How can we help?

Home is your daily overview. It shows your check-in status, colleagues who are out today, new hires and upcoming work anniversaries, recent company posts, and quick links to the things you use most. It is the fastest way to see what matters to you before you open a section.

Home, Attendance, Time (leave requests and balances), Docs, Talent Hub, Org (your company's structure), Payroll, Rewards and Chat. Which of these you see can vary slightly with your organisation's plan. If something you expect is missing, ask your HR team.

The bell icon in the top bar shows updates that need your attention, such as a request status change, a new goal assigned to you, an upcoming 1-on-1 or a reward you can claim. Click a notification to go straight to it.

Go to Attendance and press Check In when you start work and Check Out when you finish. Your working hours for the day are calculated automatically from those two times.

Yes. The Attendance page keeps a running log of your check-ins, check-outs and total hours per day, so you can review any previous day or month.

A working day is marked absent automatically if no check-in is recorded by the end of that day. Your organisation chooses its time zone and its days off, and a day off is never marked absent. If this happens on a day you really worked, submit a support request (Requests → Support) to explain what happened. HR can then review and correct it.

Go to Time in the sidebar, choose your leave type (annual, sick or another type your organisation has set up), pick your dates and submit. Your manager is notified automatically and can approve or reject the request.

The Leave Balances section at the top of the Time page shows each leave type you have an allocation for, how many days you have used and have pending, and when your balance renews. If a leave type you have used has no allocation yet, it still shows your usage, without a day limit, until HR sets one up.

Yes. As soon as your manager or HR approves a leave request, it is counted, with no separate step. If the used-days count looks wrong, check whether the request has been approved yet. A pending request never affects your balance.

Go to Payroll from the sidebar. Each completed pay cycle appears there with a downloadable payslip once it's been processed.

Payslips appear after your organization's payroll run for that cycle has been processed and finalized by HR/Payroll. Exact timing depends on your company's pay schedule.

Submit a support request (Requests → Support) describing the problem. Corrections to payroll must go through your payroll team or HR, because payslips show processed, final records.

Go to Docs in the sidebar for company-wide documents such as handbooks, policies and shared reference material uploaded by HR.

Your personal and employment documents, such as identity, contracts and right-to-work files, are managed on your Profile, next to your other employment details.

That depends on your organisation's setup. Some personal document categories let you upload directly from your profile. Company-wide documents are managed by HR. If you are not sure where something should go, ask HR or submit a support request.

Your manager or HR assigns goals with specific tasks (key results) tied to a review cycle. You update your progress on each task as you complete work, and you can add notes or evidence. Your manager reviews it before the cycle locks.

Scheduled check-ins between you and your manager. Talent Hub shows your upcoming sessions and any follow-up action items from past ones, so nothing discussed gets forgotten.

Performance reviews are monthly scorecards your manager completes. You can see them once they are published. Pulse surveys are short questionnaires that HR sends to the whole organisation from time to time. You get a notification when one is open for responses.

Use the search bar at the top of any page, or go to Org to browse the company's reporting structure and click through to anyone's profile.

These highlight people who joined recently or are approaching a work anniversary, so it is easy to say hello or congratulate a teammate. They disappear automatically after a few days.

Yes. The Org page shows the full reporting hierarchy. Click anyone to see their manager, direct reports and position.

Open Chat in the sidebar. Join or create a channel, or start a direct message or group message with one or more colleagues. You can browse and join public channels. Private channels need an invitation.

Reply in a thread to keep a conversation together without filling the channel. Tick "also send to the channel" when everyone should see your reply. Activity, Threads, Saved and Drafts each have their own view.

Use search. You can narrow it with from:, in:, has:file, has:link, before: and after:. Search only ever shows messages you are allowed to read.

On the Core plan, history older than 90 days is hidden from view but not deleted. Pro and Enterprise show all of it. Your organisation may also have a retention policy that removes messages after a set time.

On the Pro and Enterprise plans, yes. A clip is a short voice or video message you record in the message box. A huddle is a live audio call in a channel or direct message. Huddles are audio only and TimmyHR does not record them. Neither is available in a channel shared with another organisation.

Open the message's menu and choose to report it. The report goes to your HR team with the message as it read at the time, so it cannot be edited away afterwards.

The people in the channel or conversation. Messages in a private channel or direct message are not visible to other employees. Depending on your organisation's plan and policy, administrators may be able to export messages for compliance. Ask your HR team if you are unsure.

Help inside Timmy Chat, such as a catch-up summary of a channel, translating a message or searching by meaning. It is coming soon. It is not part of any plan and will be billed separately, based on how much it is used. It is off until your organisation's top administrator turns it on, and they can turn it off again at any time. Anything it writes is labelled as written by Timmy AI. It can get things wrong, so check anything that matters.

