Set up and manage time off policies

Time off policies contain the detailed rules for the various types of time off your employees are allowed to use, such as Holiday, Sick and Work from Home.

Our multi-step wizard will guide you through the process of setting up a time off policy.

Examples of time off policies

Employees can be assigned to different policies, where each policy has a different cycle.

  • Annual Holiday policy - Monthly cycle: 25 days for the year, accrued progressively each month at about 2.08 days per month.
  • Sick paid policy - Annual cycle: 30 days for the year - given at the beginning of the year for the whole year.
  • Work from home policy - Monthly cycle: 4 days a month - allows the employee to report up to 4 days as work from home per month.
  • Time off in Lieu policy - weekly cycle: provides an entitlement of In lieu every week.
Notes:
  • Every time off policy must be associated with a policy type, such as Holiday, Sick, Work from home. To learn more, see Getting started with policy types and policies.
  • All relevant wizard steps must be completed for a new policy to be created.
  • The information is not saved as a draft, so the setup process cannot be completed in another session. 
    However, you can complete the setup and then come back to it and edit it later - as long as you do not assign any employees to the policy it will not have any practical impact.

Before you begin

The policy determines the allowance calculations and validation for a specific policy type.

So, before setting up a policy you’ll need to set up the corresponding policy type. To learn more, see Set up time off policy types.

Example of one policy type associated with two policies

For a "Vacation - US" policy type, you may have different time off policies for:

  • Mid-level managers, who are entitled to 25 vacation days a year and do not need to request time off from their manager.
  • Regular employees, who are entitled to 20 vacation days a year and need to have their request approved by their manager.

How to set up a new time off policy

  1. From the left menu, select Settings > Time Off.
  2. Select the Policies tab.
  3. Click + New policy.

You will enter the step-by-step wizard.

Step 1: Details

  1. Select the Policy type this policy is associated with.

    Note: The policy type defines whether the time off is accrued and calculated in days or hours. This is selected in the Units dropdown when creating or editing a time off policy type.

    The Unit impacts the options available in the policy setup wizard, e.g. a Base annual allowance in Allowance entitlement will be calculated in either days or hours depending on the policy type.. 

  2. Enter a Name for the policy.

    This name is for internal purposes only - when requesting time off employees will see only the policy type name and not this policy name. However, be aware that the policy name must be unique.

    Tip: When naming the policy, we recommend including the name of the associated policy type. For example, if the policy type is "Holiday" a policy could be called "Holiday: UK - 25 days (Mid-level managers)".

  3. Add a Description of the policy (optional).
    Note: 
    The description will appear in various time off admin interfaces:
    • In the policy summary.
    • It can be added as a Policy description column in the policy balances list in People's time off. There are options for: Current policy description, Previous policy description and Next policy description (if the employee has a policy change planned)
    • When hovering over the i icon next to the policy name when assigning a policy to one or more employees.
    • When hovering over the i icon next to a time off policy when adding a new hire.
  4. Select the Sites this policy will be associated with (optional).

    This impacts which employees will be recommended to be included when assigning the policy to employees. All employees working in the selected sites will be recommended to be included.

    Either:
    • Select Any sites to associate the policy with all sites.
    • Select Specific sites, click the dropdown and check the box next to the desired sites to associate the policy with the selected sites.

      When the dropdown is clicked, only Countries will be shown. To show sites within a country, click the arrow next to the country name.
      Example of Specific site

      If London is selected in the Specific sites dropdown, when assigning this policy from the policy summary all people in the London site will automatically be selected.

      Note: This does not automatically assign the policy to these people, it only preselects the site as a condition.

      mceclip0.png

  5. Click Next.

Step 2: Allowance

  1. In Allowance Entitlement, select how many days/hours off employees are entitled to take with this policy.

    Choose one of three options:

    • Base annual allowance: Employees can take up to X days/hours off per calendar year.
      • In Annual allowance, enter the total number of days or hours.
        Notes:
        • This Annual allowance is recurring.
          I.e. Employees will receive the same number of days/hours at the start of each new 12-month accrual cycle.
        • The cycle begins on the date selected in the Accrual cycle setup step below:
          - For Annual and Semi-annual cycles it is according to the date selected in the Activity period dropdown.
          - For Monthly, Semi-monthly, Weekly and Bi-weekly cycles it is the date selected in the Annual carryover and grant day dropdown.
        Examples of annual allowance

        If the Annual allowance is set as 24 days a year, then:
        - With an Annual accrual cycle, the employee will receive all 24 days at the start of the cycle.
        - With a Monthly cycle, the employee will earn 2 days each month.
        - With a Semi-monthly cycle, the employee will earn 1 day in the middle of each month and 1 day at the end of the month.

