26 February 2018
Sitting at my computer at the start of the work day on February 6th was simultaneously the most disapointing and demotivating start to a work day I have ever had - which probably says alot. I was missing out on one of the biggest events in HR and Payroll, and my wife and I were 6 days overdue. I was missing one party, and our baby was late for the other!
Conference at SD Worx is pretty unique in our industry. It’s certainly unique for an organisation with only seven hundred employees in the UK. At the 22nd annual conference on February 6th, we had over eight hundred delegates in attendance(!)... minus one. With an abundance of clients and prospects there, ranging from project inception through to the very final stages, it would have been a wonderful opportunity to catch up and connect people to the SD Worx network. Thankfully, I have some brilliant colleagues who are more than capable of doing that in my absence, but I still wanted to be there!
There’s an awkward period that happens towards the start of your paternity leave - somewhere between birth and close enough where travelling too far becomes a risk. The exact timeframe is personal to everyone, but for us, it was a week before the due date. No one ever talks about paternity leave and the delicate balance required by everyone involved. That’s what I want to talk about today, all things paternity!
Paternity leave was first introduced to the UK in 2003, and qualifying dads can take up to two weeks. I was surprised to see how recently P-leave was introduced to the UK, perhaps it’s the millennial in me, or maybe it’s something I’ve only thought about as it’s become relevant to me. Who knows! Either way, I’ve seen lots of individuals through multiple organisations go through the process, with varying degrees of support and “success”.
Once something becomes law, it’s easy for employers to become resentful of this new obligation, especially if there are financial or reputational ramifications. As someone who has not been through this process, it’s easy to be daunted by it, or at least somewhat nervous about asking for all the leave you need. Here are my tips to would be dads... and their employers!
It amazes me how much misinformation and hear say is out there about paternity leave (factor that in with all the pregnancy nonsense and you’re practically swimming in old wives tales). As a dad to be (D2B), I would encourage you to read your paternity policy and if required, seek advice from your manager - or HR! At SD Worx, our policies are held in the same place I get my payslip, so it was very easy to find.
As an employer, it’s critical to remember for a lot of first time D2Bs... we’re completely clueless. Managers and HR alike need to ensure they are avaible for support, but also to help plot out a roadmap. Yes this can be laid out clearly in a policy... but there’s nothing like a call, right?
During pregnancy, you’ll be asked to go to antinatel classes, scans, midwife appointments... all sorts! Make sure you, as the D2B are working with your manager to ensure you’re not leaving your team short staffed, and that you’re taking them into account. Don’t feel guilty though! You’re most likely entitled to some time for exactly these sorts of events, make sure you use them, and make sure you don’t feel guilty.
Just remember though if you’re providing a service to clients (which I do), then you need to make sure they’re not being let down. They’re people too, and they’re most likely paying you for a service. In most cases, like all things in life, communication is the key.
This is a bit of advice for the employer. Companies, in this day and age that aren’t providing P2B with a clear schedule of what they’re being paid, blows my mind. Finances are probably the most talked about subject in the lead up to a baby, especially as maternity leave gets closer and closer. Not having a clear schedule of payments, and relying on P2Bs to interpret archaic looking forms is not a great way to engage and support us!
The thing I’ve found most surprising is how flexible both parties have to be! As the farther to a late baby, I’d have been really frustrated if I’d been forced to take paternity leave on my due date. Paternity leave was designed to enable D2Bs to bond with their new baby, and support the mother through a life changing (albeit amazing) event. I feel very fortunate that my manager, and the company are flexible enough to work with me. That’s how I know they don’t just talk the talk, they walk it too. It’s one of the many reasons I love working at SD Worx.
This flexbility can be pretty challenging for managers to manage. Getting it right however, is so reassuring as a D2B during a time when we could feel guilty and unsupported. My manager actually took time to let me know that I was making the right decision, and that meant a lot.
