HR & talent
Connect recruitment, onboarding, documents, performance and development around each employee. Keep benefits, compensation decisions and departure tasks with the people responsible for following them through.
Explore HRHR, time & payroll in South Africa
HR and payroll. In South Africa. And overseas.
Payrovia brings HR, timekeeping and global payroll together for your business in South Africa and its overseas subsidiaries. One employee record connects your people, with local payroll in each country and visibility across the group.
Local teams and overseas subsidiaries. One platform.
One employee record
Every stage of working life. Connected.
Hiring, development, everyday work and the final handover. Keep the employee's history together, so each team has the context to act.
- 01Joining
A good start, with the details ready.
Bring the offer, contract, documents and first-day tasks together. Your local HR and payroll teams start with the same employee information.
Book a demo ↗ - 02Everyday work
The working day, in one place.
Give people a place for time records, leave and payslips. Managers see requests in the context of the person's employment.
Book a demo ↗ - 03Growing
Keep progress part of the conversation.
Connect goals, feedback, development and compensation decisions. Give every manager a fuller view of the person behind the next review.
Book a demo ↗ - 04Moving on
Finish with the same care you started.
Coordinate the handover, equipment, documents and final-pay preparation. Keep the people responsible clear about what is complete and what needs review.
Book a demo ↗
Local teams and overseas subsidiaries. One platform.
HR & talent ↗Illustrative product concepts with fictional details.
The Payrovia platform
Connect your people across branches and teams.
Bring recruitment, development and employee support together with local identity and salary information. Define South African attendance and payroll scope around your employee groups, sector needs and monthly review responsibilities.
Time & leave
Review daily clock records, leave requests and balances alongside employee information. Agree South African beta scope, simplified accrual treatment and remaining manual steps before rollout.
Explore timekeepingLocal payroll
Prepare available PAYE, UIF, SDL and ETI components with employee and employer information. Confirm tax-year scope, employee groups and external banking and submission responsibilities first.
Explore local payrollEmployee experience
Give employees a place for requests, documents, available payslips and goals. Managers follow approvals and team development with the same employee context available.
Explore employee servicesLocal payroll. Global oversight.
Your South African business. Your overseas subsidiaries.
Run your South African company and overseas subsidiaries on the same platform. Each entity keeps its local payroll requirements, while HR and finance share employee records and review consolidated payroll costs. Start with one company and add countries as your business grows.
Book a demo ↗
See where payroll stands across your companies.
Review headcount, payroll cost, pay dates and open approvals.
Screens from Payrovia · Bell Global demo data · English interface
- Local payroll by company and country.
- Consolidated payroll costs across your group.
- One employee record, with access by responsibility.
The South African working record
Employee information supports both daily work and payroll review.
SARS payroll administration depends on accurate employee and remuneration information, with PAYE, UIF, SDL and applicable ETI allocations in the employer's monthly declaration. Employment records also support working-time, leave and payslip responsibilities. For a distributed business, the internal challenge is keeping local manager decisions available when HR and payroll review the same person.
Local managers need the employee's context
A branch hire or change of reporting line should remain connected to employment documents, salary and development history. HR needs a common record while the manager has enough information to support the person and review questions about their recorded working days.
A deduction is not the same as an employer cost
Employees ask about take-home pay, while finance also needs the employer's payroll costs. PAYE, UIF, SDL and ETI have different roles. Reviewers should be able to discuss the relevant components without treating every amount as a deduction from the employee.
Sector and contract details affect scope
A contractual bonus, a bargaining-council requirement or a garnishee order can introduce additional work. The available local tools need to be matched to your business's circumstances, with incomplete processes identified before payroll relies on a standard-looking monthly result.
Practical local examples
Follow a branch hire, a bonus and a final period.
These examples show shared HR and available beta local tools. Your team confirms current tax-year requirements, applicable employee circumstances and the steps completed outside the product.
Example workflow
Keep the person's local information with their new role.
A growing company hires a colleague at another branch. The manager prepares the role, HR collects identity and tax information, and payroll needs an approved salary and a usable employee record for monthly preparation.
