Manage employee records, shifts, attendance and payroll together. Handle leave requests, HR documents, WPS salary files and final settlements, while keeping service standards and staff follow-up close to the team.
Keep roles, branch assignments and staff history together.
Keep offers, contracts, warnings and renewal dates with each employee.
Plan shifts and approve staff leave requests from their own accounts.
Connect check-in records to planned shifts and approved payable time.
Turn service standards into checklists, tests and recurring team tasks.
Review pay, prepare WPS salary files and manage final settlements.
01 / EMPLOYEE RECORDS
Open a staff profile to find their position, branch and current employment details. Planned shifts, attendance and leave balances stay connected to the same person.
Managers work within their team’s access. Payroll and staff documents have their own permissions, so sensitive information is available to the people responsible for it.
02 / DOCUMENTS & RENEWALS
Store identity documents, employment records and the certificates your team needs. Check the recorded expiry dates when planning renewals.
AI extraction can help enter supported document details. Review what it read against the document before saving, and keep access to staff files with authorised users.
OFFERS, WARNINGS & CONTRACTS
Use ready-made templates for employment offers, contracts, warnings and termination notices. Adapt the wording to your company, choose the relevant template and prepare the document from the employee profile.
Keep the reason, supporting paperwork and document history together. Managers can see what was issued, when it was sent and whether it has been acknowledged, with access limited to the people responsible for HR.
03 / SHIFTS & LEAVE
Use the monthly planner to set shifts and days off by employee, role or branch. Start from a work pattern, then adjust the shifts that need a different time.
Approved leave and attendance decisions connect to the staff record. Review exceptions before payroll is submitted, when the period’s schedule becomes protected from later changes.
EMPLOYEE SELF-SERVICE
Employees choose their leave dates and send a request from their own account. The manager receives a notification and can review the request, available balance and planned absences before approving or declining.
Choose the leave type, start and end dates, and add a note. The request stays pending until a manager reviews it.
The approved record keeps the employee, dates, chargeable days and pay split together. Managers can return to the employee’s record from the same view.
Once approved, the leave updates the employee’s balance and schedule. Its full-pay, half-pay or unpaid treatment carries into payroll, so the team does not have to enter the same absence again.
04 / TIME & ATTENDANCE
Staff can clock in and out from their phone. Set the check-in rules for your restaurant: scan the QR on a branch’s POS or KDS, record the phone’s location and check that the employee is at the right workplace.
Managers compare clock records with the planned shift, then review missing marks, payable hours, overtime and deductions. Payroll uses the approved decision, so an early arrival does not become overtime without review.
05 / STAFF PERFORMANCE
Build checklists, tests and inspections around the way your restaurant works. Cover guest greetings, allergy questions, menu knowledge, payment handling and the checks each role needs.
Keep the questions, importance and points in one template. A manager can check the same standards across the team and leave notes on what needs attention.
Set a recurring assignment for a position or a specific employee. The service checklist here is assigned to waiters every week, with a three-day window to complete it.
Assign a template to an employee or position, set a deadline and make it repeat. Managers can follow pending, completed and overdue tasks, review scores and use the answers to guide training.
TEAM DEVELOPMENT
Use the submitted answers and manager notes to prepare the next team briefing. Discuss the step that needs practice, explain the expected standard and follow up in the next check.
New team members get a clear reference. Experienced staff and managers share the same checklist, so expectations stay consistent across shifts and branches.
06 / PAYROLL
Bring the salary basis, approved payable time, overtime and adjustments into the payroll draft. Check the amounts and paying-company details before submitting the period for payment.
The WPS readiness check helps identify missing payment details before a SIF export. Record the payroll as paid after the actual payment has been made.
UAE PAYROLL · WPS & MOL / MOHRE
Keep MOL / MOHRE employer and person IDs, bank or agent routing details, and employee salary-account records connected to payroll. HoreX checks the required details and payroll amounts before export, so the team knows what needs attention.
Prepare a separate SIF salary file for each paying legal entity and keep its export history. Your authorised team submits the file through the bank or WPS agent, then records the completed payment in HoreX.
GRATUITY & FINAL SETTLEMENT
Prepare a gratuity estimate using the employee’s basic salary, service dates and applicable scheme. Approved unpaid leave is included in the calculation, and the saved estimate retains its inputs and result for later review.
Enter the actual basic salary and check the service dates. HoreX includes approved unpaid leave and saves the estimate with its calculation basis.
Combine the settlement components and keep the employee involved in the review. Payment and the signed record remain separate, traceable steps in the exit process.
