https://heartcorehr.hibob.com On the Forum you can ask questions or take part in discussions. https://heartcorehr.hibob.com/integrations-188/grant-a-user-permission-to-manage-the-integration-tools-8019 To allow a user to view and manage the integration tools, i.e., Service users and Webhooks, create a custom permission group and enable the required integration permission.  Go to System Settings > Permission groups.  Create a new custom permission group or open an existing one.  Select the Features tab.  Expand Integrations.  Automation > Create, update, and delete the integration. Users assigned to this permission group can manage Service users and Webhooks from System Settings. Integrations Thu, 09 Jul 2026 17:05:28 +0200 https://heartcorehr.hibob.com/integrations-188/grant-a-user-permission-to-manage-the-netsuite-integration-8018 To allow a user to manage the NetSuite integration, create a custom permission group and enable the required integration permission.  Go to System Settings > Permission groups.  Create a new custom permission group or open an existing one.  Select the Features tab.  Expand Integrations.  Candidates > Enable Create, update, and delete the integration. Users assigned to this permission group can manage the NetSuite integration. Integrations Thu, 09 Jul 2026 17:03:21 +0200 https://heartcorehr.hibob.com/employee-profile-and-fields-185/format-currency-fields-in-bob-7639 Understand how currency fields behave in Bob and what you can (and can’t) customize when it comes to formatting. Currency fields in Bob come with built-in formatting, so they automatically display values with comma separators and decimal places (for example, 50,000.00). This helps keep financial data consistent across the platform. If you’re trying to adjust how these values appear, here’s what to keep in mind:Currency fields will always include decimal places by designThey also automatically apply proper formatting, like thousand separators If your goal is to avoid decimal places entirely, there isn’t a way to change this within a currency field. Instead, you have a couple of workarounds depending on your needs: Use a Currency field when you want standardized formatting (recommended for most cases)Use a Text field if you need full control over how the value appears (for example, displaying 50,000 without decimals). Keep in mind this removes numeric validation and consistency In most cases, the Currency field type is the best option, as it ensures clean, professional formatting without requiring manual input. Employee profile and fields Thu, 09 Jul 2026 16:50:05 +0200 https://heartcorehr.hibob.com/legislation-323/how-salary-sacrifice-affects-statutory-payments-and-pension-contributions-8017 Learn how salary sacrifice can affect statutory payments and how pension contributions are handled during statutory leave. Salary sacrifice reduces an employee's earnings for National Insurance purposes. Because statutory payments are based on these earnings, both eligibility and payment amounts may be affected. Pension contributions during statutory parental leave During paid statutory parental leave (excluding Statutory Sick Pay):Employer pension contributions continue and are based on the employee's normal pre-leave salary.Employee contributions are based on the employee's actual pensionable pay during leave.If there's no pay available to deduct employee contributions from, the employer covers those contributions for the paid statutory leave period. Salary sacrifice during maternity leaveStatutory Maternity Pay (SMP) can't be sacrificed. However, because salary sacrifice is a contractual benefit, employers must continue providing the agreed benefit throughout the paid statutory maternity leave period (Ordinary Maternity Leave and paid Additional Maternity Leave).This doesn't apply to unpaid maternity leave unless the employment contract or pension scheme rules state otherwise. Pension contributions during sick leaveThere are no statutory rules requiring employers to maintain pension contributions during sick leave. Contributions are generally based on the employee's actual earnings, including Statutory Sick Pay (SSP), unless the employment contract or pension scheme provides more generous terms.Note: Always check the pension scheme rules alongside statutory requirements, as schemes may offer additional benefits beyond the legal minimum.  Legislation Thu, 09 Jul 2026 16:46:35 +0200 https://heartcorehr.hibob.com/ai-innovators-315/ai-academy-8007 I’m interested in running an AI Academy training program. My initial thought is to have a 10-week (or similar) course with one session per week for our support functions (Finance, Legal, Procurement, HR, etc.), as the rest of our business is technical and already has that knowledge.The idea is to teach people how to use AI effectively, potentially including how to build AI agents. Has anyone tried something similar? If so, are there any providers you would recommend that could deliver tailored training?The goal is to take participants from having no experience with AI to becoming confident users, assuming they have no prior knowledge when they start. AI Innovators Thu, 09 Jul 2026 15:17:18 +0200 https://heartcorehr.hibob.com/france-203/time-off-accrual-monthly-6115 Hi everyone,Quick question for those of you based in France and using Bob for time-off management:I’ve just learned that the monthly holiday accrual setup will be phased out in Bob. Since this is a legal requirement in France, I’m wondering how you are planning to handle this change?Are you switching to annual accrual, or have you found a workaround that still meets French legal requirements?Curious to hear how others are approaching this — thanks in advance!Best,  Yvonne    France Thu, 09 Jul 2026 14:00:53 +0200 https://heartcorehr.hibob.com/time-off-173/please-explain-the-proration-of-bank-holidays-for-part-timers-1591 The Proration of UK bank holidays. This feature looks at the FTE of the employee and gives them what they should be entitled to proportionately. For maths' sake let's say there are 10 public bank holiday days in the year and you have an employee who works 50% FTE. This employee is entitled to 5 bank holidays as it's half of what full-time employees are entitled to.Now what's often displayed as odd about this feature is if the employees' working pattern happens to fall on more bank holidays than 5 days Bob will actually deduct days as this employee was receiving more than their proportionate amount.In the UK, the majority of Bank Holidays fall on Mondays. If you have a part-timer who works Mondays they will naturally receive a lot of bank holidays. Often more than they are proportionately entitled to. This means they will see a negative adjustment by the feature.We provide 2 examples in the Proration of Allowance section in this Help Center article. Time Off Wed, 08 Jul 2026 18:46:00 +0200 https://heartcorehr.hibob.com/hiring-241/how-the-permission-to-add-and-duplicate-job-openings-works-6762 If you want to grant permissions to an employee to ONLY 'Add and duplicate Job Openings' you also need to ensure that they have visibility over any other Job Opening, otherwise they will not be able to add a new Job Opening from scratch.  The system works this way because of the duplicating part of the permission. If they don't have any visibility over another Job Opening then this won't work as intended and they will not be able to create a Job Opening or to duplicate. What you can do as workaround is to either assign the employee as part of the Hiring Team for an already existing Job Opening OR to create a new test Job Opening just so you can add them as part of the Hiring Team. Following this workaround, the employee will be able to add and duplicate any new Job Openings.  Hiring Wed, 08 Jul 2026 16:25:26 +0200 https://heartcorehr.hibob.com/permission-groups-186/control-birthday-visibility-while-letting-employees-see-their-own-7197 This workaround lets employees always see and manage their own birthday, while only showing birthdays of colleagues who’ve chosen to share them both on the employees' profiles and the homepage Birthday widget. Set up a dedicated birthday data categoryHead to System Settings → Data management → People’s data fields.Create a new category called Birthday (or a similar clear name).Move the existing Birthday field from the Personal category into this new Birthday category. Add consent fields for birthday visibilityCreate a new list-type field, for example:Do you consent to sharing your birthday?Set the options to Yes and No. Optional:If you want employees to control whether they see others’ birthdays at all, create another list-type field, for example:Do you want to see others’ birthdays?Options: Yes and No.Allow employees to manage their own birthday dataGo to System Settings → Account → Permission groups. Open the out-of-the-box permission group All People – Own data and enable permission to view and edit the new Birthday category.This ensures employees can always see and manage their own birthday and consent preferences.Create a permission group for birthday visibility Create a new permission group, for example Birthday group.Add all employees as members. Optional: If you’re using the optional visibility field, add members by condition:Do you want to see others’ birthdays equals Yes.This will ensure only those who selected to be able to see others' birthdays will be included as members of this group.  Grant this group permission to view the Birthday category only. Apply visibility conditions to the birthday category In People’s data, under Access data for, apply the following condition:"Do you consent to sharing your birthday equals Yes" This ensures that only employees who’ve opted in will have their birthday visible to others. What this setup achieves- Employees can always see and manage their own birthday- Employees only see birthdays of colleagues who’ve chosen to share them- If the optional field is used, only employees who want to see birthdays will see shared birthdays Permission groups Wed, 08 Jul 2026 14:11:40 +0200 https://heartcorehr.hibob.com/sandbox-190/pushing-data-from-sandbox-to-the-live-account-1558 The sandbox is disconnected from the production account and data cannot be pushed to it.In case users want to add what they have on sandbox, they will to create the same settings on the production account Sandbox Wed, 08 Jul 2026 11:49:01 +0200 https://heartcorehr.hibob.com/bob-launch-program-240/holiday-allowance-set-up-adjustments-7998 Hello, I’m trying to configure two variations of the policy (with a third still to add but not getting the setup right currently), but the leave adjustments don’t appear to be calculating correctly (showing as adjustments; below), I cant figure out where I am going wrong. Any help greatly appreciated.   Bob Launch Program Wed, 08 Jul 2026 11:38:05 +0200 https://heartcorehr.hibob.com/tasks-flows-170/add-a-welcome-video-to-your-preboarding-experience-8004 Welcome new hires with a personalized video by embedding a YouTube or Vimeo link in your onboarding flow before their first day. Bob supports embedding videos from YouTube and Vimeo as part of the onboarding experience. To add a welcome video, upload your video to one of these platforms and use the video link in your onboarding flow. Tip: If you're using YouTube, you can set the video to Unlisted so it isn't publicly searchable while remaining accessible to new hires.At the moment, Bob doesn't support uploading video files directly. To add your welcome video:Go to System Settings > Flows > New hires and onboarding > New hires.Open the onboarding flow you want to edit.Add your welcome video using a supported YouTube or Vimeo link.Save and publish your changes. If you'd like to provide additional information before Day 1, you can also create a branded experience by:Customizing the default preboarding email in System Settings. Creating an Email task that sends information to the employee's personal email a set number of days before their start date. This email can include welcome information, helpful resources, and Day 1 instructions, and can be tailored by role, department, or location.   Tasks & Flows Tue, 07 Jul 2026 17:19:13 +0200 https://heartcorehr.hibob.com/us-payroll-304/set-up-and-process-long-term-disability-ltd-payments-8003 If your company offers Long-Term Disability (LTD) benefits, you'll need to complete a few setup steps to ensure employee contributions and disability payments are handled correctly. First, your company must establish an LTD plan directly with a third-party insurance provider. Once the plan is in place, employee LTD contributions can be reflected on pay stubs through manual deductions in US Payroll. This allows the deductions to appear on employee payroll records; however, HiBob does not remit LTD payments to the insurance provider on your company's behalf. Your company is responsible for sending all LTD payments directly to the LTD provider outside of HiBob.If an employee receives long-term disability payments and those payments need to be reported on their Form W-2, additional information is required to determine the appropriate payroll and tax treatment. Please provide the following through a support ticket to ensure HiBob can get the amounts added to your employees YTD:A distribution report from the LTD insurance carrier Confirmation of who is responsible for paying employee taxes related to the disability payments Confirmation of who is responsible for paying employer taxes related to the disability payments Confirmation of who is responsible for filing the Form W-2 for the disability payments This information is required to ensure disability payments are processed and reported correctly for tax purposes. Important: To help ensure accurate year-end tax reporting and avoid delays in issuing correct Forms W-2, all LTD payment information and distribution reports should be provided before processing your last payroll of the year. Receiving this information in a timely manner allows for proper payroll processing and tax reporting. US Payroll Tue, 07 Jul 2026 17:06:46 +0200 https://heartcorehr.hibob.com/peopleops-strategic-hub-262/new-admins-your-journey-starts-here-8002 Are you new to Bob or have you recently taken over as an admin?Join me tomorrow at 2:00 PM BST for our New Admin 360 Live Session, a monthly workshop designed to help you build confidence and become a Bob super user.Each session covers the core building blocks every admin needs, including: Permissions Flows Tasks Employee Fields Reporting To support your learning between sessions, don't forget to use our New Admin Resource Hub, your step-by-step guide to mastering your new role:https://p.allego.com/8T0tFbZlJnGtInjbOtplJnTl 💬 Help us shape tomorrow's session!What's the one topic or challenge you'd like us to spend more time on?Share it in the comments below. Your question could help other new admins on the same journey. See you tomorrow at 2:00 PM BST! PeopleOps Strategic Hub Tue, 07 Jul 2026 16:49:31 +0200 https://heartcorehr.hibob.com/bob-launch-program-240/june-workshop-3-recap-core-tasks-flows-7904  Hi everyone Thanks for joining our latest Core Onboarding Workshop!This session focused on two key areas: Tasks and Flows - helping you take the next steps in your self-implementation journey with confidence.If you couldn’t make it live, don’t worry - you can watch the session recording Here Do not forget to register to our upcoming Q&A session, and to all other sessions! Here’s a quick recap of what we covered in this workshop: 1. TasksWe explored how to create and manage tasks in Bob to automate reminders, assignments, and to-dos during onboarding or other processes. Learn more Here   2. FlowsWe walked through setting up automated flows to streamline repetitive actions, like onboarding sequences or approval chains. Learn more Here   Highlights & Best Practices- Automate recurring HR actions using flows.