Payroll Services
There is no such thing as a payroll being too small for us. Whether it be just one employee or director we can manage payrolls for the smallest of businesses.
Yes. We can advise you on staging, month end, and payment dates, along with deadlines for paying National Insurance Contributions (NICs). If you choose to outsource your employees' payroll requirements to us, we'll take care of all these important milestones for you.
Yes - you can handle payments to HMRC in-house. Alternatively, we can arrange payment via BACs as part of your payroll processing service.
As an employer, you can view your employees' payslips and other employment documentation via a secure portal that can be accessed 24/7. Staff can also log in to review their own documents.
Absolutely. Our data management processes comply with the General Data Protection Regulation (GDPR). We can also advise you on how to process staff data in line with this regulation.
We tailor our packages to meet our clients' individual requirements. Contact us for more information or to discuss pricing.
Workplace Pensions
Yes. When auto enrolment was first introduced back in 2012, only larger companies needed to enrol their employees into a qualified pension scheme - but as of 1st February 2018, this legislation affects all UK businesses, of all sizes.
Yes. If, for whatever reason, eligible employees do not want to benefit from your chosen scheme, they can elect to leave within a month of being enrolled. They will need to contact the pension provider for an opt-out notice, which they will need to complete and return to you. Any contributions made in that first month should be returned to the member of staff via their following month's payroll.
As an employer, you are not allowed to influence your employees' decisions. You cannot be seen to actively encourage your staff to leave their workplace pension; they must choose to do so freely. If you clearly coerce employees to leave the scheme or offer a financial incentive to transfer them out of an occupational scheme, this is likely to be considered an inducement. If the Pensions Regulator determines that an inducement has taken place, you may be issued escalating penalty notices of up to £10,000 per day for non-compliance.
If you are the owner/manager of a limited company and its sole 'employee', you will be classed as a director, not as a worker. Only organisations that employ workers need to enrol their employees into a workplace pension automatically. More information on this topic can be found on the government's Pensions Regulator website.
However, we strongly urge ALL company directors to set up a directors' pension or a private pension. Directors can pay into their pot as an individual and via their limited company. Get in touch with us directly for more guidance and to be introduced to an IFA who can talk you through your options.
However, we strongly urge ALL company directors to set up a directors' pension or a private pension. Directors can pay into their pot as an individual and via their limited company. Get in touch with us directly for more guidance and to be introduced to an IFA who can talk you through your options.
