Our 2021 payroll software is available for download here.


Mar 2020

31

Layoff and Short-time Working under Covid-19

Under the Redundancy Payments Acts 1967 to 2014 a lay-off situation arises if an employer is unable to provide work to an employee for which they are employed to do. A short-time situation arises if an employee's weekly pay or hours is less than 50% of their normal weekly pay or hours due to a reduction in the amount of work to be done for which they are employed to do.

Continuity of Service

Continuity of service is not normally affected by lay-offs. For example, if an employee has been working for an employer for 10 years and is laid off temporarily, their 10 years’ service will remain intact.

Annual Leave

Employees working short-time will continue to accrue leave for the hours they work.

Employees on lay-off will continue to accrue public holidays that occur during the first 13 weeks. They will not accrue annual leave during the period of lay-off.

The annual leave that they accrued up until the point of being laid off will remain intact. Employers should not pay employees in lieu of this annual leave. Rather, it should be made available to the employee to take once they return to work. Given the exceptional circumstances that we are 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.

Redundancy

The law on claiming redundancy following a period of lay-off or short-time working had been changed during the Covid-19 emergency period. The emergency period is currently set as 13 March 2020 to 31 May 2020, however this may be extended.

Normally, employees who are laid off or put on short-time hours, you can claim redundancy from their employer after 4 weeks or more, or 6 weeks in the last 13 weeks.

Under the Emergency Measures in the Public Interest (Covid-19), employees who have been laid off during the emergency period, as a result of the Covid-19 pandemic, are not able to claim redundancy.


Mar 2020

19

Local Property Tax (LPT) – Payment Date Deferred

In a move designed to ease cash flow pressure on property owners amid the Coronavirus outbreak, Revenue has announced it is deferring the collection of Local Property Tax (LPT) for those paying by Annual Debit Instruction or Single Debit Authority payment.

These payments were due on 21st March 2020, the deduction date will change to 21st May 2020.

Property owners who have opted to make a payment by Annual Debit Instruction or Single Debit Authority do not need to advise Revenue or take any action. The payment date will automatically change to 21st May 2020.

Details can be found here.

Posted byAudrey MooneyinLPT


Mar 2020

19

Putting staff on layoff

As the country tries to get to grips with the Covid-19 pandemic and companies are struggling with temporarily closing their business and laying-off staff, here are some key things you need to know about layoff.

Layoff or redundancy?

As a result of the recent business closures, many employees have been layed-off. Layoff is a temporary measure, whereby the individual is still an employee of the company but they are not receiving any remuneration for the duration of the layoff. Normally, once the situation that led to the layoff is over, the employee will return to their previous role on the same terms and conditions, their length of service will not be impacted by the layoff. In the current situation, it is hoped that many business will be able to re-engage their staff once the current emergency situation eases.

Redundancy on the other hand occurs when the employee loses their job permanently, due to a business closure or a reduction in work levels.

Other Layoff Considerations

  • Employers should give employees notice in writing that they will be put on layoff, although no time period is specified
  • Notice can be given using form RP9
  • Generally, in order to layoff an employee there should be a layoff clause in the contract of employment or it should be custom and practice in the company. It is imagined that flexibility will be shown at this exceptional time, if neither of these exist. However some employers may consider:
    1. including a layoff clause in the agreed terms of employment on a temporary basis,
    2. getting some form of confirmation, signature or email, from the employee to the layoff.

 

 

Posted byLaura MurphyinCoronavirus


Mar 2020

10

Covid-19 - are you ready?

In light of the recent Coronavirus outbreak, many employers are starting to prepare for the possibility of employees needing to work from home.

Have you Internet?

Whether you are a single employer or a bureau, you will need an internet connection for transmitting files to Revenue.

Are you using a computer other than your work computer?

Where you are using a different computer, BrightPay will need to be installed on that computer. This is a quick download from our website. Then, simply enter the activation key that was included on your invoice. If you can’t find this key, we can resend it to you.

You will also need to ensure that you have a valid ROS digital cert installed on this computer as this will be required for retrieval of RPNs and submission of PSRs. Help on doing this is contained at the bottom of this article.

Okay, you have an internet connection and a computer with BrightPay installed on it, what about the payroll file(s)?

Are you a single employer?

  • Using your work computer - you already have the file and need read no further.
  • Using Dropbox or Google Drive as your file save location - the files will automatically be available to you on any other machine which is also signed in to the shared drive.
  • Using Connect - you can simply restore your payroll data into your BrightPay software by signing into your Connect account at home through the software.

