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Considering that the feature Employee Lifecycle Feedback is only avilable to gather feedback from the employee and not the manager, there is a workaround that you can use from the Performance Review feature:From the top left, click on Bob products Select Talent  You will find in the left menu the option Performance Select Manage cycles Click on the already created cycle or create a new one on + New CycleYou can create a Performance Cycle with a manager review type (call it for example "end of probation period") and leave it open for a long period (you can extend it as much as you want):Then, every time you have a new employee that reaches the end of probation date, you'll need to manually add them to the cycle.If you'd like to share this with the employee, please do not select the option to share it when the cycle ends, because the cycle won't end as this will always be extended in order to add new employees:In order to remind this, you can create a task list and set the end of probati

This article explains which employee data fields are available when you connect Bob to Zapier, so you know what to expect while setting up your automations.When you configure the Bob–Zapier integration, you can map predefined core employee data fields provided by Bob. These include standard employee details that are available out of the box and can be selected directly in Zapier’s field mapping step.At this time, custom employee fields created in Bob are not available in Zapier’s field mapping options. This means they won’t appear when you’re choosing which fields to send to or use within a Zap.Our team is aware of this limitation and is actively working on improving integrations and expanding supported field options over time.

If your company uses both US Payroll & Benefits and Payroll Hub, selecting the correct product area when creating a support ticket helps ensure your request is routed to the right team and resolved as quickly as possible.Although both products support payroll processes, they serve different purposes. US Payroll & Benefits is HiBob's native payroll platform. Use this product area when your issue is related to payroll processing within HiBob, including:Payroll runsPayroll calculationsTaxes and filingsPay statementsBenefits deductionsPayroll processing errorsUS-specific payroll and benefits functionality Payroll Hub helps manage payroll data transfers from Bob to third-party payroll providers. It supports integrations with external payroll systems and is used to prepare and send payroll data outside of Bob. Use this product area when your issue is related to:Payroll integrationsData transfers to third-party payroll providersPayroll exportsPayroll data validationEmployee payroll da

Use this guide to manage holiday buy and sell schemes by combining employee request workflows in Bob with salary sacrifice deductions in UK Payroll. Holiday buy and sell schemes typically involve two parts:Employees requesting to buy or sell annual leave through BobPayroll processing the associated salary sacrifice deductions through UK Payroll Because Bob doesn't currently offer a fully automated holiday buy and sell feature, you can create a streamlined self-service process using custom fields and People Data Update Flows, then manage the salary sacrifice deductions through UK Payroll. Manage Holiday Buy and Sell Requests in BobCreate a simple workflow that allows employees to submit requests, managers to approve them, and HR or Payroll to track and process them. Create custom fields to track requests Go to Settings > People's data fields. Create a new custom category, for example, Holiday buy/sell requests. Add any fields you want to track, such as: Date of request Days t

When an employee cancels a time off request, Bob sends a cancellation email notification to: The employee who cancelled the request The first approver defined in the time off approval flow  This behavior applies even if the approval was completed by a different user (for example, an admin approving the request instead of the employee's manager). Important to know: Only the first approver in the approval flow receives a cancellation notification. If your approval flow includes additional approvers, they won't receive a cancellation email. For example: First approver: Team manager Second approver: HR or Finance  If the employee cancels the request, the cancellation email is sent to: The employee The first approver (manager)  The second approver won't receive a cancellation notification.

The last day of work is the final day an employee is required to perform their job duties and be present at work. After this day, the employee no longer needs to report to work or carry out any work-related tasks.The termination date, however, is the official end date of the employee's employment with the company. This is the date when the employment contract formally concludes.This distinction is particularly important for employees on garden leave. In such cases, the last day of work may occur well before the termination date.During garden leave, employees are still technically employed and may receive pay and benefits, but they do not perform their job duties or come to the workplace. 

If you receive the error "days must be smaller than the duration" when duplicating a survey, it's usually caused by a mismatch between the survey's reminder schedule and its duration.  This can happen if the survey duration was changed after reminder notifications were already configured. To duplicate the survey successfully:1. Reactivate the survey for one day.2. Open the survey and edit its launch plan.3. Remove all configured reminder notifications.4. Save your changes.5. Try duplicating the survey again. Once the survey has been duplicated successfully, you can manually close the original survey by setting its end date to a date in the past. This workaround resolves conflicts between reminder settings and survey duration that can prevent survey duplication. 

Use task conditions to trigger different tasks for managers and employees. You can create a task list that includes different tasks for different employees by adding conditions to each task. For example, you can create two tasks in the same task list:One task for employeesSet the condition to: Is a Manager equals NoOne task for managersSet the condition to: Is a Manager equals Yes This way, Bob triggers the relevant task based on whether the assignee is a manager or not.

