The calendar functionality in BrightPay Connect has been updated and improved, making it more user friendly and graphically appealing for both employers and employees. Improvements such as calendar and leave view, custom leave types and requesting leave are part of the new enhancements.
The number of months displayed on the calendar for both employers and employees can be selected, the options available are 3 months, 6 months, 9 months and 12 months. This can be selected under the Settings tab in the Employer portal, further details can be found here.
On the Employer or Employee Calendar in Connect the calendar can be displayed for one month or multiple months. One month view can be seen by selecting the '1 Month View' option. The view can be returned to the default number of months view by selecting ‘3 / 6 / 9 / 12 Month View’. On the ‘1 Month View’ there are new widgets for scrolling up and down through the number of leave entries on a particular date.
Dates with multiple types of events are dotted with the relevant colours. To see the breakdown, simply hover your mouse over the date. By selecting a date on the calendar a dialog box will open to show all the entries on that date without having to scroll.
Custom leave types are now available in BrightPay Connect. In BrightPay 2020/21 you can define nine additional custom leave types for employees. Six of the custom leave types are set up with default descriptions such as time in lieu and study leave. Instructions on how to add, edit or remove these custom leave types can be found here.
When a custom leave type is entered on the employee’s calendar in BrightPay and synchronised to Connect the leave type will be displayed on the calendar for both the employer and the employee to view on their online portal or mobile app. Custom leave can only be entered on an employee’s calendar by a user in Connect or on the employee’s calendar in the BrightPay employer file. Employees cannot request any custom leave types.
When employers are adding leave on an employee’s calendar in Connect or an employee is requesting leave, they are now entered as date ranges simplifying leave dates being selected. If the employer or an employee enter in an invalid date range (e.g. including non-working days in the date range) it will automatically correct this and only working days will be included in the request.
Interested in finding out more about how BrightPay Connect can streamline your leave management processes? Book an online demo of BrightPay Connect today.
Employers need to submit claims on HMRC’s CJRS online portal for any furlough payments under the CJRS that relate to periods ending on or before 30th June by 31st July 2020. You will no longer be able to submit a claim for the period up to 30th June after 31st July.
The CJRS was originally introduced by the government from 1st March in response to the coronavirus pandemic in order to give financial support to businesses and employees. Under this scheme all employers, regardless of size or business sector, could claim from HMRC a payment for 80% of the wage costs for employees that were furloughed up to a maximum of £2,500 per month per employee.
From 1st July 2020 employees that were previously furloughed can be brought back to work on a part time basis by their employers once an agreement is reached between the employer and the employee. Employers will still be able to claim under the CJRS for hours that are not worked by the employee. The new grant claim will be based on hours not worked by the employee and the normal hours an employee would usually work.
HMRC has also updated their guidance to confirm employers can claim amounts paid to an employee who is serving their statutory or contractual notice period up to the claim limit of 80% of their pay up to a maximum of £2,500 per month. However, grants cannot be used to substitute redundancy payments.
HMRC plan on introducing a method through the tax system to recover grant amounts overclaimed by employers under the CJRS. Repaying overclaimed grant amounts back will reduce or prevent any potential tax liability under that legislation. Tax liabilities may be due on any overclaim amounts. Further details will follow.
Interested in finding out more? Join BrightPay for a free webinar where we explore the key changes in relation to flexible furlough, phasing out of the Coronavirus Job Retention Scheme and changes to making a claim. Places are limited - click here to book your place now.
From the end of this tax year, an Earlier Year Update (EYU) will no longer be accepted by HMRC as a valid RTI submission to report changes to employees’ pay details for tax year ending 5th April 2021. HMRC had originally planned to abolish the Earlier Year Update for tax year 2019-20 and onwards.
An Additional Full Payment Submission must be submitted instead to report the correct year to date figures for an employee to HMRC.
For tax years up to and including 2017-18, any amendments must be reported to HMRC via an EYU submission only. For 2018-19 and 2019-20, a correction submission can be made using either an Earlier Year Update or an Additional Full Payment Submission to report changes to HMRC.
For tax years 2018-19 and 2019-20, in order to avoid any issues with employers trying to use both options, BrightPay decided to only cater for amendments using the Additional Full Payment Submission option. An Additional Full Payment Submission will report the correct year to date details for employees to HMRC, rather than amendments that the Earlier Year Update would report.
To make corrections in BrightPay, you need to re-open the payslips for the employee in BrightPay, make the necessary changes and finalise the payslips to the last pay period again.
