Employee changes
Review employee changes, apply them on the right date and preserve the history behind every decision.
last 30 daysdue todayStatusActiveOnLeaveEnded
Prepare a change that can be reviewed
The request records the employee or organizational subject, proposed before-and-after values, reason and effective date. It retains the actual preparer and material editors. An authorized Manager can request a team change; HR Specialist prepares only the delegated scope their current grant permits.
Delegated preparation is bounded by person, subject, action and time. It does not give HR Specialist unrestricted permission to edit accepted employment history or acquire an approval role. Revocation or expiry prevents further delegated action.
- State the effective employer, position and reporting relationship.
- Identify the employment episode and affected assignment.
- Keep requested timing separate from the time the change is recorded.
- Resolve stale record versions before submitting a revised proposal.
KindHireRehireSubmitted
- HRC-60858 YW 220 in 11 d
- HRC-46413 ZA 250 in 10 d
- HRC-47343 TA 880 3 d
- HRC-29157 CT 420 5 d
- HRC-69564 WK 440 in 6 d
HRC-60858
- Employee
- YW
- Kind
- Hire
- EffectiveDate
- 28 Sep
- Status
- Submitted
- PreparedBy
- WP
Make the approval apply to the exact proposal
An independent HR Manager reviews the content and its affected domain scope. The subject, requester and material editors cannot turn a second role into independent approval. Where technical configuration or a broader import needs Admin sign-off, that remains additional to the HR decision.
Changing the employee, dates, organization or material scope invalidates the earlier decision. Approval of one revision cannot authorize another. The accepted proposal retains the decision identity, evidence and current authority used at review.
| State of the work | What it establishes |
|---|---|
| Prepared proposal | A requested change with supporting facts |
| Approved revision | Authority for that exact reviewed content |
| Scheduled change | A future effective event, not today’s employee state |
| Applied result | The recorded effective outcome and linked history |
StatusActiveOnLeave
Apply the event at its effective boundary
Future changes remain scheduled until their conditions and effective boundary are met. A future hire does not immediately increase employed headcount, and a scheduled termination does not instantly remove an employee who is still employed today.
Applying a change updates the current employee projection, employment episode and affected position assignment together. Employment and position history retain the event’s effective time separately from its recording time. Capacity and overlapping assignments are checked again where the approved action requires them.
A termination date is the first nonemployed date for the ended episode. The previous assignment and employment history remain available. Rehire creates a new episode linked to the same verified person, preserving the earlier break and reviewed rehire eligibility.
Terminationlast 30 daysdue todayApplied
| Employee | Effective Date | From Department | From Manager | Separation Class |
|---|---|---|---|---|
| WC | 26 Aug | DPR-110 | DR | Voluntary |
| HE | 01 Sep | DPR-150 | VY | Involuntary |
| AH | 05 Sep | DPR-110 | TH | Retirement |
| FW | 08 Sep | DPR-140 | WV | EndOfContract |
| LL | 22 Aug | DPR-120 | SA | Other |
| XJ | 04 Sep | DPR-120 | ME | Voluntary |
Coordinate absence and return to work
Leave-of-absence start and return are explicit lifecycle events where the approved policy requires them. An employee can remain employed while shown as on leave. A return event restores the appropriate current operating state without creating a second hire or losing the original assignment history.
Routine day-based leave and its balance ledger remain separate from employment-state changes. A request for future absence does not immediately mark the employee away, and a leave cancellation cannot silently erase a previously applied employment event.
Manager receives operational dates and status needed to coordinate the team. Protected medical information, reasons and documents retain their own access classification throughout the request, decision, history and notification paths.
NextAnniversary >= todaynext 30 daysStatusActiveOnLeave
Correct history with its consequences visible
A cancellation before application preserves the cancelled proposal and releases its unused effects through the guarded workflow. A correction after application links to the original change and reconciles later employment, assignment, access, leave and obligation history as required.
Backdating cannot overfill a position, create overlapping employment or rewrite later decisions without review. The original event remains traceable, including what was known when it was recorded. Technical deletion or direct editing of accepted history is not a substitute for that correction.
You
| Employee ID | Full Name | Position.Job Title | Department | Location |
|---|---|---|---|---|
| EI-271 | 830 | Pending emp-280 | DPR-110 | LCT-110 |
| EI-260 | 200 | Active emp-391 | DPR-130 | LCT-120 |
| EI-689 | 770 | OnLeave emp-744 | DPR-130 | LCT-110 |
| EI-548 | 370 | Terminated emp-885 | DPR-110 | LCT-150 |
| EI-929 | 950 | Rehireable emp-615 | DPR-130 | LCT-140 |
| EI-627 | 430 | Pending emp-630 | DPR-110 | LCT-140 |
Keep downstream work accountable
Configured identity, payroll, recruiting or benefits systems receive only the fields and actions owned by their agreed integration contract. A Core HR change can request a downstream update, but sending or acknowledging that request does not establish the external result.
Repeated source keys return the existing outcome. Changed content under the same identity is investigated, and uncertain external execution stays open for reconciliation. Imported historical events remain evidence at the cutover and cannot trigger fresh accounts, leave earnings or separation notices.
Recent Hires (last 30 days), Recent Terminations (last 30 days) and Open Positions expose the relevant work within scope. Headcount, Turnover Rate and Tenure Distribution use effective events and their stated populations rather than mutable current labels alone.
Modules
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Employee records
Keep employee information current, give people useful self-service and protect their private details.
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Organization & positions
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
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Employee changes
Review employee changes, apply them on the right date and preserve the history behind every decision.
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Leave management
Calculate leave from each person's work pattern and keep requests, approvals and balances in agreement.
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Onboarding & offboarding
Coordinate the practical work around an employee's arrival, move or departure and verify what is complete.
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Documents & policies
Keep required employee evidence and policy acknowledgments current, with access matched to the information.
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HR reporting
Understand your workforce with clear reporting periods, effective history and protected employee information.
Roles and permissions
The HR Manager/HRBP domain role owns employee lifecycle, organization, policy and protected HR work within explicit employer/department grants.
An explicitly granted Manager role operates within the current cycle-safe direct/indirect reporting tree; a Manager pointer alone is not authorization.
Prepares delegated employee work and coordinates documents, tasks and acknowledgments without applying protected lifecycle decisions.
Related processes
Employee onboarding
Prepare a complete employee record, coordinate the work and confirm readiness before employment starts.
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Employee change
Review promotions, transfers and employment changes with a clear effective date and complete history.
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Leave request to balance
Request time off, route the decision and reconcile reserved, taken and cancelled days.
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