    • Ratio of hours worked - this option is available only if the associated policy type is calculated in hours and the Time & Attendance module is enabled:

      Employees can take one hour off for every X hours worked (typically used for part time employees).
      • In Hours worked per hour of allowance - enter the number of hours employees must work to receive one hour of time off. 
        To learn more about accumulating time off by hours worked, see Accumulate time off based on hours worked.
        Examples of hours by hours worked

        - If you set the ratio at 40 hours (per 1 hour of time off accrued), then if the employee worked for 120 hours on a given attendance cycle (that falls within the time off-cycle), they will earn 3 hours of time off.
        - If the ratio is set at 20 hours (per 1 hour of time off accrued), then if they work 180 hours in a month they will receive nine hours of time off.

    • Unlimited: Employees can take as many days/hours off as they want and the balance is not tracked.

      Note: If Unlimited is selected, the policy setup process is cut to five steps: Details, Allowance, Probation period, Request and Approval.

  2. In Accrual Cycle, configure how frequently the employee’s balance is calculated and accrued.
    Either:
    • Select Existing cycle to use a previously created cycle,
      or
      • Select New cycle and select the Balance closing frequency from the dropdown.
        If a Monthly balance closing frequency is selected, the Accrrual balance period will be shown.
        Then,
      • Select the Activity period, Year starts on or Cycle start date(s).
        Examples of Activity periods

        Activity periods for annual cycles:
        In Finland, the holiday cycle starts in April and ends at the end of March. So in this scenario, the Activity Period will be April - March.
        Another option to set the Activity Period is by the employees' anniversary date. By selecting Starts every employee anniversary, each cycle will start on the employees' anniversary and end on the following year's anniversary. For example, if an employee's hire date is 10/28/2016 each cycle will start on 10/28 and end the following year on 10/27.

        Activity periods for monthly cycles:
        If the Activity Period as 25th to 24th the Time Off cycle will start every month on the 25th and end the following month on the 24th (for example, 12/25 - 01/24).

        Note: This parameter should not be confused with the Accrual Balance Period, which defines only when the accrual will be given (currently set to end-of-month only and has nothing to with the Activity Period).

        Example of Cycle start dates

        Cycle start dates for a semi-monthly cycle:
        Setting 1st & 16th means each month will have a Semi-monthly cycle. The first half is from the 1st to the 15th and the other from the 16th to the end of the month. On a typical February, for example, the cycles will be 02/01 - 02/15 and 02/16 - 02/28. On a leap year, the second cycle (in February) will be 02/16 - 02/29.

        Cycle start dates for a bi-weekly cycle:
        If today is January 6, the earliest a biweekly cycle can be defined is December 24.

    • If you're creating a Monthly, Semi-monthly, Weekly or Bi-weekly cycle, select the Annual carryover and grant day - the day a new annual cycle begins and any additional accumulated days/hours are added to the balance.
      Example of Annual carryover and grant day

      This parameter essentially defines the activity period for a monthly cycle. E.g. if a monthly cycle has a tracking year from August to July you should set this to August 1. Then every year on August 1 carryover of the remaining balance (from previous August - July) will be conducted, and if Annual Grant is given, it will be awarded on August 1.

    • Enter the number of Cutoff days - the number of days after the annual period finishes when employees can still make changes, e.g. correct the number of days taken in the previous month.
      Examples of cutoff days

      Cutoff days for an annual cycle:
      An annual cycle with Activity period set to Jan - Dec, setting a cutoff value of 8 means that up to the following January 8, the previous cycle can still be updated. So from 01/01/2019 - 12/31/2019, changes can be made until 02/08/2020.

      Cutoff days for a monthly cycle:
      For monthly cycles, the Cutoff period is always counted from the start of the following month, irrespective of the Activity period.
      E.g. If the Activity period is set as 23rd to 22nd of the month and the Cutoff is set at 4 days, employees will have until the end of the 4th day of the new month to make updates (the cutoff period will not end on the 26th of the previous month).

