When you create a time off policy, if you want it set so that an employee is allocated a set amount of hours or days at the beginning of a period e.g a calendar year, you need to create a non-labour based policy.

To set this type of policy, you must make sure you select to allocate time off per year and accrue, then your relevant period e.g annually.

You must then choose what you want Sage HR to consider to determine working days and daily working hours for this policy.

Using calendar settings

This setting means that days in the calendar will be looked at as a basis when time off requests are made and remaining allowance is worked out.

Default working hours

When choosing Calendar settings you also need to enter the default working hours. This is important in calculating remaining time off.

EXAMPLE: If someone takes a part-day, and takes 4 hours off, and their default working hours are 8, then the time off policy balance will go down by 0.5 days.

Count weekends as work days

If employees work weekends, and you want to treat weekends as work days for time off when time, select Count weekends as work day.

When enabled, all time off requests falling on weekend days are counted against the time off policy allowance.

📎NOTE: Weekends are determined by an employee's employment status, where you can override default weekend days e.g. make Monday and Tuesday someone's weekend days.

Count public holidays

If employees can be expected to work on public holidays, so you want to treat these as work days for employees, select Count public holidays as work days.

When enabled, all time off requests falling on public holidays are counted against the time off policy allowance.

📎NOTE: Depending on how your company records time off on public holidays, even if they aren't work days, this may dictate whether you use this setting or not.

Using working pattern

This setting means an employee's remaining time off allowance is deducted based on their working pattern.