Failure to access and action these reports within the stated time frame will mean that payments to accounts, or collections against them may be unsuccessful in the future, which could result in problems relating to failed payments, or unpaid Direct Debits. Both outcomes could potentially lead to increased costs for businesses or unhappy customers, suppliers, and / or employees. As many staff are working remotely, in a bid to prevent the spread of coronavirus, there have been many challenges to standard working practices. The advice provided is that businesses should monitor who can access these reports to ensure that, if key staff members are unavailable, the reports can still be accessed and actioned in their absence. Businesses should also check that staff can access the reports when working remotely as well as when working in the office.
For businesses who use the services of a bureau, they should liaise with them to confirm whose responsibility it is to access and action reports.
To access reports, there are a variety of methods:
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Via Payment Services Website (PSW)
Via Bactsel-IP software
Via Hardware Security Module (HSM)
Regardless of which process is used to access reports, users must remember to ensure to keep their colleagues’ contact details up-to-date.
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OVO energy reports a mean gender pay gap of 20.1% for average hour pay as at April 2019 15 July 2020 The Gender Pay Gap reporting regulations requires any organisation with 250 or more employees to submit and publish the difference in mean and median hourly rates of pay for both male and female full-time employees, the gap in male and female’s mean and median bonus pay, the proportions of male and females who were awarded bonus pay and the proportions of male and female full-time employers in the lower, lower-middle and upper quartile pay. Due to the Coronavirus pandemic, the regulations over reporting gender pay gap figures for the year 2019/20 were suspended to help ease the pressure of business during this trying time. Although the mandatory reporting deadlines were suspended, organisations could still voluntarily submit their figures and findings.
One of those organisations was Ovo Energy who ordinarily would have had to of reported their gender pay gap figures inline with the government’s reporting regulations due to currently having 2,000 employees.
Ovo Energy reported that their median gender pay gap was 9.6%, as at April 2019 and on average, women earn 90p compared to every £1 that their male equivalents earn.
Its median gender pay gap for bonuses paid out throughout the reporting period was 14.7%. When compared with their figures for 2018, this showed a decrease on the 19.7% gap. The mean gender pay gap for bonus payments was 28.6% and in 2018 was 26%. Across the reporting period, 87.5% of female employees and 84.3% of male employees had received bonus payments. At Ovo Energy, 26% of employees in the highest pay quartile are female, with 42% in the second quartile, 44% in the third quartile and 44% in the lowest pay quartile.
Adrian Letts, chief executive at Ovo Retail, said:
“ We’re aware of our gender pay gap and feel passionate about being an inclusive place to work. This year we celebrated International Women’s Day and hosted a panel session around the theme ‘Equality needs everyone’. This was streamed live across all offices, giving our team an important update on the powerful women pledge: our commitment to increasing women’s representation in leadership.
The Chartered Institute of Payroll Professionals
Payroll: need to know
cipp.org.uk
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