• New Sage Payroll Update v27.1 Released
    Includes ERR and CWPS enhancements
  • New Sage Payroll Update v27.1 Released

Tag: Payroll

Sage Payroll Software Update – Version 22.4

The latest Sage Payroll software update (version 22.4) will help users to remain compliant after the changes to the Calendar Year for the Construction Workers Pension Scheme (CWPS). In previous years it has been a ‘Jan – Dec’ year, however, from 1st October 2019, they will be changing it to an ‘Oct – Sept’ year. Due to the new CWPS calendar year, the CWPS Rates will be increasing.

sage payroll update

This Sage Payroll software update (V22.4) supports those increases to the Construction Workers Pensions Scheme (CWPS) which come into effect from 1st of October 2019. When installed, the update will immediately apply increases in CWPS Pension, Sick Pay and Death in Service contributions. If this applies to your payroll, then this update will help you to remain compliant.

Please read more on this update here – https://pimbrook.ie/knowledge-base/23561/

For more information on Sage Payroll features, please click here. Please contact us now for assistance with any Sage Software related query you may have.

Great companies are built on great staff management

Great companies are built on great staff management. Here’s why.

Your biggest business assets walk out the door every evening – in the form of your staff. It follows, therefore, that you want to invest in hiring the best, investing in them to retain them, and making sure that you benefit from the right team dynamics. Sage Payroll

Almost every company out there pays lip service to the importance of its staff, but it’s another thing completely to actively pursue a culture of attracting and retaining the very best talent on the market.

Let’s look at recruitment first of all. The fact of the matter is that, with our economy fast approaching peak employment, your ideal candidate is likely to already have a job. If he or she is the sort of dynamic goal-getter that you’re looking for, the chances of them being ‘between jobs’ are almost negligible. And in many cases, they will not be actively looking for a new opportunity, so you have to work even harder to get their attention.

And if you assume for a moment that they’re potentially in play, you have to ask yourself what would attract someone who’s already reasonably satisfied to up sticks and make the move to your company.

Don’t be fooled for one minute into thinking that the answer to this question is ‘more money’. This has much less of an impact than you might think. Time and time again, psychologists tell us that employees are turned on by three big ideas – mastery, purpose and autonomy.

This is a rather fancy way of saying that people want stimulating work that challenges them every day. They also want to know that there’s a clear career path open to them, and that their efforts will be rewarded by the prospect of advancement. And on top of this, they want to know that what they are doing each day is making a difference in some way – not just to your company, but to the society and the community within which they operate.

Traditionally, recruitment of new talent was the function of the HR Department, but this line is becoming more and more blurred. This is because a company’s marketing department is just as much a contributor to recruitment. Think of how companies like Facebook and Google compete with each other for talent by hyping their fancy new offices or their all-day feeding policies.

So while your marketing may ostensibly be aimed at customers, much of it spills over into the world of recruitment. In today’s world, marketing your company to prospective employees can be achieved in a number of ways:

  • Social media is a wonderful way to show off your culture, your facilities, your perks etc. Sites like LinkedIn and Facebook are obvious starting points in this regard, but don’t be confined to just these.
  • Another great way to recruit is via your current employees. Great people tend to know great people, so consider rewarding staff for introducing a new hire to your company.
  • Remember that all potential new employees are going to check you out online before applying for a post. So is your website up to the mark? Is it responsive to various mobile devices, and does it show off your company at its very best?
  • You should also consider having a dedicated hiring page, where prospects can download info on new positions, upload their CV’s, or just ask to be informed of future openings. This is also a great place to showcase your workspace, place testimonials from current staff etc.

But what if you’ve already got great staff in place? How to you make sure that they’re not wowed by other companies in the same line of business? Remember that they will still be influenced by those three properties of mastery, purpose and autonomy. So treat them as though they’re new employees, constantly communicating the opportunities open to them, the importance of their work, and their ability to choose work that stimulates them.

On top of this, more and more companies are now conducing ‘stay interviews’. These are like the much-used exit interview, but are carried out with a sample of current staff to find out what’s important to them, if they can suggest any improvements in staff relations, or what could you do to make them happier in their job.

Also remember the importance of promoting from within, as it sends out a very powerful message to your staff that their time will come.