- Assign task owners and due dates to improve accountability.  What’s NextOur next session will focus on Reports, Documents, Integrations & Launch Preparation Watch the full recording Here Have follow-up questions or tips from your own setup?Drop them below, or as a separate question in the Community Hub and let’s keep the discussion going!  Bob Launch Program Tue, 07 Jul 2026 13:16:34 +0200 https://heartcorehr.hibob.com/tasks-flows-170/how-to-a-group-for-general-tasks-8001 General tasks can only be assigned to employees who have an active profile in Bob. If you need a task notification to reach people outside of Bob, you can use a group as an additional recipient.  If you're using a distribution list such as finance-team@example-company.com, here's how it works: Add the group email address in the Group email field.Bob will send the notification directly to that email address.Everyone included in that distribution list will receive the email, based on how the email group is configured outside of Bob.When adding employee recipients:The employees selected in the group are treated as additional recipients. The notification is sent to:Everyone included in the group email address, andAny employees selected in the Bob group.If the group doesn’t include an email, then it will send to each work email inside the group   For example:Group emailSelected employee Resultfinance-team@example-company.comEmployee A (not part of the distribution list)All members of the finance distribution list receive the email, plus Employee Afinance-team@example-company.comEmployee B (already part of the distribution list)Employee B may receive the email twice: once through the distribution list and once as a direct recipient  No group email selectedEmployee A & BBoth Employee A & B will receive the email on their own work email   Because finance-team@example-company.com is already a distribution list, you do not need to identify every individual recipient within that email group for the email to reach them. The distribution list itself controls who receives the message. Keep in mind that when creating a group in Bob, at least one employee must be included in the group. If the selected employee is already part of the external distribution list, duplicate notifications may occur. If avoiding duplicate emails is important, consider using an employee who is not already included in the distribution list, or use an email task instead if it better suits your process. Tasks & Flows Tue, 07 Jul 2026 13:10:46 +0200 https://heartcorehr.hibob.com/employee-profile-and-fields-185/getting-started-with-groups-913 Public groups can be used by anyone in the company, for example, to choose as an audience for posting Shoutouts.To choose a group as the audience for a Shoutout, the group must be made public ️But rest assured, when you post the Shoutout for that public group, only they will be able to see the Shoutout on their homepages!Private Groups are mainly used by Admins (or the people who are chosen to have visibility over those Private Groups), to make it easier to access a certain group of people without the need to create a set of conditions and rules over and over again, such as selecting participants in a performance cycle, permissions, settings (practical examples, to create groups of Remote vs In-office vs Hybrid; Identify contractors; etc).You can use the private group in advanced filters - both in the reports and in the directory and select them easily in comp, surveys, performance, task lists, flows, etc.If you'd like to know more about this, please check our Help Center page: Create a group. Employee profile and fields Tue, 07 Jul 2026 13:07:33 +0200 https://heartcorehr.hibob.com/welcome-51/introduce-yourself-4748 Hey there We’re so glad you’re here! What is Heartcore HR & what makes it so special? Heartcore HR is HiBob's community where modern HR pros come to learn, share best practices, and stay ahead of industry trends. This is a space for practical insights, strategic discussions, and real talk about what’s shaping HR today. And speaking of community, we’ve got exciting news! We’re now 13,000+ members strong. That’s not just a number! It’s proof of the incredible HR network you are now a part of. With so many new faces and evolving conversations, we’re kicking off a brand-new Introduction Thread.The community has grown and evolved over the last few years; new faces have joined, ideas have sparked, and conversations have shaped how we think about modern HR. Whether you’re just stepping in or have been part of this journey for a while, this space is yours.P.S. If you want to read about our OG members, head to this thread.So, let’s get to know you!Introduce yourself and meet peers who are shaping the future of HR: What's your role, and where are you based?  What’s a big HR challenge or trend you’re focused on right now?  Don't forget to share your LinkedIn if you want to connect with peers.  And just for fun - tell us something surprising about you! Drop your intro below, and let’s connect. Welcome Mon, 06 Jul 2026 23:43:10 +0200 https://heartcorehr.hibob.com/job-catalog-172/export-data-report-on-job-catalogue-with-assigned-employees-4148 We cannot export the assigned employees from the Job section of the Job catalogue in a report. However, you can create a report for the assigned jobs separately, we can head over to Analytics > +Add New > Report > Start from scratch > General report > select the following fields (and any other fields you find relevant) :   Then click generate, and you should have a report including all the currently assigned jobs, for each employee.  Job Catalog Mon, 06 Jul 2026 16:48:09 +0200 https://heartcorehr.hibob.com/time-off-173/add-allowance-based-on-years-of-service-5408 Reward employees with extra time off based on how long they’ve been with the company.You can automatically grant additional allowance days after specific work anniversaries. Here's how to set it up: Create a new time off policy Start by creating or editing a time off policy where you'd like to apply this rule. Turn on the years of service allowance In the Policy Details section, scroll to Allowance Increase. Toggle on Grant additional days based on years of service.   Set your rules Choose the milestone year(s) when extra days should kick in Add the number of extra days to grant Pick the reference date that determines when those years are counted  Important: The extra allowance will apply starting the year after the selected milestone is reached. For example, if you add a rule for Year 3, the extra days will be granted in Year 4. Time Off Mon, 06 Jul 2026 12:24:38 +0200 https://heartcorehr.hibob.com/tasks-flows-170/trigger-birthday-task-reminders-before-even-numbered-ages-7421 Set up birthday-related tasks so they trigger shortly before milestone (even-numbered) birthdays.If you’re using a task to prepare ahead of milestone birthdays (like 60), you might notice that setting it to trigger before the birthday doesn’t always behave as expected for even-numbered ages.A simple workaround is to trigger the task after the previous birthday instead, so it still lands before the next milestone. Here’s how to set it up:Set the target age to the year before the milestone (e.g., 59 for a 60th birthday)Configure the task to trigger after the birthdaySet the delay to 345 days  This means:When the employee turns 59, the task will trigger 345 days laterThat timing places the reminder about 20 days before their 60th birthdayThe exact timing depends on the number of days you choose. For example, 345 days creates a reminder around 20 days before the next birthday, but you can adjust this to fit your needs.   In this example, the task is assigned to the employee’s manager, but you can customise the assignee based on your needs (for example, HR, a team member, or a specific role).On the actual birthday, you can send wishes directly from Bob using the birthday widget on the homepage. For more details, see: View colleague's birthdays and send birthday wishes:https://help.hibob.com/hc/en-us/articles/4409792077457-View-colleague-s-birthdays-and-send-birthday-wishes If you’re setting up multiple milestone birthdays, you can repeat this pattern:19 → for 20th birthday29 → for 30th birthday39 → for 40th birthday49 → for 50th birthday59 → for 60th birthday  This approach avoids inconsistencies with even-numbered age calculations while still giving you enough time to prepare for the milestone.   Tasks & Flows Mon, 06 Jul 2026 12:14:39 +0200 https://heartcorehr.hibob.com/time-off-173/who-receives-notifications-when-a-time-off-request-is-cancelled-7379 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. Time Off Fri, 03 Jul 2026 16:59:20 +0200 https://heartcorehr.hibob.com/time-attendance-174/permissions-required-to-assign-attendance-policies-2750  To let a user assign people to attendance policies, make sure they have both of these permissions: People’s data > People > Attendance Policies > Edit selected employees' Attendance Policies sections Features > Time & Attendance > Settings > Manage attendance policies    Example caseYou want the UK HR team to assign attendance policies only to UK-based employees. Create a custom Permission Group. Add the UK HR team as members, either with automatic conditions or by selecting them manually. Grant them the permissions to: Edit selected employees' Attendance Policies sections Manage attendance policies Under People’s data > Access data for, define who they can manage. Use a condition like 'Site - Equals - UK' to limit access. Time & Attendance Thu, 02 Jul 2026 17:26:31 +0200 https://heartcorehr.hibob.com/denmark-69/experiences-with-danish-payroll-systems-zynegy-or-intect-integration-with-hibob-7965 Hi everyone,We are currently evaluating our payroll setup and looking into switching to a new payroll system. The two candidates we are considering are Zynegy and Intect.Since we use HiBob as our core HRIS, a smooth, automated, and reliable integration between Bob and our payroll system is an absolute top priority for us.Before making our final decision, we would love to hear from this amazing community! Do any of you have experience using either Zynegy or Intech alongside HiBob? How does the integration perform in daily operations? Is it a standard API, or did you have to build a custom integration/rely on file transfers? Any pros, cons, or "lessons learned" that you would be willing to share? Any insights—big or small—would be incredibly helpful to us right now.Thank you so much in advance! Denmark Thu, 02 Jul 2026 16:37:42 +0200 https://heartcorehr.hibob.com/the-netherlands-94/you-re-invited-heartcore-hr-summer-event-beyond-ai-hype-amsterdam-20-august-7988 AI is transforming the workplace, but beyond the headlines, how are HR leaders actually preparing their people, managers, and organisations for what's next?Join us on Thursday, 20 August for an evening of fresh ideas, meaningful conversations, and great company with fellow HR and People leaders from across the Netherlands.Here's what you can look forward to: Summer drinks & delicious bites Fireside conversation:  Building AI-ready teams Curated networking with fellow HR and People leaders Practical discussions on workforce readiness, manager enablement, and AI skills A chance to unlock the Sunset Surprise and win an exclusive summer-inspired prize A beautiful Amsterdam venue and relaxed summer atmosphereStep away from the day-to-day, exchange ideas with peers facing similar challenges, and enjoy an inspiring summer gathering.We’d love to see you there! Check out the event details below:Sir A'dam Hotel | THE BUTCHER Social ClubForbidden Garden Overhoeksplein 7 1031 KS Amsterdam Thursday, 20 August 2026 4:00 PM – 7:00 PM Register here today to secure your place, as spaces are limited.____________________________________________________________________________________We'd love to hear from you: What's the biggest opportunity or challenge you see AI bringing to HR over the next 12 months? Share your thoughts in the comments! The Netherlands Thu, 02 Jul 2026 13:03:25 +0200 https://heartcorehr.hibob.com/bob-champions-270/hchr-x-sapient-survey-challenge-grab-a-75-gift-card-hibob-swag-june-25-7656 Last year, so many of you took the time to participate in the Sapient Insights HR Systems Survey, and thanks to your honest feedback, HiBob achieved an incredible 8 #1 rankings in the 2025–2026 Sapient Insights Mid-Market Voice of the Customer Report. You truly made a massive impact! And now… it’s time to do it again  The 29th Annual Sapient Insights HR Systems Survey for 2026–2027 is officially open!And we’re bringing back the Heartcore HR Community Challenge!Take the surveyThis is one of the most influential HR technology reports in the industry, shaping conversations across HR, People Operations, and HR Tech globally. By participating, you’re helping make HR systems, processes, and experiences more transparent for everyone. How to join the challenge:Complete the Sapient Insights survey Comment “Done” below Send the first page of your confirmation email to ​@Louis Gordon at louis.gordon@hibob.io What you’ll get:Heartcore HR Swag giveaway (Enter the challenge & comment below) A $75 Amazon gift card from HiBob for the first 125 respondents A $10 gift card (or charitable donation options) from Sapient for the first 100 respondents Get full access to the $1800 Sapient White Paper (free for participants!) A personalized mini benchmark report by industry or region 11 HRIP recertification credit hours through IHRIM A chance at a $100 Visa gift card if you're the 29th, 129th, 529th, 1029th, and 2029th respondent.️ Want to be featured in an analyst case study? Include a short blurb in your confirmation email about your company, the Bob modules you use, and key business wins. Gain visibility in industry reports read by CHROs, analysts, and decision-makers. Challenge deadline: June 25 Updates Gift cards are being sent out gradually. Thank you for your patience!   