Every person on the staff register can have their employment contract on file: whether it is open-ended or fixed-term, full- or part-time, when it starts and — for a fixed term — when it ends, the probation period, the base salary and the weekly hours. The contract is also what the personnel register calls the nature of the working relationship, so keeping it here completes that register.
A contract is written as a draft, signed when both sides have signed the paper, and ended when the employment ends. Once signed it is never edited: its terms are the ones that were agreed, and they stay on file as the record of it.
Record a contract
- Open the employee’s record, go to the Contracts tab and press New.
- The Contract number is already filled in with the next one, such as
CTR-2026-000003. Type your own if the paper already carries one. - Choose the Contract type:
- Open-ended — no end date. The law presumes this type whenever nothing was written down.
- Fixed-term — the contract states its End date, and the law asks it to say why the term is fixed: a seasonal peak, replacing someone absent, work tied to a contract of your own. Write that in Reason for the fixed term.
- Choose the Working time — Full-time or Part-time — and the Weekly hours. Forty hours is the legal week and the most a contract may state; a part-time contract is under forty.
- Type the Start date, the Base salary — the monthly salary before any allowance or bonus, in your organization’s currency — and, if there is one, the Probation end. The law allows up to six months of probation, twelve for highly qualified posts; your collective agreement sets the exact length. A week before it ends, everyone who manages contracts finds a reminder in their inbox.
- Press Save.
The contract is saved as a Draft. A draft can still be changed or deleted, and nothing about the employee changes until it is signed.
An open-ended contract is not asked for an end date or for the term’s reason. Beelocity checks the dates before it saves: a fixed-term contract needs its end date, the end date cannot come before the start, and a probation must end after the contract starts and before it ends.
Sign the contract
The road along the bottom of the contract’s page reads Draft → Active → Ended.
- Click Active.
- Type the day the contract was Signed on. It may be before the first day of work — contracts are often signed a few days ahead.
- Press Sign.
The contract is now Active: it is the contract in force, and its terms can no longer be edited. Edit stays on the page, greyed out; point at it and it says to change the contract with an amendment instead. Delete is greyed out the same way: a signed contract is ended, not deleted. A person has one contract in force at a time.
Signing also keeps the register right on its own:
- For someone who had left, signing a new contract rehires them, on the contract’s start date and under the same employee number. The start must be after the day they left.
- A first contract cannot start before the person’s hire date on the register. If it really did, correct the hire date first.
When a contract is replaced
A fixed-term contract turned into an open-ended one, or renewed by a new contract, is the same job continuing. The register must not show the person leaving and coming back, and their hire date — which their seniority counts from — must not move.
So draft the new contract with its own start date and sign it. Beelocity ends the contract in force the day before the new one starts and marks it Ended, Replaced by a new contract. The person stays Active and keeps their hire date. The old contract’s page names the one that replaced it under Superseded by.
The new contract must start after the one it replaces started. If there was a real gap — the fixed term ran out, the person stayed home for a month, then came back — that is a departure and a return: end the old contract first, then sign the new one, which rehires them.
Change the salary or the hours
A signed contract is never edited. A raise, a change of hours, or a fixed term moved later or earlier is an amendment, a page both sides sign, dated the day it takes effect.
- Open the contract and go to its Amendments tab.
- Press Add. In the new row, double-click the Effective date and pick the first day the new terms apply from the calendar. Then fill in only what changes: the new Base salary, the new Weekly hours, or, for a fixed-term contract, the new End date (on an open-ended contract that cell stays closed). Leave the rest empty.
- Type the Reason, such as an annual raise. The row saves itself once it is complete. Until then, a message says what it still needs.
The contract’s Current terms block shows the terms as they stand today, after every amendment that has taken effect, and the date of the Last amendment. An amendment dated in the future is in the list but changes nothing until its day comes. The employee’s record shows the same figures under Current contract.
An amendment is locked from its effective date. From that day it can no longer be changed or deleted, because a payslip may already have been worked out from it. To correct one, add another. The exception is the day you record it. Until that day ends you can still change or delete it, even when it is already in effect, so a typing mistake is put right straight away. An amendment dated in the past — a raise granted late — can still be added.
Only a contract in force takes amendments: a draft is edited directly, and an ended contract stays as it was.
End a contract
Ending the contract in force ends the employment with it.
- Open the contract and click Ended on the road.
- Beelocity asks what it asks when you mark the person as left, in the same words: Left on, the last day, which cannot be before the contract started, and the Reason for leaving, from the list the labour law gives — the end of a fixed-term contract, a resignation, a dismissal, retirement and the others.
- Press End contract.
The contract reads Ended, and the employee is marked as Left on the same day for the same reason — you do not have to do it twice. It is one step, and you can take it from either record: pressing Mark as left on the employee’s record asks the same two questions and ends their contract in force on that day. See When someone leaves.
An ended contract stays on file, with its terms exactly as they were signed.
Print an employment attestation
The employment attestation — the attestation de travail — is the letter a person takes to the bank, an embassy or an administration to show that they work for you: their name and employee number, their date and place of birth, their job title and department, the date they were hired, their type of contract, full- or part-time, and their weekly hours. It ends with the date, the town it was written in — the one on your organization profile — and room for your signature and stamp.
- Open the employee’s record.
- Open More actions — the three dots at the bottom of the page — and choose Print employment attestation, or Download employment attestation to keep a copy. Beside them, Print work certificate is greyed out while the person is employed: it is the letter for someone who has left.
- Choose the language: English, French or Arabic.
The attestation describes the contract in force on the day you print it, with every amendment
that has taken effect. It is numbered after the employee and the day — ATT-EMP-2026-000014-20260918
— so printing it twice the same day gives the same letter.
It never shows the salary. A bank that needs to know what the person earns asks for a salary attestation, which is a different letter.
Someone with no contract in force today, whose contract is still a draft, cannot be given an attestation: the two actions are greyed out, and pointing at them says why. Sign their contract first. Printing it also needs the right to see contracts; the HR officer role has it.
For a person who has left, the same two actions print their work certificate instead.
The letter’s layout — logo, margins, the signature heading — is set with the other documents under Settings → Document Settings (Branding Your Documents).