Written by Jack SImpson
Published on February 20, 2018

It may be hard to believe – but we are now well on the way to a new tax year once again, with the associated raft of legislative payroll, affecting how we manage payroll for our customers.

One such change which will come into effect not this April, but in April 2019, relates to how hourly paid work is represented on employee payslips. The substance of this change is that, from 6th April 2019, any worker paid on an hourly basis will be due a payslip showing the number of hours that they have worked.

There will be flexibility for the employer as to whether they specify a single number of hours worked – or whether they break this down into different categories of work (or levels of pay).

The government-driven change will empower workers to identify any non-compliance on the part of their employer, in relation to their National Minimum Wage and National Living Wage obligations. It will also act as a safeguard that allows employees to ‘sniff out’ any unpaid working hours.

However, the policy has prompted understandable concerns on the part of businesses, regarding how straightforwardly their payroll software can accommodate the new requirement and whether payroll processing will become more time-consuming as a result of it.

At Dataplan Payroll, we understand that, when a customer outsources their payroll, they want more time to focus on their core business function, with less time spent at their end monitoring the changing payroll landscape and managing their internal payroll. Accordingly, we take pride in our payroll software’s adaptability to government initiatives like the new requirements on hourly paid work – meaning that our clients need not fret about this, or any other, pending legal change, Dataplan will always have payroll changes covered as well as our customers backs.