Bob Champions Thu, 02 Jul 2026 01:58:27 +0200 https://heartcorehr.hibob.com/performance-181/workaround-for-end-of-probation-period-review-1944 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 probation date as the anchor event so every time any employee is close to this date, a reminder is sent to you to add the employee to the performance cycle:Hope that this helps! Performance Wed, 01 Jul 2026 18:20:20 +0200 https://heartcorehr.hibob.com/germany-70/how-are-you-handling-overtime-especially-too-much-overtime-7973 Hey everyone in Germany, I’d like to gather some best practices on Overtime.We are offering only TOIL to reduce overtime, the TOIL-policy is set up to reduce overtime automatically (no banking).But, we see that many people have a lot of hours. I mean, how do you reduce 94h overtime?! This is 12 days off! And, the managers also do not take action…We are already sending scheduled monthly reports to every department lead with the accumulated overtime for their team members.How are you ensuring that team members take TOIL to reduce their overtime? How do you communicate that to the managers that it’s their responsibility to enable that people can take TOIL?Thanks for some ideas!Best,Sandra Germany Wed, 01 Jul 2026 16:41:34 +0200 https://heartcorehr.hibob.com/employees-322/uk-payroll-tax-codes-aren-t-updating-7983 If a tax code isn't updating in UK Payroll, it's usually caused by missing employee data or HMRC notice preferences. This article walks through the most common causes and how to resolve them. One of the most common reasons is that the employee record is missing a National Insurance (NI) number. Without an NI number, HMRC can't match the employee to any P6 or P9 tax code notices, so the updated tax code won't be received. To check where the NI number is mapped in HiBob:Go to Payroll > Settings > Bob.Scroll down to Sync Configuration.Check which Bob field is mapped to the employee's National Insurance number.Add the employee's NI number to the corresponding field in Bob. Once the NI number has been added:Go to Payroll > Employees.Select the employee.Click Actions > Sync Now. The sync will pull the latest employee information into Payroll and allow HMRC notices to be matched correctly. Another possible cause is that the company's HMRC account is configured to receive tax code notices by post rather than electronically. In this case, HMRC won't send P6 and P9 notices directly to Payroll. To update the HMRC notification preferences:Log in to your HMRC account.Under PAYE for Employees, select View tax codes or notices and set up alerts.Under Notice Preferences, select Change how you get tax codes and student loan notices.Change the relevant options to Yes.Click Next and then Submit. It can take up to 24 hours for HMRC to apply the change. If the tax codes need to be updated immediately, you can manually import them while waiting for the HMRC update to be processed:In UK Payroll, go to Employees.Click Import/Export in the top-right corner.Select Import Tax Codes.Click Import Data Manually.Enter the employee ID and the required tax code.Click Confirm. To review tax code updates received from HMRC:Go to Payroll > HMRC Documents > Employee Updates from HMRC.Adjust the date range as needed.Select Tax Codes to view a summary of the P6 and P9 notices received from HMRC. Employees Wed, 01 Jul 2026 14:45:49 +0200 https://heartcorehr.hibob.com/time-off-173/create-a-formula-to-track-time-off-usage-in-reports-7982 Use report formulas to monitor when employees reach a specific amount of time off taken or when usage falls below a target percentage.Bob doesn’t currently send a native notification when an employee reaches a specific sick leave or time off usage threshold. As a workaround, you can use report formulas to flag employees who meet your conditions, then review the report regularly. For a simple threshold, create a formula like:IF(Time off days taken > 5,"Reached Limit","Not Reached")  This example returns Reached Limit when the number of time off days taken is greater than 5.  You can use this type of formula in the Time Taken by Policy Type report to monitor usage for a specific policy, such as sick leave. You can build on this approach by adding additional conditions and results. For example, a formula could: Flag employees who have reached an initial threshold Highlight employees who have reached a higher threshold requiring review Apply different thresholds based on a specific site, entity, department, or policy type Return different statuses for different groups of employees within the same report  For example:IF(Time off days taken > =8,"Notify HR - Review Future Sick Time",IF( Time off days taken >=5,"Notify Employee & Manager","No Action Required"))  This formula returns different statuses based on the number of time off days taken, making it easier to identify employees who may require follow-up. In more advanced use cases, you can combine IF, AND, and OR functions to apply different thresholds and statuses for specific sites, entities, departments, or policy types. This allows a single report to visually highlight different employee groups based on your organisation's requirements.  To add the formula to your report: Go to the relevant report. Open the Column Picker. Select Formulas. Add the saved formula to the report.  Important to knowThis setup works best with the Time Taken by Policy Type report, as it combines the time off days taken and policy information needed for the formula.Be mindful of the date range selected in the report. Formula results are calculated based on the data included in the selected period. For example, if you're monitoring annual sick leave usage, make sure the report date range covers the relevant year. Choosing a different date range may result in lower or higher totals than expected.  Time Off Wed, 01 Jul 2026 14:34:55 +0200 https://heartcorehr.hibob.com/hr-data-analytics-64/creating-global-dashboards-and-reports-for-self-service-use-5547 Hi! (I will share in this group as well)We have started a project where we are going to create global dashboards and reports for our Executive team, managers and Finance team where they can by self-service access important KPIs and data. Has anybody done this or a similar thing in Bob for your company? I am interesting in knowing how you set it up and also guided/coached them in how to be independent when using Analytics in Bob. Please share HR Data Analytics Wed, 01 Jul 2026 10:26:48 +0200 https://heartcorehr.hibob.com/integrations-188/using-employee-data-fields-in-zapier-6719 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. Integrations Tue, 30 Jun 2026 22:26:44 +0200 https://heartcorehr.hibob.com/bob-launch-hiring-program-274/june-hiring-session-2-recap-hiring-workshop-job-openings-candidates-analytics-recording-key-takeaways-7978  Hi everyone - Thanks so much to everyone who joined our 2nd (and last) Hiring session for this month!  Click here to watch the full session Here Here’s a quick recap of what we covered in this session- ️ Creating & Publishing a JobWe walked step-by-step through creating a job from scratch:Menu path: Hiring → Jobs → Create JobWe covered:Building the job scaffold (Title, Location, Site, Department, Hiring Manager, Recruiter, Employment Type, Seniority) Adding a job description (including how to use Bob’s AI JD tool and refine it) Attaching the correct application form Assigning a pipeline template and default interviewers Configuring job marketing settings (career site visibility, job boards, referrals)Points to highlight:Use internal-only posting for pilots or referral-only roles. Ensure application form fields are mapped correctly if you plan to auto-create Pending Hires. Always submit a test application before going live to confirm the candidate lands correctly in the pipeline. Learn more Here  Job Marketing & Source TrackingWe reviewed how source attribution fuels clean reporting and ROI visibility.We covered:Adding job boards, agencies, referrals, and custom sources Previewing career site display Learn more Here  Managing Candidates & Running InterviewsThis is the core of daily hiring operations.We walked through:Reviewing applications (timeline, attachments, screening answers) Shortlisting using screening responses, internal tags, and candidate scores Moving candidates through pipeline stages (with optional email triggers) Scheduling interviews (calendar integrations, interview briefs, automated invites) Assigning structured feedback forms with deadlines Using bulk actions for mass communications or rejections Learn more Here  Dashboards & ReportingWe wrapped up with hiring analytics to drive continuous improvement. Learn more Here  Next steps / resourcesIf you haven’t already, check the Training Village for short online course to help you implement these Hiring features in Bob.We also encourage you to post implementation questions in the Hiring forum (on this page).Good luck!    Bob Launch: Hiring Program Tue, 30 Jun 2026 17:44:53 +0200 https://heartcorehr.hibob.com/us-payroll-304/difference-between-payroll-hub-us-payroll-benadmin-benefits-7976 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 data preparationPayroll workflows that support external payroll processingChoosing the wrong product area can delay resolution because the ticket may need to be reassigned to a different team before troubleshooting can begin. A good rule of thumb is:If the issue is related to processing payroll directly in HiBob, select US Payroll & Benefits.If the issue is related to transferring payroll data from Bob to an external payroll provider, select Payroll Hub.   US Payroll Tue, 30 Jun 2026 16:23:54 +0200 https://heartcorehr.hibob.com/payments-325/set-up-a-salary-sacrifice-pay-item-for-holiday-buy-and-sell-schemes-in-bob-and-uk-payroll-7975 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 to buy/sell Status Pending Approved Processed  Create a People Data Update Flow Go to Flows > People Data Update Flows. Create a new flow that allows employees to submit holiday buy or sell requests. Add approval steps, such as: Direct manager HR Payroll Configure notifications as needed.  Configure permissions Give the appropriate users access to the request data: Grant eligible employees view access to the custom category. Grant managers, HR, or Payroll edit access so they can review and update requests. If needed, create a custom employee permission group to control visibility. Process approved requests  Once a request has been approved:Manually adjust the employee's time off balance to add or remove days.Update the request status to Approved or Processed for audit and tracking purposes. This approach gives employees a self-service experience while allowing HR and Payroll teams to maintain control over entitlement changes and payroll processing. You can also review ideas and experiences shared by other customers in the Heartcore HR community discussion about holiday buy and sell schemes. https://heartcorehr.hibob.com/time-73/buying-and-selling-leave-2320?tid=2320&fid=73 Set Up the Salary Sacrifice Deduction for UK PayrollAfter a holiday purchase has been approved, create a Deduction Pay Item in Bob. Here's a link to a handy Help Centre article, which explains the full process:https://help.hibob.com/hc/en-us/articles/30665566499217-Enter-deductions-and-entitlements-in-Bob#h_01JC3K5WT6EJPDP8SW5P1FQNZH The newly created Deduction Pay Item will need a few more payroll-centric details added for tax purposes. Once the Deduction has been created, head over to UK Payroll. From Bob Products click Payroll > UK Payroll.On the Overview page, click Manage Pay Items and select the Pay Item. In here, the tax treatment can be entered ready for payroll processing. What Happens Next?Once the recurring pay item is active: Employees continue to request holiday purchases or sales through Bob.Managers and HR approve requests through the configured workflow.Time off balances are adjusted manually in Bob.Salary sacrifice deductions are automatically processed through UK Payroll according to the recurring pay item schedule. Payments Tue, 30 Jun 2026 16:10:22 +0200 https://heartcorehr.hibob.com/employee-profile-and-fields-185/difference-between-last-day-of-work-and-termination-date-3544 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.  Employee profile and fields Tue, 30 Jun 2026 11:47:25 +0200 https://heartcorehr.hibob.com/surveys-182/resolve-the-days-must-be-smaller-than-the-duration-error-when-duplicating-a-survey-7972 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.  Surveys Tue, 30 Jun 2026 11:24:09 +0200 https://heartcorehr.hibob.com/tasks-flows-170/assign-tasks-differently-for-managers-and-employees-7971 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. Tasks & Flows Tue, 30 Jun 2026 10:49:27 +0200 https://heartcorehr.hibob.com/surveys-182/employee-has-not-received-the-survey-link-how-to-resend-it-to-those-who-didn-t-receive-the-email-1883 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've written already. Last edited on June 30th, 2024 Surveys Tue, 30 Jun 2026 09:13:58 +0200 https://heartcorehr.hibob.com/employee-profile-and-fields-185/end-effective-date-in-tables-5384 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.  Employee profile and fields Tue, 30 Jun 2026 03:50:08 +0200 https://heartcorehr.hibob.com/employee-profile-and-fields-185/updating-the-original-start-date-6238 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 reports.Workaround: How to update the Original Start DateIf the Original Start Date is incorrect, you can update it by temporarily adjusting the employee’s Lifecycle history:Go to the employee’s profile > Lifecycle tab Find the earliest “Employed” row—this sets the Original Start Date Temporarily delete all rows after it (terminations, rehires, changes, etc.) Go to Actions > Change work details > Change start date, and enter the correct date Rebuild the Lifecycle by re-adding the rows you removed, with the correct dates and detailsBefore you startThis process rebuilds the entire Lifecycle table, so proceed with caution:Be sure to manually restore all lifecycle events after updating the dateFor rehired employees:Start Date = current employment Original Start Date = first employment (unless adjusted using this workaround)If you’re unsure whether to proceed, check with your HRIS admin or contact HiBob Support to confirm the safest approach.  