Payroll & Pensions

A director can participate in a pension, but automatic-enrolment duties for directors depend on the company's circumstances and whether the director is treated as a worker for these purposes.

Yes. We can calculate and process statutory family-related payments using the information you provide.

Yes. We can process statutory sick pay where the employee meets the relevant conditions.

Yes. Contact us as soon as possible. We will review the issue and explain the best way to correct it.

Yes. We will process final pay and produce the required leaving information.

Yes. We will add new employees to payroll using the information you provide and process the relevant HMRC reporting.

Yes. We take care of all the necessary payroll changes.

Yes. We calculate payroll deductions and tell you what needs to be paid to HMRC and by when.

We can discuss payment options and suitable software. The exact process will depend on the service agreed and the controls you want to retain.

Yes. We can support auto-enrolment assessments, pension deductions and regular pension submissions.

Absolutely. We can manage pension submissions and auto-enrolment requirements.

Yes. You provide the approved figures before the payroll deadline and we will include them in the relevant pay run.

Yes. We can process weekly, fortnightly, four-weekly or monthly payroll depending on how your business pays its team.

Yes. We complete the required year-end payroll reporting and make employees' annual pay information available.

Yes. We support businesses of every size.

Yes. We support businesses with a single employee as well as larger teams.

If you take a salary from your own company, yes — the company has to operate PAYE and report it to HMRC, even for one person and even if the salary is below the point where tax is due. If you take only dividends, there may be no payroll to run, but there is usually a good reason to take some salary. It is worth ten minutes of advice rather than a guess.

We can support Construction Industry Scheme requirements where agreed as part of the service. We will confirm the exact scope after discussing your business.

Payroll should be run according to the employees' contractual pay frequency � commonly monthly, but weekly and other cycles are possible.

Yes. Payroll information is handled securely and only shared with authorised people.

Provide the leaving date and any final pay items in time for the employee's last payroll. Holiday pay, deductions or other final adjustments may need to be included.

You will need the employee's personal details, start date, pay information, tax starter information and bank details, together with any contractual payroll items.

We normally need details of hours, overtime, bonuses, absences, starters, leavers and any other changes before the agreed payroll deadline.

We process payroll, issue payslips, submit required information to HMRC and support starters, leavers, statutory payments and workplace pensions.

If you start employing staff or paying directors in circumstances that require PAYE reporting, the business normally needs to register with HMRC as an employer before the relevant payroll submissions are made.

We will agree a clear cut-off date for each payroll so there is enough time to process and check everything before payday.

Workplace pension duties are linked to employing workers, so do not wait until somebody asks to join. You need to assess the workforce and have a suitable pension process in place when the duties apply.

Automatic-enrolment duties depend on factors including age, earnings and worker status. Employees who aren't automatically enrolled may still have rights to opt in or join.

Yes. Employees can receive secure electronic payslips for each pay period.