Click any module name in the dark sidebar on the left. The active module is highlighted in teal with a teal bar on the left edge. You can also click the module tiles on the Dashboard.

That banner confirms the neuroinclusion experience layer is active in that module. It is not something you switch on - it is the design of the module itself. Plain language, clear workflows, strength-based approaches are all built in.

Click any employee card, policy card, or "View Profile" button to open the detail side panel on the right. Click the ✕ button or "Close" to close it. Modals (like Add Employee) open in the centre of the screen.

Click the + Add Employee button (top right). Fill in the required fields: first name, last name, job title, department, work email, and start date. The neuroinclusion preferences section is optional - gently invite, never require.

Click any employee card or the View Profile button. A side panel opens on the right showing all employment details, neuroinclusion preferences, document status, and HR notes.

This captures the employee's designated group as defined by the Employment Equity Act - African, Coloured, Indian/Asian Female or Male, White Female or Male, and Person with Disability. This data feeds directly into your EEA reports.

Communication style (written, verbal, visual), work style (structured, flexible, deep focus), and sensory/environment preferences (quiet workspace, natural light, etc.). These are voluntary - captured during onboarding or at any time. They help managers support employees in the way that works best for their brain.

The trial is designed to show you what a structured HR system looks like. Upgrade to the Foundation Plan (R499/mo) or Growth Plan (R1 499/mo) to manage your full workforce without restrictions.

It creates a structured, step-by-step journey for every new employee. Each journey has 6 steps: welcome and contract signing, POPIA consent, neuroinclusion preferences, IT setup, buddy meeting, and 30-day check-in.

Step 3 of every onboarding journey is the neuroinclusion preferences step. It is presented as a natural part of the welcome process - not a separate form. The employee completes it in their own time. If they skip it, a gentle nudge button appears for HR to invite them again.

Click any step in the onboarding checklist to toggle it complete. The progress bar updates automatically. The step turns green and the check mark appears.

All BCEA leave types are included: Annual Leave (15 days per year), Sick Leave (30 days per 3-year cycle), Family Responsibility (3 days), Maternity Leave (4 months), Parental Leave (10 days), and Study Leave (company policy). Every type is explained in plain language - no HR jargon.

Click + Request Leave, select the employee, choose the leave type from the plain-language dropdown, select the dates, and click Submit. The request appears in the pending list for approval.

Click the green Approve or red Decline button on any pending request. The status updates instantly and the calendar reflects the change.

The colour-coded monthly calendar shows all team leave at a glance. Green = annual leave, Red = sick leave, Yellow = family responsibility, Purple = pending approval. Hover over any date to see who is on leave.

Red = act now, deadline is 14 days or less. Amber = start preparing, 15-30 days. Green = on track, 31+ days. Every deadline is written as a plain-language action: "What you need to do now: Submit your EEA Report."

The circular score ring (currently 74%) shows your overall compliance health across all 5 SA acts: Employment Equity, Skills Development, Labour Relations, BCEA, and POPIA. The bar breakdown shows where your gaps are.

Adding custom deadlines is available on the Foundation and Growth Plans. Upgrade to set your own compliance reminders and receive email alerts at 90, 60, 30, and 7 days before each deadline.

Red dot = action needed immediately. Amber dot = in progress or review due. Green dot = currently compliant. These update based on your deadline activity.

9 SA-compliant documents: Permanent Employment Contract, Fixed Term Contract, Disciplinary Hearing Notice, First Written Warning, Leave Policy, Code of Conduct, Neuroinclusion & Reasonable Accommodation Policy, Offer of Employment Letter, Employment Equity Plan Template, and WSP & ATR Template.

Click Read Full Document on any policy card. The side panel opens with the complete document text, plain-language explanation, step-by-step usage guide, and legal references.

It opens the same side panel but scrolls directly to the plain-language summary - written for managers and business owners, not lawyers. For example, the Employment Contract explanation says: "This is the agreement between you and your employee. It sets out: the job, the pay, working hours, leave entitlements, and how either party can end the employment."

Click Copy Text to copy the full document to your clipboard. Paste into Word or Google Docs. Customise all the fields shown in square brackets [like this]. Save as your own company document.

Click + Add Goal. Select the employee, write the goal title in plain language (the modal guides you), set a due date and category, and describe what success looks like. The goal appears instantly with a progress bar starting at 0%.

