Everything HR needs, without the tool sprawl
One login covers the full employee lifecycle, from the first invitation through onboarding, day-to-day work, and eventual offboarding. HR, payroll, CRM, and analytics all live in the same platform, so moving between them does not mean switching accounts, and if you run more than one company, you can move between those too without signing out and back in.
Employee directory and org chart
Every employee record lives in one directory: contact details, employment history, documents, and the full profile in one place instead of scattered across spreadsheets and paper files. Above the individual record, an interactive org chart shows how the company is actually structured across branches, departments, and teams, with a reporting line for every employee so it is always clear who reports to whom. The chart is built to be used, not just viewed once: pan across a large company, zoom into a single department, or export it instead of redrawing the same chart by hand for a board update.
Hiring someone does more than create a record. Adding a new employee automatically initializes their payroll setup, enrolls them into attendance, assigns them to their branch or department’s active projects, and sends a welcome email, all from that one action. HR is not left repeating the same setup separately in four different screens.
Attendance from three sources
Attendance data usually comes from wherever it is easiest to capture, so Utso merges all of it into one canonical daily record per employee instead of forcing a single method on every site.
ZKTeco biometric devices, fingerprint, face, or card readers, are the most common source in Bangladeshi offices and factories, and they often sit behind an office firewall with no direct route to the internet. Utso still reaches them, through a reverse tunnel connection, and pulls punch logs automatically on a schedule with no manual export from the device. For staff without a biometric terminal nearby, a one-click online timer covers remote and office employees alike and keeps running as they move between pages. Where historical or bulk records need to be loaded from an existing system, a CSV import handles it.
Once the raw punches are in, a recalculation engine checks late arrivals and early exits against each employee’s shift snapshot. HR can still correct an individual record by hand, with a mandatory reason field and a full audit trail behind every override. Grace periods, and which of the three sources are active at all, are both configurable per company.
Leave management with real policy rules
Casual, sick, and earned leave come configured out of the box, and any custom leave type can be added on top, tracked in days or hours depending on what the policy needs. Each leave type carries its own rules: whether days accrue immediately or build up monthly, who qualifies after probation, any gender or employment-type restriction, how much notice a request needs, whether supporting documents are required, and what carries over into next year before it expires. It matches how Bangladeshi companies already run leave, instead of asking them to adapt to a generic policy engine built for somewhere else.
Employees see their own balance broken into regular, carried-over, and any manually adjusted override amount, so there is no guessing before a request goes in, and the system checks for overlapping requests before it lets one through. Managers get a team calendar with every pending approval on one screen instead of hunting through email, and a recurring holiday calendar means public and company holidays do not need re-entering every year. Approval is not a dead end either: once a leave request is approved, the event publishes automatically to payroll, so the deduction happens without a second manual step.
Shift scheduling
Three views cover the ways managers actually plan coverage: a roster grid laying out employees against days, a coverage heatmap for spotting under-staffed slots at a glance, and a day timeline for one day’s detail. Rotations can run daily, weekly, every few weeks, or on a fully custom cadence, and once set up they keep generating shifts on their own instead of being rebuilt from scratch every cycle.
Open shifts do not have to be manually assigned to someone: employees can claim them directly, and a manager approves the claim, which suits businesses that run on some flexible coverage rather than a fixed roster alone. Each employee also gets a “My Schedule” view of their own upcoming shifts, so “when am I working” does not have to be a question HR answers by hand. Week start day, time format, and default view are all configurable per company, since not every business plans its week the same way.
Roles and access that match how you work
Access control runs on 43 named permissions grouped into 12 default access groups: Admin, HR Manager, Finance Officer, Sales Executive, IT Admin, Compliance Officer, Operations Manager, Payroll Officer, Executive, Support Agent, Access Manager, and Default Employee. Between them, they cover most Bangladeshi org structures without custom setup, and where a role needs something different, individual permissions can still be assigned one at a time.
Every login requires email plus a one-time passcode as a mandatory second factor, with no separate enrollment step, and Google Authenticator or any other TOTP app works as an alternative. If a session ever needs to be shut down, token versioning invalidates every active session for that account at once, rather than waiting for each one to expire on its own. Every change made to roles or permissions is logged with who made it, when, and what changed, which matters when an auditor or a labour inspector asks who could see what.
Notice board
Announcements go out company-wide, organized into categories so an urgent policy change does not get lost next to a routine update, with file attachments for anything that needs a document alongside it. Acknowledgement tracking means a notice is not just sent and forgotten: you can see exactly who has actually read it, which matters for anything that needs to be provable later, a safety policy, a compliance notice, a change to leave rules.
Company setup that does not need an IT project
Registering a company takes under 2 minutes, and what happens next is automated rather than a support ticket: an 8-step provisioning process sets up the new company’s database, queues, and default configuration in the background, with the 2-month free trial attached automatically. Companies that prefer to bring people in by invitation rather than open registration can set up that way instead.
Once the trial ends, billing runs monthly or yearly from the same admin console that manages the rest of the account, including subscription extensions when they are needed. None of it requires a separate implementation project to get running.
Bangladesh-native. Built from scratch for BDT pricing, Bangla UI, and Bangladesh Labour Law, not a global tool with a local overlay. Leave policies, attendance rules, and the interface itself were designed around how Bangladeshi companies already operate, not adapted afterward from a template built for another market.
Start free. Every new company gets a 2-month trial, no payment details required. Billing only starts once the trial ends, based on what you actually use.
Your data stays yours. Every company’s records are kept apart from everyone else’s. Payroll goes a step further: it runs on its own separate database per company, not a shared database with a filter on top, the strongest level of isolation available for the most sensitive data in any HR system.
Bangla interface. Full Bangla UI, not just a translated menu. Employees who work more comfortably in Bangla get the same system, not a reduced version of it.
Register a company in under 2 minutes and start your 2-month free trial. No payment details required, pay only for what you use after your trial.