In the personnel file, in the Employment tab, click on the dropdown (of the employments) and select the active employment. Then click on "Edit" to set the employment as the main one.

After the successful change, you must now transfer the outstanding absence days to the new employment. You do this as follows:

In the employee's absence management, check whether he or she has recorded an absence (such as leave) that would be taken during the period of the new employment
a. if so, delete that absence and record the identical absence for the new employment. If a workflow is active for creating absences, the approval process will be triggered again.
b. if no, you do not need to do anything with the absences
Make an adjustment entry to the absence account of the old employment: The remaining vacation days* that would be forfeited after termination of employment must be debited from the account
Make an adjustment posting again for the absence account of the new employment: The remaining leave days* that were deducted from the old employment must be added back here. The employee should now have all of their remaining entitlement on the new employment. Repeat step 1&2 of the transfer for each absence account that has claims stored (e.g. vacation).

If you also use our Track module, please remember, as mentioned at the beginning of the article, that the overtime hours of the old employment in Track must be transferred to the new employment via an adjustment entry.

*Days to which the employee would have been entitled at the time of termination of employment, but did not take, are referred to as remaining days of leave. The entitlement for the new employment is automatically calculated from the start date of the employment up to and including the end of the defined validity period of the absence type.

Employment (add, adjust, delete)

Employment (add, adjust, delete)