- HR
Prepare the employment record
Collect identity, SARS tax-reference and approved job information with documents and onboarding tasks. Give the hiring manager a clear part in the new colleague's start.
- Time
Review the recorded day
Use available clock-in, clock-out and daily attendance records. The local manager follows missing or disputed information using the company's actual working arrangement.
- Pay
Check the local components
Prepare scoped monthly payroll with PAYE, UIF, SDL and applicable ETI context. Review employee and employer information, including the confirmed tax-year treatment, before relying on results.
What changesThe branch employee has a continuing record across HR and payroll. The manager can support the start while the team reviews local identity and monthly pay information.
Example workflow
Explain the additional payment with its approved basis.
A company awards a bonus under its agreed compensation arrangement. Employees want to understand the additional amount and tax treatment. HR needs the approval history, and payroll needs to review the bonus separately from regular monthly remuneration.
- HR
Retain the compensation decision
Keep the approved bonus and supporting decision with employee history. Managers can refer to the relevant performance conversation and the company's agreed compensation terms.
- Time
Keep the period information clear
Review daily attendance and approved leave for the period. Resolve record questions with the responsible manager before the team discusses the employee's monthly amounts.
- Pay
Review the available bonus calculation
Use the scoped annual-equivalent bonus PAYE preparation and examine the proposed result. Confirm current tax-year requirements and the bonus arrangement before approving the additional payment.
What changesThe team can discuss the bonus using its approved compensation context and reviewed tax preparation. A contractual additional payment remains distinguishable from the employee's regular monthly salary.
Example workflow
Bring leave and employment history into the final-pay discussion.
An employee leaves with unused leave and a final working period to review. HR coordinates handover and clearance, while payroll needs the appropriate employee circumstances and confirmed inputs for the available leaving-payment preparation.
- HR
Coordinate the employee's departure
Record leaving dates and relevant documents, then assign clearance and knowledge-transfer work. Retain employment history so the responsible team can review the departure's circumstances.
- Time
Review the final records
Check daily attendance and approved absence through the leaving date. Confirm unused-leave inputs separately where the local balance calculation needs your company's cycle-based review.
- Pay
Prepare and examine final amounts
Review the scoped leave-payout, notice and applicable severance components. Confirm the remaining administrative steps with your team; severance administration remains a manual process.
What changesThe final-pay discussion has reviewed inputs and an employment history. HR tasks stay visible, and the team knows which settlement activities it must still complete manually.
People & development
Make the employee record useful between paydays.
Give every team access to the people tools relevant to its responsibilities. Shared HR connects recruitment, development and support across your company, with managers involved in the employee's continuing career and HR following the record.
A consistent start across locations
Follow vacancies, applicants, interviews and offers into onboarding. Assign document and equipment work, then use early checkpoints so HR and the local manager can follow the employee's first weeks.
Development and internal progression
Maintain goals, feedback, reviews and development plans. Use succession candidates and readiness discussions to consider future roles, with employee history available when managers propose supported merit or salary changes.
Support employees where they work
Manage HR cases, benefits information, employee documents, signatures and asset requests. Set owners and access by responsibility, while leaders review headcount, employee changes and costs across their organisation.
Explore the HR workspace
More than a name in a directory.
Follow the decisions behind a hire, a review, a pay recommendation and an everyday request. The employee record carries the context between teams.
01 / Hire & onboard
Turn an accepted offer into a prepared first day.
Keep the vacancy, interviews and offer together. Carry the new colleague into onboarding, with documents, equipment and tasks assigned to the right people.
↳
Explore the detail ↗
The hiring decision becomes the start of the employee record.
payrovia↗
Hiring workspace
South Africa
Interview4
Offer2
Joining1
- ✓Employment documentsComplete
- ✓Equipment requestComplete
- ○Manager welcomeOpen
One hire. A shared plan for HR, the manager and the new colleague.
02 / Develop your team
Make development part of the working year.
Connect goals, regular feedback, review cycles and development plans. Give the next manager the history behind a person's progress, with appropriate access.
