Answers before you sign up.

JobaSlips is an Android-first payroll and record app for Namibian homes, farms, and small teams that need staff details, job and pay records, payslips, leave tracking, and worker access in one place.

The first focus is household employers who pay domestic workers, gardeners, nannies, caretakers, or similar staff. Farms and small teams can also use the same staff, payslip, leave, and record tools.

Yes. You can start with one worker, add their phone number and job details, set the normal pay, and create a payslip record from there.

Yes. JobaSlips is not limited to one job title. You can use it for gardeners, caretakers, housekeepers, nannies, cleaners, farm workers, and similar roles.

Yes. A farm can load staff, save normal pay, create payslips, track leave, and keep worker records together. The app also supports low-internet workflows where actions can be saved first and sent later.

Yes, small businesses can use the staff and payslip features if they want simple records before moving to a larger HR or payroll system. The first product focus is still homes and farms.

Launch is Namibia-focused because pricing, SMS delivery, support, and payroll language are built around Namibian employers first. Future regional support can be added without changing the basic idea.

An employer starts with a phone number, verifies by SMS code, and then follows guided setup to create an employer profile, add staff, set job and pay details, and create payroll records.

A worker uses their phone number. If their employer has issued records to that number, the worker can access their worker space after verification and see records meant for them.

No. Internal admin access is not open signup. Admin numbers must be loaded through controlled admin processes, and the app routes known admin users privately after verification.

Yes. Free Manual is intended for trying the app with one active staff member and manual payroll records. It does not include Payslip SMS or paid automation features.

Pro Household includes more guided payroll help, saved job and pay setup, leave requests and balances, worker workflow support, and included Payslip SMS for a small household team.

Pro Plus is for employers who want the same paid features as Pro Household but with more included active staff and more included Payslip SMS each month.

Farm/Team gives the same core paid features with a higher included staff limit and more Payslip SMS, making it better for farms or teams with more workers from day one.

Yes. Paid household and farm plans are meant to get the same paid feature set. The main difference is the included staff limit and included Payslip SMS allowance.

Paid plans can add extra active staff seats at the listed monthly extra-staff price. Free Manual users should upgrade before managing more than one active staff member.

Public prices are shown VAT-inclusive so employers see the amount they should expect to pay. Internal invoices and ledgers can still track VAT and net amounts correctly.

Launch pricing can change in future if provider costs, store fees, VAT, or product packaging changes. Public pages should always show the current plan prices before a customer chooses.

Downgrades should be requested through the billing flow or support. Some paid-only functions may stop once the paid entitlement ends, but existing records should remain protected.

Yes. Free Manual is meant for trying the basic staff and payslip workflow before deciding whether paid SMS, leave workflows, and stronger payroll helpers are worth upgrading for.

Payslip SMS is a short text message sent to a worker after payroll is published. It can include a payroll-ready message, the net pay amount, and a link to open or install the worker app.

Many workers may not have smartphones or data available every month. Including the net pay amount gives them the most important payroll summary even if they cannot open the app immediately.

No. Free Manual does not send paid SMS. Payslip SMS is reserved for paid plans because every SMS creates a real provider cost.

Paid plans are designed so a Payslip SMS can be sent automatically when payroll is published, subject to the plan allowance, available SMS credits, and production provider configuration.

The employer needs additional SMS credits before more paid SMS can be sent. Extra bundles are priced so each SMS is shown publicly at N$0.99 including VAT.

The intended launch model is that purchased SMS bundles do not expire. Used SMS credits are consumed because provider delivery costs are incurred.

A payroll can send one automatic SMS per payslip. Resend support can be added carefully because repeat sends cost money and should use paid SMS credits.

They can still receive the SMS summary on a normal phone. If they later get the app, the link and phone verification can help them reach their worker records.

The app guides Namibian phone number entry and stores normalized numbers for delivery and login. Provider-specific number formatting is handled by the production SMS integration.

Yes. Delivery can fail because of provider errors, invalid numbers, blocked phones, or network issues. The app should keep delivery evidence so support can review what happened.

Add the worker, save job and pay details, choose the payroll period, review earnings or deductions, then publish the payroll so the payslip record is created.

Yes. Monthly payroll is a core flow. You can save normal monthly pay and use it again so payroll does not have to be rebuilt from scratch every month.

Yes. Job and pay setup supports monthly, fortnightly, weekly, and daily-style records so employers can represent different work arrangements more clearly.

Yes. Paid workflows can include agreed deductions and recovery items. Sensitive recoveries should be linked to permission or agreement evidence where required.

Yes. Employers can add recurring earning items such as allowances or benefits so they can preload into payroll and be shown consistently.

