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Salvo Global Announces Technical Talent Management Masterclass

30th-31st Oct 2008 “A two day workshop examining theoretical and global best practices in recruiting, developing, retaining and positioning the best technical and professional workers” Hong Kong - Salvo’s Technical Talent Management Workshop is organized to help organizations attract, develop, retain and transfer the knowledge of the best High Professional (HiPro) workers. HiPros’s are the “go to” people, the in-house experts on business processes, problems, customers or issues. Successful organizations of the future will not be those with the most advanced technology or the most liquid capital, but rather those that systematically and efficiently manage and develop its talent – especially technical talent – to gain and sustain competitive advantage. Technical Talent Management is seen as strategic by senior leaders, especially in an age where workforce demographics in nearly 85% of the world’s developed nations will drive demand for top talent on a global scale to record levels. Due to continuous decline, the necessity for increased engagement between employees and management in Asia is becoming more and more pronounced. The masterclass combines case studies and discussion sessions that provide participants with a framework to analyze and review its applications towards their organization. Participants would include individuals involved in employee recruitment and training, HR planning and development, succession planning, staff retention and all related fields. High-level management will also greatly benefit from participating in this platform. Our Trainer is recognized as one of the top three most established names in the field of human resource and currently heads the #1-ranked graduate program in HRD in the United States. As President of his own consultancy, he has worked with over 30 multinational corporations including heavyweights such as Ford Motor Company, Citigroup, Motorola University, Sony, DST Group, US Postal Service, General Motors, Bank Negara Malaysia, Information Ministry of the Republic of China and many more. Past involvements include heading a wholly-owned Fortune 48 corporation as Assistant VP and Management Development Director as well holding prominent positions with the American Society of Training and Development. Information on the program can be found at Do check the site regularly for any updates. Salvo provides cutting edge business knowledge and strategic networking through events like training and conferences. We organize largely public corporate events and attendees are generally senior decision makers (C-level, Directors, GM’s. senior managers, etc) from the larger companies (MNC’s or local companies) in Asia Pacific. Salvo covers full Production, Promotion and Delivery of events. Our strengths lies with our capacity in identifying relevant topics as well as our massive network of companies located within Asia and their representative key decision makers.  Visit for more information. For information contact: Silvia Anastasia Berg Telephone:+65 6297 8545 Facsimile:+65 6336 1716 Email JLIB_HTML_CLOAKING

