From accepted offer to work certificate — the arc the platform manages.
The lifecycle module is the spine of the platform. It owns the employee record, the
dated employment periods that everything else reads from, and the transitions in and
out of employment.
An employee is not a flat row of current values. Their function, Pensum, location and
salary change over time, and payroll, certificates and reporting all need to know what
was true on a given date, not what is true today.So terms live on dated employment periods. A promotion is a new period, not an
overwrite. A Pensum reduction from August is a period boundary. This is what lets a
Lohnabrechnung for March be recomputed correctly in November, and what lets a work
certificate list the actual sequence of roles.
Salary lives on the employment period, not on the compensation module. Compensation models pay
policy — roles and bands — and never writes an employee’s actual salary.
The module runs a standing data check over employee records and flags what is
missing or inconsistent before it becomes a payroll problem — an absent AHV number, a
missing bank account, a Quellensteuer profile that does not match the person’s canton
or permit. HR sees the list rather than discovering it during a payroll run.
Every material change to an employee — terms, function, location, entity — is recorded
in a staff change log in addition to the general audit trail. This is the view HR
actually uses in a conversation: what changed, when, and who agreed to it.
