Comprehensive payroll management services

Navigating payroll for employees on maternity or paternity leave can be complex, but we’re here to make it simple. Here’s how we can assist:

Statutory pay: We’ll calculate and ensure employees receive the correct Statutory Maternity Pay (SMP) or Statutory Paternity Pay (SPP) during their leave, following HMRC’s rates and guidelines.

Company maternity/paternity pay: If your company offers enhanced maternity or paternity pay, we’ll process these additional payments accurately.

Reimbursement claims: We’ll help you recover statutory payments from HMRC, including claiming Small Employers’ Relief if applicable.

Record keeping: Our payroll team will maintain accurate and compliant records, including leave dates, payments, and supporting documents.

Return to work: From a payroll perspective, we’ll ensure a smooth transition for employees returning to work after their leave.

Documents needed to process payroll:

To handle payroll for employees on maternity or paternity leave, we’ll require the following:

• Employee’s leave start and end dates
• Confirmation of eligibility for statutory payments (e.g., MATB1 form for maternity leave)
• Details of any company-enhanced maternity/paternity pay policies
• Employee’s most recent payslips for reference
• Information on any agreed changes to working hours or roles upon their return

Let us manage the payroll complexities so you can focus on supporting your employees during this important time.

Absolutely! Auto-enrolment pension compliance is an essential responsibility for employers, and we’re here to ensure you meet all the requirements smoothly. Here’s how we can assist:

Our support includes:

Assessing your workforce: We’ll help identify eligible employees who must be automatically enrolled into a workplace pension scheme.

Choosing a pension provider: If you haven’t already selected a provider, we can guide you through choosing a compliant and cost-effective pension scheme.

Employee communication: We’ll draft and distribute legally compliant notices to your employees, informing them about auto-enrolment and their rights.

Payroll integration:nOur team ensures your payroll is integrated with the pension scheme to calculate and process contributions accurately.

Ongoing compliance: We’ll manage re-enrolment duties, opt-in/opt-out requests, and ensure contributions are submitted on time to your pension provider.

Declaration of compliance: We’ll assist you in submitting your Declaration of Compliance to The Pensions Regulator, confirming your adherence to legal requirements.

With our expertise, you can focus on running your business while we handle the complexities of auto-enrolment pension compliance.

Managing bonuses and commissions in payroll can be complicated, but we’ve got you covered. Here’s how we simplify the process for you:

Calculation: We’ll calculate the bonus or commission amounts by your company’s policies.

Tax and NI: Our system ensures the accurate deduction of taxes and National Insurance from bonus or commission payments.

Reporting: We will include the bonus or commission payments on your employees’ payslips for HMRC reporting.

Year-end reporting: Bonuses and commissions will seamlessly integrate into your year-end payroll reporting.

Let us take care of the calculations and paperwork so that you can focus on rewarding your employees.

If there is a change in the tax code, it could be due to a change in marital status or income. Here’s our plan for handling it:

Monthly code notice checks: As part of our service, we will review coding notices from HMRC each month before processing the payroll to ensure all updates are applied accurately and on time.

Apply the new tax code: Implement the new tax code starting from the date specified by HMRC. If no specific date is provided, apply the change from the next payroll period.

Assist with queries: If the employee has concerns about their tax code, advise them to contact HMRC directly for clarification, as employers cannot provide personalised tax advice.

Reconciliation: We will reconcile any overpayments or underpayments resulting from the tax code change.

Let us manage the tax code changes to help you avoid any financial penalties.

What are taxable and non-taxable benefits?

• Taxable Benefits: Examples include company cars, private medical insurance, and interest-free loans over £10,000.
• Non-Taxable Benefits: Include pensions, cycle-to-work schemes, and certain childcare schemes.

How should benefits be reported to HMRC?

• Use P11D forms to report taxable benefits by the HMRC deadline (July 6 following the tax year).
• Alternatively, you can payroll benefits (Payrolling Benefits in Kind) if registered with HMRC before the tax year starts.

Do employers pay National Insurance on benefits?

• Employers must pay Class 1A National Insurance on most taxable benefits. Payments are due by July 19 (or July 22 if paying electronically).

Can benefits be processed through payroll?

• Yes, some benefits can be processed through payroll instead of using P11D forms. This requires prior registration with HMRC.

What records should be maintained?

• Employers should keep detailed records of all benefits provided, including their cost, type, and any employee contributions.

How should benefits be communicated to employees?

• Employers should clearly explain benefits, their value, and how they may impact employees’ taxes or take-home pay. Provide relevant documentation, such as P11D forms or benefit statements.

How can I ensure compliance with complex benefits?

• Seek professional advice for complex benefits like share schemes or overseas allowances to ensure compliance and efficient management.

By following these guidelines, you can manage employee benefits effectively while ensuring compliance with HMRC regulations.