- Solutions
- 50 to 200 employees
One HR person, or HR spread across managers and leadership.
Contracts, onboarding and probations in one place. Sia, your AI HR employee, answers with the source, and HR experts are by your side.
12,000 companies and 1.2 million people run their HR on Simployer.
- ISO/IEC 27001:2022 certification in progress
- ISAE 3402 audited by PwC
- GDPR data kept in the EU
HR often depends on one person.
- Sometimes the CEO or the finance lead handles HR on the side.
- Contracts in a folder, absence in a spreadsheet, the rest in someone's head.
- In a tricky case, you ask around, or pay a law firm.
Leave the admin
Contract signed, onboarding started.
Send the contract for e-sign from a template HR experts wrote. When it's signed, the onboarding starts.
Active
3 late7 runs| Colleague | Type | Start or last day | Progress | Next task | Actions |
|---|---|---|---|---|---|
| VNVandad NahavandipoorFrontend EngineerOpen their record | Onboarding | 1 Jun 2026Day 94 | 4 of 7 done3 overdue | Week-one check-inOverdue · Due day 8 · Sigrid Aas | |
| EDEmil DahlAccount ExecutiveOpen their record | Offboarding | 16 Sep 2026in 14 days | 2 of 7 done1 overdue | Handover plan agreedOverdue · Due 21 days before the last day · Kim Dahl | |
 Cecilie GrönqvistSupport EngineerOpen their record | Onboarding | 31 Aug 2026Day 3 | 1 of 7 done2 overdue | Contract signedOverdue · Due day 1 · Kim Dahl | |
| ABArvid BorgSite Reliability EngineerOpen their record | Onboarding | 6 Jul 2026Day 59 | 5 of 7 done | 60-day reviewDue day 61 · Karoline Novak | |
 Hosna AmiriConsultantOpen their record | Offboarding | 30 Sep 2026in 28 days | 1 of 7 done | Handover plan agreedDue 21 days before the last day · Kim Dahl | |
| PFPontus FagerlundProduct AnalystOpen their record | Onboarding | 11 Jun 2026Day 84 | 6 of 7 done | Probation review bookedDue day 91 · Kim Dahl | |
 Petter HauglandSupport EngineerOpen their record | Onboarding | 15 Jun 2026Day 80 | 6 of 7 done | Probation review bookedDue day 91 · Kim Dahl |
Skip the worry
One answer on employment law, not six.
Ask Sia about employment law and get the answer with the source. When you want to talk a case through, an HR expert is by your side.
Answer from 3 documents
On the first day you record that the employee is unfit for work and how long they expect to be away, and nothing else. The employer period of sixteen calendar days starts that day, and self-certification covers up to four spells in a rolling year.
- A diagnosis is not the employer's to ask for. The absence and its expected length are.
- A new absence within sixteen days of the last one continues the same employer period rather than starting a new one.
- The follow-up plan is due at four weeks, and the first day's record is what it is written from.
Recommended approach
- Have one short conversation in private before the first day back, and keep it to how the work can be arranged.
- Agree one first step that makes the coming week workable — hours, tasks or place — rather than settling everything at once.
- Write what you agreed into the follow-up plan, and set the date the two of you look at it again.
Next steps
Read the sources
Guidance on the law as it stands, not advice on your case. Ring an adviser for that.
Answer from 3 documents
On the first day you record that the employee is unfit for work and how long they expect to be away, and nothing else. The employer period of sixteen calendar days starts that day, and self-certification covers up to four spells in a rolling year.
- A diagnosis is not the employer's to ask for. The absence and its expected length are.
- A new absence within sixteen days of the last one continues the same employer period rather than starting a new one.
- The follow-up plan is due at four weeks, and the first day's record is what it is written from.
Recommended approach
- Have one short conversation in private before the first day back, and keep it to how the work can be arranged.
- Agree one first step that makes the coming week workable — hours, tasks or place — rather than settling everything at once.
- Write what you agreed into the follow-up plan, and set the date the two of you look at it again.
Next steps
Read the sources
Guidance on the law as it stands, not advice on your case. Ring an adviser for that.
Get the signal
A reminder before a probation ends.
So there's still time to decide on the hire.
Book a conversation with Vandad, hold it, and write down what you agreed in the probation review, on the probation review template in Reviews & Check-ins. An early conversation gives Vandad a fair chance to adjust before the probation decision, and what you write down is the record that decision rests on. Probation follow-up · your queue I have booked nothing: the button opens the page where you do it.
Open probation follow-upBook a conversation with Vandad, hold it, and write down what you agreed in the probation review, on the probation review template in Reviews & Check-ins. An early conversation gives Vandad a fair chance to adjust before the probation decision, and what you write down is the record that decision rests on. Probation follow-up · your queue I have booked nothing: the button opens the page where you do it.
Open probation follow-upIt runs the steps. People keep the decisions.
Approvals and judgement calls still go to a person. For input on a case, there’s a Simployer HR expert.
Your HR expertAn HR expert by your side.
For a dismissal, a pay gap report or a GDPR request, call or write to a Simployer HR expert who’s seen cases like yours.
It works where you already do.
Managers approve in Teams, the warehouse reports sick on the phone, and the CFO asks in Claude or ChatGPT. Payroll stays in Visma, Fortnox or Tripletex, and gets its figures from Simployer.
- Teams
- Slack
- Mobile
- Claude
- ChatGPT
In their own words.
With Simployer, I spend less time putting out fires and more time driving HR, that’s the biggest time-saving for me.
Julia AminHR Generalist, Betao · Translated from SwedishSimployer is not just a system; it’s a partner in how we grow, stay secure, and empower our teams every day.
Yaroslava YatsukHR & Finance Manager, HopsworksEven if HR sits with one person, you're not alone with the cases.
Nicole Sales30 minutes, with your own day-to-day HR as the example.
- Your own routines, walked through
- Sia on your real questions, live
- Packaging and price for your size
Pick a time
Your details
Add a note (optional)
By submitting this form you accept our privacy policy.
No preparation needed. Not ready to talk? See packages and pricing.