Go to Payroll > Payroll Rules, click Add a payroll rule, and enter the Rule name, for example, “Payroll calculation rule for nail technicians”.
Payment for services provided personally #
Enable Pay for services provided personally if you want the team member to receive compensation for participating in service delivery.
When this setting is enabled, you can define three payout types:
- Payout without an assistant — compensation when the employee performs the service independently, without assistants.
- Payout with an assistant — compensation when the employee is the main service provider, but one or more assistants participate.
- Payout as an assistant — compensation when the employee participates only as an assistant.
In each field, specify how the payout should be calculated for the corresponding case. You can choose:
- Percentage (%) — the employee receives a percentage of the service price.
- Fixed amount — the employee receives a fixed monetary amount per service.
Example
Payout without an assistant: 10%
Payout with an assistant: 8%
Payout as an assistant: 5 R$
This means:
If the employee performs the service independently, they receive 10% of its price.
If they are the main provider but work with an assistant, they receive 8%.
If they participate only as an assistant, they receive a fixed 5 R$.
You can read more about setting up assistant participation in this article.
- If you need to assign a different percentage for specific services, enable Set individual values for services or categories.
This setting allows you to set a separate percentage (or fixed amount) for a specific service or category. For all other services, the percentage specified in the Default value will be applied.
To assign a separate value for an entire service category, click Select from the list, choose the required category, and check All services. After that, a field will appear where you can enter a percentage or fixed amount — this value will apply to all services within the selected category.
If you need to set different values for individual services within one category, select each service separately.
Adjustments for loyalty programs and discounts #
This section lets you configure which amounts should be included when calculating team member compensation if a client uses discounts, bonuses, memberships, or participates in promotions.
If you enable the adjustment, the payroll calculation will use the full service price, without reducing it for the client’s discount, bonus payments, gift cards, promotions, or memberships.
If the adjustment is not enabled, the discount amount, as well as the part paid with bonuses, gift cards, or memberships, is deducted from the payroll calculation base.
Example
Service “Haircut” price — €100.
The client received a 10% discount and paid €90.The employee receives 40% commission for the service:
— if the adjustment is off, the employee gets 40% of the discounted amount — €36;
— if the adjustment is on, the employee gets 40% of the full price — €40.
You can include or exclude the following payment types from the calculation:
- Pre-applied client discount — whether to include the amount reduced due to the discount.
- Bonus payment — whether the bonus-paid part of the service price should be included in the payout calculation.
- Membership payment — whether to include the service price paid by membership.
- Payment from client account — whether to include payment from the client’s personal balance.
- Gift card payment — whether to include the amount paid with a gift certificate.
- Promotional payment — whether to include the amount paid under a promotion.
- Set payout value for the amount paid under a promotion
If the service was provided under a promotion, you can define special compensation rules.
For example, if the client pays less under a promotion, the team member may receive a percentage of the actual paid amount or a fixed amount.
You can also set separate payouts for each promotion in the list. To do this, check Set value for a specific promotion, click Select from the list, choose the promotion, and set a percentage of the actual amount or a fixed amount.
Payroll calculation formulas for loyalty payments #
- Accrual formula for a service paid with loyalty
If the “Include the amount paid with bonuses in the calculation” checkbox is NOT selected, use:
(SP − LP) × SR + LP × PR
If the checkbox IS selected, use:
SP × SR + LP × PR
Where:
- SP — service price
- LP — amount paid with loyalty (bonuses/loyalty balance)
- SR — service payout rate (percentage for services in the calculation rule)
- PR — promotion payout rate (percentage for promotions in the calculation rule)
- Accrual formula for a product paid with loyalty
If the “Include the amount paid with bonuses in the calculation” checkbox is NOT selected, use:
(PP − LP) × SR + LP × PR
If the checkbox IS selected, use:
PP × SR + LP × PR
Where:
- PP — product price
- LP — amount paid with loyalty (bonuses/loyalty balance)
- SR — payout rate for products/services in the calculation rule
- PR — promotion payout rate (percentage for promotions in the calculation rule)
General calculation principle
Take the service (or product) price minus the loyalty-paid amount and multiply it by the payout rate for the service/product.
Take the loyalty-paid amount and multiply it by the payout rate for promotions.
Add the two results — that total is the employee’s payout for the service/product.