Alternatively, before leaving the office, simply copy the payroll file to a USB key or email it to yourself.

There are some useful help links at the bottom of this article to help with any of these options.

Are you a payroll bureau?

  • Using Connect – An Administrator can set relevant payroll staff members up as a user and give them access to the companies that they need to work on. Users can then simply restore the required payroll data into their BrightPay software from their Connect account and also synchronise completed payroll back up to Connect. Users will be able to log in to their Connect account at home through the software and restore in the latest cloud backup. Care however must be taken that synchronisation is up to date and that other users are not working on the same data file at the same time. When restoring in from a cloud backup, you will see the time and date of the most recent backup that was done. Setting up a user in Connect and Restoring from Connect are covered in the help articles below.
  • Using remote desktop – log in to your remote desktop as normal. No further action is required.
  • Using a shared drive (e.g. Dropbox) – Once your PC is logged in to the shared drive and BrightPay’s file save location was set as this drive, then all payroll files should be available within your home environment. You may need to browse to the shared file location when opening an employer.

Alternatively, before leaving the office, staff members may wish to save their payroll file(s) to an external drive, then follow the help below on Transferring BrightPay from one PC to another.


Help articles

Posted byPaul ByrneinCoronavirusPayroll Software


Mar 2020

10

Don’t let Covid-19 stop you from running your payroll

As of 10 March, the number of confirmed cases of coronavirus increased to 24 in Ireland, with cases across Europe also surging. With the number of cases bound to escalate, Leo Varakar has said that if the coronavirus outbreak worsens, between 50% and 60% of the Irish population could be affected. 

With panic over coronavirus soaring, many workers are being asked to stay away from the office and do day-to-day tasks from the comfort of their home. Not going into the office is an effective way of preventing the spread of coronavirus, because it minimises the risk of you coming into contact with someone carrying the disease.

Flexible working is becoming a growing trend

The reality is, working from home is already very popular, potential pandemic or not. Flexible working is a trend that has emerged in the last decade as more people seek that ideal work-life balance instead of work-life burnout.

Nearly a quarter of Britain’s workforce now work flexibly, that is, they work part of the week in an office and part at home, highlighting how quickly this trend is growing. Flexible working brings many work-life balance benefits as employees have more time to see their family, exercise and dedicate time to themselves. Seven in 10 of those who work flexibly say they are less stressed as a result of their working arrangement.

As well as the health benefits, it often results in happier employees. They then potentially work harder and are more productive. For employers, flexible working also helps to attract and retain talented employees. Additionally, it can result in increased loyalty and reduced office space cost.

Businesses need to carefully consider which processes and tools will make flexible work as productive and positive as possible for their employees. You need to make sure that they have essentials such as laptops, a reliable internet connection and being able to connect to systems remotely. This would have been difficult a few years ago, but thanks to the cloud, you can have everything you need at all times.

Flexible working with BrightPay Payroll

Although the payroll itself cannot be processed online with BrightPay Connect, the payroll software is still very flexible. Each BrightPay licence can be installed on up to 10 PCs where users have the option to process the payroll from 10 separate locations meaning you don’t need cloud payroll to operate and process your payroll. In addition, you can log into your BrightPay Connect account to view your payroll information at any time. You no longer need to be seated at your desk in the office to access the system - all the data you need to do your job is available on any of the 10 PC’s that the BrightPay application is installed on.

If you are not using the BrightPay Connect add-on, you can still access the payroll data file through a cloud environment to process the payroll. Again, the software itself can be installed to the local C drive of up to 10 PCs, be it a home computer or a laptop. The payroll files can be stored on a secure server or cloud environment, such as Dropbox or Google Drive, where the payroll information can be accessed from multiple computers.

With BrightPay Connect’s automatic cloud backup, payroll information is stored online and can be accessed by employers anywhere, anytime. Employers can also use BrightPay Connect to remotely manage employee’s leave, upload employee documents and send communications to employees that are working remotely.

Will coronavirus lead to long-term changes?

Will 2020 be the year in which office employees working more from home becomes the norm? Although many employers have implemented a mandatory ‘work from home’ policy as a precaution against coronavirus, it could also be the turning point for many businesses to recognise just how beneficial flexible working can be.

Book a demo today to discover how you can process payroll remotely with BrightPay.

Posted byRachel HynesinCoronavirusPayrollPayroll Software