Latest news with #eOS
Android Authority
22-07-2025
- Android Authority
Fairphone software devs hit back against GrapheneOS security claims
What's next for Murena, though? Well, the company confirmed that it will be making some improvements: Murena is taking security issues seriously, and our policy about integration of security patches in /e/OS is very comparable to or even better in some cases than many of mobile OS vendors in the smartphone industry. However, as part of our ongoing efforts to continuously improve we have decided to reduce the integration time of monthly security updates in /e/OS. Therefore we'll progressively update our build infrastructure to allow the roll-out of latest security updates following the days after they have been released. Murena will continue to deploy urgent /e/OS builds for 0-day security fixes
Android Authority
18-07-2025
- Android Authority
GrapheneOS makers take a knife to this 'Google-free' phone coming to the US
Paul Jones / Android Authority TL;DR The team behind the GrapheneOS platform has criticized the Fairphone Gen 6 for apparent security issues. The team added that the Fairphone model sold in the US lacks 'bare minimum' privacy and security protections. Even the standard Fairphone Gen 6 was criticized for delayed software patches and the lack of a secure element. The Fairphone Gen 6 is one of the best Android phones to get if you want a repairable and sustainable smartphone experience. The device is also coming to the US with the Google-free /e/OS software instead of the conventional Android OS. However, it seems like you should think twice about getting this variant if you care about security. The team behind the security-focused GrapheneOS Android platform has made some extremely concerning claims about the Fairphone Gen 6 running /e/OS. Is the US Fairphone Gen 6 a security nightmare? Fairphone Gen 6 devices running /e/OS apparently lag 'very far behind' the Android Open Source Project in terms of OS and browser patches. Furthermore, the team alleges that /e/OS 'disables or cripples' important privacy and security protections. Unfortunately, the standard Fairphone Gen 6 wasn't immune to criticism, either: Fairphone 6 does not keep up with standard Android privacy/security patches and has no secure element to provide working disk encryption for typical users not using a strong password, among other flaws. 'Lack of secure element throttling for disk encryption means users with a typical 6-8 digit PIN or basic password will not have their data protected against extraction,' the team explained. 'Brute forcing the PIN or password set by the vast majority of users is trivial without secure element throttling.' How does this compare to other phones? The team noted that Pixel phones and iPhones have a 'high-quality' secure element while recent Samsung phones have a 'basic' secure element. However, the GrapheneOS developers alleged that /e/OS was worse than the standard Fairphone Gen 6 software as it 'misleads' users. More specifically, the team claimed that /e/OS changes the UI for the security patch level to 'mask' what's really being provided. The alternative Fairphone OS also has an 'inaccurate' security patch level as it ignores certain portions of security patches. Furthermore, /e/OS is said to have 'major issues' providing browser updates. That's a significant problem, as many apps default to the OS Webview, which effectively uses the system web browser. Finally, the developers claim that /e/OS has its own 'invasive' services and still uses various Google services despite the deGoogled claims. We've contacted both Fairphone and Murena (the company behind /e/OS) for comment on these claims. We'll update the article as soon as the companies get back to us. Got a tip? Talk to us! Email our staff at Email our staff at news@ . You can stay anonymous or get credit for the info, it's your choice.
