Many accountants would say that offering payroll as a service is not necessarily cost-effective and that it can be a very time-consuming process. But this doesn’t need to be the case. In this webinar, we explore various ways that accountants can automate payroll processes, and ultimately, become more profitable.
During this webinar, BrightPay will discuss the benefits of integrating your payroll and accounting software. We will also demonstrate how you can streamline the entire process from start to finish. Discover how you can free up time for you to spend on other tasks that really need your attention.
Today’s employees are accustomed to having information readily available. An employee portal can help fulfil that expectation with the added benefit of creating workflow efficiencies. The employee self-service app eliminates the burden of sending payslips, updating personal information, approving annual leave requests and answering leave balance enquiries for the payroll department.
HMRC have set out the detail of how the CJRS will operate from 1st February onwards, including a further extension to 30th April 2021. Join us on 2nd February as we recap upcoming changes to the furlough scheme and what these changes mean for your business. Plus, we will share some of the key lessons learned from processing payroll in a pandemic, and how it prepares us for payroll in the ‘next normal’.
If 2020 has taught us anything it’s that you never know what’s around the corner. All the plans and predictions we made for this year fell through our fingers with the pandemic and global recession. Here we look at three things that are likely to happen in 2021 which those working in payroll need to keep an eye on. It’s always good to be prepared!
The management and staff at BrightPay would like to thank you for your valued custom in 2020 and to take this opportunity to wish you a Merry Christmas and a prosperous New Year.
Here are our opening hours for the Christmas period:
|Monday 21st||09:00 - 13:00 | 14:00 - 17:00|
|Tuesday 22nd||09:30 - 13:00 | 14:00 - 17:00|
|Wednesday 23rd||09:00 - 13:00 | 14:00 - 17:00|
|Tuesday 29th||09:30 - 13:00 | 14:00 - 17:00|
|Wednesday 30th||09:00 - 13:00 | 14:00 - 17:00|
|Thursday 31st||09:00 - 13:00 | 14:00 - 17:00|
Still confused about the extended furlough scheme? Don’t worry, you’re not alone. In this webinar, we deep-dive into what you need to know about the extension of the Coronavirus Job Retention Scheme and what it now means for your business.
Anyone involved in managing a payroll will acknowledge that compliance is one of their biggest challenges. COVID-19 has made this task even more difficult. The big question was, how do we maintain strict control over payroll data and processes while away from the office? With workforces now dispersed, here’s how BrightPay Connect can help you.
Payroll bureaus are urged to plan and prepare for the upcoming challenges COVID-19 brings to their payroll services. Now is the time to plan and future-proof your payroll bureau for survival. This guide lifts the lid on how to safeguard your payroll services for profit and mitigate against upcoming COVID-19 scheme changes.
GoProposal and BrightPay discuss how to address the challenge that most accountants face, over-servicing and under-charging. We look at how technology will be key to the future profitability of your payroll service (and why clients should expect to pay for it). Learn how new automation turns daunting payroll tasks into smooth and profitable tasks.
With the furlough scheme due to end back in October, and a replacement Job Support Scheme due to begin in November (and then promptly being cancelled again) you could be forgiven for being a little confused over the current status of the furlough scheme. Here we look at what the newly extended furlough scheme means for your business.
It’s safe to say that Christmas is going to look very different for all of us this year. But the one thing that will remain the same is employees wanting time off over the holiday period. But don’t worry, we’re here to take the pain out of managing your employee leave this Christmas with BrightPay Connect.
The Coronavirus Job Retention Scheme (CJRS) was due to come to an end on 31st October 2020. However, with further COVID-19 restrictions announced, the CJRS has been extended for another month until 30th November 2020. This also means that the introduction of the Job Support Scheme, which was due to start on 1st November 2020, has been postponed until December.
In the ‘new normal’, employers and employees expect to access their payroll information in the cloud. Self-service online portals are changing the way businesses interact and communicate with their employees, whilst providing the cloud functionality to get things done smarter and faster. BrightPay Connect enables clients to submit employee hours, approve the payroll run, manage their employees’ leave, run payroll reports and much more.
In this guide, we look at how you can overcome payroll processing inefficiency in a crisis. Discover top tips to ensure COVID-19 does not slow down your bureau’s payroll processing and how you can respond quickly and effectively to avoid disruption in the future.
Join our payroll and HR experts in our upcoming webinar as they talk through a range of topics, including the extended CJRS, the Job Support Scheme, HMRC updates, redundancy, API integration with accounting software and safeguarding your payroll against COVID-19. Guest speakers include AccountsIQ & GoProposal. Limited places available.
