absence management in workday

What’s new in Workday 29 for Absence Management? Well, quite a great deal in fact! The most noteworthy of these is the intro of Rolling Balance Periods within the Time Off functionality. For those who have already implemented Workday, this should make you feel thrilled, for those who are thinking about it– continue reading!

Up until now time-off’s in Workday have been restricted to a Fixed Balance Duration (holiday year) such as January to December or April to March and so on. In a lot of applications, this works remarkably, as a lot of these leaves follow this pattern; benefits are granted on a yearly basis, until the next entitlement. Sadly, there is a limitation when it involves illness. Entitlements for health issues have a tendency to follow a 5 (not fixed like the last 12 months instances).

In other words, as opposed to the employee getting 10 days of sick allowance at the beginning of the year and this being refreshed every year, employees will usually have an allocation of 10 days granted on the first day of health issues and available for the next 12 (or more) months. If an employee has used these 10 days they will not become available until the next 12 months after the initial day of the sick leave request. There have been some workarounds to facilitate this previously, but all these have involved manual effort and offline tracking of balances, including pressure and room for error within the neighborhood Human Resources Team.

Solutions Up Until Now

Workday does support Rolling Balance Time offs within the Leave of Absence capability of the Absence Management module, nonetheless, this is designed to hold longer types of leaves, such as maternal or long-term disability, etc. An additional manual process is needed to return employees from a Leave of Absence, increasing work and processes into the Human Resources team— particularly for “Leaves” that period a couple of days. For that reason, we don’t typically suggest using Leave of Absence to support Rolling Balance Periods for shorter absences. In the past, that suggested consumers would need to use the basic Fixed Balance Period within Time Off and manually track benefits by keeping them offline or calculating as requests came through. This also has overhead to HR but means one less manual process/approval chain in Workday. Both circumstances were far from perfect and took away from the power of Workday’s Absence Component.

What Does This Mean for Me?

If you are just starting your Workday journey this is a good time to be carrying out Absence– the performance is a lot more effective than ever before and permits a lot of what would otherwise be manual processes to be run automatically in the background. The Reporting capabilities in Lack have additionally been raised substantially within this new launch offering large organizations a really clear indicator of benefits and occasions processed through Workday. 3rd party systems or procedures can finally be eliminated from the formula and Workday can take control of as your one comprehensive source of truth for all things Absence Related.

If you are an existing Workday customer this could be a time to think about retrofitting your arrangement for Absence– especially if you applied Workday several releases ago. From an end-to-end procedure point of view, making these updates will take a lot of stress off local HR groups who have to keep balances up to date offline or manually keep returning employees from sabbatical. An investment in updating your setup now would conserve many hrs of time both running procedures and tracking entitlements/events in a 3rd party system or excel etc. If a third party system is being used to track balances this can be deprecated, saving money on licensing costs. This retrofit might also integrate a number of current Absence updates that include the Unified Absence Experience (Time offs and Leave of Absence requests are both fits in the Absence schedule and show up seamless to employees)– and the new performance around team time off schedules which provides the employee with a view of their peers’ absences to help plan their own time off from work.

Conclusion

The bottom line, if you count on the power of Workday and what it can do, then you need to believe in the power of Workday Absence Management as well!

Also, for more such informative and engaging articles on Google Cloud Platform, feel free to visit our website.

At ZaranTech we offer self-paced online training on Workday Absence Management. To learn more about our courses, feel free to visit our website.

In the end, as always, thanks for reading, and remain safe around!

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