Running payroll for your business is time-consuming and complex. With our expertise, we can help you maintain payroll compliance to keep you abreast of ever-changing legislation.
Employees are the most important asset of your business, and paying them accurately and on time helps to ensure a motivated and productive workplace. Staying up to date with ever-changing legislation and responsibilities can be daunting.
Our expertise extends across a wide client base across a variety of industry sectors with businesses of many different sizes – sole traders and partnerships, through to medium-sized limited companies. We process weekly, four weekly, monthly and quarterly payrolls.
All you need to do is send us your payroll figures and we’ll take care of all the processing. We’ll send you payslips, and all necessary reports. We are proud of our loyal client base, many of whom have been with us for a number of years. We are conscientious, friendly and work together as a team to deliver a personal service.
Outsourcing your payroll to us relieves you of your payroll responsibilities in the knowledge that an expert team is doing the job for you meaning you can get on with what’s important – running your business.
Here are some of the things we can help you with:
Automatic enrolment duties and cyclical re-enrolment
Under the Pensions Act 2008, every employer in the UK must put certain staff into a pension scheme and contribute towards it. If you employ at least one person, you have certain legal duties. We provide a full auto-enrolment management process integrated within our payroll processing. The minimum contributions that you must pay into your staff’s pension scheme are being introduced gradually over time, with the next increase due on 6 April 2018. We ensure that you are kept compliant with legislation.
Cyclical automatic re-enrolment is carried out approximately every three years after an employer’s staging date. We manage all of this on your behalf.
- You choose a date to re-enrol your staff – this can be any date within three months either side of the third anniversary of your starting date. Consider any upcoming business priorities you want reenrolment to coincide with, or any you don’t. You can’t use postponement for re-enrolment.
- We will work out if any of your staff need to be re-enrolled (there are exceptions).
- We can re-declare your compliance to The Pensions Regulator. If you don’t re-declare your compliance in time, you may be fined.
Reporting to HMRC
As an employer operating PAYE, all employees’ payments and deductions need to be reported to HMRC on or before each pay date, including the tax and NI owed. Using the correct tax codes for your staff is key to correctly working out how much tax to deduct from your staff’s pay. We ensure that the latest tax codes for each staff member are used when calculating their tax liability each pay day.
HMRC expect another report to claim any reduction on what is owed to them eg statutory maternity/paternity pay recovered. We submit all of your RTI submissions to HMRC ensuring they are on time to avoid penalties.
National Insurance contributions
There are different NI rates and categories eg when your staff reach state pension age or you employ apprentices. We ensure the correct NI categories are applied to your employees’ pay, ensuring that NI contributions are correct.
We will accurately calculate any statutory payments, such as statutory sick pay, maternity / paternity pay and redundancy payments.
Student loan deductions
Do you know when and how to make student loan deductions from your staff’s pay (Plan 1 or Plan 2)? We manage this on your behalf.
We have the expertise and resources to keep you compliant throughout all of your payroll process. Our systems are efficient, safe and secure, and you can be confident that we are always up to date with legislation, alleviating you of the administrative burden of updates and the expense of paying for regular software upgrades.
Our team of experts are on hand to dissect and translate into simple terms any updates announced, from changes to minimum wage or national living wage, through to reporting and other compliance changes. We pull this information together in an easy-to-read format and disseminate in a timely manner to our clients.
Contact Karen Harries or Andrea Cormor for more information by emailing firstname.lastname@example.org or call 01242 776000.