Construction, transport, security, IT, management and recruitment among others. Most of them pay people in a way that does not fit a standard monthly run.
A security firm and a software house both run a payroll, and almost nothing about the two is the same. One needs night premiums and holiday pay averaged over 52 weeks for people whose hours move every fortnight. The other needs day rates, status determinations and a compliant way to pay someone who lives in Lisbon.
Rather than force every client through one template, we pick the service that belongs to each group of workers: managed payroll, contractor payroll, deemed employment, CIS, PEO, EOR or country-level European payroll. Then we run them all on one calendar, with one point of contact.
Rotas, sites, seasonal volume and mixed employment status are the norm in these industries. We take the calculations, deductions, filings and records off your desk and keep them to the deadline, whichever payroll route each group of workers needs.
Most construction firms run two payrolls at once: PAYE for staff and CIS for subcontractors. We verify with HMRC, deduct on the labour element and file the CIS300 before the 19th.
CIS Payroll →Drivers rarely earn a flat rate. Night pay, tramping allowances, mileage and waiting time all land in the same week, and the split between PAYE and owner-drivers has to be defensible.
Managed Payroll →Twelve-hour shifts, unsocial premiums and bank holiday cover, for officers whose hours change every fortnight. Holiday pay has to be averaged properly rather than guessed at.
UK Payroll →Salaried staff, day-rate contractors inside IR35, specialists outside it, and people hired remotely abroad. Each route has a different tax and reporting consequence.
Deemed Employment →Lower volume, heavier detail. Director payroll, partner drawings, bonus and commission cycles, company cars and the P11D reporting that follows them into July.
Managed Payroll →High-volume weekly pay for your placements, handled under your brand or openly outsourced. Mid-week starters, AWR tracking, and PEO where a placement needs a different structure.
Contractor Payroll →Headcount doubles for peak and halves again in January. We handle rapid onboarding, shift premiums, and pension assessment for people who cross the earnings threshold constantly.
Managed Payroll →Hourly teams across dozens of sites, often near minimum wage, where an unpaid travel gap becomes an underpayment. We consolidate the hours and keep NMW exposure visible before payday.
UK Payroll →Shift premiums, rotating patterns, overtime bands and a union rate card that has to be applied identically across hundreds of people, with cost reporting by department.
Auto-Enrolment →Bank and agency staff on unsocial hours with high churn and short notice. Enhanced rates, sleep-ins and travel between visits, all paid correctly and fast.
Contractor Payroll →Once someone works in another country, that country's rules apply, and there is no single European payroll to run. These are the sectors that move people across borders most often, and we handle them one jurisdiction at a time.
Wind, solar and grid crews move between countries as sites progress. We set up payroll where the work is, and handle A1 certificates before anyone travels.
European Payroll →Rotational crews can touch several jurisdictions in one assignment, with residence, social security and withholding each landing somewhere different.
European Payroll →Specialist staff placed into host countries under tight requirements, often long enough that the tax position changes partway through the posting.
Employer of Record →Buyers and supply-chain specialists placed near a plant still need a local contract, local statutory entitlements and local social security.
Employer of Record →Engineering projects move skilled staff between European plants at short notice. We handle each local registration and social security position on its own terms.
European Payroll →Hiring the right engineer often means hiring them where they live. Paying them as a contractor when the relationship looks like employment is where it goes wrong.
Employer of Record →A rough guide to how we usually match the two. Most clients end up using more than one.
Salaried and hourly staff on your own payroll. You stay the legal employer and keep approval; we do the processing, filing and reporting.
Managed Payroll →Day-rate and hourly contractors, agency placements and inside-IR35 engagements, paid weekly with the status treatment documented.
Contractor Payroll →Construction work within the scope of the scheme: verification, deduction on the labour element, statements and monthly returns.
CIS Payroll →Payroll plus the statutory employment administration for a UK workforce, while you keep day-to-day direction of the work.
PEO →We employ through our own entity in that country and carry the local employment, payroll and statutory obligations.
Employer of Record →Local payroll run in-country against your own registration, with tax, social security and statutory entitlements applied properly.
European Payroll →Describe the workforce: the shifts, the sites, the countries and the mix of employed and self-employed. We will set out the payroll route that fits before anyone touches a pay run.