Payroll

Business NeedOrganizations that utilize shift differentials may have payroll policies or collective bargaining agreements requiring the differential amount to be paid only on regular hours worked. In these scenarios, overtime premiums must be calculated using the employee's base hourly rate and should not include the shift differential amount.Current LimitationCurrently, when a shift differential is configured as an addition to an employee's hourly rate, the differential becomes part of the employee's regular rate of pay. As a result, overtime calculations are based on the increased rate, causing the shift differential to be included in the overtime rate calculation.Requested EnhancementProvide a configuration option that allows administrators to control whether a shift differential is included in overtime rate calculations.Suggested setup options:Include Shift Differential in Overtime Calculation (current behavior) Exclude Shift Differential from Overtime CalculationWhen the exclusion

Can anyone confirm whether this has been taken care of it 2026 R1?

I’m not sure what to do with Government Reporting this week.Whenever we try to process it through Aatrix it usually works fine. Starting last Friday it is giving us this error message when trying to run the Federal Tax Deposit:Any thoughts on what we are missing here?Thanks!

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I have a client who does not want PTO hours to be included in the threshold for overtime pay.  For example, if the employee worked the following:8 hrs on day 18 hrs on day 28.5 hrs on day 38 hrs vacation on day 48 hrs on day 5This person only worked 32.5 hrs and had 8 hrs of vacation pay; in this scenario, I do not want to calculate overtime on the .5 hr.Does anyone know how to configure 2026 R1 to accomplish this?

I have a lot of customers who choose a different payroll provider because Acumatica does not have an HR module, is there any plan to add one in the near future.  

Has anyone built or customized a Paid Time Off (PTO) request workflow in Acumatica? This would be a rather simply process.Employee selects the date(s) they want to request off. Optional note can be added. Request is submitted to a designated approver. Approver can approve or reject the request. Employee receives a notification of the action. Global dashboard to view all requests.A nice-to-have feature would be tighter integration with timecards. Once the employee's weekly timecard is created, any approved PTO dates would automatically populate as PLT / Vacation without the employee having to enter them manually.Has anyone seen something similar to this?

Hello,this is my first time implementing Acumatica payroll and I’m struggling to know if the NACHA file was created and if it was, where I can view the .txt version of it.  Any help is appreciated!  Thank you in advance.

Weekly 941 reporting (Schedule B) isn’t tying to the weekly Payroll Summary - what would be causing this?  It appears to be related to “pennies”, but the associated outage is resulting in several of hundreds of dollars.

06.01.26;  Is anyone else having issues connecting to Aatrix?   I keep getting:“Error:  Failed to find data.  Please try again later or contact support if the problem persists”.

hi!our client needs to be able to track workers comp codes by task and employee.  they have a wage-tiered rate structure so depending on the rate of the employee, the WCC can vary. For example: Employees work plumbing tasks that have two different WCC codes depending on their hourly wage rate:- WCC 5183 (Plumbing Low Wage) applies when the employee rate is under $32/hr at 0.073981/hr- WCC 5187 (Plumbing High Wage) applies when the employee rate is $32/hr or above at 0.038358/hrThe problem is that Acumatica's WCC source mapping only supports Project/Task or Labor Item as triggers, neither of which is wage-rate-aware. ExaCTIME has confirmed they do not pass WCC codes or any wage-tier differentiator — timecards come over with Project, Task, and Hours only.We've looked at using labor items as the discriminator, but that doesn't work without ExaCTIME sending different pay codes. Employee-level WCC assignment won't work either since employees cross the $32 threshold regularly. We've looked a

How can we setup a deduction and benefit code for health insurance.  IE, employee pays 15% and employer pays 85% however, this is based on the employees specific health insurance amount.  If total group policy is $10,000 per month and employee part is $1,000 per month, the health insurance deduction should be $150 for employee and $850 for employer.   Thanks

We are implementing the Canadian Payroll and the customer wants to manage the Banked time in the system. We have created a new earning type BK that is used to track that, but we have noticed that the system won’t deduct the Banked time from the gross pay. In our situation the employee  has been paid for 84.91 hours at regular rate and 33.22 hours on overtime for a total of 6,871.74$You will see in the screenshot that the gross pay is 9254.99$, but it should be 6,871.74$ because banked hours should not affect gross pay.It does the following: Regular hours paid+ Overtime hours paid and Banked time that aren’t paid. Any solutions ?

