Payday Filing is the new system that employers must comply with from 1 April 2019, as part of managing employee’s payments such as wages or salaries, PAYE and other deductions.
This initiative is one of a number of systems that IRD has introduced to improve its efficiency and provide a better service to businesses.
In a snapshot, Payday Filing is designed to make payday reporting simpler and faster.
Here’s what you need to know about the new system:
Payroll information is filed directly with IRD from employer’s payroll systems, rather than manually sending or uploading it to IRD.
It uses the normal pay run processing.
There is a $50,000 threshold for online filing of PAYE.
You report every payday, instead of monthly and the Employer Monthly Schedule is no longer required. Payment is still due on the 20th of the month.
New employees can be added online using a new form that combines tax code declarations and KiwiSaver deductions.
The payroll subsidy (for those who outsource their needs) ceases from 1 April 2020.
If you haven’t already made changes, we recommend you contact your payroll software provider or give our payroll specialist, April Jenkin, a call on 407 7117.
Domestic Violence Leave
On 1 April 2019, the Domestic Violence Victims’ Protection Act came into effect to provide added protection in the workplace for people affected by domestic violence.
Irrespective of when the domestic violence occurred, an affected employee has the right to:
Take at least 10 days of paid domestic violence leave. This leave is separate from other types of leave.
Ask for a short-term change to their normal working arrangements.
Not be discriminated against because they are victims of violence.
Employees may take this leave if:
They have worked for you for 6 months or more; and
During that time, they have worked at least 10 hours a week
90 Day Trial Period
The 90 Day Trial Period was introduced some time ago to give employers more flexibility in the management of new employees. From 6 May 2019 the trial period will only be available to businesses that employ fewer than 20 people. This amendment will provide increased protection for employees against unjustified dismissal from when they start a job.
Businesses with 20 or more employees can continue to use probationary periods to assess an employee’s skills against the role’s responsibilities. A probationary period lays out a fair process for managing performance issues and ending employment if the issues aren’t resolved.
In addition to the trial period, there are a number of other amendments covering working conditions and union activities. To get more details check out the button below!