How to set End of Service Rules
End of Service (EOS) Rules define how gratuity or final settlement is calculated based on an employee’s reason for leaving, years of service, and payout method. These rules ensure your clinic stays aligned with labor law and applies payouts fairly and consistently.
🌐 Overview
The End-of-Service Rules feature in Helix allows HR teams to define and automate how employee exits are handled, including resignation, termination, or contract completion. It lets you set up reasons for leaving, link payouts to years of service, and calculate severance or final compensation automatically. This ensures consistent, compliant, and error-free exit processing, while integrating smoothly with payroll and finance for accurate record-keeping.
🧭 Navigation
Control Panel → Human Resources → End of Service
Add a Rule
-
Click + (top-right).
-
Reason (multi-select):
-
Choose one or more from Termination, Resignation, End of Contract.
-
Select multiple if the same rule applies to several reasons.
-
-
Service Range:
-
Set Minimum Years and Maximum Years (inclusive).
-
-
Type:
-
Fixed → enter a flat Value (example: 2,000).
-
Percentage → define payout formulas based on service brackets.
-
-
If Percentage is selected, build bracket lines:
-
Each bracket includes:
-
From / To (years)
-
Award %
-
Entitlement %
-
-
Click + to add more brackets, ✕ to remove the last one.
-
Example pattern:
-
1–2 years → Award 1% | Entitlement 2%
-
3–5 years → Award 2% | Entitlement 5%
-
-
-
Click Submit 💾 to save.
-
Repeat for all rules required by your labor law or internal policy.
Manage Rules
-
List shows: Min Years, Max Years, Type (Fixed/Percentage), Value (if Fixed), Created By, Created On.
-
Tools:
-
🔍 Search-as-you-type (top-right)
-
📄 Export to Excel / 🖨️ Print PDF (top-left)
-
Pagination (bottom-right).
-
-
Row Actions (…):
-
✏️ Edit — update the rule
-
🗑️ Delete — remove the rule
-
n
-
Avoid overlapping or missing year ranges for the same Reason.
-
Use multi-select for Reasons when the same payout structure applies, to reduce duplication.
-
Fixed is ideal for flat payouts; Percentage is best for rules tied to salary calculations.
-
Always align EOS rules with your country’s labor law ⚖️ — have HR or Legal validate before go-live.
-
Review rules yearly to ensure compliance with policy or regulation updates.