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 Multi Location

One Workforce. Many Locations. Zero HR Headaches.

Managing HR across multiple offices, branches, or regions is tough — especially when each one has its own quirks, leave policy, attendance method, or manager style. Worksy brings everything together in one system, giving you full visibility, control, and consistency no matter how spread out your teams are.

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Challenges in Multi Location Business HR

Fragmented HR data. Manual reporting. No visibility.

Juggling spreadsheets, chasing attendance from branch managers, and syncing leave policies over WhatsApp — it’s a daily chaos that creates friction between HR and teams. And when it’s time to audit or make strategic decisions, the data simply isn’t there.

SME Tools is Not Enough

Without a unified system, you’re not scaling — you’re firefighting.

Disjointed operations drain HR bandwidth, slow down payroll, and leave employees feeling disconnected. Managers can’t make informed decisions. HQ doesn’t have accurate data. And regional teams end up feeling like an afterthought.

You’ve outgrown the SME tools — but enterprise HRMS platforms are either:

Too rigid for your internal SOPs
Painfully complex to implement
Designed for Western org structures — not Malaysian realities

Your HR team isn’t just overworked — it’s invisible.

Worksy gives Multi Location HR teams what they’ve been asking for

Scalable, modular, locally-compliant software that fits how you actually work.

Multi-Level Approvals

Configure flows by role, entity, department, or region

Entity-Specific Configurations

Payroll, leave, and claims by subsidiary

Custom Access Control

HRBPs see only their business unit — not everything

Fully Audit-Ready

Built-in compliance with LHDN, KWSP, SOCSO, EIS

Centralised Reporting

See the big picture — and the branch-level detail

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Using Worksy Unlocks Outcomes

Worksy helps your Enterprise to create momentum.

One system across your group — with tailored controls per entityHigher visibility for leadership, fewer silos across departmentsHR moves from admin support → to strategic enablerYou scale HR without scaling chaos

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

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Loved by HR Teams Across Malaysia

"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.