The end of the furlough scheme, which was introduced back in March 2020, is getting extremely close as September passes us by.
This week is National Payroll Week and as we start to get ready for the end of furlough, payroll teams have much to think about and focus on.
Therefore, we would like employers to consider the importance of getting payroll right and the impacts on employee/employer relations when things go wrong.
While there is no minimum notice period in place for bringing employees back from furlough, we recommend that employers start having conversations with workers as early as possible.
This is crucial as contracts or other’s aspects of an employee’s work schedule may have changed since March 2020.
Consequently, employers ought to start addressing any concerns or issues that may arise when workers return to the office.
Going forward after the furlough scheme, HR and payroll teams need to be fully aligned so they can update the business on the likely changes that are ahead, such as employment legislation changes.
How to get prepared
There is no doubt that payroll teams will have many challenges to navigate in the aftermath of the furlough scheme.
The first and most important action is ensuring employers have the correct details in place for employees who have been furloughed.
Updating whether individuals have changed their working hours, holiday agreements, or contracts will all need to be recorded on payroll systems.
This will avoid any future confusion between the employer and the employee once furlough has come to an end.
Employee satisfaction must always be kept in the back of the employer’s mind when altering payroll or business changes after furlough.
Therefore, it is crucial that businesses make sure everything is correct before employees return.
Any mistakes made by employers will ultimately lead to employee dissatisfaction, a potential loss of trust, or a decrease in work morale.
Payroll teams and the business more generally, have a vested interest in making the transition back to work as smooth and hassle-free as possible for workers.
Payroll teams can do so by ensuring everything is correct before they return, while the overall business should reassure employees that their return will be seamless and safe.
The most important thing for employers and payroll teams to consider is efficient communication with their workers.
Any previously furloughed staff must understand what payroll and the wider business will be doing for them to ensure what their return to the workplace will entail and any new rules or policies that have been introduced since they were furloughed.
This will also give any workers with concerns, the opportunity to ask any questions to the correct team or individuals.
At HR Caddy, we always keep up to date with all the latest legislation, best practice and guidance. That includes employment contracts, employee handbooks, organisational restructuring and much more.
We can also provide payroll services through our partners Edwards Chartered Accountants.
Payroll outsourcing can reduce the costs and risks associated with payroll, increase efficiency, and ensure your organisation can access the latest payroll solutions without the outlay for expensive software.
For more help or advice on related matters, please contact our expert team today.