The HR worklist
People → HR worklist collects deadline-bound actions into one list, split into three bands: overdue, due soon and upcoming. Among the things raised into the list:
- probation reviews and ending fixed-term contracts
- sickness-absence milestones (early-support discussions)
- expiring and expired qualifications, and cards waiting for verification
- the statement of terms of work – a new one or one needing an update
- the whistleblowing channel’s deadlines (acknowledgement 7 days, feedback 3 months)
- development discussions falling due, open accident reports, onboarding tasks and unacknowledged HR records.
Every row carries a direct action – for example Schedule discussion, Issue statement or Verify qualification – that takes you to the right place. The worklist is empty when nothing is waiting: it is not something to “go through”, it tells you what is next.
Statutory obligations
People → Obligations lists the employer’s statutory obligations relative to headcount: a row tells from what headcount the obligation applies to your employer, and what its state is (not started, in progress, done, not applicable). The obligations cover the areas of employment, occupational health and safety, equality, co-operation, whistleblower protection and governance. The material for the equality plan is built on the equality comparison groups.
A row can carry a note and a review date – for example the validity of the occupational healthcare action plan, which rises into the worklist when it falls due. The suggested review interval shows on the row.
HR settings
Settings → People and HR → HR settings decides when the worklist’s actions come up and how long information is kept.
- Discussion cadence (months) sets how often a development discussion is held per person. It drives the reminder and the coverage metric. A staff group can get its own cadence on the Exceptions line.
- Discussion templates are ready-made topic outlines the lead picks when creating a discussion.
- Role requirements: shifts back (days) and Role requirements: shifts ahead (days): a role’s skill requirements apply to an employee who has a shift in that role within the window.
- Qualification expiry warning shows as a value in HR settings; it is changed on the Skills and qualifications page.
- Early-support guidance is shown to the supervisor at 30, 60 and 90 days of sick leave. An empty field means no guidance is shown.
- Reminder timing sets how many days ahead the supervisor is reminded of an ending probation or fixed-term contract.
- Data retention set how long optional HR data is kept after employment ends before it is anonymised. A safety-log incident is always kept; the setting says how long it stays linked to the person (at least 60 months). Identification data (2 years, Working Hours Act § 32) and HR documents (10 years) are kept by law.
- Candidate retention (months) sets when a rejected candidate’s data is anonymised, and Report retention (years) when a resolved whistleblowing report is deleted (1–5 years).