Fully managed payroll services for UK employers

We correct it and file the amendment. 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. Tell us as soon as an employee queries a payslip, because a problem caught in the same week costs far less to put right than one found three months later.

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. A mid-year switch gets messy when the outgoing provider has not kept the P11 data, or nobody knows the pension scheme login, so we ask about both at the start. We time the switch to fall between pay runs and confirm the first run with you before it is submitted.

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. Late data leaves less time to check the run and is the most common cause of payroll errors we see. Starter details matter most: without a P45 or starter declaration, an emergency tax code applies.

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. Late PAYE payments attract penalties that rise 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.

CIS verification, deductions and the monthly return are handled alongside the payroll where you operate in construction. Before that, check whether the people you treat as subcontractors are genuinely self-employed, because employment status is decided by the reality of the working arrangement. An invoice or a signed agreement does not settle it. If HMRC reclassifies someone, the employer picks up the PAYE and National Insurance that should have been deducted, plus interest and penalties, so settle the question before the engagement starts.