Regular payroll calculations
Gross pay, agreed deductions, statutory items and net pay prepared for the relevant pay period.
PAYROLL SERVICES FOR UK EMPLOYERS
A calmer payroll process for every payday.
We calculate employee pay, prepare payroll records and support recurring employer submissions under an agreed timetable—while you retain control of employee changes and final approval.
EMPLOYEESTell us your current headcount
FREQUENCYWeekly, fortnightly or monthly
STARTCurrent provider and desired start date
Payroll run
DRAFT FOR REVIEW
PAY PERIOD
Monthly payroll workflow
InputsCalculationApprovalFiling
✓
Employee changes receivedStarters, leavers, hours and pay changes
✓
Draft calculations preparedGross pay, deductions and net pay
3
Employer reviewApproval before final processing
4
Final records and submissionsCompleted after approval
CONTROL POINTNo final payroll without agreed approval.
EMPLOYER INPUTChanges must arrive before the agreed cut-off.
01Employee data
Starters, leavers, hours and changes.
02Payroll calculation
Gross-to-net figures and deductions.
03Employer approval
Draft reports reviewed before completion.
04Payroll outputs
Payslips, records and agreed submissions.
THE EMPLOYER WORKFLOW
Payroll is a recurring deadline, not a once-a-year calculation.
Each pay period depends on accurate employee information arriving on time. New starters, leavers, overtime, unpaid leave, statutory payments, pension changes and tax-code notices can all affect the result.
Our process separates employer inputs, payroll calculations, approval and final outputs so responsibilities remain visible rather than being hidden inside software.
SERVICE SCOPE
Payroll support matched to the way your team is paid
The final scope depends on employee count, pay frequency, pension arrangements, variable pay, current records and any construction-industry requirements.
Starter and leaver processing
New employee details and leaving information incorporated using the records supplied by the employer.
Payslips and payroll reports
Payroll outputs prepared for employees and the employer after the draft has been reviewed.
RTI submissions
Full Payment Submissions and Employer Payment Summaries handled where included within the agreed service.
Pension payroll calculations
Payroll contribution figures and pension-file support based on the employer’s selected scheme and supplied information.
Statutory payment calculations
Relevant sick, maternity, paternity or other statutory-pay information considered where applicable.
Director payroll
Recurring director salary processing under the agreed payroll arrangement.
CIS-related payroll support
Contractor or subcontractor records handled separately where CIS work is expressly included.
ONE PAY PERIOD
What happens before employees receive their final payslips
A reliable timetable gives both sides enough time to identify missing information and correct draft figures before completion.
Employer sends changes
Hours, overtime, bonuses, starters, leavers, absence and other relevant updates.
Draft payroll prepared
Pay and deduction figures are calculated using the available information.
Employer checks the draft
Unexpected figures or missing changes can be raised before approval.
Outputs finalised
Payslips, reports and agreed submissions are completed after approval.
EMPLOYER TYPES
Different payrolls create different operational pressure
The design of the service should reflect workforce size, pay frequency, variable hours, pension arrangements and the quality of the current data.
SMALL BUSINESSES & STARTUPS
A repeatable payroll routine without building an in-house department
Suitable for employers who need recurring payroll calculations, employee documents and agreed submissions while keeping approval with the business.
- Monthly or weekly payroll
- Starters and leavers
- Pension payroll inputs
- Year-end employee records
CONSTRUCTION & CIS
Keep employee payroll and subcontractor records clearly separated
Construction businesses may have both payroll employees and CIS subcontractor responsibilities. The precise work must be agreed rather than treating both groups as one process.
- Employee payroll
- Subcontractor information
- CIS deductions where included
- Connected bookkeeping records
GROWING EMPLOYERS
More employees usually mean more changes, approvals and reporting needs
A growing workforce may require clearer cut-offs, departmental information, additional review steps and a documented handover from the current payroll process.
- Defined payroll contacts
- Structured change files
- Approval responsibilities
- Implementation planning
SWITCHING PAYROLL PROVIDERS
A clean handover matters more than a fast promise.
Before a new payroll begins, the current records, year-to-date figures, employee details, pension position and outstanding corrections need to be understood.
Ideal starting informationEmployee count, pay frequency, current software or provider, pension scheme, desired start date and any known payroll issues.
Review the current position
Confirm pay frequency, employee population, current tax year and existing workflow.
Collect payroll records
Obtain relevant year-to-date values, employee details and previous payroll outputs.
Agree responsibilities
Set employer contacts, input format, cut-off dates, review steps and approval authority.
Check opening data
Resolve obvious gaps before relying on the information for the first live payroll.
Begin the new timetable
Run the agreed process and keep any transition issues visible.
PAYROLL CONTROLAccuracy depends on both correct calculations and complete employer inputs.
COMMON PAYROLL RISKS
What commonly disrupts a payroll run?
Late employee changes
Starters, leavers or variable-pay information arrives after processing has begun.
Incomplete opening data
Year-to-date values or employee details do not agree with earlier records.
Unclear approval responsibility
No named person is available to check and approve the draft on time.
Pension changes are not communicated
Scheme information, contribution changes or employee status updates are missing.
Payroll and bookkeeping remain disconnected
Payroll totals are not reflected consistently in the wider accounting records.
WHO DOES WHAT?
Outsourced payroll remains a shared employer process
The employer still controls employment decisions, source information, payment approval and the timing of employee changes.
YOUR BUSINESS
PATH ACCOUNTANTS
01
Provide complete employee and pay-period changes by the agreed cut-off.
01
Prepare payroll calculations from the information supplied.
02
Check draft reports and question unexpected amounts.
02
Provide draft payroll reports for employer review.
03
Approve the payroll and arrange employee and liability payments.
03
Finalise agreed payroll outputs and submissions after approval.
04
Inform us about workforce, pension or process changes.
04
Raise data gaps and explain issues identified during processing.
What information is needed for each payroll run?
Typical inputs include starters, leavers, hours, overtime, bonuses, unpaid leave, statutory absence information, salary changes, deductions and relevant pension updates. The required format and cut-off should be agreed before the service begins.
Will I approve payroll before it is finalised?
Yes. Draft reports should be provided for employer review, and final processing should follow the agreed approval procedure.
Can you process weekly and monthly payrolls?
The service can be scoped for common pay frequencies, subject to employee numbers, input requirements and an achievable processing timetable.
Can payroll include workplace pension calculations?
Payroll contribution calculations and pension-file support may be included. The employer remains responsible for its pension duties and for providing accurate scheme and employee information.
Can you help us switch from another payroll provider?
Yes, after reviewing the current process, employee records, year-to-date figures, pension information and desired start date. The handover scope depends on the condition and completeness of the data received.
Do you offer CIS payroll support?
CIS-related work can be discussed separately for construction businesses. Employee payroll and subcontractor responsibilities should be clearly distinguished within the agreed service.
How much does outsourced payroll cost?
Fees depend on employee count, pay frequency, variable-pay complexity, pension requirements, CIS work, reporting needs and the condition of opening records. The fee and inclusions should be agreed before processing begins.
PLAN THE NEXT PAYRUN
Tell us how your payroll works today.
Share your employee count, pay frequency, current provider or software, pension scheme and desired start date. We will use that information to define the likely scope and next step.