Our support lines are extremely busy as a result of the subsidy scheme being administered through payroll. Our Covid-19 help documentation will generally answer your query.

Please also note that all of our staff are working from home and may be answering your call in a sometimes chaotic environment. We appreciate your patience.


Jul 2020

10

Annual Leave & COVID-19 - Your Questions Answered

COVID-19 has presented countless challenges to every kind of business you can imagine. Whether you’re in retail or construction, banking or manufacturing, navigating the current circumstances while trying to keep your business afloat has been the cause of much confusion, frustration and anxiety. And one of the most commonly cited points of debate has been how the pandemic does or doesn’t affect annual leave for employees, and how employers should handle this moving forward.

These concerns aren’t unwarranted. There have been significant changes to how businesses can and in many cases, must, grant annual leave to employees. Understandably, many employers and managers are worried about denying employees their statutory rights and any potential circumstances arising from that.

So, with those concerns in mind, here’s everything you need to know about annual leave and COVID-19.

1. Do Employees Continue To Accrue Annual Leave?

Yes, and no. Employees who have been laid-off as a result of the pandemic will continue to accrue public holidays as normal that occur during the first 13 weeks. However, they will not accrue annual leave during the period of lay-off. Employees working short-time will continue to accrue leave for the hours they work.

The annual leave that employees accrue up until the point of being laid off will remain intact and employers should not pay employees in lieu of this annual leave. Instead, it should be made available to the employee to take once they return to work.

Given the exceptional circumstances that we are currently living in, it could well be the case that an employee genuinely cannot take their accrued annual leave this year. If this situation arises employers should try to be flexible in terms of allowing an employee to carry over leave into the next calendar year.

2. Do Employees Have To Take Annual Leave During Lay-Off?

Many employers are asking that their employees take annual leave while they can’t work during the lock-down period. However, some employees are resisting this and employers are wondering if they are within their rights to require that their staff take their holidays now.

Although employees have a statutory right to take any annual leave accrued, they can only take these holidays at a time that suits their employer. This rule is in place to avoid all employees taking their holidays at the one time, or during particularly busy periods (such as Christmas time for retail businesses). As such, employers can ask their staff to take their annual leave during lockdown as this ensures that they will be available to work when the business reopens.

However, it is advisable that employers try to be as accommodating as possible in this regard. Annual leave is typically used to rest and relax, often on holidays abroad. As this option isn’t available to employees who are cocooning/shielding, it could be prudent to allow those employees to take their holidays later in the year when they have more flexibility to enjoy them, where possible.

3. Can Statutory Annual Leave Be Carried Over To Next Year?

Yes. Given the extraordinary circumstances in which we all find ourselves now, employers should be as flexible and accommodating as possible when it comes to carrying over annual leave into 2021.

4. What If I’m Ready To Re-open My Business, But My Employee Wants To Take Annual Leave?

If your employee has holidays accrued, then he or she is entitled to take those holidays. However, as the employer you do have discretion when it comes to when your employees can take their holidays.

If, for example, you are in the retail industry and are expecting high levels of traffic in your premises once you reopen, then you can choose to have more staff than usual on the shop floor at a time in order to meet high customer demand. In this case, you can refuse holiday requests for this time as you have a sincere need to have all employees available for work.

At the end of the day, it is your choice when you allow your employees to take their holidays. While it’s important to be as accommodating as possible in order to maintain positive relationships with staff, if you need them to be available for work you are within your rights to ask them to take their holidays later in the year.

Keep Up-To-Date on the Latest COVID-19 Guidelines for Employers

At BrightPay we know how important it is to keep abreast of the most recent developments when it comes to COVID-19, especially as we navigate unchartered territories together. That’s why we’re holding regular webinars to share with you all news relating to Revenue updates, what employers need to know and how you can make sure you’re complying with best practices at all times.

Register for our upcoming webinar where we cover everything from important COVID-19 payroll updates to return to work government policies.

To receive email notification letting you know when we’re holding our next webinar, sign-up to our mailing list and ensure you don’t miss out on the latest updates for your business.

