Pay calculations
Calculating agreed pay, PAYE deductions, National Insurance and net amounts from the information supplied.
Payroll and Pensions in Harrow and Ruislip
Payroll support with a clear routine each pay period.
Practical payroll and pensions support from our Ruislip base, with the work and fees agreed around your needs.
The Service
What does payroll support cover?
Payroll calculates employee pay, deductions and employer liabilities, and provides the information needed for payslips and HMRC reporting. Workplace pension duties and statutory payments may also apply. Angel Accountancy provides payroll support for businesses in Ruislip, Harrow and the wider service area, with the pay schedule and scope agreed first.
Who can benefit?
This service suits owner-managed companies paying a director, employers with staff and businesses that need regular support with starters, leavers or variable pay. Construction businesses may also need separate CIS administration. The amount of work depends on workforce size, pay frequency, pension arrangements and the information available.
Discuss Your Requirements
What Support Can Include
Payroll tasks agreed around your workforce.
The services below can form part of an agreed engagement. We confirm the work, responsibilities and fees before starting.
Payslips and reports
Producing payslips and payroll summaries for the agreed pay periods.
RTI reporting
Preparing relevant Full Payment Submissions and Employer Payment Summaries as required by the payroll circumstances.
Starters and leavers
Updating payroll records using the required employee information and preparing relevant leaver documents.
Pension administration
Discussing workforce assessment, contributions and reporting with your chosen pension scheme where included.
Statutory and year-end work
Agreeing support for statutory payments, P60s, benefits reporting or CIS rather than assuming every task is included.
A Closer Look
Keep the pay run and responsibilities clear.
Information needed before a pay run
Payroll depends on timely and accurate instructions. Tell us about starters and leavers, working hours, overtime, bonuses, absences and changes to pay. Employee details and tax-code notices must be current. A defined cut-off leaves time to review figures before payday. If information arrives late or changes after processing, discuss how corrections will be handled rather than assuming they can be added without affecting the timetable.
RTI and employer responsibilities
HMRC normally requires the Full Payment Submission on or before payday. An Employer Payment Summary has a different purpose and timetable, including periods with no payments or claims for certain reductions. Processing payroll does not automatically transfer salaries or settle the employer's HMRC liability. The engagement should identify who approves payroll, pays employees, pays HMRC and keeps employment records.
Workplace pensions and statutory payments
Pension duties depend on the workforce and pension scheme. Eligible workers may need automatic enrolment, and opt-ins, opt-outs, contributions and re-enrolment must be handled appropriately. Statutory payments have eligibility and calculation rules that can change by tax year. Provide the relevant absence and employee information so the treatment can be reviewed. Payroll administration should fit the employer's pension arrangements and employment responsibilities.
CIS and benefits need their own review
CIS applies to particular construction payments and is distinct from payroll for employees. Employment status must be considered before treating a worker as a subcontractor. Benefits and expenses can also create separate reporting duties. Tell us about subcontractors, company vehicles, medical cover and other benefits when discussing the engagement, so required tasks and any additional fees are clear.
Getting Ready
What to bring to your first discussion
Bring PAYE reference details, current employee and pay records, year-to-date payroll reports, tax-code notices, pension scheme information and pay dates. For a transfer, include earlier submissions and outstanding corrections. Flag statutory payments, benefits and CIS requirements before the first agreed pay run.
- PAYE details, employee records and pay dates
- Year-to-date payroll and tax-code notices
- Pension scheme and contribution information
- Statutory payments, benefits and any CIS requirements
How We Work
A consistent process for each pay period.
Review the payroll setup
We check the PAYE scheme, pay dates, employee data, pension arrangements and earlier payroll records.
Agree each pay-period cut-off
We establish when hours, changes and approvals are needed, and identify who pays employees and HMRC.
Process and report
We calculate the pay run, present the agreed reports and complete the authorised submissions.
Payroll calculates pay and produces reports. Unless a separate payment arrangement is expressly agreed, the employer pays employees and settles liabilities with HMRC and the pension provider.
A Full Payment Submission is normally required on or before payday. Employer Payment Summaries and particular exceptions have different rules, so the relevant submissions need to be checked.
We can discuss payroll for an owner-managed company. The appropriate pay, reporting obligations and pension position depend on the director's circumstances and the business.
No. CIS concerns certain payments to construction subcontractors. PAYE concerns employee pay. Employment status and the applicable rules must be reviewed before selecting the treatment.
They depend on employee numbers, pay frequency, pension administration and additional work such as benefits or CIS. The engagement should specify the tasks and information cut-offs.