Copyright © 2024 Thesaurus Software Ltd T/A Bright Software Group.
Unit 35 Duleek Business Park, Duleek, County Meath, A92 N15E, Ireland
[email protected] 01 8352074Mar 2017
20
Almost all welfare benefits and state pensions are to be increased in 2017.
The maximum weekly Illness Benefit payment will increase by €5.00 from €188 to €193 per week from week commencing 13 March 2017.
Illness benefit is considered as income for tax purposes and thus needs to be taken into account for PAYE purposes by an employer. It remains exempt from USC & PRSI.
No payment is made for the first six days of illness and for any Sunday.
Thesaurus Payroll Manager will automatically apply the increased rate of €193 per week as soon as Week 12 is reached in the software, which users should be aware of. Further information on how to process illness benefit in Payroll Manager can be found here:
In addition, standard Maternity and Paternity payments will increase from €230 to €235 per week from 13 March 2017. These are both taxable sources of income but aren’t liable to USC or PRSI. Unlike illness benefit, however, an employer must not tax these benefits through payroll. Instead, the Revenue will tax Maternity and Paternity Benefit via the employee’s tax credit Certificate by reducing the employee's SRCOP and tax credit on receipt of information from the Department of Social Protection.
Feb 2017
14
Employers – the P35 deadline is fast approaching, the deadline is February 15th. (Or 46 days after the cessation of the business) Failure to make a P35 return by this date may result in a fine.
The deadline for an employer who pays and files electronically via Revenue Online Services (ROS) is extended to the 23rd of February.
To view our online documentation for preparing and submitting your P35 to ROS via Thesaurus Payroll Manager or BrightPay please click on the links below:
Thesaurus Payroll Manager:
https://www.thesaurus.ie/docs/2016/year-end/preparing-the-ros-p35-file/
https://www.thesaurus.ie/docs/2016/year-end/submitting-the-ros-p35/
BrightPay:
https://www.brightpay.ie/docs/2016/year-end/preparing-a-p35-ros-file/
https://www.brightpay.ie/docs/2016/year-end/submitting-a-p35-to-ros/
Oct 2016
20
The controversial JobBridge scheme, brought in in 2011 as an initiative to help the unemployed get work experience, will be wound down from this Friday, Minister for Social Protection, Leo Varadkar has announced.
The minister said that those on the scheme currently would be able to finish their internship but that a new scheme will take place of the scheme going forward. The new employment scheme will be introduced for jobseekers in late 2017.
The new scheme will likely have employers making some form of contribution for being included in the scheme which will reduce the possibility of exploitation of the scheme and the new scheme will see jobseekers earning at least the minimum wage.
Some jobseekers on the JobBridge scheme were felt to have been exploited by some companies and that along with the small top-up payment of just €52 per week, led to heavy criticism from the beginning by certain groups and political parties.
A report launched by Indecon International Research Economists found that the scheme had been successful in helping people return to the job market. Over 10,500 interns who had gone through the JobBridge scheme took part in a survey for the report. In total, 64.2% of people who had gone through the scheme were now employed. In terms of intern satisfaction, the responses varied under different aspects. However, over half of those surveyed were dissatisfied with the value of the JobBridge top up payment, and three out of 10 didn’t believe the scheme met their expectations.
Oct 2016
20
As part of Budget 2017, a new €35m Single Affordable Child Care Subsidy Scheme will be introduced in September 2017. It is designed to provide parental means-tested subsidies, towards the cost of childcare for children aged six months to 15 years and universal subsidies of up to €80 a month or €900 a year for all children aged between six months and three years. This scheme will replace the existing subsidy schemes – including the Community Childcare Subvention Programme, After-School Child Care Scheme and the Childcare Education and Training Support Programme. As a result, all families, no matter what their income levels, will be entitled to as much as €900 a year, if the child is in 40 hours per week of childcare. The payment will apply on a pro-rata basis of a State subsidy of 50 cent an hour of childcare and will be paid directly to the childcare provider. International research confirms that access to high quality and affordable childcare is particularly important and beneficial for children from lower income families.
