Payroll and pensions update - aat-interactive.org.uk · training provider and assessment provider...
Transcript of Payroll and pensions update - aat-interactive.org.uk · training provider and assessment provider...
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Payroll and
pensions update
Presented by Karen Thomson MSc
FCIPP Associate Director
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Automatic
enrolment payroll
and business
considerations
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Plan, Plan, Plan!
•Jobholder status
•Payroll
•Third-party
•Combination
•Agent / payroll service provider
•Pension company
•Project leader
•Finance
•Resource
•Knowledge
•Who?
•Then work backwards
•TPR at least 6 months
Know your
staging date
Company to do list
Workforce Systems
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Project plan
Prepare Data Pension scheme
Staging What does your workforce look like?
The paperwork – recording keeping and
communications
And then
Keep on doing it – assessment for
starters, postponed workers and everyone else not in the scheme.
3 year rule
On-going reporting requirements and of
course pension deductions
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Project Leader
• Who?
• Liaise with:
– HR – outsourced?
– Payroll – outsourced?
– Pension company
• Don’t have one?????
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Pension scheme
• Don’t have one?
– Source and quickly
– IFAs
– Pension Advisory Service
– NEST, NOW and People’s Pension
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Staging date
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30,000
3,000
46,000
512,000 Numbers
needing a
pension
scheme and
automatic
enrolment
services
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Go from this…
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To this!
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Payroll considerations System
capability
Pensionable pay
Pay reference period to use
Postponement
How many need
automatically enrolled?
Opt-out process
Refund process
Reporting
Pension schemes
Cost and resource
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What does your workforce look like?
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Worker status
£41,865
£10,000
£5,772
£0
16 22 SPA 75
Age
A
n
n
u
a
l
E
a
r
n
i
n
g
s
Eligible Jobholder
Non Eligible Jobholder
Entitled Worker
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What must the employer do?
• Automatically enrol into a workplace pension scheme
• Make and deduct pension contributions
• Process opt outs and then re-enrol every 3 years
• Keep records of automatic enrolment process Eligible
• Right to opt in and then all eligible jobholder conditions and processes apply
• Must provide communication of right to opt in
• Keep records of the opt in process
Non Eligible
• Right to join a pension scheme – does not need to be a qualifying scheme
• Must provide communication of right to join Entitled
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Payroll Considerations
Description Considerations
System What will it do for you? Do you need
to upgrade or purchase additional
modules?
Pensionable pay v qualifying earnings Are they the same? What has the
business decided in respect of the
different tiers for contribution levels?
Age and earnings criteria Can you confirm how old your
employees are and what they are
earning in any one pay reference
period?
Postponement Will you use this option – part months?
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Payroll Considerations
Continued Description Considerations
Opt –out process How will you do this – electronically to
help with timescales?
Refunds Will payroll hold onto contributions
until opt out period has elapsed?
Re-enrolment Every three years for those eligible
workers who opted out – how will you
diarise these?
Pay Reference Periods And the minefield begins!
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Systems
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What could your payroll
system do for you?
Assessment Eligible, non-eligible and entitled workers
On-going assessments Payroll process linked
Costs Pension contributions
System costs known upfront if any of course?
Automatic reporting to pension provider
And much, much
more just ask them!
Audit trails and
record keeping In and out
options Postponement routines
Refund routines
Employee communications
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Example of payroll software provided
by Cascade HR
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Assessing Eligibility
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Employee Categories
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At a glance
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Monthly process view
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Engaging and communicating
with employees
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Timeline
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Third
Party
Providers
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www.enrolsme.com
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Enrolsme
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Benefits of Enrolsme
• FastTrack through the AE maze from start
to finish
• Pension set up in less than 10 minutes
• Detailed payroll guides
• Zero to Compliance in less than 1 day
• Guaranteed pension capacity
• Financial security with Standard Life
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Backed by award winning
businesses
in partnership with
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An online virtual guide
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Business
Decisions For
Automatic
Enrolment
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Qualifying pension scheme
• Do you have a scheme in place?