Employee profile and fields Mon, 29 Jun 2026 17:27:39 +0200 https://heartcorehr.hibob.com/peopleops-strategic-hub-262/are-your-people-ops-processes-designed-to-scale-7961 Flows and Task Lists in Bob can help turn repeatable HR activity into clear, consistent, and automated processes.They’re especially useful for: Onboarding and offboarding Employee and manager profile updates Promotions, role changes, and compensation updates Leave processes and return-to-work steps Compliance reminders, training checks, and policy actions Employee self-service requests like bank details, address changes, referrals, or working from anywhereUsed strategically, Flows help capture the right information, guide approvals, and notify the right people. Task Lists make sure the follow-up actions happen consistently and on time.A good place to start:Review one recurring HR process and ask:Is it clear? Is ownership defined? Are approvals built in? Are follow-up tasks automated? Can employees or managers self-serve?Small improvements can reduce manual admin, improve consistency, and free up People Ops teams to focus on more strategic work. I’ve attached a use case guide to help spark ideas.What process have you automated in Bob that’s made the biggest difference? PeopleOps Strategic Hub Mon, 29 Jun 2026 14:50:59 +0200 https://heartcorehr.hibob.com/welcome-51/welcome-to-the-evolved-heartcore-hr-7960 Hey everyone,The wait is over, the new Heartcore HR is officially live. Four years ago, we opened our doors with a simple idea: that HR is better when we figure it out together. Since then, you've turned this community into something we could only have hoped for: a place where questions get real answers, where peers become friends, and where the future of HR is being shaped one conversation at a time. As HR continues to evolve through AI, changing employee expectations, and new ways of working, community matters more than ever. That's why we've reimagined Heartcore HR, to make it even easier to connect with peers, discover practical guidance, and find the conversations that help you move forward with confidence.Today, the community evolves to match everything you've built into it.What’s new:‍ A platform built for how you actually work: A reimagined login and homepage, sticky mega-navigation, smarter content discovery, gamified onboarding, and a new architecture that brings every Bob module into a single, intuitive home. Psst… and much more, see for yourself. 🧵 A more connected experience: Enhanced groups and regional discovery, and new ways to find peers, expertise, and conversations that move your work forward 🧙 Built for what's next: The foundation for everything we're rolling out over the rest of the year: deeper peer-to-peer learning, expanded executive programs, and a community that connects you more closely to the future of Bob Everything you rely on is still here: your login, your contributions, your conversations. What's changed is how you experience it.Thank you for helping make Heartcore HR what it is today. Every question you've asked, every answer you've shared, and every connection you've made have helped shape this community.We're excited for everything we'll build together next.- The Heartcore HR Team  Welcome Mon, 29 Jun 2026 13:13:10 +0200 https://heartcorehr.hibob.com/welcome-51/heartcore-hr-community-faqs-7959 Welcome to the Heartcore HR - your space to connect with fellow HR professionals, ask questions, discover best practices, and stay up to date with the latest HiBob resources.This guide answers some of the most common questions about accessing and using the community. Click Show content below each question to view the answer. We'll continue updating it as new questions come up! Access and login  I can't access the Heartcore HR CommunityIf you're a HiBob customer, there are two ways to access the community:Single Sign-On (SSO): Recommended for admins. This gives you immediate access using your HiBob credentials. Create an account: Available for non-admin users. Your request will be reviewed before your account is activated, thus, there might be a slight delay. If you're not sure which option to use, start with our Access the HiBob Customer Community guide. I'm a non-admin user. How do I join?If you don't have access to Heartcore HR through SSO, you can create an account from the login page.Select Create an account. Complete the registration form using your work email address. Wait for your account approval email before signing in.Account approvals may take a little time, so thanks for your patience. I see an "Author does not exist" errorThis usually happens when:You're signing in with a different email address than the one you registered with. Your account is still being activated.First, make sure you're using your company email address.If you're using SSO and still see this message, or your account has been pending for longer than expected, contact us at community@hibob.io.  I receive a "Username already exists" messageThis can happen if:You've previously joined the community using another company email address. Your preferred username is already taken.Try signing in with your email address instead of your username.If you've changed employers and previously had a Heartcore HR account, email community@hibob.io with both your previous work email and your current work email. We'll help update your account.  I see "It seems like you don't have access" (404)This usually means:Your account is still awaiting approval. You signed in using a different method than the one you registered with.If you've recently manually registered, wait for your approval email before trying again.If you've already been approved and still can't access the community, contact community@hibob.io. Your Heartcore HR Membership  I've left my company. Can I keep my community account?Mostly Yes. If you've been an active member of the Heartcore HR Community, you can, in certain cases, continue participating using a personal email address.Email community@hibob.io and include:Your previous work email address The personal email address you'd like to useOnce your account has been updated, you'll be able to continue participating in the community and exploring opportunities through the Heartcore Jobs Board. Community Participation  Can I edit or delete one of my posts?If you'd like to edit or remove one of your posts, click on the three dots under your post and click on report. Type your reason and explain what you’d like to do, we will then review it in due time and make the changes.  Events  I can't RSVP for an event or webinarStart by confirming that you're signed in to the community.If you're still unable to register, contact community@hibob.io with:The name of the event The email address you're using to sign inWe'll help you get registered if you're eligible to attend. Still need help? Can't find the answer you're looking for? Start by asking your question in this thread below. Chances are another member has had a similar question, and your post could help others, too. Welcome Sun, 28 Jun 2026 15:32:39 +0200 https://heartcorehr.hibob.com/reports-177/identify-active-rows-in-history-reports-7459 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 Sensitive  This approach also works for custom table reports, as long as the table includes date-based fields. Reports Fri, 26 Jun 2026 15:53:35 +0200 https://heartcorehr.hibob.com/australia-new-zealand-83/turn-ai-skills-into-learning-paths-july-2-at-9am-aest-7951 AI skills are quickly becoming a core part of how work gets done. But turning AI ambition into meaningful employee development is where many organizations get stuck.Join HiBob and Go1 to learn how to transform HiBob’s AI skills framework into practical, role-based learning journeys inside Bob Learning. We’ll explore how to map AI competencies to real business needs, deliver targeted upskilling at scale, and create learning experiences that support long-term workforce growth.Why attend?Learn how to turn AI skills frameworks into structured, role-specific learning paths Discover how to scale AI upskilling with curated content from Go1 and Bob Learning See how to align learning and development initiatives with workforce and business goalsIt’s a great session for HR, L&D, Talent, and People leaders looking to build AI-ready teams.  Thursday, July 2 | 9AM (AEST), 4PM (PT) Register today Register to start building a practical, scalable AI upskilling strategy for your workforce!  Australia & New Zealand Fri, 26 Jun 2026 01:00:47 +0200 https://heartcorehr.hibob.com/compensation-management-179/closing-a-compensation-event-3926 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". Compensation management Thu, 25 Jun 2026 22:12:52 +0200 https://heartcorehr.hibob.com/bob-launch-talent-program-245/recap-june-talent-workshop-goals-performance-reviews-calibration-recording-key-takeaways-7955  Hi everyone - Thanks so much to everyone who joined our 2nd (and last) Talent session for this month!  Click here to watch the full session Here.  Here’s a quick recap of what we covered in this session-  GoalsWe covered how to set up Goals (company / department / personal), cascade ownership, and use check-ins and activity logs to keep progress visible. We also discussed OKR-style key results and using goal-weighting / visibility settings to align priorities. Practical tips: import historical goals if needed, and use scheduled reports for manager visibility. Learn more Here   Performance reviewsWe walked through building effective review forms, setting up a performance cycle and the process flow, and aggregating ratings into general scores to support promotion/compensation decisions. Best practice: pilot a small cycle first and decide who can edit/share during a live cycle. Learn more Here   CalibrationWe introduced Bob’s calibration tool for ensuring fair, consistent and unbiased assessments. We saw how calibration helps align ratings across teams, and how to use it as a final step before closing a cycle to keep assessments equitable. Plan for a calibration step in your process design so managers and HR can align expectations. Learn more Here   My CareerWe reviewed the My Career page and how it supports employee development (skills, career paths and visibility into growth opportunities). Actionable ideas: encourage employees to manage skills on their My Career page and leverage Skills Analytics to inform development conversations and internal mobility. Learn more Here  Next steps / resourcesIf you haven’t already, check the Training Village for short online courses to help you implement these features. We also encourage you to post implementation questions in the Talent forum (on this page).Good luck!     Bob Launch: Talent Program Thu, 25 Jun 2026 15:46:43 +0200 https://heartcorehr.hibob.com/usa-84/complimentary-us-compliance-training-now-in-bob-7122 Hi US group ,Staying on top of US compliance requirements is an ongoing part of supporting your people. For US-based customers, 10 core compliance courses are now included in Bob Learning at no extra cost. These courses cover common federal and state requirements and are designed to be practical, engaging, and simple to roll out across your workforce.What’s included: Interactive training on harassment prevention, data privacy, cybersecurity, and workplace safety Content tailored for supervisors and non-supervisors across US states Built-in tools in Bob to assign courses, track progress, and run reports — all in one place Already using Bob Learning? Log in and start assigning courses today!  Not a Bob Learning customer yet? Whether you’re onboarding new hires or keeping policies up to date, you can manage compliance training directly in Bob without adding new tools or licenses. Explore Bob Learning Best,The HiBob Team  USA Thu, 25 Jun 2026 15:45:30 +0200 https://heartcorehr.hibob.com/israel-87/תודה-לכל-מי-שהגיע-לסשן-טאסקים-ופלואו-ההקלטה-בפנים-7954 היי לכולם!אתמול  Tasks & Flows תודה רבה לכל מי שהצטרף לסשןהיה נהדר לראות את ההשתתפות, השאלות והשיתוף סביב תהליכים יומיומיים, ולחשוב יחד איך אפשר להפוך אותם ליותר פשוטים Bob אוטומטיים ויעילים בתוךכמו שהבטחתי, מצרפת כאן את ההקלטה של הסשן למי שרוצה לצפות שוב או למי שלא הצליח להצטרף הקלטת הסשן�Recording Link]אם במהלך הצפייה עלו לכם שאלות, או אם יש תהליך שהייתם רוצים להתייעץ עליו ולחשוב איך אפשר לייעל אותו באמצעות מוזמנים לכתוב כאן בקבוצה,  נשמח לעזור ולחשוב יחד!נתראה בסשן הבא Israel Thu, 25 Jun 2026 15:44:10 +0200 https://heartcorehr.hibob.com/bob-launch-program-240/you-re-almost-there-june-cohort-a-big-thank-you-and-what-s-next-7943  Over the past few weeks, you’ve done the hard work: learning the foundations, asking thoughtful questions, and shaping Bob to fit your organization.As we wrap up this onboarding cohort, we just want to say thank you — and well done You’re now in a great position to move confidently toward launch. To help you cross the finish line feeling prepared (and excited!), here’s a final pre-launch checklist and a few reminders to set you up for success.  Your Pre-Launch Power ChecklistUse this as your “launch readiness” guide — you don’t need to do everything at once, but each step brings you closer to a smooth, confident rollout.️ Get Organized EarlyUse one (or both) onboarding checklists: Online Onboarding Checklist Excel Checklist (great for tracking progress with your team)  Make Bob Feel Like YoursApply company branding (logo, colors) (start here)  Review Feature Management in Settings to enable only what you’re ready to use (start here) Customize your Homepage to create a welcoming first impression for employees (start here)  Lock in Permissions (and Test Them!)Review Permissions in Settings → Permission Groups (start here) Test real-life scenarios using the ‘Login As’ feature Use the Permission Matrix report to double-check visibility and access  Import, Validate, RepeatStart small: Import a test group of people data first (start here) Then move on to Time Off and Documents  Validate by: Comparing imports to your original data Testing profiles with Login As Once it looks right — scale up with confidence 🧠 Back Yourself UpUse Reports to capture your current setup and data state Schedule reports if you’d like regular backups or snapshotsThis gives you peace of mind as you move forward. (start here)  Onboard with IntentionBuild your Onboarding Flows (start here) Send invites to a small group you trust first Gather feedback, refine, and then roll out more broadlyA soft launch goes a long way. Connect What MattersSet up integrations with your essential systems (payroll, communication tools, etc.) (start here) Test early so everything runs smoothly from day one Creat Your Own Article For Your Employees!As you roll out Bob to your employees, you can also create a personalized, shareable article with step-by-step video guides tailored to your company’s workflows-Use this link to start- simply select the relevant product areas, add your own introduction, and generate a link to share with your team. The experience is fully localized, so employees will see content in their local language (if available) Intro Videos You Can Share With Your Employees-3 minute intro to HiBobIntro to Bob (for employees)Intro to Bob (for Managers) 🧭 You’re Not Alone — We’re Still HereEven though this cohort is wrapping up, your support ecosystem stays with you: Community – learn from other customers and share use cases  Training Village – step-by-step learning, anytime  Support Center – help articles and ticketing  Ask Bob – in-app AI guidance, right when you need it Bookmark them. Use them. Lean on them.  Final WordsLaunching Bob isn’t about perfection — it’s about progress.You’ve built strong foundations, and you’re ready to keep evolving from here.We’re cheering you on as you take this next step.Good luck, enjoy the journey, and we can’t wait to see what you build with Bob!  