Annual Payroll Conference & Exhibition
The IPASS Annual Conference & Exhibition bringing Payroll Professionals together.
Croke Park, Friday 20th May.
Proudly Sponsored by
Gender Pay Gap
Benefit in Kind
Annual Payroll Conference & Exhibition 2022
Friday 20th May 2022
8.00 Registration / Tea & Coffee
9.00 Chairman’s Address
9.15 Main Sponsor: Padraig Gill, Intelligo
9.30 Revenue Commissioners & Department of Social Protection
A Revenue speaker will provide an update on topical issues relating to payroll, employers and employees. Since the easing the various wage subsidy schemes, Revenue has recommenced its data quality reviews. Revenue will outline some of the common issues arising on Payroll Submissions and the related validation checks carried out on payroll data.
Representatives from the Department of Social Protection will be joining the Revenue Speakers for the Q&A session which follows the Revenue Presentation where delegates will have an opportunity to put their PAYE and PRSI questions to panel.
10.45 Break for Tea/Coffee
11.15 Remote Working
Marian Jennings, Solicitor and Employment Law Lecturer, TU Dublin
Marian will provide delegates with an overview of the Remote Working Bill and the main considerations and obligations for both employers and employees in relation to remote working. Employers should be mindful of issues such as data protection and privacy and compliance with employment legislation, especially the Organisation of Working Time Act 1997. Remote working can also result in an employee’s home becoming their place of work and how this impacts on an employer’s obligation to provide a safe place of work.
12.00 Remote Working – An International Perspective
Ian Prenty, Director, Global Employer Services, Deloitte
Following the easing of public health restrictions, many employers are continuing to facilitate and support employees working remotely, including where the employee may be physically based in another jurisdiction, such as Northern Ireland, UK or further afield. A speaker from Deloitte will address the tax and social security implications arising for employers where employees work remotely in another jurisdiction.
12.45 Break for Lunch
2.00 Employment Law Update
Marie Asple, Lecturer, IPASS
Covid-19 has resulted in a shake-up of employment legislation. Marie will provide you with an update on employment law to include the proposed introduction of Statutory Sick Pay which represents a significant change obliging all employers to pay sick pay. Legislation has also been enacted to compensate employees who were (or who will be) made redundant and have lost reckonable service due to Covid-19 related lay-offs. Draft Bills have been published which aim to protect employee tips and prevent employers using tips to make up an employee’s contractual pay; and to provide new rights to parents and carers in order to help support a better work life balance.
Break Out Session
2.45 BIK and Payroll Update
Gerard Byrne, Payroll Consultant, IPASS
Gerard will address some of the recent and planned changes affecting BIK and payroll. Finance Act 2021 provides for BIK exemptions in respect of health expenses and flu/Covid vaccines. It also provides for the gradual removal of the BIK exemptions for electric vehicles. Employers should also be considering the changes to the calculation of BIK on company vehicles in 2023 which, in many cases, will result in additional tax liabilities.
2.45 How to prepare for a WRC Inspection
Derek Molloy, Inspection and Enforcement Services, Workplace Relations Commission
In the presentation, Derek will outline the records required for an inspection, what to expect on the day of the inspection, the inspection process and post inspection follow up.
3.30 Gender Pay Gap Reporting
Sonya Boyce, Director, Consulting HR, Mazars
Sonya will address the issue of the impending Gender Pay Gap Reporting obligations for employers and the implications that this legislation will have for payroll professionals. The gender pay gap is the difference in the average gross hourly earnings of male and female paid employees across a workforce. It compares the pay of all working men and women, not just those in similar roles, with similar working hours or similar qualifications or experience. It is usually measured across the economy overall, or an entire industry or occupation and is expressed as a percentage of men’s earnings. Gender pay gap reporting will initially apply to apply to both public and private sector employers employing more than 250 employees. The responsibility for reporting is expected to fall between HR and payroll departments.
4.15 Conference ends