PROFESSI NAL in Payroll, Pensions & Reward Official publication of The Chartered Institute of Payroll Professionals Issue 114 October 2025
YOUR membership organisation
Celebrate good times Let’s recognise the importance of payroll and celebrate it as a valid career choice
YOUR INSTITUTE’S FUTURE Hear from our senior leadership team about the Institute’s future direction
Alleviate PSA fear Our handy guide tells you everything you need to
know ahead of the October deadline
CIPP UPDATE | POLICY HUB | PERSONAL DEVELOPMENT
cipp.org.uk
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“If everyone is moving forward together, then success takes care of itself” Henry Ford
Editor’s comment
It’s October, and that means the celebrations continue, because we’re officially in ACE season. For those of you unfamiliar with ACE (firstly, where have you been?!), it stands for our Annual Conference and Exhibition. It’s one of the biggest and best events in the payroll calendar and we’re so excited it’s finally here. This issue takes a dual focus. We’re exploring everything about ‘ your membership organisation’ , looking at what the
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CIPP currently offers and its plans for the future. And, of course, we’re continuing the celebration theme, following the huge success of National Payroll Week last month, and now, with ACE taking centre stage Turn to page 12 to hear directly from our senior leadership team as they share insights into the future direction and strategy of the Institute, including the four core pillars that are shaping our strategic canvas. This issue’s inspirational quote refers to moving forward together, and that’s exactly what the CIPP’s plans involve. Alongside this, hear from our policy and research team, who give a reminder of all the activities they carry out on behalf of you, our members, and the wider payroll profession, on page 16. We’re also delighted to share a piece relating to how valuable this very magazine is to our members, which can be located on page 30. October is synonymous with a particular deadline for payroll professionals too – the pay as you earn settlement agreement (PSA) payment deadline. Our hot topic feature this issue delves into the ins and outs of the PSA process and helps you with everything you need to know. Find it on page 58.
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Lora Murphy MCIPPdip (editor@cipp.org.uk) Editor
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12 - Shaping the future, together Your membership organisation: our shared direction by the CIPP’s Senior Leadership Team 16 - What the policy team does for members and why it matters by Mathew Akrigg 30 - More than a magazine: how Professional connects, informs and inspires our team at Cox & Co by Tracy Jerram
58 - The PSA: everything you need to know by Lisa Sheldon
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| Professional in Payroll, Pensions and Reward |
Issue 114 | October 2025
Chair’s message
Chief Executive officer Jason Davenport MCIPP MloD CIPP Board Of Directors Louise Gray ChMCIPPdip Stuart Hall MCIPPdip Dianne Hoodless MSc ChFCIPP FHEA Editor Lora Murphy editor@cipp.org.uk Advertising Daniel Cull and Lexi Evans 07795 652645 | commercial@cipp.org.uk Design James Bartlett and Nicole Davis design@cipp.org.uk Printing Redactive
Welcome to the October issue. We’re now well into autumn, with darker nights and the trees changing colour. I hope you all got onboard and celebrated National Payroll Week (NPW) last month. We opened the week’s celebrations at the Sky Garden in London and then it was a week of networking events and online learning sessions.
There are so many benefits to being a member of the CIPP, and in this issue, you’ll hear all about the different benefits available to support you on your payroll journey. With ever- changing legislation, the Advisory Service is a great part of your membership package, as the team is always on hand to help with guidance and support. They’re a fountain of knowledge when answering questions on a range of payroll-related topics. Remember to use the benefits of your membership and to contact us for any of your payroll needs. I hope to see you at our Annual Conference and Exhibition (ACE) 2025, please come over and say hello.
Clare Warrington MSc FCIPPdip AFHEA (clare.warrington@cipp.org.uk) Chair, CIPP
Ana Laiu MSc FCIPPdip Brendan Mulkern FCIPP
Brian Sparling ChFCIPPdip Michelle Sutton ChMCIPPdip Cliff Vidgeon BA (Hons) CMA ACG ChFCIPP Clare Warrington MSc FCIPPdip AFHEA
Useful contacts
CEO’s message This issue of the magazine lands with you smack-bang in the middle of two key events in the CIPP calendar – NPW, which the CIPP initiated 27 years ago and continues to drive and promote the profession, and ACE alongside the Annual Excellence Awards, which are key opportunities for networking, learning and collaboration.
Consultancy consult@ippeducation.co.uk 0121 712 1044 IPP Education education@ippeducation.co.uk
0121 712 1023 Events team events@cipp.org.uk 0121 712 1013 General enquiries enquiries@cipp.org.uk 0121 712 1000 Marketing marketing@cipp.org.uk
Within this issue, you’ll read about the strategic themes developed and agreed by our managers and signed off by Board at our annual strategic review. These themes now shape our strategic canvas and outline our key commitments for the next five years, with membership being our North Star. Our members are the driving force behind everything we do. Across every department, our team works together with dedication and purpose (often behind the scenes), to bring added value to your membership and to champion leadership and relevance within our sector. September and October are particularly exciting months, allowing us to spotlight the profession in full, through the many events held across NPW and now at ACE, hosted at the Celtic Manor. During ACE, we’ll have several international guests with us from our sister organisations across the globe. Please do take time to speak to them. I know they all enjoy connecting with you, sharing experiences and supporting however they can. I’ve been delighted to recently receive requests from several of you, who wish to give back to the industry and would like to volunteer in whatever way may be possible and useful. I’m currently working with the senior leadership team to review what that may look like for the Institute, and will provide more details of what, how and where as this develops. As always, you have my contact details shared here, and I’d be delighted to hear more from you.
