Payroll
Running a payroll can be a nightmare – let’s face it you are guaranteed to upset your employees if you get it wrong!
As accountants in Sutton we are payroll experts.
We run over a hundred payrolls from one to one hundred employees. Payroll clients include:
• Sole traders
• Limited companies
• LLP’s & partnerships
We run payrolls for builders, hairdressers, computer consultants & the film & recording industries.
We use the industry leading Iris payroll software and are wholly GDPR compliant.
So why work with us?
Running a payroll yourself takes up precious time which you as an employer could use in a more productive way. Plus keeping up with legislation can be a minefield. You need to make sure you are compliant with the work place pension - are you? Do you know what can be claimed back as an employer?
Common errors we see all the time include:-
- Not calculating payroll figures correctly.
- Not providing employees the correct Statutory payments.
- Not understanding National Minimum Wages levels.
- Not claiming all allowances available.
- Not submitting returns on time on a monthly/weekly basis (avoiding penalties)
We always offer the first meeting free with no obligations to commit
Looming SSP reform
The government is looking to reform Statutory Sick Pay , this is to ensure the rules support employers in retaining staff who experience health problems.
The government proposals are intended to provide early access to occupational and financial advice.
The aim is for employers to avoid their employees with long term health conditions falling out of work as well as supporting employers in getting their employees back into work following ill health.
A proposed change involves looking at ways of reforming the current Statutory Sick Pay rules, one being a reduction in the qualifying threshold, currently, £118 per week. This will allow payment of Statutory Sick Pay to employees whose earnings are below this threshold.
Another being a rebate to employers who support employees in returning to work following ill health.
This proposed reformation will make for better control and will allow over a million low paid workers currently not entitled, access to Statutory Sick Pay.
The government proposals are intended to provide early access to occupational and financial advice.
The aim is for employers to avoid their employees with long term health conditions falling out of work as well as supporting employers in getting their employees back into work following ill health.
A proposed change involves looking at ways of reforming the current Statutory Sick Pay rules, one being a reduction in the qualifying threshold, currently, £118 per week. This will allow payment of Statutory Sick Pay to employees whose earnings are below this threshold.
Another being a rebate to employers who support employees in returning to work following ill health.
This proposed reformation will make for better control and will allow over a million low paid workers currently not entitled, access to Statutory Sick Pay.
New legislation on providing payslips to employees
Are you aware of the new legislation on providing payslips to employees?
Don't worry turpin barker armstrong has you covered.
See our handy info below or message us for more information
From 6th April 2019 new legislation around providing payslips comes into effect, under which:
The statutory right to receive an itemised payslip will extend to all ‘workers’ from 6th April 2019. Currently, only employees are entitled to payslips.
Don't worry turpin barker armstrong has you covered.
See our handy info below or message us for more information
From 6th April 2019 new legislation around providing payslips comes into effect, under which:
- All employers will be required to provide payslips to all ‘workers’, and
- Show hours worked on payslips where the pay varies by the number of hours worked
The statutory right to receive an itemised payslip will extend to all ‘workers’ from 6th April 2019. Currently, only employees are entitled to payslips.
Common Payroll Pitfalls
Do you know how many holidays your employees are entitled to?
For example do you know the different allowances for full and part time employees? Or employees working irregular hours?
Not forgetting expectant mothers are entitled to Statutory Maternity Pay (SMP) but did you know fathers or partners also have an entitlement to Statutory Paternity Pay (SPP)?
A mother and her partner are both eligible for Shared Parental Leave (SPL) and Statutory Shared Parental Pay (SHPP).
Please contact our payroll team if you would like to know more about holiday entitlement and statutory pay for your staff.
For example do you know the different allowances for full and part time employees? Or employees working irregular hours?
Not forgetting expectant mothers are entitled to Statutory Maternity Pay (SMP) but did you know fathers or partners also have an entitlement to Statutory Paternity Pay (SPP)?
A mother and her partner are both eligible for Shared Parental Leave (SPL) and Statutory Shared Parental Pay (SHPP).
Please contact our payroll team if you would like to know more about holiday entitlement and statutory pay for your staff.