Posted bySarah TyrrellinAnnual LeaveCoronavirus


Jul 2020

7

Everything You Need To Know About TWSS & Maternity Leave

The Temporary Wage Subsidy Scheme (TWSS) is available to employers who may need financial support from the state in order to continue paying their employees as a result of COVID-19. For many employers and payroll professionals, this has been a confusing time with Revenue updating their guidance and releasing more information on the scheme every few days. Here, we’ve stripped all of the information down to everything you need to know in terms of employees returning from maternity leave.

TWSS And Maternity Leave

A recent change to rules regarding the Temporary Wage Subsidy Scheme takes into account employees who have returned or are due to return to work following a period of maternity leave, adoptive leave or related unpaid leave.

As per the scheme rules, if an employee was not paid in either January or February 2020, then typically, they do not qualify for the subsidy scheme. However, this latest change means that employees returning from maternity leave are now eligible and treated consistently with other employees who were on the payroll on the 29th of February.

This is a broadly welcomed change as it is only because of the personal circumstances relating to maternity and adoptive leave that resulted in these employees not being on the payroll in the first instance.

Employers who wish to avail of the Wage Subsidy Scheme for employees returning from maternity leave will need to complete a simple form for each relevant employee, and this form is available for download via myEnquiries on ROS.

Revenue will check DEASP data to ensure the employee was in receipt of the maternity benefit. Revenue will then calculate the Net Weekly Pay for each relevant employee and will provide the information on an updated TWSS file. This information will ensure that the correct wage subsidy can be calculated and paid to the employee.

The subsidy will be backdated to the date of recommencement of employment or from the 26th of March 2020, whichever is the latest date and this will be processed in due course. However, if the employee was in receipt of the Pandemic Unemployment Payment, no retrospection will apply as the employee was already in receipt of income support payments from DEASP.

These changes also apply to employees who were not on their employer’s payroll on 29 February 2020 and who were:

  • on a period of adoptive, paternity, parental or related unpaid leave
  • in receipt of Health and Safety Benefit, Parent’s Benefit or Illness Benefit paid by the DEASP

A more recent update confirmed that apprentices that were on training in February now qualify for the scheme. This is also done by the employer submitting the form in myEnquires which will then prompt an updated TWSS file.

Keep Up-To-Date With The Latest Advice on TWSS

Interested in finding out more about recent changes to the Temporary Wage Subsidy Scheme? Register for our free webinar where we explore the key changes to the scheme, the payroll implications or rehiring employees and employee’s annual leave entitlements during COVID-19.

Posted bySarah TyrrellinCoronavirus


Jul 2020

3

7 Steps To Rehiring Employees During COVID-19

In the last number of weeks we’ve seen a significant increase in the number of businesses opening their doors and bringing their employees back to work. Employers need to make a real effort to ensure that they’re up to date with not only the latest public health advice from the government, but also the most recent changes to the Temporary Wage Subsidy Scheme that were introduced by Revenue.

Maybe you’re a business in the retail or services industries and are having to make significant changes to premises and workflows to minimise the risk of COVID-19. Or perhaps you're a business in other industries where, although you’re back to work, all of your employees will continue to work from home for the foreseeable future. No matter what industry your business is in, there are certain implications of rehiring employees that all employers will need to understand. That’s why we’ve broken them down for you. 

7 Steps To Rehiring Employees 

Where an employee previously laid off has been re-hired, the employee will qualify for the Wage Subsidy Scheme if their DEASP claim is ceased. However, employees must have had a pay date in February and have been included in submissions between the 1st of February 2020 and the 30th of March 2020 in order to qualify.

If you’re planning to rehire employees as you reopen your business, you’ll need to take the following steps to ensure the employees are rehired correctly in line with Revenue requirements:

  1. If the laid off employee was ceased on the payroll, and the employer now wishes to place this employee back on payroll to avail of the Temporary Wage Subsidy Scheme, the employer can create a new employment for the employee with the same PPS number and a different Employment ID and apply the scheme for this employee. 

