Bindle time off

Bindle time off DEFAULT


Questions and answers. The basics of Bindle and more.

Getting Up & Running

Using Bindle


Regional & Regulatory Information

Billing & Payments


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What’s the best way to get started with Bindle?

We suggest you start by setting up Bindle for 3 or 4 people in your company. Once this pilot scheme is running smoothly, rolling Bindle out to the rest of your organisation will be easy.

Lots of people to set up? just drop us an email and we’ll do it for you.

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What information do I need for each user?

You need the following for each person you are setting up in Bindle:

  1. Name & email address.
  2. Pretty easy, right?

  3. Who approves their requests for time off?
  4. Requests can be approved by anyone else in Bindle, or automatically (handy for the boss…).

  5. What public holidays, or bank holidays do they get?
  6. Select from the available public holiday calendars. Calendars are described in more detail below.

  7. What location are they employed in?
  8. Bindle uses this to determine what entitlements to grant this person. For example, selecting "United States" in this field would grant them all the entitlements you’ve configured for the United States.

  9. Do they work a regular full-time Mon—Fri?
  10. If not, you can enter their regular work days when you enter their details in.

    NOTE: Bindle does not have a way to enter timesheets, so it doesn’t work well at all for people who work irregular times each week.

  11. What are their annual paid time off allowances?
  12. How many days paid time off do they get per year? For Americans, we use a PTO bank system where there is one bank of PTO to draw from for all types of time off (like sick leave and vacation time).

    You can also choose to offer U.S. employees some volunteer time off (VTO). More and more companies are offering their people the chance to take one or two paid days a year for volunteer work.

    For Australians and New Zealanders, there are two separate allowances to consider; one for annual leave / holiday leave, and another for personal / sick leave.

    More information on exactly how paid time off is earned and how balances are calculated can be found below.

  13. What date did they start working for your company?
  14. Bindle uses this date to determine if someone is eligible for certain entitlements (like parental leave and long service leave in places like Australia and New Zealand. Some places (like New Zealand) require employees to have worked for 12 months before taking paid annual leave.

  15. What date will they start using Bindle?
  16. This can be any date, including dates in the past.

  17. What is their annual leave (or vacation, or paid time off) balance on this date?
  18. This figure will come from your existing time off system or spreadsheet.

  19. What is their personal leave (or sick leave) balance, if any, on this date?
  20. This figure will come from your existing time off system or spreadsheet.

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How do I add people to Bindle?

Adding people to Bindle is a simple. First, enter the details described above for each user.

Next, once you're happy your user details are correct, click Invite All to send everyone invitations.

Lastly, each user clicks a link in their invitation email and activates their account.

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How do I add people who don’t work full-time Mon-Fri to Bindle?

When entering details as described above for each user, simply uncheck their "works full-time Monday—Friday" checkbox. A breakdown of work days will appear, then select the days that person regularly works.

If, after you save this person's details, you find that these regular work days change at some point, you can select the link to "Change work days from a specific date" underneath the breakdown of work days. This will allow you change someone’s regular work days from a particular date.

NOTE: Bindle has no way to enter in records for time worked (i.e. a timesheet), so it is not very good at handling people who don't work regular days from week to week.

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Why are adding and inviting people separate steps?

Making adding and inviting people separate steps allows you to set up users in advance and invite everyone at some later point.

Some companies have found it useful to get everyone set up, then introduce Bindle via a staff meeting or memo and then send out invitations.

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What is Employment Location used for?

Employment Location is the country, state, territory, or province where a person is employed.

For Australian employees, we use this value to determine which Long Service Leave formulas to apply. Each state and territory has it's own unique way of calculating long service leave entitlements. Crazy, right?

For others, we simply use this value to display different wording throughout Bindle for this particular person. It is far less jarring to use words, spelling, and terms that your people are more familiar with. It’s a small little thing really, but attention to detail is everything.

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What is Employment Start Date used for?

Employment Start Date is the date on which a person started their employment.

Bindle uses the employment start date to determine qualification dates for certain types of time off. For example, in New Zealand people are not technically qualified for holiday leave in their first year of employment. Bindle gives a clear warning to employees making (and approvers receiving) unqualified time off requests.

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What is Bindle Start Date?

Bindle Start Date is the date on which a person will start using Bindle.

The opening balances you enter for annual and personal leave should be calculated as at this date. People cannot request time off before their Bindle Start Date.

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How do I request time off?

To request time off just click the big Make A Booking button on the home page and follow the prompts. It only takes a few clicks.

Once you’ve picked your dates and hit submit, Bindle sends an email to your approver letting them know about your request. They will approve (yay) or reject (boo) your request.

You can change time off requests at any time. If you change a request which has been approved it will need to be approved again.

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How are time off requests approved?

Each user’s time off requests are approved by another Bindle user, known as their approver.

Approvers are immediately notified of a new request by email. These notifications contain a link to Bindle, where the approver can approve or reject the request.

When the approver decides, an email is immediately sent to the user.

Approvers can change their decision about requests at any time. The user is notified by email if this happens.

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How do I find out my leave balance?

If your administrator has decided to turn "track balances" on for your account, Balance in the main menu leads to a page which shows your balance today, any time off you have coming up and your balance after this leave.

It also shows the additional days leave you will accrue between today and the end of your last booking.

