Fit For Work Launches [E-MAGAZINE]

Fit for
Work
launches
HMRC’s Know Your
Customer initiative
ACAS Early
Conciliation
Workday:
Powerful payroll
March 2015
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MEET THE TEAM
MARCH 2015 03
Meet the team
editorial
contributors in this issue
DAWN GAY SUSAN BALLJEANETTE HIBBERT
KATE UPCRAFT
ROSE CAREYEMMA BARTLETT
LAURENT BOTELLA
ANNE-MARIE BALFOUR STEVE PHILLIP
CLAUDIA ACKENSON
Editor Technical editor
regular contributors
MELANIE PIZZEY
publisher
BILLIE EADIE
sales
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articles, which are produced for information-
purposes only and do not take the place
of professional advice. The publishers of
Purely Payroll assume no responsibility for
any damage, loss or injury arising from any
article, offer, competition or advertisement
in the issue.
Designed and published by Purely Payroll,
a company registered in England and
Wales, registration number 7271083

Fit for
Work
launches
HMRC’s Know Your
Customer initiative
ACAS Early
Conciliation
Workday:
Powerful payroll
March 2015
CONTENTS
06 Dates for your diary
08 News
Things you really need to know
16 HMRC’s Know Your Customer
How can you prepare?
20 ACAS Early Conciliation
An update
Cover story
Fit for Work launches 10
The long awaited government-funded occupational
health support service, Fit for Work, launched on 15
December 2014. Using the money saved from scrapping
the percentage threshold scheme in April, which provided
employers with high levels of sickness absence the ability
to recover statutory sick pay (SSP), the Health and Work
service was promised as a replacement. It has now been
renamed Fit For Work
Contents March 2015
When home and work
collide
Termination
payments
September 2014
Hobbies reduce
stress
Immigration
changes
24 Powerful payroll
How the cloud delivers global payroll
insights and reduces complexity
28 European Business Trips
The HR implications of cross-border
business travel
32 Social media
How to cut through the social media
jungle
242016
04 MARCH 2015

CONTENTS
Kate Upcraft has her finger quite literally ‘on the
pulse’ this month with her informative ‘heads up’ on
the government’s new Fit for Work occupational health
support service, including guidance information, case
studies and key points for employers.
Staying abreast of other new developments, Susan Ball
looks at HMRC’s new Know Your Customer (KYC) initiative
and what firms can expect from that HMRC visit.
FromlegalfirmCharlesRussellSpeechlysLLP,ourregular
contributor Emma Bartlett updates us on the changes
that have already occurred in the early conciliation
process. Organising European business trips from the UK
are more complex than they sound. Emma’s colleagues
Rose Carey and Anne-Marie Balfour look at the legal,
health and safety and HR implications of cross-border
business travel from the UK to continental Europe.
On an international note this month, Ireland was
recently predicted to become the fastest growing
economy in the European Union. CloudPay join Purely
A note from our editor
Payroll in this issue to look at opportunities and tax
implications for companies expanding businesses on
the Emerald Isle.
We are also pleased to welcome highly esteemed
guest contributor, Laurent Botella, Workday’s
director of payroll product strategy. He gives us his
invaluable advice on the complexities of moving to
a global and cloud-based payroll operation.
If you want a complete update on the payroll
industry, why not join us at The UK payroll Summit
2015 on 4 March at Royal Institution of Great Britain
in London? Topical themes for the day include vendor
selection, shared parental pay, KYC and Lean and
there’ll be some great debates and insights from our
industry experts. Call +44 (0)1277 888760 or email
contact@purelypayroll.com. to book your place.
If you have any ideas for features and news stories,
please contact me at editor@purely-global.com.
Dawn Gay, editor
36 Ask the expert
‘Cashing in’ leave after maternity leave
38 Get personnel
Managers dealing with flexible working
hours
40 International
Payroll in Ireland: What employers should
know
44 Directories
To suit all your payroll needs,
however specialised they may be
MARCH 2015 05
44 Global Payroll/HR Solutions
46 Outsourced Payroll Solutions
48 P11D Expenses and Benefits
48 Payroll & HR Software
51 Payroll Consultancy
53 Recruitment
54 Time & Attendance
55 Training

DATES FOR YOUR DIARY
06 MARCH 2015
Dates for your diary
Sponsored by
03-04
MARCH
04
MARCH
01
FEBRUARY
19
MARCH
21
MARCH18-19
FEBRUARY
19
FEBRUARY
21
FEBRUARY
23-24
FEBRUARY
Tax month 11 payments by cheque must
reach HMRC by this date.
Tax month 11 electronic payments must
clear HMRC bank account by this date
(21 March is a Saturday).
If you have any business event dates
that you would like to share with
Purely Payroll readers, contact us at
editor@purely-global.com
Forms P46 (Car) for the quarter
ended 5 January to reach HMRC
by this date.
Office Management and PA Show,
Olympia Grand, London.
Tax month ten payments by
cheque must reach HMRC by this
date.
Tax month ten electronic
payments must clear HMRC bank
account by this date.
Recruitment Agency Expo,
Olympia Conference Centre,
London.
Health and Wellbeing at Work,
NEC, Birmingham.
The UK Payroll Summit 2015,
Royal Institution of Great
Britain, London.
Call +44 (0)1277 888760 or email
contact@purelypayroll.com
to book.

NEWS
News
Disabled job candidates experience
discrimination by recruiters
Up to 37% of disabled jobseekers have been
discriminated against during the recruitment
process, research has found. Read more
Guilty plea for former director for
not paying job-seeker
A former director of an employment business
has pleaded guilty of failure to pay a work-
seeker after his firm went into administration.
Read more
TUC says fathers will miss out on
shared parental leave, as Labour
promises to double paternity leave
Labour has pledged to double paid paternity
leave if it wins the General Election.
Read more
Austerity measures affect workers’
commitment
Public sector workers’ commitment to their
organisations has reduced as a result of the UK
government’s austerity measures, academic
research has found.
Read more

NEWS
Sponsored by
Employers failing to address legal
changes from abolished retirement
age
Just 12% of employers believe their organisations
have fully complied with the legislation change
that accompanied the abolition of the default
retirement age.
Read more
First integrated HR management
masters launched
A “unique” integrated masters in human
resource management has been launched at the
University of Huddersfield.
Read more
Permanent employment outlook is positive
Eighty per cent of surveyed employers plan to take
on permanent staff within the next three months,
according to the Recruitment and Employment
Confederation’s latest JobsOutlook. Read more
Genetic testing considered by
businesses, survey finds
One quarter of surveyed businesses would
introduce genetic testing for diseases including
cancer and mental illness. Read more
The Payroll Summit 2015
Explore the latest innovations in the UK payroll
and HR industry at The Payroll Summit 2015.
The ground-breaking one-day event, now in it’s
fifth year, will take place at The Royal Institution
of Great Britain, Central London, on 4 March 2015.
Read more
Click here to try our calculator

FIT FOR WORK
People on sick leave will be helped to return to
work by being provided with an occupational
health assessment when they have been, or
are expected to be, off work for four weeks.
After the assessment, which GPs have been
told should be the default option after four
weeks’ sickness, they will receive a return-
to-work (RtW) plan with recommendations to
help them get back to work more quickly.
Before the plan is initiated employers may
receive contact from the service about an
employee referred by a GP. Employers, even
those without HR and occupational health
teams in-house, can also ask for an assessment
if the GP has not done so but must wait for
the employee to have been off sick for 28
days (this includes any self-certified absence).
There is no need to tell an employee’s GP
you are making a referral. All referrals will
10 MARCH 2015
The long awaited government-funded
occupational health support service,
Fit for Work, launched on 15 December
2014. Using the money saved from
scrapping the percentage threshold
scheme in April, which provided
employers with high levels of sickness
absence the ability to recover statutory
sick pay (SSP), the Health and Work
service was promised as a replacement.
It has now been renamed Fit For Work
By Kate Upcraft
Fit for Work
launches

