April 21, 2020

COVID-19 and how it effects you as an Employer

You head is probably scrambled from all the government guidance and advice, whilst potentially being inundated with questions from your employees. The difficulty is that every scenario can be looked at differently and you should be careful when deciding how to deal with individual employees' circumstances.

The likelihood is that you have had to close your business due to the recent and ongoing pandemic. You will now be aware of various grants that may be available to you, with most of the rates grants already having been issued. You will have placed your employees on furlough, as there is currently no work available due to COVID-19. How have you dealt with this situation? You must have written to your employees stating they have been placed on furlough. This letter must have been agreed by both parties, the employer and the employee. If you have not yet done this, please do contact us for advice on how to move forward and ensure you are compliant with current guidance. When an employee does not agree with furlough, the situation can become difficult. Again, we can help and advise how best to communicate with your employee and to come to an arrangement. 

If you are continuing to trade and have had to cut hours or reduce the number of staff working on the premises, you must have written to those you have furloughed and the reasons for this. This letter to furlough acts as a temporary amendment to the contract. 

Coronavirus Job Retention Scheme

If you have furloughed employees, you are eligible to claim 80% of the wages paid to employees. This must be calculated using certain criteria and can vary depending on the employee. If you are yet to claim your refund for the wages you have paid since the date your employees have been furloughed, please contact us immediately as we can help you apply for that refund. Once we have PAYE authorisation to act on behalf of your company, we are able to have the refund processed and in to your bank account in 6 working days. The claim can be backdated and also preempt if you have a pay date within the next 14 days. 


Statutory Sick Pay 

You may have an employee who is on sick leave due to COVID-19. There are clear distinctions and criteria to ensure the employee is eligible for SSP and also that it is payable by the employer. You must assess the following;

  1. Has the employee themselves received a letter from the government and NHS stating they must not go to work, thy must shield at home for 12 weeks;

  2. Does the employee live with a family member or person whom has received the letter stated above;

  3.  Does the employee themselves have symptoms of COVID-19 / coronavirus;

  4. Does the employee live with someone whom has symptoms of COVID-19 / coronavirus;

  5. Is the employee refusing to come to work because they feel the workplace is not safe or they prefer to be at home

  6. The employee does not fit in any of the above but is refusing to come to work

It is important to assess the situation of the employee. They may be eligible to paid sick leave, leave but unpaid, or not entitled at all. 

If you have any questions in relation to the above, please do contact us on 01773 813562 or email 

March 30, 2020

New Tax Year Updates 2020/21

The Budget has recently been announced heavily focused on the current Coronavirus / COVID-19 situation. 

Statutory Sick Pay

Firstly, the sick pay rules will be temporarily changed so that Statutory Sick Pay is paid from day one, rather than day four. The weekly amount will continue to stay at £94.25 per week, rising to £95.85 per week from April 2020. 

This Statutory Sick Pay (SSP) can be reclaimed by small businesses with up to 250 employees. The procedure of how to claim back the full amount is yet to be revealed, but we are closely monitoring changes to report of the updates. 

Employment Allowance

Currently businesses can claim £3000 per annum to reduce their Class 1 National Insurance contributions. This will rise to £4000 from April, provided your Class 1 liability is below £100,000. Please note associated companies will be linked and therefore only one PAYE scheme can claim. For clarification on this, please do give us a call on 01773 813562. 

Company Cars and Vans

The company van benefit charge and the van and car fuel benefit charge will increase from the 6th April 2020 by the Consumer Price Index. This means that the flat-rate van benefit charge will increase to £3,490, car fuel benefit to £24,500 and the flat-rate van fuel benefit charge will increase to £666.

Off Payroll Working IR35

As this is an increasingly in depth topic at the moment, please see our News Updates page for more details. 

March 16, 2020

IR35: How am I effected?

What's this item about? What makes it interesting? Write a catchy description to grab your audience's attention...

February 27, 2019

National Minimum Wage Increase April 2019

It is that time of year again, the National Minimum Wage increase due in April 2019. Below we have listed the current rates and the rates from April 2019.

April 2018 - Current rates

Apprentice: £3.70

Under 18: £4.20

18 to 20: £5.90

21 to 24: £7.38

25 and over: £7.83

April 2019 - New rates

Apprentice: £3.90

Under 18: £4.35

18 to 20: £6.15

21 to 24: £7.70

25 and over: £8.21

If you need any advice on paying your employees, whether that be minimum wage paid employees and salary paid employees, please get in contact. It is around this time your salary paid employees may start to query their pay and the potential gap between those and the minimum wage paid employees.

Give us a call on 01773 813562 today.

January 16, 2019

Changes to contribution rates

Workplace pension contribution rates are set to increase from 6 April 2019. This means you will need to change the amount of contributions you pay for your workers. 

The new rates are as follows:

Employer contribution up to 3%

Employee contribution up to 5%

What do you need to do next?

