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Whether you work full time or part time you are entitled to annual leave or holidays. Your entitlement should be in your contract of employment and in line with legislation.

Calculating Annual Leave

Your annual leave entitlement can be calculated using one of these 3 options:

  1. If you have worked at least 1,365 hours in a leave year you are entitled to the maximum of 4 working weeks’ paid annual leave unless you changed employment mid-year.
  2. 1/3 of your working week for each calendar month in which you have worked at least 117 hours
  3. or, 8% of the hours you have worked in the leave year, subject to a maximum of 4 working weeks.

As a part-time worker option 3 is the most widely used method.

Public Holidays

In addition to annual leave, employees are entitled to the 9 public holidays in Ireland which include:

  • New Year’s Day (1 January)
  • St. Patrick’s Day (17 March)
  • Easter Monday
  • May Bank Holiday
  • June Bank Holiday
  • August Bank Holiday
  • Last Monday in October
  • Christmas Day (25 December)
  • St. Stephen’s Day (26 December)

Good Friday is not a public holiday. While some schools and businesses close on that day, you have no automatic entitlement to time off work on that day.

As a part-time worker, you are only entitled to these public holidays if you have worked for your employer at least 40 hours in the 5 weeks before the public holiday.

  • Where the public holiday falls on a day you normally work you are entitled to a day’s pay for the public holiday. If you are required to work that day you are entitled to an additional day’s pay.
  • If you do not normally work on that particular day you should receive one-fifth of your weekly pay. Even if you are never rostered to work on a public holiday you are entitled to one-fifth of your weekly pay as compensation for the public holiday.

If you are still unsure of what your annual leave entitlement is WPR have created this explanatory guide

Paycheck Plus, Your Payroll Outsourcing Partner

Managing payroll can be a complex and time-consuming operation for businesses. Employee queries, employment updates, staff changes in status, keeping up to date with legislation, ensuring payroll compliance, etc. can all take its toll on a business’ internal payroll resources. Here at Paycheck Plus, we’ve been providing comprehensive payroll services tailored specifically to each of our client’s needs for over a decade. Our payroll specialists handle all aspects of payroll management for our clients including answering our client’s employee queries through our Employee Assist Helpline.

To ensure payroll accuracy or for more information on our payroll services simply request a callback now or call our office on 041-9892100. Alternatively, request a quote here.

Paycheck Plus | Your Payroll. Our Passion. 

The post Annual Leave for Part-Time Workers appeared first on Paycheck Plus.

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One year on what has been the impact?

The General Data Protection Regulation (GDPR) came into effect on May 25th, 2018.  These new rules had significant implications for businesses and payroll personnel. GDPR continues to be an ongoing battle for some businesses with the biggest challenges being resourcing.

So, what have we learned? Stop duplicating your data

Most people are guilty of unnecessarily and unwittingly duplicating data. For example, saving a document to your personal work drive and forwarding via email to another team member is unnecessary data duplication. For that reason, store it in one location and only share a link to that location if absolutely necessary.

Delete unnecessary data

Don’t hold on to outdated data relating to an individual that you don’t need and shouldn’t retain? GDPR gives anyone the right to request their data from a company and you must provide the following:

(a)the purposes of the processing;

(b) the categories of personal data concerned;

(c) the recipients or categories of recipient to whom the personal data have been or will be disclosed, in particular recipients in third countries or international organisations;

(d) where possible, the estimated period of time the personal data will be stored, or, if not possible, the criteria used to determine that period;

(e) the existence of the right to request from the controller rectification or erasure of personal data or restriction of processing of personal data concerning the data subject or to object to such processing;

(f) the right to lodge a complaint with a supervisory authority;

(g) where the personal data are not collected from the data subject, any available information as to their source;

(h) the existence of automated decision-making, including profiling, referred to in Article 22(1) and (4) and, at least in those cases, meaningful information about the logic involved, as well as the significance and the envisaged consequences of such processing for the data subject.

(source: Article 15 europa.eu)

Only collect data you need

Make sure any HR and payroll data request forms are only collecting what you need. Limit data collection to only what is necessary to process your payroll and run HR effectively.

Security

In order to protect data when it is being transferred most businesses are now using password protected documents and encrypted email communications.

