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Hello everyone,  We are currently using Hibob as our singular HR system for a few months and are still implementing/ improving several HR processes. One of these processes is the onboarding process. As of now, we have an onboarding task list that is triggered when employees fill in the information form after pre-boarding and only when they have filled in their national register number. As of then, some mails/ tasks are automatically planned to be send out/ created for HR team/ Finance team and IT team. However, these tasks are almost always triggered based on X amount of days before their official contract start date. The problem is that sometimes these mails and tasks are triggered based on the original contract start date but are eventually changed due to specific circumstances, read the new hire can start a bit earlier than planned or later than planned.  Does anybody have experience managing this change of contract start date to re-trigger the automatic mails and tasks with the “ne

Hi Everyone, My company is in the process of implementing HiBob as our HRIS. When creating the time off policies, I ran into some complex territory with the sick leave policy and how to create this (specifically in South Africa). How the policy works, if an employees gets 30 days of sick leave over a 3 year cycle. After 3 years it resets. To add to this, for the first 6 months of employment an employees sick works on an accrual basis of 1 day for every 26 days worked. Only after 6 months is the full allocation of 30 days made available (assuming no leave has already been taken). How do I create this policy if the max cycle is 12 months on HiBob. Please help if you have solved this issue (perhaps based in SA and have implemented HiBob) 🙏🏼Thank you in advance 🙌🏼

Hi all, we’ve recently started using Langdock in our company and we could connect HiBob over API to our workspace.Does anyone else here use Langdock and has already build some specific usecases? I have just started researching into it, but am hesitant due to data privacy etc. of course, as the data coming from Bob would be super sensitive.   Looking forward to hear from you!

If you're not seeing where to enter increase suggestions in a compensation worksheet, it's likely because the necessary columns weren't included during setup. You can fix this using the Column picker.To add or edit base salary, bonus, or other increase amounts in your worksheet: Use the Column picker (top right of the table) to add the relevant columns—e.g., Base pay - Regular pay Increase % or Base pay - Regular pay Increase amount If the fields still aren't editable, it's likely due to permissions. Make sure you have the correct payroll view permissions for the relevant sites If specific employees still don’t show editable fields, check their eligibility for that compensation component For more related info, see also: Planners Unable to Input Data into Worksheet Columns

Hi everyone - Thanks so much to everyone who joined our 1st Talent session for this month! 🎬 Click here to watch the full session Here Do not forget to register for our next (and last) session next Thursday! Here’s a quick recap of what we covered in this session- 📊 Surveys We walked through how to build company surveys, and use Bob’s open-response analysis (AI-powered) to get faster, richer insights from free-text answers. We noted that surveys are anonymous and that results will only display after the anonymity threshold is met. Practical tips: pick a clear owner for the survey, preview before launch, and think about how you’ll benchmark results.➡️ Learn more Here  🔄 Employee lifecycle feedbackDiscussed manual vs automated triggers for collecting lifecycle feedback (for example: onboarding, offboarding, role changes) and how to analyze results to identify trends and opportunities for improvement. Think about which triggers you want to collect manually vs. which you’ll automate up

Payroll is one of the most important responsibilities an employer has. Employees expect to be paid accurately and on time, while employers need to comply with tax, employment, and recordkeeping requirements.Even seemingly small payroll mistakes can create unnecessary administrative work, frustrate employees, and potentially expose a business to penalties or compliance issues. The good news is that many common payroll errors are preventable with the right processes and systems in place.Here are some of the most common payroll mistakes employers make and practical ways to avoid them. 1. Misclassifying Employees and ContractorsWorker classification can have a significant impact on payroll.Employees and independent contractors are generally treated differently when it comes to tax withholding, benefits, employment protections, and reporting obligations. Incorrectly classifying an employee as an independent contractor can therefore create compliance and financial risks for an employer.Class

When using Bob's Microsoft Active Directory Hybrid Provisioning integration, it is important to understand how Bob identifies an existing AD user and which attributes can be updated after the account has been created. How does Bob match an employee to an AD user?The Hybrid AD provisioning integration uses the following matching precedence:externalId → UPN → sAMAccountNameThe externalId is the strongest identifier used to maintain the relationship between the employee's Bob profile and the corresponding AD user object, provided the required mapping is configured correctly.For the identifier mapping to work as intended, the provisioning schema should include: Bob ID → AD employeeNumberThe Bob ID is Bob's internal, system-generated identifier for the employee. It is different from the configurable Employee ID field available on an employee's profile.Because this internal ID provides a stable identifier, the integration does not need to rely solely on attributes such as an employee's name

Sometimes parental leave needs to be added after payroll has already been processed. When this happens, you may notice backdated adjustments appearing on the employee’s next payslip.Here’s what’s happening and how to make sure the employee is paid correctly. What happens when parental leave is added retrospectively?When parental leave is entered with a start date that falls within a previous pay period, the system will make the relevant backdated salary adjustments on the employee’s next payslip.However, parental leave payments themselves cannot currently be backdated automatically. This means you may see a deduction for salary that was previously paid but should have been parental leave pay, without the corresponding backdated parental payment being automatically added. Why is there a salary adjustment on the payslip?If the employee was originally paid their normal salary for days that are now recorded as parental leave, the system needs to correct this.For example:An employee was pai