P46 PAYE Procedures - Samples of new 2009/10 available to view

HMRC is introducing two additional P46 forms from 6 April 2009:
  • the P46(Pen) Notification of pension starting will be used for new pensioners, and
  • the P46(Expat) Employee seconded to work in the UK will be used for, among others, foreign nationals who are seconded to work in the UK, while remaining employed by an overseas employer.
Sample copies of these new forms have been made available to payroll software developers and they provide a clear indication of how the forms will be used. P46(Pen) Notification of pension starting The P46(Pen) is a new single-page paper form, replacing form P160, for use by pension payers where
  • no P45 is completed because the pension payer was the pensioner’s employer immediately before retirement, or
  • otherwise, a new pensioner does not provide a form P45 (instead of a P46).
The paper form is the equivalent of the existing online PENNOT pension notification. The online version of the form will continue to be known as “PENNOT” and must be used by employers with 50 or more employees. The pension payer must provide, among other information,
  • the pensioner’s name and address, NI number, date of birth and gender, and whether the pension is being paid to a beneficiary of a pensioner who has died
  • details of the pension or other payment being made, including the name and address of the employer, the employer’s PAYE reference, the annual amount of the pension and the date payment started, and the tax code allocated
  • previous employment details, if applicable, including the name of the previous employer, date of leaving, total pay and tax to date, the tax code applied and the week or month number.
Guidance on completing the form and what tax code the pension payer should allocate will be included in the E13(2009) booklet. A copy of the information provided on the completed form must also be given to the pensioner (not necessarily a copy of the completed form). P46(Expat) Employee seconded to work in the UK The P46(Expat) is a new double-sided paper form and will be completed by employees who have been seconded to work in the UK. Such employees include
  • individuals working wholly or partly in the UK for a UK resident employer on assignment whilst remaining employed by an overseas employer
  • individuals assigned to work wholly or partly in the UK at a recognised branch of their overseas employer’s business
  • all individuals included by an employer within a dedicated expatriate scheme
  • all individuals included by an employer within an expatriate modified PAYE scheme.
The information that must be provided on the paper form may also be filed online but online filing is a requirement for employers with 50 or more employees. The form looks very similar to the standard P46. Section One is completed by the employee; Section Two is completed by the employer. The form even has three boxes, A to C, for the employees to indicate their current circumstances. However, there is also a box to tick if the employee is a European Economic Area or Commonwealth citizen. The employer uses the box letter chosen to allocate the appropriate tax code, as follows:
  • If the employer is a European Economic Area or Commonwealth citizen, the tax code to be applied, irrespective of any ticks in boxes A to C, is the emergency tax code on a cumulative basis
  • Box A is ticked if the employee intends to live in the UK for more than 6 months – the tax code to be applied is the emergency code on a cumulative basis
  • Box B is ticked if the employee intends to live in the UK for less than 6 months – the tax code to be applied is the emergency code on a non-cumulative basis
  • Box C is ticked if the employee will be working for the employer both inside and outside the UK, but will be living abroad – the tax code to be applied is the emergency code on a non-cumulative basis.
There is also a Box D for the employee to indicate if a UK student loan in being repaid, although it does not apply in Scotland. Employers who file online will be permitted to obtain the P46(Expat) information from an employee electronically provided that:
  • the new employee supplying the information electronically provides exactly the same information as required by the paper form,
  • the employer puts in place adequate safeguards which would confirm that it was the in-bound Expat, and no one else, who had provided the information, and
  • an adequate audit trail is maintained and is available to HMRC in support of any future query or compliance visit.
This new form may not be used by employers who are employing migrant workers and, as a result, the paper form will not be made available from the Employer Orderline. Employers will be able to download the paper form from HMRC’s website, using a link that will be provided in booklet CWG2(2009) Employer Further Guide to PAYE and NICs. Further information: Form P46(Pen) Form P46(Expat)
The UK Payroll News is sponsored by HRD & Payroll Solutions

Employer-Provided Child Care - Changes to the definition of “qualifying child care”

Last week’s news item on this subject described the changes that have been made to the definition of “qualifying child care” for the purposes of the limited tax exemption for employer-contracted child care and the provision of childcare vouchers. We made reference to HMRC’s booklet E18 How to help your employees with childcare as a source of guidance on what is and is not “qualifying child care”. We have been reminded by a correspondent that the current booklet E18 is dated 2006 and the guidance it contains is out-of-date. We understand that HMRC intends to update and reissue it during the autumn. In the meantime, the only up-to-date guidance on what constitutes “qualified child care” is to be found in tax credit booklet WTC5 Help with the costs of childcare, from page 5 onwards. It is dated June 2008 so does not yet include the latest changes. Further information: WTC5 Help with the costs of childcare
The UK Payroll News is sponsored by HRD & Payroll Solutions

International Employment - Current programme for Double Taxation Conventions

HMRC has published details of the government’s current programme and priorities for Double Taxation Conventions (DTCs) for the year to 31 March 2009. The key points are:
  • Work should be completed on new DTCs with the Netherlands, Ethiopia, Libya and Thailand; and on Tax Information Agreements with Brazil, Jersey, Guernsey, Isle of Man and the British Virgin Islands.
  • Negotiation are continuing with China, US, Spain, Belgium, Luxembourg and Hungary.
  • Negotiations are planned to start with Australia, Canada, Israel and Spain.
Further information: Double Taxation Conventions
The UK Payroll News is sponsored by HRD & Payroll Solutions

Republic of Ireland: Labour Court - New Orders affecting minimum pay and conditions

Following enquiries may by the Labour Court into the proposal to replace the four Joint Labour Committees (JLCs) in the clothing industry with a single JLC, the necessary Orders have been made to establish the Joint Labour Committee for the Clothing Sector from 26 August 2008.  Four corresponding Orders have also been made to abolish the JLCs for Tailoring, Shirtmaking, Women’s Clothing and Millinery, and Handkerchief and Household Piece Goods. Further information: Iris Oifigiúil of 22 August 2008
The UK Payroll News is sponsored by HRD & Payroll Solutions

Employer-Provided Child Care - Changes to the definition of “qualifying child care”

