Changelog

New modules, improvements and fixes — everything we ship to ASHR.work, as we ship it.

  1. New

    Colleagues on your company domain can now ask to join, and an admin decides

    If someone signs in with an email on your organisation’s domain, they can now ask to join instead of hitting a dead end that told them to go and find an administrator. Asking is all it does — nobody is added to your organisation because they happen to hold a company mailbox. Every admin is emailed, the request waits in a new Access requests screen, and it is approved or declined there by a signed-in administrator rather than by clicking a link in the message. Personal mailboxes — Gmail, Outlook and the like — are never matched to an organisation this way; an invitation still works for them exactly as before.

    • Someone signing in with your company’s email domain can ask to join your organisation. They are not added by asking. The request appears under Organisation → Access requests, every administrator is emailed, and it expires after seven days if nobody acts on it.
    • Approving is done inside the app by a signed-in administrator, never by clicking a button in the email — mail security scanners open every link in every message, and an approval that could be triggered that way would let people in without anybody deciding.
    • Personal email providers are never matched to an organisation, so running your business from a Gmail address does not put you in somebody else’s workspace. If you have been invited to an organisation, that invitation still works whatever address it was sent to.
    • When you register an organisation whose name is already taken, we now say the name is unavailable rather than naming the company that holds it.
  2. New

    Check-in can now be restricted to your own networks, six module descriptions narrowed to what the screens actually do, and corrections to older updates now labelled on this page

    Attendance can now accept check-ins only from the networks you name — your office ranges, your VPN — alongside the office geofence that was already there. It starts switched off, and there is a report-only setting that shows you which check-ins would have been blocked before any of them actually are. Separately, six descriptions across the module pages, the help centre and the public capabilities list were wider than the screens behind them — not features we do not have, but verbs and units that promised a little more than the product delivers. Each now says exactly what happens, and what is still ahead of us stays on each module’s roadmap where you can see it. And when we do have to fix the wording of an update already published here, this page now says so on the day that fixed it.

    • Attendance can now restrict check-in to your own network ranges, set by an admin in Attendance settings. It is off unless you switch it on, and you can run it in report-only first to see what would have been blocked before anything is. We record whether each check-in came from an allowed network and roughly which network block it came from — never the address itself.
    • Slack hands out a survey and chases it — invite, nudge, last call, and whatever is still open on your home tab — and the answers are given on the web form that message opens. The hiring board moves candidates through stages one at a time or several at once. A letter merges one person’s live record. Payroll names the PF, ESI and PT filings it produces for you. A growth-plan item carries a due date, a status and the date it was finished. The July 17 entry further down gave that same hiring board the wrong verb when it launched, and now describes it the way it works.
    • Everything we publish on this page stays published. If an update we already shipped described something the product could not really do, we rewrite that sentence so it is true — we never quietly delete it, re-date it or fold it into another day — and from now on the day that made the fix carries a “Corrects …” line naming the day it fixed, so you can see for yourself what changed and when.
  3. New

    Benefits, calibration, 1:1s, Goals & OKRs, expense claims, policy acknowledgements, a documentation site, report downloads, repeating shift rotas, the quarterly TDS return, email notification choices, two-factor sign-in, an API that can write, talent-matrix flight-risk notes & export, and survey benchmarks with department breakdowns

    Benefits is now a real module — keep the plans you offer in one list, and an honest record of who is on each one, with the covered-lives figure your insurer asks for. Calibration is now a real module — compare every rating in a review cycle side by side, move the ones that need moving with a reason on each, and close the session so the record is final. 1:1s are now a real module — a shared agenda, notes each of you keeps private, and action items that carry forward — goals and OKRs are now a real module with progress that works itself out from your key results, expense claims run end to end — file, approve, reimburse — every guide we publish is also organised as proper documentation with help for the screen you are on a click away, payroll can build your quarterly TDS return working sheets straight from approved runs, and API responses carrying your data are marked private end to end. The API can now add employees and generate letters as well as read them. Certifications on an employee profile now show where their status came from and when.