If your goals import fails, the error message can help you identify which value or field needs to be updated before trying the import again. 1. “Tag does not currently exist”If you see an error such as “Tag does not currently exist – ‘…’ not found”, the value entered in the **Tags** column does not exactly match a tag that exists in Bob.Check that the tag name in your import file matches the name in Bob exactly, including spelling, spaces, and capitalization. Even a small difference can cause the import to fail. 2. “Cycle ‘…’ not found”The Goal Cycle Name column is optional.If this error appears, delete the Goal Cycle Name column from your import file and try the import again. This column isn't required for the import to succeed. 3. “Due date is required for Key Result X”When adding a key result, you must provide a due date for that key result.If this error appears, add the missing due date and try again. A key result can't be saved or processed without its required due date. 4. “Date

If you need to deactivate a course or learning path without notifying enrolled employees, you can avoid the notification by unassigning them first.Currently, there isn’t a setting in HiBob Learning that lets you turn off employee notifications specifically when deactivating a course or learning path. If employees are still enrolled when you deactivate the content, they’ll automatically receive a notification.To avoid this:Go to People's learning. Use Actions to unassign the employees from the course or learning path. Once the employees are unassigned, deactivate the course or learning path.This allows you to deactivate the learning content without sending a deactivation notification to those employees.

When processing a qualifying termination payment in UK Payroll, it's important to use the correct pay element to ensure the payment is processed in line with HMRC requirements. Before you beginQualifying termination payments of up to £30,000 can be processed using either the Termination Award (Non-taxable) system pay element or an equivalent custom net addition pay element in UK Payroll (or synced from HiBob), as these payments are not subject to Income Tax or National Insurance.For any qualifying termination payment above £30,000, you must use the pre-configured gross pay element Termination Award in UK payroll. This pay element applies the correct HMRC treatment by calculating Income Tax and Employer Class 1A National Insurance, while not applying Employee National Insurance. This tax treatment cannot be replicated using custom pay elements created in UK Payroll or synced from HiBob. Process a non-taxable termination paymentFor the non-taxable portion of a qualifying termination paym

Pay items created in HiBob automatically sync to UK Payroll. Before they can be processed in payroll, they must first be configured in UK Payroll. This article explains how the sync works, where to configure new pay items, and what to check if a pay item isn't appearing on an employee's payslip. How the pay item sync worksWhen a new pay item is created in HiBob, it syncs to UK Payroll. Before it can be included in payroll & on an employee payslip, you'll need to configure it in UK Payroll. This allows payroll administrators to control the PAYE liabilities of pay items, whilst HR teams continue managing employee data in HiBob. Configuring a new pay itemWhen UK Payroll detects a new pay item from HiBob, you'll see a blue banner on the Overview page displaying a message similar to:We've found variable pay items in Bob that don't match any pay items in Bob UK Payroll. To configure the pay item:Go to UK Payroll > Overview. Select Manage pay items from the blue banner. Under Synced fr

Rehiring a former employee is simple, but following a few best practices will help ensure a smooth experience in both Bob and UK Payroll. 1. Rehire the employee in BobIf you're using the Bob and UK Payroll integration, always navigate to HiBob & use Actions → Change work status → Rehire from the employee's profile.Using the Rehire action within HiBob preserves the employee's lifecycle history while creating a new employment period and onboarding experience. 2. Choose the right New Hire flowWhen starting the rehire process, select a New Hire flow that includes the Employee ID field in the Work section.This is required for the employee to sync successfully to UK Payroll. 3. Give the employee a new Employee IDIn UK Payroll, a rehired employee is treated as a new starter, as they've already been reported to HMRC as a leaver and issued a P45.Assign a new, unused (unused for this employee, or another employee) Employee ID to create their new payroll record. 4. Update the terminated emplo

Hi everyone 👋Analyst Relations is looking for three US or Canadian customers (100–1,000 employees) to participate in a short online survey with HR Technology Advice for its upcoming Mid-Market VendorFit Matrix. The report is scheduled to publish on October 20, 2026, in conjunction with the HR Tech Conference in Las Vegas.A few details ✨The survey will help validate our customer experience and ratings against feedback from other third-party sources. It includes just 16 questions and should take approximately 15 minutes to complete. Your company name, size, and industry will be used for context only and will not appear in the published report. As a thank-you, participants will receive a $50 e-gift card from Analyst Relations 🎁Interested in participating?Please send the following details via email to louis.gordon@hibob.io (please don’t post comments):Name Email address Phone/mobile number Company name Job title Country of residenceWe’d greatly appreciate your support in helping showcase

Hi everyone - Thanks so much to everyone who joined our 1st Hiring session for this month! 🎬 Click here to watch the full session Here  Do not forget to register for our next (and last) session next Wednesday!Here’s a quick recap of what we covered in this session-  🎯 Structuring Your Hiring Process in BobWe walked through how to build a structured hiring workflow that reflects your organization’s real hiring stages — from application to offer.We explored:Customizing hiring stages Assigning stakeholder roles Creating Templates and data/privacy compliance Creating a consistent and collaborative hiring experience  ➡️ Learn more Here 🚀 Next steps / resourcesIf you haven’t already, check the Training Village for short online courses to help you implement Hiring features in Bob.We also encourage you to post implementation questions in the Hiring forum (on this page).Good luck!

