Industrial Relations

Industrial Relations extends Frappe, ERPNext, and HRMS with connected processes for the full lifecycle of workplace discipline, incapacity, and poor-performance management, employment contracts, employee changes, training, disputes, and workforce planning - all built around the HRMS Employee record.

What you can do with it

Run a full disciplinary, incapacity, or poor-performance process from an opened case through a hearing notice, a written outcome, a formal sanction, and (if appealed) a reversal - see Opening a Case onward.
Manage contracts of employment, including fixed-term contract expiry tracking.
Handle status changes, site transfers, and terminations as their own tracked documents.
Design a site's workforce plan visually - a reusable Site Plan template, a Shift Design roster, and a site-specific Site Organogram populated from it - and cost it with a Site Budget.
Run KPI Reviews at the individual and area level.
Track employee inductions and training compliance, with automatic expiry reminders.
Manage external disputes (CCMA, Labour Court, and similar forums) and receive anonymous workplace reports through a public, no-login whistleblower channel.
Keep every notification email honest: a purpose-built permissions layer (Designation Limits and Branch Limits) narrows both who sees a record directly and what a weekly digest email shows them, consistently.

The data model, in one sentence

Every process here is ultimately about one Employee. A Disciplinary Action, Incapacity Proceedings, or Poor Performance case names an accused employee; an NTA Enquiry, Written Outcome, and sanction form all link back to that same case; a Contract of Employment, Status Change, Site Transfer, or Termination Form each describe a change to that employee's own record. The Site Organogram and Site Budget are the exception - they describe a site's structure and cost, not one person - but even there, actual employees get slotted into organogram positions.

Where to go next

New to the app? Start with Installation & Requirements, then Roles & Access Model.
Setting up who can see what? See IR Role Restrictions - Designation Limits & Branch Limits.
Running your first disciplinary case? See Opening a Case.
Building a site's workforce plan? See Shift Design.