FEATURE INSIGHT
are made to the register that the name is being checked against, such as another person with the same name being added.”
Of course, different time zones across the globe need to be taken into account when delivering international payments. As Kelleher says: “If you say someone is paid on the last day of the month, in payroll that means someone wakes up in the morning and the payment is there, regardless of the time zone from where the payment originates. So we have hard- coded integrations built into our payments platform with specific release dates depending on the country the funds are to arrive in.” ...changes could be on the way... Brown points out that international payroll payments aren’t usually of an ad hoc nature, so time zones aren’t usually a problem – unless something goes wrong: “We had a problem with Singapore. I had an hour’s window every day, when they were open and we were open, to try and sort out the problem. And there are difficulties with terminology. For example, if you say to someone, ‘I’ll have an answer
for you tomorrow,’ whose tomorrow are you talking about when you’re in different time zones?” A final word must go to the all- pervading issue of Brexit. How will it affect global payroll payments? Like so many aspects surrounding the issue, no one can say for sure. Jonkers says: “At this moment it’s simply all speculation. We can only know the exact nature when the UK government and the European Commission have made an agreement. Only then can firms predict the outcome and impact on global payments.” However, Holloway sees a more specific Brexit-related issue on the horizon: “As part of an EU exit deal, we need to be looking at mention of continued membership of SEPA. If the UK is forced to leave SEPA, processes, technology and systems will need to ensure that interoperability with other SEPA payment systems and processors are maintained.” So, changes could be on the way and payroll will need to adapt. Doesn’t that sound familiar? n
Keeping fully compliant with the changing rules and regulations and
ensuring payment to the right person, in the right place at the right time makes careful planning and high-standard tools essential, says Bart Jonkers, director of global services for SD Worx. He explains: “Depending on the service model and the level of outsourcing detailed agreement of roles and responsibilities of what has to be delivered and when, is key. “Additionally, all systems delivering information to the payroll engine – such as time recording, time management and global HR systems – need to be fully captured to be able to do the gross and net salaries calculation. “Having the right tools in play that can capture and enrich all data from international HR systems, but also give you a clear view on the status of the different country payrolls in one single dashboard, is one of the most efficient ways to gain a unified view of all your territories.”
National MinimumWage and other worker entitlements
One day
This new one-day course is designed to provide delegates with everything they need to know about achieving compliance with the National Minimum Wage Regulations.
This course covers: ● Who is eligible to be paid the minimum wage, including the implications of recent worker status cases ● What pay and hours to include and what to exclude ● How to make the calculations ● How the processes vary for different types of work ● How to apply annual rate increases, including the implications of pay increases on pay structures
● How deductions can affect the calculations ● Interaction of the minimum wage with aspects of the Working ● Time Regulations ● Compliant record-keeping ● Penalties compliance and HMRC’s enforcement powers ● Tips on avoiding the most common errors
Book online at cipp.org.uk/training , email info@cipp.org.uk or call 0121 712 1000 for more information.
cipp.org.uk CIPP_UK cip .org.uk @CI P_UK
| Professional in Payroll, Pensions and Reward | October 2018 | Issue 42 50
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