Multi-entity by default
Companies, branches, departments and cost centres in one tree. An employee belongs to an entity, and the entity carries the trade licence, the establishment card and the payroll regime.
Core HR suite
Core HR & organisation
The record every other module reads from: entities, branches, departments, grades, permissions and approvals — modelled once, for a UAE group that rarely fits in one company.
Most HR systems assume one company, one country and one approval chain. UAE groups almost never look like that. A single owner runs a mainland LLC, a free-zone entity and a DIFC company, each with its own trade licence, its own establishment card and its own payroll rules — and one HR team across all three.
Core HR is where that shape gets modelled properly. Eighteen features covering the organisation itself: who exists, which entity employs them, who approves what, and which policy applies where. Every other suite — payroll, leave, visas, documents — resolves its rules against this record rather than keeping a second copy.
Policies per entity
Leave rules, working weeks, overtime treatment and approval chains are set per entity, not globally — so the DIFC company and the mainland LLC can differ without a workaround.
Role & permission engine
Permissions are granted by role against a scope: this department, this entity, these grades. An HR admin in one entity cannot read salaries in another unless you say so.
Approval engine
One engine drives every approval in the product — leave, expenses, documents, salary changes — so a chain you define once behaves the same wherever it's used.
Alerts engine
Rules that watch the record and act: probation ending, contract expiring, document lapsing, headcount over budget. Notifications go to a person, not to a shared inbox.
Audit on everything
Every change to the org record is logged with who, when and what it was before. The log is queryable rather than a file you request from support.
Why the org model is the hard part
The org chart looks like the easy bit of an HR migration and is usually the part that breaks. It is the only piece every other module depends on, and the cost of getting it wrong compounds: the wrong entity on a record means the wrong WPS file, the wrong gratuity regime and the wrong approver, months later, all at once.
- Employees move between entities on transfer, and service history has to follow them without restarting.
- Cost centres rarely line up with departments — reporting needs both, independently.
- Grades and salary structures drive offer letters, payroll bands and gratuity accrual, so they belong in the org record rather than a spreadsheet.
- Approval chains change more often than the org chart does, and should be editable without a support ticket.
Permissions that survive an audit
Access is where HR software quietly fails procurement. KLEDHR treats permission as a property of the role and the scope together, and every read of a sensitive field — salary, passport, disciplinary record — is logged the same way a write is.
- Scope by entity, department, grade band or reporting line.
- Field-level control on salary, bank details and personal documents.
- SSO with your identity provider; access removal follows the leaver process.
- Per-tenant database isolation, so the boundary is infrastructural rather than a WHERE clause.
Questions we get asked
- Can one employee sit in two entities?
- An employee has one employing entity at a time — that's what the WPS file and the labour contract both require — but their service history is continuous across transfers, and reporting can roll up across entities.
- Do we have to model cost centres to go live?
- No. Entities and departments are the minimum. Cost centres, grades and salary structures can be added later without re-importing people.
- How do permissions work for a group HR director?
- Scope a role to the group rather than an entity. Everything else — including audit logging of what they read — behaves identically.
See KLEDHR on your own payroll month
A 30-minute walkthrough on a tenant we spin up for the call — bring your trickiest gratuity or WPS case.
Book a demo