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  • 3 Ways An Employee App Can Improve Your Payroll Processes Oct 22, 2020 at 8:28 AM

    For most of us, using a mobile phone in the workplace has always been a complete no-no. Like our classrooms at school, phones should be stashed away out of sight while in the office, right? Well, maybe. But that’s rapidly changing thanks to the myriad ways that employers are now using mobile technology to streamline their business, boost employee morale and, ultimately, grow profits.

    Employee apps first started showing up in the naughties but they’ve only really taken off in more recent years. These days there are dozens if not more apps and mobile platforms that employers can use to improve employee engagement (that’s human resource lingo for “make their staff happy and productive”). But these apps can do more than make your business a nicer place to work for your employees. They can improve your payroll processes too.

    How Employee Apps Can Help With Payroll

    It Helps When Staff Are Working Remotely


    As little as ten years ago remote working was an obscure concept to most people. Today it’s estimated that over 1.5 million peoplein the UK work from home on a regular basis. While some companies offer full-time working from home and others provide part-time/flexi-time options to suit staff, remote working in some form or another is becoming increasingly common.


    Unsurprisingly, this raises some unique challenges for employers and employees alike, and employee apps have been very successful at providing clever solutions to those challenges. In short, employee payroll apps, such as BrightPay Connect, make working from home not only possible but also ensure that payroll for those employees doesn’t suffer or become more complicated as a result.

    It Simplifies Leave Management

    One of the most important jobs of a payroll manager is to ensure that payroll and paid/unpaid leave are consistent with each other. This might not be such a big job if the company is small with just a few employees on the payroll, but the larger a business grows and the bigger its team becomes, the more time it takes to ensure that payroll and leave are in sync.

    Employee apps help with this as the leave is recorded on an online calendar, and is automatically synchronised togood payroll software in real-time. This means that the entire process is streamlined, from the employee requesting leave via their mobile app to the payroll updating automatically to reflect that leave.

    It Allows Employees To Access Payroll Information Easily

    Another benefit of using an employee app is that payroll departments can make payroll information easily available to employees via the app. This means that by simply logging in on their phones, employees can check and store their payslips and keep other important data up-to-date such as their postal addresses or phone number. With BrightPay Connect, employee data is stored safely and securely, ensuring GDPR compliance.

    The BrightPay Connect Mobile App

    BrightPay is one of the leading payroll software products in the market today. It has won awards for Payroll Software of the year in 2018 and 2019, and is compatible with both Microsoft Windows and Apple Mac OS X software. Not only that, but it includes intuitive auto enrolment functionality, supports all RTI submission types and is fully HMRC recognised. But what about the app?


    BrightPay’s employee app is included with BrightPay Connect, an additional cloud portal add-on to the payroll software. Connect also includes a wide variety of additional features for your business from automated cloud backup to employer dashboards and annual leave management functionality. The employee app is compatible with iOS/Android smartphones and tablets and offers more benefits than just payroll improvements.

    Benefits for Employees
    1. Its secure digital payslip platform provides employees with instant access to their payslip archive so they receive up to date payslips straight to their device, and can view a full history of past payslips.
    2. The user-friendly holiday leave management facility makes applying for leave or editing existing leave requests simple.
    3. The employee calendar allows employees to access all of their past and scheduled leave easily.
    4. Managers can communicate more easily with their teams and track which documents have been opened, cutting out the noise and making sure that communication is effective.
    Find Out More About BrightPay Connect Today

    If you haven’t tried the BrightPay Connect add-on yet, it couldn’t be easier to do so. Simply get in touch to avail of a free demo during which an experienced BrightPay expert will talk you through the various features of the software and the many ways it can benefit your business.

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  • How BrightPay Connect Makes Remote Working Easier Oct 13, 2020

    Remote working is becoming more popular by the day, with companies seeing the value in allowing their employees to work from home. This has come with a vast range of benefits for both the employee and the employer.

    Employees don’t have to face grueling and expensive daily commutes, they can be more flexible when it comes to family life, their working days are shorter and they can work at home away from the distractions of busy office life. Employers, on the other hand, can enjoy the lower costs of having to house large numbers of staff, their employees are happier and more productive, and it enables the business to become an infinitely more attractive option to potential employees who seek flexibility. This isn’t to say that remote working doesn't come with its fair share of challenges too, though.

    For many businesses, the transition from having all staff in the office to allowing some or all to work remotely can be characterized by a number of growing pains. For one thing, internal communication is more difficult when your staff are working from home. Because people don’t have physical access to each other, email inboxes often get clogged up quickly and it can be hard to keep up with all of the requests, reminders, questions and discussions. Important documents that are sent out can easily slip through the cracks and many employers are frustrated by this.

    Luckily, BrightPay Connect addresses these growing pains and provides a solution that not only allows employees to work effectively while enjoying the flexibility of remote working, but it also saves employers endless time and frustration when it comes to internal communications.

    Remote Working With BrightPay Connect

    No matter what industry your business is in, there are some things that are consistent in remote working environments. At BrightPay, we’ve been listening to our customers and identifying the most common challenges facing employers and employees working from home. The following features of BrightPay Connect deliver simple but effective solutions to these challenges in a way that makes sense.

    1. No More Paper Payslips

    In 2020 paper payslips should be a thing of the past, but many companies are still distributing their employee payslips in this way. This is problematic for two reasons:
    • In a time when data protection has never been more important, printing paper payslips is not a secure way to share sensitive employee data.

    • Paper payslips are easily lost or damaged. This becomes a problem when employees are applying for bank loans and need copies of their recent payslips and are requesting that they’re reprinted and resent.
    BrightPay Connect solves these problems by allowing the payroll administrator to distribute the payslips through the employee dashboards. Employees receive a notification letting them know that their payslip has arrived, and it is automatically stored for them in the cloud. From here, they can download and print their payslips anytime they like as the handy historical payslip archive contains all of their payslips in one place.

    2. Leave Requests Made Simple

    When employees are working remotely, requesting leave can be a complicated process. Depending on the business, they may have to travel into the office to fill out a paper request form, or they may have access to a digital copy which they must download, print, fill out and then upload again to send it to their human resources manager. All of this is unnecessary and over-complicates something which should be simple.

    With BrightPay Connect, employees can request leave straight from their smartphone or tablet. The request instantly lands in the HR or line manager’s Connect dashboard, where they can approve or reject it. If approved, the leave will automatically appear in the company calendar on both the employee and employer online dashboards and on the employee smartphone app.

