When implementing RTI support in BrightPay, we had two main goals: simplicity and flexibility. We have worked hard so you don't have to, and believe we have the best RTI implementation on the market. But don't take our word for it - try it yourself!
By far, the majority of the effort that went into creating BrightPay was in the design of the user interface. BrightPay gives visual priority to the most common payroll tasks, and shows or hides various features only as they become relevant. When payroll is straightforward, BrightPay keeps it simple. When payroll gets complicated, BrightPay makes it easy.
BrightPay works the way you want. It's incredibly flexible, letting you do what you need to do to run your payroll, no matter what type of employer you are or what your situtation is. There are no unecessary limitations or pointless restrictions on what you can do. It has proven to be a breath of fresh air for many customers who have switched from competing products.
BrightPay has achieved HMRC recognition for 2013/14 and has passed through our own vigorous internal testing regime. We have been developing payroll software for the past 20 years and you can benefit from all our hard work and experience.
I have been using BrightPay payroll for two years now in my payroll bureau. I find that it has all of the functions that other, more expensive, programmes have and a few more innovative and very useful functions. The programme works perfectly with RTI and in my 30 years of experience in preparing payrolls I find thatBrightPay is the best product that I have used. The support system is efficient and friendly and always willing to help. I would thoroughly recommend BrightPay to any business.
David Williams ACIPP
I just wanted to send a quick note to say how impressed I am with the BrightPay payroll software. I am a programmer (as my real job) and use BrightPay in my additional role as general admin/dogsbody for my husband and brother-in-law's small family wine business.
We've only been paying anyone since April - I tried a couple of other payroll systems first and found them clumsy, confusing and generally painful to use. Once I discovered BrightPay I suddenly stopped dreading the weekly payroll and wondering how on earth I would ever know if HMRC got our submission!
We are a small husband and wife accountancy practice that specialise in helping small businesses. We can only recommend software that is easy to use, works well, and is cost effective. In our early days we used to recommend a large well known software supplier, however, prices started to get out of control and the telephone support, especially at year end, deteriorated. I switched to Thesaurus about 10 years ago and have never looked back. When we first switched, I found the product to be of great value for money and it included full customer support. I was frightened that this may be a price to reel in customers with hefty increases around the corner. I was assured this was not the case and I am pleased to say the price did not increase for several years. This is testament to the honesty of this company who are a delight to deal with.
Government calls for employer responses to new regime
The government has published its draft regulations for shared parental leave and pay, with finalised rules scheduled to come into force on the 1st of October 2014. However, law experts are already warning that the proposed rules “look terribly complicated for both employers and employees”. The draft regulations outline new entitlements for mums and dads, or their partners, to receive 'statutory shared parental pay' from their employers.
The proposals detail the conditions that parents must meet to qualify for these payments. They also allow flexibility for parents to change their requirements after their initial claim.This secondary legislation is part of a radical government overhaul of the existing maternity and paternity regime and it will support the primary legislation known as the Children and Families Act once it receives Royal Assent. The rules will allow both parents to share up to 50 weeks' leave, which can be taken at the same time, or separately. Mums will be able to cut short maternity leave and, provided they give at least eight weeks' notice, can make up to three requests to share their maternity leave with their partner after having their child. But if an employer does not agree to discontinuous periods of leave the employee will have to take the leave continuously. Policy makers at the Department for Business Innovation and Skills (Bis) have urged employers, and other stakeholders, to respond to the draft rules, saying they want to make the new system of shared parental leave and pay “as simple to use as possible”.Bis has indicated it intends the changes to take effect for babies born on or after 5 April 2015.
But in response to the publication of the draft, Pattie Walsh, London head of employment at DLA Piper, said: "The much trailed overhaul of the UK's existing maternity and paternity regime has now had some flesh put on the bones with the publication of a series of draft regulations. "The government's aim to allow parents to share a period of parental leave is a laudable one. However, at first blush at least, the regulations which will implement the system look terribly complicated - for both employers and employees. They are due to come into force in October 2014, leaving employers with a relatively short time to prepare new policies and procedures, and will apply to employees expecting a baby on or after 5 April 2015.And she added: "Surprisingly, it appears that only employees with 26 weeks' service will qualify for the right to take shared parental leave in any event."