IPASS 2022
In May our payroll team attended the annual IPASS conference and exhibition. It was a great experience to finally meet face – to face after 2 years of online conferences.
Payroll continues to experience great change as an industry, with technology, legislation, and social trends impacting from all directions. While the COVID-19 pandemic has accelerated some of these changes, it would be fair to say that it has not swayed the industry in a different direction. Payroll departments are at the centre of this change and have shown admirable adaptability and resilience in continuing to provide an exceptionally high level of service during an incredibly challenging time. Those payroll professionals who embrace the automation that new technologies provide will benefit from a simplified and streamlined workflow, allowing them to place more focus and emphasis on the bespoke side of their role. Working in payroll has been shown to be an enjoyable and challenging career, and the professionals who have chosen this path have demonstrated a willingness to adapt and grow, and it is their love of what they do which will help to shape the payroll world of the future.
To provide the best possible service and experience for employees, it is crucial that payroll departments keep abreast of the latest developments in terms of regulations and legislation and the conference programme was covering all these aspects.
While it is safe to say that 2021 saw some important developments in employment law, there is no doubt that in 2022 we are set to see some real changes. Significant new legislation is on the horizon involving gender pay gap reporting, remote working, sick pay entitlements and significant changes to whistleblowing law, to name but a few.
This year’s IPASS conference covered all the above aspects.
The Revenue speaker has provided an update on topical issues relating to payroll, employers and employees. Since easing the various wage subsidy schemes, Revenue has recommenced its data quality reviews. Some of the common issues arising from Payroll Submissions and the related validation checks carried out on payroll data were outlined.
Remote Working seminar conducted by Marian Jennings, Solicitor and Employment Law Lecturer, TU Dublin.
Marian has provided an overview of the Remote Working Bill and the main considerations and obligations for both employers and employees in relation to remote working. Employers should be mindful of issues such as data protection and privacy and compliance with employment legislation, especially the Organisation of Working Time Act 1997. Remote working can also result in an employee’s home becoming their place of work and how this impacts an employer’s obligation to provide a safe place of work.
Remote Working – An International Perspective seminar conducted by Ian Prenty, Director, Global Employer Services, Deloitte
Following the easing of public health restrictions, many employers are continuing to facilitate and support employees working remotely, including where the employee may be physically based in another jurisdiction, such as Northern Ireland, the UK or further afield. In his seminar, Ian has addressed the tax and social security implications arising for employers where employees work remotely in another jurisdiction.
Employment Law Update - Marie Asple, Lecturer, IPASS
Covid-19 has resulted in a shake-up of employment legislation. Marie has provided us with an update on employment law to include the proposed introduction of Statutory Sick Pay which represents a significant change obliging all employers to pay sick pay. Legislation has also been enacted to compensate employees who were (or who will be) made redundant and have lost reckonable service due to Covid-19 related lay-offs. Draft Bills have been published which aim to protect employee tips and prevent employers from using tips to make up an employee’s contractual pay, and provide new rights to parents and carers in order to help support a better work-life balance.
BIK and Payroll Update – by Gerard Byrne, Payroll Consultant, IPASS
Gerard has addressed some of the recent and planned changes affecting BIK and payroll. Finance Act 2021 provides for BIK exemptions in respect of health expenses and flu/Covid vaccines. It also provides for the gradual removal of the BIK exemptions for electric vehicles. Employers should also be considering the changes to the calculation of BIK on company vehicles in 2023 which, in many cases, will result in additional tax liabilities.
Gender Pay Gap Reporting by Sonya Boyce, Director, Consulting HR, Mazars
Sonya has addressed the issue of the impending Gender Pay Gap Reporting obligations for employers and the implications that this legislation will have for payroll professionals. Gender pay gap reporting will initially apply to both public and private sector employers employing more than 250 employees. The responsibility for reporting is expected to fall between HR and payroll departments.