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
Fit for Work provides people on sick leave with help to return to work by providing an occupational health assessment when they have been, or are expected to be, off work for 4 weeks. After the assessment, which GPs have been told should be the default option after four weeks’ sickness; they will receive a return-to-work plan with recommendations to help them get back to work more quickly. a return to work plan (RtW) can be accepted as evidence for payment of SSP in the same way as a fit note.
Employers, even those without HR and occupational health teams in-house can also ask for an assessment if the GP has not done so. All referrals will be based on the informed consent of the employee. The government has set out the following deadlines for the referral service which has yet to go live:
- the first assessment will be within two working days of receipt of referral
- if the employee is not expected to return to work, a review date will be set as part of the case management
- further (phone) assessment will take place within two working days
- face to face assessment (either initial or further) will take place within five working days
- the return to work plan is sent to the employee and, subject to consent, to the employer and GP within two working days (the employer may be contacted to develop the plan)
- out of hours queries to the advice service are responded to within one working day of receipt
A tax exemption of up to £500 a year per employee on medical treatments recommended by Fit for Work or an employer-arranged occupational health service was also introduced from 1st January 2015