YES NO / Don’t know
Does it meet the automatic
enrolment legislation
requirements?
Where and how will you
source one?
Will it accept all your
workforce?
NEST has a public service
obligation
Have you spoken with your
provider?
Time is of the essence!
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Business considerations • Resource
– Do you have enough people to implement
this legislation and continue to process it?
• Finance
– How much will it cost you – contributions
and systems?
• Knowledge
– Do your staff need training?
• Communications
– How will you communicate?
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Continued
• Contractual enrolment
– Caution but acceptable
• Salary sacrifice
– Caution but acceptable
• Outsourced
– What will your provider do for you?
• Provider
– What will you deliver for your clients?
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Payroll service provider
• Accountants, payroll providers, book-keepers
etc.
– What can your system do for you?
• If very automated – cost effective?
– Service level agreements
• What will you offer your client
– Ease of data collection
– Pension provider
– Communications
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Service Level Agreement
• Look at the workforce – how many in
• Who is the pension provider – can your payroll
system or payroll provider communicate?
• Will your system support the necessary
communications or will the client need to do
this?
• Time frame for collection of data if payroll
outsourced
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Client Engagement
Illustration provided by A Rowson http://www.qtac.co.uk/software/
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What can you do to help?
• Prepare a newsletter for clients
• Offer a free seminar explaining AE and what you
will or not do
• Produce a preliminary report for the client
showing potential costs including your service
costs
• Make sure you keep up to date
• Seek help early, and offer help early
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Penalties 1. Warning – compliance
/unpaid contribution notice
2. Wake up call – fixed penalty
£400
3. Serious/persistent offender
• Employer size:
• 500+ employees =
£10,000
• 250-499 = £5,000
• 50-249 = £2,500
• 5-49 = £500
• 1-4 = £50
PER DAY!
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Help and support • The Pensions Regulator guidance and online tools
– News alert www.tpr.gov.uk/news
• www.pensionsadvisoryservice.org.uk
• www.gov.net.uk
• www.unbiased.co.uk IFA
• Pension or payroll provider
• CIPP members
– Weekly news / articles / webcasts
– Pension reforms online forum
– Automatic enrolment training course
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HMRC RELATED
NEWS
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Tax rebate scam emails
• Remember
– HMRC does not email customers about tax
refunds
– If unsure check their website for the most
updated news
http://www.hmrc.gov.uk/security/reporting.htm
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Real time information
• On or Before
– Easement for micro employers
• Generic Notification Service update
• Penalty regime reminder
• Payroll considerations
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HMRC Help books
• Abolished from 6 April 2014
– https://www.gov.uk/browse/employing-
people/time-off
• BUT THERE IS SOME GOOD NEWS….
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Collection of Debt through
PAYE
• 50% regulatory limit to be applied to all codes
• Class 2 NICs debts through tax code
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Employment Allowance (EA)
• From April 2014
─Not open to public sector, Local Authorities or
domestic employers e.g. nannies
─Maximum £2,000 pa
─Secondary class 1 NICs reduction
─Administered through PAYE
─Tick box on EPS
─One allowance per employer per PAYE
scheme
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HMRC and digital services
Ambition
Provide tax accounts for individuals
Provide tax accounts for businesses
Different levels of volume capacity
Joined up user experience
Multi-Channel
Allow HMRC services to continue to improve, expand and ultimately be a better customer
experience
Focus
Self- assessment
PAYE for employers dashboard
“Your tax account”
£
Savings to be had are in the millions
Tax gap could be reduced
Digital by default
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Your tax account
• Aimed at the SME
• Starting small – AGILE model
• Where can you receive more help?