↳
Explore the detail ↗
A review leads to a useful next step, with an owner and follow-up.
payrovia↗
Performance & development
South Africa
ZA
Employee record · 0142
Example employee
For review
Build the team playbook
75%
Coach a new colleague
50%
◷
Next conversation
Career check-in
24 Sept
Goals, review history and future opportunities stay connected.
03 / Reward fairly
Bring pay and benefits into the same conversation.
Review salary recommendations alongside budgets, employee history and benefit choices. Record the approval before the change reaches the relevant payroll period.
↳
Explore the detail ↗
HR and finance can explain what changed, when and why.
payrovia↗
Compensation review
South Africa
ZA
Employee record · 0142
Example employee
For review
Current
ZAR 30,000
→
Proposed
ZAR 33,000
Effective date
01 Oct
For review
- ○Budget review
- ○Manager recommendation
- ○Payroll handover
Illustrative recommendation. No salary change is submitted by this screen.
04 / Support employees
Give every employee question a place to go.
Connect HR requests, documents and employee services to the person. Keep a clear owner, status and response history so a question survives a departmental handover.
↳
Explore the detail ↗
The employee sees progress. HR sees the context needed to respond.
payrovia↗
Employee service desk
South Africa
ZA
Employee record · 0142
Example employee
For review
Request
Owner
Status
Employment document
People team
Complete
Leave question
Line manager
Open
Benefit change
Benefits team
Open
Access follows the role. Sensitive case details stay with authorised people.
Illustrative product screens · fictional records and amounts
Useful to everyone
One place for the everyday questions.
Make the employee record part of daily work. Employees, managers and HR participate through the information and actions relevant to their role.
01
For employees
Employees request leave, find documents, read available payslips and follow goals, with everyday HR questions connected to their employee record.
payrovia↗
Employee workspace
South Africa
◎
A clear place for everyday work.
- ◷Leave request↗
- ▤Published payslip↗
- ↗Employment documents↗
02
For managers
Managers review requests, approve relevant changes and follow team goals, with employee history available when a decision needs more context.
payrovia↗
Manager workspace
South Africa
◎
The information behind the next decision.
- ◷Team requests3
- ▤Time corrections2
- ↗Development conversations4
Illustrative product screens · fictional records and amounts
South African payroll detail
Review the amounts and the responsibilities behind them.
The beta tools prepare local monthly records and component detail. Agree the current tax-year scope and employee needs, then review the calculation before completing the separate banking and authority processes.
Explore payrollPAYE, UIF, SDL and ETI
Prepare available PAYE withholding and UIF components, employer SDL and applicable ETI calculations. Keep employee deductions, employer costs and incentive context distinct when discussing the monthly result with HR and finance.
Local identity and registrations
Maintain employee identity and SARS tax-reference information with company CIPC, PAYE, UIF and relevant SDL/SETA or COIDA registrations. Keep these inputs connected to the employment documents and approved compensation record.
Attendance, leave and significant payments
Use daily clock records and available leave requests, balances and approvals. Contractual bonus and final-pay preparation require scoped review; cycle-based leave accrual is simplified and severance administration remains manual.
Drafts, files and payslips
Prepare available EMP201 drafts, itemized payslip outputs and bank-batch CSV information. Bank upload, SARS submission and return-file review remain manual; further reconciliation and tax-certificate output requirements need separate confirmation.
Inside the payroll review
See what changes pay. And why.
Choose a situation. Follow the source information into an illustrated payslip, then see the checks before release. Local treatment stays with the country and employee.
payrovia↗
South African payroll detail
South Africa
An approved hour has a place on the payslip.
Compare time with the roster and the approved request. Keep the earning separate so payroll and the employee can follow its source.
The approved time record
ZA
Example employee
South Africa · 0142
- Recorded time
- 8 additional hours
- Manager decision
- Time approved
- Payroll input
- Additional earning
02 / Payroll preview
For review
Example employee
Illustrative pay period · ZAR
- Basic pay
- ZAR 30,000
- Additional earnings
- ZAR 1,500
- Gross pay
- ZAR 31,500
- Employee tax / contributions
- ZAR -3,750
Net pay
ZAR 27,750
Employer costs · separate from net payZAR 2,100
- 01
Check the hours and supporting request.
