Frequently asked questions

No. Under our standard service, the client remains the employer. We do not become the employer merely because we process payroll.

No. Our standard business model is payroll administration for clients using their own confirmed employment and PAYE arrangements.

No. We do not source, place or supply workers as part of the payroll service.

No. Under our standard service, we provide payroll and payment reports. The client funds and makes payments to employees, HMRC, pension providers and other recipients.

We are responsible for processing complete, accurate and approved information according to the agreed service. The client is responsible for the source data, employment and tax decisions, approval of the payroll and the funding of liabilities.

Yes. We can support weekly, fortnightly, four-weekly and monthly payrolls where agreed during scoping.

We can prepare and make authorised RTI submissions where this is included in the service and the client has provided the necessary scheme details and authority.

No. We report the relevant payroll liabilities, but the client remains responsible for paying HMRC by the applicable deadline.

Yes. We can process deductions and contributions and prepare agreed pension files. The employer remains responsible for its automatic-enrolment and scheme duties unless a separate service states otherwise.

No. Employment-status and off-payroll working decisions remain with the client and its advisers. We process the treatment confirmed to us.

Yes, where the client has established the correct contractual, employment and tax arrangements. Our involvement is limited to the agreed payroll administration.

We normally need the legal employer name, number of PAYE schemes, approximate employee count, payroll frequency, pay types, pension requirements, reporting needs, current payroll method and intended start date.

We provide a written quotation based on the actual payroll requirement. It explains recurring charges, setup work, assumptions, exclusions and potential additional fees.

Timing depends on payroll size, data quality, pay dates, available year-to-date information and testing requirements. We confirm an achievable implementation plan after reviewing the records.

A parallel run can be included in a migration where agreed. It requires complete and comparable data from the current payroll.

We assess what can reasonably be completed and explain the available options. Late information may be deferred, require an additional run or result in a correction. Additional fees may apply where set out in the service agreement.

The transfer method is agreed during onboarding according to the data involved and the service setup. Sensitive payroll information should not be sent through the website enquiry form.

Yes. We first establish what caused the issue, which payroll periods and records are affected, what approval is required and whether a corrected submission is needed. Additional charges depend on the cause and the contract.

No. We provide payroll administration and factual process information. Matters requiring professional judgement should be referred to an appropriately qualified adviser.

Yes. We may refuse or pause an instruction that is incomplete, unauthorised, potentially unlawful, inconsistent with the agreed service or unsupported by sufficient records.

Use the contact form on this website. Formal correspondence may also be sent to our registered office at 7-9 Fennel Street, Loughborough, England, LE11 1UQ.