Not long ago, HR Departments had their sights set on mission-critical issues: how to draw new, high-performing talent or boost their employee engagement strategies. While those essential talent-management challenges remain, they have been entirely overtaken by dealing with the COVID-19 pandemic and all it involves. Bottom line, HR is now principally focused on figuring out how to remain effective in its reaction to COVID-19 and their employees. This is where your HR software should be helping to ease pain points and if it is not, then you may need to consider a new long-term solution.

 Managing Employees

Managing your employees is crucial during this tumultuous time. Your HR software should enable you to keep track of every aspect that is needed to plot your employee’s career advancement plan even during these times. This includes collecting information about their performance working from home, preserving a record of points for development, and conducting appraisals periodically. You can also ensure that the data from these appraisals are appropriately stored, including the items you have covered, the aims you set, and the feedback collected. This improves your employee’s morale by giving them goals to aim for and making them feel engaged with your company, even remotely.

 Monitor Annual Leave

A rush of annual leave requests can overwhelm HR. A versatile software helps you set up an effortless holiday planning system and understand the reasoning behind each absence. Better than being a glorified diary, good HR Software benefits your employees and managers by keeping track of remaining leave, calculating pro-rata entitlements, and helping you manage leave requests. HR software also makes things more accessible for employees as they can request holidays at any time, no matter where they are working. The result? No more messy, time-consuming, email trails.

 On-Boarding New Employees

If your business is fortunate enough to onboard new employees now, the traditional ‘welcome to the company’ method is gone – it is all virtual now. When you use an HR Software to manage employee onboarding, you focus less on formalities and more on hitting the ground running. With self-service portals becoming a standard offering of HR software solutions, employees can both input and edit their data. This saves employees the trouble of having to ask their manager mundane questions and other HR tasks that can quickly be brought online to streamline communication and efficiency.

 Succession Planning

While succession planning may not be at the forefront during the Covid-19 pandemic, this HR software feature benefits employees by helping managers more easily recognise employee development and promotion possibilities. Succession planning can dramatically help to organise a company and ensure that the limelight stays in the future. Making sure that there is a plan to fill positions is a kind of insurance that will keep a company operating smoothly, even in times of unexpected turnover.

All in all, having an HR software and employee self-service option in place is merely becoming the norm nowadays with remote working on the rise. By meeting this expectation, you will help your company continue to compete for top talent while increasing satisfaction among existing employees, with the end goal to keep your business going throughout this pandemic, no matter what.

Intelligo, a leading provider of HR and Payroll software and services in the UK and Ireland, has been shortlisted in five categories for CIPP Annual Excellence Awards on October 15th 2020 which will be the first-ever virtual award ceremony for CIPP.

The ceremony is for dedicated payroll and pension professionals/providers who have made an outstanding contribution and demonstrated a commitment to excellence in their profession. It is for this reason, Intelligo is delighted to be nominated for five categories this year. These include;

– Well Being and Engagement Award 2020

– In-House Payroll Team Award 2020

– Payroll Service Provider Award 2020

– Payroll Software Product of the Year Award 2020

– Newcomer/Apprentice of the Year Award 2020

Intelligo’s Director Padraig Gill announced, “We are delighted to be shortlisted for these categories at the CIPP Annual Excellence Awards. It’s great to celebrate payroll excellence and professional development within the payroll sector, especially during these uncertain times.”

Remote working is on the rise, thanks in no small part to the COVID-19 Pandemic, which caused businesses globally to facilitate employees working from home. Hopefully, companies will begin to pick up again, though it is logical to assume that remote working will be around for the long haul. If you were new to working remotely, it was likely a significant adjustment for you. You may not have been ready to turn your sitting room, spare room, or kitchen into your workspace for the foreseeable future. However, given that this is the new normal, we have prepared five tips for working remotely that will make your new normal a bit more manageable.


  1. Get Permanently Set Up 

One key to being the best remote employee you can be is making sure you have adequate space to work in. More accurately, it would help if you designated a permanent physical workspace in your home where only work occurs. This enables you to turn your brain into work mode properly. Although it is not always possible to have a permanent full office, try designating one desk or chair to help with productivity and use this only for work. Also, consider ergonomics when setting up your workspace; choose your chair correctly, prop up your laptop, etc.


  1. Designate Hours

While remote work may allow you to set your hours, a lack of structure can be detrimental to your workflow. Therefore, determining what hours you plan to work at the start of the week and holding to them will benefit you immensely. Schedule your hours around meetings, lunch, and other activities just as you would at the office.


  1. Set boundaries

Now, more than ever, it is necessary to set boundaries when working remotely. This is because you may have family members/housemates and/or pets all in close quarters. Determining signals that you can give those sharing your home when you need to be alone will allow you to work undisrupted. For example, when the door is shut that means that you are on a call and should not be disturbed.


  1. Take Breaks

Try your best to simulate from home the same habits you would as if you were in the office, such as taking a moment to chat with co-workers or grabbing a cup of coffee. Failing to step away from your desk can lead to feeling isolated and ultimately burning out. Get creative with your breaks, go for a walk/run at lunch, get a coffee at your local cafe. Anything you can do to give your brain and body a break will benefit your overall experience and productivity while working remotely.


