See if employee records are trustworthy before something breaks.
A missing manager, a duplicate email, or an exit date that comes before the joining date does not stay a small mistake. Approvals stall. Attendance is marked wrong. Leave cannot be applied. Headcount looks fine when it is not. Data Health shows those gaps while you can still fix them.
Find the broken records in the morning - not after payroll or an approval has already gone wrong.
It reads the people data you already keep. It does not change anything by itself. You open the list, go to the person or department, and fix it where you normally would.
Healthy, needs attention, or at risk
Names, teams, and what is wrong
A link to the screen where the record lives
Download when you need a working file
HR sees the gaps. Leadership stops being surprised. Managers are not left holding a stuck request.
Same check. Three reasons it comes up when a company is deciding whether its people data is safe to trust.
Start the day knowing which records will cause trouble.
Most firefighting starts with a record that was never finished. Someone has no manager. Their shift was never set. Two people share a work email. Probation ended last month and nobody confirmed it. Data Health groups those problems, shows how many people are affected, and lets you open the list. You fix the record in the employee or organisation screen you already use. Refresh, and the count should fall.
- Serious problems, warnings, and completeness gaps - not one flat list
- Search a list and filter by department before you start calling people
- Download the list when a cleanup needs more than one person
Decisions made on bad headcount are expensive.
If someone has left but still shows as active, or their exit date is before they joined, every people number in the room is softer than it looks. Leadership does not need a technical audit. They need a plain label - healthy, needs attention, or at risk - and the confidence that HR can name the records behind it. This sits on Professional and Enterprise because it is an operating control, not a starter extra.
- A score you can ask for in a leadership meeting
- Left-but-still-active and exit-before-joining are treated as serious
- Nothing is rewritten in the background - fixes stay a human decision
A missing reporting line is why their team’s requests sit still.
Managers feel this when leave or attendance corrections never arrive. The cause is often upstream: no manager, a manager who has already left, or a reporting loop that sends the request in circles. Data Health is an HR screen, not a manager inbox. What managers get is fewer “why is this stuck?” conversations once HR has cleaned the line.
- Flags people with no manager, a departed manager, or a circular reporting line
- The company head is not treated as “missing a manager” when they are the top of the tree
- HR fixes the record; the next request can route to a real person
Why “we will catch it when someone complains” keeps failing.
Companies already store joining dates, managers, shifts, and contact details. What fails is noticing the holes before they stop a request, a leave application, or a headcount conversation.
Wait until an employee complains
By then the approval is late, the leave is blocked, or payroll week has started
A refreshable list of the gaps, with the people named
A spreadsheet audit once a year
It is stale the week after someone joins, leaves, or changes team
The check uses the live employee and organisation records
“Data quality” as a single percentage
Leadership cannot tell a missing phone number from a person who left and is still active
Serious, warning, and info - and you can open each one
HR opens profiles one by one
Duplicates and missing managers hide in a directory of hundreds
Duplicate emails, codes, and phones are grouped; missing managers are a list
Someone “cleans” records in bulk without looking
A wrong manager or exit date is now harder to undo
The page only points you to the screen. A person makes the change
Headcount that includes people who already left
Planning, billing, and leadership reviews start from the wrong number
Left-but-still-active and exit-before-joining are called out as serious
The quiet data problems teams stop discovering too late.
Each one is a real workplace mess, closed by looking at the records you already have.
Leave or attendance requests never reach anyone because the reporting line is broken.
Flags no manager, a person set as their own manager, an inactive manager, and loops in the reporting line.
Attendance marks late and absent against the wrong rules - or no rules at all.
Flags active people with no shift, and people with no attendance policy that applies to them.
Someone tries to apply leave and there is no balance for the current period.
Flags joined, active people who have no leave balance covering today.
Two people share a work email, employee code, or phone number.
Duplicate checks group the matching records so HR can see who clashes with whom.
Birthdays, emergency calls, and address letters fail because the profile was never finished.
Flags missing date of birth, phone, emergency contact, address, or employee code.
A department still has people, but the department is inactive or has no head.
