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ServicePayroll and staff management, taken on in full.
Not payroll software with a helpdesk attached. We take on the employment administration for your team — and where it suits both sides, the staff transfer onto our PAYE scheme and are managed by us from there.
The whole payroll cycle, every month.
Everything below runs as standard. There is no tiering where the useful parts sit behind a higher plan.
- Payroll processing — weekly, fortnightly or monthly
- PAYE and National Insurance calculation and payment
- Real Time Information (RTI) submissions to HMRC
- Payslips issued to staff, digital or printed
- Starters, leavers, P45s and P60s
- Workplace pension assessment, enrolment and submissions
- Statutory sick, maternity, paternity and adoption pay
- Holiday entitlement, accrual and absence records
- Attachment of earnings and student loan deductions
- Year-end reporting and reconciliation
Full management vs. payroll only
Two different arrangements, and it's worth being clear which one you want.
Payroll only — your staff remain employed by you. We run the payroll, the filings and the records on your behalf.
Full staff management — the employment itself moves to us. Staff are transferred onto our PAYE scheme, we become the employer of record, and we handle the employment relationship day to day. You keep control of the work they do and how your business runs.
How staff move across.
Where employees transfer to us, TUPE regulations are likely to apply. That means a defined process with obligations on both sides — and it's not something to improvise. This is roughly how it runs.
Review and scope
We look at headcount, contracts, pay rates, benefits, working patterns and any live employment issues. This determines whether a transfer is appropriate at all.
Written proposal and agreement
Terms, responsibilities, cost and timetable, agreed in writing. We recommend your solicitor reviews the agreement — and we'll work with them directly.
Information and consultation
Affected employees must be informed, and in defined circumstances consulted, before a transfer. We support you through that process and provide the documentation, and we'll be present for staff briefings if that helps.
Transfer date
Employees move across on their existing terms, with continuity of service preserved. Payroll, pension and records transfer with them.
Business as usual
Staff carry on doing the same job in the same place. What changes is who handles the paperwork, the payslips and the phone calls.
A note on advice. Everything on this page is a description of our service, not legal advice. Employment transfers carry real obligations for both the outgoing and incoming employer, and the right answer depends on your specific circumstances. We work alongside your solicitor or accountant, and we'll tell you plainly when something needs their sign-off rather than ours.
The things people ask first.
Do my staff have to agree to this?
Employees affected by a transfer have the right to be informed about it, and in certain circumstances consulted. They also have a right to object to transferring. We'll set out exactly what applies in your case before anything is committed to — this is the part most worth getting right.
Do their terms and conditions change?
Under a TUPE transfer, employees generally move across on their existing terms with continuity of service preserved. Changing terms because of a transfer is restricted. If you're hoping to use a transfer to reduce terms, we'd tell you straight away that it doesn't work that way.
Who do staff go to with a problem?
Us, for anything about pay, holiday, absence or their employment. You, for anything about the actual work. In practice that split is clear to people within a fortnight.
What if we want to bring it back in-house later?
That's provided for in the agreement. Staff and records transfer back, and we don't build in exit penalties designed to trap you. If the arrangement isn't working, we'd rather part on good terms.
How is it priced?
Usually a fixed monthly fee based on headcount and payroll frequency, agreed in advance. For full staff management, the arrangement also covers the payroll cost itself, which is set out separately and transparently. No per-payslip charges appearing after the fact.
Can we start with payroll only and move to full management later?
Yes, and a lot of clients do exactly that. It's a sensible way to see how we work before making a bigger decision.
Get a straight answer on your situation.
Tell us your headcount and how you currently run payroll, and we'll tell you what we'd take on and what it would cost.