    3. Document Sharing With Push Notifications

    Last, but certainly not least, BrightPay Connect can transform your internal communications with remote working staff through it’s sophisticated document sharing facility. On Connect, employers or managers can upload documents, and employees will receive a notification on their employee app letting them know there’s a document that they need to read. Say goodbye to endless emails and hello to quick and easy communications.

    These documents can include anything from an updated shift roster to company announcements to company policies and handbooks. The user who uploads the document can choose which employees have access to the document, so specific individuals or departments can receive documents that aren’t accessible to others. And, employers can track if an employee actually opened and read the document sent to them through a time-stamped log.

    Book A Free BrightPay Connect Demo

    For employers who are keen to learn more about how BrightPay Connect can streamline their business, our team of Connect experts are on hand to host free demos. During your demo, we’ll go through the software with you and explain its many features, from automatic cloud backup to the clever employee app. We’ll also talk you through our competitive pricing and answer any questions you may have.

    So, if you have remote working employees and want to find new ways to improve your internal communication, book your free BrightPay Connect demo today.

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  • BrightPay Connect - The Centralised HR System Your Business Needs Oct 8, 2020

    If you are a human resources professional, then you’ve probably heard a lot about centralised HR systems by now. The internet is packed with blog posts, videos and articles all about how centralised systems can modernise human resources and bring old, paper-based systems into the twenty-first century. And they’re not wrong.

    Just a few years ago, most offices contained a small, windowless room overflowing with floor-to-ceiling filing cabinets and folders, inside of which could be found countless forms, policies, handbooks as well as detailed (and often mixed-up) files on every employee who’d ever worked for the business. Sound familiar? Well, thankfully these dusty rooms are quickly becoming a thing of the past as more and more businesses opt to modernise their human resources departments and handle HR in a new, more secure and infinitely simpler way.

    Enter the centralised HR system

    But you already know all of this. The real question on most HR managers minds right now isn’t whether or not to modernise, but how. With so many different software products on the market today, it can be hard to see the wood for the trees and, ultimately, choose a system that will work for your business. Here, we explain BrightPay Connect’s centralised HR system and break down its distinct advantages so that you can make that choice with confidence.

    Advantages of BrightPay Connect’s Centralised HR Solution

    BrightPay has won awards for Payroll Software of the Year in both 2018 and 2019. However, don’t be fooled by its success in the sphere of payroll. BrightPay Connect’s online platform is where its human resource functionality really comes to life.

    BrightPay Connect is a cloud portal add-on that comes with a whole range of additional features, thoughtfully and expertly designed to provide simple, sophisticated solutions to all of the challenges faced by HR professionals. These features include a clever employee app that’s compatible with iOS and Android smartphones and tablets, a comprehensive, secure employee self-service dashboard, automatic system-wide, secure cloud storage and much more. Read on for a more detailed breakdown of how these features can help your business.

    1. It Makes Working From Home Easier

    Today, more employees are working from home, either full-time or part-time, than ever before. This has many advantages for both the employee and employer, but human resources professionals know that it can present it’s own fair share of challenges too. BrightPay Connect solves many of these challenges through its employee app. Keep in touch with employees working remotely, distribute important documents through a secure portal and give your employees a wide range of self-service abilities.

    2. Ditch The Paper And Go Green

    Remember those dusty old filing cabinets we mentioned earlier? Well, an obvious advantage of BrightPay Connect is that it allows you to finally say a very cheerful goodbye and go green by transferring all of your documents, forms, employee files and other necessary paperwork to a highlysecure online system.

    3. Waste Less Time

    Another distinct advantage of ditching the filing cabinets and moving everything online is the time savings made. Instead of the HR manager having to leave their desk to make their way down to that filing cabinet cupboard and dig out the employee’s record to put in a holiday request or change the address on their file, employees can do it themselves, without once having to contact HR. Employees have access to their very own dashboard where everything can be done in just a few clicks.

    Human resource managers will be automatically notified with any requests or changes made which they can then approve or deny without having to schedule a meeting or take time away from other important tasks. Hello efficiency!

    4. Sophisticated User permissions

    Finally, BrightPay Connect allows multiple users on the system with the ability to add user restrictions and permissions. This means that a human resources manager can choose who gets access to what features of the system, improving security and data protection while also facilitating teamwork and collaboration.

    Try BrightPay Connect Today

    If all of the above isn’t enough to convince you that BrightPay Connect can transform your human resources, that’s okay. Why not see BrightPay Connect in action? Book a free demo to discover the many benefits that BrightPay Connect can offer your business. On top of all of this, you can check out free webinars, video tutorials, ebooks and guides that cover every aspect of getting the absolute most out of BrightPay Connect.

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  • Switching Payroll Software Providers? Ask These 10 Questions First Sep 29, 2020

    There are many reasons why you might be thinking about switching payroll software providers. Having the right provider for your business is crucial, and can mean the difference between an arduous payroll process that you dread every pay period, and a quick and easy payroll that you hardly think about at all.

    But finding the right one isn’t necessarily as easy as it seems. There are so many payroll software providers today that sifting through them can be overwhelming. To make this worse, some payroll providers use so much technical jargon that many people feel they can’t distinguish between them at all. This is how most businesses end up choosing a provider that really, isn’t the right fit for their needs.

    But what are your needs? Not all payroll software providers offer the same features. Yes, the basic service may be the same but the additional features are what will really identify whether a provider is best suited to your business. So first, you’ll need to identify your payroll needs.

    In this blog post, we’ll break down the important questions you should be asking before you switch providers, so that by the end of it the only question on your mind will be, “Why didn’t I switch sooner?”

    10 Questions To Ask Before Switching Payroll Providers

    1. What Pay Frequencies Does It Allow?

    Not all businesses pay at the same frequency. The most common are monthly and weekly, of course, but many others exist too. Yet, not all payroll providers cater to the full range. So, one of the first things you need to know is, will it accommodate for the pay frequency your business needs? With BrightPay, users can run a number of different pay frequencies at the same time, be it weekly, fortnightly, 4-weekly, monthly, quarterly or yearly.

    2. Is It Integrated With My Accounting Software?

    Jumping between your payroll software and your accounting software while entering your payroll journal in your nominal ledger is a tiring and cumbersome process. BrightPay is now fully integrated with top accounting software companies such as FreeAgent, AccountsIQ, Twinfield and many more. With some payroll systems, users need to manually enter the payroll figures into both payroll and accounting systems.