As businesses look at creative ways to save jobs, many are moving to reduce their business overheads. Savvy businesses have already saved thousands by opting for a payroll provider that does not have an additional charge for auto enrolment, CIS or customer support. BrightPay is one of the most competitively priced payroll software on the market with no contract ties. Making simple changes and investing in payroll solutions with integrated cloud access can save money, improve productivity and increase profits.
Note: the new Job Support Scheme that was due to commence on 1 November 2020. However, the start of a second England-wide lockdown has prompted the Government to extend the existing furlough scheme until December – pushing back the start date for the Job Support Scheme
What’s in store for employers over the coming months as the Coronavirus Job Retention Scheme ends? Join us for a free webinar where we examine key concerns:
At BrightPay, we take customer satisfaction very seriously. We regularly carry out customer surveys to make sure our customers are satisfied with their BrightPay experience. These surveys provide invaluable information regarding what our customers want and need, and what we need to work on moving forward. We’ve compiled the results of our latest survey and we wanted to share them with you.
In October, the government will pay 60% of wages up to a cap of £1,875 for the hours the employee does not work. Employers will need to pay employer NI contributions and employer pension contributions plus 20% of wages to make up 80% of the total, up to a cap of £2,500. After 31st October, the government contributions will finish, and the scheme will come to an end. The new Job Support Scheme will start in November to top up the wages of employees unable to work full-time because of coronavirus restrictions over the winter.
Together with FreeAgent, we’ve built a meaningful API integration to make payroll refreshingly easy while keeping your accounting simple. BrightPay produces the payroll journal in a file format that is unique to FreeAgent. Users can easily upload their payroll figures into their general ledger from within BrightPay using the FreeAgent API facility.
With the end of the Coronavirus Job Retention Scheme fast approaching, more employers are having to consider the issue of redundancies. New regulations which came into effect on 31 July 2020 have changed the way in which statutory redundancy and notice pay must be calculated in respect of employees who have been furloughed. If a worker loses their job and is entitled to redundancy pay, this should be calculated based on their pre-furlough wages. Firms cannot use the money from furlough to subsidise redundancy packages.
The Coronavirus Job Retention Scheme will officially come to an end on 31st October 2020 and employers will need to decide to either:
The government has introduced a new Job Retention Bonus Scheme, which seeks to incentivise employers to hold off on redundancies. This is a one-off payment to employers who have availed of the CJRS for each furloughed employee who remains continuously employed until 31 January 2021.
However, the unfortunate truth is if you cannot afford to pay your employees, you will need to terminate their employment. If a worker loses their job and is entitled to redundancy pay, this should be calculated based on their pre-furlough wages, and firms can't use the money from furlough to subsidise redundancy packages.
If you are making 20 or more employees redundant within any 90-day period at a single establishment, you must consult employees. This involves speaking to them about why there are redundancies being made and if there are any alternatives to redundancy.
The period of time that this consultation takes depends on how many jobs are being made redundant.
If you do not consult employees in a redundancy situation, any redundancies you make will almost certainly be unfair and you could be taken to an employment tribunal.
Today marks 45 days before the end of the furlough scheme – the deadline for large employers to commence the consultation process where 100 or more redundancies are being made. A recent study estimated that the UK was likely to see around 450,000 redundancies this autumn alone. It warned this figure could exceed 735,000 if redundancy notifications continued to rise.
Fresh calls have been made for the Coronavirus Job Retention Scheme to be extended over fears the UK could be hit with an onslaught of redundancy notices, as employers seek to comply with the 45-day notice period.
Register for our upcoming webinar to find out more about the end of the CJRS, the Job Retention Bonus Scheme and Redundancies. Places are limited – click here to book your place now.
The Coronavirus Job Retention Scheme is ending fully on 31st October 2020, but until then, the level of the grant will be reduced each month. For September, the government will pay 70% of wages up to a cap of £2,187.50 for the hours the employee does not work. Employers will need to pay employer National Insurance contributions and employer pension contributions plus 10% of wages to make up 80% of the total, up to a cap of £2,500.
As the government’s furlough scheme winds down in upcoming months, employers will need to contribute to employees’ wages and the Coronavirus Job Retention Scheme will end fully at the end of October 2020. In this webinar, we look at what you need to know about reduced government contributions, flexible furlough and making a claim.
BrightPay Connect offers a whole host of additional features, from automatic cloud backup to employee dashboards. However, the employee app is one of the most attractive of these additional features, and for good reason. It enables you to introduce more effective ways of communicating with employees and streamline everyday processes such as annual leave requests.
