Amendment Rules and Settings

Amendment general rules and settings

Amendments follow certain global rules and configuration options. These settings define how specific data points behave across different contract types and countries.

Probation period settings

The probation_period data point supports multiple rule types and constraints, depending on the contract type and country-specific settings.

Rule-based configuration

Set the probation period based on a rule and cap value:

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{
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  "rule": "ONE_QUARTER_OF_CONTRACT_DURATION",
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  "cap": 100,
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  "time_unit": "DAY"
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}

Tenure-based configuration

Other configurations define probation periods based on the employee’s expected duration of employment:

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{
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  "minEmploymentDuration": 6,
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  "maxEmploymentDuration": 12,
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  "employmentDurationType": "MONTH",
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  "probationPeriod": 90
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}

Employment terms configuration

• For INDEFINITE contracts, the probation period must be between 90 and 180 days, regardless of whether the employment type is FULL_TIME or PART_TIME.
• For DEFINITE contracts, the minimum probation period is 20 days. The maximum value is calculated dynamically.

Dynamic calculation for definite contracts

When the contract term is DEFINITE, the API calculates the maximum probation period using contract_duration_in_days and the country-specific rule eor_country_data.max_probation_type_for_definite.

Available rule types:

HALF_OF_CONTRACT_DURATION

• Maximum probation period is half the contract duration. Example: A 180-day contract allows up to 180 / 2 = 90 days.

ONE_QUARTER_OF_CONTRACT_DURATION

• Maximum probation period is one-quarter of the contract duration. Example: A 180-day contract allows up to 180 / 4 = 45 days.

ONE_THIRD_OF_CONTRACT_DURATION (Default)

• If no country rule is defined, the fallback is one-third of the contract duration. Example: A 180-day contract allows up to 180 / 3 = 60 days.

Cap on maximum probation period

The API may apply a cap to limit the maximum probation period, even when it uses a duration-based rule.

• If additional_details includes a cap value, the system uses the lower value between the calculated maximum and the cap.
• The cap applies only when the probation period is based on:
  • HALF_OF_CONTRACT_DURATION
  • ONE_QUARTER_OF_CONTRACT_DURATION
  • ONE_THIRD_OF_CONTRACT_DURATION

Example:

If the contract duration is 180 days and the rule is HALF_OF_CONTRACT_DURATION, the calculated maximum is 90 days. However, if a cap of 60 days exists in additional_details, the maximum probation period is limited to 60 days.

This ensures that the probation period for DEFINITE contracts remains proportional to the contract length while complying with country-specific regulations and additional constraints.

Notice period settings

The notice period defines how far in advance either party must give notice to end the contract. Different rules apply depending on probation and contract configuration.

Settings for notice period after probation rules

The notice_period_after_probation data point follows specific rules based on employment_type and notice_period_type.

Notice period general rules

These rules apply only when notice_period_type is set to CUSTOM.

• The min and max notice period values range from 0 to 12 weeks.
• Rules vary for FULL_TIME and PART_TIME employees.
• The notice period before probation must always be shorter than the notice period after probation.

Tenure-based notice period

Only notice_period_after_probation supports tenure-based rules. These rules depend on the contract duration and define different notice period values for different tenure ranges.

Example rule definition

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{
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  "data_point": "notice_period_after_probation",
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  "rules": [
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    {
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      "nullable": true,
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      "min": 0,
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      "max": 12,
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      "is_editable": true,
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      "requires": {
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        "notice_period_type": "CUSTOM",
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        "employment_type": "FULL_TIME"
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      },
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      "additional_details": {
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        "tenure_based_rules": [
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          {
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            "maxEmploymentDuration": 24,
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            "minEmploymentDuration": 12,
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            "noticeValue": 30,
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            "employmentDurationType": "MONTH"
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          },
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          {
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            "maxEmploymentDuration": 34,
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            "minEmploymentDuration": 25,
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            "noticeValue": 50,
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            "employmentDurationType": "MONTH"
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          }
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        ],
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        "time_unit": "WEEK",
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        "note": "Notice period before probation should be less than notice period after probation"
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      }
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    },
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    {
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      "nullable": false,
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      "min": 0,
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      "max": 12,
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      "is_editable": true,
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      "requires": {
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        "notice_period_type": "CUSTOM",
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        "employment_type": "PART_TIME"
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      },
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      "additional_details": {
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        "time_unit": "WEEK",
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        "note": "Notice period before probation should be less than notice period after probation"
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      }
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    }
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  ]
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}