Answers before you choose RigoHR

RigoHR uses per-employee subscription pricing. Compare the published plans, then confirm your minimum commitment, selected modules, implementation fee and applicable taxes in a written quote. Compare plans and pricing.

There is no software purchase price. Implementation is a separate part of the rollout; confirm its fee, migration scope, configuration, testing and training in your written quote.

Plans are subject to a minimum monthly commitment. Ask sales to confirm the amount, billing period, employee-count rules, add-ins and applicable taxes for your organisation.

The international offering supports HR management with multi-currency records and USD pricing. Payroll outside Nepal is not currently available. Confirm the modules and commercial terms for your country with the team.

Yes. Most organisations start with Core HR, payroll and leave, then add performance, learning, goals and other add-ins as they are ready.

The customer success team configures the selected modules, imports approved employee data, maps your leave and approval rules, validates payroll setup and helps administrators go live in a controlled sequence.

Yes. Employee records, salary information, leave balances and related setup data can be prepared for import. The exact scope depends on the quality and format of the source data.

Yes. RigoHR is designed around employee records, departments, roles, approval ownership and audit trails, so workflows can follow how your organisation actually operates.

Yes. Employees can use self-service flows such as leave, attendance and everyday HR requests from mobile where those modules are enabled.

Core HR keeps one dependable source of employee truth: employee records, organisation structure, documents, letters and self-service data used by other modules.

Yes. Approved leave, attendance, shifts, overtime and work logs can flow into payroll so salary calculations are based on approved operational data.

Yes. Payroll and taxes covers salary, allowances, TDS, SSF, CIT, gratuity, bonus, settlement and payslips for Nepal payroll workflows.

Yes. Hiring and ATS manages the pipeline from approved headcount to offer, and selected candidates can enter onboarding with their information and documents already attached.

Talent covers recruitment, performance and learning. Employee experience covers feedback, surveys and recognition; intelligence covers dashboards and reporting. Explore the product directory and confirm your plan inclusions.

RigoHR provides role-based access and approval controls for people and payroll workflows. Review the security exhibit and ask the team to confirm current hosting, backup, access, incident-response and assurance arrangements for your organisation. Read the security exhibit.

Yes. Prospective customers can email sales@rigohr.com or use the contact form and identify the requirements of their IT, risk or procurement team.

The footer links to the Privacy Policy, Terms and Data Processing pages. These pages carry the current legal and policy content for website visitors and customers.

Yes. Hosting, product updates, security patches and centrally maintained statutory rules are included in the subscription.

Submit the form on the Contact us page or call sales on 9802 06 00 56. A specialist will arrange a focused demo using a realistic pay structure, leave policy and approval flow.

The call centre on 01-5970221 is available during office hours. Existing customers can also use the support portal and knowledgebase from inside the RigoHR app.

The international offering supports HR management with multi-currency records and USD pricing. Payroll outside Nepal is not currently available. Confirm the modules and commercial terms for your country with the team.

The Resources page links to guides, product learning material, support and the Templates page, where HR policy, lifecycle and performance review templates are available for download.