies, making the process faster and smoother.

    Remote and Hybrid Work Impact

    Remote and hybrid work changed how companies manage performance. Our remote and hybrid work study shows issue with issues with virtual clarity, new check-in patterns, tracking challenges, and the rise of digital-first performance tools. The data also explains how hybrid teams pushed companies to update and redesign their review systems.

    1. Hybrid work changes led 18% of companies to update their review cycles to fit flexible schedules.
    2. Virtual reviews feel unclear for 22% of remote employees, making communication a challenge.
    3. More frequent check-ins started in 29% of companies as teams adjusted to remote work.
    4. Remote performance tracking is difficult for 33% of managers, mainly due to visibility issues.
    5. Hybrid teams pushed 46% of HR leaders to redesign their review systems for a better fit.
    1. Digital-first review tools are preferred by 62% of hybrid workers, showing a shift toward online platforms.

    Organizational Strategy and Adoption

    Many companies are updating old review systems, and this category explains how they approach improvement. The statistics show how often organizations redesign their processes, remove traditional annual reviews, adopt new frameworks, and move toward continuous performance models. This data highlights broader trends in modern performance strategy.

    1. 14% of companies introduced new performance frameworks to update and modernize how reviews work.
    2. Traditional annual reviews were removed in 18% of organizations, making space for continuous models.
    3. Full system redesigns happened in 30% of companies in the past 3 years to improve fairness.
    1. 42% of HR teams report ineffective performance processes, showing a clear need for better and more reliable systems.
    2. A complete rebuild of performance systems is supported by 51% of leaders, showing strong demand for improvement.
    3. Continuous management models are used by 69% of high-performing companies, highlighting their impact on results.

    HR and Leadership Challenges

    HR teams face heavy pressure when managing performance, and this category focuses on those difficulties. The statistics reveal issues with manual workload, rating inconsistencies, data accuracy, bias, and lack of manager training. You will also see how these challenges affect fairness and the reliability of performance decisions.

    1. Manual performance tasks overwhelm 20% of HR leaders, slowing down their work.
    2. Calibration meetings take too much time for 28% of HR teams, creating workflow delays.
    3. Rating inconsistency is a problem for 35% of HR departments, leading to fairness issues.
    4. 40% of HR leaders have low trust in review data, which makes performance decisions harder and less reliable.
    5. 40% of HR leaders have low trust in review data, which makes performance decisions harder and less reliable.
    1. Review bias is reported in 64% of HR departments, showing a major weakness in rating systems.
    2. Manager training needs improvement for 71% of HR teams, making it a top priority.

    Outcomes and Performance Results

    Strong performance systems create measurable gains, and this category shows the results companies experience. These insights highlight improvements in productivity, engagement, teamwork, and retention. You will also see how clear goals and continuous feedback drive better business outcomes.

    1. Clear goals improve team performance by 17%, making alignment a key driver.
    2. 21% of employees show higher productivity with continuous feedback, proving how important regular guidance is.
    3. Strong performance programs reduce turnover by 26%, helping companies keep talent longer.
    4. Monthly check-ins increase employee engagement by 39%, showing the power of frequent contact.
    1. Modern performance systems boost team collaboration by 47%, improving teamwork.
    2. Ending annual reviews increases employee retention by 59%, showing a preference for more flexible systems.
    3. Real-time evaluation models are used by 74% of high-growth companies, making them the new standard.

    Employee Development and Growth

    Employee growth depends on the support they receive, and this category examines how well companies provide it. These statistics include access to development plans, skill-building opportunities, coaching support, and the impact of training on long-term retention. 

    1. Personal development plans reach 18% of employees, giving them targeted growth support.
    2. Skill development is poorly supported for 29% of employees, based on their review experience.
    3. 21% of employees show higher productivity with continuous feedback, proving how important regular guidance is.
    4. 52% of employees lack coaching support, which slows their growth and limits their development.
    1. Companies that invest in development improve employee retention by 66%, showing strong long-term benefits.

    ???? Further research articles:

    Final words

    These performance management statistics give you a full view of how modern teams work, what employees expect, and where HR systems fall short. 

    You can use these insights to improve your review cycles, set clearer goals, support managers, and build a fairer and more effective performance process. The data also shows how important technology, continuous feedback, and coaching support are for better results.

    If your enterprise wants to improve performance reviews, automate HR tasks, and give teams a smoother experience, you can explore how Yomly helps. Yomly is an enterprise HR and payroll platform that makes it easier to manage people, track performance, and keep everything compliant—all in one place.

    ???? Start your Free Yomly Trial

    Data sources