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Everything’s ‘probably’ changing #PayrollReward18

Everything’s ‘probably’ changing #PayrollReward18

There will be no direct change immediately after Brexit as the Repeal Bill will bring everything we have taken on board from the EU into UK legislation. However, there might be changes afterwards.

Payroll at the forefront of the tax revolution #PayrollReward18

Payroll at the forefront of the tax revolution #PayrollReward18

The Payroll & Reward Conference gets underway later today at the Chelsea Harbour Hotel in London. Over the next two days Learn Payroll will be live blogging from the event to keep you abreast of the action and to highlight the key messages.

Let the fun begin! #PayrollReward18

Let the fun begin! #PayrollReward18

Neil Hollister, CEO of the Learn Centre and Luke Broadhurst, Managing Director at Reward Strategy have taken to the stage to welcome this year’s delegates to the conference.

The problem with OpRA

The problem with OpRA

Optional Remuneration Arrangements (OpRA) were introduced last April to make the taxation of Benefits in Kind (BiK) fairer. However, the practicalities of operating these arrangements are not always straightforward.

OpRA – a year on

OpRA – a year on

Some salary sacrifice schemes, cash allowances and cash alternatives now fall under the catchy heading of ‘Optional Remuneration Arrangements’ or OpRA for short. The government introduced OpRA to simplify the taxation of these arrangements and to make the system fairer, whether it has achieved this aim is subject to debate.

Edward Troup and Lindsay Melvin discuss payroll and reward

Edward Troup and Lindsay Melvin discuss payroll and reward

In the first of a number of short interviews, Lindsay Melvin, former CEO of the Chartered Institute of Payroll Professionals  (CIPP), interviews Edward Troup, former Executive Chair of HMRC.

Could the GDPR become the next PPI platform for a generation of lawyers?

Could the GDPR become the next PPI platform for a generation of lawyers?

The onerous penalties for non-compliance with the new General Data Protection Regulations – €20m or four per cent of annual turnover, whichever is the larger – have no doubt helped to focus the minds of senior management and to galvanise action around businesses in the UK.

However, we predict that they will not be the only potential legal cost of non-compliance with the GDPR requirements.

Make HR and payroll central to your GDPR planning

Make HR and payroll central to your GDPR planning

It is not too late to start planning and preparing for the introduction of the General Data Protection Regulation in May.

However, there is not much time. Unless you are an expert or an organisation that processes zero personal data (both of which are unlikely), if you haven’t already done so, start preparing immediately.

Morrisons’ case highlights GDPR risks

Morrisons’ case highlights GDPR risks

The payroll data leak at Morrisons ‘serves as a stark reminder of the financial and reputational issues at stake in the event of a data breach’ and, given the impending introduction of the General Data Protection Regulations (GDPR), highlights the need to have effective systems in place.

Concerns over gender pay gap compliance

Concerns over gender pay gap compliance

One in 10 employers will be unable to meet the deadline for reporting their gender pay gap, according to findings from RSM.

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