Enterprise DNA

Instead of Salesforce HR Service

Stop renting Salesforce HR Service. Own your HR case system.

We build your version around your policies, your employment agreements and the law in each country you employ in, bring your Salesforce employees and cases across and run it for you. HR keeps every case, every letter and every decision.

Salesforce lists its employee licence for HR Service at AU$21 per employee per month, billed annually: AU$252 a year for every person on your payroll, before your HR team pays AU$70 each per month for the service desk.

Get your version built See it working
  • check_circleYour data in a database you own
  • check_circleOpen source, no lock-in
  • check_circleBuilt and run by Enterprise DNA

What the subscription charges for

The bill grows with every person you hire

Salesforce prices HR Service by the person. Its own pricing page charges an employee licence for the wider workforce, a service desk licence for each HR user, and an add-on on top. Compare that with HR records you own, where a new hire costs nothing.

groups

Every employee is a licence

The employee licence is AU$21 per person per month, billed annually. Hire ten more people and the HR software bill rises, even if HR does no more work.

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Then the HR team pays again

Each person in HR who works cases needs a service desk licence: AU$70 a month on Enterprise Edition, AU$105 on Unlimited.

extension

An add-on for the extras

Agentforce for Service is listed as an add-on at AU$175 per user per month.

web

Paying for the portal

Much of what you rent is the employee portal, the chat and the service desk screens. The records underneath are ordinary: people, cases, steps, decisions and warnings.

gavel

The local law is yours to configure

One-month flexible work answers in New Zealand, 21 days in Australia, 20 working days for a privacy request: the deadlines your HR team is held to are rules someone has to build and keep current.

lock

Your most sensitive records in their cloud

Grievances, investigations, disclosures and warnings sit with the vendor, in a system you rent rather than own.

Your own HR case desk

Start with the deadlines and the fair process the law holds you to

Deadlines

Every statutory request answered in time

Each request starts its own clock from the rule that sets it, in working days where the Act says so, and shows up before it is late.

  • check New Zealand flexible work decided in writing within one month, statements of reasons for dismissal within 14 days
  • check Privacy requests counted in working days, with 25 December to 15 January left out as the Privacy Act sets it
  • check Australian flexible work and parental leave extension requests answered within 21 days
  • check Requests brought across from Salesforce get their deadline on day one, so anything already late shows straight away

Fair process

No warning or dismissal without the record behind it

Before an adverse outcome, the system checks what a fair process needs: the concerns put in writing, the information given, a support person offered, time to respond, and a finding on every allegation.

  • check An outcome is refused outright until the employee has heard the concerns and had the chance to respond
  • check Any other gap needs a reason from the decision-maker, which stays on the case
  • check Findings cannot be recorded against an employee before they have responded
  • check The 90-day grievance window, or 21 days for the Fair Work Commission, shows after every decision

Refusals

A refusal that says what the law asks it to say

Turning down a request is where employers get caught. The system will not record a refusal without what each country requires.

  • check New Zealand refusals name one of the eight grounds in s 69AAF(2) and the reasons
  • check Australian refusals need a discussion with the employee on record first
  • check The written response is drafted for you, with the ground or business reasons set out
  • check Every refused request listed by ground and team, so patterns are visible

Confidential

Disclosures that never show who made them

A protected disclosure is handled like any other case, except the person who raised it is withheld everywhere.

  • check Withheld from every list, case, letter, dashboard and document
  • check The New Zealand 20 working day guidance for dealing with a disclosure tracked
  • check A disclosure closes only after the discloser has been told what was done
  • check Who was disciplined within six months of raising a complaint, answered on request

Make it yours

Design your own Salesforce HR Service replacement

Everything starts from the open-source base. Then it gets your name, the parts you run, your rules and your data from Salesforce HR Service. Try it here, and we build the real one.

2. What it runs

3. Make it fit

4. Your colour

Your business · your Salesforce HR Service replacement Your version
YB Your business

auto_awesome

Answered from your own database

Build my version

We build it from the open-source base, bring your Salesforce HR Service data across and run it for you.