    3. Does It Have Employee Self-Service?

    Employee self-service portals can have a host of uses for both employees and employers alike. With BrightPay Connect, for example, employees can have their payslips sent directly to their smartphone or tablet via an employee app, they can view payroll and HR documents, and they can request leave directly from their device.

    4. What Is The Customer Support Like?

    At BrightPay, we understand that no matter which provider you choose, the likelihood that you will at some point need to contact their customer support team for help is extremely high. That’s why we’ve worked hard to ensure a 98% satisfaction rating with our free customer support service. And, it’s why choosing a provider with an excellent customer support service is a good idea.

    5. How Much Will It Cost?

    The bottom line matters almost more than anything else because, it doesn’t matter how many exciting features a payroll system may have if they’re outside of your set budget. So, make sure you look at pricing options and compare to find the best one for you. Also keep an eye out for hidden software costs - some providers have an add-on cost for important features such as auto enrolment functionality, emailing payslips and customer support.

    6. Does It Have Automatic Cloud Back-up?

    Since the GDPR came into effect just over two years ago, employers have had to get serious about how they protect and store employee data. With BrightPay, the payroll can be password-protected so that you don’t need to worry about an employee stumbling across the payroll data. As a bonus, with BrightPay Connect, our optional cloud portal add-on, you can enjoy automatic cloud backups of the payroll data too.

    7. Can Bureau Users Batch Process?

    If you’re a payroll bureau then you know how important it is to be able to batch process client payroll. Despite how crucial this feature is, not all providers include it. BrightPay allows seamless batch payroll processing so that you can run the payroll for multiple clients simultaneously and submit outstanding RTI and CIS submissions to HMRC at once.

    8. Does It Come With Free Resources And Tools?

    When looking for a new payroll provider, keep an eye out on the free resources and tools they have available on their website. BrightPay shares video tutorials, step-by-step help guides, ebooks and webinars (both live and on-demand). We make sure that our customers always have access to expert help so that they can really get the most out of their payroll software.

    9. Can It Build Customisable Reports?

    Customisable reports are one of those payroll features that you never knew you needed. Say goodbye to having to choose from a limited list of report templates, none of which really give you everything you need. With BrightPay, you can create your own reports and include only what you want and none of what you don’t.

    10. Finally, What About Auto Enrolment?

    Since auto enrolment was introduced a few years ago, payroll administrators need to be able to easily make submissions to pension providers straight from their payroll software. Sadly, not all payroll providers allow for this. BrightPay is now fully integrated with a number of major pension providers in the UK, including NEST, The People’s Pension, Aviva and Smart Pension. Better still, BrightPay will automatically assess employees in the background each pay period and alert you if an employee needs to be enrolled.

    Learn More About BrightPay Payroll Software

    So, now that you know what questions you need to be asking before switching payroll providers, why not book a free demo with a member of the BrightPay team. We can talk you through what your business’s payroll needs are, why your current provider isn’t meeting those needs, and explore whether or not BrightPay is the right choice for you and your business.

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  • How to calculate flexible furlough Sep 24, 2020

    The government has reshaped the Coronavirus Job Retention Scheme to become more flexible with part-time furloughing of employees now being permitted. Since 1st July, employees can work some of the week and be furloughed for the remainder, in proportions to be agreed with their employer.

    When claiming for employees who are flexibly furloughed, employers are required to submit data on the usual hours an employee would be expected to work in a claim period and actual hours worked.
    • If your employee is  fully furloughed, you do not need to work out their usual and furloughed hours. An employee is fully furloughed if they do not do any work for you during the claim period.

    • If your employee is  flexibly furloughed, you’ll need to work out your employee’s usual hours and record the actual hours they work, as well as their furloughed hours for each claim period. 
    Calculating Employee’s Usual Hours

    In determining an employee's 'usual hours' for the purpose of your CJRS claim, HMRC has provided comprehensive guidance to follow which can be accessed here. 

    There are two different calculations you can use to work out your employee’s usual hours, depending on whether they work fixed or variable hours.

    You should follow HMRC's guidance for calculating usual hours for employees who work  variable hours, if either:
    • Your employee is not contracted to a fixed number of hours, or
    • Your employee’s pay depends on the number of hours they work
    If none of these apply, you should follow HMRC's guidance for calculating usual hours for employees who are contracted for a  fixed number of hours.

    The employee’s working pattern does not have to match their pay period (for example, an employee could be contracted to 40 hours a week, but be paid monthly).

    a) Fixed number of hours & whose pay is not dependent on the number of hours worked 

    For employees contracted to work a fixed number of hours or who's pay does not vary, you need to calculate the usual hours for each pay period, or part of a pay period, that falls within the claim period.

    To calculate the number of usual hours for each pay period (or partial pay period):
    • Start with the hours your employee was contracted for at the end of the last pay period ending on or before 19 March 2020.

    • Divide by the number of calendar days in the repeating working pattern, including non-working days.

    • Multiply by the number of calendar days in the pay period (or partial pay period) you are claiming for.

    • Round up to the next whole number if the outcome isn’t a whole number.
    If an employee with fixed hours was on annual leave, off work sick or on family-related statutory leave at any time during the last pay period ending on or before 19 March, the usual hours should be calculated as if the employee had not taken that leave.

    b) Where pay varies by the amount of time worked

    Where the pay varies by the amount of time worked, you need to calculate the usual hours for each pay period, or part of a pay period, that falls within the claim period.

    The ‘usual hours’ in this case will be calculated based on the higher of either:
    • the average number of hours worked in the 19/20 tax year, or
    • the corresponding calendar period in the 19/20 tax year
    When you calculate the usual hours, you should include:
    • any hours of leave for which the employee was paid their full contracted rate (such as annual leave), and
    • any hours worked as ‘overtime’, but only if the pay for those hours was not discretionary
    Full HMRC guidance on 'ascertaining usual hours' is available on the gov.uk website.

    As well as submitting data on the usual hours an employee would be expected to work in a claim period, you will also be required to specify the number of furloughed hours for each employee when making a CJRS claim. Once you have agreed how many hours your flexibly furloughed employee is going to work in the claim period, they will be furloughed for the rest of their 'usual hours'.

    If you claim in advance and your employee works for more hours than you agreed, then you’ll have to pay some of the grant back to HMRC. This means that you should not claim until you have certainty about the number of hours your employees are working during the claim period.

    Interested in finding out more about the new changes to the Coronavirus Job Retention Scheme? Watch our webinar on-demand where we discuss flexible furlough, the wind-down of the scheme and changes to making a CJRS claim. 