      Cutoff days for a semi-monthly cycle:
      If a Semi-monthly cycle is defined from 06/16 - 06/30 and the cutoff days is set at 5, changes can be made up to 07/05, and then the cycle will be locked.

      Cutoff days for a bi-weekly cycle:
      If a bi-weekly cycle is defined from 12/30/2019 - 01/12/2020 with the cutoff set at 4 days, changes can be made up to 01/16/2020, and then the cycle will be locked.

      Cutoff days for a weekly cycle:
      If a Weekly cycle is defined to start every Wednesday (ending on the following Tuesday) and the cutoff is set at 2 days, changes can be made up to the following Thursday.

      Notes:
      • Entering 0 (zero) in the cutoff days field means that there will be no grace period (cutoff time), and the cycle will be locked automatically on the last day of the month (defined in the activity period).
      • The parameters will change depending on the type of cycle selected in the Balance closing frequency dropdown.
      • The cycle cannot be changed once a policy is created and at least one employee has been assigned to it.
      • A policy cannot be deleted if at least one employee is still assigned to it.
  3. In Accrual timing, select when the employee’s balance increases: at the beginning or end of the cycle.

    Note: This is available only if Base annual allowance was selected at the top of the page.

  4. Simulation: This is a read-only section, displaying an example of how the time off allowance will be accrued by an employee.
  5. In System display set how the allowance amount is shown to employees.
    • In How is the employee’s current balance shown? select how the current balance is shown to employees.
      Choose from one of the following two options:
      • As a monthly accrual - the allowance is broken into months and shown as if it is given progressively each month.
      • As an annual accrual - the entire annual allowance is shown from the start of the year.

        Note: This is option is available only if an Annual cycle is used.

    • In Balance rounding, select how the current balance is rounded when displayed to employees.
      • From the Rounding method dropdown, select one of the following:
        • To the nearest: if the number is above .5 or .X5 it will be rounded up. And if it is below .5 or .X5 it will be rounded down.
        • Round up: the number will always be rounded up.
    • From the Precision dropdown, select what level of number will be displayed.
      Example of rounding precision

      If an employee's calculated holiday balance is 17.137 days and two decimal places is selected in the Precision dropdown:
      - If Round up is selected in the Rounding method dropdown: the balance will be shown as 17.14 days.
      - If To the nearest is selected in the Rounding method dropdown: the balance will be shown as 17.13 days.

      Note: Rounding is used for display purposes only and will not change the actual calculated balance. By default, the rounding method is set as To the nearest and Precision is set as Half.

  6. Click Next.

Step 3: Proration of allowance

Note: This step is not displayed if the Allowance entitlement is set as Unlimited or calculated as a Ratio of hours worked, in Step 2.

Proration defines how hours/days off are trimmed for employees who did not work a full cycle.

It applies to:

  • Part time employees  - because they work less hours/days a week than full time employees.
  • New full time hires who start midway through a cycle - because for their first cycle they’ll work less hours/days than other full time employees.
  • Terminated employees - who stop working for the company before the cycle ends.

Tip: See the Time off glossary for a more detailed explanation of proration.

  1. In Which days are used to calculate proration? Select either:
    • Calendar days - every day is included - including weekends and national holidays.
      E.g. this could be used for a Travel For Work time off policy.
    • Work days only - only working days are included. E.g. this could be used for a Holiday time off policy, where if the employee requests time off that includes the weekend, the Friday and Saturday are not counted as days deducted from their holiday balance.
  2. In What happens on hire? configure what happens if a new employee starts working in the middle of a cycle. Select either:
    • Prorate allowance from hire date - the employee will receive the equivalent number of days/hours according the amount of time left in the cycle.
    • Grant the cycle’s annual allowance - the employee will receive all of the days/hours for that cycle, as if they had been working for the entire cycle.
  3. In What happens on termination? configure what happens if an employee leaves the company in the middle of a cycle.

    This sets how many of the remaining days/hours in the cycle they receive as monetary equivalent in their final pay packed?
    Select either:
    • Prorate up to termination date - the employee will receive the monetary equivalent of any unused days/hours up to their last day.
    • Grant the cycle’s remaining allowance - the employee will receive the monetary equivalent of any unused days/hours as if they worked for the entire cycle.
  4. In Days to exclude from allowance, toggle on Excludes certain days, to ensure that specific types of paid and unpaid days are not included when calculating the accrued time off allowance.

