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Zoho People - Bought, Configured and Supported by a Zoho Premium Partner
Zoho People is an HRIS that runs your whole people operation from one place: employee records, leave, attendance, onboarding, performance, learning, employee self-service and HR analytics.
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Out of the box it is deliberately generic, because it has to be. It does not know your leave policy, your shift patterns, your approval hierarchy or which of your offices closes for which public holidays. Somebody has to tell it, and that is the difference between an HR system your team lives in and one they quietly work around.
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We sell you the licence at Zoho's own price, make sure you are on the tier that actually contains the feature you came for, configure it around your organisation, and stay on the account afterwards. Thirteen years as a Zoho implementation partner, 1,500+ implementations, 50+ certified consultants, offices in Chennai and Dubai, clients worldwide.
Used in 150+ countries .20+ languages • Configurable data residency • SOC 2 Type II, ISO 27001 and GDPR
The licence costs the same.
Choosing the wrong tier doesn't.
You can sign up for Zoho People yourself in a few minutes. For a ten-person company that wants a shared employee database and leave tracking, that is a perfectly reasonable thing to do.
Here is what changes when the licence sits with a partner.
The price is identical.
Zoho sets it. We cannot mark it up and we cannot discount below the published rate. What you choose is who is attached to the account.
The tier, decided before you pay.
Zoho People runs Free, Essential HR, Professional ,Premium and Enterprise, and the capabilities are gated across them. Performance management with 360-degree feedback, goals, KRAs and the 9-box grid sits high in the range. The learning management system sits at Enterprise.
Compensation tools,
advanced analytics and the
HR help desk each have their own floor. If you are buying Zoho People for the LMS and you subscribe to Professional, you will find out in week two.
A named consultant instead of a support queue.
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A straight answer on Zoho One.
If you will also run CRM, Books, Payroll and Recruit, the all-app bundle frequently costs less than the standalone licences added up. We run both numbers even when the bundle means we sell you fewer seats.
Renewals and headcount changes by email
Not By Form
One system instead of six spreadsheets
Zoho People replaces the patchwork most organisations run HR on. Set up properly it becomes the platform your people team works in and your whole workforce logs into.
Core HR
One secure record per employee holding details, documents, history and org structure, with departments, designations and reporting hierarchies that reflect how you actually operate.
Attendance and time tracking
Shifts, check-in and check-out, biometric device integration, facial recognition, geo-based tracking for field teams, and timesheets for project and billable time.
Leave management
Your leave types, accrual rules, carry-forward, holiday calendars and multi-level approvals.
Onboarding and offboarding
Structured, paperless joining and exit journeys with document collection, task checklists and approvals.
Performance management
Goals, KRAs, competencies, appraisal cycles, continuous feedback, 360-degree reviews and 9-box grids.
Learning management
A full LMS with courses, learning plans, virtual sessions, online tests with a central question bank and randomised question sets, grading, progress tracking and completion reporting.
HR cases and helpdesk
Employees raise queries, HR tracks, assigns and resolves them, with FAQs and status visibility.
Employee engagement
Surveys and pulse checks.
HR process automation
Forms, checklists, blueprints and workflows for any process you run.
Employee self-service
Your team manages their own leave, details, documents and requests.
Document management
HR documents and policies distributed and controlled organisation-wide.
HR analytics
Headcount, attrition, attendance trends, leave patterns, reported rather than assembled.
Mobile app
The same system in your workforce’s pocket, which matters more than it sounds when half your people do not sit at a desk.
Custom modules and fields
Zoho People’s customisation runs deep enough to approach low-code territory, so processes that do not fit a standard HR template can still live in the system rather than beside it.
Module admins
Granular administrative access per module, so your payroll administrator is not also editing performance reviews.
One HR system across every country you employ in
This is the part most HR software gets wrong and most partners never talk about. If you employ people in three countries you have three sets of public holidays, three leave entitlement rules, three sets of working-hour norms, at least two timezones and, increasingly, three different opinions from regulators about where employee data is allowed to live. The usual outcome is one HR system at head office and spreadsheets everywhere else. Zoho People is built for this. It is used in more than 150 countries, supports over 20 languages so employees work in their own, and converts timezones automatically so an approval raised in Manila arrives correctly in Dubai.
Country rules are templated, not rebuilt
You configure one country properly — holidays, attendance rules, leave policy, approval chains — and then copy that template and adjust it for the next country. On a five-
country rollout that is the difference between weeks and months.