FIT FOR WORK
MARCH 2015 11
(the employer may need to be consulted on
the RtW plan)
• Follow up calls or assessments are initiated
to check the plan is working and if employee
has returned to work
New tax-exemption
A tax exemption of up to £500 a year per
employee on medical treatments recommended
by Fit for Work or an employer-arranged
occupational health service was also introduced
from 1 January 2015 as a result of The Income
Tax (Recommended Medical Treatment)
Regulations 2014 and a new section 320C in
ITEPA (The Income Tax, Earnings and Pensions
Act 2003) which was inserted by Finance Act
2014. The expenditure must be aimed at
helping an employee return to work after a
period of absence due to injury or ill health.
be based on the informed consent of the
employee.
The government has set out the following
deadlines for the referral service, which has yet
to go live but is expected to do so by May 2015:
• The first assessment of the employee will be
within two working days of receipt of referral
• If the employee is not expected to return to
work, a review date will be set as part of the
case management
• Further (phone) assessment will take place
within two working days
• Face to face assessment (either initial or
further) if required will take place within five
working days
• The return to work plan is sent to the
employee and, subject to consent, to the
employer and GP within two working days

FIT FOR WORK
The requirements, which must be met, to qualify for the exemption are:
• Definition of medical treatment: All procedures for diagnosing or treating any physical or
mental illness, infirmity or defect. It does not include transport to/from treatment.
• Definition of health care professional: A health care professional must be a registered
medical practitioner, a registered nurse, or a registered occupational therapist,
physiotherapist or psychologist.
• Qualifying period: A recommendation for medical treatment can only be given after an
employee has been assessed by a health care professional as unfit for work for at least 28
consecutive days (the qualifying period) or likely to be unfit for 28 days. An assessment
that an employee is unfit for work will also include an assessment that they ‘may be fit’ for
work subject to the employer making appropriate arrangements to enable them to return,
providing they do not return to work before a recommendation for medical treatment is
made.
• The recommendation: Where the qualifying period is met, a recommendation for medical
treatment can only be made by a health care professional. It must be provided to an
employee and employer in writing and must, as a minimum, specify the medical treatment
that is recommended.
• The exemption also covers recommended medical treatment provided after the employee has
returned to work where that treatment is linked to the return to work.
• If treatment is for a condition for which the exemption qualifies and a non-qualifying
condition, the employer may apportion the cost.
• The exemption applies whether the employer arranges and pays for the treatment, pays for
the treatment that the employee has arranged, or reimburses the employee directly.
• The amount related to the medical intervention may not be offered via salary sacrifice.
• Where the treatment is provided by an in-house occupational health professional HMRC
provide the following guidance on assessing the cost incurred: “Provided all relevant
eligibility criteria are met, then medical treatment provided in this way can be covered
by the exemption. In determining the cost of the treatment, you should take into account
the expense incurred by the employer in providing the treatment. This will depend on
the particular circumstances, but could include an appropriate proportion of the cost
of employing the medical professional. If the treatment provided includes some that
is not eligible for the exemption, we would expect an employer to make a reasonable
apportionment and to retain relevant records to show how the apportionment was arrived
at.”
Guidance has been published by HMRC in the Employment Income Manual (see EIM21774 to
EIM21777)
• Record-keeping requirements: Employers will have to retain relevant records such as:
attendance records, fit notes (including those that indicate an employee ‘may be fit’),
return-to-work plans or equivalent documents from employer-arranged occupational
health providers, to provide evidence that all relevant criteria have been met and the tax
exemption applies.
12 MARCH 2015

FIT FOR WORK
MARCH 2015 13

The draft consultation on the draft regulations contains some helpful examples of when the
exemption does and does not apply, as follows:
Example 1
Simon is unable to attend work due to a stress-related illness and visits his GP on day five of
absence. The GP expects that without certain workplace adjustments, Simon is likely to be
absent from work for at least 28 days. The GP refers Simon to the Fit For Work service and
provides a Fit Note for the next two weeks advising that he ‘may be fit’ if the workplace
adjustments are carried out.
Simon self-certifies his first five days of absence. Simon’s employer, ABC Ltd, is unable to
carry out the suggested workplace adjustments and the ‘may be fit’ note is treated as an
‘unfit for work’ note. The Fit for Work service provides a written Return to Work Plan (RtWP)
recommending a course of six therapy sessions. Simon gives his consent for the RtWP to be
shared with his employer and ABC Ltd agrees to pay for the therapy sessions to help him return
to work as soon as possible.
After four sessions Simon is able to return to work on reduced hours while continuing with the
remaining therapy sessions. As the qualifying criteria have been met, the expenditure by ABC
Ltd will qualify for the exemption, up to a maximum of £500 for the tax year. (ABC must retain
the Fit note and RtWP as proof that the intervention qualified).
Example 2
Yasmin is absent from work due to back problems. She is referred to her employer’s in-house
occupational health scheme where a registered nurse confirms that if certain work place
adjustments are made she ‘may be fit’ for work but otherwise is likely to be absent for at
least 28 days. The registered nurse also provides a written recommendation for a course of
physiotherapy and Yasmin gives her consent for this to be shared with her employer, XYZ & Sons.
Following discussions between Yasmin and her employer, adjustments are made to her
workplace that enable her to return to work before starting the physiotherapy sessions eight
days after her return. As the qualifying criteria have been met, the expenditure by XYZ & Sons
will qualify for the exemption, up to a maximum of £500 for the tax year. (XYZ must retain the
nurse’s recommendation as evidence that the exemption criteria were met and within the 14-
day deadline).

FIT FOR WORK
14 MARCH 2015
Example 3
John injures his hand and is unable to carry out his duties as a driver. He attends hospital on the
day of his injury where he is advised that he is expected to be absent from his work as a driver
for at least 28 days. The hospital doctor refers John to the Health and Work Service (HWS) and
provides a Fit Note for the next two weeks advising that he ‘may be fit’ if he can undertake
amended duties.
The HWS provides a written RtWP recommending eight physiotherapy sessions and John gives
his consent for this to be shared with his employer, PQ Ltd. He discusses with his employer a
return to work on amended duties and PQ Ltd agrees to arrange and pay for the recommended
medical treatment. Following his return John is able to carry out his amended duties fully, so
PQ Ltd delay arranging his treatment. After two months John’s injury starts to affect his general
health and his employer then arranges, and pays for, the recommended physiotherapy sessions.
As the treatment has not been provided to assist John to return to work, the expenditure by PQ
Ltd does not qualify for the exemption (so would be reported on the P11D or settled via a PSA).
Even though the referral service is not yet
live, general health and work advice is now
available through the websites and phone
line and guidance from DWP. In England and
Wales the service is provided by a private
company and in Scotland by the Scottish
government. Consequently there are two
websites:
• England and Wales
• Scotland
Employers in Northern Ireland are not due to
be given access to a web service or referral
even though the tax exemption is UK-wide!
Key points for employers:
• The website can be used by employers
and employees
• Brief line managers about when a
referral may need to be made
• HR/line mangers may be contacted after
a GP referral to help with RtW plan
• A RtW plan replaces a Fit Note
• The recommendations are not mandatory
for the GP or employer
• Develop a process for employee consent
throughout each stage and record
outcome (only one referral permitted
per year)
• Update sickness policies.

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KNOW YOUR CUSTOMER
HMRC’s Know Your Customer
initiative – how can you prepare?
16 MARCH 2015
By Susan Ball
HMRC has launched a Know Your
Customer (KYC) initiative to help
increase their understanding of how
well various elements of an organisation
work together. This is the latest
addition to HMRC’s push to identify any
potential weaknesses or tax risks in
the governance, compliance, systems
and procedures. The ultimate goal is to
make sure they obtain the correct tax
yield with a target of around £50 million
HMRC has recruited Employer Compliance
Champions who have experience of working
within different industries and are familiar
with the practices to assist in driving this
initiative. Employers can expect HMRC to:
• Request a face-to face-meeting with
specific team members once they have
identified their roles within the business.
They may request one-to-one meetings
without other team members present
thereby avoiding the possibility of group
discussions
• Review key documentation to help
understand the company’s processes and
systems
• Look at end-to-end processes and the
cross over between employment taxes,
VAT and corporate tax.