    Then,

    • From the Paid time off policies to exclude dropdown, select the type(s) of paid time off that will not be counted when calculating the prorated allowance and click Apply.

    E.g. If the employee is paid for days taken off for jury duty and Jury duty is selected, any days taken off for jury duty will not be included when calculating the accrued time off allowance.

    • From the Unpaid time off policies to exclude dropdown, select the type(s) of unpaid time off that will not be counted when calculating the prorated allowance and click Apply.

    E.g. if the employee is not paid for sick days and Sick is selected, any days taken off as sick days will not be included when calculating the accrued time off allowance.

    Check the Paid statutory and bank holidays box to ensure that any paid public holidays will not be counted when calculating the prorated allowance.
  5. In Part-time employees, toggle on Prorate allowance for part-time employees to ensure part time employees do not receive the same time off allowance as full time employees.
    Select either:
    • By employee’s %FTE (Full time equivalent) - the allowance is calculated as a percentage of a full time employee’s allowance.
      Examples of proration by %FTE

      If the policy allowance entitlement is set to 200 hours. With this parameter checked, a part-time employee whose %FTE is 80% will be entitled to 160 hours. Or if a full time employee is entitled to 2 days holiday a month, then a part time employee who works half days would receive 1 day a month.

    • By number of days worked per week: Employees are entitled to a specific number of days off each cycle, depending on how many days a week they work.
      E.g. if they work 2 days a week they receive 4 hours time off each cycle, but if they work 4 days a week they receive 6 hours time off each cycle
Notes:

Step 4: Balance limits

Note: This step is not displayed if the Allowance entitlement is set as Unlimited in Step 2.

  1. In Carryover
    • Toggle on Set carryover limit to ensure employees are able to carry all or part of their unused time off balance to the next year.

      Then, in Maximum that can be carried over enter the number of unused days/hours that can be carried over to the following year.
      Example of maximum carryover

      If the annual allowance is 24 days and the Max days that can be carried over is 5 days, if by the end of the cycle the employee has 8 days remaining, 5 of these days will be carried over, and the other 3 days will be discarded (lost).

    • In Carryover expiration date, enter the number of months or years after the start of the year when carried over days/hours will disappear. 

      If the carryover happens on April 1 and the expiration is set to 3 months, then the carried-over days (from the previous tracking year, which ended on 31/03) will be available up to 30/6 and then will be lost.

      If the expiration date is set at more than 12 months or 1 year, select the order of deduction in Which balance gets deducted first?.
    • Toggle on Add a second carryover limit, to allow employees to retain a set number of carried-over days/hours after the original carryover expiration date.
      • In Secondary days/hours to carry over, enter the number of days/hours that can be carried over after the original carryover expiration date.
      • In Second carryover expiration, enter the number of months or years after the start of the year before these carried-over days/hours will disappear from the employee’s time off balance for this policy. 

        Example of two carryover expiration events:

        An employee is entitled to 20 vacation days a year, granted on January 1st each year.
        - The Maximum that can by carried over is set at 8 days with the Carryover expiration set at six months. 
        - And, the Maximum remaining amount that can be carried over is set at 4 days with the Second carryover expiration set at 12 months.

        In this case, if by December 31st they have not used all of their vacation days, they can carry over up to 8 days into the following year.

        But, if by July 1st they have not used all of those 8 carried over days, they can carry over only up to 4 days to be used for the remainder of the year and will "lose" any other unused days.

  2. In Notifications
    • Toggle on Alert employees that unused balance will be lost to ensure employees will be notified in Bob that unused balance will be lost if a request is not submitted, 
      Then, select when the alert will be shown:
      • On Cycle start: at the start of the final cycle of the year.
      • Before deduction date: select the number of days, weeks or months before the end of the year.
  3. In Maximum and minimum balance:
    • Toggle on Set maximum balance at the end of the cycle, to prevent employees from accumulating more than X days in a cycle. Then enter the maximum balance in the field below.
      Example of Max balance

      An employee's annual allowance is 24 days, and the maximum balance is 30 days. Last year the employee did not use all their days and was allowed to carry over some unused days to the current cycle. This means that on the current cycle the balance could already be higher than 24 days, and if the employee accrues more days they could take each month, the system will automatically trim the balance and set it back to 30 days.