Attendance rules differ per country and still roll up.
Working-hour regimes, flexible time and shift patterns configure independently, with late, early-exit, missed-punch and excess-overtime alerts firing per location,
while HR at head office sees every branch on one screen.
Compensation is multi-currency
with salary structures, currency and payment frequency defined per employee.
Data residency is configurable
Zoho operates data centres across multiple regions, so EU employee records can sit on EU infrastructure while your Gulf and Asian entities sit elsewhere. If a European regulator asks where your Berlin employees' data is stored, that is a question with a documented answer rather than an awkward pause.
The compliance
certifications are real
SOC 2 Type II, ISO 27001 and GDPR alignment, with encryption in transit and at rest, role-based access and audit logging.
Multi-country rollout
Getting a multi-country rollout right is an architecture conversation before it is a configuration job. Which entities share policies, which do not, who sees whom, where the data sits, and what rolls up to group level.
We would rather have that conversation with you before you buy anything
Leave management,
configured to your actual policy
If you are still tracking leave in spreadsheets or an email thread, this alone justifies the move.
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We configure Zoho People's leave management around your real policy rather than a template: leave types, accrual rules, pro-rating for joiners and leavers, carry-forward caps, encashment, holiday calendars per location, and approval chains that route the way your organisation actually approves things.
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Employees request leave in a few clicks. Balances update themselves.
Managers approve from a phone. And in March nobody is arguing about what carried over, because the system applied the rule the same way for everyone all year.
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For organisations across multiple countries, each location gets its own leave rules and its own holiday calendar while reporting rolls up to one place.
Attendance management that matches how your people actually work
Attendance is where HR software most often fails, because every organisation does it slightly differently and most systems only support one way.
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We set it up the way your business runs: office check-in, remote and hybrid working, rotating shifts, biometric devices, facial recognition, or geo-based tracking for field and site teams. Timesheets, regularisation requests and overtime all land in one place, with anomaly alerts for late arrivals, early exits, missed punches and overtime running past your thresholds.
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Then it connects through to payroll, so hours are never keyed twice and nobody is reconciling an attendance report against a payslip at month end. Zoho Payroll
Employee self-service is what makes the whole thing stick
The fastest way to cut HR's admin load is to stop being the middleman on small things.
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We configure the self-service portal so your team can apply for leave, check balances, update their own details, pull documents and payslips, submit reimbursement claims and track requests without emailing HR about any of it.
On mobile as well as web, which is what determines whether your non-desk staff use it at all.
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Adoption is the whole game here. An HR system nobody logs into is a database, not an HR system, and the self-service experience is what decides which one you end up with. A large part of what we do in an implementation is making that portal something people actually want to open.
Employee onboarding software that scales past your tenth hire
Manual onboarding works fine until it doesn't, and the moment it stops working is usually a growth month when HR can least afford it.
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We build structured onboarding workflows in Zoho People: automated new-hire journeys triggered from the offer, document collection with reminders that chase on your behalf, task checklists split across HR, IT and the hiring manager, e-signature where you need it, and approvals at the right points. Every new joiner gets the same professional start whether they are your fifth hire or your fiftieth this quarter.
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Offboarding runs the same way in reverse: exit checklists, asset recovery, access revocation, clearance approvals and final documentation, so leaving is as controlled as joining.
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If you also hire through Zoho Recruit, the accepted candidate becomes an employee record with the data you already captured, and onboarding starts itself.
The rest of the HR lifecycle
Performance management
We set up performance cycles that fit how your organisation genuinely reviews people: appraisal templates, goal and KRA setting, competency frameworks, continuous feedback, 360-degree reviews and 9-box talent grids.
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The aim is a process that runs quietly through the year rather than a scramble every twelve months through a spreadsheet nobody updated. Worth knowing at the buying stage: the deeper performance features sit in the higher tiers, so this is one of the capabilities that should drive your tier choice rather than be discovered after it.
HR cases and helpdesk
"How much leave do I have left?" "How do I change my bank details?" "What's the policy on X?"
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Those questions should not live in somebody's inbox. Case management gives employees a place to raise queries and gives HR a system to track, assign and resolve them, with FAQs, status visibility and feedback. We configure categories, routing and SLAs so nothing quietly falls through.
Learning management (LMS)
Zoho People includes a genuine LMS, not a courses tab. You can build learning plans with levels and courses, deliver online and blended training, run virtual sessions, and set online tests using a central question bank with randomised question generation and grading. Learner progress and completion are tracked and reportable.