0121 712 1033 Membership membership@cipp.org.uk 0121 712 1073 IPPE Training training@ippeducation.co.uk 0121 712 1013 cipp.org.uk @CIPP_UK
Trademarks The CIPP logo, the initials ‘CIPP’ and the words ‘Professional in Payroll, Pensions and Reward’ and ‘CIPP Consult’ are trademarks of the Chartered Institute of Payroll Professionals. Copyright: The Chartered Institute of Payroll Professionals 2025. The Chartered Institute of Payroll Professionals, Goldfinger House, 245 Cranmore Boulevard, Shirley, Solihull, West Midlands, B90 4ZL. Switchboard 0121 712 1000
Jason Davenport MCIPP MIoD (jason.davenport@cipp.org.uk) Chief Executive Officer, CIPP
Copyright This magazine is published by The Chartered Institute of Payroll
Professionals in whom the copyright is vested. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of the publisher. The views expressed in this publication are not necessarily those of the CIPP or the Editor. The information and comment contained in this publication are given in good faith, their accuracy or completeness cannot be guaranteed.
| Professional in Payroll, Pensions and Reward | October 2025 | Issue 114 2
Contents OCTOBER 2025
Interested in writing for our magazine? Please support this magazine so that it can continue to be a part of your membership package. To get involved, contact Lora, at editor@cipp.org.uk.
Reading the magazine gives you one CPD point
REGULARS 01 Editor’s comment 02 Chair and CEO messages 04 CIPP update News and developments 05 My CIPP Event horizon, On your behalf, Payroll news, Advisory Q&As, Spotlight on…, Climate change update 18 Personal development BePayroll 20 Compliance Read all about the importance of reconciling your payroll
FEATURES - ‘YOUR MEMBERSHIP ORGANISATION’
Reconciling your HMRC business tax account for PAYE By Ben May
From local roots to global reach: how my payroll business went international By Lauren Winn IR35 and payroll efficiency:managing contractors inside the rules By Andrew Timpson Your membership organisation: why CIPP membership matters By Dawn Baxter
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Feature article – your membership organisation By Lora Murphy
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Choosing payroll: a smart choice By Maria Mason
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28
Employment law latest By Dan Carder
From debt to resilience: why
data with that held in your HM Revenue and Customs business tax account, and how to improve payroll efficiency for contractors inside IR35
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financial wellbeing starts with payroll By Joss Tasker Payroll Ninjas: an update By Sarah Sharpe
24 Feature topic
Empowering payroll professionals to lead and learn By Natalie Lloyd
This centres on the theme of the current issue – Your membership organisation – hear from some of our members about what the Institute does for you
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40
online exclusive content
28 Reward
Building an agile payroll strategy for a changing world By Ellis Rees
Attracting the next generation of payroll
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Learn how payroll teams can start conversations around financial vulnerability, and hear about one business’s move from servicing solely local clients to operating on a global scale
professionals By Michael Francis
online exclusive content
online exclusive content
Are AI and software automation a threat to managed payroll? By Jonathan Misfud
Supporting burnt out staff By Danny Done
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51 Technology
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How has technology played a part in the evolution of the payroll professional?
online exclusive content
58 Hot topic
The payroll professional evolution: from transaction processor to strategic partner By Ian Hodson
Interested in writing for our magazine? Please support this magazine so that it can continue to be a part of your membership package.
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The pay as you earn settlement agreement or ‘PSA’ payment deadline is fast approaching. But we’ve got you covered. Read everything you need to know.
To get involved, contact Lora at editor@cipp.org.uk .
60 Payroll pets
We say hello to some of your furry friends
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| Professional in Payroll, Pensions and Reward |
Issue 114 | October 2025
CIPP UPDATE
update
Digital badges launched In August, we were delighted to announce and share our CIPP membership digital badges for all grades. The badges allow you, as payroll professionals, to showcase your level of membership and commitment to peers, employers and the payroll industry. It’s been wonderful to see all of you sharing them far and wide on social media, and we hope you’ve added them to your email footers, social media and CV, to proudly display your achieved grade, as well as working towards the next grade. If you’re yet to receive your digital badge or have any queries, please don’t hesitate to get in touch with our membership team at membership@cipp.org.uk .
National Payroll Week (NPW) 2025 celebrations We were delighted to celebrate NPW 2025 this September alongside the profession and here at the CIPP office! The celebrations kicked off with bunting, balloons and sweet treats for every member of staff, including cupcakes and goodie bags. Throughout the week, we ran fun activities such as daily riddles, and music / general knowledge quizzes, to give staff the chance to step away from their desks, enjoy some friendly competition and win tasty prizes. The highlight, as always, was our annual NPW pizza party, where the team came together to share laughter, conversation and plenty of pizza. We hope you enjoyed your own celebrations too, and that you took a moment to reflect on the vital work you do. After all, you’re the #PayrollChampions ! Please do send your celebrations in to us to be in with a chance of appearing in the November issue of Professional , at marketing@cipp.org.uk .