Click Balance today to see how your balance today was calculated. This includes details of any adjustments which have been made.

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How can I see who’s off next week?

The Wallchart shows you who’s off when. This is handy for working out when to take time off (or when you’re just being nosy).

Approved requests for time off are green, pending requests are grey. You'll never guess how we indicate half days. Your own bookings are highlighted. Public holidays are also shown.

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Can I view the Wallchart in my existing calendar program?

Yes! You can view the Wallchart in Microsoft Outlook, Apple Calendar, Google Calendar or any other program that supports the iCalendar format. Click the View the Wallchart in your own calendar link at the bottom of the Wallchart page to subscribe. In most cases, this will open your calendar app and ask you to confirm the subscription.

Please note that calendar events are read-only. Log in to Bindle to change bookings. Only approved bookings appear in the calendar feed. The subscription feed is not password-protected: anyone who knows the feed URL can access the feed. Your calendar program will have a setting to control how often data from Bindle is refreshed.

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How exactly do I add the Wallchart to Google Calendars?

  1. To start, log into both Bindle and Google Calendars.
  2. In Bindle, on the "Wallchart" there is a link called "View the Wallchart in your own calendar". Right-click on the calendar feed link and select either:
    • "Copy Shortcut" in Internet Explorer
    • "Copy link address" in Chrome
    • "Copy link location" in Firefox
  3. In Google Calendars, from the Settings menu in the top right hand corner, click "Settings", then from the menu on the left hand side, select "Add Calendar", then "From URL". Your screen should look something like this...
    Image of Google Calendars configuration screen
  4. Now paste the calendar feed link into the "URL of calendar" field.
  5. Click "Add Calendar".
  6. You should see a confirmation and that's it! Google will now periodically pull details from your Bindle Wallchart to Google Calendars.

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How are public holidays handled?

In Bindle, each user has a public holiday calendar. Currently available calendars are listed here (login required).

If you need a calendar that isn’t on this list yet ‐ for instance if you need a calendar with different days off ‐ you can always add your own.

Whatever your holiday arrangements, we’re pretty sure you‘ll be able to create a calendar that meets your needs.

P.S. If you don‘t feel like it, we‘ll create and add it for you. We‘re happy to help!

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How does unpaid time off work?

When you submit a time off request you can indicate that you would like it to be unpaid. Your approver will confirm if the time off is unpaid or not.

We need to know if time off is unpaid for two reasons.

Firstly, unpaid time off is not deducted from the relevant allowance. E.g. if your annual leave balance is 2 days and you take 5 days unpaid annual leave, your annual leave balance remains 2 days.

Secondly, you do not accrue additional leave during unpaid time off. E.g if your annual leave balance is 1.1 days at the start of 10 days unpaid annual leave, it will still be 1.1 days at the end.

Further details (for Australia) can be found at the Fair Work Ombudsman.

Further details (for New Zealand) can be found at Employment New Zealand.

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What if I don't work a regular Monday—Friday?

In Bindle, each person's details contain information about the regular days they work. Normally this is full-time Monday—Friday but it doesn’t have to be. Your administrator will configure this for you.

Bindle uses a combination of your calendar and your work days to determine exactly how much time to deduct for each booking you take.

For example, if you don't normally work Wednesdays and you make a Mon-Fri booking to take the week off, Bindle will deduct 4 days (not 5) from your balance (once the request is approved).

N.B. Bindle has no way of recording time worked (i.e. a timesheet), so Bindle is not really suitable for people who don't work regular days from week to week.

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How do I use Bindle to start tracking balances?

All you need to do to start tracking time off balances in Bindle is check Use Bindle to track time off balances? on the Company page, then enter opening balances and annual allowances for your staff. Bindle does the rest.

You can also choose to turn balance tracking off for certain people like owners, contractors, and casuals that might not need their balances tracked using Bindle.

We’d love to help you set this up and ditch your spreadsheet. Please get in touch and we’ll sort everything out for you.

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How are balances normally calculated in Bindle?

Leave balances are calculated depending on your employment location. Every person in Bindle has a setting for their employment location.

Bindle uses your employment location to determine what leave allowances you normally qualify for and how your leave allowances are earned.


In Bindle, we ask you some setup questions to automatically create either a "PTO Bank" time off policy or a more "traditional" PTO policy with separate balances for sick days.

A PTO Bank basically means that there is one bank of PTO that employees use for all their time off for things like sick days and vacation time, while a traditional policy maintains separate balances for vacations and sick days. You decide.

There are lots of settings you can tweak for every entitlement in Bindle. You can also add, rename, or remove your own entitlements.

There are settings for probation (or qualification) periods, accrual methods, annual carryovers (in days, or as a percentage), accrual ceilings. Basically, anything you need make Bindle a perfect fit for your business is there.

P.S. If you’re just starting out and really aren’t sure about how much time off to grant your employees, guidance can be found below.


In Bindle, we automatically create a default set of entitlements for companies operating in the UK. We create entitlements for Holidays, Sick Leave, Compassionate Leave, Carer’s Leave, Parental Leave, and Public Duties.

These are some comprehensive defaults, but you can add, disable, or remove any entitlement you like. There are lots of settings you can tweak as well.

By default, Bindle creates a Holiday entitlement that awards employees 20 days off in a lump sum at the start of each calendar year. You can of course change this in Bindle.