The product is designed to keep published payroll auditable, so corrections should create a clear correction record instead of silently changing old payroll history.

Workers should be able to see issued payslips that belong to them after phone verification, while employer-only payroll controls stay private.

The product is designed around stored payslip records and document access. Export and document actions should stay permission-controlled because payslips contain private pay information.

JobaSlips can provide payroll guidance where supported, but employers remain responsible for checking tax, labour, and compliance duties with the relevant authority or adviser.

No. JobaSlips helps with operational payroll records and guidance, but it is not a legal, tax, or accounting adviser.

Employers can save worker name, phone number, job title, pay setup, work pattern, start details, leave policy, documents, support history, and payroll records where available.

Yes. Employers can create provisional worker records with the worker name and phone number. The worker can claim or access their side later through phone verification.

A worker may have records from more than one household or employer. Access must stay scoped so each employer sees only their own household records.

Contracts Vault is planned as an add-on for employers who want contract storage, signature history, renewal reminders, and document audit records.

Yes. Employment lifecycle tools are designed to create service-certificate records when employment ends, with the correct worker and employment history attached.

Yes. The app supports ending an employment record with an end date and reason so old payroll and service history remain traceable.

Worker trust and reference flows are designed so previous employment proof and employer responses can help workers build a clearer track record over time.

Support history and sensitive actions should stay attached to the right household or worker record so future support can understand what happened.

No. Workers can access their own records and request help, but employer payroll and household records must remain controlled by the employer or authorized support.

Deletion must be handled carefully because payroll records may be needed later. Account deletion and record removal flows should protect legal, support, and audit requirements.

Yes. Paid plans are intended to support leave requests, leave balances, and leave records so employers do not have to remember sick days or annual leave from old messages.

Yes. Pro Household, Pro Plus, and Farm/Team are meant to include the same leave-tracking features. The main differences are staff limits and SMS allowance.

Worker leave requests are part of the paid workflow direction. Employers can review requests and keep the record tied to the worker.

Yes. Sick leave should be recorded against the worker so it is visible later instead of relying on memory or scattered messages.

Yes. Annual leave records and balances help employers see what has been taken and what remains available for the worker.

Yes. Unpaid leave can be represented where the leave policy and payroll workflow allow it, so payroll impact and staff records stay clear.

Leave can affect payroll depending on the leave type and employer decision. The app should make leave records visible before payroll is finalized.

Yes. The purpose of leave tracking is to keep a clear history by worker, including requests, decisions, and balance changes.

Yes. Farm/Team and other paid plans should use the same leave-tracking capability, with larger staff limits where needed.

Free Manual is intentionally limited. Paid plans are where leave requests, balances, and stronger employee workflows belong.

Workers see their own worker space, including issued payslips, work history, support options, recovery steps, and records shared with them.

No. Worker access is role-scoped. Workers should only see records meant for them, not employer billing, household controls, or other workers' records.

Recovery flows can help a worker regain access after phone changes. Support may need extra proof before moving access to protect private payroll records.

Phone number changes should go through recovery or support checks so records are not accidentally exposed to the wrong person.

Yes. If an employer loaded the worker before they installed the app, the worker can later claim or access their worker space through phone verification.

Worker-side value is strongest when an employer has issued records. Future hiring features can make worker profiles and track records more useful even before a new job starts.

Workers should be able to open records made available to them. Download and sharing controls should be handled carefully because payslips contain private pay information.

Yes. Worker support paths should help with access, recovery, records, payslip questions, and other issues without exposing employer-only controls.

That is part of the longer-term vision. Payslips, service records, references, and verified history can help workers show proof of work over time.

Job posting and application features are part of the future product direction, where employers can post jobs and workers can apply with profiles and track records.

Important mobile actions are designed to be saved on the phone first and sent when internet returns, so weak signal does not have to stop the employer immediately.

Offline support is meant for important employer actions such as staff setup and payroll-related work. Some actions still need internet, especially live account, billing, or provider delivery steps.

Saved actions should be sent automatically or clearly marked for sending, and the app should show whether records are still waiting or accepted online.

No. SMS delivery needs the production server and provider connection. The app can save payroll work first, then delivery can happen once the payroll is accepted online and credits are available.

Billing, subscriptions, and purchase verification need online provider checks. Offline work should not pretend a paid entitlement exists before it is verified.

The app should show clear waiting, sent, failed, or accepted states so employers know whether an action is still on the phone or already stored online.

The app should keep the failed action visible with a retry or support path, rather than silently losing payroll or staff work.

Multi-device changes need careful conflict handling. The app should protect the online record and show clear errors when a saved offline action no longer fits.

