Ten years of live HR operations in the UAE and Qatar. One platform, rebuilt for British employment law, and now open to UK businesses.
1,000+ businesses use the STimes platform globally
10 years of HR and ERP operations across the UAE and Qatar
Most growing businesses manage HR across spreadsheets, inboxes, and tools that do not talk to each other. The result is hours wasted every week, records that are never quite right, and compliance gaps that only surface when it is too late to fix them cleanly.
Leave requests arrive by email, attendance is recorded on paper, and HR documents are scattered across shared drives. Hours are lost each week on tasks that should be automated. Errors that do not get caught carry real compliance risk.
When employee data sits in three different systems, reconciliation takes hours. Subject access requests become a scramble. And nobody is quite sure which figure is right.
Most HR platforms are designed for organisations with dedicated IT departments and six-month implementation timelines. UK SMEs end up over-paying for complexity they do not need, or making do with tools that were never built for them.
Leave requests sit unanswered in inboxes. Managers lack visibility. Employees chase updates. What should take minutes drags on for days. The business is left understaffed or over-committed.
Payslip downloads. Address updates. Holiday balance queries. When employees have no way to access their own information, every small request lands with HR. That is not what you hired them for.
If your attendance data is 48 hours behind and your leave figures live in a spreadsheet last updated on Friday, you are not planning. You are guessing.
A limited number of UK businesses will receive priority onboarding, direct access to the implementation team, and founding-customer pricing locked for the life of their contract.
From the day someone joins to the day they leave, STimes HRMS holds the complete record and manages the processes that sit around it. No integrations required. No data living in two places at once.
One place for every employment record, contract, document, and change of circumstances. No shared drives with the wrong version of a contract. No chasing employees for paperwork that should have been filed at onboarding. Built to meet UK GDPR obligations, with role-based access controls meaning sensitive records are seen only by those with a reason to see them.
Statutory leave entitlements, Working Time Regulations, and company-specific policies are all configured once and applied consistently across the business. Attendance is recorded at the clock-in terminal and syncs directly to each employee's record. There is no second step, no manual entry, and no gap between what happened and what the system shows.
No two businesses run approvals the same way. The Workflow Designer lets you build multi-stage processes that reflect exactly how your organisation makes decisions, from a straightforward single-manager approval to a conditional, multi-level sign-off that changes based on leave type, duration, or role. Configured by your team, without developer involvement.
When employees can access their own records: payslips, leave balances, P60s, personal details: without routing a request through HR, your HR team gets its time back. New starters are handed a structured onboarding checklist on day one, with tasks assigned, deadlines tracked, and nothing left to chance or memory.
A great deal of HR software sold in the UK was designed elsewhere and localised afterwards. STimes HRMS has been rebuilt from its existing architecture specifically for British employment law: Working Time Regulations, statutory sick pay, parental leave, Right to Work, and UK GDPR data handling are not add-ons. They are part of the base.
We run demonstrations using the details you provide. You see the modules relevant to your team size and industry, ask questions in real time, and leave knowing exactly what you are buying. No decks, no scripts.
STimes HRMS did not begin as a product roadmap. It began as the HR backbone of real businesses: manpower agencies, staffing firms, and construction operations running shift workforces across the UAE and Qatar from 2015 onwards. The architecture, the leave logic, the approval workflows: all of it was built under operational pressure and refined through direct customer feedback over ten years.
What UK businesses get is not a system localised at the last minute. The platform was rebuilt specifically for British employment law: Statutory leave, Right to Work, Working Time Regulations, and UK GDPR are all built into the foundation. The operational depth was already there. The compliance is new.
The company begins delivering ERP solutions to manpower and workforce management businesses across the UAE, industries where HR complexity is high, margins are tight, and the cost of a payroll error or compliance failure is immediate.
The HR platform goes live across clients in construction, staffing, logistics, and healthcare in Qatar and the UAE. Each deployment adds operational learning: edge cases, policy variations, approval structures that only reveal themselves when hundreds of employees are using the system every day.
The UK SME market has a clear gap. HR software that is genuinely configurable, properly compliant with British employment law, and suited to businesses without enterprise IT resources. The decision is made to rebuild the platform from its proven foundation: this time, for Britain.
STimes HRMS opens to UK businesses. A platform with ten years of operational history, rebuilt for British employment law, with dedicated UK support and a founding-customer programme for early adopters.
The HR manager at a 50-person business does not have an IT department to call when something breaks. Every screen, every workflow, and every configuration option was designed with that constraint in mind. It should work without specialist support.
Nothing in STimes HRMS was added because it looked good on a features page. A decade of live deployments has made it clear which capabilities businesses actually use and which ones get turned off after the first month.
Your approval structure, your leave policy, your document templates — the platform adapts to how your business works, not the other way around. Whatever your industry, the setup reflects your rules.
Start with core HR. Add Performance Management, Onboarding, Finance, Invoicing, and Workforce Management as your headcount and complexity grow. One platform, one vendor relationship, without the cost and disruption of migrating systems mid-growth.
We run personalised walk-throughs. Tell us about your business and we will focus on the parts of the platform most relevant to your team. No standard pitch, no pressure to commit on the day.
Businesses that register interest ahead of our launch will receive priority onboarding, direct access to our product team, and introductory pricing when we go live.
Your details are kept confidential and never shared with third parties.