What are annualization overrides?
By default, Comprehensive converts compensation between pay frequencies using standard multipliers (e.g., monthly × 12 = annual, hourly × 2,080 = annual for full-time). An annualization override lets you replace that standard multiplier with a custom one on a per-employee basis.
This is useful when the standard math doesn't reflect reality — for example, employees with non-standard schedules, regional working-hour norms, or contract arrangements where "hourly × 2,080" doesn't produce an accurate annual figure.
When an override is set for an employee, it takes highest priority — it's used instead of the frequency-based multiplier everywhere: salary conversions, benefits calculations, proposals, and benchmarking comparisons.
Prerequisites & permissions
You must be a company admin to access the settings page. Navigate to Settings → Application → Company, where you'll see an "Annualization override" card linking to the configuration page.
Step-by-step configuration
Go to Settings → Application → Company and click the Annualization override settings
You'll see a logic editor — this is a visual rule builder (the same tool used for custom fields and benefits). It lets you define a formula that outputs a multiplier number for each employee.
Use plain-language to build your annualization logic rule. The logic can reference employee attributes like department, level, location, employment type, custom fields, etc. The output should be the annualization multiplier you want applied.
Example: If you want part-time employees in Germany to use a multiplier of 1,040 (20 hrs/week × 52 weeks) instead of the default, you'd build a rule that checks for that combination and outputs 1040.
Click "Run logic" to execute your rule across all active employees.
A preview table shows every active employee and their calculated multiplier, so you can verify before relying on the results.
Once satisfied, the overrides are saved to each employee's record and take effect immediately in all compensation calculations.
How overrides interact with existing compensation settings
Highest priority: When an override is set (non-null), it completely replaces the standard frequency-based multiplier. The system won't fall back to the employee's pay frequency or employment subtype — the override wins.
When null: If no override is set for an employee, the standard behavior applies — the system uses the employee's income frequency and employment subtype (full-time = 52 weeks/year, part-time = 26 weeks/year, etc.) combined with the company's configured weekly working hours.
Affects everything: The override is used in base salary annualization, benefits (fixed, percentage, and days-based), proposals during comp cycles, and USD conversions for benchmarking.
Common use cases
Mixed-schedule workforce: A company with employees working different weekly hours across regions (e.g., 40 hrs in the US, 35 hrs in France, 38 hrs in Germany) — set per-region multipliers so annualized comp is accurate.
Non-standard part-time arrangements: An employee working 3 days/week doesn't fit neatly into the "part-time = 26 weeks" default.
Contractors or seasonal workers: Where the actual working period differs from the standard assumptions.
Correcting imported data: If HRIS data comes in with a frequency that doesn't match the actual pay cadence, overrides can bridge the gap.
Edge cases & gotchas
It's a single multiplier, not a frequency. You're setting the number that the base pay value is multiplied by to get an annual figure. For an hourly employee, this would typically be something like 2,080 (40 hrs × 52 weeks), not "12" or "yearly."
Overrides apply globally for that employee. You can't set different overrides for different comp types (e.g., one for salary and another for benefits) — it's one multiplier per person used across all calculations.
Removing an override: If your logic outputs null/zero for an employee, their override is cleared and they revert to standard frequency-based annualization.