  1. Use Reliable Software

Because of the great distance between team members, remote employees rely on the right software to productively get their work completed. Therefore, hosted payroll is a smarter way to work for Payroll Teams. As payroll teams can access their hosted desktop 24 hours a day, from any location. With lightning-quick payroll speeds, remote working becomes more straightforward and seamless. After all, constancy in payroll delivery is crucial for both the payroll team and individual employees of a business. So, facilitating that from afar can be made much more comfortable with the use of reliable hosted software.

Remote working is a workplace trend that will undoubtedly continue to grow, and when done the right way, it will remain a standard work practice post-COVID-19. Using these five tips above can serve as a guide for how to ensure remote working works for you, now and in the future.

As Oscar Wilde once said, ‘All at once, summer collapsed into fall’. That is certainly true with the Autumn chill now in the air.  So, while you acclimate to the colder weather, here is our handy guide for tax deadlines dates in Ireland and the UK for August 2020.


19th September 2020

Deadline for receipt of contractor’s monthly return, whether submitted via paper, electronically or over the telephone.

22nd September 2020

PAYE and Class 1 monthly electronic payment to be cleared.  Electronic payments to be cleared in HMRC’s bank account for any PAYE Class 1 NICs.

Revenue (Ireland)

14th September 2020

PAYE/Pay Related Social Insurance (PRSI)/Universal Social Charge (USC)/Local Property Tax (LPT): Monthly return and payment for August 2020 (payment date is extended to 23rd for ROS users who file and pay online)

Dividend Withholding Tax (DWT): Return and payment of DWT for August 2020

Professional Services Withholding Tax (PSWT): F30 monthly return and payment for August 2020

19th September 2020

Value-Added Tax (VAT): Monthly VAT 3 return and payment (if due) for the period August together with a Return of Trading Details where the VAT accounting period ends in August

VAT: Bi-Monthly VAT 3 return and payment (if due) for period July – August 2020 together with the Return of Trading Details where the VAT accounting period ends between 1 July and 31 August

VAT: 4 Monthly VAT 3 return and payment (if due) for period May-August 2020 together with the Return of Trading Details where the VAT accounting period ends between 1 May and 31 August

VAT: Annual VAT 3 return and payment (if due) for the period September – August together with a Return of Trading Details where the VAT accounting period ends in August

1st – 23rd September 2020

Corporation Tax: PT for APs ending between 1-31 October 2020

Corporation Tax: Returns for APs ending between 1-31 December 2019

Corporation Tax: Pay balance due on APs ending between 1-31 December 2019

23rd September 2020

Relevant Contracts Tax (RCT): RCT monthly return and payment (if due) for August 2020

1st – 30th September 2020

Corporation Tax: Returns of Third Party Information for APs ending between 1-31 December 2019

All information on dates is sourced directly from Revenue Ireland’s and HRMC’s websites and published by Intelligo for informative purposes only. For more details or with any queries on these dates, please contact these bodies directly.

It’s that time of year again – the children are back to school soon – It’s been a long six months of homeschooling! Life as a working parent is exceptionally fulfilling but challenging. Working parents everywhere are performing the ultimate juggling act by blending their work and life hours together to create a balance that works for their professional careers and their families. It can often feel like having two jobs. Workplaces with supports in place for working parents are more likely to report higher performance than companies without them. After all, working parents make up a significant part of the workforce. Not supporting them can alienate a large portion of current and potential employees. So, making sure your business is doing enough to help working parents is a win-win situation, not only aiding working parents, but it contributes hugely to company performance and ultimately, the bottom line. Here are our top tips for helping working parents in your company;

Create a family-first environment

This means urging managers to ask all employees about their children, inviting families to work events and all over being more easy-going and flexible, particularly over the school mid-terms or holidays when parents may be struggling to organise childcare. It also means being more empathetic for example when their child is ill, so encourage management to be mindful of this when coordinating schedules.

Use HR data to know your employees

It’s essential to understand how many working parents are on your payroll.  This way, employers can tease out and tackle any problems; for example, you might find that new parents have a high absence rate because they are struggling with childcare and work.  Employers can pre-empt this by asking management to discuss work-life issues with employees and assess a way for the company to support them. Having access to critical data is a huge benefit and is available through most HR Software’s available on the market.

Offer flexible working hours

Office culture is changing from one of presenteeism to actively achieving results; therefore, working parents focus importance and value on flexible working offerings. Enabling parents to work around school nativities and doctors’ appointments will allow them to worry less about organising all they have to do and instead focus solely on their work. Make sure your support goes beyond policies and is deep-rooted in the company culture and showcased by the management. For example, a policy of flexible working, when you have a culture of long hours in your office, is moot.

Guarantee inclusiveness in all policies

Ensure your policies are inclusive of all kinds of parents and parents-to-be. This should include moms, dads, adoptive, and more, and even undertaking IVF.  Don’t forget however that it’s not just parents who may require support. Some of your workers may be caring for elderly parents or other family members, so work and home-life balance is just as crucial to them.  Ensure your policies and parenting programs are clearly visible and easily accessible; by doing so all your employees will know of the support available to them.

So, why is it imperative to support working parents? Apart from being a good thing to do, it is also fundamental for company productivity. Plus, it’s another weapon that employers can employ in the war for talent as it’s apparent that benefits these days can be more incentivising than income when it comes to recruitment and retention of employees. Is it time to revisit what support you are providing for working parents in your business?