New Chartered member We’re pleased to announce that Jayne Blizzard ChMCIPPdip has gained Chartered membership with the CIPP. This prestigious status is a great
Retired Chartered members Holding Chartered status is a huge accolade and anyone who has achieved this membership level should be extremely proud. At the CIPP, we work closely with our Chartered members and wanted to recognise those who have recently retired. Wishing a very happy and well-deserved retirement to: ● Lesley Daniels BA (Hons) FCIPP ● Elaine Gibson ● Helen Hargreaves . Thank you for your invaluable contributions over the years. Your legacy will continue to inspire the profession for years to come.
achievement and shows Jayne’s dedication and contribution to the payroll profession. Congratulations, Jayne!
| Professional in Payroll, Pensions and Reward | October 2025 | Issue 114 4
MY CIPP WINTER INTAKE NOW OPEN CLOSES ON 5 JANUARY 2026
MY CIPP
Event horizon Your guide to upcoming events and training
PAYROLL SPECIALIST CERTIFICATE This Level 4 online qualification takes you beyond the basic knowledge and skills of payroll administration, into the complexities surrounding payroll legislation and contractual obligations.
Full details of all events can be found at cipp.org.uk/events or you can email events@cipp.org.uk for more information.
Graduation Ceremony Our prestigious Graduation Ceremony will soon be upon us, on 28 November 2025, and will take place at the Birmingham Symphony Hall. We can’t wait to celebrate the success of those individuals who have passed their Foundation Degree in Payroll Management, Foundation Degree in Pensions Administration and Management, BA (Hons) Business Management, MSc in Strategic Leadership and apprentices who have completed their Level 5 qualification.
Graduation Ceremony 2025
Training courses Take a look at some of our upcoming training courses. Face-to-face courses are highlighted in orange. For a complete list of courses, dates and locations, visit http://ow.ly/iVfT50MU7yr. l 12 November l 10 December. Ensure you attend and keep up to date and knowledgeable on a range of hot topics. Sign up here: https://ow.ly/uxki50WTMak. Award-winning BeKnowledgeable series returns Following a brief hiatus in September, our highly popular BeKnowledgeable series will return this October, and the upcoming dates are shown below (all taking place at 11am): l 16 October
Developed, delivered, assessed and awarded by
A subsidiary of the Chartered Institute of Payroll Professionals
COURSE
DATE
LOCATION
20 October
Online
Automatic Enrolment and Pensions for Payroll
24 November
Online
Foundations of Payroll Analytics
04 November
Online
Global Mobility: Key Payroll Issues
30 October
Online
06 October
Online
21 October
London
Introduction to Payroll
10 November
Online
11 November
Birmingham
13 October
Online
Expenses and Benefits
17 November
Online
OFQUAL RECOGNISED
08 October
Online
National Minimum Wage Masterclass Series
05 November
Online
07 October
Manchester
Visit ippe.org.uk/PSC or scan the QR code for details and to book
16 October
Online
Payroll Update
04 November
Online
19 November
London
US Payroll Practice Essentials
15 October
Online
US Payroll Year-End
25 November
Online
Scan to book
In addition to the upcoming courses above, IPPE offers a range of on-demand e-learning courses, including our brand new Payroll QuickLearn course library. Visit https://ow.ly/Woqx50VcAcL to find out more.
A subsidiary of the Chartered Institute
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| Professional in Payroll, Pensions and Reward |
Issue 114 | October 2025
of Payroll Professionals
POLICY HUB
On your behalf
Welcome to the latest update on what the CIPP’s policy and research team has been involved in, on behalf of you, our members, and the wider payroll profession, throughout July and August Policy team update
The policy and research team l Mathew Akrigg MCIPPdip MAAT, Policy and Research Officer l Samantha O’Sullivan ChFCIPPdip, Policy and Advisory Lead l Sarah Smith MCIPPdip, Policy and Research Officer.
1. Holding a CIPP-approved Level 5 qualification could increase your salary by 17%. 2. Tax code queries are the questions most frequently submitted to in-house and outsourced teams. 3. Hybrid working is the new way of working in the pay industry. 4. Payrolling benefits is the top challenge faced by both in-house and outsourced teams. 5. In-house teams need one payroll employee to process a payroll of 375 employees. 6. Outsourced teams have one payroll employee to produce 640 payslips per month. Thank you again to those who have contributed to make this resource possible. Our 2026 surveys are now open so have your say and complete them today: https:// ow.ly/b4yI50WRnJ5. Consultation and call for evidence (CfE) updates The big consultation everyone is talking about right now is the technical consultation, ‘ Modernising and mandating tax adviser registration with HM Revenue and Customs (HMRC). ' This could bring about an industry- wide change to pay professionals working in a bureau capacity, as the newly proposed definition of “tax adviser” brings them into scope, due to their interaction with HMRC on behalf of clients.
