Jun 2019

18

5 ways Connect can help your business

In case you haven’t already heard, Thesaurus Connect is our exciting new add-on to Thesaurus Payroll Manager that introduces powerful new features such as a free self-service app for employees and a web based self-service dashboard for employers. It also includes a secure and user-friendly way to backup and restore your payroll data on your PC to and from the cloud.

  1. Security – Never lose your payroll data again. With Connect, you can safely and securely backup your payroll data to the cloud. Thesaurus Connect maintains a chronological history of your backups. You can restore or download any of the backups to your PC at any time. You can restore a backup onto your existing PC, or you can simply download a backup onto a new computer. 

  2. Productivity – Save time and man hours. Connect takes the hassle out of managing your HR duties. Track, approve and analyse your Leave Calendar anytime, anywhere. Issue, track & store employee documents and distribute them at the click of a mouse. The employee app allows your employees to view and download their own payslips, request leave and update their personal details without taking up their manager’s time. 

  3. Connectivity – Stay connected 24/7. Have instant access to all your vital payroll & HR information. You can access your employees annual leave calendars, upload documents for your employees, see your Revenue reports and much, much more. 

  4. Compliance – Don’t risk a €5,000 fine or a jail sentence! With the advent of GDPR, PAYE Modernisation and the recent changes in employment contract law, Connect is the best tool to help you stay compliant and up to date. 

  5. Peace of Mind – Thesaurus Connect is hosted by Microsoft Azure. It's fully encrypted, totally secure and completely GDPR compliant

Thesaurus Payroll Software | BrightPay Payroll Software

Posted byJen McBrideinAnnual LeaveBrightPay Cloud


Aug 2017

17

Paternity Leave – Uptake lower than expected

In September 2016, fathers of children born in Ireland became eligible for the first time to take up to two weeks’ paternity leave and to receive Paternity Benefit from the Department of Social Protection. Statistics collated from the first few months of the scheme show, however, that just one in four fathers eligible for the scheme chose to avail of it. This is in stark contrast to the expectation that 60% of eligible fathers would avail of the scheme when it was first announced.

Just over 5,000 paternity benefit applications were awarded during the first three months of the scheme going live, with County Longford, Kerry, Roscommon, and Clare having the fewest applicants. A larger uptake, however, was seen in County Dublin, Cork and Kilkenny.

A further 7,500 paternity benefit claims were subsequently awarded in the first four months of 2017. Under the new scheme, eligible fathers are entitled to two weeks of paternity leave. The two-week leave can be taken at any point within 28 weeks of the birth or adoption of a child, but the two weeks must be taken together.

A social welfare benefit of €235 per week is paid for the two weeks. It is at an employer’s discretion if they wish to top up this payment to the full weekly wage normally earned by the employee. Despite the low uptake so far, it is hoped that the number of applicants will increase as the scheme enters its second year in September.

Current statistics also don’t reflect fathers who may be delaying their paternity leave, for example, fathers whose child was born on February 28 this year can take it at any time up to September 1, 2017.

Guidance on how employers should treat Paternity Benefit and when it should be entered in Thesaurus Payroll Manager can be found here: https://www.thesaurus.ie/docs/2017/paternity-benefit/taxation-of-paternity-benefit/

Related article: Equality for working Dads with new Paternity Leave

Posted byVictoria ClarkeinAnnual LeaveParental Leave


Jun 2014

4

Changes to Holiday Pay Calculations

As we enter the summer holiday season employers need to ensure that they are paying their employees correctly during annual leave.

A recent decision by the European Court of Justice (ECJ) will impact how some annual leave pay is calculated.
Do you pay employee’s commission? Is the commission calculated based on the amount of sales made or actual work carried out? If yes, according to the ECJ, holiday pay should include commission pay.

The decision was made in the case of Locke v British Gas Trading and Others. Locke was a Sales Representative whose commission made up approximately 60% of his remuneration. After taking two weeks leave in 2011, Locke suffered financially as he was unable to generate sales for the period he was on annual leave.

The ECJ ruled that the purpose of annual leave is to allow a worker to enjoy a period of rest and relaxation with sufficient pay. By not including commission payments with holiday pay, employees are less likely to take annual leave so as to avoid financial hardship.

It has been left to the national courts to determine how to calculate the commission to which a worker is entitled, however the court did suggest that taking an average amount of commission earned over a certain period, e.g. the previous 12 months.

Employers are advised to review their commission policies to establish which, if any, payments need to be included in annual leave pay.

BrightPay - Payroll Software

Bright Contracts - Employment Contracts and Handbooks

Posted byLaura MurphyinAnnual LeaveContract of employmentEmployment UpdatePay/Wage