Monthly payroll processing, RTI submissions, pension auto-enrolment, P60s, P11Ds, and CIS subcontractor payments. Managed end to end so your employees are paid correctly and HMRC receives everything it needs on time.
Every payroll we run is reviewed before the pay run is confirmed. PAYE calculations are checked, NIC thresholds are applied correctly, and pension contributions are verified. Nothing is sent to HMRC without a human review.
PAYE and National Insurance calculated correctly for each employee. Payslips produced and distributed digitally. Statutory deductions (student loan, child maintenance, attachment of earnings) applied as required.
Full Payment Submission (FPS) filed with HMRC on or before every payment date. Employer Payment Summary (EPS) filed when applicable — CIS deductions suffered, statutory payments recovered, or employer levy adjustments.
Worker assessment, enrolment at staging date or re-enrolment, opt-out processing, contribution calculations (minimum 3% employer / 5% employee on qualifying earnings), and TPR declaration of compliance managed in full.
P60 produced for every employee still in employment at 5 April. Final FPS and EPS submitted for the tax year. PAYE reconciliation and employer payment schedule confirmed with HMRC before the tax year closes.
P11D prepared for every director and employee receiving a taxable benefit — company car, private medical insurance, loans, expenses not covered by a PAYE Settlement Agreement. Filed with HMRC by 6 July following the tax year.
CIS deductions calculated and applied to each subcontractor payment. Monthly CIS300 return filed with HMRC. Payment and deduction statements issued to subcontractors. CIS deductions suffered by the business offset against PAYE liability.
HMRC's PAYE real-time reporting system means that errors in National Insurance, PAYE calculations, or auto-enrolment do not sit unnoticed until year-end. They accumulate, create reconciliation differences, and lead to underpayment demands — often with interest and penalties back-dated to when the error began.
The most common payroll errors we see when taking over from either a client's own payroll or a previous bureau:
The optimal director salary level changes each tax year based on the NIC Lower Earnings Limit, the Primary Threshold, and Corporation Tax deductibility. We confirm the optimal structure at the start of each tax year so your director pay is tax-efficient from April — not reviewed retrospectively in January.
A payroll change report — any new starters or leavers, hours worked for variable-pay employees, any salary changes, and any leave taken that affects pay (statutory sick pay, maternity, etc.). We provide a simple monthly input template. For fixed-pay employees with no changes, we confirm the run with you before submission and process without any input required.
Yes. We request your current payroll data — employee records, year-to-date figures, pension scheme details, and HMRC PAYE reference — and take over from the next pay run. We confirm the opening balances with you before the first run and reconcile to the prior provider's records to ensure there is no gap in RTI submissions.
Yes. Managing the interface between CIS and PAYE — particularly offsetting CIS deductions suffered against the monthly PAYE/NIC payment — is a core part of our payroll service for construction businesses. We also handle the separate CIS300 return alongside the payroll FPS, so both are filed together and the offset calculation is applied correctly every month.
Book a free consultation. We will review your current payroll setup, check your auto-enrolment compliance, and give you a fixed monthly fee to take payroll off your plate entirely.
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