What it looks like

Ask it like you would ask a colleague

Real answers from a fictional distribution business with staff in Auckland, Sydney and Melbourne and three people in HR. HR asks the question and checks the records behind the answer.

forum

Employee Relations for Claude Code

Connected to your own database

What needs my attention across our HR cases today?

law

Ref
C-1001
Detail
decide in writing overdue since 2026-10-15 (Employment Relations Ac...

law

Ref
C-1002
Detail
refused without a recorded discussion with the employee (Fair Work ...

law

Ref
C-1006
Detail
give the statement of reasons overdue since 2026-10-18 (Employment ...

due tomorrow

Ref
C-1008
Detail
employee response due by 2026-10-21: Operated a reach truck without...

due in 2 days

Ref
C-1009
Detail
acknowledge and deal with the disclosure by 2026-10-22: Supplier in...

due in 3 days

Ref
C-1004
Detail
respond in writing by 2026-10-23: Extend unpaid parental leave by 6...

due in 3 days

Ref
C-1005
Detail
decide the access request by 2026-10-23: Copy of my personnel file ...

challenge window open

Ref
C-1014
Detail
Mark Dunn, dismissal: until 2026-12-05 (46 days)

house rule

Ref
C-1001
Detail
untouched for 34 days

house rule

Ref
C-1004
Detail
untouched for 17 days

house rule

Ref
C-1005
Detail
untouched for 23 days

house rule

Ref
C-1006
Detail
untouched for 15 days

house rule

Ref
C-1009
Detail
untouched for 24 days

house rule

Ref
C-1010
Detail
acknowledge overdue since 2026-10-15

house rule

Ref
C-1011
Detail
untouched for 15 days

house rule

Ref
C-1015
Detail
answer overdue since 2026-10-16

house rule

Ref
C-1016
Detail
no handler

note

Ref
C-1010
Detail
raised 102 days after the event, outside the 90-day window

warning expires soon

Ref
C-1018
Detail
Hemi Walker: written warning expires 2026-11-14

Ask it anything

Questions answered from your HR records

These examples combine your own records across every case and team at once. They are not a claim that Salesforce HR Service cannot produce a similar report.

chat_bubble How many days from receipt to decision, by kind of case, over the last 12 months?
chat_bubble Which statutory deadlines were missed or met late, by rule?
chat_bubble Which managers have the most complaints, grievances and investigations in their team over 12 months?
chat_bubble Who holds more than one live warning?
chat_bubble How often are allegations substantiated, by category?
chat_bubble Which flexible work requests were refused, on what grounds, and in which team?
chat_bubble Which HR handlers carry the most open cases, and how old is the oldest?
chat_bubble Who is named as a respondent in more than one case?
chat_bubble Which adverse decisions were made with a fairness step overridden or missing?
chat_bubble Who raised a complaint or grievance and then became the subject of a disciplinary or performance case within 6 months?

Switching

How to switch from Salesforce HR Service

A move involves exporting your employees and HR cases, mapping the records, testing the import, checking the results and running both systems side by side before you switch.

  1. 1

    Export employees and cases

    Use Salesforce reports to export your employees and HR cases as comma-separated files, if your account allows it. Check with Salesforce HR Service if you need help finding or exporting those records. Export employees and cases separately. The import brings across those records, while case conversations and attachments stay in your Salesforce export.

  2. 2

    Test the import first

    Load the employee records first, then the cases, and run the import as a test before bringing records into use. The importer expects particular headings, and reports with different headings need to be mapped. Check that the employee and case information matches the fields in the new database, and that your case types will be recorded correctly.

  3. 3

    Review the import results

    Check the test results before proceeding. Repeat rows are skipped, and one bad row stops the whole file, so resolve any rejected records and review which rows were identified as repeats. Confirm that the records you expect are included. Open requests receive their statutory deadlines during import, so check that those dates look right for the cases you brought across.