    • Toggle on Set minimum balance cap, to limit the amount of negative balance employees can accumulate. This sets whether the employee can enter negative balance when they request more days/hours off than they have in their balance.
Notes:
  • Setting a minimum and maximum balance ensures that whenever the calculation attempts to exceed the defined value, it will be trimmed and adjusted to the max or min balance.
  • If a negative value is entered as the minimum balance limit, employees will be permitted to enter negative balance. Therefore it is essential to set a limit unless you want employees to be able to take as many days off as they want with no limit.
  • To prevent employees from requesting time off that exceeds their balance enter 0 in the Minimum balance cap field.

Step 5: Probation period

Note: This step is displayed only if the Allowance entitlement in Step 2 is set as Base annual allowance.

The probation period is used to limit the amount of time off employees can accrue during the initial weeks or months of employment.

During the probation period employees will accrue a percentage of time off for each week or month worked.

The limited amount is listed below the Probation ends after dropdown as "During the probation period, new hires will accrue X.XX days each week/month". 

You can also restrict the amount of negative balance employees can enter during the probation period and/or prevent them from making time off requests during the period.

Note: The time off probation period is not connected to Probation in Employee Fields.

  1. In Duration, toggle on Set a probation period for new hires to ensure a probation period is implemented.

    Then, in Probation ends after - enter the number of weeks or months after the employee’s start date that the probation period will last for.

    This also impacts whether time off is accrued at the end of each week or month of the probation period.
    Examples

    If you select 8 weeks in the Probation ends after field, employees will accrue X days/hours off off at the end of each week.
    Alternatively, if you select 2 months employees will accrue X days/hours off at the end of each month.

  2. In Balance limit:
    • Select Same as after probation to ensure new employees can enter the same amount of negative balance as employees who have completed the probation period.
    • Select Custom and enter a Min. balance cap to restrict the amount of negative balance an employee can go into during the probation period.
  3. In Requests, toggle on Block new hires from submitting requests to prevent new employees from requesting time off.
    Then either:
    • Select Entire probation period - to ensure new employees cannot request time off during the probation period.
    • Select Custom and then in Block requests for their first enter a number of days, weeks, months or years after their first day that employees are unable to request time off using this time off policy.

Step 6: Allowance increase

Note: This step is not displayed if the Allowance entitlement is set as Unlimited or Ratio of hours worked in Step 2.

In this step you’ll define whether employees are able to automatically increase the time off allowance with this policy in specific circumstances.

  1. In Years of service, toggle on Grant additional days based on years of service to ensure that employees’ balances will increase by X extra days after every X years they have worked for the company. Click + Add rule to add alternatives for employees who have worked for different number of years.
    Example of Years of service additional days

    If the annual vacation allowance is set to 24 days and employees receive 2 additional days after they've worked for the company for 2 years, set 2 under Years of service and 2 under extra days. If when they they get an extra day after their third year working for the company, set 3 under Years of service and 1 under extra days - because the Extra days are accumulative.

  2. In When does the employee’s balance go up, select whether the employee’s balance will increase according to the cycle start date or on their work anniversary
  3. In Overtime, toggle on Let managers bank overtime as additional days to allow managers to reward employees who work overtime with additional hours/days.
  4. In Does banked allowance have to be used within a time frame? Select whether banked overtime expires after a specified number of days/weeks.

    Note: This is not connected to the time and attendance module. See Bank employee overtime as time off for full details.

Step 7: Requests

In this step you will define what options will appear in the form when employees make a time off request. See Request time off for full details.

  1. In What’s the shortest amount of time employees can request, select whether employees can take off part of a day/hour or only full days/hours.
    Notes:
    • If the policy is tracked in Days, then minimum interval can be half a day or a full day.
    • If the policy is tracked in Hours, then minimum interval can be: 15 minutes, 30 minutes, full hour, half a day or a full days Optional or Mandatory for employees to enter a description when requesting time off.
  2. In Description select whether it is Optional or Mandatory for employees to enter a description when requesting time off.
  3. In Reason select whether it is Optional or Mandatory for employees to select a Reason code when requesting time off.

    Note: If Reason codes are not required for the policy type associated with this policy, this will not be displayed. This is configured in the Time off policy type settings.

  4. In Attachment, select whether it is Optional or Mandatory for employees to add an attachment when requesting time off.
    Or select None if you do not want the attachment field to appear in the Request time off form.

