1H 2022 Release Highlights of SAP Best Practices for SAP SuccessFactors Time Management
Hope you are doing fine.
I am excited to share the new features that we are planning to deliver as part of Best Practices package for Time Management 1H 2022 via the upgrade center. We have some new features (new country localizations) along with enhancements for existing countries
Disclaimer: Please note these features are currently available only on preview and are in planned state. The final list would be updated on RTC or production date for 1H 2022.
We now provide localized configuration for Croatia (HR) Time Off. By applying the country-specific configuration block, you will get sample configuration for various leave types like Vacations, Illness, Study Leave, Maternity/Paternity etc. The list is huge and contains more than 40 time types . Hence I will only focus on some important time types in this blog
In Croatia, the vacation rules are derived from various data points derived from Employee’s Personal and Job information attributes. Below is the table which states these sample rules
As you can see from above, we have separate sub quotas depending on employee’s age, Job code, Number of children less than 15 years , Challenge data etc.
These sub quotas are aggregated together and the sum of all are provided as yearly accruals to the employee. The vacation cycle is from Jan to Dec but bookable until end of June of following year
There is also a recalculation support to revise the accrual amount in case of data changes. For example, if a new child is born in between an accrual year, the total quota is increased by 1. Example Say the employee had 25 days of accrual. The recalculated quota for the entire year becomes 26 days.
There is also a proration of accruals in case the employee is hired in between a calendar year
There are four sickness type depending on who pays it (employer or insurer)
Sickness (by employer) – 42 calendar days paid by employer
Sickness (by Insurance, 70%) – Max. 6 calendar months and 70% paid
Sickness (by Insurance, 80%) – Max. 12 calendar months and 80% paid
Sickness (by Insurance, 50%) – More than 18 months of above two absences and 50% paid
The fundamental rule for availing the above sickness for an illness is that these leaves should be requested consecutively if they are related to the same sickness/illness event. Hence appropriate counting mechanisms and validations are delivered in best practices to ensure that there are no gaps in between leaves belonging to same sickness in case the employee requests for Sickness leave with multiple types ( By employer, 70%, 80% etc…)
Last but not the least, we do have a leave statement which can be generated for an employee on an yearly basis. The following is the sample generated letter for an employee hired in 2022
Document generation templates and rules are currently not part of the automation. Hence you would need to download the workbook for Time off Croatia (Which can be done via upgrade center as well) and perform the configurations manually
Some of the key points which are delivered as part of Turkey Localization are
- Accruals – The vacation accruals are based on seniority and age of the employee. The account validity starts from Hire anniversary of the employee
- Birthday – Birthday leave can be taken only once and it is restricted to the Birthday Month
- Marriage – Marriage leave is restricted to a maximum of 3 consecutive days for a given marriage event
- Maternity/Paternity Leave – They have certain limit based on local laws and regulations
Concurrent Absences Netherlands
Concurrent absences in Employee Central Time Off has been a legal requirement in many European countries like: The Netherlands.
Use Case for Netherlands:
Any Illness shall be reported to the employer within 24 hours with an undetermined end date(high date i.e 31.12.9999) and any existing future vacation overlapping with the Illness shall not be cancelled but should remain active and should also be replicated to Payroll. The payroll aspects are not handled in best practices directly and would require further config from customer/partner side. In best practices, the configuration to support concurrent absences along with alerts are delivered
In a nutshell below process is automated
This is shipped as an enhancement to Netherlands Time off Best practices
Saudi Arabia Sick Leave
Often in middle east countries, we come across a requirement for sick leave where the validity is not something which is fixed i.e based on hire anniversary or Jan- Dec etc. The validity varies based on some conditions. Below is a sample requirement which we see typically in these countries.
- Employee is entitled for 120 days in a sickness year
- Sickness year is a year that starts from first Sick Leave request and ends after one year
- If employee request a sick leave after the end of previous sickness year, a new sickness year starts and so on, a gap between sickness years is possible
- The first 30 days of the 120 days are paid, the next 60 days are 75% paid then the last 30 days are unpaid à These slabs (absence distribution) are a payroll activity, and we will not cover this part in EC
The above requirement is now automated and delivered as part of best practices for Saudi Arabia
You can also find more details around this in my blog :
For UAE we had some changes in local laws with regard to some leave types. The recommendations to handle these changes and sample rules are incorporated as well in best practices automation
Some of the key changes are:
- Maternity leave: Workers are entitled to 60 days’ maternity leave as follows:
- The first 45 days are fully remunerated
- 15 days, followed by half pay
- Extended Maternity Leave: A worker who has exhausted her maternity leave may cease her unpaid work for a period not exceeding forty-five (45) consecutive or intermittent days if the interruption is due to illness or injury to her child resulting from pregnancy or childbirth and cannot return to her work. This is handled via Adhoc Accounts.
- Sick leave for Infants: New mothers of sick infants or infants with special needs are entitled to a 30-day paid leave continuously after completing their initial maternity leave period, renewable for another 30 days without pay
- Sick leave during probation period: The worker is not entitled to paid sick leave during the probation period; however, the employer may grant them unpaid sick leave, based on a medical report issued by the medical authority that includes the need to grant the leave
- Mourning/Compassionate leave: Compassionate leave is generated based on family relations.
- Parental leave: 5 working days to take care of the child
Time Sheet Notifications
In most industries especially in health care, their employees are spread across different geographical locations, and they need to meet some customer policies. Their important ask is Attendance marking in SF EC module. They would like to trigger a notification mail by the next day’s early hours if employees haven’t marked their attendance for the previous day. And this is a recurring mechanism that needs to take place for employees every day.
You can refer to more details in my blog:
Now this is also automated and part of our Time Sheet Core upgrade. Interested customers who would like to implement these notifications can use Time Sheet Core upgrade
For all the features above, you can refer to upgrade centre in your instance (as listed below) and click on relevant upgrade if you wish to use them
This is it for now. I will be back with some more interesting updates on best practices and time management solutions in the upcoming release for 2H 2022
Hope you enjoyed reading this blog and I look forward to seeing some adoption around these new features.
If you have any questions about time management best practices, please do reach out to us on
Thanks & Best Regards
Senior Product Specialist for Best Practices SuccessFactors HXM