As first troubleshoot, it's important to make sure to check if the employee doesn't have a firewall setting that could block our IP, or it is not reaching the spam folder.Secondly, if an employee is not active in the platform, they will not receive the invitation for the survey. If employees are in the participants list and become active after the survey has been launched, they will receive the reminder.If both of the situations mentioned previously were cleared, you can create and send a new survey link for the employee by removing them from the participants list and then adding again. Alternatively, you can also schedule a reminder for the survey, so that (if there is any issue with the first sending) it can be sent again.It's important to be mindful that surveys are anonymous and, for this reason, a unique link is sent to each employee. Sharing a survey link you receive is NOT recommended, as others will be able to see any answers, and have the ability to overwrite any answers you'v

The End of Effective Date field can be found in tables within employee's profile, such as work, employment, or lifecycle tables, ensuring a seamless timeline without gaps or overlaps.The End of Effective Date is tables is automatically set to the day before the Effective Date of the next row.Since it’s system-generated, no manual adjustments are needed, it simply reflects the next row’s Effective Date. As shown in the table below, this pattern applies consistently across all rows. 

Need to fix an incorrect Original Start Date for an employee?Here's how to do it safely without disrupting their historical employment timeline.In HiBob, there are two start date fields—and they work differently:Start Date – Reflects the start of the employee’s current employment. You can update this directly from their profile:Profile → Actions → Change work details → Change start date Original Start Date – A system-calculated field that reflects the employee’s very first employment with your company. This can’t be edited directly.The Original Start Date is pulled from the earliest "Employed" row in the employee’s Lifecycle table. If someone was rehired, the Start Date updates to reflect the new employment, but the Original Start Date stays tied to the first record.Why can’t I just edit the Original Start Date?Because it’s meant to preserve historical accuracy—for tenure tracking, compliance, and reporting. If this field were editable, it could cause data conflicts across systems and

History reports show all records over time but don’t indicate which row is currently active.These reports include tables like Employment, Work, Salary, Variable pay, and any report that uses Effective date and End date fields. They’re typically used to review changes over time, for example, tracking job title or salary updates across different periods. To identify the active row, you can add a formula column:- Open your report- Go to the Column picker- Select Manage formulas- Click Add formula Use the row’s date fields (Effective date and End Effective date) to determine status:- No end date (or a future end date) → Active- Past end date → InactiveThis adds a clear indicator to each row so you can quickly distinguish current vs historical data. The formula answers this question:Is this record currently active or inactive, based on its effective dates compared to today and considering that if the employee is terminated, the row is no longer active? Check Active Row - Termination Sensiti

In order to close a compensation event, all worksheets will need to be in the "Pending approval" status. As soon as all worksheets are in "pending approval" status, the admin can "share all with approver" by clicking on the three dots on the right. All worksheets will be sent to the event approver for their review. Afterward, the final approver can approve all worksheets individually or in bulk.After that, the final approver will be able to select all worksheets and approve them. When all worksheets are in “approved” status, the admin can update the changes in the employees' profiles (Update all in EE card) and/or request signatures from the relevant employees.The next and final step would be to end the event - to do so, click "End Event".

Bob comes with 6 default flows: Change email, Reports to, Start date, Department, and Job title. These default flows don’t support adding approvers or notifiers, so if you want to build in automation or task management, you’ll need to create a custom flow from scratch. Here's how to do it: Head to System settings > Flows > People data update, and click Create template. Choose the Work table: this includes fields like Site, Department, Reports to, and Job title.     In the Approval flow or Access section, add the approvers or notifiers you want to be alerted when this field changes. (Optional) Click Set task list to add any follow-up tasks that should be triggered. This workaround gives you flexibility that default flows don’t—so you can manage updates more intentionally, with the right stakeholders looped in at every step.  

Go to employee profile → Actions button → Work changes → Change Email. Note: once you change the email, a new invitation will be sent automatically to the employee.If the employee was in “Active” status, their status will change to “Invited” 

The percentage shown in Our People is calculated using employees' City values from their address records, not their assigned work site. If the percentage you're seeing doesn't match the number of employees assigned to a specific work site, it's worth checking the employee address data instead. For example, if Our People shows that 18% of employees are located in London:  Review the total number of employees in the Employed lifecycle.Create a report using the City field.Filter the report for London.Compare the number of employees returned against the total employed population. In the example below:Total employed employees: 49Employees with London as their city: 9   Calculation:9 ÷ 49 = 18% This matches the percentage displayed in Our People, confirming that the value is based on employee address data rather than work site assignments. If the percentage appears incorrect, review the City field in employee records to ensure the data is accurate and up to date. 

