Can Worksy handle multiple entities or subsidiaries under one group?

Yes. Worksy supports multi-entity setups (parent company + subsidiaries) under one group structure, so you can: Keep separate company settings (policies, payroll rules, leave types, public holidays) Run consolidated reporting at group level (headcount, attendance trends, cost summaries) Control who sees what across entities (HQ can view all, subsidiaries only their own) If you’re running shared services (HR/Payroll at HQ), this is basically the whole point.

What kind of approval workflows can we configure?

Worksy supports configurable approval flows for common HR actions (leave, claims, overtime, attendance edits, etc.). Typical options include: Single-step (Employee → Manager) Multi-step (Employee → Manager → HR → Finance) Conditional routing (e.g., amounts over RM X go to Finance; special leave goes to HR) Delegation / backup approvers (when approver is on leave) Role-based approvals (not tied to one named person, so workflows don’t break when staff resign) If your approvals currently live in WhatsApp and prayer, this will feel like civilisation.

How does Worksy ensure compliance with Malaysian regulations?

Worksy is designed with Malaysian HR realities in mind, including: Policy-based enforcement (leave, overtime, attendance rules, probation, entitlement rules as configured by your company) Audit trails for approvals and changes (who changed what, when, and why) Data controls (access restriction + retention/export support for HR documentation) Important (and honest): software can support compliance, but it can’t magically make bad HR policy legal. You still set your rules; Worksy helps you enforce them consistently and prove it happened.

Can we restrict access by department, region, or role?

Yes. Worksy supports granular access controls so you can segment by: Department (e.g., Sales HRBP only sees Sales) Region / branch / location (useful for multi-state ops) Role (Employee, Manager, HR, Payroll, Finance, Admin) Entity/subsidiary (if you’re running a group structure) Result: managers don’t “accidentally” browse payroll data like it’s Instagram.

We already have some systems in place. Can Worksy integrate?

Usually yes — depending on what you have and how modern it is.Common integration paths: Data import/export via CSV/Excel for initial sync and ongoing updates API-based integration (if your existing system supports APIs) Typical targets: accounting/payroll providers, biometric/attendance devices, ERP, or custom internal systems If the current system is “a legacy database + someone’s cousin’s Access file,” we can still work with it — just expect more elbow grease.

Do you offer migration service?

Yes. Migration can include: Importing employee profiles, org structure, job history Carrying over leave balances, entitlements, and policy setup Bringing in historical attendance/leave records (where feasible) Validation checks to avoid garbage-in-garbage-out Most migrations fail because the old data is messy, not because the new system is. We’ll tell you upfront what’s clean, what’s risky, and what needs manual decisions.

Worksy for Enterprise

HR that holds at scale, without the endless implementation.

At 200 people and above, HR isn't one workflow. It's layered approvals across departments, entity-specific policies, access controls that vary by role and region, and statutory compliance that has to be right every cycle. Most platforms built for this size take months to implement and years to feel comfortable in. Worksy handles the complexity without making the system harder to live with.

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The system should handle the complexity. Not add to it.

Large organisations don’t lack process. They lack a system that respects the process they already have. Approvals run five levels deep but the platform only supports two. Payroll policies differ by entity but the system treats everyone the same. Access controls can’t distinguish between what an HRBP in one business unit should see versus what group HR needs to see.

So the workarounds become the system.

Spreadsheets track what the platform can’t. WhatsApp threads replace what the approval chain should handle. Leadership asks for a headcount or turnover number and HR spends a day assembling it from three sources. The organisation isn’t disorganised. The system just isn’t built to hold the way it actually works.

The structure your organisation already has, supported by a system that can hold it.

Multi-Level Approval Workflows

Configure approval chains by role, department, entity, or region. The system follows the decision-making structure your organisation already runs on, whether that's three levels or seven.

Entity-Specific Policies

Payroll rules, leave entitlements, and claims policies can differ by subsidiary or entity. Each company under the group operates on its own terms while sitting inside one platform.

Role-Based Access Control

HRBPs see their business unit. Group HR sees the full picture. Managers see their teams. Employees see their own records. Access follows the structure, so sensitive data stays where it belongs.

Malaysian Statutory Compliance

Statutory submissions for EPF, SOCSO, EIS, and LHDN generate in the correct format. Payroll supports every Malaysian bank file format. Built for how Malaysian businesses actually file, report, and comply.

Centralised Reporting with Entity-Level Detail

Leadership sees the group-wide picture. Department heads see their segment. Reports pull from live data across every module without anyone exporting to a spreadsheet.

Single Platform Across the Group

One login for every entity, every department, every location. No separate systems to maintain, no data to reconcile between platforms, and no inconsistency between what one subsidiary sees and what another reports.

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The operational weight shifts from people to the system.

Group-level reporting answers leadership questions without a manual pull. Entity-specific policies run themselves instead of being policed by HR in each subsidiary. Approvals follow the chain without stalling in someone's inbox. Compliance submissions generate correctly the first time, across every entity.

The HR function stops spending its time managing the system and starts using it. Hiring, development, retention, and workforce planning get the attention they were always meant to have, because the processing no longer crowds them out.

Worksy is a cloud HRMS that can be customised to suit your Enterprise needs and keep existing workflows.

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HR teams across Malaysia already work this way.