– http://www.hmrc.gov.uk/startingup/help-
support.htm
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Age exemption certificate
• HMRC no longer issuing CA4140
• Can request from the Department of Work and
Pensions
– Use the state pension calculator to confirm
state pension age with valid birth certificate
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Percentage Threshold
Scheme • Abolished from 6 April 2014
– Retrospective claims via
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Health & Work Service
• In a nutshell Occupational Health for the SME
• What does the CIPP think?
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63 Department for Work & Pensions
What is the Health and Work Service? Purpose
•Make independent
expert health and work
advice more widely
available to
employees, employers
and GPs
•Help employees to
return to work, support
employers to better
manage sickness
absence and give GPs
access to work-related
health support for their
patients
•Benefit SMEs who
currently have limited
in-house occupational
health services
•Complement and
work with existing in-
house occupational
health provision
Advice: Freely available to all, whether
on sickness absence or not. Employers,
employees and GPs will be able to
access, through a phone line and
website, advice to assist with issue
identification, adjustments and self-help
for common obstacles preventing a return
to work or to support employment.
Assessment: Employee can be referred
by their GP or employer for an
assessment by an occupational health
professional. This will identify all the
obstacles preventing a return to work and
any measures, steps or interventions that
would facilitate a return to work.
Recommendations for these will be
included within a return to work plan that
will be shared with the employee,
employer and GP. All referrals will be
case managed.
Health and Work Service
All employers,
employees and GPs
in UK
Employees on, or
expected to reach, 4
wks sickness absence
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64 Department for Work & Pensions
Health and Work Service - advice line and website
(freely available to all)
Issue resolution and where applicable return to
work
Advice helpline
On-line guidance and support
Issue identification, report
and signposting
Employer/employee/GP access advice
Self-help, issue identification
and guidance
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65 Department for Work & Pensions
Health and Work Service - assessment
GP/employer referral
Telephone/face-to-face discussions to identify
issues and make recommendations
Produce a Return to Work Plan
Health-related Non-work/non-health
related
Intervention
Case management of all referrals
Improvement/
resolution
4 weeks sickness
absence
Work related/
workplace adjustments
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Apprenticeship Scheme
• Devastation?
– BIS decides employers to claim via the tax
system
– What will this mean?
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| 05/08/2013 | 67
Overview of the PAYE model, for employers with sufficient PAYE payments
Employer registers each
apprentice and checks funding eligibility via the
website
Employer pays training provider and
assessment
provider and reports
payments via the website
Employer contracts
with registered
providers to deliver training and
assessment
Employer with
sufficient PAYE
deducts HM Government
contribution
Employer reports the apprentice’s
achievement of the
Standard through
the website, verified
by assessment provider
Apprentice undertakes training and is assessed against the
Apprenticeship Standard
Apprentice successfully
achieves the
Apprenticeship Standard
Website confirms
amount. Employer
makes deductions from their next PAYE
payment
Website confirms
that the employer is
able to make a
further, final deduction from
PAYE for that
apprentice
For eligible smaller
employers and 16-
17 year old
apprentices,
website confirms that the employer is
allowed to make an
initial
Apprenticeship
deduction
• While some employers have said they are attracted to PAYE, it presents
issues for others – e.g. if an employer has multiple payroll schemes or
outsource their payroll tasks.
• The employer’s cashflow would also be impacted differently with the PAYE
scheme.
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| 05/08/2013 | 68
Overview of the PAYE model, for employers with insufficient PAYE payments
Employer registers each
apprentice and checks funding eligibility via the
website
Employer pays training provider and
assessment
provider and reports
payments via the website
Employer contracts
with registered
providers to deliver training and
assessment
Employer reports the apprentice’s
achievement of the
Standard through
the website, verified
by assessment provider
Apprentice undertakes training and is assessed against the Apprenticeship
Standard
Apprentice successfully
achieves the
Apprenticeship Standard
Website confirms
amount. Employer
makes deductions from their next
PAYE payment
Website confirms
amount. The
employer makes a
further final PAYE deduction for that
apprentice
For eligible smaller
employers and 16-
17 year old
apprentices,
website confirms that the employer is
allowed to make an
initial
Apprenticeship
deduction
Employer with insufficient PAYE
calculates shortfall
and applies to
HMRC for
reimbursement funding
Subject to
verification HMRC
pays funds into
employer’s bank
account. The amount is
accounted for
through PAYE over
future monthsEmployer with insufficient PAYE
calculates shortfall
and applies to
HMRC for
reimbursement funding
Subject to verification HMRC
pays funds into
employer’s bank
account. The
amount is accounted for
through PAYE over
future months
• The reimbursement process is based on the existing process for Statutory Payments.
