Pay types represent the individual components that are paid. These are the codes that directly align with what you pay in payroll and depending on your payroll system may also be referred to as Pay Components, Pay Categories, Pay Codes, Additions Codes, Income Types or Allowance Codes and also include Leave Reasons and Leave Codes. Though not essential for all payroll systems, ideally these are named in Humanforce with a description similar or identical to your payroll system so like-for-like comparisons can be made between the two systems for auditing purposes.
Pay types can be configured as ‘Hourly Types’ or ‘Unit Types’. Hourly Types multiply from the pay rate of the employee. These are pay types like Normal time (1.0x), Casual Loading (0.25x) or Overtime 1.5x (1.5x). Unit Types pay a fixed rate such as Uniform allowance or Tool allowance. Unit Types can also be created for "Ad-hoc Allowances", generally these are used when nothing can be automatically triggered in the award i.e. setting up KM Allowance as an Ad-hoc Allowance will allow you to manually enter the number of kilometers to pay at the correct rate.
If providing your Pay Types as part of an implementation, you should only provide the codes that are associated with the direct wages (i.e. do not include superannuation codes) but you should ensure all pay codes, allowance codes and leave codes you use, however infrequently, are provided so they can be discussed.
Pay Type Overrides
Pay types are usually configured within an award profile and applied consistently to everyone assigned to it. Sometimes, though, you need to pay one employee differently to the rest of their award profile - for example, a different rate, export code, or limit. Pay Type Overrides let you set employee-specific pay values for a pay type, without changing the award profile itself.
An override only affects the employee it's applied to. Everyone else assigned to the award profile continues to use the pay type's default settings.
When to use an override
Overrides work best for genuine, employee-specific exceptions, such as:
An individually negotiated rate or condition that applies to one employee only
A one-off arrangement that doesn't reflect how the award profile should behave for the wider group
When to update the award profile instead
If you find yourself applying the same override to many employees, or the change reflects how a role or group should be paid more generally, update the award profile instead of creating repeat overrides. This keeps your pay configuration easier to audit and reduces the risk of inconsistent pay outcomes as your award profiles evolve.
Configuration
To learn how to manage Pay Type Overrides, see: How do I override a Pay Type for an employee?