Payroll Compliance

Payroll, HR, and businesses as a whole have a responsibility to ensure that they compliant with the continuously developing legislation. Along with their other obligations, payroll and HR teams must prepare for the significant industry changes that are approaching. Ensuring compliance with the many regulations and legislation can be a difficult and time consuming task for businesses. Payroll compliance can be of particular difficulty and importance due to the complex ever-changing legislation and substantial fines that can be incurred if in breach. Also, as payroll is not a core function of most businesses, payroll and HR staff experience significant pressure to ensure accuracy and compliance with the most up to date legislation. This is where Paycheck Plus can help.

To ensure payroll compliance and for expert support contact Paycheck Plus today.

For more information on our payroll services simply request a callback now or call our office on 041-9892100. Alternatively, request a quote here.

Paycheck Plus | Your Payroll. Our Passion.

The post GDPR one year Anniversary appeared first on Paycheck Plus.

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Success at the Global Payroll Awards 2019

Celebrations all round as our C.O.O, Brona Grogan scoops the win for “Global Payroll Manager of the Year 2019” and Niall Clarke brings home “Highly Commended Global Payroll Specialist of the Year 2019”. Having won “In-Country Payroll Provider of the Year” back in 2017, we are over the moon that the management team who got us there are now getting the recognition deserved.

Since joining the company in 2016, Brona has put her heart and soul into building a well-oiled and highly qualified payroll team. She strives for excellence and 100% compliance making her the deserving winner of “Global Payroll Manager of the Year”.

Also, a winner on the night was Niall Clarke who took home “Highly Commended Global Payroll Specialist of the Year” which was previously awarded to  Michelle Melia in 2017. Having an internationally recognised payroll specialist on the team is a huge honour for the Paycheck Plus team. As someone who is so central to the success of the company, it is only right that Niall gets the recognition he deserves.

The event itself took place last night (May 23rd) in Budapest. As the event of the season for payroll professionals around the world, The Global Payroll Awards hosted by the Global Payroll Association celebrates technical excellence and professional development amongst companies and their payroll teams.

Now with 20+ award wins under our belt, Paycheck Plus are the most decorated payroll bureau in Ireland.

Payroll Compliance | On time. Every time

As payroll is such a complex, time-consuming activity for businesses and with significant penalties if found not compliant, many companies are choosing to outsource their payroll to specialists. By outsourcing to Paycheck Plus, businesses can rest assured that they are payroll compliant and that their employees will get paid on time, every time.

For award-winning payroll services contact PaycheckPlus now.

For more information on our Outsource Payroll Managed Services request a callback from our payroll specialists today or call our office on 041-9892100.

Paycheck Plus – Payroll Excellence

Follow @PaycheckPlus

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Register for MyAccount to avoid over-paying tax
On the 1st of January 2019 Revenue launched their new PAYE Modernisation system.  Employers now must calculate and report their employees’ pay and deduction in real time, on or before the payment is made.

Employers no longer have to issue statutory forms to employees directly (P45, P60), instead, Revenue makes these available to employees through the MyAccount service.

Part of the MyAccount system allows taxpayers to see up-to-date information on their pay, income tax, universal social charge (USC), PRSI, local property tax (if it is being paid through salary) and their pension.
The introduction of this new system will hopefully mean fewer chances of people overpaying their tax which is why Revenue is urging all employees to register for MyAccount.

We have put together a simple guide on MyAccount and how to register.

Paycheck Plus, Your Payroll Outsourcing Partner

Managing payroll can be a complex and time-consuming operation for businesses. Employee queries, legislation updates, staff changes, compliance, etc. can all take its toll on a business’ internal payroll resources. For over a decade now we’ve been providing comprehensive payroll services tailored specifically to each of our client’s needs. Our payroll specialists handle all aspects of payroll management for our clients including answering our client’s employee queries through our Employee Assist Helpline.

To ensure payroll accuracy or for more information on our payroll services simply request a callback now or call our office on 041-9892100. Alternatively, request a quote here.

Paycheck Plus | Your Payroll. Our Passion. 

The post Guide to MyAccount Registration appeared first on Paycheck Plus.

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What is ‘myAccount’ and how do I prepare for PAYE Modernisation on January 1st, 2019?

Revenue will be launching their new PAYE Modernisation project on 1st January 2019. It will involve the most significant reform of the PAYE system since its introduction in 1960. Employers will need to calculate and report their employees’ pay and deductions real time, on or before the payment is made.