  2. To be included in the updated Employer CSV file (also known as TWSS file), employers must ensure that the rehired employees are on the payroll and an RPN has been received by Revenue the day before the employer calculates and submits the first payroll payment for the rehired employees to Revenue.

  3. A daily refresh of the Employer CSV file will include the employee information for rehired employees notified to Revenue. It’s important to note that rehired employees between 2nd May and 17th May, were temporarily not included in the first batch of Employer CSV files that were made available. Revenue have since updated the Employer CSV files to include rehired employees that were notified to Revenue during this period.

  4. Employers will receive a notification when an updated Employer CSV file is available for download, including when an employee’s information has changed due to a rehire in another employment. Where relevant, this Revenue instruction file must be downloaded from ROS again and re-imported into the payroll software.

  5. For pay frequencies other than weekly, employers should consider placing these rehired employees on a weekly pay frequency to simplify the alignment with the Temporary Wage Subsidy Scheme payments and to prevent overlaps with the Pandemic Unemployment Payment that may trigger a DEASP overpayment situation for the employee.

  6. Where this is not practical and the employee is rehired mid-month, the employer may submit a payroll submission using their normal payroll frequency. Revenue will refund the employer for the entire payroll frequency for the employee and the employer must retain the excess subsidy refund and this will be taken into consideration during the reconciliation process.

  7. An employee being rehired after a period on the Pandemic Unemployment Payment should cease their payments immediately and repay DEASP any amount to which they were no longer entitled.

Don’t Miss Out On The Latest Updates - Join Our Free Webinars

We know how important it is to keep on top of the most recent developments when it comes to COVID-19. That’s why we’re holding regular webinars to share with you all news relating to Revenue updates, what employers need to know and how you can make sure you’re complying with best practices at all times.

Click here to watch our previous webinars on-demand, where we cover everything from important COVID-19 payroll updates to return to work government advice and more.

To receive email notifications letting you know when we’re holding our next webinar, sign-up to our mailing list and ensure you don’t miss out on the latest updates for your business.

 


Jul 2020

2

BrightPay Customer Update: July 2020

Welcome to BrightPay's July update. Our most important news this month include:


3 Important Changes to the Temporary Wage Subsidy Scheme

As the economy slowly recovers and many businesses reopen their doors, new changes to the Temporary Wage Subsidy Scheme have been introduced. It’s essential that employers keep up-to-date with these changes so that they know best how to manage their payroll as they bring employees back to work. 


What you need to know about Rehiring Employees

Where an employee previously laid off has been re-hired, the employee will qualify for the Wage Subsidy Scheme if their DEASP claim is ceased. Once you've added the employee back onto the payroll, you need to request an RPN for this employee the day before processing the payroll. As well as retrieving the employee’s tax credits and cut-off points, this will also inform Revenue that the employee has been rehired. Revenue will therefore know to issue an amended TWSS instruction, which needs to be downloaded from ROS again and re-imported into the payroll software.


7 Steps To Returning To Work After COVID-19 

On the 9th of May 2020, the Government published the Return to Work Safely Protocol. This sets out a number of steps for employers and workers to reduce the risk of exposure to COVID-19 in the workplace. Here we have pulled out and summarised the key points that you need to be aware of moving forward.


BrightPay Connect: Streamlining Remote Working & Payroll Processing

The productivity and efficiency of your team are only as great as your remote working process, especially when it comes to payroll. With more employees continuing to operate from home, there are increased expectations of cloud access to payroll information.

BrightPay Connect’s user-friendly employee app is available to download on Android and iOS devices and allows employees to:

  • View their payslip library
  • Request annual leave on the go
  • Check their leave balance remaining
  • View past and scheduled leave
  • Access payroll & HR documents
  • Update personal details

COVID-19 Webinar - Did you miss it? Watch on-demand now 

During our most popular webinar, we looked at recent changes to the Temporary Wage Subsidy Scheme and the payroll implications of rehiring employees. We also broke down the Return to Work Safely Protocol and summarised it into 7 key points that employers need to be aware of. 