KNOW YOUR CUSTOMER
MARCH 2015 17
promoted or move location. When a
remuneration package is reviewed and
changed HMRC will want to understand
the decisions that were made and the tax
treatment applied. This will be the case
whether it is an international expatriate
letter of assignment or a new incentive plan.
• Termination: At some point the employment
relationship will end, whether the employee
resigns, retires or the employer terminates
the contract. HMRC will want to discuss the
processes and tax treatment applied.
What should you do if you
receive notification of a HMRC
visit?
A KYC meeting should not be treated lightly
and employers should start preparing as early
as possible. Employers should make sure they:
• Stand back and examine their processes and
procedures
• Seek advice and prepare thoroughly for the
type of questions HMRC may ask
• Focus on any areas where there has been a
significant change to policies or procedures,
for example, if there has been rapid growth
or a new business acquired
• Check when policies were last updated or
if there is a disconnect between teams that
cover a policy area, whether in terms of
understanding or actual policy
• Prepare an action plan for any areas of
concern and share this with HMRC.
What type of questions will
HMRC ask?
Covering expenses it might be:
• What is your policy?
• What guidance/training is available to
employees and finance team staff?
• What is the process for making an expense
claim from incurring the cost through to
reimbursement?
The programme is producing results that
indicate compliance officers are raising more
meaningful enquires. We have already seen
the revised approach being adopted on larger
employers and expect officers to gradually
work their way down to medium and smaller-
sized structures.
A proactive response by an employer selected
for the programme could reap benefits at a
time when tax compliance - or lack of it - is
high on the agenda of boards, shareholders,
the press and the wider public.
What approach is HMRC
taking?
Generally the approach taken is to request an
initial meeting which may last a full day and
prior to the meeting to set out a number of
areas which are to be discussed.
It is clear from the nature of the information
being requested that HMRC expect employers
to have detailed controls, policies and
processes in place that link together with
other areas of the organisation.
The visits cover all people-related policies and
practices.
• Recruitment: The employee lifecycle may
begin before the individual recruited is even
known. This may start with HR considering
the status of the workers eg employee,
contractors and agency workers.
• Onboarding: When an employee begins his
or her career, the employer will want to
integrate them into the organisation and
also make sure they are aware of their
responsibilities. This may cover areas such
as salary, expenses and benefit, reward,
retention, salary sacrifice schemes and
incentives decisions.
• Promotion/mobility: The employer may
change an employee’s salary and reward
package, for example when they are

KNOW YOUR CUSTOMER
• Are expenses completed electronically or
paper-based?
• Who approves the expenses?
• Who processes them and allocates them to
ledger codes?
• Is there an independent quarterly or annual
check that expenses have been correctly
processed?
• What is the process for doing so and who is
responsible for carrying out the checks?
Remember, good communication is essential to
ensure payroll and finance processes are being
carried out correctly.
What happens at the end of the
meeting?
HMRC will let you know if they have concerns
and give you the opportunity to explain. Don’t
be afraid to say you need time, if it is not your
area, or if you want to discuss matters with
your advisors and then report back.
HMRC will usually write to you after the
meeting with details of any further information
they require or areas that need improvement.
Top tips for when HMRC
request a visit
• Find out who is coming and what areas
they want to review
• Contact your professional advisors
• Take time to prepare and brief the staff
who will be dealing with HMRC
• Consider if you need to make a voluntary
disclosure
• Request feedback at the end of the visit.
Susan Ball is head of the employment advisory
team at Crowe Clark Whitehill, a leading
national audit, tax and advisory firm.
18 MARCH 2015

Everyone is contacting
the GPA
!"#$%&#"'(#)"*+#+),-./
membership@globalpayrollassociation.com

ACAS EARLY CONCILIATION
ACAS Early
Conciliation
– an update
By Emma Barlett, Partner
Charles Russell Speechlys LLP
20 MARCH 2015
It’s less than a year into the
mandatory pre-claims conciliation
process and some interesting practice
points have arisen. Emma Bartlett
updates us on the latest changes
The Early Conciliation
experience so far
Conciliation does not ‘stop the clock’ as
expected
Time limits for submitting employment
tribunal claims are intended, generally, to
be extended under the Early Conciliation
(EC) rules.
Ordinarily, the EC period stops the clock
for counting time before submitting a claim
in the employment tribunal. The intention
appeared to be that the clock stopped
by the length of the EC period and that
claimants would have at least one month
from the date the EC certificate was issued
to lodge their tribunal claim.
However, the EC rules produce a bizarre
result where the earlier a potential claim is
notified to ACAS, reducing the extension of
the period for lodging the claim.
The rules provide that, if the original
time limit lies between the date ACAS was

MARCH 2015 21
Time extended without
consent
Despite what the rules might suggest,
ACAS’s practice is sometimes to extend the
EC deadline beyond the initial one month
without asking for the parties’ consent.
We had this happen without even knowing
it was being considered - we were just
informed of the new deadline. ACAS have
explained that they do it particularly if
someone is on holiday (including the ACAS
conciliator).
No contact from ACAS if
claimant doesn’t want to
conciliate
If the claimant starts EC and says they
do not wish to conciliate, ACAS will not
necessarily contact the respondent at all.
In one case, the claimant said they weren’t
interested in settling so the respondent
was never contacted by ACAS - the first
they heard was when an ET1 landed on
their desk, which had been accepted by
the tribunal as it had its EC certification
number.
In another case, a respondent who would
have wanted to have settled from the
outset, but was never contacted by ACAS,
queried this with the allocated ACAS officer
after the ET1 had arrived and the ET3 had
been drafted and accepted. The respondent
was told that ACAS had tried to contact the
respondent, but the respondent had not
replied to a voicemail left or email left, but
then refused to confirm what number or
email address he had used.
Another respondent received a claim
without prior contact from ACAS, which
looked as if it was out of time. There had
been no opportunity to conciliate, as the
respondent was not notified. ACAS would not
say what date the EC certificate was issued,
notified and the date that is one month
after the date of the ACAS certificate, the
time limit will be the end of that period (eg
one month after). There is therefore less of
an extension than the 30 days that were the
subject of the conciliation period.
How time is calculated
The rules provide that claims must be
lodged ‘one month after the EC certificate
has been issued’. If the corresponding
date rule applies and if the EC certificate
is issued on 1 October, the claim would be
filed on or before 1 November.
However, there is some confusion about
how ‘one month’ is calculated and until
this is clarified by the tribunal, cautious
advice is to follow HM Court and Tribunal
Service leaflet, which states that claims
must be presented ‘within one month of
EC certificate. For example, if a certificate
were issued by email on 5 June, the
deadline to present the claim would be 4
July as opposed to one month after the EC
certificate issued which would be 5 July.
There are no judicial decisions on this point
yet, so the guidance suggests that claimants
take a ‘safe’ approach and bring their claim
the day before the date that is the calendar
month later.
Failure to include a
respondent
If a prospective claimant omits to notify
ACAS as part of the EC process that there
is more than one potential respondent,
a claim against those respondents who
were unaware of the claim prior to the
claim being served is likely to be struck
out. Only the claim against the respondent
who was named in early conciliation is
likely to remain. This is most pertinent to
discrimination cases.

although this was available from the ET.
However, the claim was out of time because
the claimant had miscalculated the dates
(see above).
It is possible to drag out EC
without really conciliating
ACAS will allow extensions to the whole
one month of EC, of two weeks, without
actually responding to the claimant’s offer
or making an offer ourselves (acting for
respondent - we knew we did not wish to
make any offer). While the Claimant could
pull out, they may not, thereby allowing
the respondent to ensure his deadline to
bring a claim fell partly over Christmas and
that their response would be due as late as
possible.
No doubt we will continue to see this
type of satellite problems until detailed
guidance, further regulations or tribunal
decisions filter through.
22 MARCH 2015
Limited exceptions from complying with
to ACAS EC
An employee will be exempt from EC
in limited circumstances, even if their
potential claim is within ACAS’s remit,
ie they will be able to submit their ET1
without providing a unique EC reference
number from ACAS. The exceptions are
that the claim:
• Is part of a group action (the same claim
form or joining an existing claim) and
another claimant has complied with EC
• Is on the same ET1 as claims which are
not within ACAS’s remit
• Has already been notified to ACAS for EC
by the prospective respondent
• Is for unfair dismissal and is
accompanied by a claim for interim
relief (i.e. automatic unfair dismissal
claim)
• Is against the Security Service,
the Secret Intelligence Service or
the Government Communications
Headquarters.