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It works well for onboarding curricula, compliance training and skills development, and because it sits inside the same platform as performance, completed courses can update employee skill records automatically.
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The LMS sits at the Enterprise tier. If it is part of why you are buying, say so early.
Engagement and analytics
Engagement surveys and pulse checks measure how your people actually feel rather than how the last all-hands went.
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HR analytics gives you headcount, attrition, attendance trends and leave patterns as reports you can act on, which is the difference between deciding on data and deciding on whoever spoke loudest.
Zia, and why AI in HR
needs configuring carefully
Zoho has pushed AI deep into People. Zia can summarise long policy documents so employees get an answer without reading a handbook , file leave requests from uploaded documents, surface attrition signals, flag attendance anomalies, help with HR writing, give visibility across help desk cases, and answer questions in plain language across web, mobile, Slack and Teams. It handles multilingual prompts and voice.
There is also a choice worth knowing about: you can run AI through Zoho's own model hosted in Zoho's data centres, or connect a third-party model with your own API keys. For organisations with data-residency obligations, that choice matters and it should be made deliberately rather than by default.
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Now the part we would rather say than skip. AI in HR touches sensitive employee data and decisions about people's livelihoods. An assistant can only protect confidential information if the underlying roles, field permissions, file access and integration scopes are configured correctly first. And AI output should be reviewed by a human before it influences pay, discipline, performance ratings, promotion or termination — not because the technology is bad, but because those are decisions that need someone accountable.
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As a partner that also builds AI automation, we configure Zia with the right roles, the right guardrails and a human in the loop wherever it matters. → AI automation services
Zoho People for India
India is Zoho People's largest market and it is our home market. It is also where HR volume genuinely stresses a system: multi-location workforces, shift-based attendance across sites and plants, leave rules that vary by state, and headcounts that move faster than the org chart.
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Where our time goes on Indian implementations:
Multi-location and multi-entity structures
With visibility rules so a regional
HR manager sees their people and not everyone else's.
Shift and biometric attendance
Across offices, plants and sites, including the messy cases where devices are older than the software.
State-varying leave and holiday calendars
Configured per location rather than averaged into one calendar that is wrong everywhere.
Volume onboarding
Batch joiners, campus intakes and bulk document collection, which behaves very differently from onboarding four people a month.
The payroll handover
This is the one that matters most in India, because Zoho People's native payroll capability is strongest here.Attendance, leave and loss-of-pay flow into Zoho Payroll, where PF, ESI, professional tax and TDS are calculated. Getting that join right is the difference between a correct first payslip and a very bad first month.
Hiring through to HR
If you run Zoho Recruit, the hire flows into People without re-keying, and then into Payroll.
HR software for Dubai, the UAE and the wider Gulf
We are a Zoho Premium Partner based in Dubai, so Gulf HR configuration is weekly work rather than occasional work.
Employing people in the UAE carries two problems that HR systems built elsewhere never had to solve.
Your workforce is a mix of nationalities
and different rules attach to different groups. Leave entitlement, end-of-service treatment and pension handling are not uniform across your headcount, and a system that assumes they are will quietly produce wrong numbers.
Free zone and mainland entities
set up separately where the rules differ, instead of forced into one policy set.
People's right to work depends on documents that expire.
Passports, visas, Emirates IDs and labour cards all have dates attached, and a lapsed one is a fine rather than an inconvenience. We configure document management with expiry alerts that give HR enough notice to actually act, per document type and per employee.
Blue-collar and site-based workforces
where attendance comes off biometric or camera-based systems and headcounts move weekly.
Leave configured against UAE
contract terms
rather than an imported default.
Arabic alongside English for everything employees see
Multi-entity Gulf groups — an entity in Dubai, one in Riyadh, one in Doha - each locally configured, all reporting to one place
If you are comparing HR software in Dubai, the questions worth asking any vendor are these: can it hold different rules for different nationalities, will it warn you before a visa expires, does it handle attendance for people who don't sit at desks, and what happens between HR and payroll.
We will answer all four honestly, including where the answer is "not without extra work".
Al Barsha Business Centre, Al Barsha First, Dubai
Serving clients worldwide, not just where our offices are
Our offices are in Chennai and Dubai. Our clients are not only there.
Zoho People runs in more than 150 countries, and the model that works for distributed clients is straightforward: we handle the architecture, the configuration and the rollout remotely, working to your timezone rather than ours, and we build the country templates alongside your local HR people, who know the rules that matter better than any consultant does.