Handling all those happy employees on your payroll

One of the challenges that comes from having staff is the fact that you’ll now have a payroll function to take care of. For generations, the Irish PAYE system has been pretty much untouched, but back in his October 2016 Budget Statement, the then Minister, Michael Noonan, announced a fairly major shakeup, which we refer to today as PAYE Modernisation.

It will be the biggest reform of PAYE since 1960, and will mean that employers must calculate and report their employees’ pay and deductions as they are being paid. The thinking is that this will make it easier to make sure that the right amounts of Income Tax, PRSI, USC and LPT are deducted and paid at the right time.

This exciting new real time reporting regime will come into effect on January 1st, 2019 and require employers, agents and payroll providers to review their current business processes and practices so that they meet the new requirements.

It is hoped that PAYE Modernisation will improve the streamlining of current business processes, and also reduce the administrative burden currently experienced by employers to meet their PAYE reporting obligations.

Getting ready for PAYE Modernisation

There are a number of things that you can do right now in preparation for PAYE Modernisation. You should make sure that the correct PAYE processes and procedures are in place, paying special attention to registering all your employees and getting a tax deduction card (P2C) for each of them. You should also make sure that you have the correct PPS number for your employees.
We don’t wish to suggest that PAYE Modernisation will throw huge amounts of work onto your shoulders. A little time and effort right now will pay huge dividends in the future in simplifying your Payroll function.

And remember that Accounting and Payroll software – such as Sage Payroll, will automate much of this work for you on an ongoing basis.

Other Benefits of Sage Payroll:

The speed of Sage Payroll

Use of our Accounting and Payroll Software means that you can work out recurring calculations infinitely quicker than doing it manually.

The accuracy of Sage Payroll

You can relax in the knowledge that all your calculations have been carried out accurately – every time. So there’s no having to double check or treble check your computations thanks to our Payroll Software.

The convenience of Sage Payroll

You needn’t worry about tasks such as year-end reporting. Sage Payroll Software takes care of it for you automatically.

The functionality of Sage Payroll

Sage Payroll Software stores data such as payslips in a secure, easily accessible system

The comprehensiveness of Sage Payroll

Sage Payroll Software also produce payslips, send returns to Revenue and prints out employees forms such as P45 or P60.

The simplification properties of Sage Payroll

Sage Payroll Software can also reduce the burden of understanding complex payroll legislation and payroll systems operation. This has the effect of reducing your admin costs.

Your biggest business assets walk out the door every evening – in the form of your staff. It follows, therefore, that you want to invest in hiring the best, investing in them to retain them, and making sure that you benefit from the right team dynamics.

Call us now on 051 395 900 for details on handling your staff payroll.

How do I calculate my employees public holiday entitlements?

Sage Micropay Payroll Software

Setting up working patterns and public holiday entitlements


To help you calculate your employees’ public holiday entitlements during the year, you must track their working days in a week and their working hours in each day. To show your employees’ entitlements for the current tax year to date, you can run the Public Holidays report.

Note: For hourly paid employees, you record their working hours on a time sheet. However, if you have employees who aren’t paid hourly, you must track their working days and hours using the working patterns option.


The following steps explain how to set up the working patterns option and run the public holidays report in Micropay Payroll Software.

To prepare your payroll for public holiday tracking

Before you can track your employees’ public holiday entitlements for the year, there’s a few things you need to set up on your payroll:

Specify a default method for tracking employee hours

  1. Company/Payroll > Company Details.
  2. Holidays tab > Holiday Year > check the start and finish date of your holiday year is correct. Amend if required.
  3. Tracking Employee Hours Worked > select one of the following options:

    * Use timesheet hours worked per pay period – If most or all of your employees are hourly paid, select this option.
    * Use the employee’s working pattern hours – If most or all of your employees are not hourly paid, select this option.

  4. Apply to all employees > Yes > OK > OK.
Note: You can override the default method for a particular employee in their Employee Details > Working Patterns tab.


Check your hourly payments are set up correctly

  1. Company/Payroll > Company Details.
  2. For each hourly payment > Edit > select the Holiday Accrual calculation check box > Save.
  3. To close the Payments window > Close.