    • Benefits is now a real module: keep the health, life, accident and wellness plans you offer in one catalogue, with the provider, the policy number and the dates cover runs between.
    • Your team joins a plan or declines it from their own Benefits page, and says how many dependants they are covering.
    • Each plan carries a live roster — enrolled, declined and ended — plus the covered-lives figure your insurer asks for at renewal. Every number is counted from the rows, so it can never drift from the list underneath it.
    • Nobody can start or end cover outside the plan’s own dates, which is what makes "was this person covered on the 3rd?" a question with one answer.
    • An enrolment never turns into a declination. Changing your mind ends one standing and records a new one, so months you genuinely were covered can never be erased.
    • Nothing in Benefits can be deleted, by anyone. Cover is ended with a date; a plan is retired.
    • Retiring a plan stops it taking anyone new. It does not end the cover of anyone already on it, and the dialog says so before you commit.
    • Only you and an HR admin can see your benefit records. Managers get no view at all — not your enrolment, not your dependant count. A benefit election is closer to a medical fact than to a work output.
    • We hold a dependant count and nothing else: no names, no dates of birth, no medical detail about anyone you cover.
    • Benefits does not calculate a premium, take anything off your salary, or appear on your payslip. Premium calculation, claims and insurer integration are configured on request.
    • Benefits starts switched off; ask us to turn it on for your organisation.
    • Calibration is now a real module: run the session where managers compare ratings across a review cycle before those ratings go out.
    • A session sits over a real manager review cycle — everyone that cycle reviewed is already in the grid, at the rating their manager gave them.
    • The rating distribution is shown before and after, and it recalculates as the room proposes moves. There is no summary to refresh and nothing to type in.
    • Every proposed move needs a written reason. A rating that moved without one is not a record worth keeping.
    • The original rating is captured the moment the room first discusses someone, and is never overwritten — even if the underlying review changes later.
    • Recording a decision stamps who made it and when, and it cannot be changed afterwards, by anyone.
    • Closing a session freezes it completely: nothing can be added, changed or removed, and nothing can delete it either.
    • Closing does not change anyone’s appraisal. Calibration records what was decided; putting that into a published review stays a deliberate, separate step.
    • Managers see only the rows about their own reports. The person being calibrated sees none of it — the discussion is deliberative until it is decided.
    • Calibration starts switched off; ask us to turn it on for your organisation.
    • 1:1s is now a real module: put the next conversation with your manager, or with someone who reports to you, in the diary — either of you can.
    • The agenda is shared. You both add talking points before the conversation, so nobody arrives not knowing what it is about.
    • Notes can be private to you. The other person cannot read them, and cannot see that they exist — that is enforced by the database, not by hiding them on the screen.
    • Nobody else can read a 1:1 at all. Not your colleagues, not your manager’s manager, and not HR: 1:1s is the one module where administrators get no view.
    • Action items name one of you, and either of you can tick one off — whoever is doing the work does not have to ask whoever wrote it down.
    • Anything still open shows up on your next 1:1 with that person, so nothing quietly falls off the list.
    • Rosters can now repeat: save a week as a rotation, generate the weeks ahead from it, and get told before you publish if someone is double-booked or a shift is short-staffed — including shifts that run past midnight. Anything you changed by hand, or already published, is kept exactly as it is. Your team hears about a published week in Slack as well as in the app, lateness is measured against the shift someone was actually rostered to rather than one office start time, and you can download the week as a spreadsheet.
    • A talking point can point at one of your goals, if your organisation also has Goals & OKRs switched on.
    • Mark a 1:1 as done, or cancel it with a reason. Either way what was written on it is kept, and it is never deleted.
    • 1:1s starts switched off; ask us to turn it on for your organisation.
    • Goals & OKRs is now a real module: set what you are aiming at this period, and the key results that will tell you whether it happened.
    • A key result can be a count, a percentage, an amount in rupees, or simply done/not-done.
    • Check in on a key result whenever the number moves, with a line about what changed — the dialog shows what your new number does to your progress before you save it.
    • Progress is worked out from your key results every time, so the percentage on the page can never disagree with the numbers underneath it. There is nothing to type in by hand.
    • An objective that nobody has put a key result against says so, rather than showing a misleading 0%.
    • Objectives can roll up: align yours under one of your own, or under one your manager has set, and the Alignment tab draws the tree.
    • Only you can change, check in on, or close your own objectives — not your manager, not HR. They can see them, which is the point.
    • Managers get a view of the objectives their reports have activated, with the same figures those people see.
    • Close the period as achieved, missed or cancelled, with a note worth remembering. Your manager is told how it landed.
    • Rupee amounts on a key result are held to the exact paise, so nothing is lost to rounding.
    • Goals & OKRs starts switched off; ask us to turn it on for your organisation.
    • Expenses is now a real module: your team can file expense claims and follow each one through to the money landing.
