The Future of Payroll_ Why Outsourcing Is the Way Forward

The Future of Payroll: Why Outsourcing Is the Way Forward

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Paymaster offers a professional Payroll Outsourcing Service for any size business or industry in Africa, Brazil, and the United Kingdom. Our payroll specialists can assist any company with monthly, bi-weekly, or weekly payroll services. Even though Paymaster manages payroll, customers will still have direct access to the system, at any point, to view and manage employee data.

Key benefits of the Paymaster payroll and HR

Key Benefits of the Paymaster payroll and HR

  • Automated maintenance of country-specific legislative rules
  • Ability to house various date valid currency conversion rates for calculations and reporting
  • Multi-component gross up functionality
  • Tax management reporting of Year To Dates (YTD’s) for home country tax purposes
  • Powerful Mock Payslip feature – test different “what if” scenarios
  • Language specific payslips
  • Employee Self-Service – Employees can access their info anywhere at any time , on any device. (Accessible Worldwide)
Outsource benefit: Payroll experts you can trust

Why to outsource your payroll with Paymaster:

Team of Experts

Our team make it their business to know all the legislative ins and outs of local rules and regulations. In this way, we help guide your day-to-day administration, keep your company on the right side of the law and free up important resources so you can focus on more business- critical work. Did you know, Paymaster’s automated system streamlines the process of calculating wages, deductions, and other payroll tasks while minimizing errors from manual entry.

We guarantee compliance

We guarantee compliance

If your business operations cover multiple territories, your payroll provider needs to be legislatively compliant in each country in which you operate.

Some regions are particularly challenging when it comes to achieving and maintaining legislative compliance. In various African countries, for example, legislation can change overnight and if your business doesn’t follow suit immediately, it could face a fine. By outsourcing your payroll, you no longer have to manage compliance in-house – this responsibility now rests in the hands of in-country, cross-border experts.

World-class data security

World-class data security

Security is critical for any organization, and covers everything from security for applications through to the physical facilities and network security. Our Information Security Management System (ISMS) has been independently assessed and certified as meeting the exacting requirements of ISO 27001. This shows our customers, suppliers, employees and partners that we’re 100% committed to securing the critical information assets that we hold – both for ourselves and for our customers.

Paymaster has established itself as a trusted partner for organizations seeking reliable and efficient payroll outsourcing solutions. Get your outsource quote today!

STOP filing employee paper records

Stop filing employee paper records- paymaster offers electronic filing!

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STOP filing employee paper records – paymaster offers electronic filing!

Tired of sifting through stacks of paper to find an employee’s records?

Paper records go missing or get misplaced!

Eeek! Can you afford the risk of losing important employee information?

And inefficiencies in your HR department?

Struggling to keep track of leave balances, attendance records, or performance evaluations?

Worried about the security of your paper records?

Lost or stolen documents put sensitive employee information at risk.

With Paymaster’s system, you can keep all your essential and valuable employee-records online (safely and securely stored in the Cloud). 

Paymaster’s automated online HR administration system streamlines record-keeping processes – allowing easy access and management of employee information anywhere, anytime!

Read our article to know what records to keep, when and in what format – Employee Record Keeping

Stay compliant and organized…keep all your employee records at your fingertips with Paymaster.

Contact us for more information at 021 712 7333 or ian@paymaster.co.za.

Work hours

Work Hours Regulations

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Work hours regulations…who are they for?

According to the BCEA (Basic Conditions of Employment Amendment Act 2014,) work hour stipulations apply to employees who earn less than R241 110, 59 a year.

If you earn more, you are not covered by the work hour clauses.

If you work less than 24 hours per month, you are also not included in these clauses.

Setting work hours

Consider your employee’s health and safety when setting their work hours. Also, respect their family responsibilities.

The BCEA says a day is 24 hours (from the time the employee starts working).

  • they may not work more than 45 hours per week (excluding lunch break).
  • they may not work more than 9 hours a day (in 5 days or less).
  • and no more than 8 hours a day if working more than 5 days per week.

This may be extended – by mutual agreement – by

  • 15 minutes a day;
  • not more than 60 minutes a week

This enables an employee whose duty it is to serve the public to continue performing those duties after the completion of ordinary hours of work.Work hours Exceptions

Employment contract

  • the employee must agree to hours in writing.
  • they may not work more than 12 hours any day, up to 12 hours a day(including meal break) without overtime pay.
  • may not work more than 45 hours a week.
  • or more than 6 days a week.

Lunch breaks

This must be included in the contract of employment. (The meal break is usually not included as a work hour.)

  • lunch break must be taken after 5 hours of work.
  • it must last at least an hour.
  • they may not work at all during this break (unless duties can’t be left unattended, or done by someone else).
  • they must be paid if required to work during their lunch break.

* it may be agreed -in writing- to reduce the lunch break to 30 minutes.

Rest periods

All employees must be allowed to rest, therefore…

  • there must be at least 12 hours between work periods (can be reduced to 10 hours if they live in the work premises – but then lunch break must be at least 3 hours).
  • weekend rest must be at least 36 hours…and include a Sunday.
  • OR they have 60 hours of rest every 2-week period.
  • The employer may reduce the rest period by up to 8 hours BUT must then extend next week’s rest period by the same amount of time.

Work hours at night

Night work – after 6pm and before 6am

  • employees must agree to night work.
  • shift allowance must be paid, or reduced working hours.
  • transport must be provided between their home and place of work.

Night shift

  • BUT if they work regularly (5x a month or 50x a year) after 23:00 and before 6:00 am, then:
  • workers must be informed of any safety hazards that may be faced during work hours.
  • they have a right to a medical exam (at employer’s expense) before starting duties AND may have follow-up check ups if they continue those night duties.
  • if night shift results in health problems, they must be moved to a day shift as soon as possible.

If you need more information around the regulations linked to work hours, please contact the Paymaster Helpdesk. We also offer comprehensive payroll services, that will keep your business compliant.