As a result of the above changes Revenue are urging all employees to register for an account through their secure online service called myAccount. Employers will no longer be issuing statutory forms to employees directly (P45, P60), instead Revenue will make these available to employees through this service.

We recommend that you download our information leaflet and share it to all employees (existing and new) in advance of 1st January 2019. You should provide them with the following information in order to allow them add their current employment under the Jobs and Pension section on myAccount if not already active.

  • Your employer tax registration number
  • Start date
  • Pay frequency
  • Works or personnel number (if available)
Paycheck Plus Payroll Compliance

Payroll compliance requirements change regularly and it’s imperative that HR, payroll teams, accountant’s etc. keep up with these changes otherwise significant penalties can be incurred. Payroll mistakes, or calculations based on outdated information, can be costly for companies and ensuring payroll compliance can be difficult for businesses and staff that don’t have payroll as a core focus.

However, here at Paycheck Plus, we keep up to date with the most recent legislation developments so you don’t have to. Our payroll specialists can ensure that your payroll is compliant with the continuous regulation advancements. We provide confidential executive payroll services, managed payroll, auditing, consultancy and many other services that ensure payroll compliance.

To ensure payroll compliance and for expert support contact PaycheckPlus today.

For more information on any of our services request a callback from our payroll specialists today, call our head office on 041-9892100 or request a quote here.

Paycheck Plus – Your Payroll – Our Passion

The post Are your employees ready for PAYE Modernisation? appeared first on Paycheck Plus.

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“Performance review meetings should be more about the future than the past. The focus at every meeting needs to be on how your staff will deliver a high performance. Although problems do need to be fixed, discussing them at length in a review meeting isn’t productive. Address these issues when they occur.” (McLoughney, 2014: Meaningful Performance Reviews)

Dealing with someone who isn’t performing as expected can be very difficult for some managers. Fear that they will make the situation worse, that staff might react badly to their feedback or they don’t like criticising anyone on their team are often cited as reasons why managers are reluctant in confronting underperformance. However, as a manager, if you avoid the issue the problem will usually escalate and start to affect your entire team’s performance. You will end up with a larger and often far more time consuming and stressful problem to deal with.

Whilst most managers must address poor performance at some point, many can be unsure of the best way to tackle the problem. Most companies will issue guidelines to their managers (always follow these guidelines or get advice) but here are some general tips that can help you.

There are three stages in turning someone’s performance around;

  • Step 1; be very clear in explaining what you expect from each member of your team
  • Step 2; create a feedback culture so everyone is comfortable with regular feedback
  • Step 3; agree a plan of action for improvement
Step 1 – Set clear expectations for performance – SMARTER Goals

The underlying causes of underperformance can vary greatly so it is important that you establish the real issues before looking for a solution. Underperformance generally occurs when someone is unsure of what is expected of them, is lacking the ability or confidence to complete their tasks or is simply not motivated.

The root cause of underperformance can start as early as the review meeting. Setting vague goals often contribute to poor performance. There are two distinct parts to goal setting; firstly, clarity around what is the goal you want the person to achieve and then how you want the person to achieve it. I encourage managers in my workshops to use a framework I developed over the years called setting goals SMARTER Way (Specific, Measurable, Aligned, Relevant, Time-bound, Engaging & Reward) to explain what they want to person to achieve. This system brings clarity and buy into the goal and helps to eliminate misunderstandings. However, it is often “the how” part of goal setting that causes the problems. To reduce the likelihood of poor performance it is worth investing more time in explaining how you want the goals to be achieved, set your expectation levels by outlining what success looks like for each goal. The combination of the “what” and “how” of goal setting is a route map for people to follow and it is easier to identify if anyone strays.

Once everyone on your team fully understands what is expected from them, you can then analyse their ability and motivation levels. If for instance their knowledge and skills are low, then offer support through training and coaching to improve performance. Agree on a learning plan that will ensure they successfully achieve all their performance goals. If their motivation is low, then identify their motivational triggers. Explain the value of their work and how it impacts the overall business plan. The ER part of the SMARTER Goal setting framework will help you improve their engagement.

Step 2 -Feedback should be part of everyday communication – BEST Feedback

Feedback is essential in creating a high-performance culture within your team. It is also critical in turning poor performance around. Managers often tell me that “you need to be brave with feedback” and “that they must view feedback as part of their role”. Honest feedback requires bravery as the person receiving it may not want to hear what you have to say.