Furthermore, for Sick Leave, we don't turn balance tracking on by default. This has the effect of allowing employees as much time off sick as they require. The exact amount of paid sick leave to grant will be dependent on your time off policies. Just tweak Bindle to match.

Guidance about entitlements for UK employees can be found below.


If someone has an Australian state or territory as their employment location, they start accumulating leave from the first day of their employment, regardless of whether or not they are in a probation period.

Australian employees earn a little bit of their leave allowances (such as annual leave and personal leave) each day, building up gradually during the year.

Futhermore, each Australian state or territory has a different way of calculating long service leave. As such, the amount of long service leave due to each person differs wildly depending on which state they are employed in.

More information about minimum leave entitlements for Australian employees can be found below.

New Zealanders

If someone has New Zealand as their employment location, they earn at least 4 weeks of annual leave after 12 months of continuous employment. Annual leave is paid out as a lump sum on the anniversary of their employment start date.

For New Zealand, five days of sick leave is earned after 6 months employment, and another 5 days is accumulated every subsequent 12 months earned in a lump sum, up to a maximum of 20 days.

More information about minimum leave entitlements for New Zealand employees can be found below.

It Just Works™

As you can guess, it does get quite involved, but select the right employment location for each employee and it just works™.

If you would like further clarification on the exact formulas we use, or if you don‘t see your location listed (new formulas are easy to add for us), send us an email and we’ll be more than happy to help.

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What can administrators see and do?

Administrators are special users who look after the day to day running of Bindle.

They can update, add and delete users, and adjust users’ balances.

To make a user an administrator check Is an Administrator? on the Edit person page.

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How do I adjust a leave balance?

If you are an administrator, you may need to adjust a person’s leave balance if e.g. they work an extra weekend day.

To do this go to People, then the person in question, then Balance then Adjust Balance.

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How do I add a new calendar?

Sometimes the calendars in Bindle don‘t contain all the particular holidays that you need, or the existing calendars Bindle gives you are wrong. To resolve this, you can create and upload your own calendars to Bindle.

To create and upload a calendar to Bindle, just follow these steps…

  1. First, create a new calendar in Microsoft Outlook, Apple Calendar, Google Calendar, or any other program that supports the iCalendar format.
  2. If you don't want to start from scratch and you’d rather just tweak an existing calendar in Bindle, download it (there is a little download button on the bottom of each calendar page) and then open it using your calendar program.
  3. Create whole day events for every day off.
    Go right back to the date you started using Bindle.
    You should include events for weekends or your other normal regular days off each week. Bindle actually looks at those repeating events to derive a sensible default work schedule for new people.
  4. Export it and take note of where the resulting .ics calendar file is saved.
  5. Then in Bindle, go to Admin, then View public holiday calendars, then Add New Calendar. Here you can add your .ics calendar file to Bindle.
  6. Fill out the required fields, and click Add Calendar.

If all this seems too hard, let us know and we’ll create and add it for you. We‘re happy to help!

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How do I add holiday block out periods and other special company events?

PLEASE NOTE: If you’re looking for a way to handle compulsory company-wide shut-down periods, please check out the FAQ below about Company-wide bookings.

During the year, you may have holiday block out periods during times that are busier than others, or you just might like to make your staff aware of important company events for other reasons.

To accomodate this, you can upload a "company events" calendar containing these dates, and they will appear on both the Bindle Wallchart, and the Wallchart calendar feed (i.e. Google Calendar, Outlook, or Apple Calendar).

Company events will also appear in the booking form if time off is being requested close to a company event. Approvers are also made aware of any upcoming company events when they receive or view a time off request.

It is important to note that staff are not prohibited from requesting time off close to, or overlapping a company event. Time off approvals (or refusals) are left entirely to the approver’s discretion.

To create and upload a "company events" calendar to Bindle, just follow the steps outlined here. The process is exactly the same as adding any other custom calendar.

After you’ve uploaded your calendar, simply jump into your Company details (Admin, then Company details), and select the new calendar in the Company events calendar field. Don’t forget to click Save Changes.

For more information, you can check out our blog article on the subject.

Again, let us know if this is a hassle and and we’ll create and add it for you.

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My company shuts down for a certain period each year. Does Bindle handle that?

Yes. We call them Company-wide bookings. You’ll see a link in the Admin section.

Company-wide bookings are simply an instantaneous way to create an approved booking for everyone in your company at once.

They’re great for managing compulsory shut-down periods during the year.

If you use Bindle to track balances, creating a company-wide booking will reduce everyone’s balances accordingly, just like any other paid time off.

Each booking created is automatically approved. No email notifications are sent. You can add a message that will appear against the booking explaining what the holiday is for, if you wish.

Please be aware that the only way to remove bookings created via this process is to go through and delete them one-by-one, so be sure the details are correct!

PLEASE NOTE: If you’re looking for a way to handle company-wide shut-down periods that don’t reduce everyone’s balances accordingly, simply add events to your calendar. Bindle will treat them like any other paid holiday (e.g. New Year’s Day).

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What happens when someone leaves my company?

If someone leaves your company you should archive them.

Archived users’ data remains in Bindle for reference and reporting, but they do not count towards your total number of users for billing purposes.

If you don't need to keep historical information for people who have left your company you can delete them.

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How does Bindle handle "time off in lieu"?

