Employees may be entitled to Statutory Sick Pay (SSP) if they:
The current rate of SSP is £109.40 per week (tax year 2023/24), and can be paid instead of or as part of their normal rate of pay, at your discretion.
If your employee doesn’t meet the criteria to qualify, or has reached the maximum amount of SSP of 28 weeks, a SSP1 form will be provided for the employee, which they can use to support a claim for Universal Credit.
Yes. Current legislation provides that employees are entitled to a minimum 5.6 weeks paid holiday per year. (4 weeks plus the bank holidays). This means each employee is allowed 5.6 weeks paid leave at their normal hours (full time employees get 5.6 weeks at full time hours, part-time employees get 5.6 weeks at part time hours)
You will need to agree when the holiday year starts and finishes with your employees at the start of their employment. During the leave year you will need to keep a record of the holidays taken by each employee and keep a total of the leave remaining. If an employee starts or leaves part way through the year the holiday will need to be recalculated.
If you have employees that work variable hours, the holiday calculation is a little trickier than for regular full/part time hours, but we can provide a spreadsheet to help keep track or you can use the HMRC calculator as a guide.
You do not have a statutory right to paid holiday on bank and public holidays. If your employer gives paid holiday on a bank or public holiday, then this can count towards your minimum holiday entitlement (see above).
There are eight permanent bank and public holidays in England and Wales (nine in Scotland and ten in Northern Ireland).
If you work on a bank or public holiday, there is no automatic right to an enhanced pay rate. What you get paid depends on your contract of employment.
If you are part time and your employer gives workers additional time off on bank holidays, this should be given pro rata to you as well, even if the bank holiday does not fall on your usual work day.
No, providing all their income comes from employment. However, if they are a live-in employee and they own a flat or house, which they rent out, then they do need to complete a tax return.
If they meet the qualifying conditions you will need to pay them statutory maternity pay (SMP).
Your employee must meet the following conditions to receive SMP:
If your employee does not meet these conditions they do not qualify for SMP but do qualify for maternity leave. You will need to give them a form (SMP1) and they may be able to claim Maternity Allowance through the DWP.
An employee is legally entitled to 52 weeks of maternity leave. If she qualifies, then SMP is paid at:
Please contact us for information on Statutory Paternity Pay or Shared Parental Leave.
Legally, all employers must now offer a work-place pension scheme for their employees.
When a new employee starts, they will need to be assessed for their eligibility for the pension scheme which will be one of these three categories:
If you choose to register your payroll with us, we will administer all your pension responsibilities on your behalf.
Our online portal PaySafe offers a simple and innovative way to receive and store all your payroll reports and payslips
We upload and download all files securely through https - secure encrypted data transfer.
Our staff are specifically trained to understand and meet the needs of the recipients of Direct Payments
Providing workshops in partnership with local authorities to give guidance on best practice and meeting your responsibilities as an employer.
PaySafe and our online forms are available 24-7 giving you access to view or send your payroll data at any time.
Our online forms provide a modern way to communicate payroll data securely, keeping both yours and your employees’ data safe and GDPR compliant
Experienced, qualified payroll professionals, happy to help you with all your payroll needs
Your payroll is processed quickly and efficiently, and reports uploaded for you to view immediately on processing.