The requirements will mean that businesses will need to register and meet minimum standards, such as having no outstanding tax liabilities and holding anti- money laundering supervision. Directors would also be checked by HMRC at the point of registration, but some minimum standards will need to be met by the organisation only. Our members’ views fed into our formal response, which you can read online, at: https://ow.ly/3Kav50QigsG. As the team finds out more following the submission of our response, we'll keep you updated with progression via our news pages on the website. Forums and working groups The policy team is privileged to sit on several Government forums. Sam has recently been given the role of Co-Chair for The Employment and Payroll Group, which is HMRC’s principal forum for HMRC and other Government departments to engage with the employment and payroll community. The team sits on these forums to ensure our members’ feedback is provided at Government level. We’ll always update you on our findings and information provided through these groups via Professional and News Online . If you have any issues you would like to raise at any of the professional forums we sit on, please reach out to the team by emailing us at policy@cipp.org.uk . n
CIPP Payroll Insights Survey and associated reports for 2025 are now live Earlier this year, we launched our first Payroll Insights Surveys to help create a benchmarking guide for payroll operations, whether you’re an in-house or outsourced pay professional. Thanks to your valuable input, we’ve gathered meaningful insights to help you inform your payroll strategies. We're thrilled to announce the 2025 reports were launched this National Payroll Week, and they're ready for you to explore. Key findings:
| Professional in Payroll, Pensions and Reward | October 2025 | Issue 114 6
MY CIPP
PAYROLL news
NEW
A change to the process for employers disputing pay as you earn (PAYE) charges In the latest Employer Bulletin (https://ow.ly/u9fM50WTjjZ) from HM Revenue and Customs (HMRC), it was confirmed that a new online form was made available from 31 July 2025 for employers to use to report any PAYE disputes to HMRC. Additionally, from 31 August 2025 onwards, there’ll no longer be the option of reporting an employer PAYE dispute through HMRC helplines or webchat. The form can be accessed here: https://ow.ly/2sow50WTjiT. Autumn Budget date announced We’ve now had confirmation that the 2025 Budget will be delivered by Chancellor of the Exchequer, Rachel Reeves, on 26 November 2025. Make sure you keep an eye on the CIPP’s news pages, as the policy and research team will be advising of the key announcements which will impact the pay profession. See the Government’s press release here: https://ow.ly/nKr550WTjm2. Workplace conflict is reportedly on the increase The Advisory, Conciliation and Arbitration Service (Acas) has launched its new five-year strategy regarding how to improve dispute resolution in workplaces across Britain. According to an Acas-commissioned poll, 44% of workers have been made aware of conflict within their organisation over the last three years. The new strategy hopes to: l stop more disputes before they arise by focussing on industries and groups where conflict is most likely l provide support to employers to effectively manage conflict with clear guidance, tools and training offers l give workers and employers the skills and confidence to resolve conflict earlier l use technology and data more effectively so that Acas can focus its efforts where they can have the greatest impact l drive innovation in dispute resolution, maintaining high settlement rates while also exploring how to make the best use of artificial intelligence and new digital services to provide more accessible, faster support. According to research, workplace conflict costs the UK economy £28.5 billion per year, with resignations and dismissals being a large contributor to this. This is why it’s important to try and address and tackle workplace conflict as early on as possible. Read the full Acas strategy here: https://ow.ly/oBfS50WTjf7.
MASTER PAYROLL. STEP BY STEP.
Introducing Payroll QuickLearn – a collection of bite-sized, on-demand courses that cover key payroll topics. Learn at your own pace and equip yourself with the knowledge to stay ahead and compliant with quick, practical courses, at every level.
NEW: Statutory pay courses are now available
Diary dates
The CIPP’s Annual Conference and Exhibition 2025
1-2 October
Last day of tax month 6
5 October
First day of tax month 7
6 October
Last day for submitting a real time information employer payment summary to apply to tax month 6 Deadline for payment of PAYE and NICs etc to HMRC’s Accounts Office by non-electronic method Deadline for payment of PAYE and NICs under a PAYE Settlement Agreement (PSA) by non-electric method Deadline for payment of PAYE and NICs etc to HMRC’s Accounts Office by electronic method Deadline for payment of PAYE and NICs under a PSA by electronic method
Visit payrollquicklearn.org.uk or scan the QR to book your courses today
19 October (This is a weekend date)
22 October
Scan to book
Last day of tax month 7
5 November
First day of tax month 8
6 November
A subsidiary of the Chartered Institute
7
| Professional in Payroll, Pensions and Reward |
of Payroll Professionals
Issue 114 | October 2025
MY CIPP
The CIPP’s Advisory Service team provides answers to popular questions
Payslips showing nil payment Q: An employee is on maternity leave and has now entered unpaid leave. They have no payments or deductions going through payroll, so no payslips are being produced. The employee would like a blank payslip as proof that they’re not currently receiving payments. Our understanding was that if a payment / deduction went through payroll which brought the net pay back to zero, a payslip would need to be produced. However, there are no payments or deductions to go through at present, so no payslip is produced. Is this correct? A: As per Regulation 63 of the Income Tax (Pay As You Earn) Regulations 2003, there’s no requirement for an employer to process a tax refund while an employee isn’t being paid. Subsequently, there’s no requirement to produce a nil payslip for employees who aren’t in receipt of any wages. However, you would produce a payslip at an employee’s request to generate a tax refund, if due. As it’s a company decision, it would be good practice to include the approach taken by the organisation in this scenario within the employee handbook, so employees know what to expect in these circumstances. Guidance and legislation regarding payslips can be found at: https://ow.ly/vyB050WPwy0, https:// ow.ly/HgYR50WPwEr and https://ow.ly/ WAAh50WPwFi. Employer pension contribution payments Q: Can an employer stop paying
employer pension contributions for employees when they reach state pension age? A: No, an employer cannot stop paying pension contributions when an employee reaches state pension age. The employee must request to cease membership of the scheme before the employer can stop paying contributions. Further information can be located here: https://ow.ly/ lZMT50WPwJL.
