Questions, answered directly.

PAYE is the UK system through which employers deduct Income Tax and National Insurance from employee pay and report the relevant information to HMRC. The payroll process also includes pay calculations, payslips, deductions, reporting and record keeping.

Yes. A provider can perform agreed administrative activities, but the employer remains responsible for supplying accurate information, approving payroll, paying amounts due and meeting employer duties.

We can discuss payroll services for different pay frequencies. The agreed scope, cut-offs, contacts and charges will be set out in your service schedule.

Payment arrangements depend on the agreed service model. Your service schedule will state whether we prepare payment information only or provide any additional agreed payment-support activity. The employer remains responsible for ensuring amounts due are paid on time.

We will assess whether the change can be processed. Late or incomplete information may require an off-cycle run, create additional work or need to be included in a later payroll. The applicable approach and any charges will be set out in the service terms and schedule.

No. We provide payroll and workplace-pension administration support only. We do not recommend pension schemes or investments, and we do not provide regulated financial, tax, legal or pension advice.

Subject to the service schedule, this may include workforce assessment support, contribution calculations, pension data preparation and ongoing payroll administration around member changes.

No. The employer remains responsible for its legal duties, including selecting and maintaining a suitable qualifying scheme where required, making due contributions, completing declarations and ensuring information is correct.

Re-enrolment is a periodic employer duty. Employers must assess whether certain staff who are not active members of a qualifying pension scheme should be put back into a scheme. A related re-declaration is generally required. We can support the payroll administration and reminders where agreed.

Often, yes. It depends on the availability and quality of payroll records, your pay date, data complexity, pension arrangement and the time available to make the transfer carefully.

There is no universal answer. We will assess the payroll facts, required data, transition date and any validation steps before setting an implementation plan.

Usually, we need relevant employee and payroll records, current pay-calendar information, pension-provider details, reports and authorised contacts. We will provide a secure, detailed handover checklist before you share data.