The announcement of a task force to review the Holidays Act late last month provoked a lot of excitement in the payroll community. At Datacom, we’re acutely aware of the difficulties that employers have been facing in trying to meet their obligations under the Holidays Act.
The Holidays Act has caused a number of challenges for employers over the years. Check out our three part series on the Holidays Act to help you navigate the complexities.
The new Single Touch Payroll (STP) reporting changes being introduced in Australia are fast approaching on July 1, 2018, so now is the time to review if your business is ready so it can comply with the new requirements and not be caught short.
From 1 April 2018, New Zealand employers paying more than $50,000 PAYE and Employer Superannuation Contribution Tax (ESCT) per year have the option to switch to an electronic payday reporting system, before it becomes compulsory on 1 April 2019.
Providing some useful insights in both processes and use of technology to minimise any mismanagement this festive season.
As New Zealanders we pay levies in numerous ways; such as income, businesses, petrol, vehicle registration, or through government funding.
As long as you are working with a partner who has a dedicated team of experts, using a proven project methodology, you should be excited!
The fact that the Holidays Act is made up of relatively simple concepts and is explained in simple terms belies both the complexity and the dangers to employers contained within this Act.
The Employment Relations Act 2000 requires an employer to keep a signed copy of the employment agreement.
The recent “Wellness in the Workplace Survey” carried out by Southern Cross Health Society and Gallagher Basset has revealed that one in five employers believe staff take paid absence as an occasional perk, with “sickies”.