To subsequently create an Additional Full Payment Submission for submission to HMRC, follow our simple instructions here.
HMRC has issued details regarding the latest Advisory Fuel Rates for company cars. From the 1st June 2020 employers may use the old rates or new rates for one month. Employers are under no obligation to make supplementary payments to reflect the new rates but can do so if they wish. Hybrid cars are treated as either petrol or diesel cars for this purpose for the fuel rates.
The rates are as below:
|Engine size||Petrol - amount per mile||LPG - amount per mile|
|1400cc or less||10 pence||6 pence|
|1401cc to 2000cc||12 pence||8 pence|
|Over 2000cc||17 pence||11 pence|
|Engine size||Diesel - amount per mile|
|1600cc or less||8 pence|
|1601cc to 2000cc||9 pence|
|Over 2000cc||12 pence|
For fully electric cars the Advisory Electricity Rate is 4 pence per mile. But electricity is not a fuel for car fuel benefit purposes.
HMRC has released further information for employers who are planning to submit a claim under the Coronavirus Statutory Sick Pay Rebate Scheme. HMRC have confirmed that the coronavirus Statutory Sick Pay Rebate Scheme will launch online on 26 May.
Where employers are registered for PAYE Online and they have a Government Gateway User ID, the employer will require this for their claim. If the employer is not enrolled for PAYE Online, they will need to enroll now. If an employer has an agent that is authorised to operate PAYE Online for their client, the agent can claim under this scheme on behalf of the employer.
Employers will need the following for the claim:
The employer must keep records for the statutory sick payments they wish to claim from HMRC, to include:
Claims for multiple employees and multiple pay periods can be submitted by an employer at the one time. The start date of the claim period will be the earliest pay period the employer is submitting the claim for and the end date of the claim being the most recent pay period on the claim. HMRC has advised that employers must keep the records for the SSP paid and claimed under this scheme for three years after the date they receive the payment from HMRC.
The Statutory Sick Pay (Coronavirus) (Funding of Employers’ Liabilities) Regulations 2020 legislation to provide for eligible employers to reclaim some, or all, of their Statutory Sick Pay has been presented before Parliament to take effect from 26 May 2020.
Regulations have also been laid in Northern Ireland – ‘The Statutory Sick Pay (Coronavirus) (Funding of Employers’ Liabilities) (Northern Ireland) Regulations 2020.’
Chancellor Rishi Sunak has advised the Coronavirus Job Retention Scheme will be available for employers for furloughed employees until the end of October 2020 and will introduce a new flexibility option under the scheme from August. This will apply to all regions and sectors in the UK economy.
The Coronavirus Job Retention Scheme (CJRS) was introduced for four months from 1st March by the government because of the coronavirus pandemic in order to give financial support to businesses and employees. Under this scheme all employers, regardless of size or business sector, can claim from HMRC a payment for 80% of the wage costs for employees that were furloughed up to a maximum of £2,500 per month per employee. If the employer can afford to top up the additional 20% of the employee’s wages they can pay the employee the additional amount if they wish.
There were suggestions that the furlough amount reclaimable would drop to 60% but it was confirmed the scheme would remain at 80% of the wage costs for employees that were furloughed, up to a maximum of £2,500 per month. An option of flexibility for the CJRS will be introduced in August that furloughed employees will be able to return to work on a part time basis where the employer will be asked to pay a percentage of the employees’ wage costs. This will only be available for employers that are already using the furlough scheme. This new flexibility will help with businesses reopening and help boost the economy. More details will be available by the end of May.
The government intends to explore options for furloughed employees that wish to partake in training or learning new skills in the furlough period and will work in conjunction with the Devolved Administrations to ensure people across the Union are supported.
Chancellor Sunak advised that 7.5 million employees have so far been furloughed by employers, which is approximately 29% of the workforce in the UK. There are 935,000 employers availing of the CJRS and so far over £10 billion has been claimed by employers using this scheme.
Interested in finding out more about COVID-19 and Payroll? Join BrightPay for our free webinars where we discuss the Coronavirus Job Retention Scheme, Furlough Leave, HMRC’s Claim Portal and COVID-19 Related SSP. Places are limited - click here to book your place now.