Companies expanding out of India or the Gulf
into new markets who need one HR system rather than a second one.
Distributed teams
across Europe, Southeast Asia, Africa and North America who have outgrown
spreadsheets but do not want an enterprise HCM price tag
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Group structures
where head office needs consolidated reporting and each entity needs local rules.
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Organisations with data-residency obligations
particularly EU employee data, where where-the-data-sits is a compliance question and not a technical detail.
If your requirement involves a country we have not configured before, we will tell you that too, and we will work it through with your local advisors rather than guessing at employment rules we do not know.
Where HR ends and payroll begins - and the limitation you should know about
Most HR software buyers hit the same wall. The HR system knows about people. The payroll system knows about pay.
Nothing connects them except somebody exporting a spreadsheet on the last Friday of the month, and that spreadsheet is where errors live.
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Running Zoho People alongside Zoho Payroll removes that step. Attendance, leave and loss-of-pay flow through automatically, the employee master is one record rather than two, and payroll runs on data HR already validated.
Now the honest part. Zoho People's native payroll capability is India-focused. If you pay people in the UAE, the US, the UK or anywhere else, payroll means running Zoho Payroll alongside People, or integrating a third-party payroll system.
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That is not a reason to avoid Zoho People. It is a reason to design the payroll route deliberately at the start rather than discovering it three months in.
We implement both products, so if you are buying People and you
will need payroll inside the year, tell us now — it changes the architecture and often the licence route. → Zoho One
And if you hire through Zoho Recruit, the full chain runs candidate → employee → payslip on one dataset, with one team accountable for the whole thing.
The boundary, stated plainly
Zoho People is broad and unusually customisable — custom modules, forms, fields and workflows take it a long way past where most HR software stops.
Some requirements still sit outside it, and we would rather say so than quote you for a configuration project that cannot deliver what you asked for.
The ones we see most often: site or project-based labour costing with allocation rules People cannot express, blue-collar workforces with variable daily attendance coming off biometric or camera systems that need their own processing layer, gratuity and end-of-service calculations more complex than the standard model, multi-entity structures where each entity needs its own policy set plus consolidated group reporting, and non-India payroll requirements that need a purpose-built layer.
Where that is your situation, we build the missing piece on Zoho Creator and connect it to People and Payroll rather than replacing either.
We have done exactly this, including a UAE payroll application on Creator that generates WPS/SIF files.
At discovery we will tell you whether you are looking at a configuration job or a development job. Those are very different quotes and you should know which one you are getting before you commit. Either way it runs through the same Zoho consulting engagement.
Zoho People pricing, and how the tiers actually work
Zoho People is priced per employee, per month, across a free edition and four paid tiers: Essential HR, Professional, Premium and Enterprise. Annual billing costs less than monthly. There is a free trial covering the full feature set, and a free edition for very small teams.
We do not publish figures here for one reason: they change, and a stale price on a partner's website is worse than no price.
Tell us your headcount and which capabilities you need and you will usually have current pricing in writing the same day.
Three things worth knowing before you ask
Your tier is decided by features, not headcount.
This is the most important sentence on this page for anyone about to subscribe Performance management depth, the LMS, compensation tools, advanced analytics and the HR help desk each sit at a particular level.
Work out which capability you are actually buying the product for, then find the tier that contains it. Buying up front costs less than migrating later.
The Al is on the paid tiers.
Zia comes with the paid plans rather than the free edition, and the deeper capabilities scale with the tier.
Zoho One is often the better buy.
If you will use four or more Zoho apps, we compare the bundle against the standalone licences and show you both numbers. → Zoho One
Moving from spreadsheets, or from another HR system
Most of our Zoho People projects are migrations.
From spreadsheets, which is more common than vendors admit, the work is mostly structural. There is usually no consistent format to migrate, so it is a build with historical data loaded behind it, and it is a good opportunity to fix data that has been wrong for years.
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From another HRMS or HCM, including Workday, SAP and regional HR platforms, we migrate employee records, organisation structure, leave balances, documents and history. Bulk import from Excel and CSV is straightforward; the judgement is in the mapping, not the upload.
Either way we test before cutover and reconcile balances against the old system, because leave balances are the thing employees will check on day one and the thing that damages trust fastest if they are wrong.
What we do when you hire us to implement it
A clear, structured process to get Zoho People working for your business.