To close out, I would like to give one final shout out to any D2Bs, and say you’re not alone! There is an abundance of groups out there to help and support. On top of that if, like me, you have a supportive manager and company, they can be an invaluable resource. I’d urge you to speak to them, and your HR team. Also find other dads! You are almost guarenteed to NOT be the first person going down this road at your place of work, put a shout out! Get some tips!
Paternity leave is a fairly recent change to working practice, and I feel very fortunate to be able to benefit from it. I don’t feel guilty, I don’t feel like I’m taking advantage, I feel very well supported and excited to have our baby!
Now, does anyone know a good raspberry tea blend?
HM Revenue and Customs (HMRC) has updated guidance in readiness for the commencement of the second part of the Coronavirus Job Retention Scheme (CJRS). Simon Parsons, Director of Payments, Benefits & Compliance Strategies at SD Worx UK, shares his interpretation of the changes and what this could mean for employers.P. Simon Parsons - 15 June 2020
Our resident payroll and legislation guru answers your questions about furlough and SSP.29 April 2020
Debunking furlough myths in relation to salary sacrifice arrangements.24 April 2020
What is the process of putting in a claim for furlough? We get to grips with the steps you need to undertake.23 April 2020
We’ll help you make sense of the government’s advice on Statutory Sick Pay and taking care of your employees during COVID-19.24 March 2020
There have been many publications about the Good Work Plan over the past 18 months and it can be confusing to work through complex, legislative documentation to understand how you stay compliant. While the good work plan covers many topics, this blog aims to take you through one aspect of this, Holiday Pay, and asks the simple question – are you ready for the changes?29 October 2019
If you want to learn best practice in handling data in light of the General Data Protection Regulations (GDPR), you can do no better than to look at DuPont. Now part of science giant DowDuPont following a merger last year, data is part of the DNA of the organisation and it has a long history of embedding data protection into its culture.8 March 2018
Here are the top five lessons on implementing GDPR from the session with Gert Beeckmans, Chief Risk and Security Officer at SD Worx, and Frank Rudolf, Director of Payroll at PAREXEL from the SD Worx European Conference 2018, held in London on 6th February.2 March 2018
With just three months to go until the General Data Protection Regulation (GDPR) comes into force, the clock is ticking for HR and payroll managers to get the systems and processes in place to ensure compliance. The regulation, coming into effect on 25 May 2018, updates data rights for today’s networked world, and organisations ignore it at their peril.1 March 2018
Retention of the personal data is ‘lawful basis’ where it is necessary, for compliance with a legal obligation, for the exercise or defence of legal claims. For Payroll and HR reasons, employers must hold and retain personal information about their employees and former employees to meet these legal requirements.4 December 2017
GDPR is set to see the biggest shake-up in the way we handle data since the Data Protection Act of 1998. Over the last few years, the processing and control of data has seen many systematic changes. Updated legal obligations set out in the Regulation such as the ‘lawful basis’ of the processing of data is sure to see more changes to data handling.27 November 2017
Read Simon Parson's latest blog where he answers the frequently asked question: 'Do you know if HMRC are likely to want us to include more options for employees that may be transitioning or don’t identify themselves with either gender?'23 November 2017
Increasingly within global organisations we see that individuals have increasing international activity throughout a business’ empire with differing national fiscal obligations. Impact on employees and compliance with a variety of national fiscal government obligations brings into play significant complexities. Some will be available within Payroll Software or service, whereas others, a little more obscure, may require special handling. For UK Payroll, there are a variety of variants (to the normal) Pay As You Earn (PAYE) obligations.6 November 2017
The EU’s General Data Protection Regulation (GDPR) comes into effect on 25 May 2018. It applies to any organisation that processes the personal data of
EU citizens regardless of where they are situated. Brexit won’t let UK companies off the hook as the government has announced that the legislation
will be brought into UK law.