Click Log Check-in. Select the employee, fill in what went well (strengths first), any support needed, and the agreed next step. The check-in is saved to the employee's record. The modal always prompts strengths first - this is the neuroinclusion principle.

Choose between 5 approaches: Continuous Check-ins, Written Feedback, Strength-Based Review, Goal-Based Review, and 360 Peer Feedback. Select the style that works best for each individual employee based on their neuroinclusion profile.

A Performance Improvement Plan is a structured document used when an employee is not meeting the required standard. Always check the neuroinclusion note first - the issue may be linked to an unidentified support need. The PIP template is available under Policies & Templates.

Click + Log Training. Select the employee, enter the course name, date, hours, provider, cost, and the learning style used. The training record appears on the employee card and feeds into your ATR data.

The Workplace Skills Plan is your planned training list for the year ahead. It shows what training you intend to deliver, for how many employees, at what cost. Submitted to your SETA annually by 30 April.

The Annual Training Report records all training actually delivered in the past year. Submitted alongside the WSP to your SETA. Accurate ATR submissions unlock mandatory grants and can improve your B-BBEE score.

Element 4 of the B-BBEE scorecard gives up to 20 points for skills development. YOUR360 tracks your spend against the 6% of payroll target, designated group training, learnerships, and bursaries - and shows exactly what you need to do to improve your score.

Type your question in the Ask HR search bar at the bottom of the answer panel and press Enter or click the button. Write naturally: "what do I do when an employee is late" or "how many sick days is someone entitled to". The system matches your question to the right answer.

8 fully answered topics: Disciplinary Process, Leave Entitlements, Dismissal & Termination, Neuroinclusion at Work (ADHD, autism, dyslexia), Contracts & Employment, Employment Equity, Pay & Remuneration, and Grievances & Conflict.

Every answer has a red warning box highlighting the single biggest legal risk for that topic. For example, the disciplinary answer warns: "Dismissing an employee without following a fair process can result in a CCMA award of up to 12 months salary."

Every answer has a neuroinclusion note specific to that HR situation. The disciplinary answer reminds you to check if the behaviour may be linked to an unidentified support need before proceeding. The ADHD guide is a full topic in its own right.

Framework - the YOUR360 3-pillar model (Awareness → Systems → Culture). Condition Guides - ADHD, Autism, Dyslexia, Anxiety, Dyscalculia, Disclosure Support. Adjustments Log - confidential log of reasonable accommodations. Assessment - workplace maturity score. Manager Toolkit - 6 downloadable guides.

Click + Log Adjustment. Select the employee, adjustment type, description, agreed date, and review date. The adjustment is saved confidentially and only accessible to authorised HR personnel. This is protected under POPIA.

Answer 5 questions about your organisation current neuroinclusion practices. Click Get My Score. You receive a percentage, a maturity level (Starting Out, Emerging, Developing, Advanced), and plain-language advice on your next step.

Yes. All neuroinclusion information is personal health information protected under POPIA (Act 4 of 2013). It is accessible only to authorised HR personnel and will never be shared without the employee explicit written consent.

Contact Aletta directly at info@your360peoplesfunction.net or call +27 67 553 4964. You can also click the Request Pilot Access button in the trial banner on your Dashboard, or visit the Pricing & Plans page in the sidebar.

Yes. YOUR360 People Function is BBBEE Level 1 and 100% Black female-owned. Procuring YOUR360 contributes to your Enterprise & Supplier Development scorecard. Request the BBBEE certificate by emailing info@your360peoplesfunction.net.

No. YOUR360 is designed for South African SMEs and businesses without a full-time HR team. The Foundation Plan is ideal for companies with 10-50 employees. The Growth Plan suits companies up to 200 employees.

No. YOUR360 runs entirely in your web browser. No installation, no downloads. Works on Chrome, Edge, Safari, and Firefox.

Yes. All data is handled in accordance with POPIA (Act 4 of 2013). Employee personal information is stored securely and accessed only by authorised HR personnel.

All templates are aligned to the LRA (1995), BCEA (1997), and EEA (1998). Always review with a qualified HR practitioner before issuing. YOUR360 provides tools, not legal advice.

No. Neuroinclusion preferences are always voluntary. YOUR360 principle: gently invite, never require. An employee neurological condition is personal health information protected by POPIA.