After you upgrade from Keytime payroll

Company directors upgraded part way through the year: The director will receive the full allowance again unless a setting is changed in Staffology Payroll. This must be done before the first payroll. Find out more.

My ePay Window: To avoid creating a duplicate My ePay Window account and before you publish. The support team will have to configure your account to accept a connection from Staffology Payroll. Contact the migrations team to start the process at least 7 working days before you publish using My ePay Window.

Pension Year to dates: These will need to be added to the employee pension in the employee record. Employee record > Pension > Click edit pension > Pension YTDs > Edit Opening Balances.

Average holiday If an Employee's work has no fixed or regular hours, their holiday pay will be based on the average pay they received over the previous 52 weeks (or a average based on the available number of weeks if less than the full 52. calculation: The upgrade tool brings across the cumulative values, this is not enough to calculate the average holiday rate. In order for the system to do this you will need to add in pay history.

Important checks after the upgrade

We strongly recommend that you parallel run Staffology Payroll with Keytime Payroll for at least one payroll period after the upgrade. If this is not possible, check the first period’s figures thoroughly.

After completing the upgrade, open Staffology Payroll and make the following checks:

• Check the employees.

• Check the Pay Schedules and Next Pay Day.

• Check Opening Balances.

• Check Pay Codes have upgraded correctly, including Attachment of Earnings Orders.

• Check Pensions.

• Check miscellaneous items.

• Check Opening balances.

• Input Statutory Sick Pay (SSP Statutory sick pay refers to the pay an employer must give you if you’re too ill to work. It’s paid to you by your employer for up to 28 weeks, based on certain eligibility criteria - the cost of SSP is no longer able to be recovered - SSP is no longer reported to HMRC on your EPS submissions) details.

• Check Statutory Payments (SMP Statutory Maternity Pay is the pay an employer must give to female employees on maternity leave, for up to 39 weeks./SPP Statutory Parental Pay refers to the pay an employer must give to an employee who takes time off to care for their child, or surrogate's child, for up to 2 weeks./ShPP ShPP or Shared Parental Pay. A person claiming SMP or SAP may end their leave early and the remainder used by another parent, this leave will be ShPP./SAP SAP or Statutory Adoption Pay. If an employee is adopting a child with a partner, one of them may be entitled to SAP and the other may be entitled to Ordinary Statutory Paternity Pay (OSPP). SAP usually follows the same basis as SMP in terms of amounts of length of time./SPBP Statutory Paternity Pay is the pay an employer must give to an employee who takes time off to care for their partner, for up to2 weeks.) details.

• Input Holiday details.

• Input Apprenticeship Levy.

• Parallel run the next payroll with Keytime Payroll.

We strongly recommend that you parallel run Staffology Payroll with Keytime Payroll for at least one payroll period after the upgrade. If this is not possible, check the first period’s figures thoroughly.