Payroll services in Swansea for employers whose pay is anything but standard. Shift premiums, sleep-in rates, tips, zero hours, weekly and monthly runs side by side. The awkward arrangements are the ones worth getting set up properly.
Payroll advice tends to assume everyone is salaried and paid monthly. In Swansea, plenty of employers are not.
A hospitality business has staff on hours that change every week. A care provider is running rotas and night cover. A contractor has employees on one scheme and subcontractors on another. An office might be perfectly straightforward for eleven months, then someone goes on maternity leave, and it is not.
What these have in common is that the calculation is rarely the hard part. The hard part is knowing which rules apply to which worker and checking that every time you pay them rather than once when they start.
You send us the changes each pay period. Hours, starters, leavers, rate changes, anything unusual. We handle tax codes, the calculations, payslips, P45s, P60s and the report to HMRC. That report is called RTI, short for Real Time Information, and it is due on or before every payday. HMRC’s guidance on running payroll sets out what has to go in it.
Two things catch employers more often than anything else, and both are the kind of thing that goes unnoticed for a long time.
Holiday pay for irregular hours. If someone works different hours each week, their holiday pay is not worked out the same way as a salaried employee’s. Paying a flat basic rate is a quiet underpayment that builds up across a team. The government’s guidance on holiday entitlement sets out how it should be done.
Minimum wage in care work. It is not simply the hourly rate in the contract. It depends on how working time is counted, and sleep-in shifts, handovers and travel between calls have all caused real problems for employers. The rules on National Minimum Wage explain how each type of work counts.
Neither of these is guesswork. Holiday pay for irregular hours and minimum wage in care work both have defined methods, and getting them right is what CIPP training covers. Kay holds a CIPP Degree in Payroll Management and is a full member of the Chartered Institute of Payroll Professionals.
We work with employers across the city and the surrounding area, including the city centre and SA1 Waterfront, Morriston, Llansamlet and Swansea Enterprise Park, Fforestfach, Sketty, Uplands, Mumbles, Gorseinon, Gowerton, Pontarddulais, Clydach and Killay.
Hospitality and seasonal employers are a big part of it. Mumbles, the seafront and the city centre all lift in summer and around events, so headcount moves through the year, and the pension position for a given worker is not the same in August as it was in February.
Construction is the other regular. Often it is two payrolls inside one business, with employees on PAYE and subcontractors on CIS, filing to separate deadlines.
Care and support providers bring rotas, night cover and unsocial hours, where the minimum wage question above applies directly.
Then there are the office employers. Salaried, one pension scheme, quiet most months. Different problem entirely. Nothing goes visibly wrong, which is exactly why a small error can sit there for a year before anyone spots it. That is the case for using a payroll bureau rather than leaving it with whoever has the time.
You approve each run. Everything under it is ours to handle.
Someone who earns very little for ten months of the year can cross the earnings trigger in one busy August. That is why assessment runs every pay period rather than once. We enrol whoever qualifies, handle opt-ins and opt-outs, manage re-enrolment every three years and file your declaration with The Pensions Regulator.
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Staff get a secure login for payslips and P60s. It matters most where people work a term or a season and move on, because a former employee chasing last March's payslip should not be your problem in the middle of a shift.
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CIS is the Construction Industry Scheme. Verification is what sets the deduction rate, and it has to happen before the first payment rather than after it. We verify with HMRC, apply the rate that comes back, file the monthly return and issue the statements, as set out in the government's CIS guide.
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Your PAYE bill moves with your headcount, which in a seasonal business means a very different figure in August to the one in February. We tell you what is owed and when it is due, then set the payment up through Apron for you to approve. You never have to deal with HMRC.
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We run the payroll; your accountant handles the tax. Payroll is the only service we offer, so there is no bookkeeping, VAT or tax return work overlapping with theirs. They get the reports they need for the books without you passing figures back and forth.
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Tax codes, calculations, payslips, starters, leavers, RTI reports and year-end. Salaried, hourly, rota-based, CIS, or all four inside the same business.
ContactStarters, leavers and seasonal cover all land on payroll first. Tell us who has joined or gone, and the P45s, tax codes and pension enrolments follow without chasing.
All of our payroll is managed by staff based in the UK, and we guarantee your payroll will never be outsourced overseas.
Services to fit your schedule and unique payroll needs.
Use the latest payroll software for quick, accurate processing and fast responses to queries.
From year-end reports to electronic submissions, we deal with HMRC so you don’t have to.
With over 22 years of payroll and HR experience, you can trust our payroll experts to get your payroll right and compliant.
One point of contact for personal support and smooth service.
By outsourcing payroll functions, you reduce overheads and get a cost-effective solution that optimises your payroll services costs for your business size and sector.
Tell us how many staff you have, how often you pay them, and whether hours vary week to week. We will come back with a price.
info@augustuspayroll.co.uk
01269 543165
Holiday pay for irregular hours is not worked out the same way as a salaried employee’s, and a flat basic rate quietly underpays people over time. We apply the method set out in the government’s holiday entitlement guidance to each worker whose hours change from week to week. That keeps your team paid correctly and stops a liability building up unnoticed.
Yes. Minimum wage in care work depends on how working time is counted, and sleep-in shifts, handovers and travel between calls have all caught employers out. We check each type of work against the National Minimum Wage rules, so the right hours are paid at the right rate every run.
Every employee receives electronic payslips, sent by email or through a personalised app that also holds their P60s. They can reach their documents whenever they need them, without asking you or waiting for a paper copy. It also saves you reprinting and reissuing payslips each period.
Yes. Alongside each pay run, we assess your staff for auto-enrolment, manage the employer duties and file Declarations of Compliance with The Pensions Regulator. That keeps the pension side moving without you having to track every deadline yourself.
We will. We are a payroll bureau rather than an accountancy firm, so we sit alongside your accountant instead of replacing them. We produce the payroll journals they need, either as reports or through automatic integration, which keeps your year-end tidy and everyone working from the same figures.