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  • What will happen when the CJRS ends? Sep 17, 2020

    COVID-19 was officially recognised as a pandemic on 11th March 2020, and since then our lives have been turned upside down. The Coronavirus Job Retention Scheme (CJRS) was announced just nine days later on 20th March in a bid to help employers and businesses across the UK.

    Fast forward to six months later, and little did we think that the CJRS would still be in place. At an estimated cost of £14 billion per month, the scheme is unsustainable in the long term, and will officially come to an end on 31st October 2020.

    When the scheme was extended until October, employers were promised that they would not face a ‘cliff-edge’ withdrawal of funding. Instead, the scheme has been winding down gradually over the past couple of months with a large portion of furloughed employee wage costs still being met by the government.

    However, the end of the scheme is fast-approaching, and employers need to decide to either:
    • Bring employees back to work on their normal hours
    • Reduce employees’ hours
    • Terminate their employment
    The unfortunate truth is if you cannot afford to pay your employees, you will need to terminate their employment. A recent study estimated that the UK was likely to see around 450,000 redundancies this autumn alone. It warned this figure could exceed 735,000 if redundancy notifications continued to rise.

    If a worker loses their job and is entitled to redundancy pay, this should be calculated based on their pre-furlough wages, and firms cannot use the money from furlough to subsidise redundancy packages.

    Although the furlough scheme is set to end in October, the government has introduced a new Job Retention Bonus Scheme, which seeks to incentivise employers to hold off on redundancies. This is a one-off payment to employers who have availed of the CJRS for each furloughed employee who remains continuously employed until 31st‌‌‌ ‌January 2021.

    To be eligible, employees will need to earn at least an average of £520 per month for November, December and January, they must have been furloughed at any point and legitimately claimed for under the Coronavirus Job Retention Scheme, and they must have been continuously employed up until at least 31‌‌‌st ‌January 2021.

    Employers will be able to claim the bonus from February 2021 once accurate RTI data to 31‌‌‌st ‌January has been received.

    Register for our upcoming webinar to find out more about the end of the CJRS,the Job Retention Bonus Scheme and Redundancies. Places are limited – click here to book your place now.

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  • Why Your Business Needs a Centralised HR System Sep 8, 2020

    Human resources is one of the most important aspects of any thriving business. A successful HR department is one that is constantly adapting to changes in the industry, provides opportunities for employees to develop, updates company policies and procedures in line with legislative changes, works in collaboration with staff to cultivate vibrant company culture, and provides vital support to management teams at all times.

    But with all of these responsibilities and more to juggle, how can a HR manager or team ensure that they’re working at maximum efficiency and effectiveness? With a centralised HR system, of course.

    What Is a Centralised HR System?

    A centralised online system allows HR managers and teams, from humble start-ups to massive multinational giants, to bring together all aspects of human resources processes into one, easy to access virtual space. These systems improve data protection, facilitate intra-department teamwork, make it easier to minimise errors and significantly improve time-management.

    Centralised systems make the entire human resources department more streamlined by replacing outdated paper-pushing methods with innovative and intuitive software. This enables anyone in any department of the company (who has been given permission) to access the system and any documents or data it contains from anywhere in the world, making remote working easier than ever.

    If your company is making efforts to modernise, there is no doubt that human resources is one department that can see immediate benefits from moving to a centralised system, such as BrightPay Connect.

    5 Benefits of Centralised HR Systems

    So, let’s break down the benefits of moving your human resources to a centralised system.

    1. Less Room For Error - No matter how diligent or experienced a HR manager may be, human error is unavoidable. This is especially true when using paper forms and filing systems. On the other hand, when using software to manage your HR processes, such as employee leave or training, the chances of human error are much lower. This is because automated software like BrightPay Connect does much of the hard work for you, including leave calculations, automated synchronization and filing employee records.

    2. Improved Time Management - With paper systems, things naturally take a lot more time. If a mistake is made in a form, for example, the entire form may need to be started from scratch. Perhaps annual leave entitlement calculations take a lot of time, manually printing and emailing important HR documents to employees. A centralised HR system helps to cut down on all of this wasted time, making each process faster and the entire HR team more efficient.

    3. Better Team Collaboration - One of the greatest advantages of using a centralised system is how much easier it makes collaboration between teams in different departments of the business. One common example of such a collaboration would be giving a sales manager access to the HR system so that they can approve leave for employees within their department and cross-check upcoming leave periods within their team. This cuts down on the need for managers to email HR departments when looking for information like this.

    4. More Security - Replacing a traditional paper system with a modern, centralised one makes everything more secure. With a centralised online system, such as BrightPay Connect, files are safely stored in the cloud. This eliminates the fear of losing or damaging important files. It also provides added data protection as some systems, including BrightPay Connect, are GDPR compliant.

    5. Simplified Leave Management - Managing leave can be a complicated process, especially if you have a large team of employees. Between sick days, public holidays, annual leave, maternity leave and more, it’s not easy to keep on top of who is taking time off and when. With a centralised system, employees can request leave through their employee app, and all leave is automatically added to the online calendar in real-time. The leave is then synced with the payroll software on the payroll processor’s PC, ensuring that everyone is paid accurately for their leave.

    Try BrightPay Connect’s Centralised HR System Today!

    If a centralised HR system is something you’re interested in for your business, BrightPay Connect offers a ready-to-go, easy-to-use online HR solution. The BrightPay Connect add-on to the payroll software is user-friendly for even the most novice HR professionals to master.

    One of the biggest advantages of BrightPay Connect over other software products is the employee self-service feature. This means that employees can request leave, edit their existing personal information and more via a handy mobile application on their phones (compatible with both iOS and Android) or on their desktops.

    BrightPay Connect comes with several free video tutorials, webinars and e-books (not to mention free phone and email support) to help businesses get the most from the add-on.

    So, what are you waiting for? Book your free demo today to find out more about how BrightPay Connect’s centralised system can transform your human resources management today.

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  • What Makes BrightPay The UK’s Favourite Payroll Software? Sep 3, 2020

    BrightPay is currently used to process the payroll for over 250,000 businesses across the UK and Ireland. It has a 99% customer satisfaction rating. And the employee app, available with our Connect add-on, is now used by over 110,000 employees in the UK alone. Despite the fact that there are ample payroll software products on the market today, BrightPay consistently comes up as one of the most popular across the UK. But, why? What is it that makes BrightPay stand out from the rest of the payroll crowd? The answer has to be; BrightPay Connect.