We need your feedback to keep improving! Please answer these few short questions about your experience!If you have questions, wins to share, or lessons learned — the Community is always open.Your Onboarding Team   Bob Launch Program Thu, 25 Jun 2026 08:26:05 +0200 https://heartcorehr.hibob.com/ai-innovators-315/bob-now-works-inside-slack-introducing-slackbot-hcm-beta-7920 Hi everyone,I’ve got some exciting news to share!Today, we're launching Slackbot HCM, a new native integration that brings people context from Bob directly into AI-supported workflows inside Slack. It allows employees, managers, and HR leaders to get answers and take action without leaving the flow of work. What we're launchingBob AI in Slackbot makes Bob available as a native Slack AI agent. Employees can ask Bob HR questions directly in Slack and get answers without leaving the app.This launch is also part of HiBob's broader open platform direction. Through capabilities like HiBob MCP, Bob can securely connect people intelligence to the AI agents, assistants, and business systems organizations already use. Why it mattersAI is only as useful as the context behind it. Business data can show what is happening. People context helps explain why it is happening and what leaders should do next.  What trusted context looks like in practiceThe same principle applies across everyday work:Employees checking their own leave balances Managers accessing team insights they have permission to view HR teams automating onboarding workflows across departments Leaders connecting workforce dynamics with operational performance Built on your existing permissionsSlack is not exposing new people data. Bob is bringing approved, permission-based context into Slack for the people who are already authorised to access it. Answers and available actions always follow each employee's existing permissions and field access in Bob. Good to knowThis feature is being rolled out gradually in a controlled beta. It requires a Slack plan that supports Slack as an MCP Client (Slack Enterprise). If you're on an eligible plan and want in, speak to your CSM. Want to go deeper? Ronni's Blog | HiBob and Slack: Connecting people intelligence to business action Help Centre Article | Slack integration with Bob AI in SlackBot (Beta)Explore HiBob MCP and see how Bob connects trusted people context to the systems where work already happens.I’d love to hear what you'd ask Bob first once it's in your Slack?  Feel free to drop any questions below :)  AI Innovators Thu, 25 Jun 2026 02:51:38 +0200 https://heartcorehr.hibob.com/bob-launch-program-240/june-workshop-4-recap-core-reports-integrations-documents-launch-preparation-7941  Hey everyone Thanks so much to everyone who joined our latest and last(!) Core Onboarding Workshop!This session focused on three key areas: getting your reports ready for go-live, connecting your integrations, and ensuring a smooth launch process in Bob. Click here to watch the full session Here  Do not forget to register to our upcoming (and last) Q&A session! Here’s a quick recap of what we covered in this workshop: 1. Reports- How to build and customize reports to track key metrics.- Tips for sharing reports with managers and leadership.- Scheduling reports and exporting data efficiently. Learn more Here   2. Integrations- Overview of the most commonly used integrations.- Troubleshooting and permission. Learn more Here   3. DocumentsWe showed how to organize and manage company documents, contracts, and templates in Bob — and how to share them securely with employees. Learn more Here   4. Launch Preparation- Key steps to finalize before go-live — from data validation to permissions.- Communication best practices for introducing Bob to your wider team.- Resources and checklists to make your launch day smooth and stress-free. Learn more Here   What’s Next- Make sure to clean sample data from your environment.- Import your people’s data into Bob, and Invite your employees to join!- Keep an eye on this space for updates on upcoming workshops and new feature releases. Watch the full recording Here Good Luck with the Launch and let us know here if you have any follow-up questions or tips from your own setup (you may drop them below, or as a separate question in the Community Hub)We need your feedback to keep improving! Please answer these few short questions about your experience!  Bob Launch Program Wed, 24 Jun 2026 15:48:25 +0200 https://heartcorehr.hibob.com/ai-innovators-315/hibob-s-ai-innovation-forum-7608 Hey all We’re putting together a small Innovation Advisory Board focused on HR and AI.This group will bring together builders and operators working at the edge of HR innovation, with a strong focus on AI and new ways of designing work. We’ll explore three core areas:Extending Data & Systems: Using integrations, APIs, and MCPs to take HR data beyond system boundaries and power new tools, workflows, and AI-driven experiences. Integrating Intelligence: Embedding external technologies, integrations, and AI agents into existing systems and day-to-day workflows. Reinventing Work: Rethinking org structures, roles, and skills in an AI-driven world.We’re looking for individuals and companies who are actively building and experimenting—whether fast-moving startups or innovators within larger organizations.Know someone (or yourself)? Apply here: https://forms.gle/VyU4jaBRiQDH23GL9We’ll start reaching out to a small group in the coming weeks.If you’re working on things that feel a bit ahead of the curve, I’d love to hear from you.Best, Josh, Head of Product Marketing at HiBob AI Innovators Wed, 24 Jun 2026 13:00:35 +0200 https://heartcorehr.hibob.com/israel-87/tasks-and-flows-הסדנא-הבאה-ב24-ליוני-7888   היי לכולם ב־24 ביוני בשעה 16:00 נקיים את הסשן הבא שלנו בעברית, והפעם נתמקד ב־  Bob בתוך Tasks & Flows - ניתן להצטרף באמצעות הלינק https://app.livestorm.co/hibob/tasks-and-flows-hebrew?s=f55ab393-5230-4e66-a20c-cfed48c0f4f6Tasks לבין Flows נדבר על ההבדל בין, מתי נכון להשתמש בכל אחד מהם, ואיך הם עובדים יחד כדי לחסוך זמן, לצמצם מעקב ידני ולעזור לצוותי משאבי אנוש לנהל תהליכים בצורה יעילה יותר.במהלך הסשן נציג דוגמאות פרקטיות מתוך המערכת, כמו קליטת עובדים, סיום העסקה, עדכון פרטי עובד, בקשות פנימיות, תזכורות למנהלים ועוד.  מחכות לראות אתכםשר ואוליביה Israel Wed, 24 Jun 2026 10:31:53 +0200 https://heartcorehr.hibob.com/bob-launch-hiring-program-274/company-profile-section-7936 Hi everyone,Following the question that came up on the session today, I wanted to clarify that the company profile section is shared primarily on the company's careers page within Bob Hiring.When you promote a job opening to external job boards or agencies via the Job marketing page, the focus is on the specific job description you create for each job opening. The company profile section is not included as part of these external job board or agency postings.I hope this clarifies itBestKeren Bob Launch: Hiring Program Tue, 23 Jun 2026 15:51:26 +0200 https://heartcorehr.hibob.com/bob-launch-hiring-program-274/june-hiring-session-1-recap-hiring-workshop-hiring-settings-recording-key-takeaways-7935  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 Tuesday!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!  Bob Launch: Hiring Program Tue, 23 Jun 2026 15:49:53 +0200 https://heartcorehr.hibob.com/israel-87/תודה-לכל-מי-שהצטרף-לסשן-ניהול-הביצועים-שלנו-ההקלטה-כאן-7782 תודה רבה לכל מי שהצטרף לסשן ה־Talent Management שלנו היה ממש כיף לראות את ההשתתפות, השאלות והשיתוף סביב תהליכי יעדים, הערכות עובדים ופידבק רציף לאורך השנה.כמו שהבטחנו, מצרפות כאן את ההקלטה של הסשן למי שרוצה לחזור על הדברים או למי שלא הצליח להצטרף בלייב:�Recording Link]נשמח כמובן להמשיך את השיח כאן בקהילה, אם עלו לכם שאלות נוספות, רעיונות או אתגרים סביב התהליכים שלכם, תרגישו חופשי לשתף נתראה בסשנים הבאים!Sher & Olivia Israel Tue, 23 Jun 2026 15:12:48 +0200 https://heartcorehr.hibob.com/bob-champions-270/share-your-talent-experience-with-nucleus-research-earn-a-50-gift-card-7934 Hi everyone Analyst Relations is looking for three Talent Management customers who are willing to participate in a short interview with Nucleus Research for their upcoming Talent Management Technology Value Matrix, scheduled for publication on August 25, 2026.A few details • Interviews are confidential — neither you nor your company will be named in the report• Responses will remain anonymous• The conversation on Zoom will take approximately 15 minutes• Interviews will be scheduled through July 29, 2026• As a thank-you, participants will receive a $50 e-gift card If you're interested in participating, please send the following to louis.gordon@hibob.io:• Name• Email address• Phone/mobile number• Company name• Job title• Country of residence We’d greatly appreciate your support in helping share the value and impact of Talent Management with the broader market Regards,Louis Bob Champions Tue, 23 Jun 2026 12:43:40 +0200 https://heartcorehr.hibob.com/bob-launch-program-240/annual-leave-in-hours-7930 Hello! A have a member of staff who is part time and works specific hours per day each week. 8 hours on Mondays, 6 hours on Tuesdays etc. As such, we need her annual leave to be tracked and recorded in hours not days. I have set up a unique holiday policy for her but I can’t see the ability to set it in hours. How can I do this? Bob Launch Program Mon, 22 Jun 2026 17:16:26 +0200 https://heartcorehr.hibob.com/united-kingdom-80/speaker-opportunity-key-ai-use-cases-across-hr-talent-16th-july-london-breakfast-roundtable-7923 We're looking for a guest speaker to join us at an upcoming Senior PE breakfast roundtable and would love to hear if anyone is interested!  Thursday, July 16, 2026 8:15 am–10:00 amLondon Our breakfast roundtables are designed to be intentionally organic, with plenty of time for discussion, questions, and peer-to-peer sharing. We're looking for someone to share a short customer story or use case - around 5 minutes - to help kick off the conversation. Our attendees are always engaged and full of questions, so the discussion tends to take on a life of its own. If you'd be interested in speaking, or would like to learn more about the format and timings, please get in touch. I’d love to chat with you! United Kingdom Fri, 19 Jun 2026 18:09:25 +0200 https://heartcorehr.hibob.com/norway-99/bob-and-nav-integration-7922 Hi, Does anyone know whether Bob will have an integration with NAV, and if so, at what time?  Norway Fri, 19 Jun 2026 15:33:10 +0200 https://heartcorehr.hibob.com/ai-innovators-315/what-are-the-use-cases-for-mcp-7880 What i am struggling with is what use cases there are for the MCP, i can't picture it yet. Is somebody willing to share and show what they have set up and how they are using it now?   AI Innovators Fri, 19 Jun 2026 15:31:16 +0200 https://heartcorehr.hibob.com/tasks-flows-170/set-up-notifications-and-approvers-for-default-flows-like-change-site-6390 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.   Tasks & Flows Fri, 19 Jun 2026 11:05:03 +0200 https://heartcorehr.hibob.com/employee-profile-and-fields-185/changing-the-work-email-of-an-employee-1742 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”  Employee profile and fields Thu, 18 Jun 2026 15:46:38 +0200 https://heartcorehr.hibob.com/bob-launch-talent-program-245/recap-june-talent-workshop-surveys-lifecycle-feedback-instant-feedback-1-1s-recording-key-takeaways-7919  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 front, and create tasks to automate them. Learn more Here   Instant feedbackCovered the “why” and the flow: instant feedback is for recognition, quick notes, or corrective coaching to support continuous improvement (and reduce surprises in reviews). Best practice: keep entries short, actionable and add private follow-up notes when needed.  Learn more Here   1:1sReviewed how to create recurring 1:1s, use shared vs private notes, and automate scheduling via Tasks/Calendar so managers spend less time on admin and more on development conversations. Templates and private notes help structure meetings and capture actions.  Learn more Here  Next steps / resourcesIf you missed the pre-work videos or want the step-by-step checklists, the short online courses in our Training Village will help guide you through the setup.We also encourage you to post implementation questions in the Talent forum (on this page).See you on our next session (next Thursday)!     Bob Launch: Talent Program Thu, 18 Jun 2026 15:42:11 +0200 https://heartcorehr.hibob.com/homepage-and-the-org-chart-162/why-the-percentage-in-our-people-doesn-t-match-the-work-site-distribution-7917 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.  Homepage and the org chart Thu, 18 Jun 2026 13:32:44 +0200 https://heartcorehr.hibob.com/docs-esign-169/allow-managers-to-cancel-esign-requests-7916 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.  