What is Length of Service?
HR Managers and Admin can set up Length of Service per Leave Profile, this can be a once off or set up in multiple increments.
What is Length of Service based upon?
Length of Service is based upon an Employee’s Leave Start Date and is configured per Leave Profile.
Length of Service can be configured to be calculated based on an employee’s Job Start Date, their Continuous Start Date, or a Custom Start Date. The default is the employee’s Job Start Date. This can be configured at an Employee level, within their Employee profile.
Go to Organization > Employees > Select an employee, then switch to the Employee Profile tab.
Use the Leave Start Date dropdown to select which date the system will calculate Length of Service from. The default is set to Job Start Date.
Job Start Date - The Job Start Date defines the start date of the employee’s current employment.
Continuous Start Date - Continuous Start Date defines the Start Date from which Continuous Employment is measured.
Custom Start Date - Choose a date for the Leave Allowance to calculate from.
Where is Length of Service Configured?
Go to Leave Admin > Leave Profiles.
Select the Leave Profile you want to add Length of Service to and click on the Entitlement Settings tab. Go to the Options sub-tab and scroll down to Length of Service.
Here you can define when the employee is awarded the additional entitlement based on the amount of years they have been employed. You can have multiple increments and each increment has its own allowance, so you can set up increments offering different amounts of Leave.
New sub-tabs for each increment are added to the top menu so you can configure each increment independently. This can be either annual or accrued allowance but must be the same allowance type as the default entitlement.
How should Length of Service be allocated?
In the Options sub-tab, under Length of Service, you must select how Length of Service should be allocated. The system can either give the allowance in full, or pro rata the allowance.
There are 5 options for this:
In all our examples, Leave Years run from 1st January-31st December.
Allocate Full Allowance
- Allocate full Length of Service entitlement if work anniversary falls before start of Leave Year - this means the employee will have to have reached their work anniversary before the upcoming Leave Year
- For example, Alice has been employed since June. She will be awarded her Length of Service entitlement the January following her anniversary
- Allocate full Length of Service entitlement if work anniversary falls before end of Leave Year - this means the employee will get their allowance in the year of their work anniversary
- For example, Tony has been employed since August. He will be awarded his Length of Service entitlement the January of his anniversary year
Allocate Pro-Rated Allowance
- Months remaining from employee start date anniversary - additional Leave Allowance is pro-rated based on the number of full months between the employee's start date anniversary and the end of the Leave Year
- For example, Rachel has been employed since 3rd April. There are 8 full months between her start date and the end of the Leave Year. so her additional Leave will be pro-rated based on 8 months
- Months remaining from employee start date anniversary (inclusive) - additional Leave Allowance is pro-rated based on the number of months between the employee's start date anniversary and the end of the leave year, including the employee's start month
- In the example above, Rachel will be awarded additional Leave pro-rated based on 9 months
- Days remaining from employee start date anniversary - additional Leave Allowance is pro-rated based on the number of days between the employee's start date anniversary and the end of the Leave Year
- In the example above, there are 272 days between 3rd April-31st December, so Rachel will be awarded additional Leave pro-rated based on 272 days