We are delighted to reveal that we have been shortlisted for both ICB LUCA Payroll Software of the Year 2020 and ICB LUCA Friendliest Software of the Year 2020. Having won the LUCA Award for Payroll Software of the Year last year, 2019, we are hoping to make it two years running.
The LUCA Awards are the ‘Oscars’ of the bookkeeping profession and are presented in recognition of the year’s outstanding bookkeepers and the many organisations and vendors that complement the valuable work that they do. It will be down to ICB students and members to vote and determine which payroll software provider is the best and friendliest.
Our recent BrightPay customer survey suggests some of the reasons why we have been shortlisted:
The winners will be announced as part of the 11th Annual Bookkeeping Summit, being held virtually at the awards evening on 17th November. Best of luck to all the finalists!
Businesses are continuing to be massively impacted by COVID-19, and for many, their payroll solution may not be up to the challenge. At BrightPay, we believe that our COVID-19 response plan means that we are the perfect payroll partner to help you adapt to an ever-changing world.
Making simple changes and investing in payroll solutions with integrated cloud access can save money, improve productivity and increase profits. It is important to choose the right payroll software provider that will ensure COVID-19 does not slow down your bureau’s payroll processing.
Research different payroll software providers and compare them against what you are currently using. Choose the right payroll technology that not only streamlines your payroll processes but supports your business continuity needs.
Ask other providers what their customer satisfaction rating is, what are the hidden costs and how they are helping their customers through COVID-19.
''Complex CJRS claims, 4 weekly pay periods crossing into July, the beginning of flexible furloughing. We could be in the middle of a logistical nightmare, but thanks to @BrightPayUK our lives have been made considerably easier.’’ Lucy Stupples @autumn_ cottage – Twitter
‘‘BrightPay have made it easy for us during this difficult time. They have kept us up to date on their information hub on all matter COVID-19 related, with free webinars on CJRS matters and other resources.’’ Linda Nicholls – Trustpilot
''We have worked around the clock since COVID disrupted life as we know it to support our clients. However, it would have been a lot harder to provide that support if we didn’t use BrightPay. Well done team @ BrightPayUK.” Investment Bookkeeping @InBookkeeping – Twitter
Download the guide now: ‘Safeguard your payroll against COVID-19 and the (hidden) cons of the Job Support Scheme’
Originally introduced in March, the Coronavirus Job Retention Scheme & Furlough Leave has been extended beyond the original October deadline.
The Furlough scheme had been winding down over the last couple of months, with 70% government contribution to hours not worked in September and the employer paying 10%. In October the government paid 60% of the furloughed employees wages for their unworked hours, up to a maximum of £1,875, with employers contributing the remaining 20%.
The announcement made on 31st October in line with the second lockdown means that businesses can receive grants covering 80% of wages throughout November and the JSS implementation has been delayed to 1st December. The employer must pay for all the employer’s NIC and employer’s minimum workplace pension contributions on those wages and the grant will be for time not worked, up to £2,500 per month.
The Coronavirus Job Retention Scheme allows all UK employers to access financial support to continue paying part of their employees' salary that would otherwise have been laid off due to the second lockdown. It prevents against layoffs and redundancies.
All UK companies are eligible: limited companies, sole traders who employee people, LLPs, partnerships and charities.
Employees who were on the employer’s payroll on 30 October 2020 will qualify to be included in CJRS claim for November; they don’t have to have been included in an earlier CJRS claim. The employee must have been paid by the employer, and that pay must have been reported on a RTI return before midnight on 30 October.
Furlough leave is available to all employees on a contract, including;
• full-time employees
• part-time employees
• employees on agency contracts
• employees on flexible or zero-hour contracts
Flexible furlough will still run alongside full-time furlough, so staff may be brought back part-time to say, prepare the premises for the lifting of national restrictions, or to prepare for Christmas.
The same rules for flexible furlough will continue to apply as they have done since 1 July, so the employee may be furloughed for a couple of days or hours per week. No minimum time set for furloughed hours or working hours has been communicated.
However, each furlough claim must be for a period of at least seven consecutive calendar days.
• The employer must designate affected employees as furloughed workers.
• They should notify the employee that they have been marked as Furlough. Agreement from the employee may be required.
• HMRC must be notified of the employee designated as furloughed workers as well as details of their earnings. This is done through an online portal (not currently set up).
