Hi @J.E.,
I’d be interested in hearing what your ideal set up would look like.
From what you describe, I would probably suggest setting up two Absence types, one for paid and unpaid sick leave. If the paid leave is limited, you could create an Accrual policy for this. It would mean that employees would have to request the correct type but you could also have an approval process to ensure that managers are double-checking this.
Please see the following useful Help Center links:
Thank you in advance for sharing your ideas with us 
.
Best,
Steve
Thanks for the reply @Steve! I will discuss internally with my colleagues and will get back to with answers to those questions.
In the meantime, if anyone else from the UK Personio customers already has an approach that works for them, I’d be keen to hear for inspiration.
Hello :)
I would recommend using the ‘Automations’ function to help you monitor triggers. There is an option for a 365 day rolling period for absences so you could set it up to be notified when someone hits the trigger and needs to be moved to SSP. Keep in mind that the trigger is based on number of days so if you have part time employees or compressed hours, they would need a separate workflow but you can just duplicate and edit the values so it shouldn’t cause much more set up.
Similarly you can do the same for long term sick, set up triggers to go to your team when someone hits a certain number of consecutive absence days of the sickness absence type, this can then be picked up on and managed by one of your team. You can set up further workflows if you wanted to ensure the team were doing monthly or fortnightly check ins for example.
Reporting wise, we have a timeframe report set up and update the dates each month to see the 12 month rolling period.
I hope this helps!