    Standout Features of BrightPay Connect

    BrightPay’s success is largely down to the unique features our developers have worked into BrightPay Connect, specifically designed to solve the everyday challenges of in-house payroll administrators and bureaus alike. BrightPay Connect is an add-on which can be purchased by existing BrightPay license holders and it works alongside the payroll software. Not only does it offer exciting features of its own, but its employee app takes its usability one step further.

    BrightPay Connect Features

    While you can’t process the payroll itself through BrightPay Connect, it offers a number of additional features that have enormous potential for modernisation of company operations. These include but aren’t limited to:
    • It allows employees to apply for leave directly from their employee portal or smartphone app, anywhere, anytime.

    • Employers and managers can distribute handbooks, forms, training materials and other documentation to a single employee, teams or departments, or all employees at once. They can also track which employees have read the documents or resources, thanks to a time-stamped log.
    • Employers and bureaus can instantly share payroll data via their dashboards, cutting out the need for emails and/or phone calls.

    • Human resources managers can store all employee data in the secure cloud portal, while only allowing some of this information to be visible to the employee in question - thus ensuring GDPR compliance.

    • BrightPay Connect is fully integrated with BrightPay payroll. What’s more, Connect automatically synchronises the payroll data to the cloud every 15 minutes while the payroll is being processed. Information entered in the online portal, such as approved employee leave requests and changes to personal information, will automatically synchronise back to BrightPay payroll on your PC or Mac.
    Employee Self-Service App

    BrightPay Connect also comes with an employee self-service smartphone and tablet app which is compatible with both Android and iOS devices. Thanks to the app, employees can enjoy a range of benefits, such as:
    • Employees can receive and view their current and historical payslips on their phone or tablet, as well as P60s, P45s, P11Ds and auto enrolment communications.

    • They can easily access their personal data and update their postal address or phone number if needs be.

    • Employees have the ability to download their payslips straight from their device, which can then be printed if needed for banking applications etc.

    • Employees can view their past and scheduled leave via the easy to use employee leave calendar.

    • They can request annual leave or unpaid leave on the go, directly from their device.
    • Employees can have 24/7 access to all company policies and procedures which have been shared with them.

    • Employees receive alerts when payslips and new documents have been added to their self-service app, making it easier to keep track of what they need to read.

    • The app is free to download so doesn’t incur any cost for employees or the employer.

    • Employees are kept up to date as employers can send out notifications for important deadlines, updates to existing policies, or news items.
    Find Out More About How BrightPay Connect Can Help Your Business

    Impressed by all of these features offered by the Connect add-on? Why not book in with our expert Connect team for a free demo today, where they will walk you through all of its many features, answer any questions that you might have about how it works, and get you set up to join the rapidly growing number of businesses across the UK who are using Connect everyday to make their business better.

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  • What to do if you don’t feel safe returning to work after furlough Aug 28, 2020

    Over the coming weeks, if not already, many employers will expect their staff to return to work following the end of that dreaded holiday that no one wanted to take. If you hadn’t already guessed, I’m referring to furlough of course.

    I’m sure that after four months of binge watching below average TV shows, drinking yourself silly or fighting for a space at your local park or beach you’re absolutely delighted! At the same time though, some of you may actually feel uneasy about returning to the office which is completely understandable. So, here’s exactly what you need to know.

    Legally, an employer owes a duty of care to all their employees therefore they are required to comply with various safety measures and carry out regular risk assessments to ensure your safety. This could mean implementing flexi-hours, allowing you to start and finish at times better suited to your travel requirements, making sure the infamous “1 metre plus” rule is enforced in the workplace, or simply reducing the amount of face-to-face interaction you have with the public. But where do you stand if you still don’t feel safe? (I mean, who does anymore but that’s beside the point).

    Assuming your employer has taken all viable steps set out by the government, then unfortunately refusal to work may be considered an unauthorised absence unless there is medical reasons for doing so and in the unlikely event you lose your job - don’t panic - you are entitled to make claims for detriments suffered as a consequence of not attending work due to health and safety concerns under s44 and s100 Employment Rights Act.

    On the other hand, workers do have the right to walk off the job to protect themselves from serious and imminent danger under employment law. Also, if you are like one of the 2.2 million Brits that fall into the high-risk category, your employer must be extremely diligent in how they proceed. This could potentially warrant furlough to be extended until it is deemed safer to return or your responsibilities could be varied to reduce your risk. So, like the Boris speech - pretty confusing. Basically, if you have any concerns relating to your safety returning to work, you should raise them directly with your employer first and foremost.

    There are additional ways you can help reduce the spread of any germs whilst in the workplace such as washing your hands frequently, disinfecting your workspace and maintaining respiratory hygiene such as sneezing into a tissue. Unfortunately, we all know at least one person at work who needs to “say it, not spray it” but that’s out of your control. And don’t worry about the rising cost of hand sanitizer, this is something which, again, your employer must provide - happy days!

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    Written by Aoibheann Byrne
    BrightPay Payroll Software
  • How to beat the “working from home” blues Aug 26, 2020

    Welcome to the second instalment in my “working from home” series where I share some helpful tips on managing the various stresses that have arisen whilst working from home. In my last blog I talked about the affects remote working and lockdown has had on our sleep. In this blog I will be talking about how to beat the “working from home blues”.

    Don’t get me wrong, it’s been a dream working from home and not having the stresses of the daily commute to contend with. But remote working and changes to our normal routines brings its own set of unexpected stresses. These have taken the form of anxiety, low mood and feelings of hopelessness and despondency. These are all completely normal physical reactions to all the changes we have had thrust upon us in the midst of a global pandemic.

    However, our brains are like small children - easily manipulated by simple distractions, and there are four main chemicals that our brain produces that make you happy in different ways. Once you learn how to hack into this store of happiness that’s hiding away in the recesses of your brain then you can apply the tactics to everyday life which will offset the aforementioned “downers” you may be experiencing.

    First up we have dopamine. This is the “reward” chemical your brain produces once you have completed a task. So how do you hack into it? Well, by simply acknowledging and keeping track of all your completed tasks you do throughout the day. This can simply be “did the dishes” or “cleaned the spare room” and you can keep track every night before bed in the notes app in your phone or a little notepad on your bedside table. This is a proven method to beat the blues as this then triggers the release of dopamine from the reward centre in your brain. Dopamine is also released when you perform self-care activities so the ol’ “have a bubble bath and put a face mask on” schtick actually has its merits and genuinely works. So go ahead and treat yourself!