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POWERFUL PAYROLL
Even the European Union - intent on
harmonising laws and regulations across
member states - has not succeeded in
simplifying the complex landscape of payroll
in Europe. Global companies typically use
multiple in-country payroll providers to help
ensure compliance with local regulations,
which adds to the complexity. As such, payroll
remains a significant hurdle that must be
overcome as part of any organisation’s plans
for global expansion.
At the same time, payroll - like its close
cousin, human resources (HR) - is no longer
simply a transactional function. Its value in
the modern world goes beyond distributing
pay slips. Just as HR is a strategic asset,
Powerful payroll: How th
delivers global payroll ins
reduces complexity
24 MARCH 2015
We all know that payroll can be
hugely complex, particularly for
global organisations. The complexities
of workforce administration and
compliance with regulations and laws
for each country create formidable
challenges for companies that operate
internationally
By Laurent Botella,
director of payroll product
strategy, Workday

POWERFUL PAYROLL
popularity - at least in part because cloud
computing frees up a company’s IT resources
and reduces the cost and effort of having to
maintain on-premise systems.
But the advantages go beyond reduced IT
complexity. When data is stored securely in
the cloud it can be centralised as a single,
global source, eliminating the problem of
having data living in multiple systems in
various, scattered offices and regions.
At Workday, we offer a single human capital
management (HCM) system in the cloud that
supports a single source of HR data as well
as multiple country payrolls - whether using
Workday Payroll, those from other providers,
or a combination - that can be driven from
Workday HCM through a standard user
interface to anywhere in the world.
Our customers find that having all their
HR and payroll data together in the cloud
makes it accessible in real time in a way
that is simply impossible if this data lives in
separate systems. For starters, it simplifies
the business processes related to changes for
benefits, terminations, and life events, as
well as employee self-service capabilities such
as time off requests, payment elections, and
viewing of payslips online. This helps reduce
costs and increases accuracy by eliminating
dual entry of worker and payroll data.
Yet this marriage also serves on a strategic
level, rather than having one data set per
country, all data is accessible and visible to
business leaders across the globe, making it
possible to produce reports based on real-time
information. Managers and c-level executives
use this capability to gain deep insights into
what’s happening within their organisations
at any moment in time. Securely and from
anywhere in the world, managers can request
global payroll data to uncover budget cost per
country and forecast future payroll costs, for
example.
he cloud
sights and
MARCH 2015 25
supported by systems and practices to
ensure top performers are retained and
that the right people are in the right jobs,
a company’s payroll should provide it with
real, actionable insight and analysis of how,
why, and where people are compensated
around the globe.
Shift to the cloud
Technology has a powerful capacity to
simplify business challenges, which is why
many companies have moved their business
systems to the cloud in recent years. The
Software-as-a-Service (SaaS) model, whereby
the business applications organisations
use live in the cloud, has grown hugely in

POWERFUL PAYROLL
26 MARCH 2015
Achieving one source of truth
As I mentioned earlier, global organisations
typically use third-party payroll providers in-
country to help ensure compliance with local
regulations, yet it’s impossible to achieve
one source of truth without integrating third-
party payroll data with global HCM processes.
Workday solves this problem by providing
an advanced integration tool to match and
synchronise the global with the local.
Workday Cloud Connect for Third-Party
Payroll, which is unified with Workday Human
Capital Management, offers bi-directional
integration with third-party payroll
providers. The outbound integration sends
all HR data changes to third-party payroll
vendors and inbound integration loads payroll
results produced by those vendors into
Workday.
Once the data has been imported, payroll
teams can see in Workday the exact amounts
paid to every employee. In addition, Workday
offers the ability to report and analyse across
global labour costs in a single currency. It’s
easy to generate quick reports on any aspect
of payroll across the globe. Want to know
why overtime expenses peaked in July? Need
an accurate view of sales commissions paid
across all countries? Want to know the cost of
employees in terms of local benefits and local
taxes? That’s just an example of the types of
answers you can get with this capability.
In an age where data is king, the ability
to generate actionable insight to operate
more efficiently and cut cost relies on global
visibility and access to information. Today’s
companies can’t hope to make strategic,
global decisions based on piecemeal data.
An integrated and intelligent payroll solution
elevates payroll from a transactional business
function to a strategic asset, enabling payroll
teams to provide global, real-time visibility
to business leaders. True, modern cloud
technologies are scalable and agile, and
they’re empowering this change and ushering
in a new era of payroll technology.

Everyone is talking
about the GPA
!"#$%&#"'(#)"*+#+),-./
membership@globalpayrollassociation.com

EUROPEAN BUSINESS TRIPS
By Rose Carey, Partner and Anne-Marie Balfour,
senior associate, Charles Russell Speechlys LLP
28 MARCH 2015
With travel to some destinations often
quicker and simpler than travel to other
parts of the UK, the HR implications of
cross-border business travel from the
UK to continental Europe can sometimes
be underestimated. We look at some of
the points to bear in mind for trouble-
free trips
European business trips
Immigration and contracts
Perhaps most important of all is the right
to enter the target country to undertake
the required business activities. The exact
requirements for immigration permission for
business trips of relatively short duration vary
from location to location. Difficulties often
arise as a result of a mistaken assumption that
a tourist visa will be sufficient, or where the
employee enters as a business visitor, when
what they are actually doing amounts to work
for which a work permit is required.
The right to work in the UK does not always
automatically confer the right to work in
any other European state and a UK residence
permit does not necessarily enable visa-free

MARCH 2015 29
If you wish to have a meeting or communicate
with an employee about his or her employment
during a business trip, for example a change in
terms and conditions or a dismissal, consider
carefully the implication of this, and whether
or not it would be better to wait until the
employee returns to the UK.
Health and safety
Employers owe a duty of care to employees.
This obviously needs to be borne in mind if
the business travel destination is experiencing
political unrest or a natural disaster. Less
dramatically, it is also an issue to consider if
an employee is pregnant, has a disability, or
if there is a possibility of undue stress for the
employee. Long working days owing to journey
times, time away from family and unfamiliar
surroundings can all lead to stress in travelling
employees.
Private health insurance policies may not be
valid for treatment abroad, so it is important
to check that suitable cover is in place, and
that the employee knows what to do should
medical treatment be necessary.
Avoiding discrimination
Employees’ personal characteristics sometimes
play a part in a well-intentioned decision-
making process to identify the best individual
to send on a business trip abroad. An employer
could be tempted to assume, for example,
that a disabled employee would not cope with
the journey, a mother of young children would
not be prepared to leave them overnight, or
an employee’s sexual orientation may make
travel to a country with ‘gay-unfriendly’ laws
undesirable.
These are of course issues to be considered,
but assumptions either way can lead to
unlawful discrimination. One employee’s
unacceptable disruption to family life, for
example, is another employee’s craved-for
travel to the rest of Europe. The consequences
of getting this wrong can be unpleasant for the
individual and harmful for the employer. The
employer could be fined thousands of pounds
and the employee could face a travel ban for
a number of years. Further, a problematic
immigration history in one country can affect
travel to other countries even as a tourist.
If, at the time of recruitment, you know
there is a prospect of some business travel,
it makes sense to look into the need for any
immigration consents in the later stages of
the recruitment process. If the ability to
travel were essential, then adding the right
to work in the relevant locations would be a
sensible condition to include in the contract
of employment. In any event, employers
have a statutory obligation to provide in
writing, within two months of the employment
commencing, any terms relating to work
outside the UK for a period of more than one
month.
Employment laws
Employees who are employed in England have
the protection of English employment law.
It is possible that a travelling employee may
also automatically acquire some protection
under the employment laws of one or more
visited countries. This will vary according to a
variety of factors including the locations of the
work, the length of the trip and the nature of
the work done. It is important not to assume,
however, that a short trip will not trigger the
application of local labour laws. Remember
also that more than one country’s laws can
apply to an individual at the same time.
Employment law can vary considerably
from one country to the next and often the
consequences for employers can be more
serious than in the UK, including greater
criminal liability for employers. It is therefore
something worth seeking advice upon early
when planning the trip.

