You make a good point. However, Kate is not saying don't communicate. A letter to those affected, containing information regarding the pension deduction increase, is important.
The standard letter(s) published on the Pension Regulator website should be a good guide to the kind of language that can be used, avoiding the opposite complaint, i.e. that you have induced employees to opt out.
Keep it simple - keep to the facts. See link entitled "Letter template telling staff about minimum contribution increases" on this page: https://www.thepensionsregulator.gov.uk/en/employers/increase-of-automat...
Re-enrolment. SME clients are hitting the 3rd anniversary of their original staging date. It's time for them to re-assess, re-enrol and communicate with those who opted out last time around. New starters with the organisation have been enrolled during that time, so it's not like we've forgotten what to do, right? We are starting to find out how good the client's data is regarding the opt-outs and previous assessments from 3 years ago. (Especially those clients who have changed Payroll / HR systems in that time). Happy times.
The link implied between N.I. Upper Earnings Limit and the 40% tax threshold is not necessarily true. It was suggested as a simplification, but as now confirmed by the Scots going their own way, you always did and still do need to use the correct NI tables and not rely on any implied linkage to tax tables/bands.
ditto Actors/Actresses and their agents. TV production company payrolls have, for a very long time, had a record of payment of fees to agent and actor. You know, 5 second walk-on parts, etc. 5 seconds; now that's a "short gig" economy.
The issue for some drivers appears to be the pressure they FELT they were under from Uber, the supplier of the software site, such that Uber are trying to protect their business, their reputation as a reliable source of transport. If drivers don't bother turning up, all the time, Uber loses reputation. Uber presumably don't like drivers backing-out of arrangments.
It seems to me this is a standard feature of a franchise arrangement. You need a contract to ensure the driver who accepts a client under the Uber franchise, commits to fulfill that arrangement, hence drivers who take-on too much work falling foul.
If the driver can't make more than £5 per hour, then don't take-up the franchise.
So franchisee as employee? I don't think so.
My daughter has started doing the occasional deliveroo, I shall see how she gets on. Please don't throw the baby out with the bathwater. It would be good for these franchises to be able to continue, "gig economy" may be a modern term for it, but it has always existed.
browse your bank account online, (internet banking has been a great success), why not browse your accounts online in "real-time"?
PLUS, if your internet banking transactions can be "copied" easily, in seconds, into your accounting system then you are starting to see real productivity improvement.
But only if you can do this will you start to see the time savings you crave, and your clients? well, they will see a reduction in fees!?!?! as well as getting instant access to see how their accounts are "coming along" ...
But perhaps your internet accounts package can't accept your banking transactions.
Well, we did not need an online accounts package to achieve that, we have been copying and pasting our internet banking statements into EXCEL on our PC for years, this does the job, and accountants/auditors are happy.
As stated, this £2000 is per business or employer, not, for example, per tax reference. So, particularly in a group of companies, it would be best to take advice as to eligibility, before assuming so in the payroll.
reply to Patricia C. : Before you insist on publicans paying weekly, rather than after the shift, please check the easements that HMRC have allowed for certain full payment submissions (FPS) to be after payment (rather than on or before). "Hospitality sector", i.e. where pay varies on the day it is paid, is mentioned as an example.
.. with regard certain employment rights for employees and new starters.
The payroll / pension deduction function needs to be in place by the staging date, and as stated by others, for small organisations this can be years from now.
N.B. Some organisations have decided to comply earlier than their staging date.
There is much to take in - payroll is but a part of the story.
My answers
You make a good point. However, Kate is not saying don't communicate. A letter to those affected, containing information regarding the pension deduction increase, is important.
The standard letter(s) published on the Pension Regulator website should be a good guide to the kind of language that can be used, avoiding the opposite complaint, i.e. that you have induced employees to opt out.
Keep it simple - keep to the facts. See link entitled "Letter template telling staff about minimum contribution increases" on this page:
https://www.thepensionsregulator.gov.uk/en/employers/increase-of-automat...
Re-enrolment. SME clients are hitting the 3rd anniversary of their original staging date. It's time for them to re-assess, re-enrol and communicate with those who opted out last time around. New starters with the organisation have been enrolled during that time, so it's not like we've forgotten what to do, right? We are starting to find out how good the client's data is regarding the opt-outs and previous assessments from 3 years ago. (Especially those clients who have changed Payroll / HR systems in that time). Happy times.
The link implied between N.I. Upper Earnings Limit and the 40% tax threshold is not necessarily true. It was suggested as a simplification, but as now confirmed by the Scots going their own way, you always did and still do need to use the correct NI tables and not rely on any implied linkage to tax tables/bands.
ditto Actors/Actresses and their agents. TV production company payrolls have, for a very long time, had a record of payment of fees to agent and actor. You know, 5 second walk-on parts, etc. 5 seconds; now that's a "short gig" economy.
The issue for some drivers appears to be the pressure they FELT they were under from Uber, the supplier of the software site, such that Uber are trying to protect their business, their reputation as a reliable source of transport. If drivers don't bother turning up, all the time, Uber loses reputation. Uber presumably don't like drivers backing-out of arrangments.
It seems to me this is a standard feature of a franchise arrangement. You need a contract to ensure the driver who accepts a client under the Uber franchise, commits to fulfill that arrangement, hence drivers who take-on too much work falling foul.
If the driver can't make more than £5 per hour, then don't take-up the franchise.
So franchisee as employee? I don't think so.
My daughter has started doing the occasional deliveroo, I shall see how she gets on. Please don't throw the baby out with the bathwater. It would be good for these franchises to be able to continue, "gig economy" may be a modern term for it, but it has always existed.
If you can ...
browse your bank account online, (internet banking has been a great success), why not browse your accounts online in "real-time"?
PLUS, if your internet banking transactions can be "copied" easily, in seconds, into your accounting system then you are starting to see real productivity improvement.
But only if you can do this will you start to see the time savings you crave, and your clients? well, they will see a reduction in fees!?!?! as well as getting instant access to see how their accounts are "coming along" ...
But perhaps your internet accounts package can't accept your banking transactions.
Well, we did not need an online accounts package to achieve that, we have been copying and pasting our internet banking statements into EXCEL on our PC for years, this does the job, and accountants/auditors are happy.
Reduced errors too.
Make sure it works for you, is my message.
Per employer
As stated, this £2000 is per business or employer, not, for example, per tax reference. So, particularly in a group of companies, it would be best to take advice as to eligibility, before assuming so in the payroll.
wrong tax year
you appear to be looking at 2012/13, perhaps that explains why you can't see the records in June / July 2013.
If you can change the tax year to 13/14 you might see what you want?
There are certain 'easements'
reply to Patricia C. : Before you insist on publicans paying weekly, rather than after the shift, please check the easements that HMRC have allowed for certain full payment submissions (FPS) to be after payment (rather than on or before). "Hospitality sector", i.e. where pay varies on the day it is paid, is mentioned as an example.
Here is a link you may find helpful http://www.hmrc.gov.uk/payerti/reporting/when-to-report.htm#6
The section is entitled "Exceptions to reporting PAYE information 'on or before' paying an employee".
I hope this helps.
All companies were affected from October 2012
.. with regard certain employment rights for employees and new starters.
The payroll / pension deduction function needs to be in place by the staging date, and as stated by others, for small organisations this can be years from now.
N.B. Some organisations have decided to comply earlier than their staging date.
There is much to take in - payroll is but a part of the story.