Docs & eSign Thu, 18 Jun 2026 13:13:58 +0200 https://heartcorehr.hibob.com/the-advocate-club-309/customer-advocacy-at-hibob-7915  Hey everyone! I'm Umesh — I head up customer advocacy here at HiBob, and I'm so glad to be part of this group.I'd love to get to know you all a little better. What does advocacy look like for you? Are you someone who loves sharing your story, jumping on reference calls, or maybe co-creating content? I'm all ears!We have a customer advocacy program I'd love to tell you more about — and more importantly, I want to make sure it works for you, not the other way around.Feel free to drop me a message or reply here — always happy to chat!Umesh The Advocate Club Thu, 18 Jun 2026 12:53:46 +0200 https://heartcorehr.hibob.com/us-payroll-304/prepare-for-end-of-quarter-payroll-review-7914 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 and deduction configurationsAccurate employee information supports correct tax calculations and reporting.Review Tax Withholdings and LiabilitiesConfirm payroll taxes have been calculated and processed correctly, including:Federal income tax Social Security and Medicare taxes State and local taxes Employer tax liabilitiesIt's also a good idea to verify that required tax deposits have been submitted according to applicable filing schedules.Confirm Tax Account InformationBefore the end of the quarter, ensure all required tax account information has been provided and validated, including:Federal tax ID numbers State and local tax ID numbers Agency account numbers Newly issued tax registrations Updates to existing tax accountsMissing or incorrect tax account information can delay tax payments and filings, which may result in penalties, interest, or additional compliance requirements.If any tax ID numbers or agency account numbers are outstanding, provide the required information as soon as possible to help ensure taxes can be filed and paid on time.Important: If required tax ID numbers are not provided before the end of the quarter, tax funds associated with those agencies may be refunded to your organization. In that case, your organization will be responsible for filing the applicable tax returns and remitting payments directly to the appropriate tax agencies.Reconcile Payroll RecordsCompare payroll data across your systems to ensure consistency.Common reconciliation checks include:Payroll registers against the general ledger Payroll reports against tax filings Year-to-date totals against internal recordsRegular reconciliation can help identify discrepancies before filing deadlines.Review Benefits and DeductionsVerify that employee deductions and employer contributions are accurate, including:Health and insurance benefits Retirement contributions Garnishments and other withholdingsReviewing deductions each quarter can help catch unintended changes before they affect reporting.Validate Contractor PaymentsIf your organization works with contractors, review payments made during the quarter and confirm that:Payments were recorded correctly Contractors are classified appropriately Payroll taxes were not applied where they should not beAccurate contractor records support year-end reporting requirements.Common Issues to Watch ForSome of the most common quarter-end payroll challenges include:Missing payroll entries Duplicate payments Incorrect employee setup Outdated tax withholding information Missing tax ID numbers or agency account information Last-minute payroll adjustmentsAddressing these issues before filing deadlines can help reduce administrative effort later.Recommended Best PracticesTo help keep payroll records accurate and compliant:Conduct a payroll review before quarterly filing deadlines Verify all tax account numbers and registrations are on file Maintain supporting payroll documentation Resolve discrepancies as soon as they are identified Keep payroll, finance, and HR teams aligned on changes Process corrections separately when appropriateAfter Your ReviewOnce your review is complete:Finalize payroll data for the quarter. Confirm tax liabilities, deposits, and account information. Prepare any required quarterly filings. Resolve outstanding discrepancies before the next quarter begins.A consistent quarter-end review process helps support accurate payroll reporting, compliance obligations, and smoother year-end preparation.  US Payroll Thu, 18 Jun 2026 12:06:19 +0200 https://heartcorehr.hibob.com/us-payroll-304/us-benadmin-scheduled-maintenance-and-release-dates-for-2026-7912 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: March 28, 2026 — 12:00 AM–4:00 AM ETMay 16, 2026 — 12:00 AM–4:00 AM ETJuly 4, 2026 — 12:00 AM–4:00 AM ETAugust 22, 2026 — 12:00 AM–4:00 AM ETOctober 10, 2026 — 12:00 AM–4:00 AM ETDecember 5, 2026 — 12:00 AM–4:00 AM ETScheduled Releases The following releases are planned with no expected downtime: January 31, 2026May 28, 2026 (updated from May 26)August 26, 2026 If you plan to process benefits enrollments, eligibility updates, or other BenAdmin-related activities, consider these dates when scheduling your work to minimize potential disruption. US Payroll Thu, 18 Jun 2026 10:56:07 +0200 https://heartcorehr.hibob.com/settings-321/approving-payroll-for-viewers-editors-and-admins-7911 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.   Settings Thu, 18 Jun 2026 10:53:31 +0200 https://heartcorehr.hibob.com/employees-322/does-uk-payroll-enrol-employees-automatically-after-the-postponement-period-7910 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. Employees Thu, 18 Jun 2026 10:45:24 +0200 https://heartcorehr.hibob.com/france-203/how-are-you-handling-rest-days-in-time-and-attendance-france-7909 Hi everyone,We are currently implementing HiBob’s Time & Attendance and Time Off modules for our team in France, and we’ve hit a classic roadblock regarding weekend work, legal rest periods, and system limitations.We are trying to figure out the most compliant and smooth way to handle this in Bob without creating a massive administrative burden.The Situation & Legal Guardrails: Employees have a fixed Monday–Friday working pattern in Bob (reflecting a standard 35-hour week/annual day package framework). The CBA/Legal rule: If an employee works a Saturday, they must have a mandatory 35-hour rest period before returning (we ask them to take the following Monday off). Sunday work is generally avoided, but if it happens, it automatically disqualifies them from working Monday. The Compliance Requirement: Our legal counsel stressed that the timesheet must accurately reflect the actual days worked on the weekend for compliance tracking. The HiBob Limitations We’ve Hit: The Overtime Cycle Conflict: An employee can record hours worked on a weekend, no problem. However, because the cycle doesn't close until the end of the month, the system doesn’t allow overtime to be converted to Time Off in Lieu (TOIL) fast enough for them to officially book that immediate Monday off.  The Overtime "Free Reign" Risk: If we turn on auto-balancing (overtime & undertime), employees might start tracking every miscellaneous extra 15 minutes during the week as "overtime," creating an unmanaged surplus of OT when that isn’t the point of their contract.  The Missing Schedule Conflict: Because Monday is a pre-populated working day on their schedule, if they take it off to fulfill their rest period, the system flags their timesheet as being “incomplete”. Which means we would have to allow them to submit incomplete timesheets - another risk of data not being submitted accurately at the end of each month.  The Options We Are Weighing: Option A (Informal): Have them not record the weekend work in the system at all, and informally take the Monday off (untracked). Cons: Defeats the purpose of accurate time-tracking and legal compliance. Option B (The "Rest Day" Policy): Create a specialised "Non-working day / Rest day" Time Off policy with a robust approval process. Approach 1: Give it an unlimited balance; the employee requests Monday, and the manager manually checks it against weekend work to approve. Approach 2: Keep the balance at 0; People Ops manually adds 1 day to their balance after verifying weekend work, then the employee requests it. Option C (Timesheet Overrides): We allow them to submit "incomplete" or adjusted timesheets. They would manually add the hours worked on the weekend, and then manually set their clocked hours for that Monday to 0 hours.   Our Questions for French HR Teams using Bob: How do you allow employees to accurately log weekend work without throwing off your weekly/monthly overtime thresholds before the cycle closes? If an employee works a Saturday and must take Monday off immediately, how do you visually reflect that "Rest Day" on Monday in Bob without using their standard Holiday/RTT balances? For those using Option C, does overriding a scheduled day to 0 hours cause issues with your payroll reporting, or does it cleanly balance out the weekend hours within the same week? Have you successfully used a custom Time Off policy or specific working patterns to solve this? Would love to hear how other French companies or companies with similar CBA constraints have configured their workflows!Thanks in advance! France Thu, 18 Jun 2026 10:28:46 +0200 https://heartcorehr.hibob.com/usa-84/level-up-your-us-payroll-skills-enroll-in-our-new-course-7908 We know that US payroll requires compliance, precision, and the peace of mind that comes with knowing everything is handled correctly. We’ve heard from many of you that managing payroll can sometimes feel like an endless cycle of troubleshooting. That’s exactly why we built our brand-new US Payroll course.Whether you’re just starting your payroll journey or you're a seasoned pro looking to refine your workflows, this practical, step-by-step training is designed to help you shift from reactive troubleshooting to confident, proactive management. We’ll walk through the real-world scenarios, common pitfalls, and best practices that make the biggest difference in your daily payroll operations. Ready to get started? Register for the course We’d love to hear from you: What’s the one payroll challenge you’ve faced that you wish you’d had more guidance on?Drop a comment below—your experiences help us make these resources even better! USA Thu, 18 Jun 2026 09:31:53 +0200 https://heartcorehr.hibob.com/imports-187/why-you-can-t-import-into-historical-fields-in-bob-and-what-to-do-instead-5789 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 our Product team is aware of the need and it’s on their radar.Tips: Use custom tables for high-volume or annual updates, and build reports to show the latest row Use historical fields for changes that happen rarely, or when you need reliable one-value-per-person reporting Not sure which to use? Reach out—we’ll help you pick the best fit for your setup   Imports Thu, 18 Jun 2026 03:13:38 +0200 https://heartcorehr.hibob.com/ai-innovators-315/does-the-hibob-mcp-server-connect-ai-agents-to-key-features-in-bob-7741 YES! The HiBob MCP server connects AI agents to key features in Bob, including people data, time off, and tasks.With this integration, agents like Claude, Cursor, and Copilot can:Read and update employee data Access time-off records Retrieve and manage tasksYou can also use the MCP server to build your own agents or integrate AI capabilities into your internal tools.Supported agentsMCP is currently supported by:Claude Desktop Cursor Visual Studio Code Microsoft Copilot StudioMore agents may be supported in the future.MCP lets you take HR actions outside the UI, inside your chatbots, helpdesks, or internal apps. Instead of clicking through the platform, users can ask questions or issue commands in natural language and get real-time results wherever they already work.Are you using any of the above, and in what capacity? We’d love to know!  AI Innovators Wed, 17 Jun 2026 17:05:52 +0200 https://heartcorehr.hibob.com/legislation-323/recalculate-smp-after-a-pay-rise-alabaster-ruling-7902 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. This ensures the payment is included in statutory reporting and can be reclaimed correctly through the EPS submission. Legislation Wed, 17 Jun 2026 16:42:11 +0200 https://heartcorehr.hibob.com/legislation-323/set-up-small-employers-relief-in-uk-payroll-7901 If your organisation qualifies for Small Employers’ Relief (SER), you can reclaim more of the statutory family-related payments you make to employees through HMRC. From 6 April 2026, eligible employers can reclaim 109% of qualifying statutory payments, increased from the previous rate of 108.5%. Eligible employers can recover:100% of qualifying statutory paymentsAn additional 9% compensation This applies to:Statutory Maternity Pay (SMP)Statutory Paternity Pay (SPP)Statutory Adoption Pay (SAP)Statutory Shared Parental Pay (ShPP)Statutory Parental Bereavement Pay (SPBP) Note: Statutory Sick Pay (SSP) cannot be reclaimed. You may qualify if your total Class 1 National Insurance contributions for the previous tax year were £45,000 or less. If you're unsure whether your organisation is eligible, check with HMRC before enabling the setting. To enable Small Employers’ Relief in UK Payroll:Go to Settings > Policies.Under Statutory pay claims > enable small employer relief.  Once enabled, qualifying statutory payment claims will use the Small Employers’ Relief reclaim rate.  Legislation Wed, 17 Jun 2026 16:39:25 +0200 https://heartcorehr.hibob.com/running-payroll-324/setting-up-and-managing-payroll-payments-with-modulr-7900 This article explains how the Modulr integration works, how payroll payments are processed, and common setup requirements. For full instructions on how to set up Modulr, please see the Help Centre article: https://ukpayroll.hibob.com/hc/en-us/articles/31987965739793-Modulr-integration Modulr allows you to manage payroll payments directly from UK Payroll in Bob. To avoid setup issues, the integration should always be initiated from within UK Payroll, rather than creating an account directly with Modulr. Funding payroll paymentsPayroll payments must be fully funded by 11:59 PM on the night before payday. Manual and automatic paymentsYou can choose whether payments are triggered manually or automatically using the dedicated toggles within UK Payroll Settings. This applies to payroll-related payments, including:Salary paymentsHMRC paymentsAttachment of earnings payments Two-factor authenticationTo approve payroll payments through Modulr, two-factor authentication (2FA) must be configured. Without 2FA, payroll payment confirmations cannot be completed. Here is a link to the Help Centre for full guidance on setting up 2FA: https://ukpayroll.hibob.com/hc/en-us/articles/30386632048273-Confirm-payroll-with-two-factor-authentication#:~:text=go%20out%20automatically.-,How%20to%20set%20up%20two%2Dfactor%20payroll%20authentication,-From%20the%20left  Running payroll Wed, 17 Jun 2026 16:12:22 +0200 https://heartcorehr.hibob.com/time-attendance-174/configure-attendance-for-an-hourly-employee-7899 Use this guide to set up attendance correctly for employees who are paid hourly, ensuring their reported hours and payroll calculations are handled as expected. Before configuring attendance, update the employee's employment details:Go to the employee's profile.Open the Employment table.Set Salary pay type to Hourly. This setting ensures the employee is treated as an hourly worker for attendance and payroll purposes. Next, create a dedicated attendance policy for hourly employees rather than using the same policy assigned to salaried employees. Some attendance settings should be configured differently for hourly workers. When creating the policy:Go to the attendance policy settings.Review the Paid statutory and bank holidays setting.Disable this setting for hourly employees if you don't want holiday hours to be automatically added to their payable hours. If the employee works variable days and should only report hours on days they actually work:Open the employee's Employment table.Set the Working pattern to FLEXIBLE.Enter the appropriate FTE percentage based on the employee's weekly working hours. Using a flexible working pattern allows the employee to submit attendance only for the days they work, without requiring hours to be entered every day. After assigning the attendance policy to the employee, attendance can be managed through the attendance sheet. If adjustments are needed, use Quick Fix to record or update hours, then submit and approve the timesheet for payroll processing. Key configuration checklistSet Salary pay type to Hourly in the Employment tableSet Working pattern to FLEXIBLE in the Employment table (if applicable)Define the correct FTE percentageCreate a separate attendance policy for hourly employeesDisable Paid statutory and bank holidays in that policy when requiredAssign the attendance policy to the employee For additional details about attendance policy configuration, refer to the relevant attendance policy documentation. https://help.hibob.com/hc/en-us/articles/19045068293265-Set-up-an-attendance-policy Time & Attendance Wed, 17 