1. Click the Time icon on the left-hand side menu.
2. Click the Labour Model option under Roster Management.
3. Use the work site selector in the page header to filter and display the labour rules for the selected venue.

1. Navigate to the Labour Model page and ensure the correct work site is selected in the header.
2. Click the Add rule button.
3. Enter a descriptive name for the rule in the Rule name field.
4. Select the Linear coverage type option.
5. Open the Metric dropdown menu and select the sales metric that will drive the rule.
6. Open the Positions dropdown menu and select one or multiple active positions governed by this rule.
7. Enter the required parameters in the configuration section, including the Minimum staff count, the For every dollar step size, and the staff count to Add.
8. Specify an optional Maximum staff value if you want to cap the recommended headcount for these positions.
9. Click the Save button to add the rule to the list.

1. Navigate to the Labour Model page and verify your selected work site.
2. Click the Add rule button.
3. Enter a name for the rule and select the Range coverage type option.
4. Pick your desired metric and assign the relevant employee positions.
5. Fill in the sales range thresholds and the corresponding staff count for each row in the step rows that appear.
6. Click the Add step link if you need to configure additional rows beyond the default steps.
7. Verify that the final step row displays as open-ended with an "and above" limit to capture all maximum demand.
8. Click the Save button to complete the setup.

1. Click the work site selector in the page header to view your active and permitted venues.
2. Select a venue to display its point of sale connection options.
3. Review the available metrics in the rule form based on the integrated provider:
   • Square connections: Displays gross sales and net sales metrics, alongside forecasted variants for each.
   • Lightspeed connections: Displays gross sales, net sales, and active reporting categories, alongside forecasted variants.
4. Identify the source data type by reviewing the suffix labels, where actual metrics are designated with (Actual) and forecast-based metrics are designated with (Forecasted).

1. Go to the Labour Model page and locate the rule you want to update.
2. Click the Edit icon on the rule card to open the pre-filled configuration form.
3. Update the rule name, coverage type, metrics, positions, or threshold parameters as required.
4. Click the Save button to apply the changes and update the rule dashboard.

1. Locate the rule you wish to remove on the Labour Model dashboard.
2. Click the Delete icon on the rule card.
3. Click the confirmation button on the prompt that appears to confirm the removal.

If your work site has operating hours configured on its settings page, you can set your labour rules to run only within those hours instead of across the full day, so your staffing requirements reflect the times your work site operates.

1. Go to the Labour Model page for your work site.
2. Choose to run the labour rule within operating hours. You can also edit your operating hours from here and add buffers if you need to.
3. Apply the setting to all the labour rules at your work site if you want every rule to follow your operating hours.

Back in Roster Management, your work site now runs within the operating hours you set for each day, for example from 8am to 5pm on Monday and from 7am to 5pm on Tuesday.

Once your work site has at least one active labour rule set up with positions, a sales metric and a coverage type, the roster can show a staffing status badge for each position, calculated against your forecasted or actual sales. This means you do not have to manually count shifts or compare against your labour plan, because the roster does it for you.

1. Go to Rostering Management.
2. Click the Display panel.
3. Turn on the Staffing requirements toggle. Your labour rules run against the roster and the badges appear. Turn the toggle off at any time to hide them, and the platform saves your choice automatically.

In the weekly, 2-week, 4-week and monthly views, each day column shows a badge with the rostered and required counts. A green badge with a ● circle icon means the rule's requirement is met, for example ● 3/3. A red badge with a ▼ down arrow means the position is understaffed, for example ▼ 1/3. A red badge with a ▲ up arrow means the position is over-rostered, for example ▲ 4/3. In daily view, each position row shows the same ●, ▼ and ▲ symbols for every 15-minute time slot, and you can hover over any badge or symbol to see the staffed and required breakdown.

When two or more positions are assigned to the same labour rule, they are visually grouped on the roster and share a single badge that reflects their combined headcount against the rule's total requirement. Only the first position in the group displays the badge, and its tooltip lists all the positions in the group. Positions with no staffing target configured in the labour model show no badge, and badges appear only on the days a rule applies.

Labour rules automatically adapt to status changes in your organisation's work sites and employee positions. Review the following behaviours to manage disabled or modified rules:

• Archived work sites: If an active work site is archived, all labour rules tied to that venue are automatically disabled and a warning label appears on the dashboard.
• Archived positions: If all employee positions assigned to a rule are archived, the rule is automatically disabled and displays a warning status.
• Partially archived positions: If a rule contains multiple positions and only some are archived, the rule remains active and continues to apply to the remaining active positions.
• Restore disabled rules: You can reactivate a disabled rule at any time by editing the rule, selecting an active work site or active positions, and saving your changes.

Positions that share the same labour rule always stay together on the roster. When you reorder the roster using Update row order, all positions in the group move together as a single unit, no other position can slot in between them, and there are no controls that let you move one grouped position on its own. Positions assigned to their own individual labour rule continue to move independently.