Create a feedback culture by regularly discussing performance, both good and bad. Discuss where people are now and what they need to address in order to stay on track to achieve their goals. If you hold these discussions regularly then people will be comfortable talking to you about their performance and any performance issues that you might have with them.

Acknowledge underperformance as soon as you spot it. Timely intervention keeps everyone focused on the expected performance level. A simple framework to use is BEST Feedback©.

B – Behaviour and impact; always discuss the person’s behaviour and not their personality or attitude. Explain what they did, why it is not acceptable and what impact it had on their performance and the performance of the team.

E – Establish the root cause of the problem and refrain from making assumptions. Ask good questions to identify if the poor performance was due to a lack of clarity, ability or motivation.

S – Solution; discuss the solution in detail, ensure the person takes personal responsibility for turning their performance around and are committed to improving their performance. Refrain from jumping in with a quick fix, use feedback as a coaching opportunity to build a better and sustainable performance.

T – Timeframe; outline a timeframe for improvement and agree some benchmarks to monitor progress.

Feedback should be future based and focus on the desired outcome. It is a mechanism to correct performance and keep people on track to achieve all of their goals. The discussion should be beneficial to both people.

Step 3 – Agree a way forward

If the performance issue is small, then bringing it to the person’s attention in an informal way is usually all that is warranted. You need to sit the person down and give them your BEST Feedback©. Then you should agree a way forward and when your next meeting should take place. It is best to keep a file note for any future reference. This note is an informal record for yourself and doesn’t normally need to be passed on to HR. However, it is best practice to work within the guideline of your company.

You should move to a more formal process (not your disciplinary process if possible) if there is no improvement or if the underperformance escalates. A Performance Improvement Plan (PIP) is a written contract between a manager and a direct report. The involvement of HR at this stage varies from company to company. Check your staff handbook or HR for clarity and avoid setting up a formal process without approval and guidance from senior management.

The PIP is a formal document that outlines what was discussed in the meeting; it lists all the actions to take place. It also communicates clearly how and when progress will be measured. Its main purpose is to get people back to performing at the standard expected. It is not a method of punishment, but a process built around support and clarity, helping your direct report to clearly understand what steps they need to take to improve their standard of work. The PIP is a written development plan to correct any performance issues and is a formal record. The PIP should be linked into your quarterly review process.

Once the performance has been turned around it is important to acknowledge formally this improvement. You need to sign off on the PIP so that the person who is under review is aware that the process has a fixed timeline and that it works.

When poor performance is dealt with in a constructive way it can have enormous benefits for all parties including many people going on to be top performers. Research shows that someone who is underperforming rarely improves without some direct intervention. Once you have identified a problem it is best practice to discuss these issues as early as possible. Dealing and preventing underperformance requires 3 stages; setting expectations (both what and how) for everyone on your team, building a culture of BEST feedback© and agreeing a way forward.

Sean McLoughney, the founder of LearningCurve, is a sought after learning and development specialist, author and speaker. Since 2001 has helped over 16,000 professionals at every level improve their performance through his action focused workshops and webinars. In addition to his work with LearningCurve Sean is also a senior lecturer for IPASS as well as a senior lecturer (F1-Accountant in Business -ACCA) in Accountancy School. Sean is a regular speaker for CPA Ireland for their CPD events. As a successful author, Sean has been published internationally. He has written three books and numerous articles. His first book “Slave to the Clock, Master of Time” helps you improve your time management skills. “Slave to a Job, Master of your Career”, his second book, outlines how people can plan and progress their career. His third book “Meaningful Performance Reviews” helps you to improve the performance of your team by having regular meaningful performance review meetings. His fourth book is due out in January 2019. You can contact Sean for more information at sean@learningcurve.ie

The post Dealing With Poor Performance in Your Team appeared first on Paycheck Plus.

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Payroll is constantly changing and evolving to meet the guidelines set out by Revenue and 2019 has seen some big changes with the introduction of PAYE Modernisation. Below are some of the more significant changes that may be relevant to you.

