HR Connext › Features
Thai labour law and PDPA built in from the start
Payroll is checked against the Labour Protection Act before it runs, and PDPA consent is collected wherever personal data is stored.
- Labour-law checks — Deductions within legal limits, no fines, OT ≤ 36 h/week and working time ≤ 8 h/day.
- Statutory minimum leave — Leave types can't go below the legal minimum; daily workers are paid for public holidays and leave.
- PDPA consent — Separate consent for general and sensitive data; employees view and manage their own consent.
- Encrypted, masked sensitive data — National ID, passport and bank account encrypted separately, shown in full only to authorised roles, every view logged.
- Audit trail — Important changes, approvals and document views are recorded and can be reviewed later.
- Role-based access — Administrator, HR Director, HR Manager, HR Officer, Payroll Officer and Executive each see only what they need.
- Start from lawful defaults — Leave, OT rates and deductions at no less than the minimum.
- Employees give consent — At first sign-in and whenever the policy changes.
- Always auditable — Approval, change and data-access history.
How does it help with PDPA?
Consent is collected wherever personal data is stored, sensitive data is separated and encrypted, and the privacy policy is always available to employees.
What if a setting is below the legal minimum?
Leave and OT defaults start at no less than the legal minimum, and payroll is checked against labour law before you pay.
Where is the data stored?
On HR Connext's servers, with sensitive data encrypted separately and employee documents stored privately.
Time & shifts · Leave & approvals · Payroll & tax · Employee app on LINE · Next (AI) · People data
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