In addition to the childcare package, €86m extra has been provided in respect of the full year costs of the extended Early Childhood Care and Education Scheme (ECCE), the free pre-school scheme, and the roll out of the Access and Inclusion Model, or AIM, to enable children with disabilities to participate in pre-school education.
Oct 2016
12
No changes have been made to SRCOPs, tax credits or PRSI classes. Emergency basis will also remain unchanged.
USC (Universal Social Charge: No changes were made to the USC exemption threshold of €13,000. The 1%, 3% and 5.5% rates have been reduced by 0.5% to 0.5%, 2.5% and 5% respectively. There has been no change to the 8% rate of USC. In addition the Rate 2 COP has been increased from €18,668 to €18,772.
Medical card holders and individuals aged 70 years and over whose aggregate income does not exceed €60,000 will pay a maximum rate of 2.5%. The rate of 8% USC will continue to apply under the Emergency Basis.
Minimum Wage:
The National Minimum Wage will increase from €9.15 gross per working hour to €9.25 gross per working hour.
• Workers under age 18 will be entitled to €6.48 (currently €6.41) per working hour.
• Workers in the first year of employment over the age of 18 will be entitled to €7.40 (currently €7.32) per working hour. Workers in the second year of employment over the age of 18 will be entitled to €8.33 (currently €8.24) per working hour.
Minimum wage for trainees:
Employee aged over 18, in structured training during working hours:
• 1st one third of course will increase to €6.94 (currently €6.86),
• 2nd third of course will increase to €7.40 (currently €7.32) 3rd part of course €8.33 (currently €8.24).
PRD (Pension Related Deduction)
Budget 2017 did not make any change to the rates and thresholds for PRD.
However, the Financial Emergency Measures in the Public Interest Bill 2015 provides for the following changes:
• From 1st January 2017, the exemption threshold will increase from €26,083 to €28,750. 10% PRD will apply to earnings between €28,750 and €60,000, and 10.5% PRD will apply to any earnings in excess of €60,000.
PRSI
There were no changes to PRSI.
Jun 2016
20
Over the next number of weeks we are going to look at Working Time Protected Leave legislation in Ireland, this legislation is in place to protect employees and includes leave such as; Maternity Leave, Paternity Leave, Adoption Leave, Carer’s Leave, Parental Leave & Force Majeure Leave. Today we will start with Paternity Leave.
In last year’s budget, the Fine Gael-Labour coalition had agreed to legislate to allow for fathers/partners to take two weeks’ paid paternal leave. The legislation will allow fathers to take the leave at any stage within 26 weeks of the birth or placement of the child in adoption situations.
The new legislation is due to come into force in September this year and when it does it will mean that for the first time in history, the role of fathers in postnatal care will be formally recognized on our little island. From September, every employer in Ireland must offer new fathers/partners two weeks’ paternity leave following the birth of a child. The state will pay fathers €460 for the leave, which is in line with current maternity pay. However, as with the Maternity pay, employers are under no obligation to pay the father while they are out on Paternity Leave. Remember to update your company handbook to include a policy for the new Paternity Leave when it does come in.
Great though it is to finally have some leave in place for fathers, we still have a long way to go before reaching the dizzy heights of paternity leave Scandinavian-style, where the model is usually one of paid parental leave to be shared between both parents, with some non-transferable months. In Sweden for example, parents can take up to sixteen months of leave, paid up to 80% of salary (with a cap of €4,000 per month). Our closest neighbours in the UK allow 2 weeks paid Paternity Leave but have also introduced “Shared Parental Leave” of up to 52 weeks after the birth/placement of a child which can be shared between both parents. Ireland, generally comes bottom of the European table in terms of family leave, so Paternity Leave, even at just 2 weeks is very welcome.
Jan 2016
1
The new hourly rate represents an increase of 50c on the previous figure and is the second increase to the minimum wage since 2011. Alongside the hourly pay increase, employer PRSI thresholds are being adjusted from 1 January to ensure that an increased PRSI burden does not fall on minimum wage employers.