    Next up is everyone’s favourite mood stabilizing chemical serotonin. Serotonin is released mainly by engaging in physical activity or the outdoors. Don’t worry, I’m not suggesting a triathlon, but simple tasks such as meditating, going for a light run or even a cycle will get you on the right track. Even sitting in the sun or having a nice walk in whatever bit of nature you can get on your lunch break will make you feel more calm and improve your mood.

    Then we have endorphin which is dubbed “the pain killer” chemical but for the purpose of this exercise we’ll call it the “the blues killer”. Endorphin is well known and is mainly released by exercising - not the gentle exercises a la serotonin, but the ‘hitting the gym and getting a heavy sweat on’ type of exercise. So a proper workout, a good steady run or a game of sports will get those endorphins flowing. Although the thought of doing such cruel things to yourself seems horrible to begin with you will absolutely feel a million times better afterwards. Just ask all the gym bunnies!

    Last but certainly not least is good ol’ oxycontin, which is the love hormone. This floods your system and makes you feel all serene when you hold hands, hold a baby, give a loved one a hug or play with an animal. So take your pick and let the love flow! If you have none of the above, oxycontin is also released when you pay someone a compliment so my inbox is open - only to make you feel better of course!

    If you are an accountant or payroll provider who is working from home then the easiest way to de-stress is to get your hands on BrightPay Connect. BrightPay Connect is an add-on to the award-winning BrightPay payroll software. Its cloud-based functionalities allow you to distribute documents and manage leave for employees who are working remotely. So you can keep in touch with everyone and keep each other sane whilst efficiently running your business. So that’s at least one less stress for your poor little self to deal with.

    So there you have it! It really is amazing how easily you can trick yourself into feeling better. The overall theme of all these chemicals is looking after yourself and others (including your employees!) which seems really obvious but is very easy to forget when the world around us is falling apart. I hope these tips help you as much as they've helped me! Now I’m off to soak in the bathtub with a glass of wine and some dark chocolate.

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    Written by Aoibheann Byrne
    BrightPay Payroll Software
  • Having trouble sleeping whilst working from home? You’re not alone! Aug 20, 2020

    So it’s day 1,000,000 of quarantine and I am just as surprised as all of you to have made it this far. I am somewhat healthy, somewhat sane but most important, all in one piece. When all this started back in March, I don’t think any of us expected to be still working from home in August and for the foreseeable future. Yet here we are - adaptive little buggers as we have learnt to adapt to what is now the “new normal”.

    However, there are still times when we struggle and get a little overwhelmed by everything so I wanted to do a series of blogs in which I share my tips on how to beat the “remote working blues”; tips which have gotten me through the last few months and continue to do so. In this blog I will talk about the problem I didn't see coming - sleep.

    I have always been a great sleeper, some would say it’s my superpower. Within five minutes of a car being driven or on the floor of the kebab shop after a night out, your girl has never struggled to sleep. But oh boy did that change over lockdown! But interestingly, I was not alone... The sheer amount of people that have suddenly developed sleep issues over the course of the past few months is mind-boggling but luckily there are answers as to why.

    A disturbance to routine is the main reason why we’re out of whack - the main thing being our “circadian rhythm”. This describes the process of how our bodies regulate our daily sleep-wake cycles based on natural sunlight. So if you’re not leaving your house all week and your commute consists of walking to the desk in the spare room then your body is plunged into eternal night and this throws your sleep cycle way off. A simple solution is - drumroll please - to go outside! Even a quick half hour walk every day outside does wonders. Or if you’re lucky enough to have an outside space such as a garden or a balcony, then have your morning coffee out there and soak up some sweet sweet rays.

    Besides the ‘circadian rhythm’ your body is also accustomed to the routine of your daily 9-5 grind of commuting, lunch time, dinnertime, and then bedtime. Working from home doesn’t just blur those lines, it completely erases them as you roll out of bed at 11am and are still answering emails at 10pm. This advice seems obvious but even whilst working from home you need structure and routine. Wake up at the same time, have lunch at the same time, clock off at 5pm and GO TO BED at the same time. Even if, like me, you think hehehe, extra hour in bed in the morning, I’ll just stay up and watch another episode - just say NO!

    Another handy tip is to have a shower about 30-40 minutes before you want to go to bed. This works by raising your core body temperature slightly so when you get into bed your temperature slowly cools down and this relaxes your body and lulls it into a comfortable sleep.

    Last but not least: phones! We all know how harmful the blue light from electronic devices is to our sleep cycle but if I told you not to use your phone/device before bed after clocking up 50 hours of Animal Crossing in the past 2 weeks then I would be the world’s biggest hypocrite. BUT instead, a tip is to activate “Night Shift” on your iPhone or “Night Mode” on Android. This allows you to switch the blue light on your phone to a light rose colour at predetermined times each day which is much kinder on the eyes and mind.

    If you are still having trouble sleeping after these top tips then the Sleep Council have a plethora of tools and tips on their website to help you get a better night’s kip. There is also a handy “Sleep Diary” that you can print off and fill in over a week that you can send to your GP who can offer more insights.

    If you are a BrightPay customer then your sleep will already be better than most. How come? Because BrightPay is a fully HMRC recognised payroll software which supports all RTI submission types and includes full auto enrolment functionality. New and improved features include payroll journal integration and the ability to batch process multiple employers at the same time. Even when it comes to the pandemic, BrightPay can assist you with managing COVID-19 related sick leave and furlough leave. So as you lay your head to rest, your payroll won’t be the thing keeping you awake.

    There you have it! I hope you find these tips useful. They are all tried and tested by yours truly, who I am happy to report is at the other side of lockdown insomnia and snoozing away happily every night. In my next blog I will talk about stress management but, until then, goodnight and sleep tight!

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    Written by Aoibheann Byrne
    BrightPay Payroll Software
  • The advantages of BrightPay Connects self service portal for Businesses Aug 13, 2020

    BrightPay Connect is an essential payroll and HR tool that works in tandem with BrightPay payroll software, enabling powerful features and benefits for employers and employees. The payroll is still processed on the BrightPay desktop application but the payroll information is stored and accessible on a secure cloud server. BrightPay Connect can streamline many of the payroll and HR administration tasks offering:

    Employer Cloud dashboard

    Employers can access an online dashboard offering a general overview of all payroll information. Employers receive notifications of employee annual leave requests, changes to employee contact details and can view HMRC payments due. Updated payroll reports are automatically available at a glance each pay period.

    Automatic Cloud Backup

    BrightPay Connect offers a facility where all payroll files are securely backed up to the cloud every 15 minutes and again at file closure. All backups are stored chronologically which can be restored at any time.

