Odoo Payroll & HR, configured for how you actually operate

It depends on the country. Odoo 18 documentation lists payroll localization modules for 24 countries, among them the United States, India, Mexico, Saudi Arabia and the UAE. Where it is not covered, payroll stays with your provider and posts into Odoo as a journal entry.

Yes. Odoo’s edition comparison lists Payroll, Appraisals, Documents, Sign, Planning and Studio as Enterprise only. Community covers Employees, Recruitment, Time Off and Expenses, so a Community database can hold your people and publish jobs, but still cannot produce a payslip.

It replaces the HR system: records, hiring, attendance, time off and appraisals run natively. Replacing the provider turns on the localization for your country. Odoo ships an Employment Hero module for Australia, Malaysia, New Zealand, Singapore and the UK, where administration stays with the provider.

No. We implement and configure the system, migrate the data and prove the numbers against a parallel cycle. Running the pay cycle, filing returns and answering to the regulator stay with your payroll team or provider. We produce figures they can sign.

From work entries. Odoo builds them from the contract and its working schedule, then feeds them from Attendances, Planning and Time Off. Overtime, night shifts, public holidays and unpaid leave each get a type. Conflicts are filtered by default and clear before payslips.

Yes. Attendances runs in kiosk mode on a shared PC, tablet or phone at the entrance, so people who never log in can still check in and out. Badge and RFID check-in both need a kiosk device. Those hours become work entries.

Usually not. Odoo Recruitment publishes job positions to your website, collects applications into a pipeline, stores the resume in Documents and carries a candidate through interviews to an offer. When the offer is accepted the applicant becomes an employee record, nothing retyped.

They migrate as allocations against each employee, then get reconciled against the outgoing system before anyone relies on them. Accrual plans, public-holiday calendars and carry-over rules are configured per country during design, so the balance an employee sees on day one matches.

Yes, through multi-company. Each company carries its own working schedules, localization and approval rules, while group headcount, hiring and absence still read from one system. Working schedules are company specific, so five companies on a 40-hour week need five schedules configured.

Gross pay, deductions and employer contributions on each payslip, and the net pay left once employee deductions come off gross pay. Odoo’s documentation says a salary is determined by six factors: salary structure types, salary structures, rules, rule parameters, rule categories and salary input types. Salary processing starts from the hours in each work entry, the country localization supplies the tax rules, and Odoo says Payroll can manage benefits and deductions such as healthcare and pension plans.

A structure type groups related salary structures and sets the pay schedule, the working hours and whether wages are fixed or hourly; Odoo ships two, Employee and Worker. Each structure holds the rules for one kind of pay, such as regular pay or an end-of-year bonus. With a localization installed, Odoo recommends starting from that country’s structure.

A pay run generates a group of payslips at once, typically one run per salary structure for each pay period. Every payslip reads the employee contract, which Odoo treats as the source of the salary structure, working schedule and benefits, then applies the structure’s rules to the work entries. With the Payroll Entries setting on, validated payslips post to the Accounting app.

Partly. Odoo Community is the open-source edition, licensed differently from Enterprise, and covers Employees, Recruitment, Time Off and Expenses, but it has no Payroll app. On Odoo’s own plans, One App Free gives one app to unlimited users on Odoo Online, the Standard plan includes all apps, and the Custom plan adds multi-company and the external API. Odoo publishes the per-user price for your region on its pricing page.

Usually the Custom plan. Odoo lists Multi-Company and the external API under Custom, and Odoo’s documentation sets up each company, including headquarters, as its own company, each able to carry its own localization. A single company on standard features can run on the Standard plan, which includes all apps. For Studio, check the current plan comparison on odoo.com.

Yes, within limits you set. Employees can request time off from their own profile, see their payslips through the employee portal and, if you allow it, edit their own employee information. Access rights decide what employees, managers and team leads can see, so private data stays private.

Employees submit time off requests from Time Off, the Odoo HR module for leave, or from their employee profile, and the approver named on their record accepts or refuses them. Approved leave requests flow into work entries, so payroll counts them without retyping. If leave is taken after payslips are validated, Odoo’s deferred time off setting moves it to the next pay period instead of reissuing payslips.

Yes. Employees record their expenses in the Expenses app and their approver signs them off. Odoo Payroll lists expense reimbursements among its salary input types, alongside commissions and deductions, so an approved claim can be paid on the next payslip rather than by a separate transfer, if that is how you reimburse employee expenses.

Odoo Payroll lists an employer costs report and an employee trends report on headcount, and its documentation adds a headcount report and work entry analysis. Pay runs, which can be organized by department or job position, show employer cost, gross and net totals for the period. Localization-specific reports are added when a country’s localization is installed, and Power BI can read the same data.

Through the Attendances app. Staff check in and out from the database, from a kiosk at the entrance, or with a badge or RFID reader on a kiosk device. Extra hours, which Odoo also calls overtime, are computed from the settings you configure, and the records reach payroll as work entries, so attendance does not have to be retyped before a run.

Yes. Employee contracts sit on the employee record with their status, and contract templates can be reused in Payroll and Recruitment. Documents signed through Sign, such as employee handbooks, NDAs or offer letters, are listed on the record, and Odoo notifies the responsible person before a contract or work permit expires.

For most HR processes, yes. The Odoo HR modules share one centralized employee database covering recruitment, onboarding and offboarding plans, attendance, time off, appraisals, skills, expenses and payroll, so hiring, leave and pay read the same employee information. In a country with no payroll localization, Odoo HRMS still runs records, hiring and leave while a provider runs pay.

It supports the review side of employee engagement. Appraisals runs review cycles from templates, with goals and skills on the employee record, and employees or managers can request a review at any time, outside the company schedule. eLearning courses assigned to an employee are tracked on their profile too.

Your payroll team or provider. Odoo’s feature list describes automated tax calculations and withholdings, and Odoo calls installing the correct localization critical because it configures the country’s rules, regulations and applicable taxes. Its documentation advises against altering those settings unless something such as a new law requires it. We install and verify the localization per company and prove the numbers in a parallel run; that does not by itself ensure compliance, and filings stay with you.

Most problems trace back to work entries: a missing check-out, leave without an allocation, or a contract with no working schedule. Odoo requires work entry errors to be resolved before payroll processing continues, which is why we add checks before the first pay run. Wrong salary rules show up in the parallel run, where each payslip is compared with the old system.

Yes, because the differences sit in contracts, shifts and leave rules rather than in the software. Our own Odoo HR work covers a recruitment group in Abu Dhabi with rotation shifts, a deep-tech manufacturer in Singapore, and a nonprofit network of children’s hospitals whose HRMS covers employee management, payroll and leave for 1,000 employees. Each organization’s HR operations get their own schedules and approval chain.