Every pay run, on schedule
Gross-to-net calculations, tax codes, National Insurance and deductions worked out correctly for each employee, on your chosen pay frequency.
Payroll & Pensions
Payroll that just runs. Every time.
Fully managed payroll and workplace pensions for UK employers. Your team paid correctly and on time, HMRC and your pension provider filed automatically, and none of it landing on your desk.
Fully managed, not DIY software
Hand it over and stop thinking about it
Running payroll yourself means keeping up with tax codes, National Insurance, statutory pay, RTI deadlines and pension re-enrolment — every single pay run, or HMRC starts issuing penalties.
With Buzz, a specialist payroll team handles the whole cycle for you. You tell us who's changed and what they've earned; we do the rest and send everything back ready to pay. Weekly, fortnightly, four-weekly or monthly — whatever suits your business.
What's included
Everything a compliant pay run needs
Payslips & reports
Branded digital payslips for your team, plus a clear summary each period showing exactly what to pay staff and what to pay HMRC.
RTI filed with HMRC
Full Payment Submissions and Employer Payment Summaries sent to HMRC on time, every time — the real-time reporting the law requires.
Statutory pay handled
Sick pay, maternity, paternity and holiday pay calculated correctly, so you stay compliant and your team is treated fairly.
Auto-enrolment pensions
Workplace pension assessment, contributions and submissions to your provider each period, with opt-ins and opt-outs managed for you.
Starters, leavers & year-end
New starters, leavers with P45s, P60s at year end and the full end-of-year submission — all part of the service, not an add-on.
Workplace pensions
Auto-enrolment, without the admin headache
Every UK employer has to enrol eligible staff into a workplace pension and keep it running. It's fiddly, deadline-driven and easy to get wrong.
- Assessing which staff must be enrolled, each pay period
- Calculating and submitting contributions to your provider
- Handling opt-ins, opt-outs and refunds correctly
- Managing three-yearly re-enrolment and your Declaration of Compliance
We keep pensions running alongside payroll so the two never fall out of step.
How it works
Four steps to payroll off your plate
- 1We set you up
We register you as an employer with HMRC if needed, connect your pension scheme, and load your existing employees so nothing is lost in the switch.
- 2You send us the changes
Each period you tell us what's changed — hours, new starters, leavers, bonuses. If nothing's changed, you don't have to do anything.
- 3We run and file it
We process the pay run, send you payslips and a payment summary, and file RTI with HMRC and contributions with your pension provider.
- 4You pay your team
You make the payments knowing the figures are right and the compliance is done. Year-end P60s and submissions are handled automatically.
Who it's for
From your first hire to a full team
Taking on your first employee
Becoming an employer for the first time brings a stack of new obligations. We set it all up properly so you start on the right footing.
Read: your first hire
Growing limited companies
Directors' payroll, mixed salary and dividends, and a growing team — kept tax-efficient and compliant as you scale.
Limited companies
Established employers switching over
Fed up chasing your current provider or doing it yourself? We take over mid-year with a clean handover and no gaps.
Switch to Buzz
Simple, transparent pricing
Priced per employee, with no surprises
Payroll is charged on a simple per-employee, per-pay-run basis, with workplace pension administration quoted alongside it. No setup traps, no per-submission add-ons — you'll know the cost before you commit.
Payroll can be run as a standalone service or bundled into a wider Buzz accountancy package. Tell us your team size and pay frequency and we'll send a fixed quote.
Frequently asked questions
Common payroll & pension questions
How much does payroll cost?
It is priced per employee per pay run, with pension administration quoted alongside rather than buried in the same figure. That separation is deliberate: it keeps the cost visible when people opt out, and it stops you paying pension admin for staff who are not enrolled. Send us your headcount and pay frequency and you get a fixed price before you commit to anything. The variables that move it are frequency — a weekly payroll is four times the runs of a monthly one — plus CIS, multiple pay elements and how much starter and leaver churn there is.
What happens if a pay run is wrong?
We correct it and file the amendment, and how it is fixed depends on when it is caught. Before the pay date, the run is simply redone. After payment, the fix is usually an adjustment in the next run with a corrected Full Payment Submission, or an Earlier Year Update where the tax year has closed. What we will not do is quietly absorb an error into the following month and hope the year end reconciles. Tell us the moment an employee queries a payslip — most payroll problems are cheap in the same week and expensive three months later.
Can you take over partway through the tax year?
Yes, and we do it regularly. Your year-to-date figures, employee records, tax codes, student loan positions and pension enrolment dates all come across, so nothing is double-counted and nobody's tax code resets. The two things that make a mid-year switch messy are missing P11 data from the outgoing provider and a pension scheme where nobody knows the login. We ask about both at the start. We time the switch-over to fall between pay runs rather than across one, and confirm the first run with you before it is submitted.
Do you handle the workplace pension too?
Yes — auto-enrolment assessment every pay run, contributions, opt-ins and opt-outs, three-yearly re-enrolment and your Declaration of Compliance, all managed alongside the payroll so the two stay in step. This is the part employers most often get wrong, because the duties are ongoing rather than a one-off setup: someone who opted out at 21 has to be reassessed as their earnings rise, and re-enrolment comes round whether anyone remembers it or not. The Pensions Regulator issues fixed penalties for missed duties, and "we did not realise" is not a defence.
What do you need from us each pay run, and by when?
Only the changes — new starters, leavers, hours, overtime, bonuses, absence or anything unusual. If nothing has changed, send nothing and the run goes ahead as normal. We agree a cut-off date at the start, set far enough ahead of your pay date to file the RTI submission on or before payment, which is what HMRC requires. Missing the cut-off is not fatal but it compresses everything, and repeated late data is the single biggest cause of payroll errors we see. Starter details matter most: without a P45 or starter declaration, an emergency tax code applies.
Do you deal with HMRC on our behalf?
Yes. We file the Real Time Information submissions every pay run, handle year-end reporting, and produce P60s and P45s. You get a clear summary of what to pay HMRC and by when — 22nd of the following month if you pay electronically, 19th otherwise, and quarterly instead of monthly if your average liability is under £1,500 a month. Late PAYE payments attract penalties that escalate with the number of defaults in the year, and interest runs regardless. Where a PAYE dispute or a coding problem arises, we deal with the correspondence rather than sending you the letter.
Is payroll included in an accountancy package?
It can be. Limited company packages include payroll for up to two employees; beyond that it is priced per head per run and added to the package or run standalone, whichever is simpler. Plenty of clients use us for payroll alone and keep their accountant elsewhere, and that is a perfectly normal arrangement. The reason to have both in one place is that director remuneration, dividends, pension contributions and the Employment Allowance all interact, and the decisions get made better when the person running the payroll can see the accounts.
What about CIS, or subcontractors we are not sure about?
CIS verification, deductions and the monthly return are handled alongside the payroll where you operate in construction. The question worth asking before any of that is whether the people you are treating as subcontractors are genuinely self-employed, because employment status is determined by the reality of the working arrangement, not by an invoice or a signed agreement. If HMRC reclassifies someone, the employer picks up the PAYE and National Insurance that should have been deducted, plus interest and penalties. It is a far cheaper conversation to have before the engagement starts than after a compliance visit.
Accreditations & Partnerships
