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.
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!
Automatic Enrolment functionality has been elegantly integrated into BrightPay. Setting up your pension scheme, enrolling employees, issuing communication, making contributions and viewing reports – it's all seamless and simple.
BrightPay has achieved HMRC recognition for 2014/15 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!
Thank you very much. Your level of customer service is outstanding and though I am a believer, unbelievable for a programmer. I have been using software since 1990 and must confess that this high level of professional, courteous and timely support is not very common. Please feel free to use my comments in your promotions or whatever. I stand by them because it's the truth.
Victor Ayoola, MSc, ACCA, CIMA Adv Cert MA
Who is subject to the legislation?
Automatic enrolment legislation affects all individuals who are classified as workers. The legislation will affect all workers between the ages of 16 and 74 who work or ordinary work in the UK. A worker can be either under a contract of employment (an employee) or be a personal services worker who has a contract to perform work or services personally and are not providing the work or services as part of their own business.
Who is a personal service worker?
A personal services worker cannot send a substitute or sub-contract the work unless they have a legitimate reason to do so (e.g. Illness). A personal service worker will have a “contract of service” to perform services personally as opposed to a sub-contractor having a “contract for service”. Various indictors will determine whether a contract is a “contract of service” or a “contract for service” and an employer must take all relevant considerations into account and make a reasonable judgement.
Should a director be considered a worker?
A director will be classified as a worker if he or she both works under a contract of employment and there is at least one other person working for the company under a contract of employment.
Employer Duties with respect to Directors.
A sole director could not be considered a worker even if he has a contract of employment.
If an additional director was to join the company under a “contract of service” contract then the company does not need to consider whether or not they are doing this work on behalf of their own business. A director who is not an employee is always exempt. The initial director is still not classed as a worker because there is no one else working for the company under a contract of employment.
If an additional personal service worker is hired under a contract of service who is not a director, then an employer duty will arise in respect of this worker.
If a worker now joins the company under a contract of employment (as an employee), then an employer duty will arise in respect of this employee and also in respect of the director who has a contract of employment. This is because there is now another person working for the company under a contract of employment.
If your company has received a letter from the pensions regular informing you of your staging date and you believe automatic enrolment duties do not apply to you because a director exemption applies then can contact them by emailing email@example.com . Visit this page to find a pre-populated email www.tpr.gov.uk/employers/what-if-i-dont-have-any-staff.aspx. This pre-populated email will prompt you to inform them of what type of director exemption applies, what the letter code for the company is, the PAYE reference and the companies house number.