Techday NZ
21-05-2025
- Business
- Techday NZ
Rewiring HR: How technology and AI are redefining the HR function
There was a time – not too long ago – when HR was viewed largely as a 'back-office operation'. It was the department that processed payslips, kept tabs on annual leave and hopefully knew where to find an employment contract in the filing system if needed. Today, that perception is not just outdated – it's fundamentally at odds with the role HR now plays in the success and sustainability of modern organisations. In 2025, HR has moved from peripheral to pivotal. From onboarding to offboarding – and every regulatory, engagement and talent challenge in between – the function now touches nearly every strategic lever in a business. At the centre of this evolution is technology and now, AI. HR professionals are being called upon to not only navigate complexity, but to lead through it – often with limited resources and rising expectations. This has made the HR tech stack not just a nice-to-have, but a necessity, particularly as artificial intelligence enters the picture in a meaningful, practical way. Here are three of the shifts reshaping how HR leaders operate – and why these tools are no longer just about efficiency, but impact. 1. HR systems are converging – and that's a good thing For many years, HR systems have been fragmented: payroll often lives in one platform, onboarding in another and engagement tools are tacked on as an afterthought. The result, however, is often time lost to double-handling, poor data visibility and missed insights. But this is changing. Businesses are increasingly moving toward centralised, cloud-based Employment Operating Systems (eOS) – platforms designed to bring everything from compliance tracking to recruitment, performance reviews and employee engagement under one digital roof. This kind of integration doesn't just make admin easier, iIt offers something much more powerful: a single source of truth. When systems talk to each other, HR teams can see emerging issues and trends in real time, respond proactively and make more confident decisions. As expectations grow around employee experience, governance and ROI, this centralisation gives HR professionals the ability to turn insights into actions faster – from addressing turnover patterns to improving onboarding timelines. 2. Compliance is getting more complex – and more manageable New Zealand employers in particular are dealing with an unprecedented wave of compliance change. From upcoming Holidays Act reforms to a more prescriptive personal grievance process, shifting health and safety obligations and evolving visa and minimum wage requirements – staying compliant is no longer a passive process. Even the most well-resourced HR teams can struggle to keep pace and for smaller businesses, the risk of missing a critical update or misinterpreting a new obligation is high – and the consequences can be costly. That's why technology is increasingly becoming a compliance partner, not just a tool. Smart HR systems now provide real-time updates, pre-built policy templates and automated entitlements calculations. In practice, this means less time spent deciphering legislation and more time spent applying it meaningfully – all while significantly reducing the margin for error. With AI-supported workflows, even complex processes like visa status management, leave accruals or disciplinary documentation can now be streamlined with greater accuracy and auditability – creating peace of mind for employers and better protection for employees. 3. AI is reshaping how we hire and who we reach Hiring has always been a high-stakes game, but in today's climate it's also a technology 'race'. Candidate expectations have shifted, recruitment channels are more competitive and the window to act on securing top talent is narrower than ever. AI-powered hiring tools are becoming critical infrastructure in this new environment because these tools help HR teams screen CVs more efficiently, match candidates to job requirements with higher precision and support bias-aware decision-making through structured, data-informed shortlisting. Think of it as 'always-on' recruitment – where systems are continuously scanning the market for role matches, surfacing qualified candidates automatically and reducing the time it takes to move from vacancy to offer. Early adopters are already reporting measurable impacts. For example, AI-assisted matching has been shown to shave up to two weeks off standard recruitment cycles. Beyond speed, this shift also supports better hiring decisions by amplifying reach and reducing human bottlenecks, enabling smaller HR teams to operate with the scale and intelligence of much larger ones. The future of HR is already here – but are we ready? What these three shifts point to is a broader truth: HR is no longer about processing work – it's about enabling performance. And in a world where people strategy is business strategy, the systems we use to support that function matter more than ever. The rise of AI and integrated platforms isn't about replacing the human side of HR – it's about giving it the space and data it needs to thrive and add even more value. HR teams will always be the cultural glue of an organisation but the tools they use can now be the difference between surviving complexity and driving impact. For New Zealand HR professionals, the opportunity is clear: by embracing these tools early and strategically, we position ourselves not just to meet change – but to lead it.