    Note: If Mandatory is selected, you can  set the minimum request duration that requires an attachment. E.g. Employees can be required to add a sick note if more they request more than three sick days.

  5. In Visibility, select how the policy type name is displayed. Select one of the following options:
    • Public - the policy type name will be shown to all colleagues, e.g. in People’s status on the homepage or in the Time off calendar.
    • Private - the policy type name is shown only in private areas of Bob accesible by only employees or admins, e.g. in the My time off section.
    • Custom status - enter an alternative name for the policy type, to be shown publicly. For example. You can set a sick policy to show as "Out of office".
  6. Check Prorate request by employee's %FTE to ensure all time off requests made by part time employee's using this policy will be calculated prorata according to the %FTE.
    E.g. if an employee who works 50% of FTE requests two days off, the system will automatically calculate it as a request for two 0.5 days, i.e. one day.
  7. In Set extra deduction configure whether additional days are deducted from the balance when a time off request is made. E.g. for every 4 working days requested, an extra 3 days will be deducted. (This is typically used in Nordic countries).
  8. Check the Allow requests after cutoff box if you would like to allow employees to submit and edit time off requests with this policy even after the cycle is locked.
    When this box is unchecked:
      • Employees who attempt to submit or edit a time off request which includes days in a locked cycle will be shown an error message You cannot submit requests for dates prior to dd/dd/yyyy
      • Managers who submit or edit a time off request on behalf of an employee which includes days in a locked cycle will be shown a warning message Please note: the balance prior to dd/dd/yyyy is already locked and won’t be affected

        Note: This box is un-checked by default, unless you have the Update and cancel approved time off requests permission. 

Step 8: Approval

  1. Toggle on Approval is required to ensure employees must request and receive approval whenever taking time off using this policy.
  2. If approval is required select either:
    • Use employees approval settings - to ensure the regular time off approver is notified upon an employee request.
      See Time off approval settings for full details.
    • Create custom approval, and enter the name of the first and second approvers in the corresponding fields - to ensure a different admin or manager is responsible for approving time off requests using this policy.
      E.g. if the travel coordinator needs to approve any travel for work requests.
      Note: If approval is not required, you can still set a notification to be sent to employees' default first approvers or a custom approver.
  3. Click Done.

Assign the policy

The policy is now created - you will be given the choice to assign the policy to employees immediately or later.

You can now see the policy listed in Settings > Time Off > Policies and Assign employees to the policy or Manage people’s time off policies.

FAQs

How do I edit a time off policy?
Once a policy is created it will appear in the list of policies - Settings > Time off > Policies tab. To edit a policy, click on its name, click Actions and select Edit. Then go through the policy setup wizard as described above.

Note: It is not possible to edit a cycle once the policy has been assigned to at least one employee.

Can I duplicate a policy?
Yes - you can duplicate an existing policy and then create a new one by changing some of the parameters. To do so, click on a policy name in the list on the policy tab, click Actions and select Duplicate. Then give the policy a new name in the Details step and go through the policy setup wizard as described above.

How do I delete a time off policy?
To delete a policy, click on its name in the list on the policy tab, click Actions and select Delete. Then confirm the deletion.

Note: It is not possible to delete a policy while it has been assigned to at least one employee.

How should I determine which cycle to use?
There are several factors to guide you as to the cycle that should be set (given the limitation of setting only one cycle per site):

  • Legislation: If an employee is entitled to the total amount of holiday from day one, then setting an Annual cycle is satisfactory. Suppose the employee earns their allowance progressively along the year, where the employee accrues a portion of the annual allowance each period. In that case, a higher frequency cycle (such as Monthly or Semi-monthly) should be used.
  • Payroll Frequency: In many cases, the Time Off accrual frequency should match the payroll frequency, as many payroll systems require that the total accrued days/hours, end-of-period balance, and total used days/hours are exported to payroll. For example, for a US customer who runs payroll on a Semi-monthly basis, setting a Semi-monthly time off cycle makes sense. That means that for the 26 payroll cycles in a given year, there will be 26 Time Off cycles.
  • Time and Attendance: Another factor that also has to do with payroll frequency is whether time and attendance are enabled for the site (where employees report their attendance, submit their timesheets, and export their records to payroll on payroll time). In this case, aligning the Time Off cycle with the defined time and attendance cycle is appropriate. . To learn more about time and attendance cycles, see Set up site attendance settings.