What is Bynarize HRMS?

Bynarize HRMS is a cloud-based Human Resource Management System with 35 modules and 470+ operations in a single tenant. It uniquely bundles a native Visitor Management System (VMS) and a native IT Asset Management (ITAM) suite — so HR, security and IT teams run on one platform with shared identity, RBAC and notifications.

Who makes Bynarize HRMS?

Bynarize HRMS is built and owned by the Bynarize team and is offered as a SaaS product at bynarize.com. It is an independent HR technology brand serving customers in India and worldwide.

How much does Bynarize HRMS cost?

Pricing is per active employee per month, billed monthly, with a 1-month free trial on every plan and no long-term contract. Starter is ₹45, Professional ₹85 and Enterprise ₹130 per employee per month (INR).

Does Bynarize HRMS include Visitor Management and IT Asset Management?

Yes. Visitor Management (VMS) is native and included in Professional and Enterprise plans. IT Asset Management (ITAM) with 17 sub-modules is native and included in the Enterprise plan. There is no separate subscription, separate login or third-party integration required.

What integrations does Bynarize support?

Single sign-on with Microsoft 365, Google Workspace and custom OAuth. Notifications via Email, Push, Microsoft Teams and Slack. Face recognition via Azure Face API and AWS Rekognition. Asset audit via Barcode, QR, RFID and NFC.

Is there a 1-month free trial?

Yes — every plan starts with a 1-month free trial. No credit card required and no setup fee.

What are the best alternatives to Bynarize HRMS?

For HRMS-only: Zoho People, Keka, BambooHR, Darwinbox and GreytHR. For ITAM-only: Snipe-IT, ServiceNow ITAM and ManageEngine AssetExplorer. For VMS-only: Envoy, iLobby and SwipedOn. Bynarize is the only platform that does HRMS + VMS + ITAM natively in one tenant.

India-First HRMS · 2026

India HR Compliance — POSH, S&E, GDPR, ESI, PF, Gratuity.

Name: Bynarize HRMS
Brand: Bynarize
Rating: 4.8 (150 reviews)

An HRMS built for Indian inspectors and Indian audits — not retro-fitted from a US product. State-wise registers, audit-ready exports, statutory leave types and POSH workflows out of the box.

Run a Free Audit Simulator Book Demo

Summary Last reviewed: June 2026

Bynarize HRMS is built India-first. POSH, Shops & Establishment Act, Factories Act, GDPR, ESI, PF, Gratuity, Maternity Benefit, Equal Remuneration and statutory leave types are first-class — with audit-ready registers, configurable workflows and multi-state rules. Designed for Indian SMEs and mid-market companies that face state-wise inspectors, not paper trails.

Key takeaways

5 things to know about India HR compliance

POSH workflows: ICC formation tracker, anonymous complaint intake, hearing scheduler, annual report register.

Shops & Establishment Act: state-wise registers, working-hours/overtime tracking, annual return exports.

GDPR alignment: consent capture, data retention controls, RBAC, encrypted document vault.

ESI, PF, PT, TDS: live on the payslip, with Form 16 Part B for employees.

Statutory leave types (CL, SL, EL, comp-off, optional holidays, maternity, paternity) configurable per state.

Professional licences and safety cards: requirement engine, verification, gating and sealed evidence packs — not a PDF folder.

Coverage

Every law your inspector might ask about

Each area maps to a Bynarize module so you can see exactly how it's handled.

POSH (Sexual Harassment of Women at Workplace Act, 2013)

Law: Mandatory for any organisation with ≥10 employees. ICC must be constituted; annual report filed with District Officer; complaints handled within 90 days.

Applies to: All companies with 10+ employees, regardless of sector.

How Bynarize fixes it: ICC formation tracker · anonymous complaint intake · hearing scheduler · evidence vault with RBAC · annual report register exports · POSH policy distribution with acknowledgement tracking.

Explore Policies & Compliance

Shops & Establishment Act (state-wise)

Law: Each state has its own S&E Act governing working hours, weekly off, leave, registers and annual returns. Inspector visits can demand registers on the spot.

Applies to: Every commercial establishment in India.

How Bynarize fixes it: State-aware leave & attendance policies · weekly-off configuration · overtime tracking · auto-generated registers (Form II/III/V) · 5-minute date-range exports for inspector visits.

Explore Attendance & Time Tracking

Factories Act, 1948

Law: Regulates working hours, weekly-hour caps, overtime at twice the ordinary rate, annual leave with wages, and statutory registers (muster roll, leave, overtime) for manufacturing units. Inspectors can demand these registers on the spot.

Applies to: Factories with 10+ workers (with power) or 20+ workers (without power).

How Bynarize fixes it: Shift & overtime tracking · weekly-hour caps · leave-with-wages accrual · auto-generated muster roll, leave and overtime registers · 5-minute date-range exports for inspector visits.

Explore Attendance & Time Tracking

GDPR (General Data Protection Regulation)

Law: Companies must obtain explicit consent for personal data, allow erasure, log access, and notify breaches. Penalties up to €20 million or 4% of annual global turnover.

Applies to: Any organisation processing personal data of individuals in the EU/EEA, or offering goods/services to them.

How Bynarize fixes it: Explicit consent capture for employee/visitor data · configurable retention periods · granular RBAC with per-permission overrides · encrypted document vault · immutable audit trails of access and modification.

Explore Security & Insights

ESI, PF, Professional Tax, LWF

Law: Statutory deductions and contributions filed monthly/quarterly. Errors trigger penalties and demand notices.

Applies to: ESI: companies with ≥10 employees in covered states. PF: companies with ≥20 employees. PT/LWF: state-wise.

How Bynarize fixes it: PF, professional tax and TDS on every payslip · Form 16 Part B and annual salary statement for employees · salary register from the locked run · UAN/ESIC captured on the employee pay profile · PAN gaps flagged before year-end documents go out.