    • Filing a claim takes a category, an amount, the date you spent it and a line about what it was for.
    • Claims go to the claimant’s manager, an HR admin or finance — approve in one click, or reject with a reason the claimant is told.
    • Nobody can approve their own claim, whatever their role.
    • Finance gets its own list of approved claims to pay, and records the bank or voucher reference against each one so it can be reconciled later.
    • A rejected claim can never be paid by mistake — it is closed for good.
    • Everyone sees where their own money is: awaiting approval, approved, or reimbursed, with the payment reference.
    • Expenses starts switched off; ask us to turn it on for your organisation.
    • A new documentation site at /docs, with a stable address for every guide.
    • Tutorials you read in order, including a first-90-days path that strings the setup guides into the sequence a rollout actually happens in.
    • How-to guides for every module, each one showing honestly whether that module is available, in beta, customizable, or provisioned on request.
    • Reference gathered in one place: the interactive API reference, the OpenAPI spec, the Postman collection, the SDKs, webhooks and the agent surfaces.
    • New explanations of how your organisation stays isolated from every other one, how the payroll engine turns an annual CTC into a locked payslip, and how leave accrues, carries forward and lapses.
    • Every documentation page is listed in the sitemap, so search engines and AI assistants can find and cite it.
    • You can now export Form 24Q working sheets for any quarter of the financial year, straight from the Income tax (TDS) screen.
    • Every quarter gets the deductee sheet — employee, PAN, salary paid and tax deducted for each month — laid out in the order the return preparation utility expects, with each column labelled.
    • The fourth-quarter export adds the full-year salary details: gross salary, exemptions, deductions, tax computed and tax deducted for every employee.
    • The figures are the ones payroll actually deducted, so your return reconciles with the payslips you have already issued.
    • Employees without a valid PAN are named up front, so you can fix their record and re-export instead of having the return bounce at validation.
    • If any payroll run the return depends on is still awaiting approval, the export stops and names the months — so a quarter can never be filed with a month missing from it.
    • Each quarter also comes with a challan sheet — the tax totals filled in, and the deposit details left blank for you to complete from your bank challans.
    • Anything you read through the API that belongs to your organisation now comes back marked private, so it is never held by a shared cache or content network on the way to you — only the catalogue everyone sees stays cacheable.
    • If you connect to the API with an access token rather than a key, every endpoint now accepts it — including the module catalogue and the check that reports which credential you are using, both of which used to turn a valid token away.
    • The API now has an overall speed limit per organisation, shared across every key you issue — so no other company on the platform can crowd out your integrations, and a runaway script of your own is capped before it slows anyone else down. Every response tells you how much of your budget is left.
    • The "?" beside a page title now opens help written for that exact screen — a short explanation you can read without leaving what you were doing, with the full guide one click away.
    • Help search now matches the questions people actually ask, so typing a question in your own words finds the answer instead of nothing.
    • Every heading inside a guide now has its own address, so you can link a colleague straight to the paragraph that answers them.
    • The API can now add people and issue letters, not just read them: create an employee with their login and invite, update someone’s designation or department, and generate a letter from one of your templates — each running the same checks and leaving the same audit trail as doing it on screen.
    • Offer letters, internship letters and contracts now carry an e-signature panel that says plainly where the signature stands — and, until electronic signing is switched on for your organisation, tells you so instead of offering a button that would not work.
    • We no longer keep the internet address a request came from. The request log now shows only the rough network area a call arrived from, plus a marker that tells you two calls came from the same place — enough to spot a misbehaving integration, without holding an address that identifies anyone.
    • The same is now true of your activity trail. Records of sensitive actions — who approved what, and when — no longer keep the internet address the person acted from, only the rough network area and a marker that groups actions taken from the same place. Your administrators can see it, which they could not before, and it is enough to investigate an incident without holding an address that identifies anyone.
    • Hiring can now be driven from the API too: open a role, add candidates to its pipeline, move them between stages and mark them rejected, withdrawn or active again — so your careers site, agency or job board can feed straight into the same pipeline your team works in. Putting a role on your public careers page stays a decision you make on screen.
    • Admins get a new Documentation health page that lists which help guides describe screens that have changed since the guide was last written — so we fix the guide before you find it out of date.
    • We now publish our training and certification pack — the ASHR.work skills tracks, their question banks, and a POSH compliance track written against our own policy with a yearly renewal — at a permanent public address, so Miatz, the platform that runs the training, can pick it up directly rather than being handed a copy.