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| 05/08/2013 | 69
Overview of Apprenticeship Credit
• Apprenticeship Credit model would be an online account for employers which is used
to buy training from registered providers. The employer and government would pay
their contributions into the account.
• Many of the processes would be automated and employers would only have to pay in
their contribution.
Employer registers
each apprentice,
checks funding eligibility and opens
Apprenticeship Credit
account online
Employer pays their
contribution into
Apprenticeship
Credit account
Employer contracts
with registered
providers to deliver training and
assessment
Employer makes payments from the
Apprenticeship
Credit to training
and assessment providers
Employer reports the apprentice’s
achievement of the
Standard through
the website, verified
by assessment provider
Apprentice undertakes training and is assessed against the
Apprenticeship Standard
Apprentice successfully
achieves the
Apprenticeship Standard
This triggers
automatic payment of
HM Government
contribution into the Apprenticeship
Credit, up to a
maximum level per
learner
Success payment paid to the
employer, via the
Apprenticeship
Credit account
For eligible smaller
employers and 16-17 year old
apprentices, HM
Government makes
an additional payment into the
Apprenticeship
Credit
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NICs for under 21s
• 6 April 2015 government to abolish all employer
NICs for under 21s on earnings to UEL
• A new threshold
– Upper Secondary Threshold
• Tackle youth unemployment
• 340,000 employers
• How
– Introduction of 7 new NI categories
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Child Maintenance Service
• New online portal
– Aimed at the SME
– Similar to an online bank account
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Construction Industry
Scheme • Consultation discussions include:
– Penalties
– Future of the scheme
Nil returns Relaxation on payment
reporting
Mandatory electronic
filing
Gross payment status
Internal process changes
– absent schemes
Registration process for
large contractors
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Expenses and benefits
• Car lease same as company car
• Electronic receipts v paper
– Scanned receipts acceptable
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Office of Tax Simplification
• Voluntary payrolling of benefits in kind
• Review of PSAs
• De-minimis for trivial benefits
• Clearer definition of “workplace”
• Competitive tax administration
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Agents
• 64-8 help card for agents submitting via paper
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Cheque imaging
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National Minimum Wage
• October 2014
Band £ per hour
Adult rate over age 21yrs 6.50
18yrs to 20yrs 5.13
16yrs to 17yrs 3.79
Apprenticeships 2.73
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Scottish income tax
• Scotland Act 2012
– Replace variable rate
– New Scottish rate of income tax
– Reduction of 10p in £
– New rate set by Scottish Parliament
– Bands, allowances, threshold remain
responsibility of UK Parliament
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And…… OTS
Scotland
Zero hours
General Election
IR35 Digital
strategy
Pension small pots
Health & Work scheme
SME admin burdens
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Key Dates
6 April 2014 New rates and thresholds
19 April 2014 Deadline for final RTI submission
31 May 2014 Deadline for P60 to employees
6 July 2014 P11D/P9D deadline
18 July 2014 (19 is a Saturday) Class 1A payment due
17 October 2014 (19 is a Sunday)
Class 1B payment due
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Advisory Service
• Tel: 0121 712 1099
• Monday to Thursday 9am until 5pm
• Friday 9am until 4.30pm
Remember AAT non members in practice have access to
this service free of charge
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Thanks for listening