• HMRC will reimburse 80% of furloughed workers wage costs, based on the February earnings of salaried workers, up to a cap of £2,500 per month.
• Wages for those on variable hours, can be calculated based on the higher of either:
o the same month's earning from the previous year
o average monthly earnings from the 2019-20 tax year
If the employee has been employed for less than a year, employers can claim for an average of their monthly earnings since they started work.
• Employees remain employed, their continuity of service is not impacted.
• Employer may choose to top-up the other 20% of salary. If they don’t top-up the 20% it will be a deduction in wages.
• Wages paid through the scheme are subject to the usual income tax and other deductions.
Changing the status of employees to a furloughed worker remains subject to existing employment law. Generally, where an employee’s contract contains a layoff or short term clause employers should be able to place employees on furlough leave. Where there is no such clause, it is best advised to get agreement from the employee.
Additionally, a 20% reduction in salary will be a change in terms and conditions of employment. Where employers are not topping up the government payment, they should also seek agreement from the employee.
Given the current situation and the alternatives for those employees should they not agree, one can expect that most employees will agree. That said, prudent employers will seek to get their employees agreement as part of their furlough leave process.
A BrightPay UK (Windows) upgrade has just been released to cater for the extension to the Coronavirus Job Retention Scheme. This upgrade also removes previously released Job Support Scheme (JSS) functionality.
During COVID-19, BrightPay have been running regular webinars to keep businesses and accountants up-to-date with the latest changes and the impact on payroll processing don’t miss the latest webinar.
18th November – 10.30am
In this webinar, we look at what you need to know about the re-instated Furlough scheme and new Job Support Scheme, including which employees are eligible, the level of government funding, and how the scheme is actioned through payroll. We will also share top tips to ensure COVID-19 does not slow down payroll processing. Plus, we will explore the rise in redundancies and the new changes regarding statutory redundancy and notice pay for furloughed employees.
What you'll learn:
• What the extended CJRS means for your business
• Everything you need to know about the Job Support Scheme
• Tips for safeguarding your payroll
• How BrightPay’s Job Support Scheme Calculator & Claim Report works
• How to calculate notice pay and redundancy pay for furloughed employees
• Top tips to ensure COVID-19 does not slow down payroll processing
BrightPay and other companies were required to offer essential functions such as supporting all RTI submission types, full automatic enrolment functionality and HMRC recognised.
Digital.com’s research team conducted a 40-hour assessment of over 210 payroll software companies across the web.
Digital.com reviews and compares the best products, services, and software for running or growing a small business website or online shop. The platform collects twitter comments and uses sentiment analysis to score companies and their products.
The award comes just one year after BrightPay was announced as the winner of ‘Payroll Software of the Year’ 2019 at the ICB Luca Awards. This also follows BrightPay winning Payroll Software of the Year 2018 at the AccountingWEB Software Excellence Awards.
With nearly 30 years of payroll experience, our products are used to process the payroll for over 320,000 businesses across the UK and Ireland. BrightPay also has an impressive 99% customer satisfaction rate and a 5-star rating on Software Advice.
BrightPay for SMEs
BrightPay includes several useful payroll features and support that are very beneficial for employers:
These are just a few of the many features we have in BrightPay that can help SMEs, but there’s so much more on offer.
Don’t miss out - book a payroll demo today to see these features in action and to discover more ways that BrightPay’s award-winning software can improve efficiency and save you time.
Thanks again to Digital.com for the award and all our customers supporting us during this challenging period.
Before diving into the positives and negatives of the new Job Support Scheme I want to recap on what it is.
The new Job Support Scheme was announced by the government in September, and it'is designed to top up the wages of employees unable to work full-time because of coronavirus restrictions over the winter. Employers using the Job Support Scheme will also be able to claim the Job Retention Bonus if they meet the eligibility criteria.
Businesses will continue to pay their employees for time worked, but the burden of hours not worked will be split between the employer, the Government (through wage support) and the employee (through a wage reduction), and the employee will keep their job.
The scheme was originally set to open on 1 November 2020 and run for 6 months, until April 2021. However, the start of a second England-wide lockdown has prompted the Government to extend the original furlough scheme until December – pushing back the start date for the Job Support Scheme.
