Self-hosted HRIS, leave, attendance and payroll with Frappe HR, OrangeHRM or Odoo, and how employee data rules, record retention and identity integration shape the rollout.
Running HR records in self-hosted Frappe HR, OrangeHRM or Odoo under GDPR: lawful basis and retention per record type, access by managers and HR roles, data subject requests from employees, special category data such as health and leave reasons, and deletion after exit.
Keeping US payroll and employment tax records long enough in self-hosted HR and payroll software: FLSA's three-year rule, the IRS four-year rule, what records each covers, archiving leavers, backups and producing records for an audit.
Keeping employee files, payroll and performance data on EU infrastructure under the company's control: self-hosted Frappe HR or Odoo against US-based HR SaaS, works council expectations, hosting and support access, and integration with local payroll providers.
HR records, leave and attendance for agencies and municipalities on self-hosted software: procurement and hosting rules, integration with existing payroll and identity systems, role-based access, audit trails and records retention.
Attendance, shifts, overtime and leave for plant workers with self-hosted Frappe HR or Odoo: check-in methods including geolocation and devices, shift rosters, payroll inputs, kiosk access for staff without email and multi-site rollout.
Using the HR system as the source of truth for joiners, movers and leavers: feeding Frappe HR or OrangeHRM records into an identity governance tool such as midPoint, then into Keycloak, so accounts follow employment changes.
Bringing two workforces onto one self-hosted HR platform: employee master data mapping, leave balance and contract carry-over, payroll cutover timing, employee consent and notice, and keeping the old system for records retention.
Requirements to settle before choosing Frappe HR, OrangeHRM, Odoo or an HR SaaS: countries and payroll rules, leave policies, attendance capture, self-service and mobile, approvals, integrations with accounting and identity, retention and reporting.
Questions for partners bidding on an open source HR rollout: payroll localization for your countries, data migration from the current HRIS, edition needs, hosting and backups, access controls, support during payroll runs and upgrade policy.
Cost components of self-hosted Frappe HR, OrangeHRM or Odoo against per-employee HR SaaS pricing: edition fees where payroll is paid, hosting, localization and payroll setup, integrations, support and HR and IT time.
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