Updated RPNs

Due to an increase in DEASP payments, employers should expect an increase in RPNs from April 8th. These will relate to the following:

  • Pension – The maximum personal rate of pension will increase by €5 per week.
  • Social Welfare – There will also be a €5 increase for weekly recipients including carers, widows, people with disabilities, lone parents, job seekers, Maternity and Paternity Benefit recipients, Farm Assist recipients and Community Employment participants.
  • Dependent Children –  Increased weekly payments of €2.20 for dependent children aged under 12, and €5.20 for dependent children aged 12 and over.
  • Working Lone Parents – Anyone receiving the One Parent Family Payment and Jobseeker’s Transitional Payment will now be able to earn an extra €20 per week, up to €150, and keep their full payment.
  • Working Family Payment – People in receipt of maintenance will benefit from a new disregard of €95 per week in respect of housing costs.
  • Fuel Allowance – The weekly Fuel Allowance of €22.50 is being extended by one week this year until 12 April.
BIK on Accommodation

Where accommodation has been made available by an employer to his or her employee for private use, a benefit in kind provision applies. This BIK applies regardless of the employee’s wage and also takes into consideration the benefits provided to an employee’s/director’s spouse, civil partner, family, and children of a civil partner.

The value of the taxable benefit is determined by:

  • The annual value of the use of the accommodation, and
  • Any expense (other than the cost of acquisition) incurred by the employer in connection with the provision of the accommodation, such as the cost of light and heat.
Road Hauler Subsistence Rates

An Agreement was reached between Revenue and the Irish Road Haulage Association (IRHA) in respect of the conditions and guidelines covering the reimbursement of subsistence allowances free of tax by road haulier firms (employers) to road haulier drivers (employees). Where an employee’s allowable expenses are reimbursed free of tax by an employer, the question of an income tax claim by the employee for those expenses does not, of course, arise.  Alternatively, employers can reimburse employees for actual receipted expenditure incurred. Where the amounts reimbursed by employers are in excess of the amounts referred to in the table, the excess is subject to tax, USC and PRSI in the normal way.

Earned Income Tax

Due to increases in Budget 2019, the earned income tax credit will increase from €1150 to €1350. This is different from the employee tax credit as it only applies to those who are self-employed.  Those who are able to claim this credit are:

  • A proprietary director
  • A spouse or civil partner of a proprietary director
  • A child of proprietary director
  • Being in receipt of trading profit or other foreign income.
Travel Expenses for Non-Executive Directors

Amendments to the Taxes Consolidation Act (TCA) introduced specific exemptions for travel and subsistence expenses incurred by non-executive directors where
certain criteria are met. These are:

  • Irish resident non-executive director – The travel and subsistence expenses must have been incurred for the purpose of the non-executive director’s attendance at a relevant meeting in the State where the payment does not exceed €5000 per annum.
  • Non-resident non-executive director – The expenses must have been incurred solely for the purposes of attendance by the director at any meeting conducting the affairs of the company.

Where the above exemptions do not apply, the general statutory position in relation to the tax treatment of expenses of travel, which are paid or reimbursed by a
company to a director, applies. Comprehensive guidance material on the tax treatment of expense of travel can be found in Tax and Duty Manual Part 05-01-06.

Share Schemes

Following the introduction of PAYE modernisation, there have been some updates to the filing obligations in relation to share schemes.  Employers are required to report:

  • The day the taxable benefit arises, or
  • The earlier of the next payday or 31 December in the year.

Employers should, in the absence of a precise valuation, include the best estimate of the value of the benefit involved and include that amount in the relevant payroll submission to Revenue. When the precise value of the benefit becomes available, any adjustment should be included in the next payroll submission to Revenue.

Low Pay Commissions Review of Practices re Tips and Gratuities

The Low Pay Commission was asked to examine current practices, including whether legislation might impact negatively in tax or financial terms, upon either employees or employers.

The Commission concluded that:

  • Insufficient reliable data exists to prove that the issue of employers withholding employee tips is a significant problem in Ireland,
  • Legislation or regulation should not be introduced in this area as the administrative and compliance costs involved would not be justified, and
  • Legislation in this area may not be enforceable.
Paycheck Plus, Your Payroll Outsourcing Partner

Managing payroll can be a complex and time-consuming operation for businesses. Employee queries, employment updates, staff changes in status, keeping up to date with legislation, ensuring payroll compliance, etc. can all take its toll on a business’ internal payroll resources. Here at Paycheck Plus, we’ve been providing comprehensive payroll services tailored specifically to each of our client’s needs for over a decade. Our payroll specialists handle all aspects of payroll management for our clients including answering our client’s employee queries through our Employee Assist Helpline.

To ensure payroll accuracy or for more information on our payroll services simply request a callback now or call our office on 041-9892100. Alternatively, request a quote here.

