Employees, the Employment tab

The employment start date is important for the calculation of holiday at the end of the holiday yearthe calculation of earned days on the

The information added under Notice period only serves as information and does not affect any settings.

Enter the date for the employee's final day of employment. In order for the program to calculate the correct final pay, it is important to enter the right date here.

When you have entered a date in the field , a final pay will be automatically paid out. In most cases, the payment is included in the payslip in the ordinary pay run of the month following the employee's departure, allowing for adjustments and payment of any deviations or events related to the final pay. However, if a specific date is selected for the deviation period in the Settings - Payroll settings, Pay and payments tab, it is possible that the final pay will be paid out in the same month the employee leaves the company,

Here you can select the reason for departure. If none of the options match, you can select Other reason. In the field that appears you can enter a more specific reason. The field is displayed when an end of employment date has been entered under Employment end date,

This box should not be ticked until you have made the final payment for the employee. In the topic Checklist for when an employee leaves the company (employee type Complete), you can read about how to pay the final pay.

Here you can enter which job position the employee has within the company.

You can choose the workforce category Administrative worker or Non-administrative worker.

Here you choose the employee's employment type. You cannot add your own employment types, instead you choose from the ones predefined in the list. The employment type does not affect your payroll work. It only serves as information about what type of employment that is specified in the employee's contract.

General fixed-term employment

Since 1 October 2022, general fixed-term employment can no longer be offered to a new employee. This employment type has been replaced by special fixed-term employment.

Special fixed-term employment

A special fixed-term employment is a temporary employment that can usually last a maximum of 12 months, but there are some exceptions. Read more in LAS 1982:80 5a§ (in Swedish).

Probationary employment

Probationary employment means that a new employee and the employer have a trial period to see if the employee is suitable for the job. If the employee does not resign or is not dismissed, the probationary employment automatically turns into a permanent employment after six months.

Seasonal work

Seasonal work is temporary employment for jobs that can only be done for a certain part of the year. The employment ends when the season ends.

Permanent employment

Permanent employment is the most common form of employment. This means that the employment continues until the employee decides to leave, is dismissed or retires.

Contractor

A contractor is not an employee of the company, but an entrepreneur or freelancer who performs tasks for the company.

Substitution

A substitution is a fixed-term employment that involves an employee substituting for someone who, for example, is on parental leave, is on sick leave, or on some other temporary assignment.

Fixed-term employment

A fixed-term employment is converted to a permanent employment after 12 months within a five-year period. Additionally, an employee who has worked at least nine months within a three-year period also gets priority.

The agreement period is retrieved from the settings that have been selected under Payroll settings and the Pay and payments tab, and is used to calculate the hourly wages for employees with a fixed monthly salary, e.g. to calculate the hourly compensation for overtime work and hourly deductions during leave.

Select Own settings and enter the number of hours if the employee should have another agreement period than the one used for other employees. This could for example be useful if administrative and non-administrative workers have different agreement periods.

The agreement period is determined by the collective agreement and is the same each month, regardless of how many days the period consists of. The agreement period varies, depending on the agreement, from just over 150 hours to a maximum of 175 hours. If your company does not have a collective agreement, we recommend that you select 175 hours.

Select next to Agreement to see which agreement that is assigned to the employee.

If you want to change agreement, you can either do this by selecting Add new agreement or by selecting the Agreements tab under Payroll settings. The latter is good if you want to change or add agreements for several persons at the same time. Read more in the topic Assign employee to agreement.

Here you can also see when a change of agreement has been made for the employee. When a row is active you will see icons for editing and removing a change of agreement in the Actions column.

Select Non-regulated working hours if it applies. Read more about non-regulated working hours in the topic What does non-regulated working hours mean?

You can reach the company settings for agreements by selecting Go to agreement settings. Read more in the topic Create or edit agreement.

Select next to Work schedule to see which work schedule that is assigned to the employee.

If you want to change work schedule, you can either do this by selecting Add new work schedule or by selecting the Work schedules tab under Payroll settings. The latter is good if you want to change or add work schedules for several persons at the same time. Read more in the topic Assign employee to work schedule.

Here you can also see when a change of work schedule has been made for the employee. When a row is active, an icon to delete a change of work schedule is shown in the Actions column.

You can reach the company settings for work schedules by selecting Go to work schedule settings. Read more in the topic Create or edit work schedule.

Check the box if the employee should register their expenses.Employee The company must first gain access to the solution under Payroll settings and the Pay and payments tab.

Check the box if the employee should register their expenses in Travel & Expenses. The company must first gain access to the solution under Payroll settings and the Pay and payments tab. Read more in the section Getting started when the employees register their expenses.

The agreement factor is 12 by default, but if your agreement uses another agreement factor you can change this for the employee by selecting Own settings and entering another agreement factor, e.g. 12.2.

If all the employees in the company use the same agreement factor, you can enter the setting under Payroll settings and the Pay and payments tab.

If variable parts should be included when calculating sick pay and qualifying sick deduction, you add an average value per month corresponding to the variable parts here.

Via the Go to the calendar button, you can easily view the employee's calendar.