Managers can't decline eSign requests in Bob because there isn't a built-in Reject option within the eSign workflow. If a manager doesn't want to approve a request, they can only cancel it—provided they have the required permissions. If they don't have access to cancel requests, an Admin will need to cancel the request on their behalf. To allow managers to view and cancel eSign requests:1. Go to System Settings > Permission groups.2. Select the relevant permission group (i.e. Managers).3. Open the People's data tab.4. Under Docs > eSign templates > Requests, enable:* Manage selected employee requests* View selected employee requests ==> Link to the image showing the required permissions: https://app.screencast.com/9oEmxS78l0LYU Once these permissions are enabled, managers will be able to access employee eSign requests and cancel them when needed. 

A quick review at the end of each quarter helps ensure payroll records are accurate, tax obligations are met, and reporting remains aligned across payroll, finance, and HR teams.Payroll data plays an important role in tax filings, financial reporting, and employee records. Taking time to review key areas before quarterly filings can help identify issues early and reduce the need for corrections later.Review Payroll DataCheck all payrolls processed during the quarter and confirm that:Employee wages, bonuses, and commissions were paid correctly Employee classifications are accurate Off-cycle payrolls were processed as intended There are no duplicate or missing payroll entriesIdentifying discrepancies before quarter-end can help avoid additional adjustments and reporting complications.Verify Employee InformationReview employee records to ensure key information is up to date, including:Legal names Social Security Numbers Tax withholding elections Work locations and tax settings Benefits an

If your organization uses the BenAdmin integration powered by PlanSource, review the upcoming maintenance and release schedule to help plan around potential service disruptions. PlanSource, HiBob's BenAdmin integration provider, has published its 2026 maintenance, deployment, and release schedule. During scheduled maintenance windows, customers may experience temporary interruptions affecting BenAdmin-related processes and data exchanges. Scheduled Maintenance Windows The following maintenance windows are expected to result in downtime: Date Time (ET)January 24, 2026 8:00 AM – 4:00 PMFebruary 21, 2026 8:00 AM – 4:00 PMMarch 21, 2026 8:00 AM – 4:00 PMApril 18, 2026 8:00 AM – 4:00 PMMay 30, 2026 8:00 AM – 4:00 PMJune 27, 2026 8:00 AM – 4:00 PMAugust 29, 2026 8:00 AM – 4:00 PMSeptember 19, 2026 8:00 AM – 4:00 PMOctober 23, 2026 11:00 PM – 3:00 AMNovember 20, 2026 11:00 PM – 3:00 AMDecember 18, 2026 11:00 PM – 3:00 AM  Scheduled Code Deployments The following deployment windows are planned

This article explains which payroll users can approve payroll based on their payroll permission level and highlights an important limitation for Editors. Payroll permissions can affect whether users can view payroll data, make changes, submit payroll for approval, and approve payroll runs. Viewers can view payroll information but cannot approve payroll. Editors can make payroll changes and can approve payroll. Admins/Support users have full payroll access, including imports and approvals. A point to keep in mind is that Editors cannot import payroll data, even though they can make changes in other areas. Below shows the different user roles and their different functionalities.  

When an employee reaches the end of their auto-enrolment postponement period, UK Payroll will identify that they are ready to be enrolled, but it does not enrol them automatically. Once the postponement period ends, the employee will be flagged on the payroll summary page as requiring enrolment. An Admin must then complete the enrolment process manually. This allows payroll teams to review eligible employees before they are enrolled into the pension scheme.  Good to know:- Reaching the end of the postponement period does not automatically enrol the employee.- Employees who are ready for enrolment will appear on the payroll summary page.- An Admin must manually complete the enrolment process.

Historical fields in Bob are great for tracking changes over time like bonus plans, performance grades, or cost center updates. They allow clean, simple reporting that always shows the most recent value.But there’s one big limitation: you can’t import data into them in bulk.That means if you’re updating data for large groups (say, annual bonuses for 400 employees), you’d need to do it manually, one by one. Not ideal for scale.What can you do instead?Many teams use custom tables. Tables support bulk imports with effective dates, making them a flexible option for regular updates. Just note: table data is a bit trickier to report on. Bob doesn’t automatically surface the most recent row, so you might see multiple rows per person or miss data entirely if filtering by date.To sum it up: Historical fields give you clean, simple reporting—but no import Tables support bulk updates—but need a little more setup to report clearly There’s currently no feature that combines the best of both—but o

If an employee receives a pay rise between the start of the period used to calculate Statutory Maternity Pay (SMP) and the end of their statutory maternity leave, their SMP may need to be recalculated under the Alabaster ruling. Use HMRC's SMP calculator to determine the revised average weekly earnings and any additional SMP due. In UK Payroll, open the employee record and navigate to the Parental tab. Before making any changes, make a note of the existing maternity schedule or take a screenshot for reference. Update the average weekly earnings with the recalculated amount and save your changes. The maternity schedule will automatically recalculate any remaining SMP payments based on the updated earnings figure. Compare the original schedule with the recalculated schedule to identify any difference in SMP already paid. If the employee should have received a higher SMP amount, add the difference to their payslip as a Gross Pay Item using Statutory Maternity Pay as the pay item type. Thi