Explore Payroll

Payment of Gratuity Act, 1972

Law: Gratuity payable on exit after 5 years of continuous service (4 years 240 days qualifies). Capped at ₹20 lakh.

Applies to: Companies with 10+ employees in factories, mines, plantations, ports, shops & establishments.

How Bynarize fixes it: Continuous service computation from joining date · gratuity eligibility flag in exit workflow · payslip-ready calculation export · audit trail of last working date.

Explore Exit & Offboarding

Maternity Benefit (Amendment) Act, 2017

Law: 26 weeks of paid maternity leave (2 children); 12 weeks for surrogate/adoptive mothers; crèche mandatory for 50+ employee establishments.

Applies to: Every establishment with ≥10 employees.

How Bynarize fixes it: Maternity & paternity leave types preconfigured · auto-eligibility from service & dependant data · structured workflow with HR + manager approval · returning-to-work checklist.

Explore Leave Management

Equal Remuneration Act, 1976 / Code on Wages, 2019

Law: No wage discrimination on the basis of gender for same/similar work. Code on Wages mandates universal minimum wages and timely payment.

Applies to: All establishments.

How Bynarize fixes it: CTC structure stored per employee · audit-ready compensation logs · RBAC-restricted compensation views.

Explore Employee Management

Visitor & Contractor Compliance

Law: Industrial and IT/SEZ premises must maintain visitor/contractor logs with retention periods (often 1–3 years) for security and audit.

Applies to: Manufacturing, IT/ITES SEZs, healthcare, BFSI premises.

How Bynarize fixes it: Native VMS · 4-layer audit trail per visit · token-based public visitor feedback · configurable retention period · gate-wise device & badge enforcement.

Explore Visitor Management (VMS)

Professional licences, safety cards & regulated certifications

Law: Factories, construction, healthcare, aviation and BFSI clients (and ISO/NABH auditors) expect proof that named people held valid, verified licences on a named day — HT/LT, work-at-height, BLS/ACLS, NISM/AMFI/IRDA, driving licences, medicals.

Applies to: Manufacturing, construction, healthcare, logistics, BFSI, IT services and staffing with client-mandated certifications.

How Bynarize fixes it: Requirement engine by role/site · nightly expiry (status is not typed) · verification humans-only · deployment gating that can refuse a shift or site visit · hash-sealed evidence packs instead of a two-week folder hunt.

Explore Certificate Management

This page is for general information only and is not legal advice. Statutory thresholds, penalties and timelines (including the figures cited here) change over time and vary by state — always confirm the current position with qualified legal counsel before acting. Figures are accurate to the best of our knowledge as of the last-reviewed date above. Under GDPR, Bynarize acts as a Data Processor on behalf of customers, who are the Data Controllers; see our Privacy Policy for details.

Read our Privacy Policy

Implementation guide

How to make your HR operations India-compliant (6 steps)

Map your applicable laws by state and headcount

POSH (10+), PF (20+), ESI (10+ in covered states), state-wise S&E and PT/LWF. Bynarize stores entity, state and headcount per location.

Configure statutory leave types per state

Set CL, SL, EL, comp-off, optional holidays, maternity (26W), paternity rules per location.

Constitute ICC and publish POSH policy

Track ICC members in the Compliance dashboard; push POSH policy to all employees and capture acknowledgement.

Capture consent (GDPR) at onboarding

Use Bynarize onboarding flows to capture explicit consent for personal-data processing and document retention.

Run payroll and keep the register

Lock the monthly run, export the salary register, archive S&E registers, and store gratuity logs at exit. Employees get payslips and Form 16 Part B from self-service.

Maintain audit-ready trails

Every approval, edit and access in Bynarize is logged; date-range filterable for inspector or auditor visits.

FAQ

India HR compliance — frequently asked questions

POSH (Sexual Harassment Act 2013), Shops & Establishment Acts (state-wise), GDPR, ESI Act, EPF & MP Act, Payment of Gratuity Act 1972, Maternity Benefit (Amendment) Act 2017, Equal Remuneration Act / Code on Wages 2019, and visitor/contractor log retention requirements for industrial premises.

Bynarize runs native monthly payroll with PF, professional tax and TDS on the payslip, then produces the salary register and Form 16 Part B employees need. Filing PF ECR, ESI challan and TDS 24Q on the government portals is still done by your CA. We are explicit about that so finance is never sold a filing product we do not operate.

POSH workflows include Internal Complaints Committee (ICC) formation tracking, anonymous complaint intake, hearing scheduler, evidence vault with strict RBAC, annual report register exports and POSH policy distribution with employee-level acknowledgement tracking.

Bynarize is aligned with GDPR principles: explicit consent capture, configurable retention periods, granular RBAC with per-permission overrides, encrypted document vault, and immutable audit logs. Bynarize processes data as a Data Processor on behalf of customers (Data Controllers).

Yes — per-location S&E rules, weekly-off configurations, holiday calendars, statutory leave types and ESI/PT/LWF deductions are all supported on the Enterprise plan.

Bynarize generates statutory registers (attendance, leave, overtime) for any date range in 5 minutes. POSH annual report registers and audit trails of every approval are exportable on demand.

Continuous service is computed from joining date; gratuity eligibility flag triggers at 4 years 240 days; payslip-ready calculation export is available at exit, capped at the statutory ₹20 lakh limit.

Bynarize is built India-first but works globally. Multi-currency, multi-language and multi-timezone are supported on Enterprise; Indian statutory features stay configurable per location.

India Readiness Check →

8-question diagnostic

HR Audit Simulator →

Survive a surprise inspection

Compliance challenges →

In-depth article

S&E Act guide →

State-wise breakdown