Does someone know if Acumatica is planning something to handle the catch-up contributions for 2026? Standard contributions will be pre-tax, and catch-up will be taxable. Thanks,  Andres  The 401(k) employee contribution limit for 2026 is $24,500, with catch-up contributions of $8,000 for ages 50–59 and $11,250 for ages 60–63.Standard Contribution LimitsFor 2026, the maximum employee deferral to a 401(k), 403(b), or 457(b) plan is $24,500, up from $23,500 in 2025 (IRS Notice 2025-67). This limit applies to the combined total of traditional pre-tax and Roth 401(k) contributions.  IRS+2Catch-Up ContributionsAges 50–59: Eligible to contribute an additional $8,000, bringing the total possible contribution to $32,500.    3 Ages 60–63: Under the SECURE 2.0 “super catch-up” provision, participants can contribute an additional $11,250, for a total of $35,750 if their plan allows.    3 Starting in 2026, catch-up contributions for employees aged 50+ who earned more than $150,000 in FICA wages in

Hello - I’m having some issues with the Global Tax Settings tab of the Tax Maintenance form. Our client has recently updated to 25R2 and the modern UI, and when we update taxes, the Global Tax Settings tab seems to be missing all sorts of entries that used to be visible to us. For example, we used to be able to maintain the basic personal amounts for each province tied to our work locations, and those fields are now missing. They would be the Total Claim Amount fields for each province.I’ve searched the update notes and don't see anything related to this. I also thought that perhaps this was missing because I was setting up a tenant for production with no employees loaded yet, but our UAT tenant that has prior payroll data is also missing all of the field that we previously were using.I also went in and looked at the individual Employee Payroll Settings, and all prior values we had updated are still there, however the ‘Use Default’ checkbox that used to exist for some values (like the

I have a customer who needs to add Shareholder Insurance (SHI) to every payroll. It needs to go in as an Earning and out as a Deduction (Gross up/Net zero).Is there a "recurring" feature in Payroll that I’m missing? I cannot add the SHI Earning Code to the Compensation tab on the Employee Payroll Settings (PR301000) screen because of the Earning Type restrictions.How are you guys automating this so the client doesn't have to manually add these lines to the paycheck every month?

Good day, has anyone perhaps ons successfully integrated with Deep Local Payroll (Payspace)  Th y are one of Acumatica’s API partners however I am struggling to post my ledgers from Payspace to Acumatica, the error I keep on getting is Your Acumatica login has expired. Please login and try againThis error pops up even directly signing in. I did setup a API user for payspace and I did send them the Client ID and Secret which they used to establish the connection, but I think I might be missing something. 

We gave a pay advance to an employee and set the deduction limit to $160. He had 2 paychecks of $80 each but then it didn't stop it still pulled another $80 out on the next paycheck. Can anyone tell me what I am doing wrong? The deduction limit frequency is set to No maximum.

My client had to run the Tax Maintenance this week and there are now blank rows, the Values don’t have dropdowns and for example the Select Filing Status was Single, Married Filing Jointly, Married Filing Separately and Head of Household, but now everyone updated to an “S” with no options:Is anyone else experiencing this issue? 

Hi All,Has anyone successfully created an automatic email with paystub report attached that is sent thru a business event when the regular paycheck is released?I am referring to PR641000 that you generate directly on the individual paychecks.

Looking for a report to print and remit for payroll run that includes the garnishment deduction amount + the information for the corresponding codes Garnishment Details fields in Employee Payroll Settings. If no native report, any direction on which table contains the Garnishment Details field data?

We’re in the setup phase of our implementation and working through our Safe Harbor match configuration.Our formula is: 100% match on the first 2% 50% match on the next 4% Total match not to exceed 6% of eligible compensation Some employees will elect a flat dollar contribution, and their weekly pay varies.Has anyone configured this type of Safe Harbor match where the employee deferral is a flat amount instead of a percentage? If so: How did you structure the deduction and match calculation? Did the system correctly calculate the tiered match each payroll based on that week’s eligible compensation? Any issues with caps or special scenarios we should plan for during setup? Appreciate any insight from those who’ve already been through this.

Hi ,When I try to create an expense claim, it does not automatically pick up the description for the selected expense item. Do you know why this might be happening? 

We are having an issue with the paycheck assigning separate workers’ comp codes to different work locations. As you can see, we have 2 work locations on this paycheck. We want separate workers’ comp codes for each work location. However, currently, the system uses the same code with different deduction codes because of the 2 different states involved.I understand that there are 2 separate deduction codes, but when we go to report these wages, we have to use 1 rate per WORKERS COMP code. When we report it to our insurance, they do not care about our deductions codes--just their WORKERS’ COMP code. Does anyone know how to fix this? I want to be able to pull the workers’ comp report and use the numbers in Acumatica to report to our insurance. I can’t find a way to do it currently.

Does Acumatica still support filing 1099s through Aatrix? If so, how is the process done?