Professional May 2020

Professional May 2020

in Payroll, Pensions & Reward PROFESSI NAL Issue 60 May 2020 Official publication of The Chartered Institute of Payroll Professionals

Reward strategies

Payslip statistics report Charting evolution

When we were young A force of nature

Being payroll It’s in our blood

CIPP UPDATE | POLICY HUB | PERSONAL DEVELOPMENT

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“Coming together is a beginning; keeping together is progress; working together is success.” Edward Everett Hale (1822–1909) (https://bit.ly/3b7fI5F)

It is surely a remarkable achievement that HMRC has built (and hopefully

real time information via PAYE. Payroll professionals and the industry continue to discharge onerous statutory obligations which include amongst other things national minimum wage, real time information and automatic enrolment. Hopefully, CJRS can be added to this list of successful contributions made by payroll professionals and the industry.

successfully tested) in just a few weeks a system to enable and satisfy employers’ claims for reimbursement of wages etc paid under the coronavirus job retention scheme

(CJRS). It is to be hoped that this system – which at the time of writing was expected to be operational several weeks before you receive this issue – is easy to use, robust, and as fraud resistant as possible. The CJRS and the functionality for claims surely would not have been realisable in the absence of the Internet and (probably)

Mike Nicholas MCIPP AMBCS ([email protected]) Editor

Chair’s message

Reward strategies, the theme of this issue, conjures many images. Some will see it as ‘pay’, while others will consider the broader pension benefits available within a business as a key element of compensation. Many individuals have managed a career within

is a smartphone provided and can this be used for occasional personal use? Is the work undertaken likely to provide more kudos than simply salary alone – such as gaining greater skills with class- leading technology or being part of a project taking the business to a new operating model? The latter would be attractive to those who want to ensure personal development goals are achieved whilst delivering business goals. Examples of what larger and more global businesses can offer prospective candidates are career development prospects and the opportunity for international travel. Thinking more broadly, what other help is offered to employees? Well-being initiatives, both financial and mindfulness and strong environmentally friendly policies and support to the community are undoubtedly likely to help a business stand out from the crowd. I do hope you find all the articles of interest and take insight into what your own business may benefit from considering for the future.

the public sector due to very attractive pension benefits available. I expect many more would want to consider the complete view to be a holistic approach that encompasses much more than salary alone. Some may look for what additionally can be earned, either with bonuses or variable pay for extra work. A total reward statement may well encompass all of an individual’s pay components building up to gross pay and then the options taken from what is available to them in consideration of pension, holiday buy-back (or sell), salary sacrifice schemes and perhaps items which attract a taxable benefit such as a company car. When differentiating from employers, a broader even more holistic approach should be taken in considering how each role is supported and whether it attracts the benefits or rewards a candidate may expect. For example, does it offer flexible working arrangements to support a work-life balance? If the role is mobile

Jason Davenport MCIPP MIoD ([email protected]) Chair, CIPP

We are living in difficult and unique times. I hope all members and their families are keeping as well as can be, both personally CEO’s message and professionally, and that we can see a way forward when hopefully the work to contain and remove the threat of Covid-19 occurs.

others like webinars and online, and some want ‘bite-sized’ pieces of training and education. We will ensure we continue to adapt to the needs of our members in meeting their requirements. The ‘hasty’ move of some sessions had a sense of process and procedure, and they accelerated more quickly than we had planned. So, I am grateful to the positive response received by members and students in adapting to and taking on board online delivery. Thank you. So, wherever you are when this magazine reaches your letterbox, I hope you and your families have kept well and adapted, certainly in continuing to keep the UK paid. I hope my next message reflects movement back to normality. In the meantime, keep safe.

At the time of writing – mid-March, the CIPP has been able to accommodate its staff working from home. With the superb support of our IT team CIPP staff have the facility to work remotely, thereby ensuring our members continue to receive services, solutions, learning and advice. The use of technology, enabling a switch from face-to-face delivery to webinars and other online technology to ensure students are still taught and professionals receive training, is also a testament to the resourcefulness and ability of the CIPP team. The movement to online resources – which we have heavily invested in over the last two years – is attributable to addressing the diverse needs of our membership and how they want to be trained and educated. Though many still like face-to-face events,

Ken Pullar FCIPP ([email protected]) Chief executive officer, CIPP

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| Professional in Payroll, Pensions and Reward |

Issue 60 | May 2020

in Payroll, Pensions & Reward PROFESSI NAL

Also available online at payrollpensionsandreward.org.uk

Contents

May 2020

THIS ISSUE’S FEATURE TOPIC IS REWARD STRATEGIES

37

Reward strategies

by Jerome Smail

Features

14

12

16

The future of payroll by Rebecca Mullins

A life in payroll by John Spooner

When we were young by Mike Aldous

17

25

28

Biases, at work by Raafi-Karim Alidina

Lay off, furlough, CJRS by Mike Nicholas

Payslip statistics report by Helen Hargreaves

| Professional in Payroll, Pensions and Reward | May 2020 | Issue 60 2

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Chief executive officer Ken Pullar FCIPP CIPP board of directors Jason Davenport MCIPP MIoD Stuart Hall MCIPPdip Dianne Hoodless MSc ChFCIPP FHEA Editor Mike Nicholas 0121 712 1000 | [email protected] Advertising Jill Bonehill 0121 712 1033 | [email protected] Design James Bartlett, Nicole Davis and Sam Parkes [email protected] Printing Warwick Printing Company Ltd

The right to work in the UK by Lora Murphy

Business risk reviews by Peter Minchinton

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40

True value of a company pension by Gareth Stears

If we should live that long by Henry Tapper

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Liz Lay MSc FCIPPdip Carole Pearson MCIPP Katie Sharpe ACIPPdip

Cliff Vidgeon BA (Hons) FCIPP CMA ACIS Clare Warrington MSc FCIPPdip AFHEA

Useful contacts

PCP, job offer, SOSR by Nicola Mullineux

Progressive leave policies by Danny Done

Membership [email protected] 0121 712 1073 Education [email protected] 0121 712 1023 Training [email protected] 0121 712 1063 Events [email protected] 0121 712 1013 Marketing and sales [email protected] 0121 712 1033 General enquiries [email protected] 0121 712 1000

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Supercharging the payroll engine by Richard Dutton

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