The short answer is "wonderfully" — the longer answer depends on what you really mean by "time in lieu":

  1. If the "time off in lieu” is actually a regular day off every week (e.g. a staff member works Sundays, but takes Wednesday off each week), then you should specify the days they actually work under the "Edit Details" page for that person (uncheck "works full-time Mon—Fri" and the work schedule fields will be revealed).

    You can set this up yourself, and more information on how to do that can be found here. We’re also happy to do it for you if you shoot us the details.

  2. If time off in lieu is earned gradually (e.g. by occasionally working 15 mins overtime a day, until this extra time adds up to a whole day), you can make a balance adjustment, giving the staff member an extra day when earned.

    On the Add Adjustment page for Annual Leave (a.k.a. "Paid Time Off" and "Annual Holiday"), you can mark the adjustment as "time off in lieu". These adjustments appear in a separate column in the time off report so you can keep an eye on it. Awesomes!

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What is volunteer time off (VTO)?

For U.S. staff you can configure Bindle to allow you to book volunteer time off (VTO). This is paid time off specifically for the purpose of performing volunteer work.

In Bindle, annual VTO allowances (normally 1 or 2 days per annum) are granted on the first day of the calendar year, and do not carry over into the next year.

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How can I configure time off allowances based on years of service?

First, make sure you’re using Bindle to track balances : )

Now go to Admin then entitlements, now select the entitlement you want to change. Against the "default annual allowance" field you’ll see a link called "Change annual allowances based on years of service". The rest should explain itself!

For an in-depth run down, check out our blog article on the subject… Time off allowances based on years of service There’s even a little video!

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Showing sick leave (a.k.a. personal leave) balances to all users

By default, in Australia and N.Z. only Admin users can see sick leave (a.k.a. personal leave) balances in Bindle. If you want personal leave balances to be visible to all users check Show sick leave balance to all users? under your company settings.

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How do I group people by department or location?

Bindle allows you to group people in a way that make sense for your business. For example by department, location or subsidiary. Everyone can filter bookings on the Wallchart using these groups.

By default, Bindle uses the term Department for these groups, but you can change it to Location, Division, Branch, Subsidiary, Brand, Office, Area, Section, Clinic or Ward.

If you need to go a step further and prevent people from seeing other groups’ bookings, you can use a feature called Isolation, which is described below.

Creating Departments

To create departments, go to Admin then click on Departments, then add the required names. Next, assign people to departments by clicking Edit Details for each person. There is also a link to change the name of the grouping from Department to something else here.

Everyone will now be able to filter the Wallchart by department. Administrators can use a similar filter on the main People list. The Departments page shows Administrators the total number of people in each department.


To prevent people from seeing bookings made by people outside their own department, you can isolate departments.

By checking Isolate people in this department?, the Wallchart and Calendar feed for people in this department will only show bookings for other people in the same department.

Note that isolation only restricts what people in the isolated department can see. People in other departments that are not isolated can still see time off details for people in isolated departments. To prevent this, isolate the other department(s).

Departments that are not isolated can optionally make their bookings visible to isolated departments. This allows e.g. a managers department to make their bookings visible to all other, isolated departments.

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How do I change the group of entitlements a person receives?

As an Admin, select the person from the list of "People", then "Edit Details", then select the required group of entitlements from the drop down labelled "entitlements".

Note that the "entitlements" drop down is only shown if your company has more than one group of entitlements.

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How much paid time off (PTO) are American employees entitled to?

In the USA, there is no federal requirement to grant employees paid time off.

Some states and counties may require you to grant at least some time off for sick leave. For example, in California employers are required to allow employees to take up to 24 hours or 3 days paid sick leave per year.

There are also extra requirements for paid time off provisions if you're a contractor working with the federal government.

However, as every business owner knows, these mandated laws set the bar too low in order to attract and retain top quality talent in most sectors.

We‘ve written a more in depth article about how much PTO you should offer your staff as part of out series titled "10 things to know when creating a PTO policy".

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How much time off are British employees entitled to?

In the United Kingdom, a full-time worker (working 5 days a week) is normally entitled to 28 days (or 5.6 weeks) paid holiday per year. Part-time workers are entitled to the same amount of time off on a pro-rata basis using their average number of work hours per week. Additionally, if you normally work 6 days a week, the statutory entitlement is capped at 28 days.

This entitlement can include bank and public holidays (around 8 days depending on where in the U.K. you’re employed). Interestingly, there is no legal right to paid public holidays.

If you don’t take your full 28 days paid holiday per year, you may or may not be allowed to carry over all or part of your unused time into the next year. Employers are under no legal obligation to allow this, except in the case where an employee is unable to take their Holiday time off due to taking time off for other reasons (such as Sick Leave, or Maternity Leave). In cases such as this, employees can carry over their unused time off of 4 weeks for up to 18 months.

More often than not, more beneficial annual leave allowances and carry-over rules will be found as part of the terms of employment.

There is an overly complicated calculator over on GOV.UK that you can check out if you’re not 100% sure about your statutory obligations.

For sick leave, by law employees are normally entitled Statutory Sick Pay (SSP) after 4 full days off. At which point they’re entitled to a lovely £89.35 per week for up to 28 weeks. Hmmm, alright. Good luck. Check out the very informative UK Citizens Advice website for more information.