Posted byRachel HynesinCustomer Update


Jul 2020

1

3 Important Changes to the Temporary Wage Subsidy Scheme

Most employers are now either aware or availing of the Temporary Wage Subsidy Scheme. However, as the economy slowly recovers and many businesses reopen their doors, new changes to the scheme have been introduced to facilitate the transition. It’s essential that employers in particular keep up to date with these changes so that they know best how to manage their payroll as they bring employees back to work. 

3 Updates To The Temporary Wage Subsidy Scheme

Here are the recent changes to the scheme that employers need to be aware of:

  1. Employees that were on maternity, adoptive, paternity or parental leave or directly related unpaid leave, in receipt of Health & Safety Benefit, Parent’s Benefit or Illness Benefit are now eligible for the scheme. Employers who wish to avail of the Wage Subsidy Scheme for any of these employees will need to complete a simple form for each relevant employee, and this form is available for download via myEnquiries on ROS. Revenue will check DEASP data to ensure the employee was in receipt of the DEASP payment, such as maternity benefit etc. Revenue will then calculate the Net Weekly Pay for each relevant employee and will provide the information on an updated TWSS file. This updated TWSS file will need to be downloaded and re-imported into the payroll software. The subsidy will be backdated to the date of recommencement of employment or from the 26th of March 2020, whichever is the latest date.
  2. It has been confirmed that apprentices that were on training in February and as a result were not on their employer’s payroll in February now qualify for the scheme. This is also done by the employer submitting the form in myEnquires which will then prompt an updated TWSS file.
  3. Revenue has decided to place all recipients of the Wage Subsidy Scheme and the Pandemic Unemployment Payment on a week one/month one basis. Revenue have issued RPNs to reflect the week one/month one basis, and it applies to all those that are/have been in receipt of those payments. 

Don’t miss out on the latest updates - Join our Free Webinars

At BrightPay we know how important it is to keep on top of the most recent developments when it comes to COVID-19. That’s why we’re holding regular webinars to share with you all news relating to Revenue updates, what employers need to know and how you can make sure you’re complying with best practices at all times.

Click here to watch our previous webinars on-demand, where we cover everything from important COVID-19 payroll updates to return to work government advice and more.

To receive email notifications letting you know when we’re holding our next webinar, sign-up to our mailing list and ensure you don’t miss out on the latest updates for your business.

Posted bySarah TyrrellinCoronavirus


Jun 2020

29

7 Steps To Returning To Work After COVID-19

On the 9th of May 2020, the Government published the Return to Work Safely Protocol. This sets out a number of measures that workplaces must take in order to help prevent the spread of COVID-19 in the workplace as we reopen our economy.

The Health Service Authority (HSA) has responsibility for ensuring that employers are following the protocol and preparing and putting systems and controls in place. They will also be carrying out workplace inspections to ensure the Protocol is being implemented. Their approach is very much supportive.

At 29 pages long, the Protocol is quite a comprehensive document and there is a lot to take in, particularly for a small employer. So, we’re breaking it down and pulling out the key points that you need to be aware of moving forward. 

The Protocol sets out a number of steps for employers and workers to reduce risk of exposure to COVID-19 in the workplace. 

1. Lead Worker Representative

Each workplace must appoint at least one lead worker representative, who along with management will have responsibility for ensuring that COVID-19 preventative measures are adhered to. The Protocol very much promotes collaboration between the employer and employees, and having a Lead Worker Representative is very much key to having everybody working off the same page. For transparency and openness, it is also recommended that you create a log of everyone in your business who has COVID-19 responsibilities – that might be for cleaning or dealing with suspected cases. Download Template: Lead Worker Representative Log

2. Review Risk Assessment & Health & Safety Policies

In order to create a COVID-19 Response Plan that is specific to your business, you will need to complete a risk assessment. Look at how and where the virus could be transmitted in your workplace, and from that, you’ll learn what control measures you need to take  to minimise these risks. If there is a change to how work is being carried out in your workplace then you will need to review your Health & Safety policies. 