    • Admins get a Certification compliance screen: for every certification that pack marks mandatory, who holds one, whose is inside its renewal window, whose has lapsed and whose was withdrawn — checked with Miatz where its verification service answers, and marked as last known with the date we were told where it does not — alongside whether each person has acknowledged the matching policy. The POSH track has no grace period, so a certification shows as expired on its expiry date and not a day later. The screen states which of the pack’s recertification triggers ASHR.work watches and which it does not, and it contacts nobody.
    • Settings → Notifications now lets you choose, for each kind of update — approvals, decisions on your requests, announcements, helpdesk, reviews, payslips and the rest — whether it reaches you in the app, by email, in Slack or by push. Account and security notices always stay on. Nothing changes until you change it: everything starts switched on.
    • The email column in that grid is now live: untick a kind of update and the emails for it stop, instead of arriving anyway. Account and security messages — your sign-in link, your workspace’s billing notices — always send, whatever you choose.
    • A slim progress bar now runs across the top of the page while a screen loads, so a slow connection looks like it is working rather than stuck.
    • If your device asks for reduced motion, ASHR now honours it everywhere — the animated flourishes that used to keep moving regardless are stilled, while loading indicators still tell you something is happening.
    • Policies your team must read now live in ASHR.work: publish one, and people read it and confirm it on the page. What we record is an acknowledgement — the product says so plainly, and never calls it a signature.
    • Each acknowledgement is stored against the exact version that was read. Publishing a new version asks people again and leaves every earlier record exactly as it was.
    • HR gets a view of who has and has not confirmed each version, naming the people still outstanding rather than showing a percentage.
    • You can send an acknowledgement link to someone who has no login yet — a joiner, usually. It expires, works for one person and one version, and confirming twice still records once.
    • A recorded acknowledgement cannot be edited or deleted afterwards, by anyone. It is a record of something that happened.
    • Bringing your existing people across is an assisted migration: contact support and our team loads your employees, departments and historical leave balances with you during onboarding. Day to day, you add people by email invite — or as a record without a login, which bills no seat until they sign in.
    • Module pages, the help centre and the public capabilities list now describe each module by what its screens actually do — assets, shifts and rosters, review cycles, reports, the talent matrix, surveys and growth plans included — with everything still ahead of us kept on each module’s roadmap where you can see it.
    • Reports now download. **Export CSV**, at the top of the Reports page, turns any card you can see into a spreadsheet — headcount by type, departments, leave utilisation and workflow, the performance cycle, the snapshots for each module you have switched on, payroll and contractor-payout totals, and, for admins, recent activity. The menu offers only what your role and your enabled modules already put on the screen, so a card you cannot see is never offered rather than downloading empty; managers get their own people, not the whole company. Each file covers that report’s own fixed window and says which in its name, times are IST, money arrives as whole rupees matching the tile it came from, an empty report still downloads its column headings, and every download is recorded in your audit log. The Reports page is still a snapshot rather than a query builder: you cannot pick a date range, and the per-employee filing files (PF, ESI, PT, TDS) are still downloaded from Payroll.
    • Payroll figures on Reports now follow Payroll’s own permissions. The **Payroll summary** and **Contractor payouts** cards, and their downloads, are for the people who administer payroll — the same people who can open Payroll itself — so managers see neither the cards nor the files. If your organisation has restricted payroll to its finance team, that setting now applies on Reports as well. A card you may not see is not offered as a download, and asking for it is refused rather than answered with an empty or zeroed spreadsheet. Everything else on Reports is unchanged. The payroll nudges on your dashboard follow the same rule, so whoever actually runs payroll is the one told a run is waiting.
    • The survey anonymity rule now covers the Reports page and its downloads too. The Surveys & eNPS snapshot shows a score only once enough people in that cycle have answered — the same line the survey’s own results page holds. Below it, the card and the spreadsheet both say the score is withheld and how many responses it would take, rather than printing a number or leaving a blank you would have to guess at; the cycle itself still appears, so you can see it ran.
    • That same protection now covers the rest of Reports, and each module’s figures follow that module’s own permissions. An average satisfaction rating from only a handful of people, and a leave type only one or two employees have taken, are withheld on the card and in the download rather than shown as a blank or a zero — and an eNPS score is now measured against the people who actually answered that question, not everyone who opened the survey. The **Module snapshots** sections for Assets, Helpdesk, Surveys, Recruitment and Offboarding appear only for the people who administer each of those modules, matching what those modules already show you on their own pages.
    • Two-factor authentication is now available to everyone in Settings → Security: scan the QR code with an authenticator app, confirm the six-digit code, and your sign-in needs your phone as well as your password. Turning it off asks for a current code. From the same page you can sign out of your other sessions, or of every session including this one — ASHR does not show a list of your devices, because the sign-in service does not report them, and we would rather show nothing than a list we invented.