- 02
Review the applicable local treatment.
- 03
Approve the payroll version before release.
What this means for your team
PAYE, UIF, SDL and ETI
Prepare available PAYE withholding and UIF components, employer SDL and applicable ETI calculations. Keep employee deductions, employer costs and incentive context distinct when discussing the monthly result with HR and finance.
A pay rise starts with the right effective date.
Carry an approved salary change from HR into the right period. Retain the earlier amount and the explanation behind the difference.
The HR pay change
ZA
Example employee
South Africa · 0142
- Previous pay
- ZAR 30,000
- Revised pay
- ZAR 33,000
- Effective date
- Start of this example period
02 / Payroll preview
For review
Example employee
Illustrative pay period · ZAR
- Basic pay
- ZAR 33,000
- Gross pay
- ZAR 33,000
- Employee tax / contributions
- ZAR -3,750
Net pay
ZAR 29,250
Employer costs · separate from net payZAR 2,100
- 01
Confirm the approved employee change.
- 02
Check dates, proration and any earlier periods.
- 03
Explain the variance before finalising.
What this means for your team
Local identity and registrations
Maintain employee identity and SARS tax-reference information with company CIPC, PAYE, UIF and relevant SDL/SETA or COIDA registrations. Keep these inputs connected to the employment documents and approved compensation record.
Explain take-home pay, line by line.
Review employee deductions individually. Keep the employer's costs separate, with the approved basis for any repayment visible.
The employee's local setup
ZA
Example employee
South Africa · 0142
- Payroll country
- South Africa
- Employee details
- Current record
- Repayment instruction
- Approved schedule
02 / Payroll preview
For review
Example employee
Illustrative pay period · ZAR
- Basic pay
- ZAR 30,000
- Additional earnings
- ZAR 1,500
- Gross pay
- ZAR 31,500
- Employee tax / contributions
- ZAR -3,750
- Approved repayment
- ZAR -750
Net pay
ZAR 27,000
Employer costs · separate from net payZAR 2,100
- 01
Review tax and contribution inputs.
- 02
Check the authorised deduction or repayment.
- 03
Reconcile balances and employer costs separately.
What this means for your team
Attendance, leave and significant payments
Use daily clock records and available leave requests, balances and approvals. Contractual bonus and final-pay preparation require scoped review; cycle-based leave accrual is simplified and severance administration remains manual.
The last payslip needs a fuller review.
Bring leaving dates, remaining pay and applicable settlement items together. Keep clearance, calculation approval and payment responsibilities distinct.
The departure record
ZA
Example employee
South Africa · 0142
- Employment change
- Leaving date recorded
- Pay treatment
- Partial period in this example
- Handover
- Final items for review
02 / Payroll preview
For review
Example employee
Illustrative pay period · ZAR
- Basic pay
- ZAR 15,000
- Additional earnings
- ZAR 1,500
- Gross pay
- ZAR 16,500
- Employee tax / contributions
- ZAR -2,250
Net pay
ZAR 14,250
Employer costs · separate from net payZAR 2,100
- 01
Confirm dates and locally applicable amounts.
- 02
Review leave and outstanding obligations.
- 03
Authorise settlement and follow the payment outcome.
What this means for your team
Drafts, files and payslips
Prepare available EMP201 drafts, itemized payslip outputs and bank-batch CSV information. Bank upload, SARS submission and return-file review remain manual; further reconciliation and tax-certificate output requirements need separate confirmation.
Teaching example only. These are not statutory rates, a quotation or a live payroll calculation. Pay frequency, tax, contributions and final-pay treatment must be confirmed locally.
EOR arrangements
Bill centrally. Manage people locally.
Payrovia provides operating software for relationships with your employing entities or separately agreed providers. Maintain South African worker assignments, agreements and client access with central billing by client and period. Your arrangement determines the legal employer. Local statutory estimates and automatic reconciliation to finalized South African payroll require separate confirmation for the scope you intend to operate.