3. Develop a COVID-19 Response Plan

The next mandatory point is that all workplaces must develop a COVID-19 Response Plan. This is best thought of as a comprehensive catch-all document that deals with all points of relevance relating to COVID-19 and the workplace in one place. The Protocol specifically sets out the information you must include in your Response Plan, and this includes:

  • Stating how you will deal with a suspected case of COVID-19 in your workplace. You should appoint one employee with responsibility for dealing with suspected cases. You must have a designated isolation area to accommodate someone who may have contracted the virus. The idea being that you have a sterile environment where the employee can go if they are unable to go home straight away.
  • You will need to reference cleaning & hygiene. State how frequently your common areas and frequently touched surfaces are being cleaned. Have you provided sufficient hand washing / sanitisation facilities?
  • Reference the measures you have taken to ensure physical distancing. You will need to show how the 2 metre physical distance will be adhered to.
  • There is a strong onus on employers to keep staff informed and updated, not only on what is happening in your workplace or site but on public health advice in general. That will include displaying signs in the workplace, but also sending government updates and links.
  • Employees have a responsibility here too; they must ensure that they are keeping up-to-date and abiding by the preventative measures being put in place. So, it is important to set out the employees responsibilities in writing in the Response Plan as a reference point.
  • Mental health is specifically referenced in the Protocol. You will need to reference and discuss how you are supporting employees through this very challenging time.

Bright Contracts has been updated with a template COVID-19 response plan which has been written closely following HSA guidelines and checklists.

4. Complete Pre-Return to Work Forms

A pre-return to work form must be completed by employees at least 3 days before they return to work. There are a number of prescribed questions that must be answered. The form allows employees to self-certify that they do not have COVID-19 symptoms or have not been in close contact with any confirmed or suspected cases over the last 14 days. You can get a return to work form template from the HSA website.

In communicating with employees upon their return to work, it would also be advisable to establish whether or not they might be considered as a vulnerable worker. There is a HSE webpage that sets out who high risk groups are, you might consider sending this to employees and asking them to notify you if they fall into any of the categories. If they do fall into a vulnerable category you do have a duty of care to take extra precautions to protect that individual.

5. Provide COVID-19 Induction Training for All Staff

Upon returning to work all employees must be given COVID-19 induction training. At a minimum, this training should include:

  • Up-to-date advice and guidance on public health.
  • Details on what a worker should do if they develop symptoms of COVID-19.
  • Information on what steps the business is taking to address the risk of COVID-19.
  • An outline of the COVID-19 response plan. 
  • Any other relevant sector specific advice. 

The training doesn’t have to be overly complicated and you should consider giving this training yourself. If you have a well put together COVID-19 Response Plan, this could double up as your training material for staff. Be sure to keep a record that the training has taken place and note who has attended. If you have any new starters in the coming months, they also should be given the training. 

6. Keep a Log of Group Work

You should keep a log of all close contact, group work and employee interactions that take place. The logic behind this initiative is to be able to assist with contract tracing, should it be required.

7. Review Other Company Policies

Finally, when you’ve done all of the above you may want to look at reviewing and updating some of your existing policies. For example your Sick Leave Policy should really be updated to reflect COVID-19 - the protocol specifically requires employers to review and revise their existing sick leave policies. You might also want to consider putting in place a Working from Home policy if that is the norm in your company, or updating the Annual Leave and Mental Health policies.  

Keep Up-To-Date With the Latest Advice on Returning to Work

Interested in finding out more about Returning Staff to Work? Click here to watch our most recent webinar on-demand where we discuss the Return to Work Safely Protocol, common questions on the practicalities of bringing staff back to work and the payroll implications of returning staff to work.

To receive email notification letting you know when we’re holding our next webinar, sign-up to our mailing list and ensure you don’t miss out on the latest updates for your business.