Where the qualifying conditions are met, employers are able to provide childcare benefits that enjoy full or partial tax exemption, namely
  • childcare facilities on the employer’s premises
  • childcare facilities contracted by the employer off-site
  • childcare vouchers.
In the case of the second and third of these provisions, which enjoy a limited tax exemption of up to £55 per week, one of the key, and most complex, qualifying conditions is that the childcare contracted by the employer, and the childcare that may be obtained by the use of childcare vouchers, must be “qualifying child care”.  What constitutes “qualifying child care” is detailed in the tax legislation and is different for each country of the United Kingdom. The definition of “qualifying child care” is being amended from 1 September 2008 to reflect changes that are also being made to the Working Tax Credit Regulations. In particular, “qualifying child care”
  • no longer includes care provided in an appropriate children’s home, a care home, as a patient in a hospital and in a residential family centre (in England)
  • but does include
    • care provided by or under the direction of the proprietor of a school on the school premises (in England),
    • care provided by foster parents other than to children that they are fostering (in England and Wales).
More detailed guidance on qualifying child care is provided in HMRC’s E18 booklet. Further information: The Income Tax (Qualifying Child Care) Regulations 2008 Explanatory memorandum to the Income Tax (Qualifying Child Care) Regulations 2008 View the previous news item for Childcare
The UK Payroll News is sponsored by HRD & Payroll Solutions

NICs Recording 2009/10 - HMRC publishes sample P11 and P14 forms

For the particular benefit of payroll system developers, HMRC has published samples of the P11 and P14/P60 forms that will be used for the 2009/10 tax year.  They reveal the way in which NICs will be recorded and reported following the introduction, from April 2009, of the “upper accrual point” (UAP).  The UAP is the new fixed-value threshold that lies between the earnings threshold (ET) and the upper earnings limit (UEL). The NICs and statutory payment “column” references will be as follows: 1a    Earnings at the LEL (where earnings are equal to or exceed the LEL) 1b    Earnings above the LEL, up to and including the ET 1c    Earnings above the ET, up to and including the UAP 1d    Earnings above the UAP, up to and including the UEL 1e    Total of employee’s and employer’s contributions 1f     Employee’s contributions on all earnings above the ET 1g    SSP paid to employee in the week or month 1h    SMP paid to employee in the week or month 1i    SPP paid to employee in the week or month 1j    SAP paid to employee in the week or month 1k    Student Loan Deductions Further information: Online Services: draft versions of PAYE forms
The UK Payroll News is sponsored by HRD & Payroll Solutions

Maternity and Adoption Rights - New guidance from Business Link

The Business Link website, operated by the Department for Business, Enterprise and Regulatory Reform, has been updated with guidance on the changes to maternity and adoption rights from October 2008.  It includes information about employees’ rights to receive contractual benefits during additional maternity or adoption leave and the restricted right to continued pension contributions during paid maternity or adoption leave. Further information: Maternity leave and pay
The UK Payroll News is sponsored by HRD & Payroll Solutions

Agricultural Minimum Wages - Increased rates in Scotland from October 2008

The Scottish Agricultural Wages Board has confirmed an increase of 24p per hour for agricultural workers with more than 26 weeks’ continuous employment from 1 October 2008. The Board met on 30 July 2008. As no written representations against its proposals for change had been received, the Board agreed that a new Wages Order will come into effect on 1 October 2008. Details of the award are as follows:
  • £5.73 per hour for those in the first 26 weeks of employment
  • £6.20 for those employed for more than 26 weeks by the same employer
  • an additional £0.94 per hour for workers with appropriate qualifications
  • the dog allowance will increase to £4.71 per week for each dog up to a maximum of four dogs
  • employers may deduct up to £4.46 per day from wages in the first 26 weeks of employment to cover living accommodation, other than a house.
Further information Increase in agricultural minimum wage
The UK Payroll News is sponsored by HRD & Payroll Solutions

Personal Allowance Increase in September 2008 - New documents and booklets available

The increased personal allowance comes into effect from paydays falling on or after 7 September.  The following new documents and booklets that reflect this change are now available to download from HMRC’s website: P7X    Tax codes from 7 September 2008 E12    PAYE & NICs rates and limits for 2008-2009 E13    Day-to-day payroll PAYE Taxable Pay Tables: Calculator Method PAYE Taxable Pay Tables: Manual Method Further information: Employer Orderline - Download Area and Online Order Form
The UK Payroll News is sponsored by HRD & Payroll Solutions
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