“Stay strong. Stand up. Have a voice.” Shawn Johnson East (1992–) (https://binged.it/2TZ5K2x)
Editor’s comment
Nothing stays the same forever, and the same applies to being editor of this magazine. I am gradually retiring while
of the magazine, the first I edited. So, if my maths is correct, by end of 2021 I will have edited 130 issues and many supplements. It has been a privilege and a source of joy to edit them.
supporting CIPP’s Lora Murphy transition into the role (see page 10 for a brief outline). If all goes to plan, it is envisaged that the December/January issue of the magazine will be my last as editor. I can still vividly remember working on the February 2009 issue
Mike Nicholas MCIPP (editor@cipp.org.uk) Editor
Chair’s message
The feature discussion topic for this issue is payroll provision, in-house
with in-house expertise. Payroll provided as a service can appear the easier option, which removes some of the employment law complexities and can initially be the most cost-effective option, until add-on costs start to increase for additional reports or bespoke requirements to meet the changing business needs. A popular way for companies to determine the route they will take is to map all the options – including arguments for and against, together with associated costs to calculate the cost per payslip – and understand those that best serve the business’s interests. For payroll: in-house v as a service, there is no easy answer, and for many employers trying to find the right solution can be a recurring cycle every three or five years. Whichever option is chosen, it is essential employees are paid accurately and on time and that companies meet all the legal obligations surrounding PAYE etc.
versus as a service. It is a consideration for all businesses both large and small. The business world sees one-man bands processing their own payrolls using the free
tools provided by HMRC; others will purchase tools on the market aimed specifically at small employers; but many small businesses will use the services of their accountant. Mid-size companies too big to use HMRC’s free tool are faced with options such as employing a payroll professional to process payroll in-house, use their accountants, or a payroll bureau. Large employers will process payroll in-house or use a varying level of managed services provided by payroll bureau. Whichever size business, various issues are considered with the main one usually being cost. Others involve people, as it is not as simple as employing a person or team to process the payroll. Companies will look for specific skills, knowledge and fit, which then need to be maintained to avoid fines and penalties for non- compliance. However, this option does then provide the company
Liz Lay MSc FCIPPdip FHEA ACIPD (liz.lay@cipp.org.uk) Chair, CIPP
So, as we enter our summer season, let us also hope the gloomy weather of April and May has well passed us by and I can testify, as I live in Cornwall, that the ‘staycation’ is well and truly in vogue! I have over the last year (well, sixteen months, CEO’s message
when employers recruit staff in the pensions and payroll arena. Since my early days in the profession, I have personally benefitted from them, and through various employments ensured that my payroll and pension teams have used them in their career road map. Today, my role is in ensuring no pension or payroll professional sits at a desk (either in the office or at home!) without having the necessary education to do their role professionally. Great testament is also due to past and present pension and payroll professionals in their roles as subject matter experts, tutors, mentors, moderators, invigilators and the like who have brought together all their skills in writing and delivering content that comes from years of experience in the professions. I continue to offer my grateful thanks to those 100+ tutors and trainers who ensure our material is relevant and fit for purpose so that we continue to be seen as key workers in the organisations we represent. Keep safe and well.
now), reflected (just like many other organisations, large and small have done) on how we have all adapted our way of working. In both the payroll and pensions arena where generally the thought of ‘working from home’ was something never entertained and yet overnight we turned that on its head. Truly a testament to the professionalism of all in our industry. What has been really gratifying during this pandemic has been the uptake of education, training and membership from you and many new members as they (and their employers) have recognised the contribution of payroll and pension professionals in keeping the UK paid. It’s encouraging to see the Payroll Technician Certificate, Certificate in Pensions Administration and the Foundation Degree in both Payroll Management and Pensions Administration and Management go from strength to strength. These qualifications are becoming the gold standard requirement
Ken Pullar FCIPP (ken.pullar@cipp.org.uk) Chief executive officer, CIPP
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| Professional in Payroll, Pensions and Reward |
Issue 72 | July / August 2021
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