opportunity to further a career. Consultation
with the employee will usually help to strike the
right balance.
Doing business
Providing services or entering into contracts
whilst abroad can have unintended
consequences. There may be local standards
that the services must meet by law. The place
in which a contract is concluded can have
an impact on its validity and the way it is
interpreted.
Tax and social security
contributions
An employee spending time in another country
can have implications for both the employee’s
personal tax affairs and the corporate tax affairs
of the employer. Specialist advice and careful
record keeping are recommended, as well as
a contractual obligation on the employee to
provide the employer with the relevant up to
date information for tax purposes.
Regulatory requirements
Professional regulatory requirements vary from
country to country. If the work to be done is of a
regulated nature, it will be important to ensure
that the employee is aware of, and will comply
with, local laws. The same goes for compliance
with other laws, for example, road traffic laws
if the employee will be driving.
Data protection
Data protection laws exist in all EU member
states, but are not identical to the English
provisions. By contrast with some states, English
data protection requirements can appear
very relaxed, so it is important to check the
compliance requirements.
If the employee will be travelling outside the
European Economic Area (EEA) and working
with personal data during the trip (and this
could simply be reviewing emails or having
employees’ personal data on a laptop) then
there will be a transfer outside the EEA,
and special consideration should be given to
providing an adequate level of protection for
data subjects.
Expenses
Employees are likely to incur significant
business expenses when travelling abroad.
A clear expenses policy can be helpful for
both employers and employees and the usual
expenses policy may not be sufficient for
travel abroad. Consider, for example, the
cost of international calls home, the extent
to which the employee may be accompanied
by family members (and who bears the
cost), greater reliance on taxis rather than
public transport, booking arrangements and
limitations for travel, variation of the usual
monetary limits to allow for cost of living
differences.
With so many important points to consider, it
makes sense to plan well in advance!
30 MARCH 2015
HR legal checklist for European business trips
• Valid business visa for all countries to be
travelled to and through
• Valid insurances
• Clarity on expenses arrangements
• Check travel advice on Foreign Office
website
• Consult with employee about personal
impact of travel, for example family
or health issues - and bear in mind
the statutory duty to make reasonable
adjustments for disabled employees
• Compliance with local laws - employment
• Advice on any tax consequences
• Advice on any additional regulatory
requirements.

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in your chosen course.
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SOCIAL MEDIA
How to cut through the social media
jungle
By Steve Phillip
Do you feel daunted by the volume of activity
that you see being shared on social media?
Is this possibly one of the reasons why you
haven’t thrown yourself wholeheartedly into
using LinkedIn, Twitter and other social media
for your business?
32 MARCH 2015

SOCIAL MEDIA
At a recent professional services workshop
I ran, a number of participants explained
that they felt overwhelmed by the choice
of social media sites available. They were
uncertain which ones to choose and which
would be relevant to their business. They
also wanted to understand how to cut
through the constant bombardment of
tweets, posts and updates, from hundreds
of people, landing in their news feeds every
day. Some went on to explain that at times,
it was easier to completely ignore social
media altogether, saying: “It’s simply a
jungle out there!’”
But, you can’t afford to ignore
social media, can you?
A global social media marketing survey
of more than 2,800 marketers in 2014
conducted by the Social Media Examiner
indicated that firms who employee
marketing personnel find that 92 per cent of
these marketers indicate that social media
is important for their business, up from 86
per cent in 2013.
At least 89 per cent of marketers are
actively exploring the most effective social
tactics and the best ways to engage their
audience with social media. What does
this mean to you? In short, most businesses
(including your competitors) will be
exploring how they can take more of your
market share.
Social media’s online transparency
means that your competitors can reach
your audience in a single click. They can
follow them and identify their needs.
They can message them, sharing their
expertise or promote their services, all
for free and in seconds. In 2015, you s
imply cannot afford not to be in the
game.
MARCH 2015 33
Are firms feeling pressured to
sign up to too many social media
sites?
Increasingly business owners tell me that
they are feeling pressurised to sign up for
as many social media platforms as possible.
At least the ‘big three’ (LinkedIn, Twitter,
Facebook) anyway. When I ask why they
feel they have to join all these sites, the
response is: “Well, all my competitors are!”
Just because others are doing one thing, it
doesn’t make it right and from experience,
I can tell you that more than 90 per cent
of payroll businesses are doing the wrong
things.
Your customers will tell you which
social media site you should be
using
Before taking time out to create a detailed
LinkedIn profile, Twitter account or
Facebook page, take a step back. Where
does your target audience hang out? Which
social media sites are they using? Survey
your clients by email and letter, or next
time you speak to them on the phone and
ask them: “Which social media sites are
you using, why and when do you spend
most of their time on these sites?” Know
your audience and reach out to them with
information they want. Find out where they
are hanging out and when they’re most likely
to be there - this is where you will spend
your time on social media.
Another question I’m often asked is:
“Should I be on a number of social media
sites just to ensure I don’t miss anyone or
would you recommend that I stick to one
site and master that one?” For me it’s an
easy question to answer - being average or
worse at several things will rarely make you
successful.

SOCIAL MEDIA
Take time to do your research, it will be time
well spent. Focus your time on mastering
your chosen social media platform and create
content that will benefit your audience. What
are the most common payroll issues they
face? Do you have case studies, client video
testimonials and the latest payroll industry
legislation news? Do you have content you can
share or could you find some, on the web,
that would be relevant and important to your
clients? If so, share this information with them
and further engage with those who respond.
Three key things to focus on
If you don’t want your competitors to leave
you standing, then 2015 is the year you need
to get serious about using social media in your
business. If up until this point you’ve simply
stuck your toe in the water but no more, it
can seem a pretty daunting task. Here are
three things that you need to focus on to help
you get a head start in 2015:
What outcomes do you deliver?
Look at your social media profiles. Do
they simply list who you are, what you do
and where you’ve been? This is not the
information that will make a clients want
to do business with you. They would rather
know how you can solve their problems or
help them achieve their business objectives.
How well do your LinkedIn or Twitter profiles
communicate this?
Who is your audience?
Is it time to reassess who your clients are?
Are there some who are more profitable for
your business, who are easier to deal with?
Should you be looking for more of these types
of clients? Social media sites, such as LinkedIn
and Twitter, provide free tools to enable
you to locate and engage with thousands of
potential new clients. You just need to learn
how to make best use of these tools.
34 MARCH 2015
Create content that engages
Content is definitely king when it comes
to your use of social media and the
information shared on your website. Google
takes specific notice of those sites that
share great content and that are linked to
other sites that also share great content.
Your job is to create or curate engaging
content (sounds simple doesn’t it?). What
is great content? It’s content that your
clients want to read, not what you think
they should read. Consider sharing industry
trends and updates that are relevant to your
clients and be an indispensable resource
to them. Share positive stories, where you
have had an influence in helping other
similar businesses and be cautious of being
too overtly ‘salesy’.
Consistency and patience are the
keys
Social media is not silver bullet. However, it
can bring instant results and certainly I have
seen many examples where it has. Patience
is key here though. Be prepared to put time
in and be consistent, measure and assess
your progress. What do people respond
well to, what isn’t working and needs to be
changed? Social media is a process, it works
for those who apply it with consideration
and it’s not going away any time soon.
Your competitors are using it and winning,
so ask yourself a question - is social media
simply going to become another broken
new year’s resolution or is 2015 the year
you intend to plan to make it work for your
business?

