By using the function Copy employee you can start a transfer with just a few clicks, where important basic data is included automatically.

In this article, we focus on how to proceed when the employee should retain their annual leave and period of employment from the previous company.

Before you start the transfer, there are a few things you can check:

Concern licence: Your company must have a concern licence in Flex HRM to use the function for moving basic data for an employee between companies with the function Move the employee. If your company has a concern licence, there is also functionality linked to the employment periods shown in LAS and the employee register.
End of employment cause: We recommend that you use a specific end of employment cause for the transfer in the outgoing company, such as "Transfer within concern" or "Merger".

Are you unsure how to manage a specific transfer? Please contact our Customer Delivery department for help with your particular question.

For the Employment Protection Act (LAS) to function correctly, the system needs to access the employee's historical data:

With concern licence: It is usually enough to import employment periods from the beginning of the annual leave year. Since LAS views all employments within the concern, you will receive the correct data in LAS.
Without concern licence: For all earlier periods to be included in LAS, you must import all previous employment periods into the new company.

To be able to calculate annual leave accrual for the entire annual leave period in the new company, the following must be in place:

Employment period: An employment period with a linked annual leave agreement from the start of the annual leave year.
Historical data: Specifications to calculate the correct number of holiday days. This includes, for example, no accruing holiday absence and variable salary components.
Final salary: Do not tick the box for final salary on previous employment periods during the annual leave year.
- Exception: If the employee had an hourly paid period during the annual leave year that should not include holiday calculation, you should tick Final salary for that specific employment period.
Balances and accumulators: Ingoing values for, for example, flexitime, shortening of working hours (ATF) and fora (for officials reported yearly) need to be imported into the new company.
Child register: Remember to import ingoing values for taken out parental leave days per child.

To extract data from the old company to enter as ingoing values in the new one, you can use:

Note that this function requires your company to have a Concern licence in Flex HRM.

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Name and social security number
Nationality, date of birth and gender
Address information (including protected personal registration and address of the intermediary)
Contact information such as email private, email work, private mobile and work mobile, including notification settings

You can read more about the function in this article.

Please note: This article is AI-translated. This means that linguistic errors or misunderstandings may occur.

Copy employee between companies – retained annual leave and period of employment

In the article you will find information on what to consider when transferring employees between different legal companies within your concern in Flex HRM, and the employee should retain their holiday days and entire period of employment.