letter and correct year-to-date NI figures. An amended P60 will also need to be produced and provided to the employee. As this also impacts the current tax year, in the next FPS submitted, the year- to-date figures for the old category letter ‘H’ need to be updated and the relevant figures recorded against the correct NI category letter. Further information and steps on how to correct this for previous tax years and the current tax year can be found here: https://ow.ly/No2Y50WPwXr. Q: If only certain employees required accommodation and transport relating to a staff Christmas party, is the tax and NI calculated on the different amounts for each employee, or is the total cost taken and divided by the number of employees? A: Guidance from HM Revenue and Customs (HMRC) states that, “Where items contained within a pay as you earn (PAYE) settlement agreement (PSA) can be applied to specific employees, they should be.” This means that the calculation should show the amount due in relation to each employee. Where it’s impracticable to allocate items to specific employees (for example, where a staff party is provided for many employees), the amount of tax payable under an agreement can be calculated by reference to a representative sample of the employees concerned. It’s up to the employer and HMRC to agree on the method of calculation Calculations relating to Christmas parties
When an employee reaches state pension age, can their employer stop paying employer pension contributions?
Employee’s pay processed under incorrect National Insurance (NI) category letter Q: An employee’s pay was processed under NI category letter H as they were previously undertaking an apprenticeship. However, we’ve only just been informed that their apprenticeship ended back in September 2023. What’s the best method for correcting this? A: To correct the NI category letter for a previous tax year, the process is to submit an amended full payment submission (FPS) showing the correct category
| Professional in Payroll, Pensions and Reward | October 2025 | Issue 114 8
POLICY HUB
A: At least four weeks of the 5.6 statutory weeks statutory leave employees are entitled to should be paid at the ‘normal’ rate, which includes any payments which are intrinsically linked to the role, that are regularly paid or which relate to professional or personal status. It’s then the employer’s choice as to whether they pay all holiday at this rate, or whether they pay the remaining 1.6 weeks at ‘basic’ rate only. The same rules would apply to any leavers, so calculations should be completed in the same way when an employee leaves the business. Further information is available here: https://ow.ly/h03250WPxig. n
submission deadline for that year. As a result, we didn’t initially submit a P11D for this employee as we didn’t think we needed to. How do we now proceed with submitting a P11D for the 2023/24 tax year? A: To fix an error, report benefits and expenses for earlier tax years or inform HMRC about any changes, the following correction forms must be completed: l https://ow.ly/qroE50WPxcL l https://ow.ly/KLU150WPxer. Examples to help with this process can be found here: https://ow.ly/kqvj50WPxfX. Holiday pay calculations for leavers Q: An employee recently left the company, and during their employment, they received the ‘normal’ rate of pay for any holiday they took. When their final pay was processed, outstanding holiday pay they were owed was paid at a ‘basic’ rate and not at the ‘normal’ rate. Should payments for outstanding holiday entitlement not taken upon leaving employment be paid at the ‘normal’ or ‘basic’ rate?
covering all items involved. Please see here for further information: https:// ow.ly/8AUH50WPx1u and https://ow.ly/ xRYt50WPx3Q.
How is tax and NI calculated on employee accommodation and travel costs relating to the Christmas party?
Submitting P11Ds for a previous tax year Q: We prepare annual P11Ds for directors and previously, an employee who was living in accommodation owned by the company. This employee left during tax year 2024/25. In tax year 2023/24, the company also covered the electricity costs for this employee. However, we were only made aware of this following the P11D
When an employee leaves a business, and they have outstanding holiday pay, how is the amount calculated?
NATIONAL PAYROLL WEEK 2025
Full coverage coming in November 2025 issue
Remember you can watch all
the free webinars from the
week at npw.org.uk
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| Professional in Payroll, Pensions and Reward |
Issue 114 | October 2025
MY CIPP
MY CIP
Tell us a little bit about your career and background so far. I officially started working at 16, working hard in bars and restaurants before moving into a more office-based role. After finishing school, I made the decision to skip university and jump straight into the world of work in pursuit of a role in marketing. Thanks to my sister, who worked at the CIPP at the time, I was informed of an administration role at the CIPP, which got my foot in the door. After a year or so in that role, an opportunity in the marketing team opened - the area I’d always aspired to work in - and I’ve been there ever since.
