Payroll

For the world of business and more specifically HR, the Brexit vote has brought on a time of uncertainty. The momentous decision taken by the public on June 23 has left employers across the UK having to wrestle with a vast range of workforce-related issues.

So the UK (as a union) has voted to leave the European Union with some Scottish politicians hinting of a further independence referendum, and some in Northern Ireland wanting a joint Irish nation! At the same time, Job Centre Plus has run out of National Insurance numbers (NINOs) and decided in June 2016 to start issuing NINOs with prefix ‘KC’.

This blog explores the potential impact of Brexit and a possible Scottish Devolution referendum on Scotland and its payroll services in the coming years.

The UK votes 52% to leave the EU, reshaping globalisation and prompting a rethink of local, global and international dynamics.

On 23rd June 2016, UK voters decided in favour of leaving the European Union (EU) in a landmark referendum. Since then it’s fair to say that UK politics has seen a fair amount of turmoil:

Understand the National Living Wage, how it differs from the voluntary Living Wage, and what the 2016 pay rise meant for millions of UK workers.

With the upcoming referendum later this month, which will decide whether Britain should leave or remain in the European Union, UK businesses – employing EU workers – will need to contemplate how “Bexit” might potentially influence their future hiring, talent management and overall workforce management best practices. Currently, millions of highly skilled EU immigrants work in the UK.

Significant payroll reforms in April 2016—from RTI-level changes to NIC and Scottish tax updates—created one of the most transformative years for payroll systems.

In today’s world, “human capital management“ seems to be the hot topic of choice. A complete HCM solution covers all the people related processes and data in an organisation, and by its very nature can get pretty full on and complicated to implement, with greater upheaval and cost involved. For that reason, it is not always appropriate for an organisation to consider changing all aspects of their HCMin one fell swoop.

Do you believe that above all else, the most important factor behind an employee’s engagement and productivity is their relationship with the direct supervisor? If you do, you’re not alone. Many believe that if people get along with their managers well, they’re likely to work well – it’s often as simple as that!

It is up to management to create a culture that fuels innovation, and there are some steps leadership should take to achieve that sort of workplace.

Following the judgement of the Employment Appeal Tribunal (9th March 2016), the question of salary sacrifice and maternity rights has been thrown into question! Was HMRC errant in providing guidance? Are employers now off the hook with provision of non-cash benefits in kind during maternity?