Paycheck Plus | Your Payroll. Our Passion.

The post New Changes Introduced by Revenue appeared first on Paycheck Plus.

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Easter Bank Holiday Confusion

A regular query that we receive around this time of year is: “Is Good Friday a Bank Holiday?” The answer is yes, Good Friday is a Bank Holiday – i.e. it’s a holiday for banks (and some other businesses). However, it’s NOT a statutory Public Holiday. The terms “Bank Holiday” and “Public Holiday” are commonly confused, and as a result, when someone refers to the Easter Bank Holiday they could be referring to either Good Friday or Easter Monday. Most Bank Holidays are Public Holidays however this isn’t the case on Good Friday. There is no entitlement to Public Holiday pay on Good Friday and there is no obligation for employers to give their employees the day off unless it is part of an agreement (e.g. ERO). On the other hand, Easter Monday is a Public Holiday and employees have Public Holiday entitlements such as a paid day off.

Public Holidays Ireland

There are 9 Public holidays in Ireland each year:

  1. New Year’s Day
  2. Patrick’s Day
  3. Easter Monday (generally referred to as the “Easter Bank Holiday”, although Good Friday is also a bank holiday it’s not a public holiday)
  4. May Bank Holiday
  5. June Bank Holiday
  6. August Bank Holiday
  7. The last Monday in October
  8. Christmas Day
  9. Stephen’s Day
Public Holiday Entitlements If a Public Holiday falls on a day on which you normally work, you are entitled to either:
  • A paid day off on the holiday
  • A paid day off within a month
  • An extra day’s pay
  • An extra day’s annual leave
If the public holiday falls on a day on which you do not normally work:
  • you are entitled to one-fifth of your normal weekly wage for that day
If you are asked to work on the public holiday, then you are entitled to either:
  • An additional day’s pay
  • A paid day off within a month of the day
  • An additional day of paid annual leave
Part-time employees:

Part-time employees qualify for public holiday entitlement provided they have worked at least 40 hours during the five weeks ending on the day before a public holiday.

A past blog of ours on this subject can be accessed here.

Paycheck Plus, Your Payroll Outsourcing Partner

Managing payroll can be a complex and time-consuming operation for businesses. Employee queries, employment updates, staff changes in status, keeping up to date with legislation, ensuring payroll compliance, etc. can all take its toll on a business’ internal payroll resources. Here at Paycheck Plus, we’ve been providing comprehensive payroll services tailored specifically to each of our client’s needs for over a decade. Our payroll specialists handle all aspects of payroll management for our clients including answering our client’s employee queries through our Employee Assist Helpline.

To ensure payroll accuracy or for more information on our payroll services simply request a callback now or call our office on 041-9892100. Alternatively, request a quote here.

From all of us here in Paycheck Plus, have a wonderful Easter Bank Holiday.

Paycheck Plus | Your Payroll. Our Passion.

The post Good Friday Entitlements appeared first on Paycheck Plus.

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Easter Bank Holiday Confusion

A regular query that we receive around this time of year is: “Is Good Friday a Bank Holiday?” The answer is yes, Good Friday is a Bank Holiday – i.e. it’s a holiday for banks (and some other businesses). However, it’s NOT a statutory Public Holiday. The terms “Bank Holiday” and “Public Holiday” are commonly confused, and as a result when someone refers to the Easter Bank Holiday they could be referring to either Good Friday or Easter Monday. Most Bank Holidays are Public Holidays however this isn’t the case on Good Friday. There is no entitlement to Public Holiday pay on Good Friday and there is no obligation for employers to give their employees the day off, unless it is part of an agreement (e.g. ERO). On the other hand, Easter Monday is a Public Holiday and employees have Public Holiday entitlements such as a paid day off.

Public Holidays Ireland

There are 9 Public holidays in Ireland each year:

  1. New Year’s Day
  2. Patrick’s Day
  3. Easter Monday (this is the day generally referred to as the “Easter Bank Holiday”, although Good Friday is also a bank holiday it’s not a public holiday)
  4. The first Monday in May
  5. The first Monday in June
  6. The first Monday in August
  7. The last Monday in October
  8. Christmas Day
  9. Stephen’s Day
Public Holiday Entitlements If a Public Holiday falls on a day on which you normally work, you are entitled to either:
  • A paid day off on the holiday
  • A paid day off within a month
  • An extra day’s pay
  • An extra day’s annual leave
If the public holiday falls on a day on which you do not normally work:
  • you are entitled to one fifth of your normal weekly wage for that day
If you are asked to work on the public holiday, then you are entitled to either:
  • An additional day’s pay
  • A paid day off within a month of the day
  • An additional day of paid annual leave
Part-time employees:

Part-time employees qualify for public holiday entitlement provided they have worked at least 40 hours during the five weeks ending on the day before a public holiday.

