Compliance
Ensuring payroll compliance with expert precision
Staying compliant with UK payroll laws doesn’t have to be complicated. From PAYE and National Insurance to pensions, holiday pay, and statutory entitlements — we ensure every aspect is handled accurately and on time. With us, you stay aligned with HMRC requirements while your employees are paid correctly, every time.
- Operate PAYE to collect Income Tax and National Insurance Contributions (NICs).
- Submit Real Time Information (RTI) reports to HMRC every payday.
- Provide employees with an itemised payslip each pay period.
- Penalties can apply for late or incorrect submissions.
- Pay at least the National Minimum Wage (NMW) or National Living Wage (NLW) depending on age/status.
- Rates typically change every April.
- Underpayment can trigger enforcement action and penalties, including public “naming and shaming”.
- Employees are entitled to 5.6 weeks’ paid holiday per year (pro rata for part-time).
- Working Time Regulations: max 48 hours per week on average (unless opted out).
- Case law may affect calculations (e.g., overtime, commission, and some bonuses).
- Correctly calculate and process statutory entitlements, including:
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- Statutory Sick Pay (SSP)
- Statutory Maternity Pay (SMP)
- Statutory Paternity Pay
- Shared Parental Pay
- Statutory Adoption Pay (SAP)
- Incorrect calculations can lead to HMRC issues and employee claims.
- Automatically enrol eligible workers into a workplace pension scheme.
- Minimum contribution levels apply to qualifying earnings.
- The Pensions Regulator can issue fines for non-compliance.
- Keep payroll records for at least 3 years (6 years is often recommended for audits).
- Include wages, deductions, RTI submissions, pension details, and employee information.
- Provide employees with a P60 by 31 May each year.
- Submit the final Full Payment Submission (FPS) to HMRC for the tax year.
- Provide a P45 when an employee leaves.
- Payroll data is personal data under UK GDPR & the Data Protection Act 2018.
- Process, store, and share payroll data securely and lawfully.
- Comply with the Equality Act 2010.
- Equal pay must be given for equal work, regardless of gender or protected characteristics.
- Contractors must deduct tax at source from subcontractors’ pay and pass it to HMRC.
- Strict reporting and verification rules apply for construction businesses.
- Employers with annual payroll bills over £3 million must pay the Apprenticeship Levy.
- Charged at 0.5% of the total pay bill, reported and paid via PAYE.
- Benefits such as company cars, private health insurance, or allowances may need reporting to HMRC.
- P11D forms are filed annually, and Class 1A NICs can be due on these benefits.
Penalties for non-compliance
- HMRC fines for late or incorrect RTI submissions.
- Interest and penalties on late PAYE payments.
- The Pensions Regulator fines for auto-enrolment breaches.
- “Naming and shaming” for NMW/NLW underpayment.
Ready to simplify compliance? Contact our team today for expert payroll support tailored to your business.
Get compliant payroll support
We’ll keep your payroll accurate, on time, and aligned with HMRC requirements — including pensions, statutory payments and CIS where needed.
Based in Dungannon · Supporting businesses across the UK