    • Ask us for your data and we can now hand you the whole of it: every table your organisation has rows in, as one machine-readable file, with a count per table on it so you can check the file is complete rather than take our word for it. If you close your organisation we keep everything intact and restorable for 30 days first, and erasing it afterwards is a deliberate act by a named person on our team — never something that runs on a schedule — which needs that export taken, a second factor, and your organisation typed out by hand before anything is removed.
    • Certifications on an employee’s profile now say where each status came from: checked with Miatz at the moment you opened the page, or the date we last heard from them, written on the card either way. If Miatz has withdrawn a certificate since it told us about it, the profile shows it as revoked and says our own record was out of date — a withdrawn certificate is shown, never quietly dropped. Checking with Miatz as you look is provisioned on request; until it is switched on, profiles show the last status we were told, with its date.
    • The same is now true for one person as for a whole organisation. Anyone can ask for everything ASHR holds about them and get it as a file, together with a plain-English summary that lists not only what is included but what is not — and why. A grievance case names someone else, so it comes to you through your Internal Committee rather than a download; a browser push registration is a working credential, so it is not written into a file that gets emailed around. Rows where you appear on a colleague’s record — leave you approved, feedback you wrote — are counted for you rather than copied, because their contents are your colleagues’ data and not yours.
    • An HR admin can now erase a person’s record, and ASHR is straight with you about what it keeps. Payroll, tax and reimbursement records stay, on a retention period we state and date rather than leave vague; a policy you acknowledged stays as the record of an act, with your name replaced on it; your activity trail keeps its shape and loses you. A grievance file is never erased from either side — a complaint naming someone is not the complainant’s to remove, and it is not the respondent’s either. Your sign-in is anonymised and shut, never deleted, because the same login works across Demystify and one workplace should not be able to destroy it. Every erasure is dry-run first, needs the person’s work email typed out by hand, and leaves a record of what was kept and why.
    • Your Miatz sharing is now something you can ask about directly: whether your details were sent, when, by whom and for what stated reason — and, honestly, that removing our record of it does not recall the data, which is a request to Miatz.
    • If your people take training with Miatz, an admin can now create their accounts there from ASHR instead of typing them in twice — you pick the specific employees who need it, and only their name, work email and employee ID are sent. Sharing starts switched off for every organisation and there is no "send everyone" option: nobody leaves your directory until you choose them. Re-running the sync updates the people already there rather than creating duplicates, and someone who leaves is deactivated in Miatz rather than deleted, so certificates they earned stay verifiable. Sending is always a button you press — nothing is shared automatically when you edit an employee. Provisioned on request; until it is switched on the screen says so plainly.
    • The status page now shows a recorded history instead of a single check made in your browser: we probe the API, the site and the database every five minutes and publish the last thirty days, with the response times and the targets we hold ourselves to. It also states what it cannot see — our probe runs inside the platform it measures, so a total outage leaves a grey gap rather than a green tick, and days with no data are never coloured as good ones.
    • Plan & Billing now tells you when your workspace is using more than your plan covers — more people with a login than the plan includes, or a module switched on that it does not include and that nothing is charging you for — and an admin gets the same notice in-app, at most once a week. Nothing is switched off and nothing is refused: we measure first and talk to you, and any future limit would start on a date we name in advance rather than one you discover.
    • You can now ask for equipment yourself: tap Request asset on the Assets page, say what you need and why, and track it from Pending through to the kit landing in your list — an admin approves it and assigns real equipment, and nobody can approve or fulfil their own request. Kudos can now be given from Slack with /ashr kudos, following exactly the same rules as the web page, and if someone has not linked their ASHR account yet the command says so rather than guessing who you meant. Growth plans now carry competency targets — the level someone is at today and the level a plan item is meant to take them to — and can be linked to the review that prompted them, recording the rating as it stood at the time so a later re-rating never rewrites why the plan was written.
    • The talent matrix now takes a flight-risk note — low, medium or high, with a written reason that is required and is shown beside the flag along with who wrote it and when. ASHR does not work flight risk out for you from tenure, pay history or engagement scores: a guess about whether someone is about to leave should not arrive looking like a measurement, so a person records it or nobody does. The board also exports to CSV for the review period you are looking at, carrying the same columns the screen shows — including the reason next to the flag, because a bare "High" travelling around in a spreadsheet is the thing we were trying to avoid. Survey results now compare a cycle with your own earlier cycles of the same survey, and break down by department, and both say what they rest on: the benchmark is your own data — we publish no industry or cross-customer figures — and a department is scored only once enough people there have answered. A team below that line is listed as hidden rather than dropped, and when hiding one team would let you work it out by subtracting the rest, a second is hidden too.
  4. New

