You can configure the Payroll module to generate occupational parental pay, which is an amount that organizations can pay out over and above the statutory amount.
Configuring occupational parental pay involves adding the Apply UK Occupational Parental Pay Rule to the employee's payroll policy in Payroll Set-up > Payroll Policies. This rule is used in conjunction with the Apply UK Parental Pay Rule, which is used to generate corresponding statutory parental pay earnings. See Overview of Statutory Parental Pay for UK Employees.
Important: The Apply UK Parental Pay Rule must run before the Apply UK Occupational Parental Pay Rule. The order of the rules in the payroll policy is important, because it determines the order in which the application applies the rules.
When the Apply UK Occupational Parental Pay Rule runs, the application checks if the employee receives the corresponding statutory pay and how much should be paid as occupational pay in order to top-up this payment.
The application only ever tops-up to the occupational pay amount. If the statutory payment made to the employee exceeds this, no occupational pay is paid out.
Examples:
- If the statutory pay amount is £500, and total occupational pay is £1,500, the application pays out £1,000 as occupational pay.
- If the statutory pay amount is £2,000, and total occupational pay is £1,800, the application does not pay any occupational pay.
The application always records the days that the employee was eligible to be paid occupational pay, even if it was not paid, so that the employee's entitlement is reduced. Multiple occupational pay rules can be configured with the necessary occupational earnings specified. The earnings specified in the rule should have Normal tax and compliance.
You should ensure, if using rule qualifiers, that an employee does not qualify for multiple occupational pay rules that are processing the same type of leave.
| Parameter | Description |
|---|---|
| Occupational Maternity Pay Earning | Select the earning in the drop-down list that will be used when paying the associated occupational pay. The application looks for the presence of the corresponding statutory pay being paid. If the statutory pay is omitted, then the application does not pay any of the associated occupational pay. |
| Occupational Maternity Adoption Pay Earning | |
| Occupational Paternity Pay Earning | |
| Occupational Shared Parental Pay Earning | |
| Occupational Parental Bereavement Pay Earning | |
| Occupational Pay Based On Regular Pay | Select this checkbox for the amount of occupational pay generated to take the employee's regular pay period pay into account. |
| Regular Pay Eligible Earning | Select any additional earnings to be included as regular pay. |
| Regular Pay Ineligible Earning | Select any additional earnings not to be included as regular pay. All earnings that aren't selected are included as regular pay. |
| Occupational Pay Based on Average Weekly Pay |
Select this checkbox for the amount of occupational pay generated to take the employee's average weekly pay into account. The average weekly pay is the same as that which is used to calculate the corresponding statutory amount. |
| Occupational Pay Proration by Business Days in Pay Period |
When calculating occupational pay, Dayforce takes business days in the period into account for proration purposes. Business days are Mon-Fri. |
| Occupational Pay Proration by Calendar Days in Pay Period |
When calculating occupational pay, Dayforce takes calendar days in the period into account for proration purposes. |
| Occupational Pay Proration by Business Days in Year |
When calculating occupational pay, Dayforce takes the number of business days in the year into account for proration purposes. Business days are Mon-Fri. This is always 260 business days. |
| Occupational Pay Proration by Calendar Days in Year |
When calculating occupational pay, Dayforce takes the number of calendar days in the year into account for proration purposes. Business days are Mon-Fri. This is always 365 days. |
| Entitlement Band 1 Percentage | The percentage to be paid at the first entitlement. |
| Entitlement Band 1 Number of Weeks | The number of weeks to be paid at this entitlement. |
| Entitlement Band 2 Percentage |
(Optional) The percentage to be paid at the second entitlement. |
| Entitlement Band 2 Number of Weeks | (Optional) The number of weeks to be paid at this entitlement. |
| Entitlement Band 2 Percentage |
(Optional) The percentage to be paid at the third entitlement. |
| Entitlement Band 3 Number of Weeks | (Optional) The number of weeks to be paid at this entitlement. |