Safe EMS - working across all industry sectors
Find out how we can we work with you
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At last, an HR solution
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Solutions on premise,
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ASK THE EXPERT
Ask the expert
Jeanette Hibbert answers your
payroll related questions. This month
she tackles the common question of
‘cashing in’ leave after maternity
Should I pay untaken leave when
someone returns from maternity
leave?
36 MARCH 2015
The short answer is ‘no’, certainly in terms of
the statutory leave of 28 days or 5.6 weeks. Any
leave your employee enjoys as an enhancement
to this in their contract can be paid, depending
on what the terms and conditions or leave
policy in your organisation dictates.
This is a very common question and many
payroll departments face conflict when
asked to process a payment such as this. I
have included some links to the government
guidance below which you can print off and
present to the person who has asked you to
make this payment, to back up your answer.
Providing the factual evidence often can reduce
potential pressure to carry out the instruction.
According to the guidance provided, eight
day’s leave out of the minimum 28 days can
be carried over to the following year (if the
employer agrees). The rules around paying
for untaken leave are very clear. The only
time you can pay an employee in lieu of their
untaken leave is when they leave their job.
The only other exception is if an employee is
on long term sickness, when an employer must
allow them to carry over a maximum 20 of the
28 days statutory leave.
One of the common and most practical ways of
working around this is to allow your employee
to add leave to the start and/or end of their
maternity period to ensure they use their full
entitlement. I would recommend doing both,
as maternity leave will often spread over two
leave years.
This must be before the maternity leave
period starts (and certainly before the birth
as the statutory leave period after the birth
is two weeks, or four weeks for an employee
employed in a factory setting) and after the
employee chooses to end the leave, or after
the 52 weeks as a maximum. Maternity and
holiday leave cannot be taken at the same
time.

perfect integration
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Successful HR and Payroll implementations since
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Time & Attendance
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GET PERSONNEL
38 MARCH 2015
Get personnel
I currently manage a team of
around 25 people of different
ages, genders and at different
stages of their working lives. I
would like to be able to offer
some flexible working options
to my team to allow for their
various requirements, but am
not sure of the options or if it is
worth doing. Could you advise
me on this please?
HR expert Claudia Ackenson advises
managers dealing with flexible
working hours
Why should we offer it?
As workforces grow and teams become more
diverse it is important to recognise that
you may have a wider mix of individuals
who required more flexibility with their
working hours or in the way they work.
People may have parental and other caring
responsibilities as well as interests or
aspirations that impact on their time. Some
may just prefer to get up later and work later
or may benefit from missing the commuting
rush.
As the world changes, it is becoming more
apparent that the standard Monday to Friday
nine-to-five working week is, in many cases,
incompatible with the increasing demand for
a better work-life balance. As we become
more and more ‘connected’, businesses
rarely switch off and therefore it makes
sense to cover more hours for our clients’
needs.
Examples of flexible working
There are a number of options when it comes
to what you can offer your team in regards to
flexible working. For example, flexi start and
finish times means that employees could start
early and leave early or vice versa.
It is important to make sure you have core
hours when people must be in the office for
example 10am to 12pm and 2pm and 4pm
and that there is a clear policy written with
expected parameters. Teams would need to
be aware that they must agree times with
their managers and that it can’t be an ‘as
and when’ requirement.
Also, it is important to make sure everyone
is aware that, if a client requires attention
before an agreed start or finish time, then
the individual should be flexible on this. This
example helps employees miss the commuter
rush or may just suit individuals’ preferences.

ASK THE EXPERT
MARCH 2015 39
Another example is the compressed working
week. Employees can work longer hours for
less days and therefore can have one or two
days off a week having satisfied their hours
for a working week. This may suit parents of
young children who require childcare help.
Benefits of flexible working
Flexible working, managed correctly, can
have a number of positive effects for a
team and an entire business. For example,
promoting a better work-life balance will
have a positive impact on attracting new
employees and retaining the ones you have.
Stress can be reduced for some people if
they know they have the flexibility to deal
with personal issues or manage their own
time in a way that suits them. Also, with
the introduction of benefits such as the flexi
start and finish times, businesses can remain
available to its clients for longer periods of
the day.
What are the potential pitfalls?
As with anything, without proper consultation
and implementation this process can also have a
negative impact on the team’s performance and
productivity. Without proper management, teams
could all be in at one period of the day and not
at the other. For those working a compressed
week, they might be impacted by the longer
hours on the days they are working and therefore
become tired and less productive.
Conclusion
Flexible working options are a must in today’s
working environment and as we become more
technically connected, we have options to work
in a number of different ways without necessarily
being at the office. It is important to consult
sensibly with employees and make sure everyone
is clear on the processes before implementing
any changes. It is also imperative to gain
agreement from employees as this may well
impact on their agreed terms and conditions.

IRELAND
40 MARCH 2015
For companies looking to expand their
businesses internationally, Ireland offers
an inviting environment for the growing
multinational. Not only does its workforce
provide the talent companies need to
advance their business goals, but the
nation’s pro-business attitude and tax
schemes make it a prime destination for
international expansion
By CloudPay
Payroll in Ireland: What Employer

IRELAND
MARCH 2015 41
employees. However, equipped with a firm
understanding of the nation’s payroll rules
and regulations, as well as the latest changes
for 2015, any business can ensure a successful
expansion in Ireland.
Taxation requirements
One of the most important aspects of payroll
in Ireland, for employer and employee alike,
is taxation. Employees are taxed on a pay-
as-you-earn (PAYE) basis, with a progressive
scheme based on income level. It is the
employer’s responsibility to deduct taxes from
their employee’s pay cheques each pay period
and submit them to the Office of the Revenue
Commissioners.
The Standard Rate Cut Off Points (SRCOP),
which determine the levels at which
employees are taxed, have been increased in
2015. The new standard income levels, taxed
at 20 per cent, are now 33,800 Euros for a
single, widowed or surviving civil partner
without dependent children, 37,800 Euros for
those qualifying for Single Person Child Career
Credit, 42,800 Euros for those who are married
or in a civil partnership with one income,
and 42,800 Euros and a maximum increase of
24,800 Euros for married couples or those in
civil partnership with two incomes.
In addition, the higher tax percentage has
decreased from 41 per cent to 40 per cent
on the income above the standard rate cut
off point. It is important to remember that
the figures above are the standard rates and
may vary depending on each individual’s
circumstances.
Employee and employer social
contributions
Another crucial factor in hiring and
compensating employees in Ireland is
accounting for the various social charges
and contributions, known collectively as Pay
Related Social Insurance (PRSI).
In addition, the country was recently
predicted to become the fastest growing
economy in the European Union, highlighting
the opportunity there.
But before setting up operations in Ireland,
there are several things employers should
consider. Despite its welcoming business
environment, there are many complexities,
especially when it comes to compensating
rs Should Know

IRELAND
42 MARCH 2015
The employer must provide employees with
a contract of employment, detailing the
basic terms of the job such as place of work,
job title, pay information and hours of work
each pay period. In addition, employers are
required to give employees a pay slip that
shows the gross wages before tax as well as
all of the deductions from their pay; these
can be provided by either hard copy or
electronically.
Creating a successful approach to
payroll in Ireland
Despite the many complexities and constantly
changing regulations concerning payroll
in Ireland, success is not out of reach.
Any organisation that wants to establish
operations in the country will benefit from
an understanding of the various requirements
and obligations they will have as they hire
employees in Ireland.
While the above information provides a
good starting point, for the best results,
the organisation will benefit from working
with a global payroll partner familiar with
the intricacies of payroll in Ireland. This
way, they can ensure an efficient, modern
and successful approach to payroll that
compensates all employees on time and
in accordance with all of the country’s
regulations.
The costs for PRSI are split between the
employer and employee, with the actual
amounts determined by income level and
the type of work conducted. Just as with
employee income tax, the employer is
required to deduct the PRSI contributions
from employee wages, in addition to
submitting the employer contributions.
If the company does not make the correct
PRSI contributions, they will be held
responsible for the entire contribution and
any arrears that are due. The amount of
PRSI contributions required is based on a
complex scheme comprising of 11 different
social insurance classes and job types.
Most employees will fall into class A, which
includes individuals who work in industrial,
commercial and service-type employment and
receive pay of at least 38 Euros per week.
Employers should also be familiar with
Ireland’s Universal Social Charge (USC), a
tax payable on gross income and health
contributions. Since its implementation in
2011, the USC has been levied at a rate of 2
per cent for the first 10,036 Euros of income,
four per cent on the next 5,980 Euros and
seven per cent on the balance.
As of 2015, the income brackets and rates
have been changed to be 1.5 per cent on the
first 12,012 Euros, 3.5 per cent on the next
5,564 Euros, 7 per cent on the next 52,468
Euros and 8 per cent on income beyond
that. This can also vary depending on an
employee’s personal circumstances.
Ensuring accurate employee payments
In addition to making the appropriate income
tax deductions and social contributions,
the employer will have to ensure they
compensate their employees appropriately.
For instance, they must abide by the
minimum wage requirements, currently set
at 8.65 Euros per hour for experienced adult
workers.

