Which service you need comes down to who these people are, how they are engaged and where they work. Most employers end up using more than one.
Every way a UK business pays somebody, from a salaried employee to a subcontractor on site.
The core bureau service. You stay the legal employer and keep sign-off; we take the data, calculate gross to net, produce the payslips and reports, and make the submissions on the dates they are due.
Learn more →Weekly, high-volume pay for temporary and day-rate workers. Built for agencies and end clients dealing with variable hours, multiple assignments, mid-week starters and corrections that cannot wait a month.
Learn more →For inside-IR35 engagements under Chapter 10 ITEPA 2003. We calculate the deemed direct payment, deduct PAYE and NICs, carry the employer NIC, and file with the off-payroll indicator set.
Learn more →For anyone paying subcontractors on construction work. Verification with HMRC, deduction at the verified rate on the labour element, monthly statements, and the CIS300 filed before the 19th.
Learn more →Where you want the employment administration gone as well as the payroll. We carry the statutory processes and the paperwork for your UK workforce while you direct the work itself.
Learn more →Workplace pension duties run inside the pay run: assessment every period, contributions on the right earnings, notices, opt-outs, postponement and the three-yearly re-enrolment cycle.
Learn more →FPS on or before payday, EPS where recoveries or nil payments apply, and the year-end sequence of P60s, P11Ds and Class 1A handled to the statutory dates rather than the last minute.
Learn more →The whole UK picture in one place: what a compliant pay cycle involves, what we take on, what stays with you, and how the pieces above fit together for a single employer.
Learn more →Describe the workforce and we will tell you which of these applies to which group, including where the honest answer is that you do not need us for part of it.
Book a call →There is no such thing as a European payroll. There are twenty-odd national payrolls with their own registration, tax, social security and statutory entitlement rules, and the work is in handling each one properly while giving you a single view of the lot.
Where you already have an entity in-country. Local payroll run against your own registration, with income tax, social security and statutory entitlements applied to that country's rules and reported back in one view.
Learn more →Where you have no entity and no wish to open one. We employ the person through ours, hold the local employment contract, and carry the payroll, social security and statutory obligations that go with it.
Learn more →Sending UK staff to work in Europe temporarily. We deal with A1 certificates, host-country notifications and the point at which a short assignment quietly becomes a local payroll obligation.
Learn more →One person who runs your cycle and knows your rates, plus a named second who can cover leave without you having to re-explain the account.
Gross to net, deductions, employer costs and variances against last period, sent for sign-off before any money moves or anything is filed.
RTI submissions, pension uploads, CIS returns and the P60, P11D and Class 1A sequence are part of the service, not chargeable extras.
Payslips, statements, determinations, pension records and submission receipts retained for the statutory periods and produced on request.
How the services fit together, and what it costs to use them.
Start with one. Plenty of clients come to us with a single problem: a CIS return that keeps being late, a pension assessment nobody trusts, an overseas hire with no compliant route to being paid. They only move the rest across once they have seen a few cycles. There is no bundle and no minimum.
Who the legal employer is. Under a PEO arrangement you generally remain the employer and we take on the payroll and statutory employment administration alongside you. Under an Employer of Record arrangement we become the legal employer through our own entity, which is what you need when you have no entity in the country where the person works. PEO is about offloading administration; EOR is about not needing a company there at all.
Yes, and most transfers happen mid-year. We bring across the year-to-date figures for pay, tax, National Insurance, student loan and pension, reconcile them against your last live submission, and keep the RTI record continuous so HMRC sees one uninterrupted payroll rather than two partial ones.
Per payslip or per worker per cycle, depending on the mix, with the scope written down so nobody is surprised by a bill for something they thought was included. Year-end, RTI filing, pension uploads and your account manager's time are part of the service rather than extras. We quote once we know the headcount, frequency and how many of the models you actually need.
A named account manager who runs your cycle, plus a second person who knows the account well enough to cover leave. Not a shared inbox and not a ticket number. If something is wrong on a Friday afternoon, you ring the person who processed it.
Tell us who you pay, how they are engaged and where they work. We will map each group to the right service and tell you what it would cost to run.