- Solutions
- HR managers
Be the HR manager you aspire to be.
Sia, your AI HR employee, starts check-ins and pulls out absence and turnover. HR experts are by your side. That leaves room for the culture, the managers and the conversations that matter.
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
The HR role grew. The routines still depend on you.
- You handle strategy and culture on top of contracts and absence.
- Check-ins happen as long as you remember them.
- In an unclear case, you ask around, or call a law firm.
Leave the admin
Check-ins start without you chasing them.
Tell Sia: "Start a check-in with Anna." Sia starts it, and Automation Studio keeps the routine running.
| Conversation about | Title | Round | Status | Last update | Action |
|---|---|---|---|---|---|
 Aksel Berg | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Completed | 17 Aug | Open record |
SN Sara Nyström | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Completed | 20 Aug | Open record |
MP Marko Petrov | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Completed | 22 Aug | Open record |
 Jonas Riis | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Completed | 25 Aug | Open record |
 Maja Lund | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Not started | — | Open record |
 Leo Sandvik | 1:1 Check-inPrepared conversation | No round | In progress | 1 Sep | View |
TB Tormod Berg | 1:1 Check-inPrepared conversation | No round | In progress | 28 Aug | Open record |
VN Vandad Nahavandipoor | 1:1 Check-inPrepared conversation | No round | Not started | — | Open record |
 Karoline Novak | Growth & development planningPrepared conversation | Autumn check-ins 2026 | In progress | 30 Aug | Open record |
 Lars Westergaard | Growth & development planningPrepared conversation | Autumn check-ins 2026 | In progress | 1 Sep | Open record |
| Conversation about | Title | Round | Status | Last update | Action |
|---|---|---|---|---|---|
Aksel Berg | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Completed | 17 Aug | Open record |
SN Sara Nyström | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Completed | 20 Aug | Open record |
MP Marko Petrov | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Completed | 22 Aug | Open record |
Jonas Riis | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Completed | 25 Aug | Open record |
Maja Lund | Growth & development planningPrepared conversation | Autumn check-ins 2026 | Not started | — | Open record |
Leo Sandvik | 1:1 Check-inPrepared conversation | No round | In progress | 1 Sep | View |
TB Tormod Berg | 1:1 Check-inPrepared conversation | No round | In progress | 28 Aug | Open record |
VN Vandad Nahavandipoor | 1:1 Check-inPrepared conversation | No round | Not started | — | Open record |
Karoline Novak | Growth & development planningPrepared conversation | Autumn check-ins 2026 | In progress | 30 Aug | Open record |
Lars Westergaard | Growth & development planningPrepared conversation | Autumn check-ins 2026 | In progress | 1 Sep | Open record |
Skip the worry
Feel sure before you take a case further.
Ask Sia about employment law and get the answer with the source. When you want to talk a case through, an HR expert who's seen cases like yours 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
Absence and turnover, when leadership asks.
Ask Sia for absence, headcount or leavers, by department and over time. You get the answer as a chart.
Absence across the company ran at 0.8 per cent in August, the last full month, and peaked at 2.5 per cent in February. September is still running, at 1.2 per cent so far. It is one figure per month, so it names nobody.
Absence by month, last 12 months
Absence across the company ran at 0.8 per cent in August, the last full month, and peaked at 2.5 per cent in February. September is still running, at 1.2 per cent so far. It is one figure per month, so it names nobody.
Absence by month, last 12 months
It 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, HopsworksLess to remember. More room for people.
Nicole Sales30 minutes, with your own day-to-day HR as the example.
- Your own routines, walked through
- Sia on your real questions, live
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