You will need to ensure you collect and pay the correct contribution amounts in line with the new rates. You will also need to inform your workers of this change. We follow guidance from The Pensions Regulator to ensure that all our clients are compliant. Easypaye aims to do the following:

  • Ensure everything is in place to process the increases

  • Ensure the payroll software is up to date and can account for these changes

  • Provide you with communications for your employees if necessary to explain the changes

The Pensions Regulator states that if your pay day is in the pay period that crosses 6 April 2019 but falls before 6 April 2019, then the increase can be deferred until the next pay date.

If the pay day falls on or after 6 April 2019, then the increase applies from the pay period that crosses 6 April 2019. 

We will apply the new contribution rate to WHOLE EARNINGS PERIODS ONLY. This means you can avoid having to pay two contribution rates in one pay period. 

It is important to ensure that you are compliant with current legislation, so let us help you get ready for the new rates!

Please visit The Pension Regulator site for more information, or give us a call and we can go through any queries you may have. 

August 15, 2018

HMRC Employer Bulletin

The latest Employer Bulletin is now available. It provides employers and agents with the latest information on payroll topics.

The Bulletin is packed full of handy reminders and interesting articles on subjects that we may ‘think we know all there is to know’ – it is always worth taking a little time out of your busy schedule to read through the bulletin just to make sure.

The Employer bulletin: August 2018 contains articles on:

  • Reporting your payroll information accurately and on time

  • Irregular payments and completion of Full Payment Submissions

  • Starter Declaration on a Full Payment Submission (FPS)

  • PAYE Settlement Agreements and Scottish Income Tax

  • The National Living Wage and National Minimum Wage – are you paying the correct rate?

  • Advisory Electricity Rate for fully electric company cars

  • Welsh Rates of Income Tax

  • Construction Industry Scheme (CIS) webinars

  • Postgraduate Loans

  • Benefits and Expenses: Company cars

  • Tax avoidance loan schemes – settle now

  • Completing an EYU in respect of Employee’s National Insurance Contributions

  • Employment Income: Draft Legislation

  • Deadline for post-16 Child Benefit looms

July 12, 2018

Your Workforce, Their Payslip

From April 2019, the right to receive an itemised pay statement extends itself to all workers and not just 'employees.'

Many employees who use both workers and employees do not differentiate between the two types of employment status when it comes to providing payslips. However, for those that do and in particular those who do not issue pay statements or payslips to zero hour contract workers, this will ensure such workers do in fact receive a written itemised payslip. The purpose of this change is to increase transparency between you and your workers. 


Currently, a payslip must include an employee's gross amount of wages or salary, the fixed and/or variable deductions from that gross amount and subsequently, the net amount of wages or salary received. If the payslip you provide does not list the relevant deductions, you must provide a separate statement outlining the deductions and issue this at the same time if not before the payslip.


The Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) Order 2018 now requires employers to show the number of hours paid where a worker is paid on an hourly basis. The hours can be shown either:

  • As a total, combined number of hours worked

  • Or separate itemised figures for the different types of work at the different rates of pay.


Around 1.6 million time-paid employees currently do not receive payslips stating the number of hours they are being paid for.


For more information on how we can tailor make your employee payslips, please contact us via email; or call us on 01773 813562 today.

March 26, 2018

General data Protection Regulation (GDPR)

The new General Data Protection Regulation comes in to force from 25 May 2018. From this date, organisations which do not comply, may face heavy fines. 

What we can offer you;

  • We can provide your business with the relevant amendments to employee contracts to ensure your employees are aware of the GDPR changes, to ensure you comply with the regulations.

  • Polices and procedures for employees to follow. 

  • Online portal system for all employees to access payslips and reports safety and securely. 

  • Password protected reports sent via email.

Make sure you are compliant by following the link in the read more button. 

Contact us now on 01773 813562 for a free quotation on helping you become compliant. 

March 26, 2018

2018/19 Tax Year

The new tax year is approaching with new rates and new thresholds. Following the publication of the Finance Bill, HMRC's Software Developers Support Tea, (SDST) has provided the rates and thresholds for the 2018-19 tax year. 


Personal Allowance:



Standard tax code:



Higher rate threshold (rUK):



Income Tax rates (rUK):

Basic rate 20%                  £1 – 34,500

Higher rate 40%                £34,501 – 150,000

Additional rate 45%           £150,001 and above


Tax code uplifts:

• Suffix L:            11500 to 11850 = 350 increase, therefore uplift 35

• Suffix M:           12650 to 13035 = 385 increase, therefore uplift 39

• Suffix N:           10350 to 10665 = 315 increase, therefore uplift 31


National Minimum Wage (NMW) and National Living Wage (NLW) rates from 1 April 2018:

Aged 25 and above (NLW rate) - £7.83

Aged 21 to 24 inclusive - £7.38

Aged 18 to 20 inclusive - £5.90

Aged under 18 (above compulsory school leaving age) - £4.20

Apprentices aged under 19 - £3.70

Apprentices aged 19 and over (first year of apprenticeship) - £3.70


Student Loan thresholds:

Plan Type 1         £18,330

Plan Type 2         £25,000


Employment Allowance:



Apprenticeship Levy:

Allowance           £15,000

Rate                      0.5%

July 14, 2017

Contractor, Employee or Self Employed?

