Frequently Asked Questions

Configure your country's tax brackets in Settings → Tax — Kawader supports progressive tax structures (e.g. Egypt's 7-bracket system or Saudi Arabia's flat rate). The system applies brackets automatically each month considering annualised income, exemptions, and dependents.

Yes. Define employee and employer contribution rates as percentages of the insurance base. Each payroll run calculates the deduction automatically and produces a monthly insurance statement ready to submit to the authority.

Yes. Employees submit a salary advance request specifying the amount and number of repayment installments. Once approved, the advance is paid out and automatically deducted from upcoming payrolls until repaid.

From Settings → Salary Components create earnings (basic, housing, transport, bonus) and deductions (tax, insurance, loan installment). Each component can be a fixed amount, a percentage of basic, or a formula. Assign components to employees individually or via a salary template.

Yes. After running payroll, export a bank file in the standard format your bank accepts (CSV/Excel for most local banks, plus WPS for UAE and a custom builder for special cases). Upload the file to your bank portal and all salaries are paid in one batch.

Open Payroll → Run Payroll, select the month and branch. The engine pulls attendance, leaves, overtime, and salary structures, then shows a preview with all calculations. Review, adjust if needed, then click Confirm to lock the run and generate payslips.

Yes. Use the Adjustments screen to add one-time bonuses, deductions, or corrections to a specific employee's payroll. Each adjustment requires a reason and produces an audit trail. You can also reverse a full payroll run if necessary.

Yes. Every payroll action — run, adjustment, reversal, salary change — is recorded with timestamp, user, before/after values, and reason. The audit log is exportable for internal reviews or external audits and cannot be deleted.

Define cycles (quarterly, biannual, annual) with start and end dates. Each cycle includes self-assessment, manager review, and optional peer review. Reviewers receive notifications, and HR can monitor completion rates from the cycle dashboard.

Yes. Each employee can have measurable objectives with target values, weights, and deadlines. Progress is updated throughout the cycle and contributes to the final review score. OKRs can cascade from company → department → individual.

Yes. Choose the participants per employee: self, direct manager, peers, subordinates, and skip-level managers. Each group answers a configurable questionnaire, and the system aggregates results into a single 360° report.

At the start of each cycle, each employee receives a self-assessment form covering their goals, achievements, and development areas. After they submit, their manager sees the self-assessment alongside their own review to compare perspectives before the final calibration.

Calibration is a session where managers and HR review all scores together to ensure consistency across departments. Kawader provides a calibration view showing distribution curves, outliers, and side-by-side comparisons so decisions are data-backed and fair.

From Recruitment → Jobs → New Job, fill the title, department, description, requirements, and salary range. Choose the channels to publish on (career page, LinkedIn, internal). The job goes live with a public application link you can share anywhere.

Each job has its own pipeline: Applied → Screening → Interview → Offer → Hired/Rejected. Drag candidates between stages, attach CVs, add evaluation notes from each interviewer, and schedule interviews — all from a single Kanban board.

From a candidate's card, click Schedule Interview — choose interviewers, date/time, and (optional) a meeting link (Google Meet, Zoom). All parties receive a calendar invitation with interview prep instructions and the candidate's file.

Move the candidate to the Offer stage. Fill in the offer details (position, salary, start date) and choose a letter template. The system generates a personalised offer PDF and emails it with an accept/decline button — once accepted, you can promote the candidate to employee in one click.

Once a candidate accepts the offer, click Hire on their card. Their data (name, contact, CV, offer details) is auto-filled into a new employee profile. Add any missing details (bank account, dependents) and you're ready to start onboarding.

An onboarding checklist is a list of tasks that must be completed for a new employee (sign contract, complete profile, IT setup, training videos, HR meeting). You can create unlimited templates per role, and each new hire automatically receives the right checklist.

Yes. When you create a new employee, the system sends a customisable welcome email with their login credentials, manager's name, first-day instructions, and links to important documents (employee handbook, code of conduct).