Minimum Wage for Trainees:
Employee aged over 18, in structured training during working hours
Sep 2015
1
1. Know exactly what you are looking for in a candidate
Before making a hire, you should have a clear idea of what you want from your new employee. Profile to make sure that you get a true reflection of the interviewee, they should be well prepared and confident. If they are nervous you may not see what they can bring to your organisation. Therefore, make sure that all applicants know what to expect. Will there be 1 interview or 2? Will there be an assessment or a presentation? If the applicants are prepared they will feel more relaxed and at ease. Profile your ideal candidate so you can then target your search more effectively. This can be done by looking at your best employees and what makes them successful. When it comes to interviewing candidates have specific questions prepared that prove they are the correct person for the job.
2. Don’t rush the hiring process
Don't rush the process. Take the time to find a candidate with the right skill set and experience level. If you are eager to fill a vacancy, it’s easy to rush the hiring process. However quick fixes rarely work out and it you are in any way doubtful of a candidate trust your gut and do not hire them. Recruitment must be focused on the long-term benefits for your company. A bad hiring decision means you are likely to fill a position twice before finding the correct person.
3. Widen your search criteria
Think outside the box when seeking job applicants. Don’t just rely on job boards. While they have their value, it’s worth extending your search beyond these. Social media gives companies a low-cost way to publicize jobs to thousands or millions of people. Instead of blasting out job ads on your company’s main Twitter feed, Facebook page or LinkedIn profile, set up a separate page that is dedicated to career seekers. You’ll get better returns, and avoid spamming your followers with irrelevant information.
On Facebook, for example, companies can create a separate “jobs” tab on the main company page. This strategy allows you to target open positions only at candidates who are actively looking for a new job. LinkedIn, on the other hand, can help you generate targeted leads by utilizing current employees as brand ambassadors. Ask employees to promote job positions on their own pages to extend your reach to candidates in the same industry or with the same skill set.
4. Give a comprehensive job description and company profile
A clear and comprehensive job description is key to attracting candidates who fit well with the role you’re working to fill. Before embarking on this process, you will need to have developed a clear sense of the role, responsibilities, and qualifications for the position you wish to fill. Once your team has clarified these dimensions, you can begin to craft the job description.
5. The most experienced may not be the best fit for your company
While you want to employ someone who can hit the ground running, the candidate with the most experience isn’t automatically a better hire than someone more junior. Those falling short on experience are often seeking a new challenge and are enthusiastic to prove themselves. Bear this in mind and that it may be worth your while to hire on potential rather than experience.
Aug 2015
6
With effect from 1st August 2015, employees will be able to accrue annual leave while they are on long-term sick leave. This new measure brings the Organisation of Working Time Act into line with recent rulings of the Court of Justice of the EU, giving workers in Ireland the same rights as everybody all over Europe.
Under the new changes, an annual leave carry-over period of 15 months after a leave year will apply to those employees who could not, due to illness, take annual leave during the relevant leave year or during the normal carry-over period of six months.
In addition, if a worker's employment is terminated, payment in lieu of untaken accrued annual leave will apply to leave which was untaken as a result of illness in circumstances where the employee leaves the employment within a period of 15 months following the end of the leave year during which the statutory leave entitlement accrued.
Jul 2015
8
Creditors will be allowed to apply to the District Court for debts to be recovered by either attachment of earnings or deductions from social welfare payments under the terms of a Bill to be published by the Government recently.
The Minister's statement said the new Bill seeks to implement a number of recommendations of a 2010 Law Reform Commission report and provides access to new district court procedures to deal with certain debts where debtors "won't pay".
The debts covered are above €500 and less than €4,000 in value.
The statement says a creditor will continue to be obliged to obtain a judgment debt order from the district court, which establishes that there is an enforceable debt.
However, the new Bill will add he possibility of getting a district court to enforce the debt by means of either attachment of earnings or deductions from social welfare payments, as appropriate.
Ms Fitzgerald said the new options will be primarily of use to small businesses, tradespeople and the self-employed and utilities like Irish Water trying to recover debts from those who can afford to pay, but won't pay Consumer debts owed to financial institutions or licensed moneylenders and arising from loans are excluded. She said there are also very specific court-based protections for debtors who cannot pay.
Copyright © 2024 Thesaurus Software Ltd T/A Bright Software Group.
Unit 35 Duleek Business Park, Duleek, County Meath, A92 N15E, Ireland
[email protected] 01 8352074