Real Time Information (RTI), the biggest shake up to payroll procedures since PAYE was introduced in the 1940’s, will become a reality for the majority of employers from April 2013.
Look out for a letter from HMRC inviting your PAYE scheme to join RTI, an invitation you cannot refuse! Let us know as soon as you have received your invitation so we can help you make the necessary transition.
The principle behind RTI is simple, HMRC want to know which employees are being paid, together with details of the deductions being made ‘on or before’ the payment is made to the employees.
Here we primarily concentrate on the key submissions but do contact us regarding any questions concerning RTI.
|Key submissions||What the submission contains and ‘top tips’|
|Employer Alignment Submission (EAS) – preparing for RTI||Although this submission is only compulsory for large employers or those with a complex payroll system, it is advisable for all employers. It provides HMRC with details of all employees employed in the current tax year including:
|Full Payment Submission (FPS) – operating RTI||Used to report details of employees being paid for a particular pay period and provides details of their:
|Employer Payment Submission (EPS) – operating RTI||This submission is used:
One of the issues that has been identified is that of owner managed businesses taking salaries to establish an earnings record for state pension and benefits purposes. It is important to ensure that employees are paid ‘at’ the lower earnings limit (LEL) or above.
Under RTI it will not be possible to put wages through the payroll at the year end of the business where these have actually been, or need to be, paid throughout the year, for example to utilise a family member’s LEL. Wages should instead be paid regularly and details provided to HMRC through the RTI system on a timely basis.
Where directors are paid annually, due to the special NIC annual earnings period which applies to directors, this salary may be paid in one lump sum at the year end.
We will keep you informed of developments but if you would like to discuss any aspect of this Briefing in more detail, please do get in touch with Stephen Charles at email@example.com.