Jun 2026 15:23:07 +0200 https://heartcorehr.hibob.com/tasks-flows-170/why-you-can-t-delete-the-payroll-or-self-triggered-task-folders-7898 The Payroll and Self-triggered folders are system-generated folders that come built into Bob by default. Because these folders are part of the system, they have built-in restrictions that prevent them from being deleted. If you try to delete either folder, you may see an error message after confirming the deletion. This is expected behavior and not a bug. These folders are reserved for specific task types, and Bob keeps them in place to maintain system integrity. Payroll folderCannot be deleted.Can be renamed if you'd like it to appear differently in your task list. Self-triggered folderCannot be deleted.Cannot be renamed due to stricter system restrictions. If you see an error when attempting to delete either folder, no action is required—the folder is working as designed. Tasks & Flows Wed, 17 Jun 2026 14:23:02 +0200 https://heartcorehr.hibob.com/tasks-flows-170/send-quarterly-reminder-tasks-using-a-scheduled-task-list-7897 Use a scheduled task list and a custom date field to automatically send quarterly reminder tasks. While Bob doesn't currently support fully automated recurring task lists, this setup provides a reliable alternative. Start by creating a custom date field in employee profiles. This field will act as the trigger date for the task list. Set the initial date to the beginning of the first quarter when you want the reminders to start. Next, go to Tasks > Task list settings, select Add new, and enable Add scheduling. Choose the custom date field as the anchor event for the task list. After creating the task list, add the quarterly tasks and configure each one to trigger based on a day offset from the anchor date:| Quarter | Trigger Offset || ------- | -------------- || Q1 | Day 0 || Q2 | Day 90 || Q3 | Day 181 || Q4 | Day 273 |  Configure each task as an Email task so the reminder is sent automatically at the scheduled time. You can assign the task to the relevant team members and customize the email content. Keep in mind that this setup must be refreshed each year. At the start of a new year, update the custom date field with the new annual trigger date. This can be done efficiently using a bulk import. This approach helps maintain a consistent quarterly reminder process without manually triggering the task list every quarter.  Tasks & Flows Wed, 17 Jun 2026 14:14:13 +0200 https://heartcorehr.hibob.com/time-off-173/remove-a-half-day-time-off-policy-without-creating-negative-balances-7896 Learn how to safely unassign a half-day time off policy from employees while preventing negative balances and removing the policy from attendance reporting. When a time off policy is unassigned during an active cycle, Bob recalculates the employee's entitlement based on the shortened assignment period. If employees have existing approved or pending requests linked to that policy, those requests remain in place and can cause balances to become negative after the policy is unassigned. To fully remove a policy and avoid balance discrepancies, follow the process below.Review existing time off requests associated with the policy.Go to Time > People's time off > Manage requests.Filter requests by:PolicyEmployee (optional)Date range (optional)Identify any approved or pending requests related to the policy that will be unassigned. Delete future requests linked to the policy.Select the relevant requests.Click Actions > Delete.Enter a reason if required.Confirm the deletion. Unassign the policy from employees.Go to Time off > Policy assignment.Select the relevant policy.Select the employees.Click Actions > Unassign policy.Set the effective date to the desired date (for example, 01/06/2026).Click Apply. This action can be completed in bulk for multiple employees.Review employee balances.Go to Time off > Policy balances.Select the relevant policy and employees.Verify that balances are correct after the unassignment. Adjust balances if required.Select the affected employees.Click Actions > Adjust balance.Set the effective date to match the unassignment date.Enter the required adjustment to bring balances to the desired value.Click Apply.*This action can also be completed in bulk. Why balances may become negativeWhen an employee is unassigned from a policy before the end of the policy cycle:The entitlement is recalculated based on the assignment period up to the unassignment date.Existing approved or pending requests are not automatically removed.Future requests linked to the policy continue to affect the balance unless they are deleted.As a result, the remaining balance may appear negative after recalculation.Attendance reporting Once employees are unassigned from the policy and any required balance adjustments are completed, the policy will no longer appear as an active policy for those employees from the effective unassignment date onward.    Time Off Wed, 17 Jun 2026 14:10:07 +0200 https://heartcorehr.hibob.com/time-attendance-174/time-off-request-approval-limitations-7891 Bob currently supports up to two approvers in a time off approval flow. If your organization requires additional approval layers or more flexible approver coverage, there are a few workarounds available, but some scenarios are not currently supported. Can I create a three-step approval flow?No. Time off policies support a maximum of two approvers. For example, a flow such as:HR generalistManagerExecutive approvercannot be configured natively in Bob. A common workaround is to use the two most critical approvers in the approval flow and use task lists or notifications to keep additional stakeholders informed. However, the third stakeholder will not be able to approve the request as part of the formal workflow. Can I assign a group of approvers instead of a single person?No. Bob does not currently support assigning a team or group as a time off approver. If multiple people need visibility into requests, consider using task lists or internal processes to distribute notifications. For manager-based approval scenarios, indirect managers can be granted permissions to approve requests within their reporting line. How do indirect manager approvals work?You can enable the following permission for the Managers group: View all fields, approve or decline requests that are pending approval of othersWhen enabled:Second-level managers can approve requests within their reporting hierarchy.Managers cannot approve requests outside their reporting line.The permission does not automatically send notifications when a direct manager is unavailable.Indirect managers must proactively review pending requests when needed. How can I change a time off approver?There are several ways to manage approvers depending on your setup. Change approvers globallyTo update approvers for all employees using the default approval flow:Go to Time > Time off settings > Approvers.Update the relevant approver settings. Change an approver for a specific employeeTo update approvers for an individual employee:Go to Time > People's time off > Policy balances.Select the employee.Click Actions > Change approver. This change applies to all policies assigned to the employee except policies that use a custom approval flow.Changes only affect future requests. Requests that have already been submitted keep their existing approvers. Change approvers in bulkTo update approvers for multiple employees:Go to Time > People's time off > Policy balances.Select the relevant employees.Use the bulk action to change approvers.  Set approvers at the policy levelTo configure approvers for a specific policy:Go to Time > Time off settings > Policies.Open the relevant policy.Click Actions > Edit.Open the Approval section.Select Create a custom approval flow and configure the approvers.  Why can't I change an approver for a specific employee?If a policy uses a custom approval flow, the approvers defined in that policy override employee-level approver settings. Because custom approval flows sit at the top of the approval hierarchy:Employee-level approver changes do not apply.Individual approvers cannot be overridden for that policy.Existing submitted requests cannot be reassigned by changing employee approvers.What can I do if a custom approver is unavailable? Current options include:Updating the custom approval flow to use a backup approver.Moving the policy back to the default approval flow and managing approvers through employee-level settings.Using indirect manager approval permissions where applicable. Is there a way to override a custom approver for a single employee?No. This is not currently supported.Organizations that use custom approval flows with approvers based on reference fields (for example, an employee's manager plus a specific executive approver) cannot currently replace an approver for a single employee without affecting the policy configuration. This limitation has been raised with the Product team as a product feedback request and is under consideration for future development. Time & Attendance Tue, 16 Jun 2026 18:31:27 +0200 https://heartcorehr.hibob.com/documents-reports-327/processing-p11ds-for-companies-that-cease-trading-mid-year-7890 If a company ceases trading during the tax year, HMRC allows P11Ds to be submitted using paper forms instead of requiring an electronic submission. This exception applies only to employers that have ceased trading during the tax year. All other employers must continue to follow the standard P11D submission process. Although the submission requirements have changed, all other P11D obligations remain the same, including meeting the applicable filing deadlines. One benefit of the paper submission option is that employers can submit their P11Ds before the end of the tax year. Electronic P11D submissions can only be made from 6 April, but paper forms can be sent earlier. This allows employers that have ceased trading to complete their remaining payroll and benefits obligations without having to wait until after the tax year ends. For employers that cease trading partway through the year, this can help simplify the offboarding process and reduce the risk of forgetting to submit P11Ds after trading has ended. Points to note:This exception applies only to employers that have ceased trading during the tax year. HMRC accepts paper P11D forms for these employers. All standard P11D obligations and deadlines still apply. Paper forms can be submitted before 5 April, allowing employers to complete their year-end obligations earlier. Electronic P11D submissions remain available only from 6 April onwards. Documents & Reports Tue, 16 Jun 2026 18:17:22 +0200 https://heartcorehr.hibob.com/employees-322/track-kit-days-during-maternity-leave-7889 Use this article to set up and track Keeping in Touch (KIT) days in Bob, report on approved requests, and avoid common issues with maternity leave and UK Payroll syncing. A simple way to manage KIT days in Bob is by creating a dedicated time off policy. To prevent overlapping leave records from causing payroll sync issues, we recommend excluding the KIT days policy from syncing in your UK Payroll settings. Set up KIT day trackingCreate a time off policy specifically for KIT days and use it for all KIT day requests.When configuring UK Payroll, exclude the KIT days policy from payroll syncing to help prevent issues caused by overlapping leave periods. Report on approved KIT daysYou can use Bob Reporting to track approved KIT day requests:Go to Analytics > Reports.Click + Add report.Search for Requests summary.Select the relevant approved requests report.Filter the report by your KIT days time off policy. This report will show approved KIT day requests that have been submitted through Bob. Pay employees for KIT days in UK PayrollYou can pay employees for KIT days by creating a one-off pay item in UK Payroll. Create a KIT Day pay item in UK Payroll settings as a one-off pay item.Open the employee's draft payslip in the relevant pay run.Add the KIT Day pay item.Enter the required gross amount. Check pension settings for employees on maternity leaveFor employees on maternity leave, pension contributions are controlled by the settings in the employee's maternity leave tab.If you expect a pension deduction for a KIT day payment but do not see one:Open the employee's profile.Go to the maternity leave tab.Review the pension settings configured for the leave period. These settings determine how pension contributions are handled while the employee is on maternity leave.  Employees Tue, 16 Jun 2026 18:08:47 +0200 https://heartcorehr.hibob.com/time-attendance-174/public-holidays-in-attendance-for-employees-on-a-flex-working-pattern-7887 This article explains why public holidays may show the full daily hours (for example, 8 hours) for employees on a flex working pattern with a reduced FTE, and what configuration affects the calculation. For employees assigned to a flexible working pattern, Attendance does not prorate public holiday payable hours based on the employee's FTE percentage. Instead, the system uses the hours associated with the day in the underlying full-time working pattern to calculate potential and payable hours. For example, if an employee works at 80% FTE and a public holiday falls on a day that is configured as 8 hours in the full-time working pattern, Attendance may show 8 payable hours for that public holiday rather than 6.4 hours (6h24m). Why this happens Flexible working patterns do not contain fixed daily working hours that can be used to determine a prorated value for public holidays. To calculate potential and payable hours, Attendance needs a daily hour value and therefore references the hours configured in the working pattern. As a result public holiday payable hours are based on the configured hours for the week day (Monday~Friday for example).  If public holiday hours appear higher than expected: Review the employee's associated full-time working pattern.Check the configured hours for the day on which the public holiday falls.Verify whether the employee is assigned to a flex working pattern rather than a part-time working pattern with defined daily hours.     Possible workaround If public holidays need to be reflected according to an employee's reduced FTE, consider reviewing whether a flex working pattern is the most suitable setup. In some cases, using a working pattern with defined daily hours may provide more predictable calculations. Alternatively you can submit a time off request on top of the public bank holiday, since the request is prorated based on employee FTE percentage, Payable Hours will reflect that percentage (for example 6.4 hours on a full day requested at 80% FTE)    Time & Attendance Tue, 16 Jun 2026 16:31:26 +0200 https://heartcorehr.hibob.com/time-attendance-174/how-bob-prorates-potential-hours-for-employees-with-flexible-working-pattern-7886 To calculated prorated potential hours Bob takes into account the base full-time pattern as well as the expected work hours in a week and the number of days in a cycle. In the example below, the employee is contracted for 16 hours per week and we will be working with a 21 work day cycle.   