There are few more important things to any business than making sure your people are paid on time. No-one notices if you get it right, but it’s not just employees that feel the impact when it goes wrong – HMRC will also be interested in any mistakes you make.  

So, for our clients, getting payroll right is a must have. 

As such we prioritise getting UK payroll processing and calculations right. And we are able to offer this as a seamlessly integrated service with our suite of HR compliance tools. 

We know that our clients are focused on growing their businesses and don’t want to get bogged down in admin. Our dedicated team is focused on relieving them of this burden. We offer a confidential Payroll Service to serve both employer and employee, as well as providing expert advice on Human Resource issues and guidance. 

For a more a detailed walkthrough of how payroll works for overseas companies you can visit this page 

Our UK Payroll Service includes all of the necessary elements to be in full compliance with UK employment and tax legislation. Since the introduction of Real Time Information (RTI), getting this right – and on time – is more important than ever.  

  • Customised UK pay slips 
  • Administration of PAYE, national insurance, statutory sick pay, statutory maternity pay, etc 
  • Summaries and analyses of staff costs including full breakdown of calculations 
  • Payments made electronically to employee bank accounts 
  • Administration and payment of other employee benefits 
  • Completion of statutory forms, including year-end returns, to issue to your employees and submit to HMRC (we do this on your behalf). 
  • Maintain all necessary payroll records 
  • Complete tax year end returns (including forms P14 and P60, forms P11D, P9D,  
  • Preparation and submission of P11D(b) (returns of expenses and benefits) 

Payroll counts. A properly run payroll regime involves much more than simply calculating the gross salary over a twelve-month period. Indeed, failure to calculate and distribute salaries correctly could result in the employer breaching their obligations. Not only that, it could also leave the employee ‘out of pocket’.