The 13th month, bonuses and pay components are configured — at company level for some, employee level for others. Here are the rules that govern them.
Two levels of setting #
Extra months are configured at company level and can be overridden at employee level. Where they differ, the employee setting wins. Bonuses are always individual.
| Element | Where it is set | Watch out for |
|---|---|---|
| 13th month | Payroll settings, overridable per employee | One or several payment months, your choice |
| 14th month | Same | Requires the 13th to be enabled |
| 15th month | Same | Requires both the 13th and the 14th |
| Bonuses | The employee’s pay record | Their own rounding, separate from salary rounding |
| Pay components | The employee’s record | Several remuneration types coexist on one record |
| Hourly salary | The employee’s record | Set separately from monthly salary |
Step by step #
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Enable the extra months for the company #
Tick the 13th, then the 14th if needed, then the 15th. The order is not a convention: validation refuses the 14th without the 13th.
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Choose the payment month(s) #
Not necessarily December, and not necessarily a single month. The selected month is when the extra instalment is added to the calculated salary.
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Override the special cases #
An employee whose contract says otherwise carries their own setting on their record. That is the one that applies, not the company’s.
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Put bonuses on the record #
Bonus, pay component, hourly salary: these are distinct items, added and removed independently of base salary.
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Check the rounding #
Three roundings are set separately: salary, bonus, advance. A badly set bonus rounding only shows up at payment time.
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Verify in the payment period #
The month the 13th falls in is the month the wage bill jumps. Compare the file version against the previous month before approving.
What does not exist #
No simulation of the 13th month or of bonuses before entry. No associated net calculation. No automatic 13th-month prorata for a mid-year joiner or leaver: that rule belongs to the payroll producer. No variable pay plan with targets and achievement rates.
FAQ #
Can the 13th be paid in two instalments?
Yes, several payment months can be selected.
What if someone joins in September?
Illizeo does not compute a 13th-month prorata. The treatment is decided with your payroll producer and reflected, if needed, through a one-off pay component.
Does the company setting apply retroactively?
No. It applies to future periods; an already-approved period stays as it was frozen.
Do bonuses enter the prorata base?
They follow their own rounding and their own logic; absence prorata applies to salary, not to the bonus.