The Coronavirus Statutory Sick Pay Rebate scheme was introduced to repay employers the current amount of Statutory Sick Pay paid to current or former employees on or after 13th March 2020 for periods of sickness. The amount an employer can claim is for up to 2 weeks sick leave for an employee that cannot work due to the following:
Only the current rate of SSP can be claimed, even if the employer pays the employee more than the current rate of SSP. Employers do not have to have doctor’s fit note from their employees for this claim. An employer’s claim amount cannot be more than the maximum of €800,000 of state aid in accordance with the EU Commission temporary framework. This is when included with other aid obtained under this framework. There is a lower maximum for the aquaculture and fisheries sector of €120,000 and the agriculture sector of €100,000. Unfortunately at present, the online service with HMRC is not available yet in order to claim the COVID-19 Related Statutory Sick Pay. HMRC will announce when this service will be available.
Conditions an employer must meet in order to be eligible to claim under this scheme are:
If employers or charities are connected, once they have in total less than 250 employees on or before 28th February, they can avail of this scheme. All employees such as full-time and part-time employees, employees on zero-hour or flexible contracts or employees with agency contracts are covered under this scheme.
The employer must keep records for the statutory sick payments they wish to claim from HMRC such as:
Join BrightPay for a free COVID-19 webinar where we discuss what you need to know about remote working, processing SSP, the Coronavirus Job Retention Scheme and placing employees on furlough leave.
Places are limited - Click here to book your place now.
HMRC has announced that the online portal or service for employers to make claims relating to the Coronavirus Job Retention Scheme is planned to be launched on 20th April 2020. In order to process the claim employers must have:
Employers will need the following for the claim:
An employee that was furloughed has to be on furlough leave for a minimum of 3 weeks in a row in order to be eligible under the reclaim scheme. Employees may have been placed on furlough leave multiple times but each period has to be a minimum of 3 weeks in a row.
The amount the employer is coming to claim from HMRC must be calculated by the employer. They may use records from their payroll software to help ascertain the amount of the claim. Where employees were already placed on furlough leave claims can be backdated until 1st March. Authorised agents that have the capacity to act on behalf of their clients for PAYE matters will be able to claim on behalf of their clients. But agents with permission to file only and payroll bureaus will not have the ability to access this service on behalf of their clients. But file only agents may have to assist their clients in order to be able to make the claim and are being encouraged by HMRC to help where they can.
HMRC will check each claim made for each employer and if the employer fulfils the criteria for the scheme then payment will be made by HMRC into the UK bank account by BACs transfer. HMRC reserves the right to audit any employers’ claim under this scheme.
HMRC has announced that the online portal or service for employers to make claims relating to the Coronavirus Job Retention Scheme is planned to be launched on 20 th April 2020. HMRC have advised that employers will only be able to register their claims online and no claim can be made by telephone. This claim is for employers that have furloughed their employees and can make a claim for 80% of furloughed employees’ pay up to a maximum of £2,500 per month per employee.
The Coronavirus Job Retention Scheme (CJRS) is a scheme the government introduced because of the corona virus pandemic in order to give financial support to businesses and employees. Under this scheme all employers, regardless of size or business sector, can claim from HMRC a payment for 80% of the wage costs for employees that were furloughed up to a maximum of £2,500 per month per employee. If the employer can afford to top up the additional 20% of the employee’s wages they can pay the employee the additional amount if they wish.
It has been advised that in order to claim employers will require a National Insurance number for each employee that was furloughed and salary details including National Insurance and pension contribution details for employers to calculate the amount they can claim under this scheme.
Authorised agents that have the capacity to act on behalf of their clients for PAYE matters will be able to claim on behalf of their clients. But agents with permission to file only and payroll bureaus will not have the ability to access this service on behalf of their clients. But file only agents may have to assist their clients in order to be able to make the claim and are being encouraged by HMRC to help where they can.
HMRC have advised that employers will be contacted with information and steps to follow on what the employer needs to do around the time that the service is planned to be launched. HMRC are hoping that the first claims will be made within a number of weeks.
From 6th April 2020 the eligibility rules for an employer claiming the Employment Allowance will change. Employers will have to check if they meet the correct criteria in order to check if they are eligible to claim the allowance. Some of the eligibility rules are as follows:
In Budget 2020 it was announced that the Employment Allowance will increase from £3,000 to £4,000 from 6th April 2020 thus helping to reduce the employers’ (secondary) Class 1 National Insurance contributions liabilities.
In the tax years before 2020-21 the Employment Allowance claim auto-renewed, as in the employer did not have to make separate claims every tax year. But this is changing from 6th April 2020 onwards. The method of claiming through the Employer Payment Summary remains the same but the employer will have to make a new claim for the Employment Allowance to HMRC each tax year.