- Example (checkbox “Include the amount paid during promotions” is NOT selected)
Conditions:
- Service price (SP) = 1,600
- Service payout rate (SR) = 50%
- Checkbox is NOT selected
- Loyalty-paid amount (LP) = 1,600 × 5% = 80
- Promotion payout rate (PR) = 22%
Use: (SP − LP) × SR + LP × PR
(1,600 − 80) × 50% + 80 × 22% = 1,520 × 50% + 80 × 22% = 760 + 17.6 = 777.6
- Example (checkbox “Include the amount paid during promotions” IS selected)
Conditions:
- Service price (SP) = 1,600
- Service payout rate (SR) = 50%
- Checkbox IS selected
- Loyalty-paid amount (LP) = 1,600 × 5% = 80
- Promotion payout rate (PR) = 22%
Use: SP × SR + LP × PR
1,600 × 50% + 80 × 22% = 800 + 17.6 = 817.6
Cost price accounting #
Enable Cost price accounting so the payout is calculated from the service price minus the cost price (for example, material costs).
The system also lets you choose the order of applying adjustments. To do this, enable Calculate payout as the difference between the service price and its cost price and select the order:
- Apply the client discount first, then deduct the cost price.
- Or vice versa — deduct the cost price first, then apply the client discount.
This is important for accurate tracking of real profit and fair commissions.
Payment for group events #
If your team runs group sessions (for example, workouts, master classes), enable compensation settings for group events.
Configure how payment will be calculated:
- For hosting an event regardless of the number of participants.
- For each attending client.
- Only after reaching a minimum number of participants.
Setup #
- Enable the Payment for group events toggle.
- Check Minimum reward (no clients attended).Set the payout amount in case no clients attended the session. The payout can be set as a fixed amount or as a percentage. If you choose a percentage, the system will calculate the employee’s payout as a percentage of the service price.
- Check Reward if at least one client attended (service price is taken from the service settings, excluding discounts and any changes made by an administrator).Set the payout amount if at least one participant attended the session. This value can also be set as a fixed amount or as a percentage — if you choose a percentage, the system will accrue the employee’s payout as a percentage of the service price.
Select one of the reward options:
- Do not pay for participation in a group booking. No additional reward for clients is accrued. The employee will receive only the minimum reward or the reward for at least one client attending (if specified).
- Additional reward for each attending client. For each client, payroll is accrued according to the payroll calculation rules for services. For example, if the event includes 5 clients, the employee will receive reward for each of the 5 clients who attended.
- Additional reward for each attending client if the number of attending clients exceeds N clients.
If the specified number of clients is exceeded, reward is paid for each additional client (the service price is taken from the visit card).
For example, if Minimum participants is set to 5 clients and 7 clients attended the event, then reward will be calculated separately for each of the two additional clients — the 6th and the 7th.
Configuration examples #
- Payment only if clients attended
Setting: Pay only if at least one client attended.
Example: If no one attended, the employee gets 0. If at least 1 client attended, the employee gets a fixed 20 R$.
- Percentage payment for the event (not per client)
Setting: Pay only if at least one client attended + percentage payout.
Example: The employee gets 50% of the service price if at least 1 client attended (the percentage is not multiplied by the number of participants).
- Extra pay per participant
Setting: Additional compensation for each client + “If the number of clients exceeds = 0”.
Example: The employee gets 60% of the service price for each client.
If 7 clients attended → payout: 7 × 60% of the visit price.
- Base payout even if there are no clients
Setting: Base compensation (client attendance not required).
Example: 0 participants → the employee still gets 5% of the service price.
Each participant additionally adds 60% of the visit price.
- Threshold + extra pay per client above the threshold
Setting: Pay if at least one client attended + extra pay for clients above the defined threshold.
Example: 1–10 participants → the employee gets 60% of the service price.
11+ participants → the employee additionally gets 15% for each client above 10.
Payment for product sales #
Payroll for product sales is calculated based on the amount actually paid at the cash desk. If needed, you can choose whether to include or exclude additional amounts: discounts, bonuses, memberships, gift cards, deposits, and promotions.
- Enable Payout for sold products if employees receive commission from retail product sales.
- Set a percentage of the product price (%) or a fixed payout amount. As with services, you can set one percentage/amount for all products or set separate values for specific categories or specific products.
