HRIS for Tunisia: the complete HR management software
One tool for leave, time tracking, Tunisian payroll, expenses and the employee record. Modules share the same data: what is entered once is never entered again.
What the HRIS covers
The everyday foundation
Leave and absences, web, mobile or biometric time tracking, and Tunisian payroll compliant with CNSS and IRPP. The three talk to each other: an approved absence leaves the attendance count, and consolidated hours enter the payslip.
The complete employee record
Civil status, contract, professional category, trial and notice periods, required documents, occupational health checkups, expenses and business trips. Sensitive identifiers · bank details, national ID · are encrypted at rest.
Growing the team
Review cycles with objectives and key results, self and manager assessment, a skills framework, a training catalogue with sessions and enrolments, and recruitment with a public career site in your own branding.
An assistant that answers in your teams’ language
A conversational assistant reachable from Levia, Slack, Microsoft Teams and WhatsApp: book leave, clock in, request a certificate or check a balance without opening the application. Its rights are those of the employee asking, never more.
HR management software or HRIS · the same question, asked twice
Both phrases describe the same thing: a system where the employee record is unique and every module reads from it instead of keeping a copy. The difference is not vocabulary, it is scope · a tool that handles leave and nothing else will have you re-enter the same data into three other files.
That overlap is where the value sits. A hire creates the record, opens leave entitlement pro-rated to the start date, triggers the list of documents to provide and feeds the salary profile used by payroll. None of those steps is an import.
What is actually in the product
Leave and absences with balances, carry-over and the country’s public holidays. Web and mobile time tracking with position, or from your biometric terminals. Payroll for six countries · Tunisia, Algeria, Morocco, Libya, France and Mauritius · with rates and scales versioned over time, so that an old payslip recomputes with the rules of its own period.
Around that foundation: expenses, business trips, HR documents and certificates, HR requests with configurable one- or two-step approval routes, onboarding, occupational health, a whistleblowing channel, reviews and objectives, skills and training, recruitment and a career site, directory and org chart, employee referrals.
For exchanges with your other tools: a read API over employees, leave and payslips, with scoped keys, and CSV and Excel exports on most screens.
Security, compliance and control of your data
Two-factor authentication is available, with re-authentication required before the most sensitive payroll actions. Organisations that want to can connect their own identity provider over OpenID Connect, with routing by email domain.
Sensitive personal data is encrypted at the application level, important actions are written to a searchable and exportable audit log, and individual rights · access and erasure · have dedicated flows. Backups of your workspace are schedulable, with retention and recipients.
French, English, Arabic · and several countries
The whole interface exists in the three languages, with right-to-left layout for Arabic, and each employee picks their own. Notification emails follow the recipient’s language · that is what actually changes adoption in a mixed team.
A Tunisian company opening a subsidiary elsewhere does not change tools: contribution and tax rules are carried by the organisation’s country, not hard-coded into the product.
Go further
Frequently asked questions
What is an HRIS, concretely?
A human resources information system: a single piece of software where the employee record lives and where every function · leave, time tracking, payroll, documents, reviews · reads and writes into that same record, instead of each keeping its own copy.
How is it different from HR management software?
In practice it is not · they are two names for the same product. "HRIS" is the term HR departments use, "HR management software" the one SME owners use. This page answers both.
Which modules are included?
Leave and absences, time tracking, payroll, expenses, business trips, documents and certificates, HR requests, onboarding, occupational health, whistleblowing, reviews and objectives, skills and training, recruitment with a career site, directory and org chart, conversational assistant, API and audit log.
Is Tunisian payroll really built in?
Yes, it is not a third-party module: the CNSS and IRPP calculation, sector agreements, PDF payslips and the quarterly CNSS export are part of the same product. The detail is on the page dedicated to payroll in Tunisia.
Is the interface available in Arabic?
Yes, in French, English and Arabic, with right-to-left layout. Each employee picks their language, and emails follow that choice.
Can several countries live in the same workspace?
Yes. Payroll is available for Tunisia, Algeria, Morocco, Libya, France and Mauritius, each with its own contribution and tax rules, versioned over time.
Can we migrate from Excel?
Yes: employees, leave balances, salary profiles, public holidays and attendance records import from CSV or Excel files, with guidance during the free trial month.
Is there an API?
Yes, read-only, over employees, leave and payslips, with scoped keys that can be revoked and expired. There is no write access through that interface today.
Try it on your own organisation
Migrate from Excel or your current tool during the free trial month, with guidance.