Frappe HR

AI capabilities

No headline AI features verified.

Pricing

Free license. Hosting estimate: From $5/mo on Frappe Cloud

Open source

• Code: https://github.com/frappe/hrms
• GitHub stars: 9021
• Latest release: 2026-11-04
• Hosting: Frappe Cloud one-click signup (frappecloud.com/hrms/signup); Site plans from $5/mo. Self-host via Docker.
• Backing: Frappe Technologies (company).
• GPL-3.0: commercial use allowed; share source only if distributing modifications.
• 18 advisories in last 12 months (0 critical, 2 high incl. CVE-2026-64862 cross-employee data access in PWA API); all patched.

Trust checks

• Admin-verified listing: Pass · Reviewed by the Catervas team: links and prices checked Nov 5, 2026
• License verified: Pass · GPL-3.0 is on the license allow-list
• Active maintenance: Pass · Last release or commit 2026-11-04
• No open critical security advisories: Pass · No unpatched critical or high advisories found. Keep it on the latest release.
• Privacy and data policy: Pass · Self-hosted: your data stays on your own hosting.
• Company or foundation backing: Pass · Frappe Technologies (company).

Problems it helps with

• Hiring and keeping licensed stylists and barbers: Recruiting pipeline (job openings, applicants, interviews, offers), onboarding checklists, shift scheduling, attendance with geolocation check-in, training programs/records, and payroll salary structures — helps hire faster, track labor hours and keep training-hour records for licensing. README makes no US-specific payroll-tax filing claim; most US owners would keep a payroll provider.
• Hiring, keeping and onboarding qualified staff: Recruiting pipeline (job openings, applicants, interviews, offers), onboarding checklists, shift scheduling, attendance with geolocation check-in, training programs/records, and payroll salary structures — helps hire faster, track labor hours and keep training-hour records for licensing. README makes no US-specific payroll-tax filing claim; most US owners would keep a payroll provider.
• Licensing compliance and paperwork (MSDE, EXCELS, training hours): Recruiting pipeline (job openings, applicants, interviews, offers), onboarding checklists, shift scheduling, attendance with geolocation check-in, training programs/records, and payroll salary structures — helps hire faster, track labor hours and keep training-hour records for licensing. README makes no US-specific payroll-tax filing claim; most US owners would keep a payroll provider.
• Hiring and keeping cleaners amid very high turnover: Recruiting pipeline (job openings, applicants, interviews, offers), onboarding checklists, shift scheduling, attendance with geolocation check-in, training programs/records, and payroll salary structures — helps hire faster, track labor hours and keep training-hour records for licensing. README makes no US-specific payroll-tax filing claim; most US owners would keep a payroll provider.
• Cash flow and back-office overload: invoices, payroll, sales tax: Recruiting pipeline (job openings, applicants, interviews, offers), onboarding checklists, shift scheduling, attendance with geolocation check-in, training programs/records, and payroll salary structures — helps hire faster, track labor hours and keep training-hour records for licensing. README makes no US-specific payroll-tax filing claim; most US owners would keep a payroll provider.
• Hiring and keeping skilled crews: Recruiting (job openings, applicant tracking, interviews, offers), onboarding, shift scheduling, attendance/check-in, leave, expense claims, appraisals and payroll in one place, helping small shops hire faster and keep crews with organized pay and reviews. US payroll tax rules should be verified with an accountant.
• MHIC licensing, contract rules and admin paperwork: Recruiting (job openings, applicant tracking, interviews, offers), onboarding, shift scheduling, attendance/check-in, leave, expense claims, appraisals and payroll in one place, helping small shops hire faster and keep crews with organized pay and reviews. US payroll tax rules should be verified with an accountant.
• Hiring and keeping skilled, licensed techs: Recruiting (job openings, applicant tracking, interviews, offers), onboarding, shift scheduling, attendance/check-in, leave, expense claims, appraisals and payroll in one place, helping small shops hire faster and keep crews with organized pay and reviews. US payroll tax rules should be verified with an accountant.
• Hiring and keeping crews as labor costs rise: Recruiting (job openings, applicant tracking, interviews, offers), onboarding, shift scheduling, attendance/check-in, leave, expense claims, appraisals and payroll in one place, helping small shops hire faster and keep crews with organized pay and reviews. US payroll tax rules should be verified with an accountant.
• Rising labor costs and wage-law rules squeeze margins: Recruiting pipeline (job openings, applicants, interviews, offers), onboarding checklists, shift scheduling, attendance with geolocation check-in, training programs/records, and payroll salary structures — helps hire faster, track labor hours and keep training-hour records for licensing. README makes no US-specific payroll-tax filing claim; most US owners would keep a payroll provider.
• Recruiting, hiring and keeping hourly staff: Recruiting pipeline (job openings, applicants, interviews, offers), onboarding checklists, shift scheduling, attendance with geolocation check-in, training programs/records, and payroll salary structures — helps hire faster, track labor hours and keep training-hour records for licensing. README makes no US-specific payroll-tax filing claim; most US owners would keep a payroll provider.