Can Peepel pass a phased return to work on to my social secretariat?

Yes. Peepel generates the return days, keeps the illness period continuous, and sends the block along on the contract to payroll. You don't have to book the days separately.

What if someone comes back to work for us after a while?

That person keeps one record with several periods. Every period has its own history and leave balances are read across all periods together.

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In one sentence: Peepel now works out the HR exceptions you used to solve by hand - a part-time return to work after illness, a collective closure, and someone who comes back after a while.

Most HR software runs smoothly as long as everyone is employed full time and stays that way. The hours go into the cases outside of that. August was about exactly those cases.

In short

A part-time return to work after long-term illness is now planned entirely in Peepel, including the hand-off to your payroll
Before you save a collective closure, you see what that day costs per person
Someone who leaves and comes back later stays one person with one history
The HR chat creates your recurring tasks and checklist templates
Your employees are notified as soon as a new document is ready for them
Plus twelve smaller improvements in leave, pay and contracts

Planning a part-time return to work without the maths

Someone returns to work part time after long-term illness. Until now that meant: working out yourself which days she works, booking those days one by one, and figuring out afterwards which code has to go to the social secretariat.

Peepel now recognises the phased return as soon as it comes in from payroll, and derives the start date from the absences already on file. From that person's calendar you start the return, confirm the date, correct an ongoing return or withdraw one. Peepel generates the days, keeps the illness period running across them, and sends the whole thing on to your payroll. You only see the people in your own leave teams.

See what a collective closure costs your people, up front

The bridge day in May, the week between Christmas and New Year: you fix the day and find out afterwards who pays a leave day for it and whose request gets rejected as a result.

Mark a day as a collective closure now and Peepel warns you up front what that day costs. After saving you get an overview per person: who loses a day, who gets one back, and which pending requests were rejected. Those employees are emailed about it automatically. A closure that would push someone into the red is blocked before you save.

Public holidays and collective closures have also been pulled apart. They lived in the same model, which produced duplicate holidays and counters that didn't add up. If a public holiday falls on a day someone doesn't work anyway, that person gets a replacement day back: Peepel derives how many days that is, the employee schedules them herself, and her card shows how many are still open. The country that determines which public holidays someone is entitled to is now set per person, with your organisation's country as the default.

People who come back don't have to be rebuilt

An employee leaves and comes back a year later. Two periods, one person - and in most systems two records.

Peepel now treats that as business as usual. Every period has its own history, a timeline at the top of the record takes you from one to the other, and leave balances are read across all periods together. Two things that used to cause confusion are fixed: a future contract was read as a departure, and the person card incorrectly showed the end date of the current period. It now shows the end of the whole employment. Flexi employments can also be recorded as verbal, written or liability-based.

Change a work schedule and Peepel waits until your payroll has processed it, then shows the new contract line right away. While that runs, the notification tells you which social secretariat it concerns.

Tell the HR chat what has to happen every Monday

"Remind me every Monday about that week's new starters" used to go nowhere. The HR chat now lists your recurring tasks, creates them and adjusts them, with a confirmation before anything is set. It also creates checklist templates and starts a checklist from an existing template. Checklists themselves now support team permissions.

Your employees no longer have to ask whether their payslip has arrived

A payslip or a certificate came in and nobody knew, until the question landed with HR. From now on the employee is notified as soon as a document is ready for her: on an import from payroll, on an upload by HR, and as soon as a contract is signed. If several documents arrive at once, they are bundled into a single notification. This is on by default.

More improvements this month

Requesting and approving leave

Adjust or delete several days at once
A blocked approval now tells you why
Daily limits in half days
Leave types can be allowed per type for freelancers
Book leave with a date in the past
Days the company booked for someone can't be deleted by that person, with the reason shown

Pay and costs

A custom name per pay element
One-off corrections in a month that isn't closed yet
A warning before you delete a pay type still in use
Hourly rates with four decimals, including in the history

Contracts

Peepel asks why a contract is part time
Expired signature requests can be extended

See you next month

August was about the cases you normally work out yourself. Every month we take another piece of manual work out, until HR simply works the way it should. Is there something that still costs you too much time? Let us know - it often lands on the list sooner than you'd think.

Best, Michiel