Bring gratuity, salary due, leave encashment, other earnings and deductions into one final settlement. Keep HR review, the employee’s confirmation or correction request, payment evidence and the signed document linked to the same exit case.
Employee records, HR documents, leave, attendance, service standards and the decisions behind each payroll month.
Keep one working record for each person.
The employee profile brings the person’s role, branch, employment details, salary basis and account connection together. Schedule, attendance and payroll use this record. Deactivation preserves history; review account access separately when someone leaves.
Keep staff paperwork with the employee.
Store the supported identity, employment and certification documents in the profile. The record keeps document types and dates available for review instead of spreading them across messages and folders. Access follows the employee-document permissions.
Check the renewal dates before they become urgent.
AI extraction can read supported document details and expiry dates from an upload. Review the extracted fields against the source document, correct them where needed, then save the record. Clear scans help the review; extraction is not a substitute for checking.
Review pay with the attendance decisions behind it.
Payroll brings the configured salary basis together with approved payable time, overtime, adjustments and the month’s records. Review the draft before submitting it for payment. Pending and paid periods protect the associated schedule from later changes.
Review requests alongside the employee’s balance.
Track leave requests, dates, chargeable days and the applicable pay treatment. Managers approve or reject requests within their access. Approved leave appears in the schedule where the period is still open, while the profile keeps the balance and pending days visible.
Employees can request leave from their own account. The responsible manager receives an approval notification. Once approved, chargeable days update the balance and schedule, and the applicable leave-pay treatment carries into payroll.
Plan who is working and when.
Use the monthly grid to review employees, shift times and days off. Generate a pattern from the configured employee or position settings, then adjust individual or selected cells. Existing shifts are preserved when generating missing entries.
Keep the reason and evidence in the staff record.
Record a warning with its reason and supporting documents where your staff process requires it. Sensitive attachments remain available only to authorised users. Review the event and follow the organisation’s employment process before taking action.
Choose a warning template, record the reason and keep the issued document in the employee’s history. Delivery and acknowledgement are tracked separately from issuing the document.
Prepare recurring staff documents consistently.
Keep reusable HR document templates for the employee paperwork your organisation uses. Fill the relevant details and review the document before issuing it. Templates support a consistent process; their wording and use remain a management responsibility.
Templates cover employment offers, contracts, warnings, termination notices and receipts. HR can adapt the company wording and select the appropriate letter from an employee’s profile.
Define the settings used by each role.
Positions hold the role, reporting relationship and default work or pay settings. Employee-specific overrides can apply where needed. Changing a default does not rewrite an existing month’s schedule.
Give managers the team scope they need.
Employee and manager access is limited by the configured branches and reporting hierarchy. Keep the staff member’s workplace assignment and their account access under review; these are related settings with different purposes.
Distribute shared staff costs in the accounts.
For staff working across brands, configure the salary distribution used in reporting. The allocation helps finance account for shared roles without creating several employee profiles. Review the percentages when the employee’s responsibilities change.
Connect staff access to the employee profile.
Authorised managers can create or link an employee’s account for the allowed HoreX applications. The account receives the permitted role and branch scope. Keep access aligned with the work the person actually performs.
Help a new employee get access.
Use the available invitation workflow for an employee who needs a HoreX account. Review the role and permitted workplace before providing access. The profile keeps the employment record separate from login credentials.
Help staff regain access through the permitted workflow.
An authorised manager can use the employee-account recovery controls when a staff member cannot sign in. Sensitive account actions have their own permissions. Check the person and account before changing access.
Keep sensitive staff actions with the right people.
Permissions govern employee records, documents, schedules, payroll and account actions. Managers see the team and actions allowed by their role and branch scope. Closed payroll amounts and sensitive documents have additional access controls.
Keep the company context with payroll.
The employee record identifies the relevant legal entity. When payroll moves to pending, the payment method and paying-company details are saved with that period. A later profile edit does not silently rewrite an already submitted payroll month.
Find the requests and dates needing attention.
Review pending leave requests, document dates and schedule exceptions from the staff workspaces. Keep responsibility with the manager who can check the record and act. The underlying employee and date remain available for follow-up.
Separate clock records from approved pay decisions.
Compare recorded clock-in and clock-out times with the planned shift. A manager reviews payable time, overtime and deductions with their reasons. An early arrival is not automatically approved overtime, and a missing clock-out needs follow-up.
Check the payroll data before exporting SIF.
The WPS readiness check reviews the required company and employee payment details. Permitted staff can generate the SIF for a ready legal entity after payroll is submitted for payment. The export prepares a file; payment is completed through the employer’s banking workflow.
