The things employers ask us most.

April HR is a modular HR system for growing companies. It handles the administrative side, onboarding, letters, leave and attendance, statutory payments, personnel files and the compliance calendar, and supports the strategic side, verified-KPI appraisals, succession and engagement surveys. Every module is optional, so you switch on only what suits the company.

April Annual Reporting is the annual-report data platform. It gathers every figure an annual report needs, the financial, ESG, GRI and governance, month by month across the company, each anchored to its source, its calculation and its owner, so the pack is ready for assurance. More than a hundred and fifty of the figures compute themselves from your own data.

They are separate products that connect. April HR runs the people side of the business. April Annual Reporting gathers and computes the figures an annual report needs, financial, ESG, governance and people. It collects the people figures itself; where you also run April HR, they flow in automatically.

It starts with an evidence-based audit across five areas: HR strategy, talent management, engagement and performance, operations and compliance, and hiring. Each area is scored one to five for maturity, the legal risks are identified first, and you get a prioritised action plan. From there we build the policies, handbooks, contracts, job descriptions, KPI models, and grading and pay structures you need, handed over ready to use.

No. They are bought separately. April HR runs on whatever policies, handbooks, job descriptions and KPIs you already have. Where those are not in place, the consultancy builds them as a separate engagement and they load straight into the system. You take the consultancy only if you need it.

The consultancy does not run hiring on your behalf. April HR includes a recruitment module that drafts the advertisement from the role and reads CVs against it, so your own team hires faster, but the advisory practice is not a recruitment agency.

No. The platform gathers, computes and readies the figures, and gives your auditor a clean, traceable record. The final report stays entirely in your team’s hands.

Access is role-based, so each person sees and edits only what their role allows, and sign-in for sensitive roles uses multi-factor authentication. Salary and bank details are encrypted at the field level, on top of disk encryption, so even a copied database file reveals no pay data. Nothing is ever hard-deleted, and every change is on a tamper-evident audit log.

We host April HR ourselves, on our own secured cloud infrastructure. You never run a server or hold the database, you get a private login. Each client sits in its own isolated database, so your information is never mixed with another company’s. Your actual documents are never stored on our system: April HR keeps only a secure pointer and a status tick, so the files themselves stay in your own storage. Encrypted off-site backups run every day.

Pricing is quoted per company after a short conversation, because the right modules and the scope of any consultancy work vary from one company to the next. It starts with a conversation about your company.

It starts with a conversation about your company. Email daysofaprilhr@gmail.com or call 0704 736289.

For EPF you deduct 8 per cent of the employee’s total monthly earnings and add 12 per cent from the company, so 20 per cent goes to the employee’s fund. Separately you pay ETF at 3 per cent of total earnings, and the employee pays nothing towards ETF. EPF is under the Employees’ Provident Fund Act and ETF under the Employees’ Trust Fund Act.

Under the Payment of Gratuity Act, an employer who has employed fifteen or more workers in the preceding twelve months must pay gratuity to a worker who has completed at least five years of service, on leaving for any reason. For a monthly-paid worker the usual formula is half of the last month’s wage for each completed year of service, paid within thirty days of leaving.

Under the Shop and Office Employees Act, ordinary working time is up to eight hours a day and forty-five hours a week, not counting the one-hour meal break. Work beyond that limit is overtime, paid at not less than one and a half times the normal hourly rate, and overtime itself is capped at twelve hours a week.

Under the Shop and Office Act, paid annual leave builds up over the first years of service: none in the calendar year the employee joins, then between four and fourteen days in the second year depending on the quarter they started, and the full fourteen days a year from the third year on. Casual leave, up to seven days for illness or other reasonable cause, applies from the first year. Weekly holidays and declared public and mercantile holidays are additional.

It depends which law covers the worker. Under the Shop and Office Act a female employee is entitled to eighty-four working days of maternity leave for a live birth, commonly taken as up to fourteen days before and seventy after. Weekly holidays and public holidays are not counted in that total.

There is no statutory paternity leave in the private sector. Public-sector employees are granted three days. Many private employers offer a few days as a matter of company policy; if you do, set it out clearly in your handbook so it is applied consistently.

From January 2026 the national minimum wage is Rs. 30,000 a month and Rs. 1,200 a day. Wages Board trades may set higher trade-specific minimum wages.

For non-disciplinary termination, the Termination of Employment of Workmen Act applies to employers with fifteen or more workers and requires either the worker’s prior written consent or the prior written approval of the Commissioner General of Labour before you end the employment. A covered worker cannot simply be made redundant without one of these.

It depends. Sri Lanka is phasing in the Sri Lanka Sustainability Disclosure Standards, SLFRS S1 and S2, effective for annual periods beginning on or after January 2025, with a phased mandatory rollout for Colombo Stock Exchange listed companies. Unlisted private companies are not yet mandated, though many report voluntarily, and larger customers and lenders increasingly ask for the data.

They are Sri Lanka’s adoption of the global ISSB standards. S1 sets the general requirements for disclosing sustainability-related financial information; S2 covers climate-related disclosures. Both use financial materiality, the sustainability matters that could affect the value of the business.

Under CA Sri Lanka’s roadmap, the largest main-board listed companies report first, then all main-board listed companies, then other listed companies, with wider adoption following. The exact cohorts and dates are confirmed each year against the current roadmap.

GRI, the Global Reporting Initiative, is the most widely used sustainability framework and uses impact materiality: report your most significant effects on the economy, the environment and people. SLFRS S1 and S2 use financial materiality: report what could affect the value of the business. Many companies report against both, because the two answer different audiences.

Materiality decides which topics you must report. Impact materiality asks where your business most affects people and the environment. Financial materiality asks which sustainability matters could affect the value of the business. Which applies depends on the framework you report against.

Assurance expectations are rising, and are likely to tighten locally as SLFRS S1 and S2 embed. Whether it is required for a given company today depends on its listing status and the current rules. Either way, the practical step is to keep an audit-ready record with every figure traceable to its source, which is what April Annual Reporting is built for.