A past blog of ours on this subject can be accessed here.

Paycheck Plus, Your Payroll Outsourcing Partner

Managing payroll can be a complex and time consuming operation for businesses. Employee queries, employment updates, staff changes in status, keeping up to date with legislation, ensuring payroll compliance etc. can all take its toll on a business’ internal payroll resources. Here at Paycheck Plus we’ve been providing comprehensive payroll services tailored specifically to each of our client’s needs for over a decade. Our payroll specialists handle all aspect of payroll management for our clients including answering our client’s employee queries through our Employee Assist Helpline (click here for more details).

To ensure payroll accuracy and for specialist support contact Paycheck Plus today.

For more information on our payroll services simply request a callback now or call our office on 041-9892100. Alternatively, request a quote here.

From all of us here in Paycheck Plus, have a wonderful Easter Bank Holiday.

Paycheck Plus | Your Payroll. Our Passion.

The post Easter Bank Holiday Copy appeared first on Paycheck Plus.

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What do the changes to employment legislation mean to me?

The Employment Misc. Provisions Act 2018 came into effect on the 4th of March 2019 outlining several changes being made to already existing legislation. There are five key changes being made to existing Acts which are:

1. The “Day 5” Statement

Changing the Terms of Employment ( information) Act 1994, the Day 5 Statement states that employers must notify all new employees of the following core terms of employment:

  • The full names of the employer and employee
  • The address of the employer
  • The expected duration of the contract if it is a temporary contract or fixed term
  • The rate of the employee’s pay
  • The working hours the employer reasonably expects the employee to work per day or per week.

These have to be presented, in writing, to the new employee within five days of commencement of employment. Following this, full written terms of the employment contract must be issued within two months of commencement of employment. Failure to meet these requirements may result in a fine of €5000, a 12-month prison term or both.

2. Banded Hours

Having worked over a 12-month reference period, employees are now entitled to request a band of hours that better reflects the hours they work to be put in place if their contract of employment, or statement of terms does not reflect the reality of the hours they habitually work. Once a request had been made in writing the employer has four weeks to consider the request and provide reasonable defences if they chose to refuse. If banded hours have already been agreed with the employee and employer, for example in the retail sector, these new provisions will not interfere.

3. Zero Hour Contracts Prohibited

Employers are no longer allowed to issue zero hour contracts unless one of the following applies:

  • Where work is of a casual nature
  • Where the work is done in emergency circumstances
  • Short-term relief work to cover routine absences for the employer
4. Minimum Payment Entitlement

Section 18 of the Organisation of Working Time Act 1997 has been amended to introduce minimum payment entitlement in certain circumstances. This will only apply to an employee who is called into work and does not receive the expected hours of work. On each occasion, the minimum payment is three times the national minimum hourly rate of pay, at least 25% of the contract hours or 15 hours pay.

5. Changes to the National Minimum Wage Act 2000

Minimum wage rates for employees under 18 and over 18 have been changed so that they are solely based on age rather than age and experience. These rates are shown in the table on the right.

Employers can find out further information here, employees can find out more here.

Paycheck Plus, Your Payroll Outsourcing Partner

Managing payroll can be a complex and time-consuming operation for businesses. Employee queries, employment updates, staff changes in status, keeping up to date with legislation, ensuring payroll compliance etc. can all take its toll on a business’ internal payroll resources. Here at Paycheck Plus, we’ve been providing comprehensive payroll services tailored specifically to each of our client’s needs for over a decade. Our payroll specialists handle all aspects of payroll management for our clients including answering our client’s employee queries through our Employee Assist Helpline.

To ensure payroll accuracy or for more information on our payroll services simply request a callback now or call our office on 041-9892100. Alternatively, request a quote here.

Paycheck Plus | Your Payroll. Our Passion.

The post Employment Miscellaneous Provisions Act 2018 appeared first on Paycheck Plus.

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