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Terms of Service

Effective date: 29 October 2026 · Version 1.0

These Terms of Service ("Terms") govern your use of Tryangul Payroll and Tryangul Employer of Record (EOR), provided by APHR Technologies Limited (RC 9673605), operating as Tryangul ("Tryangul", "we", "us", "our").

1. Acceptance

By creating an account or using Tryangul Payroll or Tryangul EOR (together, the "Service"), you ("Client", "you") agree to these Terms. If you accept on behalf of a company, you confirm you have authority to bind it.

These Terms cover both services. Section 2 explains how they differ; where a provision applies to only one of them, it says so.

2. What the Service is

Tryangul Payroll is software that computes gross-to-net payroll under the statutory rules of the country where your business operates, generates payslips and statutory schedules, and, where you enable it, disburses pay and statutory contributions on your instruction.

Tryangul EOR adds employment: Tryangul employs Workers on your behalf in a country where you do not have your own entity, and runs their payroll on the same platform.

2.1 Tryangul Payroll: you remain the employer. Under Tryangul Payroll, you are the sole legal employer of your Workers at all times. Tryangul provides software and, where selected, payment execution. We do not become your Workers' employer, direct their work, or take on employment-law liability toward them.

2.2 Filing responsibility. We compute tax, pension, social security and other statutory amounts and generate filing-ready schedules. Under Tryangul Payroll, unless you have enabled Tryangul-managed remittance for a specific item, you are responsible for filing and remitting these amounts to the relevant authority on time, and we are not liable for penalties arising from late or missed filings. Under Tryangul EOR, we file and remit these amounts as the employer, from the funds you provide.

2.3 Country availability. The Service is offered in the countries you can select during onboarding. Availability is confirmed at that point and is not implied by marketing material that mentions a future market. Countries are added over time, and each launches with the statutory rules we have implemented for it.

2.4 Tryangul EOR: we are the employer. Under Tryangul EOR, Tryangul is the legal employer of the Workers you engage through it. We hold the employment contract, check each Worker's identity and details before they start, and carry the employer's statutory obligations for tax, pension and other contributions. You direct the Worker's day-to-day work, and you must not ask them to do anything unlawful or contrary to their employment contract.

2.5 Funding EOR payroll. You fund each EOR payroll run in full before its pay date, under Section 5.4. If a run is not funded on time, we may restrict your account until the shortfall is resolved, and Section 2.6 applies.

2.6 Security deposit. For EOR, you keep a refundable security deposit with us equal to one month's total gross pay of your EOR Workers still employed. It is held apart from your balance, kept up to date as your team changes, and collected with your payroll runs. It is not used for routine payroll. We may use it to pay amounts owed to or for your EOR Workers that you have not funded, such as final pay when employment ends or, at most once in any six months, a payroll cycle you missed, and to settle other amounts you owe us. We tell you each time we use it, and you must restore it within five business days. When you stop using EOR and every amount owed for your Workers is settled, we return what remains with a statement of every movement.

2.7 Ending EOR employment. When you ask us to end an EOR Worker's employment, we issue the notice as their employer and follow the notice period and other requirements of the law and their contract. You remain responsible for funding their pay, statutory amounts and fees until their employment ends, and their final pay, including any pay in lieu of notice.

3. Who can use the Service

You must:

  • be a validly registered business in a country where the Service is available
  • have authority to enter into these Terms for that business
  • give accurate registration and KYC information and keep it current
  • not be barred from using financial services under applicable law, including anti-money laundering and sanctions law

4. Your account

4.1 Roles. Accounts are organised around Admin and Payer roles. You are responsible for assigning roles appropriately and for all actions taken under accounts you control.

4.2 Security. Keep credentials confidential and enable multi-factor authentication where required. Tell us immediately at security@tryangul.com if you suspect unauthorised access.

4.3 Accurate information. You are responsible for the accuracy of data you or your Workers submit, including salaries, bank details, tax identifiers and supporting documents. We compute payroll from what is provided and are not liable for errors caused by inaccurate or outdated information.

5. Fees and payment

5.1 Fee schedule. Fees are set out in the fee schedule shown in your account or in your order form. Fees can differ by country and by service, and are stated in the currency shown there. Some clients may have a negotiated schedule, which applies instead.

5.2 Optional services. Optional services, such as Tryangul-managed disbursement or pension remittance, carry the fees shown in your fee schedule. They apply only on runs where you select the service.

5.3 Changes to fees. We may change fees on 30 days' written notice. A change does not affect a payroll run already confirmed.

5.4 Balance funding. You fund your Tryangul balance before each payroll run. Before you confirm a run, we show the exact amount needed: net pay, statutory contributions, fees and, for EOR, any security deposit top-up, itemised. If your balance is short, the run does not proceed. We do not advance funds or partially execute a run.

5.5 Currency and exchange. Where a payout or funding involves converting between currencies, the rate and any fee are shown before you confirm.

5.6 Taxes. Fees exclude VAT and other applicable taxes, which we add where the law requires.

6. Cancellation and refunds

6.1 Cancel anytime. You may cancel from your account settings or by emailing hello@tryangul.com. There is no minimum term and no cancellation fee.