Flags inactive departments with active people, missing department heads, and designations that do not belong to that department.
Someone left last month and still counts as active. Or their exit date is before they joined.
Those lifecycle conflicts are marked serious, with the people named.
Probation was supposed to end and nobody set a date, or the date has already passed.
Flags probation with no end date, and probation that is already overdue.
HR only hears about bad data when payroll, a manager, or an employee complains.
Open Data Health, refresh, and work the failing checks before the complaint arrives.
Six reasons this stays open after the first week.
A report that only says “data quality is 82%” does not tell HR who to call this morning.
A morning list, not a percentage on a slide
Each problem has a name, a count, and the people or departments behind it. HR can act the same day.
Serious things are not mixed with missing phone numbers
A broken reporting line or a person who left but is still active is treated as more urgent than a blank address. You can filter to what will actually stop work.
It does not “fix” people for you
Changing a manager or an exit date is a human decision. The page shows the problem and opens the screen where you correct it.
You can see the count fall
After the record is corrected, refresh the check. The affected count is how you know the cleanup worked.
Duplicates are grouped, not scattered
Shared emails, codes, and phone numbers are listed together so you are not hunting the second person by memory.
Honest about what this version does not check
Bank details and tax numbers for payroll readiness are not part of this check. It looks at people, reporting, attendance setup, leave balances, and employment status.
What you can actually do.
A health score HR can explain
- One score with a plain label: Healthy, Needs attention, or At risk
- Totals for serious problems, warnings, and completeness gaps
- Refresh when you want a current picture - it is not an overnight email
- Passing checks stay out of the way until you ask to see them
Reporting line and organisation
- No manager, self-as-manager, inactive manager, and reporting loops
- The top person in the company is not flagged just for having no manager
- Active people sitting in an inactive department
- Departments with people but no current head
- A designation that is not mapped to the person’s department
Attendance setup and leave balance
- Active people with no shift
- Active people with no attendance policy that applies to them
- Joined people with no leave balance for the current period
Identity and profile gaps
- Duplicate work email, employee code, or phone among active people
- Missing employee code, phone, or date of birth
- No emergency contact, and no address on file
Employment status that does not add up
- Exit date earlier than the joining date
- Exit date already passed, but the person is still marked active
- Still on probation after the end date, or on probation with no end date
Open the record and fix it
- Open a check and see who is affected, with a short explanation
- Search and filter the list by department
- Jump to the employee or organisation screen where the fix belongs
- If you cannot edit that screen, the link stays hidden
- Download the filtered list when cleanup is a shared job
Professional and Enterprise. Same check. Honest about Starter.
A story you can explain on a pricing call. No empty tile on Starter that looks like a health check and does nothing.
Starter
Data Health is not on Starter - on purpose.
- Employee records still live in Core HR
- No locked tile that looks like a health check and does nothing
- Move up when you want the morning list before payroll and approvals fail
Professional and Enterprise
Same Data Health on both plans.
- Score, grouped checks, and the people behind each one
- Links through to the screen where HR fixes the record
- Download for people who are allowed to export
- It does not rewrite records, and it does not email a digest on its own
What makes the approach different.
Built for the complaint you have not had yet
Teams usually discover messy employee records when leave, attendance, or headcount is already wrong. This page exists so that discovery can happen earlier.
Every failing check has a next step
A count without a name is a worry. A name plus the screen where you correct it is a morning’s work.
Read first, change only when a person decides
There is no button that changes a whole list of managers or exit dates at once. That keeps a health check from becoming a new source of mistakes.
You can ignore the noise
Filter to serious items, or to one area such as reporting or attendance setup, and leave blank addresses for later.
Refresh after the fix
Come back from the employee screen and refresh. The point is to watch the affected count drop, not to file a report and forget it.
Sits next to Core HR
The records stay where they already live. Data Health is the inspection. Core HR is where you correct the person.
Data Health - questions buyers actually ask.
Stop finding bad employee data from a stuck approval or a wrong headcount.
Book a short walkthrough: open the score, filter to the serious gaps, open one person, and jump to the screen where HR actually fixes it. That usually settles it.
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