    Employee Self Service Portal

    Employers can invite employees to their own self service portal, where they can view and update their personal details. Current and historical payslips can be viewed or downloaded 24/7. Employees can also view their annual leave allowance and request leave via the self service portal.

    Employee Smartphone and Tablet app

    Employees can access their payroll information on the BrightPay Connect smartphone app which is accessible on Apple or Android devices.

    Payroll reports

    All payroll reports processed on BrightPay desktop payroll software are stored and accessible on the employer’s portal.

    HR Document upload

    Any training documentation, contracts, handbooks or company announcements can be uploaded to all or specific employees via BrightPay Connect. The document upload feature allows HR to easily share documents to the whole company, teams or individuals 24/7.

    HMRC payments

    Employers can view HMRC payments due. They can also view P30 reports showing the full breakdown of how the amounts are calculated.. All historic payments made to HMRC are instantly downloadable.

    Employer Online Calendar

    All leave requested and leave approved can be viewed on the company wide calendar. Employers can instantly view a month by month overview of individual employee annual leave, sick or family leave and therefore can effectively manage staff resources.

    Employee Leave management

    Employees can request annual leave through personal BrightPay Connect self service portal. All leave requests are easily viewable and actionable on the portal. Once leave is requested by an employee, the request is sent through to employers portal where the leave can be approved or denied. Once approved, it is synced automatically to BrightPay payroll.

    Invite your accountant

    Employers can invite their accountant to access and view all payroll files, amounts due to HMRC and employee salary data.

    Book a demo today to discover more benefits of BrightPay Connect for your business.


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  • How To Calculate Employee Furlough Hours Aug 6, 2020

    A key change to the Coronavirus Job Retention Scheme came into effect earlier this month - furloughed employees now have the ability to return to work part-time, while still being eligible for the scheme for the hours that they don’t work.

    When making a claim for flexibly furloughed employees, employers are now required to submit their employee’s usual hours worked, and the number of actual hours worked. Due to the complex calculations required, many employers are finding it confusing to calculate the usual hours of employees placed on flexible furlough.

    If this task is something you struggle with, look no further. We’re going to break it down into simple terms so that you know exactly how to make these calculations without any confusion in future.
    • If your employee is fully furloughed, you do not need to work out their usual and furloughed hours. An employee is fully furloughed if they do not do any work for you during the claim period.

    • If your employee is flexibly furloughed, you’ll need to work out your employee’s usual hours and record the actual hours they work, as well as their furloughed hours for each claim period.
    Calculating ‘Usual Hours’ for Flexibly Furloughed Employees
    There are two different calculations you can use to work out your employee’s usual hours, depending on whether they work fixed or variable hours.

    You should follow HMRC's guidance for calculating usual hours for employees who work variable hours, if either:
    • If your employee is not contracted to a fixed number of hours, or

    • If your employee’s pay depends on the number of hours they work
    If none of these apply, you should follow HMRC's guidance for calculating usual hours for employees who are contracted for a fixed number of hours.

    The employee’s working pattern does not have to match their pay period (for example, an employee could be contracted to 40 hours a week, but be paid monthly).

    1. Employee works a fixed number of hours & whose pay is not dependent on number of hours worked
    For employees contracted to work a fixed number of hours or who's pay does not vary, you need to calculate the usual hours for each pay period, or part of a pay period, that falls within the claim period.

    To calculate the number of usual hours for each pay period (or partial pay period):
    • Start with the hours your employee was contracted for at the end of the last pay period ending on or before 19 March 2020.

    • Divide by the number of calendar days in the repeating working pattern, including non-working days.

    • Multiply by the number of calendar days in the pay period (or partial pay period) you are claiming for.

    • Round up to the next whole number if the outcome isn’t a whole number.
    If an employee with fixed hours was on annual leave, off work sick or on family-related statutory leave at any time during the last pay period ending on or before 19 March, the usual hours should be calculated as if the employee had not taken that leave.

    2. Where pay varies by the amount of time worked

    Where the employee’s pay varies by the amount of time worked, you need to calculate their usual hours for each pay period (or part of a pay period) that falls within the claim period. The ‘usual hours’ in this case will be calculated based on the higher of either:
    • the average number of hours worked in the 19/20 tax year, or

    • the corresponding calendar period in the 19/20 tax year
    When you calculate the usual hours, you should include:
    • any hours of leave for which the employee was paid their full contracted rate (such as annual leave), and

    • any hours worked as ‘overtime’, but only if the pay for those hours was not discretionary
    Full HMRC guidance on 'ascertaining usual hours' is available on the gov.uk website.

    When making a claim, you are required to submit data on the usual hours an employee would be expected to work in a claim period, and also the actual hours worked. You will have agreed how many hours your flexibly furloughed employee is going to work in the claim period. They will be furloughed for the rest of their usual hours.

    If you claim in advance and your employee works for more hours than you agreed, then you’ll have to pay some of the grant back to HMRC. This means that you should not claim until you have certainty about the number of hours your employees are working during the claim period.

    Free COVID-19 Webinars For Employers
    Want to keep up-to-date with the latest updates regarding COVID-19 and businesses? We’re holding regular webinars to share with you all news relating to HMRC updates, what employers need to know and how you can make sure you’re complying with best practices at all times.

    Click here to watch our previous webinars on-demand, where we cover everything from important COVID-19 payroll updates to return to work government policies and more.

    To receive email notification letting you know when we’re holding our next webinar, sign-up to our mailing list and ensure you don’t miss out on the latest updates for your business.

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  • Let’s talk about insolvencies… Jul 30, 2020

    Previously I discussed the tough topic of redundancies. As we’ve already ripped off the proverbial plaster, now is a good time as any to discuss another one - insolvencies. It’s bad enough having to let employees go but what if you can’t even afford to keep your business itself going? With reduced or zero trading it is only natural that businesses, despite the “best” efforts of the government, are experiencing severe cash flow difficulties. Whilst the CJRS and SEISS were great while they lasted, with the dialling down of both schemes already in progress, unfortunately it just hasn’t been enough and many businesses will either require restructuring, refinancing or insolvency.

    A company’s solvency is defined using one of two measures - a cash flow test (a business’s ability to pay its debts as and when they are due) or a balance sheet test (whether the value of a business’s assets exceeds its liabilities). The cash flow test is the main issue for many businesses at the moment due to a little thing we call a global pandemic that has crippled the economy and brought the country to its knees.