In reality, a lot of companies will offer you full pay for time off sick up to a certain period (sometimes up to 6 months) and simply claim and offset the SSP against things like payroll taxes. Your exact entitlements should appear as part of your employment agreement.

After 7 days off sick, employers are entitled to ask employees for a fit note (formerly known as a sick note) from their doctor.

In addition to holidays and sick leave, UK employees are entitled to parental leave, time off for jury duty, and time off to care for dependents. For further information, check out both the UK government website GOV.UK and the UK Citizens Advice website.

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How much leave are Australian employees entitled to?

With the exception of casual employees, there are minimum amounts of paid leave that every Australian employee is entitled to.

These minimum entitlements are laid out in the National Employment Standards (NES) which cover all Australian employees.

They basically state that all full-time workers are entitled to a minimum of 4 weeks annual leave per year. Under most Australian award agreements, shift workers are entitled to an extra week per year.

All employees are also entitled to a minimum of 10 days personal leave per year.

In addition, all employees are entitled to 2 days paid time off for compassionate (or bereavement) leave as required.

After 12 months employment, employees are also eligible for 12 months unpaid parental leave when a child is born or adopted.

For more information, you're best to head over to the excellent website of the Australian Fair Work Ombudsman.

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How much time off are New Zealand employees entitled to?

All part-time, full-time, fixed-term, and casual employees in New Zealand get at least four weeks paid annual holidays in addition to 11 public holidays, and five days sick leave per year.

These minimum entitlements are laid out in the Holidays Act 2003.

After 12 months continuous work, employees are entitled to four weeks paid annual leave. This is given out in a lump sum on the anniversary of your employment start date every year. All unused annual leave is carried over year after year.

After 6 months continuous work, employees are entitled to five days paid sick leave, which is then given out as a lump sum every 12 months after first qualifying, up to a maximum of 20 days total.

In addition, all employees are entitled to 3 days paid time off for compassionate (or bereavement) leave as required (and depending on how close you were to the deceased), and normally only after 6 months of continuous employment.

If you're the primary carer of a child under 6 years of age, you‘re also probably eligible for parental leave. The rules are quite involved. We‘re not going to attempt to explain them here!

For more information, grab a cup of tea and have a good read of the Employment New Zealand website.

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How is the monthly charge calculated?

Each month on your billing date, you will be charged $1.50 USD for each person in your company using Bindle. Bargain.

When someone leaves your company, you can archive them. They will no longer be able to log in, but all their historical data is still available to admins. We do not charge for people who have been archived.

We charge (or refund) on a pro-rated basis when the number of people using Bindle changes between billing dates.

GST will be applied to invoices for companies operating in Australia.

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What payment methods do you have? Please, take my money!

We accept payments using Visa, MasterCard, and American Express credit cards. We currently do not accept payment via invoice.

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How are payments handled?

We use Stripe to process payments.

Stripe handle billions of dollars of payments per year for household names like Salesforce, Twitter and The Guardian.

All data sent between Bindle and your browser is encrypted and uses a secure 256-bit SSL connection.

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Where are my credit card details stored?

In line with security best practices, we never store your credit card details on our servers. Credit card details are stored by our payment processor, Stripe.

Stripe is certified as a PCI Compliant Service Provider. In layman’s terms this means they are certified to be as secure as your credit card company or bank.

You can find technical details of Stripe’s security infrastructure here.

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What is Bindle’s Privacy Policy?

Bindle’s Privacy Policy can be found here.

You can always send us an email at [email protected] if you have any questions.

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How can I exercise my rights under EU GDPR (or UK equivalent) regulations?

We have appointed DataRep as our EU and UK Data Protection Representative. They have locations in 27 EU countries and the United Kingdom.

To contact us in relation to exercising your rights under GDPR (or equivalent UK rules), please do so through our EU and UK Data Protection Representative, following the instructions outlined here.

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How can I complete an EU GDPR (or UK equivalent) subject access request?

Access to employee data is provided via the web application. You and your employees can log in and see their data. You can also download reports containing their data, which you can use to provide information to someone who is no longer an employee or can't log into Bindle.

The information and reporting available in Bindle will be sufficient to allow you to complete the subject access request but if you have any concerns, please contact us via our GDPR Data Protection Representative, following the instructions outlined here.

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Where is my personal data held if I choose to use Bindle?

The Bindle servers are cloud-hosted servers residing in both Singapore and the U.S.A. Both of these countries have a strong legal framework for protecting your privacy.

We use 3rd parties to help provide our service. We've compiled a full list of the 3rd parties we use, the nature of the data disclosed, and the purpose of the disclosure.

We have never and will never sell your data to third parties.

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How do I delete my personal data from Bindle?

You can always send us an email at [email protected] or contact our Support team and request that your data be deleted. Of course, by deleting your personal data your Bindle account will stop working.

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Does Bindle meet the EU's (and UK equivalent) conditions for international transfers of personal data?

After conducting a review of the guidelines and an internal review of our operating procedures, we believe Bindle meets the adequacy criteria for transferring personal data out of the EEA.

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What are the Terms of Service for Bindle?

Bindle’s Terms of Service can be found here.

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What is Bindle’s policy on cookies?

Bindle’s Cookies Policy can be found here.

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I know someone who would love Bindle. Quick! Please help!

Brilliant. We'll give you a $50 gift card for introducing friends to Bindle.

