More than a million strong workforce, I included, face the daily grind of work demands. What keeps us going? One of the many reasons might be compensation.
As we eagerly wait for our compensation, a few of us may be those tasked with the noble responsibility of computing payroll on time and accurately up to the last centavo. How is compensation computed? What payroll regulations and updates does one need to know? Here are pertinent M-O-N-E-Y guidelines:
To manage payroll processing, software systems are advantageous in handling accurate step-by-step procedures in payroll computation, as well as statutory contributions reporting and payslip generation. Payroll software systems can also be programmed to perform human resources tasks such as timekeeping and leave monitoring.
Contributions for Social Security System (SSS), Philippine Health Insurance Corporation (PHIC), and Home Development Mutual Fund (HDMF) have been recently revised.
In accordance with Republic Act (RA) No. 11199, otherwise known as the Social Security Act of 2018, starting January 2023, the members’ contributions will increase from 13% to 14%, wherein the 1% increase will be shouldered by the employer. Consequently, the minimum and maximum monthly salary credits of the members will also be adjusted and will be the basis for the member’s Workers Investment and Savings Program contribution.
On the other hand, RA No. 11223, otherwise known as the Universal Healthcare Law, mandates increases in member premiums by 0.5% every year, starting 2021 until it reaches its 5% limit in 2025. However, this year’s premium rate increase from 4 percent to 4.5 percent and the income ceiling increase from P80,000 to P90,000 were thankfully suspended.
For HDMF contributions, RA No. 9679, otherwise known as the Home Development Mutual Fund Act, provides that a 2% monthly contribution is imposed, based on the maximum monthly compensation level of not more than P5,000.
Knowing the latest contribution rates will ensure the accuracy of payroll computations.
The Department of Labor and Employment provides labor advisories on how holiday pay, whether regular or special, is computed. Case in point, employees who worked last Maundy Thursday, Good Friday and on Monday, April 10 are entitled to 200% of their basic wage for the first eight hours. Should the employee work excess hours, an additional 30% of their hourly rate on the said day, on top of the 200%, shall be paid. On the other hand, employees who decide to work on a regular holiday that also falls on a rest day shall be paid an additional 30% on top of the 200% wage.
For some companies, focusing on their businesses’ core competencies proves more beneficial than having to handle support and administrative functions such as payroll preparation in-house. Reputable professional firms are more than capable of handling payroll work where the benefits outweigh the costs.
At the end of the calendar year, payroll annualizations take the spotlight. Knowing the proper adjustments in payroll computations before year-end generation of payslips, Certificate of Compensation Payment/Tax Withheld (BIR Form No. 2316) and Annual Alphabetical List of Employees (alphalist) helps manage mistakes that may have tax consequences.
The Bureau of Internal Revenue (BIR) has released a revised version of the BIR Form No. 2316 that allows the presentation of the tax incentive from the Personal Equity and Retirement (PERA) Fund. A qualified employee-contributor is entitled to a 5% tax credit of the aggregate qualified PERA contributions made in a calendar year, creditable only against income tax liabilities of the employee.
Under Revenue Memorandum Circular No. 139-2020 and Revenue Regulations No. 6-2021, the 5% tax credit should be evidenced by a PERA-Tax Credit Certificate, wherein such details are to be reported in the column provided for in the alphalist and in the BIR Form No. 2316 of the contributor-employee.
Unfortunately, most employees are unfamiliar of PERA as a voluntary retirement program with tax incentives.
In addition, reconciliations of compensation, including bonuses and tax payable amounts reported per books, per returns, and per attachments, further facilitates the review of the completeness and accuracy of payroll computation.
Ensuring that payroll is accurate and timely is a burden that employers and payroll service providers face. But it doesn’t have to be intimidating every time payroll period comes. Understanding the M-O-N-E-Y matters in payroll practice will make payroll less demanding.
As published in Mindanao Times, dated 08 June 2023
P&A Grant Thornton uses cookies to monitor the performance of this website and improve user experience
To find out more about cookies, what they are and how we use them, please see our privacy notice, which also provides information on how to delete cookies from your hard drive.