    Recognition upgrades, the ESI return file & setup expeditions

    Recognition is now end-to-end — give it right from the Recognition page — payroll gains a ready-to-file ESI monthly return alongside the PF (ECR) file, and admins get guided setup expeditions on the dashboard.

    • A "Give recognition" button on the Recognition page — pick colleagues, tag a company value, and it posts to the company feed instantly.
    • New Received and Given tabs show your own recognition history, with a badge summary of the company values you are recognised for.
    • Recipients get an in-app notification the moment someone recognises them.
    • Posted something by mistake? You can remove a recognition you gave — and HR admins can remove any.
    • You can now export the ESI monthly contribution sheet for an approved payroll run — insurance numbers, payable days, wages and zero-day reason codes in the exact column order the ESIC employer portal expects.
    • Employees missing a valid 10-digit insurance number are named up front so you can fix their record and re-export, instead of having the upload bounce at the portal.
    • Getting-started expeditions on the admin dashboard: short checklists for your first payroll run, first leave policy, first review cycle and first hire — each step takes you straight to the right screen.
    • Tick expedition steps off as you complete them; progress is remembered on your device, and you can hide the card whenever you are done with it.
  5. Platform

    Public API, developer docs & agent access

    ASHR.work is now built to be read by developers and AI agents — a read-only public API, an OpenAPI spec, SDKs, and an MCP server for agent tooling.

    • Read-only public API at /api/v1 for product and module metadata — anonymous-first, with per-IP rate limiting and RFC 9457 errors.
    • OpenAPI 3.1 spec and an interactive reference, importable into Swagger UI, Postman, Insomnia or Scalar.
    • Dependency-free TypeScript and Python SDKs that mirror the spec.
    • MCP server so AI agents can discover modules and the actions & user journeys in each (how to apply for leave, run payroll, raise a ticket); an /for-agents guide and llms.txt for agent-readable context.
    • A live /status page that checks the API health endpoint in real time.
  6. New

    Workforce types across ASHR.work

    One workforce, many ways of working: full-time, part-time, interns, contractors, freelancers and vendor workers are now first-class across the whole platform.