This scheme is designed to protect jobs where businesses are facing lower demand over the winter months due to coronavirus. 9.6 million employees are still on furlough leave across the UK, with the scheme still supporting 1.2 million businesses. This new scheme could help mitigate the impact of the end of Coronavirus Job Retention Scheme ending on 31st October.
Employers can receive up to £697.92 per month wage top up of eligible employees unable to work full-time because of coronavirus restrictions over the winter.
An unexpected silver lining to the scheme is that employers using the Job Support Scheme will also be able to claim the Job Retention Bonus if they meet the eligibility criteria. This is a one-off payment of £1,000 to employers who have availed of the CJRS for each furloughed employee who remains continuously employed until 31 January 2021.
It’s far less generous than the current Job Retention Scheme - The Government contribution will be capped at £697.92 a month compared to the initial £2,500 plus associated Employers’ National Insurance and pension contribution under the Job Retention Scheme placing a greater responsibility on the employer to fund employment costs. In fact, under the scheme the government never pays more than 22% of the employees' overall salary.
The employer ends up paying more in wages than the hours they get in return - The percentage cost to the employer far outweighs the percentage of productive hours provided by that employee to the business and a stark reality is that it costs more than 50% more to employ several people working 40% of the time compared to fewer people working full time.
Employees cannot be made redundant or put on notice of redundancy during the period within which their employer is claiming the grant for that employee. Therefore, employers face the dilemma now of assessing demand for the forthcoming months for their business and making decisions about the number of employees required.
Job Support Scheme payments will be made monthly in arrears commencing in December, reimbursing the employer for the government’s contribution. The grant will not cover employer NICs or pension contributions, but these contributions will remain payable by the employer. This means that the overall cost of employment for employers is higher than simply their contribution to employee salaries.
Sadly, it does not appear that the Job Support Scheme will avoid a rise of redundancies over the coming months as employers seek to manage their cashflows to survive the winter months. Join our latest webinar to find out more about the New Job Support Scheme and whether it’s right for your organisation.
In this webinar, we look at what you need to know about the new Job Support Scheme, including which employees are eligible, the level of government funding, and how the scheme is actioned through payroll. We will also explore the rise in redundancies and the new changes regarding statutory redundancy and notice pay for furloughed employees.
What you'll learn:
The Coronavirus Job Retention Scheme has been hugely popular and will continue to support jobs until the end of October, however, from 1st July, many changes were made to the scheme.
The government’s furlough scheme will wind 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.
Before August, employers could claim 80% of a furloughed employee’s wage costs, to a monthly maximum of £2,500. The government also refunded employer NICs and auto-enrolment pension contributions on this sum.
Going forward, the level of grant will be reduced each month. Employers will have to start contributing to the wage costs of paying their furloughed staff, and this employer contribution will gradually increase in September and October.
Employers will continue to be able to choose to top up employee wages above the 80% total and £2,500 cap for the hours not worked at their own expense if they wish. Employers will have to pay their employees for the hours worked.
After 31st October, the government contributions will finish and the scheme will come to an end.
When the scheme was extended until October, employers were promised that they would not face a ‘cliff-edge’ withdrawal of funding and that the scheme would be wound down gradually. The wind-down phase of the furlough scheme is more generous than many had expected, with most furloughed employee wage costs still being met by the government over the coming months. Depending on how the re-opening of businesses progresses, this approach may give some employers time to rebuild and save jobs that would otherwise have been lost.
During last month’s summer economic update, the chancellor announced that although the scheme will end at the end of October, all businesses can avail of a Job Retention Bonus Scheme for each employee they bring back from furlough. This is a one-off payment of £1,000 to employers that have used the Coronavirus Job Retention Scheme for each furloughed employee who remains continuously employed until 31 January 2021.
To be eligible, employees will need to earn at least an average of £520 per month for November, December and January, they must have been furloughed at any point and legitimately claimed for under the Coronavirus Job Retention Scheme, and they must have been continuously employed up until at least 31 January 2021.
Employers will be able to claim the bonus from February 2021 once accurate RTI data to 31 January has been received.
BrightPay software is being continually updated to ensure you can adapt your processes to all the upcoming changes regarding furlough.
If you’re not already using BrightPay, why not book a demo or download BrightPay’s free 60 day trial? One of our payroll experts will show you its clear and easy to use interface and talk you through its underlying comprehensive set of payroll functionality.