Admin

When I'm adding a new employee and then get asked to create a report I have to come out of one area of people to go into another. I would ideally like to be able to have all options open so i can be available to get answers on all things while als...

The interface for creating document templates is very difficult, the preview often fails and the finished document looks nothing like the document you have created. It also seems to be impossible to add a watermark unless you can edit in HMTL dire...

Currently expenses go to a manger to be approved but then they go nowhere ie they don't go to payroll to be paid so the individual has to request the payment. It would make sense for approved expenses to go to payroll/accounts to be processed for ...

Currently, when an employee is granted Edit Access Rights for certain areas (e.g., Planner, Personal Details, Employee Documents), these permissions also apply to their own profile. There is no way to exclude them, which means: If an employee is g...

Restriction to 100 word count per item in logbooks is not fit for purpose when we have items that need to be longer than the 100 words and they get cut off. Please may you review the 100 word character count in logbooks - especially for Employee R...

We would be more efficient in our support to our organisation if we could switch to view with different permissions. This could either be 'view as _specific name_' or generally as a manager or employee.

I am often asked to post Company communications from the MD but I would rather be able to show that they have been posted direct from him rather than by myself on behalf of him.

To enable employees to add their own documentation onto their own profile during on-boarding enables us to have more time

Within the Employment tab on the individual there are various headers such as Benefit ID, Rota ID, etc etc. It would be really helpful to be able to rename these to whatever we might use them for. We use one to help identify divisions within the c...

We would like to have the option of reflecting sickness days over a 12 month rolling basis rather than by calendar year which isn't usable in line with UK legislation or general best practise in the UK.