The deal is very simple. If an existing user (you) recommends Bindle to a friend (them), and that friend (them again) signs up and becomes a paying customer, we send the user who made the recommendation (you again) a $50 gift card of their choice (yay!).

Sorry to be naff, but we reserve the right to withhold payment until we are satisfied that new customers are genuine. New customers must have at least 5 active Bindle users. The referrer must be an existing Bindle user. The gift card must be available online.

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Clever and innovative small businesses with 2-200+ staff in the U.K., U.S.A., Canada, New Zealand, and Australia.

About Bindle

Simplify time off booking, balance calculations, approvals, and more with Bindle. Specifically designed for small businesses in the US, UK, Australia, Canada, and New Zealand, Bindle helps users streamline their processes as well as manage time off for their staff.

Intuitively designed and 100% web-based, this simple leave management software reduces staff absenteeism, calculates leave liability accurately, and updates bookings and balances in real-time.


Starting Price:

$1.50 USD per person per month

Pricing Details:

$1.50 USD per person per month

Free Trial:

Free Trial available.


Company Information

Bindle Software

Founded: 2013


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Product Details



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Bindle Product Features

Attendance Tracking

Absence Management

Calendar Management

Employee Scheduling


Self Service Portal

Time Tracking

Vacation / Leave Tracking

Employee Time Clock

FMLA Tracking

Overtime Tracking


Leave Management System

Calendar Management

Self Service Portal

Approval Process Control

Employee Scheduling

Leave Policy Management

FMLA Tracking

Leave & Absence Reporting

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Why Most Unlimited PTO Policies Don't Work