Adjustments for loyalty programs and discounts #
This section lets you configure which amounts should be included when calculating employee compensation if a client uses discounts, bonuses, memberships, or participates in promotions.
If you enable the adjustment, the payroll calculation will use the full product price, without reducing it for the client’s discount, bonus payments, gift cards, promotions, or memberships.
If the adjustment is not enabled, the discount amount, as well as the part paid with bonuses, gift cards, or memberships, is deducted from the payroll calculation base.
Example
Shampoo price — €100.
The client received a 10% discount and paid €90.The employee receives 40% commission for the sale:
— if the adjustment is off, the employee gets 40% of the discounted amount — €36;
— if the adjustment is on, the employee gets 40% of the full price — €40.
You can include or exclude the following payment types from the calculation:
- Pre-applied client discount — whether to include the amount reduced due to the discount.
- Bonus payment — whether the bonus-paid part of the product price should be included in the payout calculation.
- Membership payment — whether to include the product price paid by subscription.
- Payment from client account — whether to include payment from the client’s personal balance.
- Gift card payment — whether to include the amount paid with a gift card.
- Promotional payment — whether to include the amount paid under a promotion.
- Set payout value for the amount paid under a promotion
If a product was paid under a promotion, you can define special compensation rules.
For example, if the client pays less under a promotion, the team member may receive a percentage of the actual paid amount or a fixed amount.
You can also set separate payouts for each promotion in the list. To do this, check Set value for a specific promotion, click Select from the list, choose the promotion, and set a percentage of the actual amount or a fixed amount.
Cost price accounting #
Enable Cost price accounting so the payout is calculated from the product price minus the cost price.
The system also allows you to choose the order of application. To do this, enable Calculate payout as the difference between the product price and its cost price and select the order:
- Apply the client discount first, then deduct the cost price.
- Or vice versa — deduct the cost price first, then apply the client discount.
Payment per working day #
For employees whose work is paid per shift (for example, administrators):
Enable Payment for coming to work includes base pay, additional reward, or a guaranteed minimum.
Set the base pay per hour/day/month.
To accrue a monthly base salary, 3 conditions must be met:
- Monthly salary is always accrued on the 1st day of the month following the calculation month. To accrue a salary for January, the calculation period must include February 1.
- The employee’s schedule must include at least 1 working hour/day in the month for which the salary is accrued. To accrue a salary for January, the employee must have working hours in January.
- The calculation scheme in which the rule is applied must cover the calculation month. For example, to accrue a salary for January, the scheme must be active for the employee starting January 1.
Example
If you select the calculation period 09/01–09/30, then (if the other conditions are met) salary for August will be accrued, but salary for September will not. At the same time, if you select 09/02–10/01, salary for August will not be accrued, but salary for September will be accrued.
Set a guaranteed minimum per day/month — the amount the employee will receive in any case, even if the base salary plus percentages is less than the minimum. Useful during low-load periods.
To accrue a monthly Guaranteed Minimum, the calculation period must fully include the month for which the calculation is performed.
Payment for working with appointments #
If a team member works with client appointments (creating, changing, confirming visits), this setting is especially relevant for receptionists and managers who manage the schedule and interact with clients.
Enable Reward for appointment management.
Set payouts for:
- Created appointment (in currency). Accrual goes to the administrator who created the appointment.
- Service in a created appointment (percentage or currency). Accrual goes to the administrator who created the appointment.
- Service in a closed appointment (percentage or currency). Accrual goes to the administrator who created the appointment.
A closed online appointment is an appointment with the Arrived status. In this case, the calculations take into account the administrator who first changed the appointment status to Arrived. Regardless of who created the appointment and when, the payout will go to the person who first changed the status — i.e., who closed the appointment.
Set individual values for different services or categories. To select categories or services, click Select from the list.
Additional reward for provided services and product sales #
If you want to reward employees based on the company’s overall success in providing services or selling products:
- Enable Additional reward for provided services or for product sales.
- Set the payout percentage:
- From the company daily revenue
- From the company daily profit
Example
Turnover: R$10,000
Expenses: R$7,000
Profit: R$3,000
5% of revenue = R$500
5% of profit = R$150
Revenue = fixed payout from sales.
Profit = a fair share only when there is income.
To save all parameters you set on the page, click Save at the bottom left.
Additionally, you can set up accrual of bonuses and penalties in Altegio. More details are available in the article.