Discovery
Your entities, countries, headcount, policies, current systems, current pain, and who needs to
see what. You get a written scope, the correct tier, and a fixed price. If you need Creator development rather than configuration, we will say so.
Organisation structure
Departments, designations, locations, entities and reporting hierarchies, built to reflect how you actually operate rather than the org chart nobody follows.
Policy configuration
Leave types and accrual rules, holiday calendars per location, attendance and shift rules, approval chains, and the country templates if you are running more than one.
Module rollout
Onboarding, performance, LMS, cases and engagement - brought live in a sensible order rather than all at once. Switching everything on at go-live is the most reliable way to lose adoption.
Data migration
Employee records, organisation structure, leave balances, documents and history, tested before cutover.
Integration
Zoho Payroll for the pay handover, Zoho Recruit for hiring, Zoho CRM and Zoho Books where relevant, plus biometric devices, e-signature and any third-party system in scope.
Self-service rollout
The part most implementations treat as an afterthought and the part that decides whether any of it gets used. Comms, training and a portal your people find worth opening.
Training and handover
HR admin training, a shorter separate session for line managers because they will not sit through the long one, and written runbooks for the monthly cycle and annual events.
Thirteen years, 1,500+ Zoho implementations, clients worldwide
A trusted Zoho Premium Partner with the experience, team and support to implement the entire people lifecycle.
Zoho Premium Partner
The top partner tier, held for thirteen years.
1,500+ Zoho implementations
Across industries since 2013.
50+ certified Zoho consultants
In-house, ready to support your business.
Offices in Chennai and Dubai
Working across timezones for clients everywhere else.
We build as well as configure
Zoho Creator development where the standard product genuinely does not reach.
We stay
Most of our clients are still with us years later on support retainers, not one-off projects.
Get your HR running on one system
Tell us how many people you have, where they are, and what your HR team spends most of its week on. We’ll come back with the right tier, current pricing, and a straight view on whether you need us for the implementation or whether you can handle it yourself.
+91 9159045198 +971 52 496 9378 sales@linztechnologies.com
Zoho People FAQ
Yes. It covers what an HRIS is expected to cover - a single employee record, organisation structure, leave and attendance, onboarding and offboarding, documents and HR reporting - and goes further into performance management, learning, case management and engagement, which many HRIS platforms treat as separate products.
No. Zoho sets the licence price and it is identical either way. What you get in addition is a named consultant on your account for tier selection, configuration, escalation and renewals.
It depends on capabilities rather than headcount. There is a free edition and four paid tiers, and features like deeper performance management, the LMS, compensation tools, advanced analytics and the HR help desk each sit at a particular level. Work out the capability you are buying it for, then match the tier. It is worth a short conversation before you subscribe.
Yes. We configure your exact leave types, accrual rules, carry-forward, holiday calendars, shift patterns and approval flows, including policies that differ by country or location.
Yes, and it is one of its stronger points. It is used in more than 150 countries, supports over 20 languages, and timezone converts timezones automatically, handles multi-currency compensation, and lets you configure one country's rules as a template and adapt it for the next. Data residency is configurable across Zoho's data centre regions, which matters for EU employee data in particular.
Zoho People holds SOC 2 Type II and ISO 27001 certification and supports GDPR requirements, with encryption in transit and at rest, role-based access control and audit logging. Compliance also depends on how your instance is configured and where you choose to store data, which is part of what an implementation covers.
Yes. A candidate hired in Zoho Recruit becomes an employee record in Zoho People without re-keying, and attendance, leave and loss-of-pay flow from People into Zoho Payroll, so hiring, HR and pay all run on the same data.
Yes. Zia can summarise policies, file leave from uploaded documents, surface attrition signals, flag attendance anomalies, assist with HR writing and answer questions in plain language across web, mobile, Slack and Teams. You can run it on Zoho's own model in Zoho's data centres or connect a third-party model with your own API keys. Because it touches sensitive employee data, we configure permissions and guardrails carefully and keep a human in the loop on anything affecting pay or people decisions.
Yes. We migrate employee records, organisation structure, leave balances, documents and history from spreadsheets or another HR system, and reconcile balances against the old system before cutover.
It is priced per employee per month across a free edition and four paid tiers, with annual billing cheaper than monthly. Tell us your headcount and the capabilities you need and we will give you current pricing.
Native payroll capability is India-focused. For the UAE, the US, the UK and elsewhere, payroll means running Zoho Payroll alongside Zoho People or integrating a third-party payroll system. It is worth designing that route at the start rather than after go-live.