How many of us have dreamed of having unlimited vacation time? No PTO balance to manage, no accruals to wait for for that week away - perfect, right? Of course, if you ask anyone what the biggest drawback is for an unlimited PTO policy, you’ll probably hear: “But what’s to stop employees from taking off too much time and not getting their work done?” In many workplaces, that may well be a legitimate concern. In practice however, the majority of organizations that have implemented an unlimited PTO policy have a completely different problem: “Employees aren’t taking enough days off - they’re burning themselves out.” How is this possible? To understand, we’ll look into: the psychology behind vacations and productivity why employees take (or don’t take) time-off the potential benefits of an unlimited PTO policy (and how to actually reap them) practical steps for tracking, measuring and understanding when employees most benefit from PTO. How Do Vacations Really Affect Employee Productivity and Wellbeing? According to a Harvard Business Review study, employees who take more vacation days are generally more productive than those who take fewer days. The reason? “…it’s not that taking a break will refresh your brain and let you get more done; it’s that simply spending less time at your desk forces you to waste less time.” Vacations help employees set deadlines and organise themselves - after all, no one wants to be answering phone calls while they’re relaxing on the beach. Vacations can, therefore work as a good motivator to just get things done in the lead-up to the vacation itself. Beyond this, vacations can help make employees’ personalities more open, enhance their creativity and enhance happiness, stress levels and more. Many of these benefits can even occur before the vacation takes place, as the act of planning and looking forward to a break can be really powerful in itself. Plus, most people like to take vacations - so long as they feel they’re allowed to (as we’ll discuss shortly) - and see vacation time as a reward for their work efforts. So Why Don’t Employees Take More Time-Off When They are Allowed to? If we look at the organizations most likely to have an unlimited PTO policy, like this list of 20 organizations from Glassdoor, you’ll notice most: Are tech companies Employ knowledge workers (e.g. office workers) Are employers of choice, and thus hire top-performing employees Tend to have a younger workforce (e.g. more gen z than baby boomers) Looking at this demographic, it’s probably no surprise that most of these workplaces have issues getting their employees to take PTO. After all: Tech companies have notoriously high workloads and rarely have “off” time. This can make it much harder to find the time to actually take some PTO. Knowledge workers can generally work any time, anywhere, so many employees may feel pressured (whether that pressure is internal or from management/culture) to still work whilst on vacation, reducing their perceived value of PTO. Top performing employees have to work extremely hard to become top-performers. They’re naturally more likely to become workaholics! Younger employees are always concerned for job security, as they’ve typically had to work in more competitive job markets. As such, they’re unlikely to take a vacation if they feel it will jeopardize their job or career prospects. So, maybe it’s not the “unlimited” part of the PTO policy that’s the issue at all - it could simply be a case of selection bias. That being said, introducing an unlimited PTO policy can lead to fewer days being taken off by employees overall, all else being equal, so there is one valid criticism of the unlimited PTO policy - it makes the expectations of PTO much less clear. When you are told you have 10 PTO days per year, that helps set an expectation of taking 10 days of PTO (or thereabouts) per year. Unlimited PTO, however, is impossible to judge from the policy alone - do most people take 5 days? 50? This ambiguity is what causes many of the challenges in successfully implementing an unlimited PTO policy - so creating a really solid PTO Policy is definitely important - but it’s also important to set the right tone in your workplace culture to encourage and maximize the benefits of vacations. How to actually benefit from an unlimited PTO policy. An unlimited PTO policy, like any workplace policy, needs to be crafted with specific goals in mind. For most organizations, a PTO policy is supposed to: provide employees with necessary time off to avoid burnout and manage their health increase productivity of employees increase the happiness of employees act as a perk for attracting and retaining top talent. You’ll probably agree that all of these are great benefits for any organization, right? Here’s some specific strategies that will help you achieve them. Managing employee burnout and health If employees aren’t taking time off, they’re obviously much more likely to suffer from burnout or poor health. Similarly, if they’re feeling like taking a vacation (or a day off) will make them unpopular with management or their coworkers, that added stress may reduce the health benefits of any PTO they do take. The problem here isn’t so much the policy itself as it is workplace culture. If you’re a manager who regularly brags about not taking vacations, you’re probably sending a message to your employees that they too shouldn’t take time off - even if you don’t mean it that way. A better approach is to talk about vacations and time off both informally and formally in your workplace more. Talk to coworkers about their vacation plans, positively, without referencing workloads or impacts on work schedules. Not only will it help you connect with the people you spend so much of your life with, it’ll also help you and others feel ok (and eventually, even openly enjoy) the idea of a vacation! And of course, make sure that you don’t penalize employees who do take vacations or reward those who do not. People take note of these things, so if you’re a manager, you may need to consciously remind yourself that vacations are ok. If you feel like you’ve been discriminated against as an employee because you’ve taken your allocated vacation time, voice those concerns to your manager, as it takes a lot of little steps from a lot of people to shift a workplace culture. Increase employee productivity and happiness As previously mentioned, looking forward to a vacation is often a bigger happiness and productivity booster than the vacation itself, so make the most of it! If you have a more traditional PTO policy, you can let your employees see their PTO accruing day by day (or however you accrue PTO) with a live tracker, like the one we use in Bindle. That way, they can start to envision their vacation plans, book in some time off and start feeling happier (and yes, be more productive). But how do you effectively do this with an unlimited PTO policy? One method is to set up a shared PTO calendar with your team. Depending on the size of your workplace, this could be for your immediate team-members, a department or the entire organization. This has two key benefits: Everyone knows who’s on vacation and when, which makes it easier to schedule projects and meetings Everyone is seeing when their coworkers are taking vacations, which encourages them to think about their own vacation plans! Most Bindle users do this by syncing with a team Apple, Google or Outlook calendar (or even with Slack notifications), which is all automatically updated by Bindle, but you can manually maintain a group calendar too if you don’t have PTO & Vacation Tracking Software by assigning one person as the “keeper of PTO” and ensuring managers and employees track their PTO days on the shared calendar. And of course, once employees are on vacation, it’s a good idea to make sure they’re not disturbed unless absolutely necessary. This can be a policy, but it’s also a cultural attitude - I’ve worked in workplaces where I was told off for replying to work emails while on vacation by my boss and by my coworkers, and from then on I truly switched off from work in a way I wouldn’t have if they hadn’t given me this indirect “approval” to relax. Extremely effective, and all because the whole team respected vacation time and each other. Using Unlimited PTO as a perk to attract top talent For some people, the prospect of unlimited PTO sounds amazing; a dream come true. For others (especially those who have worked in workplaces with ineffective unlimited PTO policies), it can be seen as a gimmick. So how can you tell potential employees about your amazing, unlimited PTO policy? With examples. Let’s use the example of two different job interviews as an example to show what I mean. Interviewer: “…and of course, as we value, respect and trust our employees to take time off when they think it’s necessary, so we allow them to take unlimited paid time off.” Candidate: “That sounds great - how much time off to people usually take?” Wrong Answer: “As much time as they want.” Why is that wrong? Because, as we mentioned before, as much time as you want is ambiguous. And a potential employee has no way of knowing what is normal, as they aren’t yet part of the culture. This answer could mean “they take off a month a year” or it could mean “they won’t want to take any time off because they’re worried they’ll be fired.” Better Answer: “Well, last month Sam took two weeks off to go visit her family in Hawaii - she’d been working really hard on a big project and really deserved the break.” Bonus follow-up for those with flexible working-from-home policies “…and she might work from home for another week if she wants to stay with them a bit longer.” See the difference? It’s not the unlimited part of the PTO policy that is the perk: it’s the autonomy, flexibility and trust that the policy represents that employees value. Show that you have a great workplace culture (which your PTO policy should reflect) and your business will be seen as a great place to work. Tracking PTO with an Unlimited PTO Policy You might think that an unlimited PTO policy is easier to manage than a traditional PTO policy as you don’t need to track time off. Whilst this may be true for some businesses, in general, you’re still going to want to track employee PTO even if they have unlimited days, because: Knowing how and when employees use leave is extremely useful for organizational planning purposes Tracking individual employee PTO can prevent abuse of the system. The first point is probably pretty self-explanatory - unlimited PTO is fine, but not if your entire team goes on vacation at the same time and leaves you short-staffed! - but the second point needs to be managed very carefully. First, you’ll need to define what constitutes fair use of your unlimited PTO policy and what does not. If you are going to set limits, then it’s not really an unlimited PTO policy, and word will quickly spread if you reprimand an employee for taking “too much” PTO (as mentioned earlier, that’s an easy way to prevent employees from taking any time off and thereby kill all the benefits of your policy). This will depend on your business structure and industry, but one of the most effective (and simplest ways to restrict unlimited PTO fairly is to say: “Employees can take as much Paid Time Off as they like, so long as they complete their work to a high enough standard, on time.” This means that an employee who takes 50 days of PTO for a year, but still meets all performance targets, is using the policy exactly as intended. However, if you have an employee who takes 50 days of PTO for a year and misses deadlines or doesn’t perform their job to the same standard as their coworkers, you have someone who is potentially abusing the unlimited PTO policy. The important distinction here is that the amount of PTO taken is less relevant than the results. Knowing the employee takes time off is neither here nor there; knowing that they take time off AND that they aren’t performing their work to the required standard is a problem worth addressing. Of course, your workplace may require additional rules, such as: PTO must be approved by a manager (just make sure they are fair with approvals) Limits on length of PTO (for example, a limit of 4 weeks of consecutive time off) Company vacation blackouts (busy periods when PTO can’t be taken) Just bear in mind that the more restrictions you place on employees, the less they will feel trusted, respected and motivated by the “unlimited” PTO policy. Tips for Tracking Unlimited PTO Encourage employees to track PTO on a shared calendar Track Working From Home Days, Sick Days and any other type of leave or PTO for management/HR purposes Automate the process as much as possible, using software such as Bindle or internal workflows. By looking at the failures of other unlimited PTO policies here, I hope you can not only avoid the common pitfalls we’ve looked at, but also craft an effective PTO policy for your workplace and cultivate a more trusting, open and happy workplace for your team that others will long to join themselves.