    So what are your options if you fall into this category? Well, if you are hopeful that your cash flow issues will resolve themselves “once all this is over” you may be able to draw up a restructuring plan and there are a few different rescue and recovery options if this is the case.

    1. Company Administration - the company enters into Administration and is protected while an Administrator draws up a recovery plan. Options as part of this recovery plan could include Pre-Pack Administration, sale of all or part of a business or a Company Voluntary Arrangement (CVA).
    2. CVA - the company enters into a formal insolvency process that leads to restructuring. A legally binding agreement and settlement is reached with creditors but the company remains in control of the company, instead, trading under the supervision of a licensed Insolvency Practitioner while the CVA is in place.
    3. Informal Restructuring - this involves utilising emergency funding or entering into informal arrangements with creditors.
    4. Corporate Insolvency & Governance Bill - this is a new piece of insolvency legislation that is currently being finalised in Parliament that grants further restructuring options. These include a moratorium which would afford a protected period of time in which companies can assess its options and propose a new CVA or restructuring plan. It also provides a provision for a Court to force implementation of a scheme of arrangement on creditors if certain conditions are met. These measures were introduced as a result of COVID-19 and could be a lifesaver for companies in trouble.

    Still awake? Good! Last but not least but always a last resort is liquidation. There are two options: Creditors Voluntary Liquidation or Compulsory Liquidation. As the Court has not been in session for months and there will be a huge backlog of hearings, Compulsory Liquidation will be an even longer process than before.

    The most effective way of liquidating a company during COVID-19 is Voluntary Liquidation. This can be implemented by the shareholders and directors of the company who appoint a liquidator subject to creditors agreements. The liquidator takes control of the company and releases assets, communicates with shareholders and assesses creditors’ claims. Voluntary Liquidation can be implemented quite quickly so would be the easier option in this current climate.


    Let’s be honest though, all options suck. But at least there are options. Only you will know what's best for your company but I guess a small comfort can be taken from the fact that you are not alone. Now, I think we all deserve a stiff drink, don’t you?

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    Written by Aoibheann Byrne
    BrightPay Payroll Software
  • 4 Reasons Why Employees Might Not Be Able To Come Back To Work, And What Employers Can Do About It Jul 23, 2020

    So, your business is finally ready to reopen, you’ve researched all of the things that employers need to do to make their workplace COVID-19 safe, and you’ve made significant changes to how your employees work to ensure their safety as the pandemic continues. But one or more of your employees say they aren’t ready to come back to work. What can you, as an employer, do?

    It’s important to understand in this scenario why your employee is hesitant to return to work. As an employer, being as flexible and facilitating during this unprecedented time can go a long way to addressing employee concerns. However, you’ve also got a business to run and it's very likely that you’ll need every single member of staff to come back to work as soon as possible to ensure your businesses survival. So, how can you be a fair and understanding employer while also getting your business back on its feet?

    4 Reasons Employees Might Not Be Willing To Return To Work
    To help you navigate this potential problem, BrightPay’s employment law expert has identified the 4 most common reasons employees have for not wanting to return to work, along with her suggestions on how employers can and should approach them.

    1. They’re Not Satisfied With The Measures Taken
    Sections 44 and 100 of the Employment Rights Act deal with unlawful detriment and unlawful dismissal, including circumstances of danger. Under the Act, where an employee has a reasonable belief that their workplace poses a serious and imminent threat, they can leave the place of work, refuse to return to their place of work, or take appropriate steps to protect themselves and others from that danger.

    Should this situation arise, it would be unlawful for an employer to dismiss someone because they had taken one of the above actions. Up until now most people would have thought of this in terms of a fire or an exposed wire on a machine. The question now is; Does COVID-19 fall under these sections? Many will argue that it certainly does because the risk of the virus is imminent.

    We have no case law to guide us on this. But it is reasonable to assume that if you ultimately dismissed someone because they wouldn’t come to work due to health & safety concerns, there is a high likelihood that you could find yourself arguing the level of danger at an Employment Tribunal. Therefore, it is in your best interest as an employer to instead do what you can to address the employees concerns so that they feel safe returning to work.

    2. They’re Concerned About Travelling To Work
    The Prime Minister told employees that they should walk or cycle to work if possible, or drive, but to try and avoid public transport. Of course, that is not going to be possible for all and some or many of your employees may have to take public transport in order to get to work. It’s very possible that they may have health and safety concerns regarding this.

    Generally speaking, the journey into work is the employee’s responsibility rather than the employers. The contractual obligation is to come to work and work. With that being said, as an employer you really need to be as sympathetic as possible to this issue as it is a valid concern for your employees health and safety, even if it’s not your direct responsibility.

    Would it be fair to dismiss someone because they were afraid to take the tube? It’s likely that a tribunal, should it come to that, will be sympathetic towards the employee. With this in mind, it really would be best advised to look for alternative arrangements such as allowing employees to work from home as much as possible or even providing other transport options for your employees such as mini-bus pick up or subsidising bicycle-hire temporarily.

    3. They have childcare issues
    This is likely to be one of the most common barriers facing employees returning to work. Until childcare services are back to their previous capacity, employees are going to struggle to make themselves available for work. This is nobody’s fault, so should be approached with an understanding attitude.

    The ideal solution to this problem is to allow employees in this situation to work from home. However, there will be cases where an employee can’t work from home but they can’t come into work either because of childcare issues. Employers have a few options in this case:
    • You could put them on unpaid leave
    • You could put them on annual leave, although they’re unlikely to have enough annual leave to cover the period needed
    • You could put them on furlough until they can return to work.
    It is advisable to discuss these options with the employee(s) in question and agree on an arrangement that you’re both satisfied with.

    4. They Are A Vulnerable Person
    As we all know, people with underlying conditions are deemed at higher risk of COVID-19 by public health experts. This group of people have been advised to self-isolate to an even more extreme measure than the general population, to protect themselves from harm. For these vulnerable people, returning to work can put those efforts in jeopardy.

    For these employees, placing them on/continuing their furlough leave may be the only option employers have.

    Free “COVID-19 Secure Workplace” Webinar
    Want to keep up-to-date with the latest updates regarding COVID-19 and businesses? We’re holding regular webinars to share with you all news relating to HMRC updates, what employers need to know and how you can make sure you’re complying with best practices at all times.

    Click here to watch our previous webinars on-demand, where we cover everything from important COVID-19 payroll updates to return to work government policies and more.

    To receive email notification letting you know when we’re holding our next webinar, sign-up to our mailing list and ensure you don’t miss out on the latest updates for your business.

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