    • Six built-in employment types with tenant-editable labels and an eligibility matrix — leave, appraisals, check-ins, surveys and talent per type.
    • Type-aware hiring and onboarding: job openings, offers and onboarding steps follow the workforce type.
    • Intern stipends ride on payroll with a statutory-exempt structure; payout-type workers flow into Contractor Payouts.
    • Per-type employee-ID series (e.g. INT-0001, CTR-0001) via the new "Include type series" toggle in the ID builder.
    • Letters pick up type-aware merge fields: workforce type, engagement end date, notice period, rates and TDS.
  7. New

    Contractor Payouts

    Pay contractors, freelancers and vendor workers through a dedicated monthly payout ledger — hourly or fixed-fee, with 194J/194C TDS and branded payment advices.

    • Effective-dated pay profiles per worker: hourly, monthly fee, or per engagement.
    • One-click month generation with rate and TDS snapshots; draft → approved → paid.
    • TDS under 194J or 194C, defaulted from the worker’s employment type.
    • Bank-transfer CSV for approved payouts, with missing-bank-details warnings.
    • Branded payment-advice PDFs; workers with logins see their own payout history.
  8. Platform

    Platform notifications, billing & 15-day trials

    New organisations now start on a 15-day free trial with per-module pricing, and platform admins get a full notification control panel for lifecycle events.

    • Every new organisation starts with a 15-day free trial — no credit card required.
    • Module-based pricing and plans, managed per tenant.
    • Trial lifecycle emails and reminders, automated end to end.
    • Platform notification control panel: choose which events go to email or Slack, per channel.
    • Security hardening across billing and admin surfaces.
  9. New

    Self-serve organisation signup

    Teams can now sign up and set up their own ASHR.work organisation in minutes — no sales call needed.

    • Create your organisation directly from the sign-up flow.
    • Guided first-run setup: company details, departments and your first employees.
    • Your workspace is isolated from day one with tenant-level security.
  10. Improved

    Employee ID builder & Signature Check-ins

    Admins can now design their own employee ID format, and our weekly check-in product has a new name: Signature Check-ins.

    • Configurable employee ID formats — prefixes, padding and starting numbers.
    • Existing IDs are preserved; new hires follow your format automatically.
    • Our weekly check-ins are now Signature Check-ins — same rhythm, clearer name.
    • Slack app updated to match the new naming.
  11. Platform

    ASHR.work rebrand, finance role & deeper reports

    The product is now ASHR.work across the app, emails and marketing site — alongside a dedicated payroll finance role and richer reporting.

    • Fresh ASHR.work brand across every surface.
    • New finance role: payroll access without full admin rights.
    • Deeper reports and analytics across HR and payroll data.
  12. New

    Branded PDF letters & letterhead studio

    Generate offer letters, HR letters and certificates as polished PDFs on your own company letterhead.

    • Letterhead studio: upload your logo, set colours and margins once.
    • Reusable letter templates with employee data merged in automatically.
    • One-click branded PDF generation, stored against the employee record.
  13. New

    Workplace Ops suite

    A whole new suite for day-to-day workplace operations: company feed, asset tracking, helpdesk and surveys.

    • Announcements feed with kudos and birthday/anniversary celebrations.
    • Asset register: assign, track and recover laptops and equipment.
    • Helpdesk with SLAs, plus a confidential grievance / POSH committee channel.
    • Surveys and eNPS to measure how your team is really doing.
  14. New

    Talent Lifecycle suite

    Hire, grow and transition talent in one place — recruitment, offboarding, the 9-box talent matrix and growth plans.

    • Recruitment / ATS with a stage-by-stage pipeline board, interviews and offers.
    • Structured offboarding: clearance checklists, full & final settlement, alumni records.
    • 9-box talent matrix for succession and leadership planning.
    • Individual growth plans (IDPs) with goals and check-points.
  15. New

    Payroll: runs, payslips & income tax

    Full India-ready payroll — from salary structures to one-click payroll runs, payslips and statutory exports.

    • Salary structures with earnings, deductions and statutory components.
    • Monthly payroll runs with review, approval and adjustments.
    • Auto-TDS with employee tax declarations (old & new regime).
    • Employee payslips, downloadable as PDFs.
    • Bank transfer, PF, ESI, PT and TDS export files.

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