Posted bySarah TyrrellinCoronavirus


Jun 2020

11

PAYE modernisation: Common mistakes and how to avoid them

In January 2019, we saw the biggest overhaul of the Irish PAYE system since it was introduced. PAYE modernisation requires employers to submit the details of each employee’s pay to Revenue on or before each payday. The new real-time reporting system meant that all forms relevant to payroll taxes (P30, P35, P60, and P45) were abolished. Instead, Revenue issues employers with a monthly statement based on the submissions made by the employer with a summary and breakdown of the total liability due.

It probably goes without saying, compliance with PAYE modernisation is compulsory, and the penalty regime is pretty stiff. The regime includes a fixed penalty of €4,000 for each breach of the PAYE legislation and a fixed penalty of €3,000 imposed on the company secretary for each breach.

With these high stakes, there are three big mistakes you need to avoid when it comes to PAYE modernisation.

The DIY approach

We’d be lying if we said it was impossible to comply with PAYE modernisation manually. It’s possible, of course. But lots of things are technically possible: climbing Everest is possible, for example, but it’s difficult.

So yes, technically speaking, your business can go the DIY route to comply with PAYE modernisation. If you don’t have compliant software, the relevant information must be submitted to Revenue manually through Revenue Online System (ROS).

But why struggle when you don’t need to? With the right payroll software in place, the transition can be seamless while also offering many real-time reporting benefits to businesses and employees.

Set and forget

Outsourcing payroll compliance can be a fantastic way to eliminate administrative burdens and free up time. But fundamentally, PAYE modernisation compliance is the employers responsibility.

When you choose an outsourcing partner, you need to be certain that they are not going to overlook your real-time payroll reporting duties. Check with your payroll provider to see how they’re complying, and whether they’re using industry-standard, compliant software like BrightPay.

Not choosing the right software

If you have - rather wisely - opted for the software route to comply with PAYE modernisation, there’s another decision to be made: choosing the right supplier.

There’s a lot of choices out there, but very few software suppliers can lay claim to BrightPay’s level of preparedness.

Before the introduction of PAYE Modernisation, we had already developed this real-time technology and API integration for our UK payroll software. The UK introduced similar real-time reporting requirements in 2013.

We’ve worked with Revenue from day dot to make PAYE modernisation a success, and our software makes compliance simple. Our previous experience allowed us to easily develop payroll integration features that seamlessly align with Revenue’s new reporting requirements.

BrightPay’s pedigree speaks for itself: BrightPay won Payroll Software of the Year 2018 and 2019 and enjoys a 99% customer satisfaction rating. So if you’re seeking the right software partner, look no further.

Book a demo today to discover how BrightPay’s award-winning software can improve your payroll reporting processes.


Jun 2020

3

The Road to COVID-19 Recovery - Return to Work Safely Protocol

Join us on 9th June for a free COVID-19 webinar

This webinar will examine key facts & updated guidance on COVID-19 payroll impacts. Understand what the lockdown easing will mean for your business as you reopen and what COVID-19 safety policies you need to introduce.


Part 1: Important COVID-19 Payroll Updates

In recent months, Revenue have introduced COVID-19 Government schemes to help keep paying employees with a number of important updates being rolled out. The government has announced the first steps to ease the coronavirus restrictions with a roadmap in place for lockdown measures to be slowly lifted. Understand how to adapt your payroll processes to accommodate for the schemes and subsequent updates.

Agenda

  • Temporary COVID-19 Wage Subsidy Scheme
  • The Payroll Implications of Rehiring Employees
  • COVID-19 Pandemic Unemployment Payment 
  • Managing Annual Leave during COVID-19

Part 2: Return to Work Safely Protocol

With the emergence from lockdown becoming clearer, businesses will need to start to put plans and COVID-19 policies in place for their employees to go back to the workplace safely. The Irish Government has introduced a Return to Work Safely Protocol for all businesses to follow. This introduces mandatory measures for organisations to take care of their people and safeguard their health and well-being.

All workplaces must adapt their workplace HR policies, procedures and practices to comply fully with the COVID-19 related public health protection measures identified as necessary by the HSE.