Techday NZ
28-04-2025
- Business
- Techday NZ
New Zealand firms turn to HR tech amid sweeping law reforms
New Zealand businesses are adapting to a recent overhaul of employment laws, which has prompted an increased reliance on HR technology solutions. The changes to New Zealand's employment rules address the Holidays Act, personal grievance procedures, and health and safety requirements, aiming to reduce compliance costs and legal disputes by offering simpler leave calculations, clearer misconduct thresholds, and less paperwork for low-risk workplaces. However, the rapid implementation and scope of these reforms have posed challenges for human resources teams and business owners. "New Zealand's long-awaited clean-up of employment rules - covering the Holidays Act, personal grievance procedures and health-and-safety red tape - is the exact reset many business owners asked for," Sanam Ahmadzadeh Salmani, Compliance Lead for New Zealand at Employment Hero, said. "Simpler leave calculations, clearer misconduct thresholds and less paperwork for low-risk workplaces should cut compliance costs and reduce courtroom flashpoints. Yet, the speed and breadth of the changes are rattling HR teams," Salmani added. For payroll specialists accustomed to the old Holidays Act, the transition means converting from a roster-based model to an hours-based model for tracking, leave accruals, and variable-pay calculations. Meanwhile, line managers have expressed concern over the more demanding personal grievance processes, particularly around record-keeping. Senior leadership is evaluating new workplace safety duties that align with changing minimum wage and migrant visa regulations. Salmani noted, "Over the past quarter employers have told us they simply can't stay ahead of the rule changes. The reforms are positive, but without tech to do the heavy lifting - live payroll recalculations, templated contracts and real-time alerts - many SMEs will burn hours they don't have or risk expensive slip-ups." Recent developments suggest that technology is a key means of support for businesses navigating compliance obligations. Employment Hero and other digital platforms are introducing features such as integrated compliance audits and AI-powered tools into their employment operating systems (eOS). These enhancements are designed to seamlessly integrate into HR workflows, providing automated policy updates and real-time notifications of potential risks. The inclusion of tools like Hero AI—a compliance chatbot—enables businesses to obtain clear, jargon-free guidance on employment law at any time. Such offerings aim to shift compliance from a reactive process to a proactive element of business strategy. Centralising data and operational workflows is intended to help businesses reduce errors, automatically apply changes that reflect new legal requirements, and maintain comprehensive records, all of which are critical when facing audits or legal disputes. This approach aims to establish resilience within HR operations, rather than just ensuring basic compliance. Modern eOS platforms now combine payroll, leave management, and compliance functions into a single interface. When Parliament amends legal formulas, these platforms can update employee entitlements overnight. Should misconduct claims arise, employers have access to on-call HR advisers and policy templates without the need for ongoing legal retainers. "It's like having a virtual in-house counsel and payroll guru 24/7. That level of foresight isn't a nice-to-have any more; it's table stakes," she added. The reform of New Zealand's employment laws is seen as a move towards greater clarity, but it is also expected to create a temporary increase in the administrative burden for businesses. Many firms are looking to cloud-based HR systems, on-demand advisory services and straightforward legal guidance as ways to remain compliant during the ongoing transition.
Yahoo
06-02-2025
- Business
- Yahoo
Employment Hero Surpasses $200M ARR, Plans to Bring New Technology to Canadian Employment Solutions
Employment Hero celebrates this milestone on the heels of acquiring Canadian employment platform Humi. TORONTO, February 06, 2025--(BUSINESS WIRE)--Employment Hero, the global leader in employment management solutions, today announced a major milestone in its growth journey, surpassing $200M (CAD) in annualized recurring revenue. This comes on the heels of Employment Hero expanding its global footprint to Canada at the start of 2025 with the acquisition of Humi, a Canadian-based HR and payroll company. Today, over 300,000 businesses globally managing two million employees are using Employment Hero's employment operating system, helping drive job creation for local economies and GDP globally. The strong momentum comes on the back of a huge investment in product innovation for the company in 2024, with a record-breaking 900 product releases made by the global product and engineering teams. Employment Hero and Humi will begin rolling out many of these products in Canada in 2025 to help simplify employment processes and open up the hourly workforce segment with time and attendance functionality, payroll, leave management and more. These new tools will help Canadian businesses focus on their goals, enable employees to thrive, and support job seekers in finding the right opportunities. Ben Thompson, CEO and Co-Founder of Employment Hero, said "Our results show the tremendous value our employment operating system offers our customers. We are excited to bring our tools and technology to Canadian businesses that solve real, everyday employment challenges." About Humi Humi is the only employment platform for Canadian businesses. We know running a business is more than just paperwork and tasks – we make it easy to care for businesses and those who bring them to life. We're the best choice for supporting Canadian businesses in being better employers with a unified payroll, HR, and benefits solution. To learn more about Humi, visit About Employment Hero Employment Hero is the global authority on employment, offering a world-leading Employment Operating System (eOS) that simplifies and optimizes every stage of the employment process. Its award-winning platform combines HR, payroll, recruitment, and employee engagement tools with the groundbreaking employment superapp, Employment Hero Jobs, which integrates career management and financial wellbeing. Serving over 300,000 businesses and managing more than 2 million employees worldwide, Employment Hero reduces administrative burdens by up to 80%, enabling organizations to focus on their goals and create more productive, engaged teams. By revolutionizing the employment marketplace, Employment Hero is making employment easier, more valuable, and rewarding for everyone. For more information, visit View source version on Contacts Media Inquiries Anne-Marie TrembleSenior Account Manager, Talk Shop Media613-914-3551annemarie@ Sign in to access your portfolio
