🚀 This release focuses on getting more trustworthy feedback, keeping employee documents better organized as your library grows, and making time tracking and forms clearer and easier to manage.
✨ What you’ll notice most:
More honest feedback: run Lifecycle Surveys in anonymous mode, with clear anonymity messaging across the UI and emails.
Cleaner document structure: create subfolders inside document folders to build a more detailed hierarchy.
Clearer overtime tracking: manage overtime as a separate category with approvals, comments, and a dedicated review view.
Simpler forms experience: refreshed layout and a clearer way to mark fields required vs optional.
🕵️ Anonymous Lifecycle Surveys
You can now run Lifecycle Surveys in anonymous mode to encourage more honest feedback. When creating or editing a lifecycle survey form, enable the new Anonymous checkbox. For forms marked as anonymous:
Results are anonymized: in the results view, participant names and avatars are hidden and shown as “Anonymous User.”
Participants are informed upfront: the survey-taking page displays a notice that responses are collected anonymously.
Emails reinforce anonymity: lifecycle survey invitations, reminders, and completion notifications include updated wording that reassures participants their responses are anonymous.
With this update, participants feel safer sharing feedback, and the overall usefulness of lifecycle insights is improved. More details here.
📁 Subfolders for document folders
To help HR teams keep employee documents structured as the library grows, we added the ability to create subfolders inside document folders. This makes it possible to build a clearer, more detailed folder hierarchy (for example, keeping all documents under Contracts, with separate subfolders for specific contract types or groups).
When creating a document folder, you can now select a parent folder and the new folder is created as a subfolder under it. In the folders list, subfolders are shown nested under the parent folder and can be expanded/collapsed to keep the view tidy. More details here.
⏱️ Overtime management in Time tracking
Overtime can now be recorded and managed as a separate category in the Attendance tab, so it’s clearly distinguished from regular working hours. This helps teams keep overtime transparent, controlled, and ready for downstream use.
With this update you can:
Track overtime separately from regular hours for clearer visibility and reporting.
Require approval and a justification comment for overtime entries, so extra paid hours aren’t added without review.
Submit overtime in two ways: as a dedicated overtime request, or directly from a time entry when the system detects hours above the expected work pattern.
Review overtime requests in one place: managers can see team overtime requests in a dedicated view and export the data when needed.
This feature provides a strong foundation for more accurate overtime reporting, better compliance, and cleaner inputs for payroll-related processes. More information here.
🧾 Updated designs for Forms
The Sections block has been refreshed to make the layout cleaner and easier to navigate.
The option to enable or disable fields has been removed. Previously disabled fields will be removed, but you can quickly add them back via +Add → Employee field.
A new control allows you to mark fields as required or optional, with some fields always required to make sure essential information is captured.
We’ve introduced a major update to the People Data Change Request and Self-Service Request forms. When adding a table into the form, a popup window now opens where you can choose exactly which fields managers will need to fill in later. In this popup, you can select the relevant fields, mark them as required or optional, remove unnecessary ones, and arrange them in the correct order. More here.
Scheduled delivery for custom reports
You can now schedule custom reports to be delivered automatically by email, so you don’t have to remember to export and share them manually. Choose a frequency (daily, weekly, or monthly), select the recipients, and PeopleForce will send the latest version of the report to their emails on schedule. This is especially useful for recurring check-ins (for example, weekly headcount updates or monthly people metrics), keeping stakeholders aligned and reducing routine admin work. More info here.
🛠️ Other improvements
In addition to the major enhancements, we've also rolled out several other updates to improve your overall experience with PeopleForce. Here's a quick overview of these:
CoreHR
CoreHR
You can now duplicate a custom report using Make a copy from the report’s ⋯ menu. This is useful when you want to reuse the same structure (columns/filters) and create a similar report without rebuilding it from scratch.
You can now upload and update custom fields related to Employment and Position when using the Add & Update People import. For example, if you have created custom fields in the system for the Position section or work status (such as Contract type - Permanent, Temporary - 1 year, Temporary - 3 months), you can now include these fields as columns in your import file. At the field mapping step of the import process, these custom fields will appear as available options, making it easy to connect the columns in your file to the correct fields in the system.
PeopleForce now supports a B2B Glossary for companies working with contractors. When enabled, key terms in the system are replaced to match a B2B model, for example, Position becomes Role, Salary becomes Pay, and Direct reports become Assigned collaborators. These changes appear across all modules, in system emails, and in PDF exports. Switching back to the Standard glossary immediately restores the original terms. To enable the B2B Glossary, please contact your Customer Success Manager. Only for English version of the system.
Recruit
Recruit
We improved candidates' phone number validation. Recruiters now need to enter a country code and a valid phone number when creating or editing a candidate’s phone number. PeopleForce automatically validates the country code and the number length to reduce contact failures and keep candidate data clean.
PeopleForce now saves a candidate history entry when a candidate gives or withdraws GDPR consent. This makes consent changes auditable and helps companies keep evidence that consent was granted at some point (even if it was later withdrawn).
The Pipeline funnel report now includes a Vacancy filter, so you can focus the funnel metrics on a specific role instead of reviewing blended data across multiple vacancies.
Pulse
Pulse
Now, Lifecycle Surveys are available to all users of the Pulse product automatically. There’s no need to contact your Customer Success Manager to enable them.
Perform
Perform
Now in the Rewiews -> Manage templates page, you can see two tabs: Active and Archived. You can archive question templates to hide them from the selection list without deleting them. Archived templates are still available and can be restored at any time. This makes it easier to keep your template list clean while allowing you to review or compare old and new templates whenever needed.
When creating a new review cycle, reviews for managers, team leads, and any custom roles are also created in advance. Their avatars are visible already at the Scheduled stage, giving you a clear overview of everyone who will be involved in the review process.
Objective questions are now generated for reviewers even if they only have key results, and the full objective will be visible to them. Reviewers can view each key result’s progress and provide their evaluation as part of the review.