To calculate the employee's prorated potential hours: Bob divides the weekly hours by 5 working days (The Full-Time working pattern is from Monday to Friday).16 ÷ 5 = 3.2 hours per day And then multiplies that figure by the number of days included in the attendance cycle.3.2 × 21 days = 67 hours 12 minutes For this example the employee's logged hours are less than the prorated potential hours.Potential hours: 67 hours 12 minutesLogged hours: 59 hours 12 minutes   Difference: 8 hours   Because the employee logged 8 fewer hours than their prorated target, Bob displays an 8 hour attendance deficit. The attendance balance is based on the hours expected during the cycle compared with the hours actually recorded. If the logged hours are lower than the prorated target, a warning will appear. Time & Attendance Tue, 16 Jun 2026 16:23:44 +0200 https://heartcorehr.hibob.com/time-off-173/how-to-bulk-assign-unassign-time-off-policies-7885 Need to assign a time off policy to multiple employees at once? Here’s how to do it quickly and easily: 1. Go to Time > People's time off from the left menu. 2. Click the Policy Assignments tab. 3. Select employees using the checkboxes, or choose the entire list. 4. Click the Actions dropdown and select Assign policy. 5. Choose the relevant policy from the Policy dropdown. 6. Set the Effective Date: - You can choose a specific calendar date - Or select a Preset option based on an event (like Start Date) 7. Click Apply to complete the assignment.    Time Off Tue, 16 Jun 2026 16:05:09 +0200 https://heartcorehr.hibob.com/homepage-and-the-org-chart-162/how-to-hide-a-shoutout-from-an-employee-7884 To allow coworkers to share messages (for a retirement gift, for instance) without the specific employee viewing the post, you have two possible approaches. Option 1 : Restrict Shoutout Visibility Using Permission Groups (more complex) If you'd prefer the employee not to have access to shoutouts at all, you can adjust shoutout permissions. Go to System Settings > Account > Permission Groups.Open All People – Others Data.Navigate to Features > Shoutouts.Remove the permission to view shoutouts.   Next, create a new permission group:Click Create new permission group.Select Employee type.Name the permission group.Under People by condition, configure:Lifecycle = EmployedDisplay name (or Full name) ≠ the employee who is retiringUnder Features > Shoutouts, grant permission to view shoutouts.Save the permission group.   Option 2: Create a Custom Group and Target the Shoutout (Easiest) Create a group that includes all employees except the retiring employee, then use that group as the audience for the shoutout.Go to System Settings > Data Management > Groups.Click Create group.Give the group a name, such as Retirement Messages.Set conditions to include all active employees except the retiring employee:Lifecycle status = EmployedDisplay name (or Full name) ≠ the employee who is retiringSet the group's visibility to Public.Save the group.   Once the group has been created:Go to your Homepage.Create a new Shoutout.Select the new group as the audience.Publish the shoutout. Here is the end result and validation:   From everyone else's perspective:   From the perspective of who cannot see the shoutout:   Because the employee is not a member of the group, they won't see shoutouts posted to it. However, since the group is public, they can still see that the group exists. Important: Test this setup with a small group before using it for a live retirement announcement. Both approaches ensure all employees can continue viewing shoutouts except for the one employee. Homepage and the org chart Tue, 16 Jun 2026 16:01:45 +0200 https://heartcorehr.hibob.com/united-kingdom-80/recommendation-for-dei-training-course-7883 Hi,  I’m looking for recommendations for DEI training providers, ideally in unconscious bias, but I'm open to suggestions. I was imagining something fairly light, perhaps 45-1.5 hours, could be e-learning or live-learning? For employees and leaders.  Thanks, Josephine United Kingdom Tue, 16 Jun 2026 14:10:49 +0200 https://heartcorehr.hibob.com/time-off-173/monitor-new-hires-missing-time-off-policy-assignments-7882 HiBob does not currently offer an automated alert for employees who were not assigned time off policies during the onboarding process. However, you can use the following methods to regularly review and verify policy assignments. To review upcoming and pending policy assignments:Go to Time > Time Off Settings > Policies > Policy Balances.Add the Next policy assignment column to your view.Add the Future assigned people column.Filter the list to employees with a Hired status.Review the results to identify any employees who may be missing an expected policy assignment.   You can also review assignment activity using a report:Go to Analytics > Reports > Time Off > Policy Assignments Summary.Review the results to confirm which employees have been assigned the expected policies.  If policy assignments are not occurring automatically, review your new hire flow configuration:Go to System Settings > Flows > New Hires and Onboarding.Check the time off policy configuration in the relevant new hire template.Make sure only one policy per policy type is selected. When multiple policies of the same policy type are included in a new hire flow, automatic assignment will not occur, and policies must be assigned manually. For employees who were missed during onboarding:Go to Time > People's Time Off > Policy Balances.Select the employee.Assign the appropriate time off policy manually. Running a regular review from the Policy Balances page can help catch missing policy assignments before an employee's start date. Time Off Tue, 16 Jun 2026 13:52:34 +0200 https://heartcorehr.hibob.com/employee-profile-and-fields-185/how-to-delete-or-amend-custom-table-data-in-bulk-7881 Use this process when you need to correct, replace, or update a large amount of data in a custom table. Export the existing custom table data as a backup.Go to Analytics > Reports > Add new > use a template > and run the report using the custom table's designated report template. Tip: add a column for work email, it will help you later. Export and save the file.(Important) Rename the current custom table for distinction.Go to System Settings > People's data fields > and rename the table (for example, change Custom table to Custom table (incorrect data)). Create a new custom table and add the fields (columns) you need in the new table.Make sure the structure matches the data you plan to import. You can name the table and the fields like they were before. Archive the old custom table.All data stored in the old table will be archived with it.Import the corrected data into the new custom table.Update the exported backup file with the correct data. Verify that all columns in the file match the fields in the new custom table. Use the Import table data tool to import the file into the new custom table. Employee profile and fields Tue, 16 Jun 2026 13:48:03 +0200 https://heartcorehr.hibob.com/job-catalog-172/the-exchange-rates-in-settings-financials-influence-work-force-planning-and-not-reports-or-dashboards-4127 You can upload new exchange rates by preparing a spreadsheet with the source currencies and their preferred exchange rates, and then import this spreadsheet into Bob via System Settings > Data Management.These updated currencies and exchange rates will appear under Financials > Currencies in the Exchange rates table, reflecting the source currency, exchange rate, effective date, and the target (default) currency. For reports, Bob automatically pulls exchange rates from openexchangerates.org, updating them at the start of each month. Salaries recorded in local currency are converted to default currency in reports, and you can select to convert all salaries to your default currency. It’s important to note that exchange rates impact position costs, especially when dealing with positions in different currencies. Make sure that exchange rates are defined and up to date for all positions, as positions without cost or accurate exchange rates will be excluded from metric calculations in Workforce Planning. Job Catalog Tue, 16 Jun 2026 12:00:26 +0200 https://heartcorehr.hibob.com/time-attendance-174/how-to-switch-between-projects-throughout-the-day-in-attendance-7879 If you work on multiple projects during the day, you can switch projects while tracking time or add separate work entries to ensure your hours are allocated correctly. Switch projects from the homepage Attendance widgetWhile your timer is running, click Switch project in the Attendance widget on the homepage and select the project you'd like to track time against.  Switch projects from the My Attendance pageYou can also switch projects directly from the Attendance widget on the My Attendance page. Open My Attendance. Locate the Attendance widget. Click Switch project and select the relevant project.    Add multiple work entries when editing a timesheetIf you're updating your timesheet manually, you can add separate work entries for each project you've worked on during the day. Please see the .GIF below. Open your timesheet. Edit the relevant day. Click Add work entry. Enter the time worked and select the appropriate project. Repeat for any additional projects.   This allows you to accurately track time spent across multiple projects within the same day. Time & Attendance Tue, 16 Jun 2026 11:25:26 +0200 https://heartcorehr.hibob.com/employee-profile-and-fields-185/display-name-behaviour-during-name-changes-7878 By default, Bob automatically calculates the Display name combining the following fields:- First name- Middle name- Last name As long as the Display name matches this combination, it remains automatically linked to those fields. What Happens During a Name Change When an employee updates their:- First name- Middle name- Last name Bob checks whether the Display name was following the automatic naming logic up to that point.If it was, the Display name is automatically updated to match the new values. ExampleOriginal values:- First name: John- Middle name: —- Last name: Doe- Display name: John Doe Updated values:- First name: John- Middle name: Michael- Last name: Smith Because the Display name was matching the First, Middle and Last names up to that point, Bob automatically updates it to:- John Michael Smith How to Prevent the Display Name From Updating Automatically To stop the Display name from combining the First, Middle, and Last name fields, the Display name must be manually customized, whether in the profile or via a People Data Update flow. Simply leaving the existing value unchanged is not enough if it still matches the automatic naming logic. Instead:1. Clear the Display name field2. Manually type the preferred Display name3. Save and submit the flow This breaks the automatic link between the Display name and the other name fields. After that, future changes to First, Middle, or Last name will no longer overwrite the Display name automatically, as long as it remains different from the combined name values.  Employee profile and fields Tue, 16 Jun 2026 10:46:41 +0200 https://heartcorehr.hibob.com/learning-242/make-third-party-learning-courses-recurring-7875 Recurring courses are not supported for courses synced directly from third-party providers such as Go1 and LinkedIn Learning. As a workaround, you can recreate the course in Bob and then set it up as a recurring course: Open the course in Go1 or LinkedIn Learning.  Download the course content from the provider.  In Bob, create a new course and upload the downloaded content.  Configure the course settings as needed.  Enable the recurring course option when setting up the course. Once the course is recreated in Bob, you'll be able to schedule it as a recurring course. Note: This workaround requires maintaining a separate version of the course in Bob. Any updates made by the third-party provider won't automatically sync to the recreated course.  Learning Mon, 15 Jun 2026 18:33:17 +0200 https://heartcorehr.hibob.com/reports-177/how-job-and-job-history-columns-behave-in-analytics-reports-7874 When building Analytics reports with job assignment data, it’s important to understand the difference between the "Job" and "Job (history)" columns, as they return different results.  Using the Job Column If you add only the Job column to a General report, the report:- Generates one row per employee- Displays only the employee’s latest jJob profile assignment- Does not automatically add an Effective date column This means the report only reflects the employee’s current assignment. Using the Job (history) Column If you add the Job (history) column, the report automatically:- Generates separate rows for each Job profile assignment- Adds an Effective date column to the report- Displays historical Job profile assignments Important LimitationWhen the same Job profile is assigned multiple times in an employee’s profile with different effective dates, Analytics reports do not display every effective-dated assignment row. Instead, the report only includes the earliest assignment for that Job profile sequence. Because of this:- Some effective-dated rows visible in the employee profile may not appear in the report- The row shown in the report may not match the row currently marked as active in the employee’s Jobs table  Reports Mon, 15 Jun 2026 18:30:53 +0200 https://heartcorehr.hibob.com/compensation-management-179/hourly-salaries-show-as-0-in-compensation-worksheets-using-annual-or-monthly-pay-periods-7873 If employees with an "Hourly" Pay period set in their Salary table appear with "0" under the "Current base salary" column in a compensation worksheet, the issue is likely related to missing permissions for the Employment category section history. This only occurs when the worksheet Pay period is set to:- Annual- Monthly If the worksheet is set to Per participant, the salary displays correctly even without Employment section history permissions.   Why This Happens When the worksheet view is set to "Annual" or "Monthly" Pay periods, Bob needs to calculate the salary value for employees whose pay period is set to Hourly. To perform this calculation, the worksheet uses information stored in the Employment category, including section history data. If the planner does not have permission to view:- The Employment category- The Employment section histories the worksheet cannot calculate the salary correctly, causing the value to appear as 0. How to Resolve It Grant the planner:- View access to the Employment category- View access to Section histories for the Employment category  After enabling both permissions, the worksheet should correctly display salary values for hourly employees when using Annual or Monthly pay periods. Compensation management Mon, 15 Jun 2026 18:28:24 +0200