When you use an AI feature, the content that request needs is sent to the AI providers named in the Privacy Policy so they can produce the result. It only uses messages you could already read. Your content is not used to train AI models.

There are two possible reasons. Timmy AI may not be switched on, because it is coming soon and is off until your organisation's top administrator turns it on. Or the AI service may not be responding right now. In each case the buttons are hidden instead of left broken.

Go to Rewards to see everything assigned to you, split into what is ready to redeem and what you have already claimed. You also get a notification when a new reward is assigned.

Open Rewards, find the one you want to use, and follow the claim flow. Expense-style claims (like reimbursements) route through Requests → Expense Claims for review.

It depends on your organisation's review process. You can track the status (pending, approved or rejected) on the Rewards page or in your Requests history at any time.

Time Off is for leave. Expense Claims are for reimbursements and reward-related claims. Support is for anything else, such as a question, a problem with your account or something that looks wrong. All three live under Requests and follow the same approve or reject workflow with your manager or HR.

Go to Requests and find it in your history. Each item shows its current status (pending, approved or rejected) and any notes left by whoever reviewed it.

Submit a Support request describing what you need help with. It goes straight to your HR team, who can look into it directly.

Go to your Profile and edit the fields available to you, such as contact details, emergency information and personal preferences. Only HR can change some employment fields, such as position or department.

Open the profile menu (top right) and choose Account security. There you can update your password and review your account's security settings.

Visibility follows your organisation's role-based access. In general, your manager and HR or admin staff can see your full record, while colleagues see a more limited public view (name, position and team).

Submit a support request (Requests → Support). It is the fastest way to reach your HR team directly, and everything is tracked so you can follow up.

Yes. The app works on mobile browsers, so you can check in, request leave or check your payslip from your phone.

What you see depends on the access your organisation has given you and on your plan. If a section seems missing, it is usually an access or plan restriction.

Overview, Employees, Talent Hub, Payroll, Requests, Rewards, Attendance, Docs, Analytics, Organization (org chart, departments and shifts together), Calendar, Billing and Settings. Settings only holds the configuration pages that do not have their own sidebar icon: Branding, Preferences, Essentials, Security and the Audit Log.

Overview is your daily action list: who is online, pending approvals and attendance alerts. Analytics is trend and breakdown reporting over time: headcount, leave patterns, claims and department-level stats. Use Overview to act and Analytics to review.

Go to Employees and use Add Employee. It creates both the HR record and the login account in one step. There is no separate "Users" page. Account creation, role assignment and the full employee record all live in one place.

Open their record from Employees → their name → edit, then use the Role card under Role & Security. Only administrators who manage access can change roles.

On their employee edit page, open the Role & Security section and use "Delete user account". Only the organisation's top administrator can do this. It removes their login access but does not erase their historical HR records.

The Employees page flags people with missing required documents, missing salary information, contracts ending soon or no manager assigned. That helps you catch incomplete records early.

The org chart shows the reporting hierarchy: who manages whom, person by person. Departments group employees into teams or units, each with its own manager. Both live under Organization as tabs, because the same permission manages them.

Also under Organization, in the Shifts tab. Define shift names, hours and pay multipliers there, then assign a shift to an employee from their edit page.

Only authorised administrators can. Your organisation's plan must also include the org chart feature.

Requests is the single inbox for all three types: leave, expense claims and support tickets. Filter by type, open one, and approve or reject it with an optional note.

Rewards manages the reward catalogue and who has been assigned what. Approving or rejecting a claimed reward happens in Requests, so every request type uses the same approval process.

Yes, immediately. Leave balances are calculated from approved requests every time, so there is no separate sync step. If an employee's usage is not showing against the right leave type, check that an allocation has been set for that type on their record.

Go to Payroll for pay-run status, active users and pay cycle management, plus payroll policy settings and history. Only people your organisation has given payroll access can open it.

On their Employees edit page, use the Leave Balances card. It lets you assign a leave type, a number of days per year and a renewal cycle (hire-date anniversary or fixed calendar year).

Yes. The Payroll page includes report and export tools, alongside pay-run history and audit events for each cycle.

Go to Rewards to manage the catalogue (create rewards and categories) and assign rewards to employees. Redemption analytics and recent activity are tracked there too.

In Requests, filtered to expense claims. Rewards links straight there for any pending redemption that needs review.

Go to Talent Hub → Goals, create a goal tied to the current cycle, add tasks (key results) and assign it. The employee updates their own progress. You review it before the cycle locks.

