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You spoke, we listened, change happened
Join Samantha O’Sullivan Chartered FCIPPdip, CIPP Policy and Advisory Lead, in the celebrations! It’s now been confirmed HM Revenue and Customs (HMRC) will no longer require more detailed information regarding employee hours worked through real time information (RTI) submissions from April 2026
I mproving the data HMRC collects has been an ongoing discussion since 2022, and one which the Policy Team and you, our members, have been eagerly involved with. Lora Murphy and Sam provided an update on the team’s work so far in a previous issue of Professional , which you can read in your printed issue 97 (February 2024) or view online here: https://ow.ly/HmJs50SpW5U. There’s also a further update from the Policy and Research Team in your printed issue 103 (September 2024) or you can view online here: https://ow.ly/s3OG50USbYK. Let’s start with the good news… The Policy Team has been so ingrained in work regarding this policy matter since the start of the conversation three years ago now. It’s been at the heart of ongoing
conversations we’ve had with you, our members, and has featured in most of the updates we’ve provided. But now we have a complete change in direction, with an update which was announced on 28 January 2025 in an email to software developers, and members of the Employment and Payroll Group (one of HMRC’s stakeholder engagement forums). The announcement was as follows: “Employers will no longer be required to provide more detailed employee hours data through pay as you earn (PAYE) RTI returns from April 2026 as previously proposed. The government has listened to feedback and acknowledges the potential administrative burden highlighted by businesses. Therefore, the draft Income Tax (Pay As You Earn) (Amendment) Regulations 2024 intended
to bring in these new requirements will not be progressed further. The current requirement for employers to report normal hours worked will continue. “The government remains committed to data transformation and will continue to focus on other initiatives delivering improved data, including making tax digital for income tax self-assessment, digitalising business rates and investing in our IT infrastructure.” The team had ongoing conversations with HMRC regarding ways the CIPP could support industry and employers in preparing for these changes Before the announcement of the new requirement being scrapped, the Policy Team had offered to send joint branded communications to all UK-registered employers to advise on how to prepare
| Professional in Payroll, Pensions and Reward | April 2025 | Issue 109 56
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