  4. 4

    Run both systems briefly

    Keep Salesforce HR Service available while HR works from the new records for a short period. Check that open cases, owners and deadlines are right, and that your team can find the information it needs. For open investigations, confirm the allegations and steps are recorded in the new system. Keep the Salesforce export accessible for conversations and attachments that do not come across.

  5. 5

    Switch off Salesforce HR Service

    Once HR has checked the new records and completed its side-by-side review, switch off Salesforce HR Service. Before doing so, confirm that your team can work from the new case desk and knows where to access the Salesforce export for conversations and attachments. Do not switch off the old system while you still need it to check or retrieve records.

construction

Where the real effort goes

The main work is usually mapping your Salesforce report headings and case types to the new records, agreeing how your own fields and rules should carry over, and deciding how much history to bring. Conversations and attachments remain in the Salesforce export, so plan how your team will access them. Enterprise DNA handles the mapping and migration when you have them install and run it.

Not ready for a call?

Get your Salesforce HR Service switch plan by email

We will send you the step-by-step plan for moving your business off Salesforce HR Service, what the move really involves, and how we would do it for you.

One email with your plan. No spam, and you can unsubscribe any time.

Three ways to make it yours

Start with the free HR case desk or have your version built

Open source

Do it yourself

Free code

  1. 1 Clone the repo and run npm install, npm test and npm run demo.
  2. 2 Open it in Claude Code, Codex, OpenCode or Cursor.
  3. 3 Export employees and HR cases from Salesforce reports as CSV files and import them with a dry run first.
  4. 4 Run /attention and /fairness on every open conduct case before your next decision.
Get it on GitHub

Built around your business

We customise it

One setup fee, then a retainer

  • check Your policies, warning periods and employment agreements built in
  • check Your letters, case files and monthly report in your brand
  • check Your Salesforce employees and cases brought across and checked against every deadline
  • check A request form or chat for employees on the same records, if you want one

Omni by Enterprise DNA

We run it for you

One setup fee, then a retainer

  • check Installed and operated through Omni by Enterprise DNA
  • check Access for your HR team with no charge per employee, plus backups and restore checks
  • check Requests nearing their deadline and cases gone quiet raised every morning
  • check The rules kept current as employment law in each country changes
Book a call with Sam

Questions

Instead of Salesforce HR Service, answered

Does this replace everything Salesforce HR Service does? expand_more

The free version covers the HR case desk: people, questions and requests, statutory requests, complaints, grievances, disclosures, investigations, disciplinary and performance matters, letters and warnings. It has no employee portal, knowledge articles or chat. Employees email or talk to HR and HR logs the case, or we build your employees a request form or chat on the same records.

Can we trust the deadlines and the fair process checks? expand_more

Each one comes from a rule written down with its source: the Employment Relations Act 2000, the Privacy Act 2020 and the Protected Disclosures Act 2022 in New Zealand, and the Fair Work Act 2009 in Australia. HR sees the rule behind every deadline and every refusal. It is a records check, not legal advice, and the decision stays with your people.

What happens to the cases we already run in Salesforce? expand_more

Employees and cases come across from Salesforce report exports, with a test run first. Every open request gets its deadline straight away. Case conversations and attachments stay in your Salesforce export; for open investigations we record the allegations and steps so the fair process check has what it needs.

We employ people in New Zealand and Australia. Will it handle both? expand_more

Yes. Each case runs under its own country's rules: one month for a New Zealand flexible work request and 21 days for an Australian one, the 90-day grievance window or the 21-day Fair Work Commission window, working days counted the New Zealand way. One case list covers both.

What do we pay Enterprise DNA? expand_more

The code is free. A version built and run for you has one setup fee, then a retainer, with no charge per employee. Sam reviews your Salesforce quote, your policies and the casework your team carries before agreeing the scope.

Own the records behind every HR decision

Take 30 minutes with Sam to go through your Salesforce HR Service bill, your open casework and the deadlines your team is held to. We map your HR desk and agree what your version needs before you change systems.

Book a 30-minute call with Sam Get the free version

Employee Relations for Claude Code is free and open source, published by Enterprise DNA.

Done paying for Salesforce HR Service?

Get your version built