Are you unsure if you are self employed, a contractor or an employee?

A person is self-employed if they operate and run a business for themselves and take on full responsibility for either the success or failures it may incur. 

As a self-employed person, you will not be paid through a PAYE, and in turn will not be entitle to of the employment rights and responsibilities of an employee. 

Checks to look at to distinguish self-employed status;

  • operate a business for yourself and take responsibility for the success and failures

  • you can decide when to work, what you do and how you do it

  • you can hire another person to work on your behalf

  • your employer does not pay you based on how long the job takes, a fixed price is agreed for your work 

  • you use your own tools - the employer does not provide you with your tools and equipment

  • you are able to work for more than one client

A contractor can be self-employed, a worker or an employee if they work for a client and are employer by an agency.

The relative Construction Industry Scheme (CIS) applies for self-employed contractors and sub-contractors working within the construction industry. 

We can help you determine your status, your tax and national insurance liabilities and indeed take the head ache away from you! 

Give us a call on 01623 626159 for more information.

March 15, 2017

Spring Budget 2017 and how it affects you

The Spring Budget was released on the 8th March 2017. It outlined some key points to consider in regards to your payroll duties. 

Tax rates and thresholds:

The personal allowance increases to £11,500, rising to a targeted amount of £12,500 by 2020. 

Higher rate earners will benefit from an increase in threshold to £45,000 by April 2017.

The main rate of National Insurance contributions for the self-employed will increase. Currently, the self-employed may have to pay both Class 4 and Class 2 NICs;

Class 4 - at 9% and paid on profits between £8,060 and £43,000

Class 2 - paid on profits of £5,965 and above.

From 2018, Class 2 NICs will be no more! 

Class 4 NICs will raise to 10% in April 2018 and to 11% in April 2019.

These changes will only affect you if your profits are above £16,250.

If you would like to discuss any of the changes and how they may affect you please contact us today.

February 09, 2017

HMRC new rates and thresholds for 2017/18

HMRC has released the new rates and thresholds for the 2017/18 tax year. Use these rates when you operate your payroll or provide benefits and expenses to your employees. 

We can help you and your business implement all the new changes!

Don't get caught by IR35!

April 2017 brings new changes for the laws surrounding IR35. Are you a contractor? Do you work within the public sector through an agency? Do you operate a limited company?

Questions need to be considered on whether you are infact an employee or a contractor with current and new contracts moving forward. 

We can provide strategies to stay outside IR35 and off HMRC's radar


Contact us now for advise and information regarding IR35 and if rules apply to you.

June 28, 2016

Employers - Don't get caught in the False Self Assessment Trap!

Do you take on staff which claim to be self employed? Have they set up their own company but yet you still determine their schedules, have ultimate control over the work carried out? You could be in breach of employment law and face heavy fines. 

Contact us for advise about current and future employees and contracts.

May 09, 2016

Auto Enrolment - The fines are coming thick and fast!

More and more employers are being heavily fined for not adhering to the Auto Enrolment laws. The fines can range between £50 per day to a whopping £500 per day, determined by the number of employees you currently employ. Are you ready for AE? Have you got the tools in place to make the transition an easy one for you and your employees? 

Check out our AE page for more information on how we can help you.

April 19, 2016

Pay your employees on time!

Over a fifth of British workers claim bosses have failed to pay their wages on time, and have suffered financial losses as a result, according to a survey. Make sure you are on time with your employee payments.

Call us now to find out more.

April 08, 2016

When does overtime have to be included in holiday pay?

Overtime & Holiday pay covered! Does your employee usually work overtime? Is overtime a 'normal' part of your employee's working week? If the answer is yes, then overtime will need to be added to the calculation when working out an employees holiday pay entitlement. 

March 29, 2016

Student Loan Repayments - Guidance for Employers

If your employee doesn’t know which plan type they’re on, ask them to contact the Student Loan Company (SLC). If they’re still unable to confirm their plan type, start making deductions using plan type 1 until you receive further instructions from HMRC.

March 23, 2016

Are you ready for the new national living wage? From 1 April 2016 workers in the UK aged over 25 earning the minimum rate of £6.70 per hour will see a 50p increase.

Points to consider:

  1. Check you know who is eligible in your organisation.

  2. Take the appropriate payroll action.

  3. Let your staff know about their new pay rate.

  4. Check your staff under 25 are earning at least the right rate of National Minimum Wage.

January 12, 2016

Nearly half of employers who must set up a pension scheme for their staff in the next two years are confused about their responsibilities, a survey says.

Since 2012, 5.4 million workers have been signed up to a workplace pension under the auto-enrolment programme.

January 01, 2016

Automatic enrolment & non compliance | The Pensions Regulator


There are certain employer duties you must comply with. If you fail to comply with your duties, we may take enforcement action and issue a notice and / or a penalty.




We can issue a civil penalty for cases where you fail to pay contributions due. This is a financial penalty of up to £5,000 for individuals and up to £50,000 for organisations.


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77 High Street 

South Normanton 


DE55 2BP


Monday - Friday 

9am to 6pm


Tel: 01773 813562


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