Need to know
more about
South African
payroll?
From recruitment to consultancy and training, Purely
Payroll South Africa is a boutique payroll agency offering a
thorough, discreet and professional service to companies
and individuals throughout the world.
We have a dedicated team that specialises in the recruitment
of payroll professionals at all levels, on a temporary, permanent
and consultancy basis. Our independent payroll consultants
provide support for a variety of clients – including those who
do not have an inhouse payroll function.
We also hold training courses and events on a range of topics
and produce a monthly payroll emagazine, available in 38
countries, for industry experts who like to keep abreast of the
latest news.
P U R E LY
PAY R O L L
SOUTH AFRICA
www.purelypayroll.co.za

DIRECTORY
Cegedim SRH
Tel: 0870 888 1034
Email: Dave.Hull@cegedim-srh.com
Website: www.cegedim-srh.com
Contact: Dave Hull
Cegedim SRH is a European payroll bureau, we help companies focus on their core business by delivering
competencies specific to managing Payroll and Human Resources. Cegedim SRH utilises TEAMSHCM, its new
Global HR management and Payroll platform developed with Java technology. More...
Bond Payroll Services
Tel: 01903 707123
Email: sales@bond.co.uk
Website: www.bondpayrollservices.com
Contact: James Payne - Head of Business Development
For 25 years, Bond has been providing intelligent payroll outsourcing solutions to companies of all sizes. Bond
Payroll Services offers fully BACS accredited options for businesses that prefer to run their payroll out-of-house.
More...
EMS: Assignment Management and Global Payroll
Tel: 0207 562 2445
Email: enquiries@expat-services.co.uk
Website: www.expat-services.co.uk
Contact: Mark Jacklin
EMS Ltd provide services which encompass the complete end to end International business process, comprising
Global Payroll, International HR and Assignment Management, payments, Tax, accounting and Information
Management. More....
Liberata UK Ltd
Tel: 02086033300
Email: payrollsales@liberata.com
Website: www.liberata.com
Contact: Marvin Reid
As a leading provider of business process outsourcing and support services, Liberata is committed to public
service, bringing new thinking to the vital task of serving the UK. Our ability to understand and react to our
customers’ needs is what gives us relevance as a business. More....
Directory
Purely Payroll Magazine Directory profiles your organisation each
month to payroll and HR professionals
Global Payroll/HR Solutions
44 MARCH 2015

Safe EMS
Tel: 0844 583 2134
Email: info@safecomputing.co.uk
Website: www.safe-ems.co.uk
Contact: Renata Jones
Safe product portfolio includes: Safe Tempest – An end to end solution for the recruitment agency market. Safe
Financials – A fully integrated accounting suite, with optional additional modules to create an ERP solution. Safe
Credit Control – A proactive credit and query management solution. More....
NGA Human Resources
Tel: 0800 035 0545
Email: hrsolutions@ngahr.com
Website: www.ngahr.co.uk
Contact: Sally Greene
NGA Human Resources is a UK & Global leader in helping organisations transform their business-critical HR
operations to deliver more effective and efficient people-critical services. We help our clients become better
employers through smarter, more streamlined business processes; More....
Frontier Software Plc
Tel: 0845 370 3210
Email: sales@frontiersoftware.com
Website: www.frontiersoftware.com
Contact: Sales Department
Frontier Software’s payroll service is tailored to each organisation as we understand that each has its own
requirements. From bureau to fully managed, we offer security and backup to ensure a smooth and confident
payroll operation. We are auto-enrolment and Real Time Information ready. More....
Employer Services Ltd
Tel: 01277 230656
Email: virginia.freeman@employerservices.co.uk
Website: www.employerservices.co.uk
Contact: Virginia Freeman
A leader in innovation, esl works with some of the best known UK companies, providing more than just a payroll
service. Our software solutions cover the complete spectrum of HR requirements, including Personnel, Training,
Recruitment,Time & Attendance and Payroll. More....
Advanced Business Solutions
Tel: 01582 714810
Email: duncan.miller@advancedcomputersoftware.com
Website: www.advancedcomputersoftware.com/abs
Contact: Duncan Miller
Advanced Business Solutions (ABS), formerly COA Solutions, provides leading integrated business applications
and services that enable public, private and third sector organisations to retain control, improve visibility and gain
efficiencies whilst continually improving corporate performance. More....
DIRECTORY
MARCH 2015 45

DIRECTORY
Outsourced Payroll Solutions
Moorepay
Tel: 0845 184 4615
Email: sales@moorepay.co.uk
Website: www.moorepay.co.uk
Contact: Fran Williams
Founded in 1966, Moorepay is one of the UK’s leading payroll, HR and compliance providers.
As industry leaders, we are honest and reliable, supporting over 10,000 clients and processing over one million
payslips every month. More....
Cegedim SRH
Tel: 0870 888 1034
Email: Dave.Hull@cegedim-srh.com
Website: www.cegedim-srh.com
Contact: Dave Hull
Cegedim SRH is a European payroll bureau, we help companies focus on their core business by delivering
competencies specific to managing Payroll and Human Resources. Cegedim SRH utilises TEAMSHCM, its new
Global HR management and Payroll platform developed with Java technology. More....
Liberata UK Ltd
Tel: 02086033300
As a leading provider of business process outsourcing and support services, Liberata is committed to public service,
bringing new thinking to the vital task of serving the UK. Our ability to understand and react to our customers’
needs is what gives us relevance as a business. More....
Sage
Tel: 0800 4690568
Email: snowdropkcs@sage.com
Website: www.snowdropkcs.co.uk
Contact: Pierre Chan
Sage HR & Payroll has over 30 years of experience delivering HR and payroll solutions, to many of the UK’s
most successful mid and large organisations. We offer a wide range of solutions, encompassing everything from
recruitment, More....
Tel: 01277 230656
46 MARCH 2015

DIRECTORY
Carval Computing Ltd
Tel: 01908 787700
Email: sales@carval.co.uk
Website: www.carval.co.uk
Contact: Emma Clare
Carval HR Unity is one of the only truly integrated HR, Payroll, Time & Attendance and Employee Self-Service
software solutions available in the UK today i.e. it operates from a single database and is written by a single
supplier. It is relied upon by over 260 organisations throughout the UK in virtually every sector More....
Intelligo Software Limited
Tel: 0800 0390116
Email: sales@intellligosoftware.co.uk
Website: www.intelligosoftware.co.uk
Contact: Fiona Cullinane
Established in 1996, Intelligo has been providing our own software solutions and outsourced services to hundreds
of clients in the UK and Ireland. Whether you require Payroll outsourcing services, HR and Payroll cloud based
Software as a Service or an on-premises software solution, More....
Tel: 01903 707123
Bond ensures fast, secure and legislatively compliant payroll processing – More....
Wealden Computing Services
Tel: 020 8364 7177
Email: Sales@wealden.net
Website: www.wealden.net
Contact: George Williams Sales & Marketing Director
The Fully Managed Payroll Service is designed for those organisations who do not wish to run their payroll
service in-house. Wealden assume total management of your Payroll, liaising with the Inland Revenue and other
associated bodies on your behalf. More.....
NGA Human Resources
Tel: 0800 035 0545
MARCH 2015 47

DIRECTORY
Tel: 0845 370 3210
Cintra HR & Payroll Services
Tel: 0191 478 7000
Email: sales@cintra.co.uk
Website: www.cintra.co.uk
Contact: Nham Lee
Cintra is an award winning provider of HR and payroll services with a portfolio of over 650 happy customers
nationwide. We develop our own, quality tested and independently approved products to help you to take
advantage of the latest technology and make it a pleasure to use. More....
P11D Expenses & Benefits
Moorepay
Tel: 0845 184 4615
Liberata UK Ltd
Tel: 02086033300
Safe EMS
Tel: 0844 583 2134
48 MARCH 2015