01 / The agreement
Agree the terms. Connect every assignment.
Define the client, employing entity or provider, countries, fees and responsibilities. Connect each person to the arrangement under which they work.
↳
Book a demo ↗
Connect workers and documents to the relevant agreement.
payrovia↗
Client agreement
South Africa
ZA
EOR-028
For review
Client agreement
- Client
- Example client
- Local operation
- South Africa
- Employment arrangement
- Your entity or agreed provider
- Billing terms
- Agreed service fee
The agreement names the parties and responsibilities; software does not become the legal employer.
02 / Local people
Keep local employment close to the person.
Bring HR records, leave, benefits and payroll coordination into the assignment. Give clients access to the information and approvals you have explicitly agreed.
↳
Book a demo ↗
Define client information and approval permissions.
payrovia↗
Worker assignment
South Africa
ZA
EOR-028
For review
Worker assignment
- Employee
- Example employee
- Client agreement
- Linked to the agreement
- Local payroll currency
- ZAR
- Client access
- Configured by role
Local payroll connections and employer-cost coverage are confirmed for your arrangement.
03 / Central billing
Make the central bill easy to explain.
Review employment costs, agreed fees and adjustments by client and period. Keep the supporting assignment detail beside the draft invoice.
↳
Book a demo ↗
Review assignment costs, fees and invoice history.
payrovia↗
Central client invoice
South Africa
↗
INV-024
For review
Central client invoice
- Employment costsCosts for the example period
- USD 12,000
- Service fee · example 10%Example commercial terms
- USD 1,200
- Approved expensesSeparately identified
- USD 300
- Draft totalFor finance review
- USD 13,500
Illustrative USD invoice, not Payrovia pricing. FX evidence, tax, credits and settlement need their own review.
Illustrative EOR workflow. Availability of local connections and automated reconciliation is confirmed separately.
Why teams choose Payrovia
Depth in every part. One connected business.
HR that goes beyond a directory.
Recruitment, onboarding, performance, development, succession, compensation, benefits and employee services—around the same record.
Payroll with the history behind it.
Connect employee changes, approved time and leave to local payroll review. Give reviewers the information behind the result.
A local team. An international group.
Run one company or connect overseas subsidiaries. Keep local payroll requirements visible while finance reviews the wider business.
Choose your next step with Payrovia.
Explore the product and detailed features, review pricing and security, or see how implementation works. Book a demo to discuss your people, countries and first rollout.
Questions from South African employers
What does South African beta availability include?
The current scope includes partially ready monthly calculations, local employee records, itemized payslip outputs, daily clock records and leave tools. We agree tax-year requirements and representative employee cases before adoption. Local scheduling, timesheets and biometric workflows remain pending, while leave cycles and some departure administration need additional review.
Can we explain deductions separately from the company's costs?
Available calculations distinguish PAYE, UIF, employer SDL and applicable ETI context. Your team can review component detail with the employee record and period information. We confirm which employee cases and employer obligations are in scope, so a payroll question can be discussed using the relevant prepared amounts.
Are SARS declarations and salary payments submitted automatically?
EMP201 drafts and bank-batch files support preparation, followed by manual submission and upload steps. Return-file review is also manual. We confirm your bank format, authority route and operator responsibilities; EMP501 and employee tax-certificate requirements need separate scope confirmation. Preparation does not establish accepted filing or completed payment.
What if we need bargaining-council levies or garnishee processing?
Those local processes remain pending and should not be assumed within the monthly calculation. We review your sector, contract requirements and any additional deductions before agreeing a scope. Contractual bonus preparation and available final-pay components also need confirmed tax-year inputs, with remaining manual work identified for your team.
A walkthrough for your business
See the work you could bring together.
Tell us about your local team and any overseas subsidiaries. We'll focus the demonstration on the HR, timekeeping and payroll work you want to improve.
- Start with your people and priorities.
- See the relevant local and global workflows.
- Discuss scope, implementation and next steps.