On demand webinar: Payroll & Reward Brunch – July 2021
|Date:||29 July 2021|
During our Summer Brunch, Ian Holloway examines the latest payroll news as we commence the (latest) wind down of the Coronavirus Job Retention Scheme. He also looked at Statutory Sick Pay and Holiday legislation.
Ian deals with all of your questions and queries during July’s Payroll & Reward Brunch. (Slides are available here.)
Questions and Answers from the webinar follow the video.
Watch a recording of this webinar
Do we have to pay SSP if we have our own company sick pay scheme?
There is no obligation to pay SSP and company sick, as long as the company sick pay is equal to or greater than SSP. What is important, though, is that the SSP scheme ‘runs in the background’ and recording must be done even if the payment is not actually made beacsue company sick is paid. The reason is that there is still this 28-week limit on SSP plus company sick may cease after, say, 12 weeks at which point SSP starts. SSP does not start from the time company sick starts.
Would you recommend that we communicate about this Statutory Parental Bereavement tool?
I think that employers do have a role to play in communicating information if it makes it easier for them in the long run.
However, from what I have tested, this tool gives indicative results rather than accurate ones. So, it indicates eligibility and a payment amount but that probably will not be the same as what payroll software comes up with.
I have not publicised it!
I am currently doing a payroll BTEC qualification. I hear that these are going to be scrapped. What should I do?
Yes, in England there are plans to scrap most BTECs from 2022 in favour of T Level qualifications. BTECs seem to have fallen into the Department for Education’s idea of ‘poor-quality post-16 qualifications’.
However, there is not a T Level in Payroll at the moment. I do think that you need to contact the provider and find out what is happening
Bank Holidays included in the 20 days of Euroleave?
Regarding the question of Euroleave (20 days) and Bank Holidays, before 01 October 2007 when The Working Time (Amendment) Regulations 2007 came into force, employers could take the Bank Holidays into account. This, effectively, would leave a worker with 12 days of annual leave, i.e. 20 – 8.
From 01 October 2007, the domestic legislation (the above Regulations allowed by the Work and Families Act 2006) gave an extra 8 days (1.6 weeks). An employer can still account for these as holiday days but now the worker is left with a minimum of 20 days, i.e. 28 days – 8.
A simpler way of putting it is that the statutory minimum of 28 days can include Bank Holidays. Frequently, however, employers give 28 days + 8, though there is no reason that they have to as there is no statutory right to take Bank Holidays.