Could you please explain how UK absences are handled when there is a payroll transfer?

Summary:

We have identified a few employee records (Maternity and Paternity) where the payroll was changed while the absences were still ongoing.

When we re-evaluate the absences in such cases, the system creates two separate absence cases under the new TRU. However, these are treated as new absences, which results in entitlements being recalculated and employees receiving additional statutory pay incorrectly. If we split and reapply the leaves even that has the same issue.

Could you please advise if there is a recommended approach or configuration to handle such scenarios?

Content (please ensure you mask any confidential information):

Version (include the version you are using, if applicable):