BrightPay’s payroll journal feature allows users to create wage journals from finalised pay periods so that they can be seamlessly transferred into various accounting packages. BrightPay includes direct API integration with a number of accounting packages. With this direct integration, users will be able to directly send the payroll journal to the accounting package from within BrightPay.
This month saw a number of updates to BrightPay Connect, including a new option to download all payslips in a given period. The calendar functionality in BrightPay Connect has also 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.
Join BrightPay on 12th August for a free COVID-19 & Payroll webinar. In this webinar, we explore the key changes in relation to flexible furlough, phasing out of the scheme and changes to making a claim. This new flexibility will help businesses with reopening and help boost the economy. Places are limited. Click here to book your place now.
We’re always keen to hear what the biggest challenges are for payroll bureaus and how we can help make their job easier. One of the most common issues we understand is that requesting payroll information from clients can be an inefficient, time-consuming and often, frustrating process. The good news is that BrightPay Connect makes this process so much simpler. It has become a must-have tool for bureaus who want to streamline their payroll process and increase efficiency.
After months of lockdown, many people are embracing the idea of staycations in a bid to save what’s left of the summer. For employers, however, managing employee leave can be far from relaxing if it is a manual process. BrightPay Connect’s online leave management tools eliminate cumbersome people management tasks. It’s more than just payroll software, it’s a ready-to-go, easy-to-use HR software solution. The staycation trend should be a reason to be excited, not an admin nightmare.
The Coronavirus Job Retention Scheme is changing to support businesses as the economy is carefully reopened. Before July, employees that were placed on furlough could not undertake work for you. Originally, the scheme was only for employees who were not working, and while on furlough, an employee could not undertake work for or on behalf of the organisation.
From 1st July, businesses have the flexibility to bring furloughed employees back to work for any amount of time and any shift pattern, while still being able to claim under the CJRS for hours not worked. This new flexibility will help businesses with reopening and help boost the economy.
The government will continue to pay 80% of furloughed employees wages for any normal hours they do not work, up until the end of August, but the employer will have to pay employees for the hours they do work. For example, if a furloughed worker returns to work for two days per week, they would need to be paid as normal by their employer for these two days, while the government would cover the other three days.
Employers will decide the hours and shift patterns their employees will work on their return, and so employees can work as much or as little as the business needs, with no minimum time that they can furlough staff for.
Any working hours arrangement agreed between a business and their employee must cover at least one week and be confirmed to the employee in writing. You must keep a written record of the agreement for five years and keep records of how many hours your employees work and the number of hours they are furloughed (i.e. not working).
If employees are unable to return to work, or employers do not have work for them to do, they can remain fully furloughed and the employer can continue to claim the grant for their full hours under the existing rules.
From 1st July, employers will only be able to claim for employees who have previously been furloughed for at least 3 consecutive weeks any time between 1st March 2020 and 30th June 2020. An exception to this is where an employee is returning from statutory parental leave after 10th June and meets the qualifying criteria to be furloughed for the first time.
Where an employee is flexibly furloughed, employers will be required to submit data on the usual hours an employee would be expected to work in a claim period, the employee’s actual hours worked, and the number of furloughed hours for each claim period.
If you claim in advance and your employee works for more hours than you agreed, then you’ll have to pay some of the grant back to HMRC. This means that you should not claim until you have certainty about the number of hours your employees are working during the claim period.
Interested in finding out more about the new changes to the Coronavirus Job Retention Scheme? Watch our webinar on-demand where we discuss flexible furlough, the wind-down of the scheme and changes to making a CJRS claim.
The Coronavirus Job Retention Scheme has been hugely popular and will continue to support jobs until the end of October. However, from 1st July, there will be many changes to the scheme. Here we've put together a summary of some of the key points in relation to flexible furlough, phasing out of the scheme and changes to making a claim.
From 1st July 2020, employers will only be able to claim for employees who have previously been furloughed for at least 3 consecutive weeks any time between 1st March 2020 and 30th June 2020. An exception to this is where an employee is returning from statutory parental leave after 10th June 2020 and meets the qualifying criteria to be furloughed for the first time.
For many of our customers, this calculation change will not make a difference. But those who pay in lieu (e.g. a July pay date for June payroll), or those for whom an already submitted claim period ending 30 June did not actually cover all of June's earnings, will need to check and ensure that all reclaimable amounts are accounted for and submitted to HMRC prior to making July claims.
During our most recent webinar, we looked at upcoming changes to the Coronavirus Job Retention Scheme. We also examined five principles that employers should be following to protect employees as they come back to work. Don't miss out - watch it back anytime.