What does your role mean to you? I really enjoy my role, as I’ve always had a love for writing and creating content, which fits perfectly within a marketing career. What makes it even more rewarding is the passion of the people working in the payroll industry. Their enthusiasm for what they do makes it so much easier, and more fulfilling, for us to support them, because they genuinely value the services and resources we provide. That’s also why I really enjoy attending events on behalf of the CIPP. Meeting our members face-to-face, many of whom proudly #ChoosePayroll , is always inspiring. Seeing how dedicated they are and how much they value the profession reminds me why I love what I do and encourages me to keep playing my part in supporting them. Can you share a moment you’re particularly proud of during your time at the CIPP? One thing I’m always especially proud of is supporting our events team at the CIPP’s flagship event of the year – the Annual Conference and Exhibition (ACE). This year will be my fifth year as part of the operations team, helping to ensure the event runs smoothly and that our delegates have the most enjoyable and
beneficial experience possible. While each year brings new challenges, the sense of achievement is always just as rewarding. Working alongside my colleagues to deliver such a high-quality event and then seeing the positive impact it has on delegates is incredibly fulfilling. Watching ACE grow year-on-year has been amazing, and I’m excited to see it continue to flourish in the years ahead. Outside of work, what are some of your interests and hobbies? Outside of work, I have a love–hate relationship with my football team, Birmingham City. Things have been looking up in recent years, but we’ve certainly had our fair share of struggles in the past – the less said about those, the better! Another big passion of mine is live music. I’ve been attending festivals every year since I was 16 and have been lucky enough to see some incredible artists over the years. From the Arctic Monkeys, Elton John and many more when I was lucky enough to attend Glastonbury in 2023, to Oasis on their return tour at Heaton Park and Coldplay at Wembley Stadium, I’ve seen my fair share of concerts. Whether it’s travelling with a coach-full of mates or heading out with my girlfriend, it’s never too long before the next gig is in the diary. n
What are your priorities as marketing executive?
As marketing executive, my main priority lies with supporting the wider team of Sarah Winnett, Marketing Manager, Zoe Pope, Assistant Marketing Manager and Dipesh Pankhania, Marketing Coordinator, with the day-to-day tasks which fall under the marketing function. This includes creating and sending communications to payroll professionals, keeping them informed about our products and services and highlighting how the CIPP can support them throughout their careers. No two days are the same in the marketing team, and that variety is one of the things I enjoy most about my role.
| Professional in Payroll, Pensions and Reward | October 2025 | Issue 114 10
MY CIPP
CLIMATE CHANGE UPDATE
We’re ISO 14001 certified: A commitment to environmental excellence Integrating environmental practices across the Institute
Laura Bate ACIPP, CIPP Quality, Environment, Safety and Health Executive, talks through the latest ISO certification the Institute has achieved
I n April, the Institute achieved certification for ISO 14001 Environmental Management System (EMS) – the international standard which sets out the requirements for managing responsibilities in a systematic and effective way. This adds to our existing ISO 9001 Quality Management System. We now operate under an Integrated Management System, which seamlessly combines both standards. This milestone reflects our commitment to environmental responsibility, operational excellence and continual improvement. We’re proud that our practices meet the stringent requirements of these internationally recognised certifications, demonstrating our dedication to quality, sustainability and maintaining the highest standards in everything we do. Empowering our net zero journey The ISO 14001 certification confirms we have a formal system in place and that we take sustainability seriously. But it doesn’t stop there. Our commitment to environmental excellence is all about continual improvement. By identifying and managing environmental impacts such as waste and energy use, we’re continuously finding ways to improve our environmental performance by setting clear goals and targets. By being resilient and future-ready, we understand how our activities affect the environment. We monitor our progress and make necessary adjustments to mitigate environmental impacts, manage environmental risks and seize sustainability opportunities, through efficient resource use, waste reduction, educating our employees
and providing a strong commitment to climate action. We’re forward-thinking and dedicated to maintaining a positive reputation in addressing climate change and promoting sustainability. The EMS allows us to follow a structured framework, which helps us to identify, manage, monitor and mitigate any environmental issues. In terms of risk, we have an environmental risk assessment and gap analysis in place, which is reviewed annually and continuously monitored in line with our quality assurance and compliance processes. In the event of a natural disaster, we also have appropriate procedures in place. As an Institute, we ensure we’re complying with environmental laws and regulations and that we’re staying ahead of regulatory changes. For example, by recycling within our local area and ensuring the correct disposal of certain waste items such as personal waste, electronics, batteries and ink cartridges. Product lifecycles for each department are reviewed to ensure they’re resourcing sustainably, which includes exploring how products are being manufactured and delivered, the life expectancy and what will happen to the product once it’s reached its end of life. Future actions have been identified and are actively being pursued. At events, our items are sustainably resourced where possible, and we continue to work towards achieving our roadmap’s short, medium and long-term goals. We encourage the use of greener alternatives such as digital badges, e-certificates, online events, online training and remote proctored assessments. Our