"The Worksy team always find ways to match our needs and solve the problems we face. I really appreciate the Worksy team for making the change of HR system to our company a success and i would recommencd it to anyone that is considering to implement a complete HR system."

Jasmin Chuah

HR Department | Apex Ceramic Gallery Sdn. Bhd.

Nurzurianeka Binti Razak (Assisstant Manager)

Blessing PU Engineering Sdn. Bhd.

"Throughout the project, Lightman team have shown professionalism and the system provided able to meet our expectation. Just tell them your company policy and they will try their best to build this system according to your policy. I am very happy to find this system."

Nuraini Binti Abu Hassan

HR & Admin Executive | Chenang Clinic

"Throughout the project, Lightman team especially Siew Ling have shown professionalism and the system provided able to meet our expectation."

Norhayati Binti Basir

Sr HR & Admin Executive | Ferco Seating Systems (M) Sdn. Bhd.

"Throughout the project, Anis and team have shown professionalism and the system provided able to meet our expectation. She is helpful and always provide guidance and solution to us.We would recommend Lightman Consulting to any company that is looking for system that can enhance their HR processes."

Lim Hong Seng

Managing Director | GL Bosum Diamond Tools (M) Sdn. Bhd.

"We thoroughly appreciated the professionalism and the support system shown by the team members from Lightman. We definitely recommend HCM to all companies, small and big. The value and benefits truly worth it."

Vanessa Chong

HR Manager | Jayagas Petroleum Products Sdn. Bhd.

"Throughout the project, Lightman team have shown professionalism and the system provided able to meet our expectation as what we required."

Izureen Aina Binti Sharilanuar

Admin Cum HR| Niase Sdn. Bhd.

"We felt the HCM solution has changed the way our company approaches our daily HR processes, in a positive & impactful manner, and we feel hopeful for our future collaboration."

Joanna Tan Tshing Tshing

Group Human Resource Manager| Perpetual Memorial Park Berhad

"Worksy can solve half the amount of my manual method in term of payroll, which reduced my workload and time. We are truly grateful by the level of commitment delivered by your team. It has been an honor to be associated with Lightman."

Carson Loh

HR Department | BV Ventures Management Sdn. Bhd.

Frequently Asked Questions

Can Worksy handle multiple entities or subsidiaries under one group?
Yes. Worksy supports multi-entity setups (parent company + subsidiaries) under one group structure, so you can:
- Keep separate company settings (policies, payroll rules, leave types, public holidays)
- Run consolidated reporting at group level (headcount, attendance trends, cost summaries)
- Control who sees what across entities (HQ can view all, subsidiaries only their own)
If you’re running shared services (HR/Payroll at HQ), this is basically the whole point.
What kind of approval workflows can we configure?
Worksy supports configurable approval flows for common HR actions (leave, claims, overtime, attendance edits, etc.). Typical options include:
- Single-step (Employee → Manager)
- Multi-step (Employee → Manager → HR → Finance)
- Conditional routing (e.g., amounts over RM X go to Finance; special leave goes to HR)
- Delegation / backup approvers (when approver is on leave)
- Role-based approvals (not tied to one named person, so workflows don’t break when staff resign)
If your approvals currently live in WhatsApp and prayer, this will feel like civilisation.
How does Worksy ensure compliance with Malaysian regulations?
Worksy is designed with Malaysian HR realities in mind, including:
- Policy-based enforcement (leave, overtime, attendance rules, probation, entitlement rules as configured by your company)
- Audit trails for approvals and changes (who changed what, when, and why)
- Data controls (access restriction + retention/export support for HR documentation)
Important (and honest): software can support compliance, but it can’t magically make bad HR policy legal. You still set your rules; Worksy helps you enforce them consistently and prove it happened.
Can we restrict access by department, region, or role?
Yes. Worksy supports granular access controls so you can segment by:
- Department (e.g., Sales HRBP only sees Sales)
- Region / branch / location (useful for multi-state ops)
- Role (Employee, Manager, HR, Payroll, Finance, Admin)
- Entity/subsidiary (if you’re running a group structure)
Result: managers don’t “accidentally” browse payroll data like it’s Instagram.
We already have some systems in place. Can Worksy integrate?
Usually yes — depending on what you have and how modern it is.
Common integration paths:
- Data import/export via CSV/Excel for initial sync and ongoing updates
- API-based integration (if your existing system supports APIs)
- Typical targets: accounting/payroll providers, biometric/attendance devices, ERP, or custom internal systems
If the current system is “a legacy database + someone’s cousin’s Access file,” we can still work with it — just expect more elbow grease.
Do you offer migration service?
Yes. Migration can include:
- Importing employee profiles, org structure, job history
- Carrying over leave balances, entitlements, and policy setup
- Bringing in historical attendance/leave records (where feasible)
- Validation checks to avoid garbage-in-garbage-out
Most migrations fail because the old data is messy, not because the new system is. We’ll tell you upfront what’s clean, what’s risky, and what needs manual decisions.

Enterprise HR shouldn't mean enterprise-level friction.

When the platform holds the structure, the policies, and the compliance requirements your organisation already has, HR stops building workarounds and starts operating the way it was designed to. That’s the kind of scale Worksy is built for.
#WorkMadeEasy

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