The public website needs internet. Offline and low-internet support is mainly for the mobile app workflows used by employers in real work conditions.

Many farms and rural areas have inconsistent signal. JobaSlips should let employers capture key payroll information first and send it later when connection improves.

Payroll information is sensitive. JobaSlips is designed around role-based access, scoped worker records, protected support actions, and audit-sensitive admin workflows.

The employer and authorized account holders can manage household payroll records. The worker can see payslips issued to them after verification.

Support access should be controlled and auditable. Sensitive support actions should be limited to what is needed to solve the issue.

Phone verification helps route employers, workers, and approved admins into the right space. It should not expose records before the user is properly verified.

They should not see another person's private records. Recovery and support checks are used when access is uncertain or a number changes.

No. Worker and employer records are sensitive payroll records. Any future hiring features should use controlled consent and clear visibility rules.

Export features should be controlled because records contain private information. Support and account tools should help users access records they are allowed to receive.

Yes, account deletion can be requested through the app or public deletion page. Some records may need retention or careful handling because payroll history can matter later.

Admin users can affect support, billing, security, and compliance workflows. They must be created through controlled admin processes rather than public signup.

Audit logs are important for sensitive actions such as payroll changes, support decisions, billing updates, account recovery, and worker access changes.

Paid plan purchases are intended to be handled through the app billing flow. The app verifies the subscription before unlocking paid features.

SMS top-ups add prepaid SMS credits to the employer account. Credits are then consumed when Payslip SMS messages are sent.

SMS bundles are intended as non-expiring prepaid credits. Used SMS credits are not refundable because provider costs are incurred. Unused-credit reviews depend on the billing provider and support process.

Where purchases are made through an app store or payment provider, refund requests follow that provider's rules. JobaSlips support can help identify the account and purchase record.

The billing model includes tax invoice details so customers can generate invoices with their chosen invoice name, business name, address, and VAT details where applicable.

The product direction supports updating invoice profile details and regenerating invoice documents when a customer made a mistake or needs a corrected business name.

Customers see the VAT-inclusive selling price, not the provider cost. That keeps pricing simple and covers VAT, store fees, provider cost, and support margin.

Paid subscriptions, add-ons, and SMS top-ups should create billing records that can be shown in account billing history and used for invoice documents.

Cancellation should be handled through the billing provider or the app billing flow. Paid features can remain available until the verified paid period ends.

If payment cannot be verified, paid features may pause or downgrade according to the billing state. Existing records should remain protected.

JobaSlips can help keep employer and worker compliance information organized, but registration duties must still be checked with NamRA or a qualified adviser.

The app can warn when loaded staff counts approach thresholds that may require affirmative action or Employment Equity Commission review, so employers can prepare before growing further.

The app can warn when saved active payroll annualizes near or above the VET Levy threshold, using annual payroll rather than a single monthly payroll amount.

No. JobaSlips can organize records and show planning prompts, but employers should confirm labour, tax, SSC, NTA, and EEC duties with the relevant authority or adviser.

The compliance profile can track SSC registration status and reference numbers, helping employers keep important setup information in one place.

Compliance reminders and payroll guidance can help employers notice tax-related tasks, but the employer remains responsible for accurate filing and payment.

Start dates matter for employment history, leave, service certificates, and payroll records. If the exact date is unknown, the app can flag that it still needs confirmation.

Service certificates can help workers prove employment history and help employers show what was recorded when employment ended.

The product can keep records that help with reporting, but official submissions depend on the final authority requirements and supported export features.

Compliance rules can depend on the employer's facts. The app uses careful prompts so employers know what to review without treating the app as a legal adviser.

Use the support page or in-app help. If you are signed in, in-app support can attach the request to the right employer, worker, payslip, or account record.

Use public support or account recovery. Support may ask for proof before changing access because payroll records are private.

Correct the worker record as early as possible. If records or SMS were already issued, support may need to review the situation carefully.

Yes. Support requests and customer feedback help decide what to build next, especially around job listings, hiring, exports, and employer workflows.

Job listings are planned for a later phase. The goal is to let homeowners or farms post jobs and let workers apply with a profile and track record.

That is part of the future hiring direction. Worker profiles should show relevant proof only with the right consent and privacy controls.

Launch is Android-first. iPhone support can be considered later depending on demand, store readiness, and development capacity.

English is the launch language to keep SMS short and support simpler. More language support can be added later where it helps employers and workers.

Before public store launch, access may be limited to testing, review, or support-assisted setup. The website should guide interested users to sign up or contact support.

The website and support channels will point users to the Android app once the store listing is live. Until then, users can sign up or contact support.