For all hourly-paid employees, check their hours worked to date is correct

  1. Processing > Employee Details.
  2. Surname finder button > select an hourly-paid employee.
  3. Holidays tab > Accrual Method > select As a percentage of hours worked.
  4. Show Holiday Breakdown > Hours To Date > check the time worked value is correct > Close.

    Note: If you’re setting up the holiday accruals mid-year, you must enter the hours worked by the employee this year, any holiday days already taken and any holiday pay they’ve received already this year. To do this > Edit Holiday Year Details > Add > enter the employee’s year to date values > Save.

  5. To save any changes made > Save.
  6. Repeat steps 2 to 5 for all hourly-paid employees > Cancel.


To create, edit or delete a working pattern

To create a new working pattern

  1. Company/Payroll > Working Patterns > New.
  2. Description > enter a title for the new working pattern.
  3. Select the days of the week that your employees work.
  4. For each selected day, enter the start time and end time, and the amount of break time during the day.

    Note: If your employees work non-standard hours, you don’t need to enter a start and finish time for each day of the week. Select the Edit Total Working Time values check box and enter the total working time for each day.

  5. Save > Cancel.


To edit an existing working pattern

  1. Company/Payroll > Working Patterns.
  2. Select the relevant working pattern entry > Edit > make the necessary changes, if required.
  3. Save > Cancel.


To delete a working pattern

  1. Company/Payroll > Working Patterns.
  2. Select the relevant working pattern entry > Delete > Yes > Cancel.


To set the default working pattern for your payroll

  1. Company/Payroll > Working Patterns.
  2. Select the relevant working pattern entry > Set as Default > Yes > Cancel.


To assign one or more working patterns to an employee

Your payroll has a default working pattern and may also have one or more additional working patterns. The default working pattern is assigned to each of your employees automatically. However, if the default working pattern isn’t suitable for a particular employee, you can override it in their employee record.

To assign a single working pattern to an employee

  1. Processing > Employee Details.
  2. Surname finder button > select the relevant employee.
  3. Working Patterns tab > Add > select the working pattern you want to apply.
  4. Save > Cancel.


To assign multiple working patterns to an employee

If you have an employee who works a different working pattern each week over several consecutive weeks, you can set up a sequence of working patterns in their employee details record. This ensures that each week has the correct working days and hours.

  1. Processing > Employee Details.
  2. Surname finder button > select the relevant employee.
  3. Working Patterns tab > Add > select the first working pattern you want to apply.
  4. Effective Date > enter the date for when this working pattern begins.
  5. Repeat steps 3 and 4 for each additional working pattern you want this employee to have.

    Note: If you want to insert a working pattern into a sequence that’s already set up > select the entry below which you want to insert the additional working pattern > Insert > select the working pattern.

  6. To delete a working pattern > select the working pattern entry > Delete.
  7. Save > Cancel.


Public Holidays report


To view a listing of all public holidays that fall within the current tax year

  1. Company/Payroll > Company Details > Holidays tab > View Public Holidays.


To print the Public Holidays report

  1. Reports > Payroll Reports > Employee tab > select Public Holidays.

    Tip:  If you want to change your printer > Setup > choose the relevant printer > OK.

  2. Click Print.
  3. Select Public Holiday > choose the relevant public holiday.
  4. Include employees who are > select one or both of the following options:

    * Hourly based – If you want the report to include employees who are paid using an hourly payment type, select this check box.
    * Salary based – If you want the report to include employees who are paid by salary, select this check box.

  5. Print > Cancel > Cancel.


Still need help with your Payroll Software? Please contact us

Pimbrook understand that taking care of your employees comes first, with Sage Micropay Payroll Software allows you to process your payroll with the peace of mind that you  are compliant with Irish legislation. Sage Micropay Payroll Software will help you accurately calculate employees public holiday entitlements.

Happy Christmas from all at Pims Business Systems

Christmas Support Line Hours

26th December          Closed

27th December          Closed

28th December          8.30am – 5pm

29th December          8.30am – 5pm

30th December          8.30am – 5pm

2nd January               Closed


If you require urgent end of year payroll support, and have a current maintenance contract with us, call 051-395999.  Please leave a message if there is no answer and your call will be returned as soon as possible.