Agenda

  • Returning Staff from Layoff
  • Redundancy
  • Return to Work Safely Protocol

Unable to attend?

If you are unable to attend the webinar at the specified time, simply register for the webinar anyway and we will send you the recording afterwards. You can also click here to view more webinar dates.

Posted byRachel HynesinCoronavirus


May 2020

28

PAYE Modernisation: What it is and how has it changed payroll processes?

PAYE modernisation came into full effect from January 2019. With this new system, employers are required to report employee pay and deductions to Revenue as their employees are paid.

The aim, ultimately, is to make things simpler. By operating in real-time, Revenue can ensure that the correct tax deduction is being made at the right time for every employee. In turn, employees have online access to payroll information that has been submitted to Revenue by their employer in real-time.

Arguably the most taxing aspect of PAYE modernisation, if you’ll pardon the pun, is that it places substantial responsibilities onto businesses and payroll providers. It's their responsibility to ensure that the correct business processes and practices are in place.

Revenue expects you to get it right, but the change is undoubtedly a significant administrative burden on small employers who process their payroll manually. If you don’t have compliant software, the relevant information must be tracked manually and sent to Revenue through Revenue Online System (ROS).

If that sounds like a headache, it’s because it is. But it doesn’t need to be the case. With the right payroll software in place, the submission of payroll data can be seamless while also introducing many real-time reporting benefits to businesses and employees.

BrightPay has worked closely and will continue to work closely with Revenue to keep our payroll software compliant. BrightPay easily caters for the needs of PAYE Modernisation, removing any heavy lifting on your part.

Change - especially legislative change - comes with its challenges. For businesses that have worked manually (and happily so) for a long time, PAYE modernisation can easily be interpreted as throwing a spanner in the works.

But PAYE modernisation is a chance to make a big leap forward. Revenue integrated payroll software can simplify the payroll process and drastically reduce the administrative cost. Submitting payroll information in real-time eliminates the need for P30s, P35s, P45s, P46s and P60s which further reduces administrative processing.

The benefits are there to be grasped, all you need is the right payroll solution in place. BrightPay won Payroll Software of the Year 2018 and 2019 and enjoys a 99% customer satisfaction rating. There’s no better partner to make the most of PAYE modernisation.

Book a demo today to discover how BrightPay’s award-winning software can improve your payroll reporting processes.


May 2020

27

BrightPay Customer Update: June 2020

Welcome to BrightPay's June update. Our most important news this month include:


Important COVID-19 Payroll Updates

The government has announced the first steps to ease the coronavirus restrictions with a roadmap in place for lockdown measures to be slowly lifted. Understand how to adapt your payroll processes to accommodate for the schemes and subsequent updates.


Temporary COVID-19 Wage Subsidy Scheme - Operational Phase

During the Operational Phase of the scheme, Revenue will calculate employees' previous average net weekly pay and their maximum personal subsidy amount and provide this information to employers. This will be in the form of a Revenue instruction (in CSV format), which employers must download from within their ROS account and import into their payroll software. Revenue are updating the TWSS files daily to include employees that have been rehired after 1 May 2020 and notified to Revenue in an RPN. Where relevant, the Revenue instruction file must be downloaded from ROS again and re-imported into the payroll software.


Return to Work Safely Protocol 

The Irish Government has introduced a Return to Work Safely Protocol for all businesses to follow. This introduces mandatory measures for organisations to take care of their people and safeguard their health and well-being. All workplaces must adapt their workplace HR policies, procedures and practices to comply fully with the COVID-19 related public health protection measures identified as necessary by the HSE.


Rehiring Employees After Layoff - The Payroll Implications

Thousands of shops, businesses and construction sites have reopened as part of the first phase of the easing of COVID-19 restrictions. Many businesses are now able to re-engage their staff that had previously been placed on layoff. Can these employees qualify for the Wage Subsidy Scheme? How does this affect payroll?


Posted byKaren BennettinCustomer Update