Keep MOL / MOHRE employer and employee identifiers with the required bank or WPS-agent details. Preflight identifies missing records and payroll amount issues before a separate SIF is exported for each paying company. Export history stays available; file preparation does not transfer funds.
Keep the exit calculation with its assumptions.
The profile includes a gratuity and final-settlement workspace. Review the service dates, salary inputs and applicable treatment before using an estimate. Saved calculations retain their inputs for later review; the amount still needs the employer’s approval.
The connected exit case brings gratuity, salary due, leave encashment, earnings and deductions into one settlement. Keep the employee’s confirmation or correction request, payment evidence, signature and final document attached to that case.
Define the checks and knowledge each role needs.
Create checklist, test and inspection templates for restaurant operations. Add the questions, required answers, points and severity that fit the task. Managers can review submitted answers and notes against the same standard.
Make checks part of the team’s routine.
Assign a template to an employee or position. Choose the recurrence and completion window so the same check can return on schedule. Managers can review open, submitted and overdue tasks and follow up with the responsible team member.
Use completed checks to guide the next training session.
Review completion, overdue tasks and scores from staff checklists, tests and inspections. Open the answers and manager notes to understand where a team member needs support. Results describe the assigned checks; payroll continues to use its separately approved time and pay decisions.
Match a clock record to the employee’s workplace.
Configure staff self check-in and check-out, a short-lived QR from POS or KDS, phone location and branch geofence checks. These rules help establish where a mark was recorded. Managers compare the facts with planned shifts before approving payable hours or adjustments.
Employee profiles hold the supported identity, employment and certification records with their dates and attachments. AI extraction can help read supported documents, but the team reviews the fields and expiry dates before saving. Document storage does not replace the employer’s compliance checks.
Yes. Monthly payroll uses the salary setup, approved payable time and recorded adjustments. Review the draft, submit the period for payment and use the available WPS readiness and SIF export where configured. Payment takes place through the employer’s banking workflow; mark the period paid afterwards.
Leave requests record dates, chargeable days and pay treatment. Managers approve or reject requests within their scope. The employee profile shows available and pending days, and approved leave connects to an open schedule period. Configure and review entitlement for the employee’s circumstances.
Yes. The monthly grid supports employee and position patterns, individual changes, bulk editing, branch or role filters, PDF output and history. Generating missing shifts preserves existing cells. Pending or paid payroll protects its schedule period from changes.
Record the warning, its reason and supporting documents in the employee workflow. Access to sensitive attachments is restricted. Review the facts and follow the organisation’s staff process before issuing a warning or taking further action.
Authorised managers can create or link the employee’s account and give access to the permitted applications, including POS and Waiter. Review the role and branch scope before access is provided. Employment details and account credentials remain separate.
Yes. Staff have branch assignments, and manager visibility follows the configured branch scope and reporting hierarchy. Review both the employee’s workplace and their account permissions when responsibilities change.
Shared staff salary costs can be distributed across brands using configured percentages for reporting. This helps finance account for a person who supports more than one brand without duplicating their employee record. Review allocations when the role changes.
Employees can record check-in and check-out from the Attendance module. Your settings can require a current POS or KDS QR, phone location and a match to the branch area. Managers review clock records against planned shifts and approve payable time, overtime or deductions before payroll.
Yes. Staff Performance supports checklist, test and inspection templates with custom questions, points and severity. Assign them to employees or positions, set a completion window and make the assignment repeat. Managers can review task status, submitted answers, scores and notes.
Completed checks show which service steps or questions need attention. Managers can review the answers and notes, discuss them with the team and follow up through the next assignment. The same templates help new staff understand the restaurant’s standards and keep expectations consistent across branches.
Yes. Employees select the leave type and dates in their own account and send the request for review. The manager receives a notification and can approve or decline it. Approved leave updates the balance and schedule, and its pay treatment is included in payroll.
HoreX stores the company and employee WPS details, including MOL / MOHRE identifiers and bank or agent routing information. Preflight checks the records and amounts before a separate SIF salary file is exported for each paying legal entity. Your authorised team submits the file through the bank or WPS agent and records the payment after it is made.
Yes. HR can adapt templates for offers, contracts, warnings, termination notices and receipts. Documents prepared from the employee profile stay in the document history, with issue, delivery and acknowledgement information where applicable.
Prepare a gratuity estimate from the employee’s basic salary, service dates, scheme and unpaid leave. The exit case combines the settlement components and keeps the employee’s review, payment evidence and signed document together. Saved estimates retain their calculation basis for review.
See employee records, shifts, Attendance, Staff Performance and payroll together in HoreX.