Talent Hub → One-on-Ones shows total, upcoming, and completed sessions across your team, plus any open follow-up action items.

Performance lets you complete monthly scorecards per employee. Surveys lets you create, publish, and review results for pulse surveys sent org-wide.

Company-wide documents such as handbooks, policies and shared reference material for the whole organisation. These are separate from an individual employee's personal required documents, which are managed from their own record.

Organisation-wide trends: headcount, attendance patterns, leave and claims breakdowns, 1-on-1 completion and upcoming leave. They help you spot patterns rather than act on a single case.

Go to Calendar and use the create-event option. It is available to authorised administrators. The event appears alongside the birthdays and approved leave already shown there.

Only pages with no sidebar icon of their own. Branding covers the organisation name, logo, and the sidebar and button colour for the user side. Preferences covers the default theme and language for every employee and the organisation's working week, meaning its time zone and which days are days off. Essentials covers the dashboard shortcut buttons shown to employees. The other two are Security settings and the Audit Log. Everything else stays in the sidebar: Employees, Organization, Payroll, Attendance and Calendar. That way there is exactly one way to reach any page.

No. The admin side always uses TimmyHR's fixed dark-grey theme. Only the sidebar and button colour that employees see can be branded by the organisation, so the admin experience stays the same for every organisation.

Settings → Preferences → Working week. Pick the time zone and tick the days of the week that are days off. These are Saturday and Sunday unless you change them, and you can choose none. This setting decides which day each attendance record belongs to, which days are skipped when absences are marked overnight and which days do not use up leave. It also decides which clock the times in an attendance CSV import and export are on. Employees still check in using their own device's time zone. Changing the setting is recorded in the Audit Log.

Sensitive account and permission changes: accounts created or deleted, roles changed, passwords reset by an admin, employee profile and payroll-detail changes, attendance imports and changes to the working week. It also covers Timmy Chat administration. The log is read-only, authorised administrators can open it, and it is part of the Pro and Enterprise plans.

Timmy Chat is off for a new organisation. Your organisation's top administrator switches it on under Admin → Settings → Timmy Chat, and the Chat link then shows for everyone. Switching it off hides the link. Nothing is deleted: messages are kept and are there again when you switch it back on.

Admin → Chat. The tabs are Moderation (reports from employees), Settings, Channels, Groups & emoji, Compliance (Enterprise), Guests and Audit log (Pro and Enterprise).

Timmy AI is coming soon. It is not part of any plan and will be billed separately, based on how much it is used. It is off for a new workspace. In Chat → Settings, the organisation's top administrator switches "Allow Timmy AI" on to start using it and off to stop. The setting applies to the whole workspace. Engagement and sentiment analysis is a separate setting that is off by default. If you turn it on, employees must be told it is active.

Content is sent only when someone uses a feature. It is only the content that request needs, and only content that person could already read. Search by meaning also indexes messages so they can be found by meaning. The HR helpdesk sends the figures needed to answer an employee's question about their own leave, payslips or attendance. The providers are listed in the Privacy Policy. If your organisation does not want any of this, leave Timmy AI off.

In Chat → Compliance, a retention policy removes messages older than the number of days you set, for the whole organisation or per channel. The message stays as a placeholder so replies in a thread still make sense. Its attachments, clips, transcripts, search index entries and summaries are removed. A legal hold on the whole workspace, a channel or a person pauses deletion for what it covers until you release it.

In Chat → Compliance, choose the person under "Erase a person's chat content" and confirm. Their messages become a placeholder and everything attached to them is removed. A legal hold on that person stops the erasure until it is released. A hold on a channel leaves that channel's messages in place. Moderation reports about their messages, and shared canvases and lists, are not removed. This cannot be undone.

Yes. In Chat → Compliance, choose the channels, a date range and a format. Exports are recorded in the audit log. Where a voice or video clip was transcribed, the transcript is included.

Huddles and clips are on Pro and Enterprise. They are not available in channels shared with another organisation. Guests are on Pro (up to 10 at a time) and Enterprise. Shared channels with another organisation are on Enterprise and need both organisations to agree.

Go to Billing → Subscription to pick a plan and billing cycle, see your order summary and pay. If a plan change is already active, you will see its status and a link to the order.

It follows the billing cycle you selected, monthly or annual. The subscription page shows it next to your current plan.

Billing → Subscription History lists every order with its plan, cycle, payment method and paid or pending status. Each links to the full order detail.

Plan features stay locked until Stripe payment is complete. For custom Enterprise agreements, payment exemption is handled at the platform level for the whole organisation, and it cannot be set per user.