One powerful HR platform designed around the real needs of Bangladesh's ready-made garment industry — from workforce management and payroll to compliance and employee engagement.
From daily attendance to payroll processing — Dinlipi covers the complete employee lifecycle.
Track presence, correct records, and manage schedules with precision.
Complete employee records, documents, transfers and career progression.
Apply, approve and track leave balances with full history.
Record and approve official movements with full history tracking.
Configure departments, designations, workplaces and sections.
Salary sheets, bonuses, increments, advances, loans and EL calculation.
Fine-grained permissions and multi-level access control.
Attendance, leave, payroll and employee reports — audit ready.
Devices, benefits, holidays, leave setup and approval levels.
Issue, track and review show cause notices with full history.
Practical features that match how Bangladeshi companies actually work.
Pull data from biometric devices, handle missing in/out times, manage rosters and control work hours — all from one place.
Generate salary sheets, process Eid bonus, manage increments, advances, personal loans and EL payments with full audit trail.
Export-ready reports for attendance, leave, payroll, tax and employee status — always ready when you need them.
Keep all HR and compliance records organized around your buyers' specific requirements — so every audit goes smoothly.
Choose the plan that fits your workforce today — and scale with Dinlipi as your team grows.
Max 300 Employees
Max 600 Employees
Max 900 Employees
Tailored to your needs
Browse by category — everything you need to know about Dinlipi.
Employee information, attendance, payroll, leave, movement, security, compliance, audit, and HR support-related activities can be managed through a centralized workflow.
Yes. Required employee information can be managed through a centralized HR system.
Yes. Workforce information can be structured and managed according to employee size and organizational structure.
Yes. HR and management users can be given appropriate access according to their roles and permissions.
Yes. Information for different departments and employee groups can be organized and managed separately.
Yes. Structured HR information can be used to create and review reports for HR and management purposes.
It helps manage large workforces, attendance, payroll, leave, movement, and compliance-related HR requirements through a centralized workflow.
Yes. Employee attendance information can be recorded and managed through the digital system.
Yes. Employee attendance can be structured and managed according to the factory's workforce.
Yes. Attendance can be managed according to configured shifts and working schedules.
Yes. When attendance timing is recorded, late-arrival information can be identified and reviewed.
Yes. Applicable overtime and working-hour information can be recorded and used for payroll-related processing.
Yes. Historical attendance information can be reviewed from stored attendance records.
Yes. Applicable attendance, working-day, and overtime information can be used as part of payroll processing.
Yes. Employee salary and payroll-related information can be managed through a centralized system.
Yes. Attendance and applicable working information can be used during payroll processing.
Yes. Applicable overtime information can be used for payroll calculation and review.
Yes. Employee salary-related information can be structured and managed for authorized users.
Yes. Stored payroll information can be reviewed for monthly payroll-related analysis.
Yes. Available payroll data can be used to create and review payroll-related reports.
Yes. Authorized HR users can review payroll information and carry out verification processes.
Yes. Employee leave requests, status, and related records can be managed digitally.
Yes. Authorized HR or management users can review and approve leave requests according to the configured workflow.
Yes. Previous leave information can be reviewed from stored records.
Yes. Applicable employee leave information and balances can be managed according to the system configuration.
Employee movement-related information can be recorded and monitored according to the organization's configured workflow.
Yes. Authorized users can record and review employee movement information according to the configured workflow.
Yes. Historical movement records can be reviewed from recorded movement information.
Yes. Authorized HR users can review leave and movement records as required.
Pricing generally depends on employee size, the selected package, and the required services or customization.
Yes. An entry-level package can be provided for smaller workforces.
Yes. An organization can select a suitable package or enterprise solution according to its employee count and requirements.
Yes. Enterprise-level solution and customized pricing arrangement can be provided for larger workforces.
Yes. Customization options can be provided for Enterprise customers according to their organizational requirements.
Yes. Setup or implementation costs may apply depending on the package and implementation requirements.
Support services may be included depending on the selected package or service agreement.
A monthly subscription or agreed payment arrangement can be provided according to the applicable pricing structure.
Yes. For Enterprise solutions, a customized quotation can be prepared based on employee count and requirements.
The organization can provide its employee count, required modules, and customization requirements to discuss the appropriate package or customized quotation.
Yes. Employee, attendance, leave, payroll, and other HR records can be structured and managed to support compliance documentation.
Relevant HR records stored in the system can be retrieved and reviewed as required.
Yes. Stored attendance information can be used for internal review and applicable audit documentation.
Yes. Authorized users can review payroll-related records and use relevant information for compliance or audit processes.
Yes. Employee leave records can be stored in a structured manner and reviewed when required.
Available historical HR records can be stored and reviewed for periodic audits or internal reviews.
Centralized employee, attendance, leave, and payroll information makes it easier to review HR records and organize audit preparation.
Centralized records make it easier to locate, review, and organize required employee and HR information for compliance-related processes.
Yes. Access to HR system information can be controlled according to user roles and permissions.
No. Role-based access can provide each user with access only to the information and functions required for their responsibilities.
Yes. Access can be configured separately for HR, management, and other authorized users.
Yes. Sensitive payroll information can be limited to authorized users.
Yes. Access to sensitive employee information can be controlled according to user roles and permissions.
Yes. User permissions can be configured to restrict access to information that unauthorized users should not see.
Yes. Different user roles and corresponding permissions can be configured according to the organization's workflow.
Yes. Support can be provided for system usage, technical issues, and troubleshooting.
Users can contact the support team through the designated support channel.
An identified software bug can be reported to the support team and addressed according to the applicable service agreement.
Yes. Guidance can be provided on system workflows and feature usage according to the organization's needs.
Yes. Onboarding or usage guidance can be provided according to the organization's requirements.
Yes. A customized support arrangement can be provided for Enterprise customers according to the service agreement and organizational requirements.
Yes. Technical issues can be reported through the designated support channel with the necessary details.
Assistance related to system updates, improvements, or related support can be provided according to the applicable service arrangement.
Yes. Users can receive guidance from the support team on system usage and operational workflows.
Ongoing technical assistance, issue resolution, and user guidance help maintain consistent and effective use of the HR system.