DIRECTORY
Tel: 0845 370 3210
Tel: 0191 478 7000
Contact: Nham Lee
Tel: 01903 707123
Bond ensures fast, secure and legislatively compliant payroll processing – More....
Sage
Tel: 0800 4690568
NGA Human Resources
Tel: 0800 035 0545
MARCH 2015 49

DIRECTORY
Tel: 01277 230656
Tel: 01908 787700
Contact: Emma Clare
Payroll and HR Software Providers
Bond Payrite
Tel: 01293 789940
Website: www.bondpayrite.com
Contact: Robert Cooper
Bond Payrite is a comprehensive payroll solution that has been servicing the needs of payroll professionals for
30 years. With rich functionality backed up by dedicated support and consultancy services, Payrite is a popular
choice for all types of organisations, from small departments to busy bureaux, commercial. More....
Moorepay
Tel: 0845 184 4615
Bottomline Technologies
T: +44 (0)870 081 8250 E: emea-info@bottomline.com
W: www.bottomline.co.uk C: Jacqui Powell / Richard Ransom
Bottomline Technologies (NASDAQ: EPAY) provides cloud-based payment, invoice and banking solutions to
corporations of all sizes, across all industries worldwide. These solutions are focused on helping companies like
yours to streamline, automate and manage processes involving payments (payroll, supplier and customer) and
transactional documents. . More....
50 MARCH 2015

DIRECTORY
Intelligo Software Limited
Tel: 0800 0390116
Email: sales@intellligosoftware.co.uk
Website: www.intelligosoftware.co.uk
Contact: Fiona Cullinane
Established in 1996, Intelligo has been providing our own software solutions and outsourced services to hundreds
of clients in the UK and Ireland. Whether you require Payroll outsourcing services, HR and Payroll cloud based
Software as a Service or an on-premises software solution, More....
Tel: 020 8364 7177
The Fully Managed Payroll Service is designed for those organisations who do not wish to run their payroll service
in-house. Wealden assume total management of your Payroll, liaising with the Inland Revenue and other associated
bodies on your behalf. More.....
Sage
Tel: 0800 4690568
Safe EMS
Tel: 0844 583 2134
NGA Human Resources
Tel: 0800 035 0545
MARCH 2015 51

DIRECTORY
Tel: 0845 370 3210
Tel: 01277 230656
Tel: 0191 478 7000
Contact: Nham Lee
Cascade HR Ltd
Tel: 0113 2554115
Email: emma.jones@cascadehr.co.uk
Website: www.cascadehr.co.uk
Contact: Emma Jones
Cascade combines .NET, browser based HR with HMRC Standard Payroll giving you a fully integrated system. Combining
innovation and cutting edge technology in a system that has been on the market for over 5 years and used daily by
thousands of users means you get the very latest and best with a proven track record.. More....
Tel: 01908 787700
Contact: Emma Clare
software solutions available in the UK today i.e. it operates from a single database and is written by a single supplier.
It is relied upon by over 260 organisations throughout the UK in virtually every sector More....
52 MARCH 2015

DIRECTORY
Bond Teamspirit
Tel: 01376 519413
Email: sales@bondteamspirit.com
Website: www.bondteamspirit.com
Contact: Joanne Ward
Bond Teamspirit, a division of Bond International Software (UK) Limited, is one of the UK’s leading providers of
fully integrated HR, Payroll and Time & Attendance software operating from a single database. To date we have
successfully implemented solutions for over 500 clients with between 100 and 50,000 employees in all public and
private market sectors. More....
Tel: 01582 714810
Payroll Consultancy
Purely Payroll Recruitment
Tel: 01277 888 760
Email: info@purelypayroll.com
Website: www.purelypayroll.com
Contact: Melanie Pizzey
Purely Payroll is a boutique payroll agency offering payroll recruitment, training, conferences and a montly
e-Magazine to companies and individuals throughout the UK. If you are looking to recruit permanent, temporary,
contract or consultancy payroll professionals, Purely Payroll can provide you with a fast and effective solution..
More....
Tel: 01903 707123
More...
MARCH 2015 53

DIRECTORY
Liberata UK Ltd
Tel: 02086033300
Safe EMS
Tel: 0844 583 2134
Payroll Alliance
Tel: 020 8401 1828
Email: payroll.alliance@lexisnexis.co.uk
Website: www.payrollalliance.com
Contact: Linda Pullan
Payroll Alliance was established in 1985 and offers a wide range of services to the payroll industry including
membership, training, BTEC qualifications, consultancy and advice. More....
NGA Human Resources
Tel: 0800 035 0545
Tel: 01277 230656
54 MARCH 2015

DIRECTORY
Payroll Recruitment
Purely Payroll Recruitment
Tel: 01277 888 760
Purely Payroll is a boutique payroll agency offering payroll recruitment, training, conferences and a montly
e-Magazine throughout the UK. If you are looking to recruit permanent, temporary, contract or consultancy
payroll professionals, Purely Payroll can provide you with a fast and effective solution. More....
Safe EMS
Tel: 0844 583 2134
NGA Human Resources
Tel: 0800 035 0545
Tel: 01277 230656
MARCH 2015 55

Time and Attendance
Tel: 020 8364 7177
The Fully Managed Payroll Service is designed for those organisations who do not wish to run their payroll service
in-house. Wealden assume total management of your Payroll, liaising with the Inland Revenue and other associated
bodies on your behalf. More.....
Safe EMS
Tel: 0844 583 2134
NGA Human Resources
Tel: 0800 035 0545
Tel: 0845 370 3210
Tel: 01277 230656
56 MARCH 2015
DIRECTORY

Tel: 01908 787700
Contact: Emma Clare
Bond Teamspirit
Tel: 01376 519413
Email: sales@bondteamspirit.com
Website: www.bondteamspirit.com
Contact: Joanne Ward
Bond Teamspirit, a division of Bond International Software (UK) Limited, is one of the UK’s leading providers of
fully integrated HR, Payroll and Time & Attendance software operating from a single database. To date we have
successfully implemented solutions for over 500 clients with between 100 and 50,000 employees in all public and
private market sectors.. More....
Tel: 01582 714810
Training
Purely Payroll Training
Tel: 01277 888 760
Purely Payroll are an industry leader providing specialist payroll training. Here at Purely Payroll we only use
trusted professional training consultants who have wealth of knowledge in their industry. Our training can take
place in both a public or in-house capacity and tailor made to your particular requirements. We currently train
professionals from all over the globe. Contact us for more information. More....
MARCH 2015 57
DIRECTORY

The Learn Centre
Tel: 01798 861111
Email: DavidP@thelearncentre.co.uk
Website: www.thelearncentre.co.uk
Contact: David Pickett
We provide training that works for you whether you’re starting your career in payroll, HR or management, need
to keep up to date with legislation, or want to earn a professional qualification. Our face-to-face courses provide
plenty of individual attention and interaction with an expert tutor and our unique online learning programmes
offer a flexible way to develop your skills while gaining valuable qualifications. More....
Safe EMS
Tel: 0844 583 2134
Payroll Alliance
Tel: 020 8401 1828
Email: payroll.alliance@lexisnexis.co.uk
Website: www.payrollalliance.com
Contact: Linda Pullan
Payroll Alliance was established in 1985 and offers a wide range of services to the payroll industry including
membership, training, BTEC qualifications, consultancy and advice. More....
NGA Human Resources
Tel: 0800 035 0545
Tel: 01277 230656
58 MARCH 2015
DIRECTORY

For further information contact:Billie@purelypayroll.com
purelypayroll.com
Purely Payroll
3rd Floor, New North House
Ongar Road, Brentwood
Essex, CM15 9BB
T: 00 44 1277 888760
Purely Payroll provides specialist
global payroll training courses
both In-house and public, in any
location across the globe.
Our specialist trainers can tailor make a
course to ﬁt your requirements

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