9 October 2017
In order to get to understand Alabaster, we recommend that you know a little about the case precedent behind it.2 October 2017
Our Head of Legal, Leon Daniel, has written some useful information on GDPR and what it might mean for your organisation. This is the second of a series of articles on the steps we are taking at SD Worx to ensure GDPR compliance.14 August 2017
Our Head of Legal, Leon Daniel, has written some useful information on General Data Protection Regulation (GDPR) and what it might mean for your organisation. This is the first of a series of articles on the new Regulation and will cover the steps we are taking at SD Worx to ensure GDPR compliance.7 August 2017
Part two of our blog, our Commercial Director John Cusack and Business Development Manager Steve Knapman, built upon the information outlined by Mercer in part 1 – and discuss how SD Worx’s analysis tools can provide you with in-depth statistics on the gender pay gap. Read more on some of the useful points that we took away from the webinar...10 July 2017
Minimum pay is governed by employment law, and breach is criminal; HM Revenue & Customs are charged with policing its application based on a number of significant factors and structures. In this blog, our Director of Payment, Benefits & Compliance Strategies, Simon Parsons, discusses critical touch points for compliance and recent payroll error examples regarding this legal requirment.3 July 2017
The gender pay gap has been a hot topic for years, dominating discussion in the media and in boardrooms. Seemingly refusing to close, the gap stood at 9.4% in 2016, down from 17.4% in 1997. While the UK is getting nearer and nearer to gender parity in pay, figures suggest it still has a long way to go...19 June 2017
2017 is going to be both interesting & challenging. With Brexit and changing government leadership much is to be done and quickly. Now is the time for the business to come together and plan for change...2 March 2017
In August 2016, HMRC launched a ‘Consultation on salary sacrifice for the provision of benefits in kind’. The indication is to bring in law changes from April 2017.11 October 2016
Often once the deal is done you can’t see the lawyers for dust, so if you receive notice from a supplier or customer that they have been acquired, or if you have been acquired yourself, what do you need to do to keep your current contracts in order?3 October 2016
The way the government funds apprenticeships in England is changing. The 6th April 2017 sees the introduction of a new employment tax on United Kingdom employers. Scotland Wales and Northern Ireland, each having their share of the levy, will have to decide how apprenticeship spending will take place. In this blog I cover some key points that employers should be considering in order to prepare for the upcoming changes...5 September 2016
As a union, the UK 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 and in June 2016, decided in to start issuing NINOs with prefix ‘KC’ - but there is an issue with this...15 August 2016
With the result of the UK referendum to leave the European Union and indication by Scotland's first minister to run a further Devolution referendum, Simon Parsons considers the potential implications for the next few years for Scotland and Payroll services...8 August 2016
So the nation has chosen to progress leaving the EU with a popular vote of 52%. So what's changed, apart from volatility in currency and stock markets? And what major action do we see impacting payroll?26 July 2016
The National Living Wage (NLW) became compulsory for employees aged 25 and above, at a new minimum rate... Have you considered the implications and reviewed your maternity leave payments and made top-ups of SMP?27 June 2016
April 2016 saw some of the most significant legal changes to impact payroll operations and software. I would venture that this year’s new changes have been some of the most impactful yet, more so than the introduction of Real Time Information (RTI). New requirements for Scotland including the Scottish Rate of Income Tax and changes to Earnings and Maintenance Arrestments. A revolution in national insurance with the removal of Contracting out and Under 25 Apprentice NICs being introduced. The list can go on.13 June 2016
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?16 May 2016
In the 2015 Queens speech, the Government set out to create 3 million new apprenticeships by 2020. As part of the Enterprise Bill, apprenticeships would gain the same legal treatment of degrees. ‘The Richard Review’ brings new standards being developed by ‘trailblazers’ and new funding trialled giving employers greater control over spend on training delivery.11 April 2016
We thought 2013 was busy with the introduction of Real Time Information, but looking back it now seems a doddle! 2016 is proving to be one of the most substantial change years ever for payroll, software and service providers and especially payroll managers. Never before have I seen such a wide, heavy plethora of change. Now seems a good time to start the preparations in earnest and put the brain in gear...25 January 2016