Employment data
Job title, contract type, probation, tax number, contractual hours, place of work and insurers – as one versioned employment.
Add-on
Your whole HR in the same system as working time
The employment lifecycle, competence, recruiting, occupational safety and statutory obligations in one place with working time and absences. The same person data serves everything, and each thing is recorded once.
HR add-on · €3/user/mo · only for the users who need it
What the HR suite covers
Lifecycle from onboarding to exit
Onboarding and offboarding processes as checklists, responsibilities and sign-offs – from recruiting to work certificate.
Statutory documents
Statement of employment terms (Employment Contracts Act, chapter 2 section 4), employment contract and work certificate from the same data, as an immutable PDF in three languages.
Competence and qualifications
A competence matrix, levels 1–5, expiring cards and qualification requirements per position.
Training
A training catalogue, sessions and participations. A completed training renews the qualification by itself.
Recruiting and careers page
Open positions, a candidate pipeline and a public careers page – from applicant all the way to onboarding.
Development discussions and pulse
Discussion rounds, goals and an anonymous pulse survey to support supervisory work.
Org chart
Reporting lines derived from the people register, exportable as PNG or PDF.
Occupational safety
A safety log: incidents, corrective actions and observations – filed from mobile with a photo, too.
Whistleblowing channel
An anonymous channel and a message thread to the reporter, with statutory deadlines (7 days / 3 months).
HR analytics
Absence rate, competence coverage, exit reasons and the recruiting funnel, kept current.
Obligations and deadlines
Statutory obligations by headcount, deadlines and an HR worklist in priority order.
One system
Training, qualification and shift talk to each other.
When training, competence and shifts live in the same system, they update with each other. A separate competence spreadsheet would go stale – this doesn’t get the chance.
- A completed training renews the qualification When a training is marked completed, the linked card’s validity updates by itself – and the expiry warning in shift planning clears.
- Qualification guides the shift A position’s qualification requirements show up in shift planning: a missing statutory qualification always raises a warning, and publishing can be blocked if you want. A competence level is a soft recommendation.
- Competence matrix and expiring cards See directly whose card expires within 90, 60 or 30 days and where competence rests on a single person.
The same data also produces the competence matrix for contractor liability (tilaajavastuu) and the skeleton of the training plan (Co-operation Act, ≥ 20 people).
Employment lifecycle
Employment from start to finish – documents included.
Employment is versioned: role, working time, unit and contract type change with an effective date without the old data disappearing. Each step produces the right document.
- Statement, contract and work certificate Generated from the same employment data as immutable PDFs (fi/sv/en). The statement’s 7-day / 1-month deadline is computed from the start date, and gaps are flagged.
- Onboarding and exit as checklists Reusable templates, responsible roles and sign-offs. A run snapshots the template, so later edits don’t disturb in-flight processes.
- Guided termination Notice period (Employment Contracts Act, chapter 6 section 3) from tenure, a reason code for analytics, and a handover pack for the accounting firm expressed in days rather than euros.
Warnings and case notes (documented discussion, reprimand) are recorded with a date and a justification, and are visible to HR and the person’s own supervisor.
Obligations and deadlines
See in time what the law requires right now.
Kelomo matches the employer’s statutory obligations to the active headcount. When a threshold is crossed, the obligation appears in tracking automatically – with status, owner and due date.
- Occupational health care threshold ≥ 1 person
- Health and safety representative threshold ≥ 10 people
- Co-operation (YT) threshold ≥ 20 people
- Equality and pay survey threshold ≥ 30 people
- Whistleblowing channel threshold ≥ 50 people
- Administrative representation threshold ≥ 150 people
On top of that, automatic tracking adds the statement due dates and the 30-, 60- and 90-day sickness milestones to the HR worklist in priority order. The example thresholds illustrate the logic; the application tracks the limits in force at the time, and the final content should be checked against your own situation.
Developmental HR
Supervisory work that documents itself.
Development discussions, goals and a person’s timeline keep the supervisor up to date without a separate notebook.
- Development discussions and goals Discussion templates, agreed goals and a preparation agenda. Run a whole round at once and track coverage per supervisor.
- Anonymous pulse One question (eNPS), results only once there are at least five respondents. Trend and by team – without any single response being identifiable.
- Org chart and timeline Reporting lines are drawn from the people register, and a person’s timeline gathers employment, documents, discussions and training in one place.
Recruiting
From applicant to onboarding without a break.
Open positions, a candidate pipeline and a public careers page live in the same system where the work happens. When an applicant is hired, onboarding starts with a single button.
- Public careers page and applications All published positions on one shareable careers page. The applicant fills in the form and attaches a CV without logging in.
- Candidate communication in three languages Acknowledgement, interview invitation (with an .ics calendar invite) and offer message – in the applicant’s own language.
- Hiring starts onboarding A hire creates a member, an employment draft and an onboarding checklist. Rejected candidates’ data is anonymised after the retention period.
Safety and whistleblowing
Safety observations and reports captured.
Occupational safety and the anonymous whistleblowing channel are part of the same suite – with the statutory deadlines.
- Safety log Accidents, near-misses and observations with severity and corrective actions. Anyone can file an observation from mobile with a photo.
- Anonymous whistleblowing channel A public, login-free form and a message thread that works with a tracking code. Acknowledgement within 7 days, response within 3 months – the deadlines show on the case.
- Reminds, does not replace For a serious accident Kelomo reminds you about notifications to the safety authority and insurer, but the official filings are still made to the authority.
Self-service and privacy
The right data to the right people.
Employees handle their own HR matters, and personal data is managed with retention duties respected.
- My HR on mobile An employee sees their own qualifications, training, goals and documents, enrols in training and files a safety observation from their phone.
- Roles and authorisations A dedicated HR role manages people data without touching settings or billing. Supervisor authorisations and the HR role’s unit scope are adjustable.
- GDPR built in Views of sensitive fields are logged, a data subject’s data comes as a machine-readable export, and anonymisation proceeds step by step – no automatic deletion without confirmation.
Frequently asked
HR questions
01 Does Kelomo replace the payroll system?
No. Kelomo handles employment and people and produces the payroll data: days, hours and classifications. The euro-denominated payroll calculation and payslips stay in the payroll system or with the accounting firm. Pay is stated in Kelomo by reference (“as agreed”), not in euros.
02 How much does HR cost, and can it be adopted gradually?
HR is an add-on at €3/user/mo, added only for the users who need it. Within it, recruiting, development discussions, training, occupational safety and the whistleblowing channel can each be switched on or off. You can start with employment data and expand as needed.
03 Does the employee see their own data?
Yes. In the My HR view an employee manages their own qualifications, training, goals and documents and can file a safety observation – on mobile, too.
04 Is electronic signing available?
Partly. A signature request can be sent for a document in the document vault – an employment contract or a warning stored there, for example. Connecting the signing service (Visma Sign) is coming; until then documents are generated as PDF.
05 Is internal communication part of the HR add-on?
Announcements with acknowledgement tracking and employee service requests to HR and payroll are included in the base price – everyone can be reached in the app, by email or by text message when needed. The HR add-on brings the lifecycle, competence and the rest of this page alongside them.
06 Where is personal data located?
In Finland. Personal data is kept on the same Finnish servers as working-time data, and views of sensitive fields are logged. The Security page has the details.
HR without a separate system.
Opening in September 2026 · 30 days free from launch, no card required