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N° 06 / 08 · Service

Payroll & PAYE

Monthly RTI, pension auto-enrolment, P11Ds, P60s — done.

Engagement

Per-payslip rate · quoted on enquiry

Speak about a payroll & paye engagement
Overview Overview

A qualified practice shouldn’t outsource payroll to an unfamiliar bureau, and we don’t. Payroll is held in-house, run on a fixed monthly rhythm, and reviewed before submission to HMRC. From a single director on a salary-and-dividend split to teams of fifteen.

Included in scope

  • 01 Monthly payroll & RTI submission
  • 02 Auto-enrolment pension administration
  • 03 P11D benefits in kind & PSA agreements
  • 04 P60s, P45s & starter declarations
  • 05 Director’s remuneration & dividend planning
In Practice

Where this shows up
in the work.

Payroll is the one part of the practice with no margin for error — get RTI wrong and HMRC notices the same day. We hold it in-house, run on a fixed monthly rhythm, with a qualified review of every submission before transmission. The unfashionable parts — auto-enrolment re-enrolment every three years, P11D class 1A NIC on benefits, the personal-allowance and NIC thresholds that change without warning each April — get done because they’re scheduled, not because someone remembered.

Recurring scenarios

  • 01 A director on the optimal salary-and-dividend split — we re-set the PAYE figure each April to the personal allowance / NIC threshold interaction that minimises total tax for that year’s rates.
  • 02 A growing team crossing the auto-enrolment trigger for the first time — we set up the qualifying scheme, run the postponement rules cleanly, and handle the Pensions Regulator declaration of compliance.
  • 03 An employer providing health insurance, company car, or season-ticket loan — P11D and Class 1A NIC done on a calendar in March, not panic-filed in July.
  • 04 A redundancy or termination payment — the £30,000 exemption, the post-employment notice pay (PENP) calculation, and the income-tax / NIC split done properly.
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