Question 1

What is a payroll checklist?

Accepted Answer

Our monthly payroll checklist outlines all the processes you must undertake across the UK payroll lifecycle. This includes administering new starters and leavers, managing leave, running payroll, pensions, benefits, and more. A comprehensive payroll checklist will not only ensure that your staff are effectively managed in terms of pay, leave, pensions, and benefits but also that you meet UK regulatory compliance requirements.

Question 2

Why is a payroll checklist important?

Accepted Answer

When you’re running payroll, it can be easy to forget to go through certain steps or procedures. But the consequence of this is that payroll compliance falls by the wayside leaving you open to fine-attracting errors and pay discrepancies. A payroll implementation checklist not only keeps you on track but will ensure you perform the correct procedures every month to keep you compliant.

Question 3

How do I prepare for payroll in the UK?

Accepted Answer

If you’ve not done so yet, you’ll want to register as an employer with HMRC. Then, you’ll need to decide on pay dates and calculate what deductions need to be made from salaries. In addition to sending out payslips, you’ll need to make RTI submissions to HMRC (payroll software can help automate this). A monthly payroll checklist can help you remember to do all of this.

Question 4

What information is needed to process payroll in the UK?

Accepted Answer

In order to process payroll in the UK, you’ll need information about your starters and leavers, any pay changes for the month (such as salary changes or bonus payments) and any other variances from the previous month. PayFit, incidentally, includes built-in variance reporting as standard.

HR as a Business Partner

Behind every great workforce is a strategy

There are benefits to HR leaders doing more strategic work

There are key areas where HR can play a bigger role

Download this guide to:

What does it mean when we refer to HR as a strategic business partner?

Should HR be a strategic business partner?

What is the value of HR as a strategic partner?