employees are encouraged to limit travel to reduce our travel carbon emissions, to print less and to use e-tickets to reduce paper waste. Additionally, our carbon emissions are calculated annually per calendar year. Our calculation for 2024 identified our electricity usage decreased by 0.31 tCO3e, but our gas usage increased by 2.85tCO2e. There was a decrease in car mileage of 2.15 tCO2e and train and air travel at 1.64 tCO2e. Even though there was an increase in employees, our overall intensity ratio remained the same as 2023, at 0.34 tCO2r per individual. We regularly audit our internal departments and review our ‘climate action plan’ to ensure the correct procedures are in place, and to help departments improve their processes and approach to sustainability. The Institute is also a member of Climate Action for Associations (CAFA), a UK-based resource and membership network, which allows us to voice our current findings and seek further ways to improve our products, practices and services. We attend monthly meetings hosted by CAFA with other membership organisations, and CAFA supports us on our journey to net zero. Finally, we have a dedicated ‘green team’, who are always looking for improvements and creative ways to be environmentally friendly. ISO 14001 isn’t the end of our journey, but the start of a new beginning as we continue to strive for excellent results and our net zero target by 2035. n
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| Professional in Payroll, Pensions and Reward |
Issue 114 | October 2025
MY CIPP
Hear from the CIPP’s senior leadership team about the future direction of your Institute
A s we look ahead to the future of payroll, the CIPP remains steadfast in its commitment to championing, advancing and supporting you, our members, at the heart of everything we do. The landscape in which we work is evolving rapidly, shaped by digital transformation, rising expectations of professional standards and the increasing recognition of payroll as a critical strategic function. Against this backdrop, your Institute has been actively planning how we evolve with confidence, clarity and purpose. That’s why we’re proud to share our refreshed strategic direction for 2025 and beyond – a plan that not only reflects where we are but where we need to be: bold, visible, impactful and member- driven. This is more than a strategy document. It’s a commitment to being your membership organisation in the truest sense. Listening and leading Our 2026 financial year strategy builds on a process of consultation, collaboration and challenge, listening to members, volunteers, learners, staff and stakeholders. Through our ‘strategy steering group’, we reviewed over 300 ideas and prioritised
the most transformative opportunities. The result is a clear strategic canvas shaped around four core pillars: l collaborative impact l life-long learning l amplifying expertise l culture, governance and quality. Each pillar plays a vital role in ensuring we remain dynamic, inclusive and forward- looking, while delivering practical benefits to our members today. Let’s explore what this means for you. “Your Institute has been actively planning how we evolve with confidence, clarity and purpose” 1. Collaborative impact Extending our reach by working smarter and partnering wider. Payroll has influence far beyond the payslip, and we believe your membership organisation should reflect that. Through our ‘collaborative impact’ pillar, we’re building an ecosystem of partnerships
across the entire payroll spectrum: industry bodies, education providers, commercial vendors, Government and connected professions. We’re also focussed on growing the CIPP community, with a clear goal to reach 10,000 members by 2030. That’s not just a numbers game. It’s about growing together with purpose. We’re expanding access through new learner pathways, more flexible payment options and simplified joining routes. And we’re deepening partnerships with employers and training providers to embed membership into the full payroll career journey, from student to strategic leader. 2. Life-long learning From classroom to boardroom, supporting you at every stage. At the heart of your professional journey is learning, and we’re investing significantly to ensure our education offering evolves with you. We’re continuing to expand our portfolio to be more accessible, more flexible and more future-proof. That includes: l new levels in qualifications to span from welcoming new entrants to the
| Professional in Payroll, Pensions and Reward | October 2025 | Issue 114 12
MY CIPP
Shaping the future, together Your membership organisation: our shared direction
Adrian Goddard ACIPP Commercial Director
Jason Davenport MCIPP, MIoD Chief Executive Officer
Paul Elton MBA CMgr FCMI Operations Director
Jill Smith ChMCIPPdip Product Development Director
“You’ve told us you want the CIPP to lead the way in championing the profession, and we’re taking that seriously”
profession, to developing the most strategic payroll leaders l a digital-first approach to continuous professional development and microlearning. l continual refreshment of regulated qualifications at every level l the launch of the Learner Hub and automated tutor allocation. We’re also strengthening the links between education and membership. All qualification holders now hold CIPP membership and digital badges, ensuring ensuring they benefit from networking, resources and career support from day one. Our long-term vision includes introducing payroll into school curricula, expanding apprenticeship pathways and investing in tools powered by artificial intelligence, to help members map and progress their careers. Payroll is a career for life, and your Institute will be there every step of the way.
we’re making the case for payroll’s strategic value every day.