6.2 Access after cancellation. Access continues until the end of the billing period you have already paid for, then stops. We do not prorate refunds for unused time, except where the law requires or where we choose to in our discretion.

6.3 Fees already incurred. Cancellation does not cancel fees due for payroll runs completed or in progress.

6.4 EOR Workers. If you cancel while you have EOR Workers, their employment ends under Section 2.7 and the security deposit is settled under Section 2.6. Your cancellation takes effect for EOR once that is complete.

7. Suspension and termination

We may suspend or end your access, with notice where reasonably practicable, if:

  • you breach these Terms and do not fix it within 14 days of notice
  • the account is used for fraud, money laundering, sanctions evasion or other unlawful activity
  • payment is overdue after a reminder
  • the law or a competent regulator requires it

If we terminate for cause, no refund is due for the period already paid.

8. Your data on exit

Whether you cancel or we terminate, you can request a full export of your data (employee and contractor records, payslip and invoice history, audit logs) in a structured, commonly used format. We provide it within a commercially reasonable time, then delete or anonymise your data except where the law requires us to keep it. See our Privacy Policy for retention periods.

9. Data protection

Each party complies with the data protection laws that apply to it. Under Tryangul Payroll, you are the Controller of Worker payroll data and we are your Processor: we process that data only on your documented instructions, as described in our Privacy Policy, and you are responsible for having a lawful basis and giving any required notices to your Workers. Under Tryangul EOR, we are the Controller of the data we need as the Workers' employer, and we give them the notices an employer must. We will sign a separate data processing agreement on request.

10. Intellectual property

10.1 Ours. Tryangul and its licensors own the platform, software and branding. Nothing in these Terms transfers that ownership to you.

10.2 Yours. You keep all rights in the business and Worker data you input. You give us a licence to process it solely to provide the Service.

11. Confidentiality

Each party keeps the other's confidential information confidential and uses it only for these Terms, except where disclosure is required by law or a regulator.

12. Disclaimers

12.1 As is. The Service is provided "as is" and "as available". We work to keep it reliable and to fix errors quickly, but we do not promise it will be uninterrupted or error-free.

12.2 Not tax or legal advice. We compute statutory deductions using the tax and labour rules we have implemented for your country. This does not replace professional tax, accounting or legal advice, and under Tryangul Payroll you remain responsible for your own compliance as the employer.

13. Limitation of liability

13.1 Cap. To the maximum extent permitted by law, our total liability to you under these Terms, in any twelve-month period, is limited to the fees you paid us in the three months before the event giving rise to the claim.

13.2 Exclusions. Neither party is liable for indirect, incidental, special or consequential loss, including loss of profits or data, except to the extent it arises from gross negligence, wilful misconduct or breach of confidentiality.

13.3 Carve-outs. Nothing here limits liability for death or personal injury caused by negligence, for fraud, or for anything that cannot be excluded or limited by law.

14. Indemnity

You agree to indemnify Tryangul against claims, losses and expenses (including reasonable legal fees) arising from: (a) your breach of these Terms; (b) inaccurate information you provided that caused an incorrect payroll computation or filing; (c) your breach of law, including labour and tax law, as the employer of your Workers under Tryangul Payroll; or (d) under Tryangul EOR, your direction of a Worker's work, or your conduct toward them, that breaches the law or their employment contract.

15. Third-party services

The Service relies on third-party providers, such as payment, bank verification and KYC partners, which differ by country. Where you deal with them directly, their terms may apply. We choose and monitor them with reasonable care but are not responsible for their independent acts or omissions.

16. Sanctions and compliance

You confirm that you and your Workers are not subject to applicable sanctions, and that you will not use the Service for unlawful payments. We may delay, hold or refuse a payment where we reasonably suspect a breach of anti-money laundering, sanctions or other law, and may report it as the law requires.

17. Force majeure

Neither party is liable for delay or failure caused by events beyond its reasonable control, including natural disaster, war, government action, failure of internet or banking infrastructure, or a widespread outage of a third-party provider we depend on.

18. Governing law and disputes

These Terms are governed by the laws of the Federal Republic of Nigeria.

The parties will first try to resolve any dispute in good faith for 30 days after written notice. If it is not resolved, it will be finally settled by arbitration seated in Lagos, Nigeria, in English, under the Arbitration and Mediation Act 2023, before a single arbitrator.

Either party may seek urgent injunctive relief from any competent court. Nothing in this section removes rights you have under mandatory law in your own country, including data protection rights and the right to complain to a regulator.

19. Changes to these Terms

We may update these Terms. For material changes we will email you at least 14 days before they take effect. Continued use after that date is acceptance. If you disagree, you may cancel under Section 6 before the change takes effect.

20. General

  • Entire agreement. These Terms, our Privacy Policy and any order form referencing them are the entire agreement between us on the Service.
  • Severability. If a provision is unenforceable, the rest stays in force.
  • Assignment. You may not assign these Terms without our written consent. We may assign them in a merger, acquisition or sale of assets.
  • No waiver. Not enforcing a provision is not a waiver of it.
  • Notices. Send legal notices to legal@tryangul.com and, where a physical notice is needed, to our registered office on file with the Corporate Affairs Commission (Nigeria).

21. Contact