We offer a comprehensive payroll service to small and medium sized businesses
The legal obligations and responsibilities fall heavily on businesses who employ staff and with the increasing complexity and ever changing regulations it can be difficult to ensure you are complying with and keeping abreast of all new developments. Payroll administration can be time consuming and complicated for many small businesses.
Outsource your payroll to us and have peace of mind you are fully complying with the current legislation and legal requirements.
New Businesses
If you are planning on employing staff we can advise you from the very start on how to apply to HM Revenue & Customs to register as an employer.
We can guide you in understanding the responsibilities and deadlines and help you to avoid penalties for late submissions and late payments.
If you would like to process your payroll within your own organisation, we can help you set up your payroll system and train your staff on how to process the payroll, or we can come along and process your payroll for you.
PAYE Explained
PAYE (Pay As You Earn) was introduced in 1944 and places an obligation on an employer to calculate and deduct the amount of income tax and national insurance from their employee's pay at source, before the employee receives it.
The system and the way employers send information to the HMRC had remained unchanged since 1944 until the 6th April 2013 with the introduction of RTI (Real Time Information).
What we can offer
Periodic payroll processing of your choice
(Weekly, Fortnightly, Monthly) are the most popular.
Fully computerised reports and payslips.
Payslips can be emailed or posted to you, or directly to your employees. Email payslips are password protected.
RTI (Real Time Information) compliant, meaning all of your payroll submissions and employer notices for example, starters, leavers, year end P60 certificates are sent via the HMRC electronic gateway system.
Updates on any legislation changes throughout the fiscal year.
Notifications on how much and when to pay your HMRC liability for PAYE/NIC.
All auto enrolment workplace pension duties.
National Insurance Explained
Introduced in the late 1940's the National Insurance Contributions (NIC) is payable by both the employer and the employee.
Class 1 NIC is payable by both the employer and employee on earnings. Class 1A and 1B may also be payable by the employer should they provide their employees with benefits in kind, such as a car, van, healthcare etc.
Paying National Insurance can help to build employees entitlement to certain benefits, such as the State Pension. It also helps supplement the NHS.
Auto-enrolment Pensions
Every employer with at least one member of staff has the responsibility of assessing their workforce and enrolling those who meet certain criteria into a workplace pension scheme, and contributing towards it.
This legislation has been phased in since 2016 for all small to medium size businesses. Employees don't have to do anything to be enrolled into your pension scheme, it is the responsibility of the employer who must follow steps set out by the Pensions Regulator to enrol their employees in a workplace pension.
We can take care of these duties as part of our payroll service. We are delegates for Nest (National Employment Savings Trust) set up by the Government to make sure every employer has access to a high-quality workplace pension scheme. However, we can administer your own chosen workplace pension.
Real Time Information
RTI is a structure in which employers submit PAYE details to HMRC. Under RTI, information about PAYE payments will be submitted each time a payment is made as part of the payroll process, rather than at the end of the year.
Every time you pay your employees you are required to send your RTI return's (full payment submissions) to HMRC online, most employers are legally required to use RTI. RTI enables a more efficient response to PAYE errors such as under or over payments. It also reduces fraud and ensures people receive the benefits they are entitled to quicker.
Other statutory pay and information
Statutory Sick Pay (SSP) – Statutory Maternity Pay (SMP) – Statutory Adoption Pay (SAP) – Statutory Paternity Pay (SPP). These are just a few more of the obligations, not to mention keeping up to date with the National Minimum Wage rates and Statutory Holiday entitlements, all these arrive with ample provision for penalties in the event that the employer should choose not to bother.
Disclaimer
We do not accept any liability for the services that the pension provider mentioned above provide. As payroll advisors we are allowed to suggest and offer delegated pension providers to keep employers compliant, but this in no way constitutes to financial advice. If you are in any doubt, we strongly recommend that you seek financial advice from an Independent Financial Advisor.