and that every member has confidence in how we operate. We’re also investing in quality at every level of the organisation. From updated appraisal frameworks to enhanced internal quality assurance processes, we’re embedding a culture of excellence across the Institute. Ultimately, our goal is to be recognised, not just as the respected voice in the profession, but as an employer and partner of choice. A place where people thrive. Looking ahead Everything we’re doing is rooted in one clear idea - that payroll matters, and so do the people who power it. As your membership organisation, our job is to create the space, support and opportunities for you to thrive, lead and elevate payroll. This strategy is bold and it’s built for you. Whether you’re a student starting out, a technician delivering pay with precision, a manager shaping policy or a director influencing strategy, your journey matters. We want you to see yourself in this vision, to challenge us and to walk alongside us as we shape the future of the profession, together. n
We’ll continue to provide members with regular, relevant and high-quality content to support career development and progression to leadership. And we’ll ensure CIPP voices are present not only in payroll spaces, but in wider human resources, finance and public policy conversations as well. We’re also investing in digital storytelling and new platforms to ensure we’re visible to future payroll professionals, students, career changers and employers alike. This includes growing our social media presence and launching new digital content formats. 4. Culture, governance and quality Creating the foundation of everything we do. To deliver on our ambitions, we must also build a resilient, inclusive and high- performing organisation. That means investing in our people, our processes and our platforms. We’re committed to ensuring our governance structures are transparent, professional and accountable,
3. Amplifying expertise Making payroll visible, respected and heard.
You’ve told us you want the CIPP to lead the way in championing the profession, and we’re taking that seriously. Through ‘amplifying expertise’, we’re increasing our presence across media, industry and Government. From policy engagement and expert analysis to national campaigns and public-facing commentary,
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| Professional in Payroll, Pensions and Reward |
Issue 114 | October 2025
MY CIPP
Your membership organisation: Why CIPP membership matters
Dawn Baxter MCMI ACIPP, CIPP Membership Manager, discusses why CIPP membership is imperative for payroll professionals both now and in the future
Why am I a member of the CIPP? It’s a question I often ask myself and one I want every member to reflect on. As membership manager, it’s vital for me to understand what you need, what you value and how we can ensure your membership continues to deliver quality and relevance for you. From our 2025 CIPP Annual Survey , we know the Advisory Service continues to be the number one rated benefit. That’s hardly surprising when you consider the depth of experience and knowledge the team holds. So often, members tell me: “I knew the answer, but I just needed to run
Membership as our North Star Membership is the foundation of the CIPP. It’s your voice, your platform, your advice, your community. Payroll has transformed dramatically in the past decade: automatic enrolment, real time information, furlough, technological change, complex holiday pay rulings, the list goes on. Through it all, the CIPP has been your constant: providing guidance, representation and assurance that the payroll profession is recognised at the highest levels. Payroll isn’t just numbers on a payslip. It’s putting food on the table, paying the
through it with someone who understands and empathises.” That’s the power of membership in action. But we’ve also heard your feedback: not everyone is clear on what grade of membership they hold, or what benefits they’re entitled to. Yes, we send our Maximising Your Membership emails, and we promote popular services like the BeKnowledgeable webinars, but it’s clear we can do more. That’s why we’re developing a new onboarding programme, so new members get a guided introduction to everything they can access.
| Professional in Payroll, Pensions and Reward | October 2025 | Issue 114 14
MY CIPP
rent, keeping the lights on. For businesses, it’s one of their biggest costs and a critical compliance responsibility. For the UK economy, it drives tax and National Insurance contributions. That’s why I believe every payroll professional should be part of the CIPP. “I believe every payroll professional should be part of the CIPP” Recognition that matters Membership is more than access to resources, it’s about recognition. Your designatory letters, your membership certificate and your digital badge all signal to colleagues, employers and stakeholders that you uphold the highest standards. That you’re committed to continuing professional development (CPD). That you’re bound by our Code of Conduct. I love seeing members proudly displaying certificates in their offices or
showcasing their new digital badges on LinkedIn and email signatures. These visible markers of professionalism really do matter. If you haven’t yet, I’d encourage you to share yours.
and personal life. And there’s more to come very soon!
Shaping the future, together What’s next? Growth. We want to see more payroll professionals joining our community and accessing the support they deserve. And that’s where you come in. Share your membership experience. Encourage your colleagues and stakeholders to join. Help us strengthen the profession by building awareness. We’ll also continue to seek your feedback, through the upcoming 2026 CIPP Annual Survey , through the Annual General Meeting and through the conversations we have with you every day. Your voice matters. Final thought To me, membership means passion, knowledge, commitment and community. On your own, you’re powerful. But together, through the CIPP, payroll professionals have a collective voice at the top table. One that cannot be ignored. So, let’s keep growing, keep supporting and keep showcasing why payroll truly is the profession that makes life happen. n
New ways to add value We’re always listening and adapting,
because your needs change and technology moves on. Two of the most exciting recent developments are: Digital badges Now available for all membership levels, offering verifiable, shareable recognition of your professional standing.
CIPP and IPPE support throughout students’ professional journeys
As part of the strategic vision of lifelong learning of the CIPP and IPPE, we’ve committed to supporting members at all stages of their journey. To enable this, membership is now a mandatory enrolment requirement for all IPPE qualifications.
These additions make membership even more valuable in both your professional
PAYROLL UPDATE
Did you know that there are over 170 pieces of legislation that can affect payroll processes? Keep your knowledge current and ensure your business is compliant, with our annual update course.
Now available face-to-face in Scotland, Wales and Northern Ireland
Book online at ippe.org.uk/training or scan below
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The CIPP payroll update training course is reviewed every two weeks * Correct at time of print and based on CIPP membership with eligible grade booking the online delivery of the course.
A subsidiary of the Chartered Institute
of Payroll Professionals
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| Professional in Payroll, Pensions and Reward |
Issue 114 | October 2025
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