Capture
Employees, attendance, schedules, tasks, visits, requests, documents and location where it applies.
Connect
That information joined across the organization, and with the systems you already run.
Understand
Policies, rules and analytics applied to it, so a record becomes a fact.
Act
Approve, assign, schedule, notify, correct, decide.

Configured, not coded. A new rule is a setting rather than a release.
AI-assisted, not AI-dependent. Assistance suggests and flags; rules decide.
Visibility is for running work. Location applies where the work needs it, under scope.

Every employee group

Rules differ. The record does not.

Office, hybrid, shift, field, multi-location, contract and seasonal workers sit in the same structure, under different rules.

Behaviour lives in policies attached to employees, teams and locations
A new requirement should be answered in configuration, not in a release
See each workforce type, or what changes by role

Fit

Who the platform is built for.

A strong fit

A meaningful share of field, mobile, shift-based, multi-location or customer-site employees
Work planned in advance and carried out away from head office
Supervisors responsible for teams they cannot physically see
Requests and approvals that move through chat, email and paper today
Existing HR, payroll and CRM systems that have to stay in step

A weak fit

Your whole team is office based, and a simple attendance tool would do
You want device tracking with no workflow around it
You need a full HR suite, with recruitment and payroll processing, as the main purchase
You need a sales CRM with no field work in it

Foundation

What procurement asks about first.

Read the detail on security and access, or how the platform fits your existing systems.

Multi-tenancy and organizational data scope
Role-based access with fine-grained permissions
Tamper-evident audit ledger with legal hold
Six interface languages in the console
Operational events other systems can react to
Data retention and archival policy

FAQ

Common questions

Do we have to buy every capability?

No. Most organizations start with people, attendance and approvals, then add scheduling, field work or intelligence. They share one record, so adding a capability later is configuration, not a migration.

Is this for office employees or field employees?

Both, and everyone in between. Different groups get different rules, which is the point of a policy layer.

How is this different from an HR suite?

HR suites are strong on employee records and HR processes, and weak on the working day: the shift exception, the visit, the missed task. Emplitrack owns that day and exchanges data with your HR system.

How do organizations usually start?

With one branch or one team, configured to their structure and rules, then widening group by group with the configuration already proven.

See the platform against your operation.

Bring your org chart, your shift patterns and your approval rules.

Every workforce group modelled live
Your approval rules configured on screen
A straight answer on fit

Book a demo See pricing

One platform for the whole working day

What we help you run, on one record.

People and organization

Attendance

Shift scheduling

Requests and approvals

Field service

Location intelligence

Workforce intelligence

Reports and analytics

Integrations

Four levels, in the order they are built.

Capture

Connect

Understand