Change is something that all organisations need to deal with to some extent or another and this is especially the case in relation to staff with employment/tax legislation, pay trends and the employment marketplace constantly changing direction.

The majority of employers are happy and able to manage change internally using available resources and skill sets. However, there is sometimes a need for an employer to take a step back and request additional help in managing change projects, e.g. where the project involves a significant change to employee terms and conditions and therefore great care needs to be taken around the communications or where the employer's existing staff do not have the time or necessary knowledge to deliver the specific objectives of whatever is being changed.

Optimum PAYE is able to project manage such projects on behalf of clients which may cost fees in the short-term but will bear fruit in the longer term for the employer and its staff by ensuring the project delivers on what it set out to achieve in the first place. In addition, there may be considerable value in the project being managed by an independent organisation like us so that there is no bias towards any single solution or outcome.


What support can Optimum PAYE provide ?

  • Meeting all stakeholders to understand why change is necessary and the overall objectives, milestones and timing requirements
  • Design a sensible project plan to tie in with the above
  • Take on full responsibility for managing the project plan - arranging meetings, ensuring key deadlines are met, ensuring deliverables are on time, updating stakeholders, etc. Examples of projects this could apply to include:
    • Salary sacrifice implementation
    • Total reward / flexible benefit scheme implementation
    • Car scheme re-design
    • Introduction of new staff expenses system or policies and procedures
    • Tendering of benefit providers, e.g. car leasing company, Cycle to Work provider, pension provider, etc
    • Redundancy programme
  • Liaison with relevant third parties, e.g. potential providers, existing providers, HMRC, employment lawyers, staff unions, industry bodies, etc
  • Follow up or auditing of the implemented plan to ensure the objectives are on target or to identify any issues that need to be addressed
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