To allow a new manager to view the reviews from their direct report's previous manager, the following steps are necessary: Ensure they have permission to "See reviews of direct and indirect reports" within the Managers permission group under People's data > Reviews. Access the reviews through Talent > Performance > People's reviews instead of "My reviews," as this is only for those completed by the manager themselves. Additional guidance is available in our Help Center article "View people’s timelines and reviews" If the reviews remain unsubmitted and the previous manager is inactive, admins can attempt recovery by deleting the termination row from the manager's profile to temporarily reactivate them.   This allows admins to log in as the manager to either submit the reviews or save the responses as a PDF. Afterward, the admin should re-terminate the previous manager through the termination flow. For further instructions, refer to the "Update an employee profil

At the moment, it's not possible to terminate a user that hasn't started working yet, which means that you won't be able to terminate a Hired employee. You'll only be able to terminate them once they have reached their start date and are marked as Employed.We do have a workaround for this, should you not want that this employee's "first day" to affect your dashboards. You may change the employee's first date far ahead in the future, which will leave their account as "Hired" and therefore not affect the Dashboards or the Attrition attribute.You may also permanently delete the employee account, but please note that this is irreversible - to delete an employee, please navigate to the employee's profile and click on Actions > Manage access > Delete Employee's File: ! Please note that anything that is deleted cannot be recovered ! 

If you’re using custom or country-based calendars in Bob, here’s how holidays work year to year. When you create a custom calendar, you can add events for future years in advance. That way, your regional holidays can be set up ahead of time without needing to recreate the calendar.  When you use a country-based calendar, Bob automatically adds the next year’s standard public holidays for that country. However, any custom edits you made this year won’t carry over. Each year, you’ll need to review the preloaded holidays and adjust them so they reflect your company’s schedule. Custom calendar → holidays don’t reset, you just keep adding to it. Country-based calendar → holidays reset each year, and your customizations need to be re-added. 

Hi everyone!Following our session today, there was one question which was left outstanding, re how to bulk assign working patterns to employees-> You should be able to import the working patterns using the Employment table template via the Import Wizard as follows:Please also see this article+Video for more infoI hope this helps!BestKeren 

Q - We have set up notifications for our position request flows, but now we are still determining who the Manager is. Is it the Manager of the position (chosen in the field Manager position ID), or is the Manager of the employee who is requesting the position? We have come in doubt because we have a manager who has made a request for a position on behalf of one of his direct reports. But when it was approved, the notification went to the requesting managers' manager. similar to the way flows work across Bob, when you select the employee reference Manager as the approver, the manager of the employee who submitted the request will be the approver who will get the notification to approve the position. So in this case, since managers cannot action requests "on behalf" of their direct reports, the approver will be the requester's manager and the approval won't go to them. See an example from my demo when the approval is set with the manager to both be the approver and the person to receive

If you’re scheduling, for example, onboarding meetings in Bob and want to include a Microsoft Teams link, here’s what you need to know and how to handle it:While Bob offers a Microsoft Teams integration, it’s designed for communication features like sending notifications to Teams channels. It doesn’t automatically generate Teams meeting links inside calendar invites. The same applies to the Outlook Calendar integration — it won’t create a Teams link for you.As a workaround, you can manually add the Teams link to your calendar task so participants receive it with the invite. Here’s how:- Go to Task lists and create your onboarding meeting using a Calendar task.- In Microsoft Teams, create a new meeting and generate the Teams meeting link.- Copy the Teams link and paste it into the description (or meeting details) field of the calendar task in Bob.- Save the task.When the invitation is sent, the Teams link will be included in the meeting details.If you have the Outlook Calendar integrati

Hello We're implementing for part-time employees in HiBob in France and would love to hear how other organizations have configured this.Under French labour law, part-time employees accrue the same annual leave entitlement as full-time employees (2.5 working days per month, up to 30 working days per year). When leave is taken, the deduction is made in working days ("jours ouvrables"), which means the count may include days that are not normally worked under the employee's part-time schedule. This can make leave management particularly complex for part-time employees.We'd be interested to understand:How have you configured annual leave for part-time employees in HiBob? How do you ensure the correct number of leave days is deducted from the balance? Do you use working schedules or any specific configuration to reflect French "jours ouvrables" rules? How do you manage employees working 90%, 80%, 60% 3 per week? How do you handle changes in working patterns during the year? Have you found a