Bindle Bottle Insulated Stainless Steel 24-oz Bottle with Storage on QVC

Time-Off Manager Vs Bindle

Bottom Line: Which is Better - Time-Off Manager or Bindle?

Time-Off Manager is more expensive to implement (TCO) than Bindle, Bindle is rated higher (76/100) than Time-Off Manager (62/100). Time-Off Manager offers more features (3) to their users than Bindle (0).

Looking for the right Leave Management solution for your business? buyers like you are primarily concerned about the real total implementation cost (TCO), full list of features, vendor reliability, user reviews, pros and cons. In this article we compare between the 2 software products:

How Ironflow Technologies Inc compares with Bindle Software?

Ironflow Technologies Inc: Composed of a focused team of developers, we are on the leading edge of new technologies and modern design styles. We provide services in web application development and database administrations. We help our clients to strengthen and grow their businesses by building engaging, innovative and cost-effective solutions. We are constantly training and...

Bindle Software: Our top-rated leave management software slashes your admin time and keeps everyone in the picture.

Who's more expensive? Time-Off Manager or Bindle?

The real total cost of ownership (TCO) of Leave Management software includes the software license, subscription fees, software training, customizations, hardware (if needed), maintenance & support and other related services. When calculating the TCO it's important to add all of these "hidden cost" as well. We prepared a TCO calculator for Time-Off Manager and Bindle.

Time-Off Manager price starts at $25 per license , on a scale between 1 to 10 Time-Off Manager is rated 4, which is lower than the average cost of Leave Management software.Bindle price starts at $1.50 per user/month , when comparing Bindle to their competitors, the software is rated 2 - much lower than the average Leave Management software cost.

Bottom line: Time-Off Manager is more expensive than Bindle.

Which software includes more/better features?

As with any business software solutions, it’s important to consider the features & functionality. The tool should support the processes, workflows, reports and needs that matter to your team. To help you evaluate this, we've compared Time-Off Manager Vs. Bindle based on some of the most important and required Leave Management features. Time-Off Manager: Data Import/Export, Basic Reports, Online Customer Support. Bindle: We are still working to collect the list of features for Bindle.

Target customer size

Customers of the software include businesses of all sizes and types. and Bindle's target customer size include: SMBs.


Time off bindle

For us this has solved the age old issue of lots of spreadsheets, keeping them up to date, not having records matched, not recalling when someone is due for leave, no consistency amongst forms etc etc. And in addition, for the company to assess entitlements and encourage staff to take leave and reduce the accounting liability.


We were able to switch from multiple spreadsheets to an all in one location. We couldn't even manage & accrue leave this simply with MYOB, in particular allowing staff access to view their entitlements, and simply apply and have their leave approved. The extra features such as Time in Lieu and long service accrual are great as well. Also very good support, our requests were answered promptly and even some suggestions integrated.


Only minor issues - No direct method for external HR Management without a sub. Has a roundabout way of doing reports (cant view online). A lot of clicking to get to detail for employees - i.e. needs a one page view summary. Could use a leave cash out request form. Can't do groups for section Admins - have to assign per user.

PurelyHR Time-Off Tutorial (Employee Account)

Vacation & PTO tracking software for growing teams.

The Perfect PTO Tracking Solution for FlowJo

When Leslie Gore, the Business Operations Manager at FlowJo LLC, started looking for a tool to track staff time off, she was aware of how difficult it can be to choose a product which takes time to set up before you really get a feel for how it works.

She did her homework and in the end Bindle’s emphasis on design and focus on solving a single problem convinced her to start a free trial.

FlowJo is a software engineering business in the medicine and life sciences sector, and Leslie was aware that any software she presented to the team had to be excellent.

The Team at FlowJo.

Happily, the FlowJo developers were impressed with Bindle. Some of them went as far as checking our accrual calculations! They were correct 🙂.

When Leslie had questions during the initial trial phase, she was glad to be able to book a call to talk things through, rather than relying on email.

When asked to sum up Bindle, Leslie said, “It saves me so much time tracking, approving, and reporting time off and has eliminated all discrepancies. It is the perfect solution for us.”.

FlowJo use Bindle to track time off for 40 people.


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