Payroll Questions

Outsourcing your payroll/pensions/H.R. means that instead of you doing everything yourself, or directly employing someone to do it for you, you employ the services of a third party, in this case, wages.cloud

Technically, yes, of course you can. We would recommend that you don't try and run payroll yourself, but we are a company who do it for you, so we would say that. Despite our obvious bias, there is sound logic in why we say this. SOFTWARE: Firstly to run payroll, you do need payroll software, you may need to buy this as a new product or to add it your existing accounting software using sage for example. KNOWLEDGE: Your software will do much of the legwork for you, but there is always a time when you need advice and guidance. More complex aspects of payroll such as statutory payments or attachments of earnings for example. You can 'google it' for a lot of information, but is it right? Could bad advice cause problems going forward? TIME: If you are running a small business your time is valuable, very valuable. You have to ask yourself, is dealing with payroll and HR issues the best use of your time? COST: There is the software cost, the time cost and when you add them up, you are unlikely to be making a saving. Remember, the team at wages.cloud are all experienced in working with small businesses and having run a range of small businesses throughout our careers. When we advise to outsource it is also from personal experience.

There are several reasons why a company might choose to outsource their payroll: Cost savings: Outsourcing payroll can be more cost-effective than handling payroll in-house, especially for small businesses that may not have the resources to hire a dedicated payroll staff. Time savings: Handling payroll can be time-consuming, especially for businesses with a large number of employees. Outsourcing payroll allows the business to free up time that can be spent on other tasks. Expertise: Payroll service providers typically have a team of experts who are trained in the latest payroll laws and regulations. This can help to ensure that payroll is processed accurately and efficiently. Security: Payroll service providers often have robust security measures in place to protect the sensitive financial data of their clients. This can provide peace of mind for businesses that are concerned about data breaches. Flexibility: Outsourcing payroll can provide businesses with the flexibility to scale their payroll services up or down as needed, depending on the size of their workforce. Overall, outsourcing payroll can be a good option for businesses that want to save time, money, and resources while still ensuring that their payroll is processed accurately and efficiently.

H.R. stands for Human Resources and is basically all about the management of your employees from how you bring them into your company, how they are managed and developed throughout their employment and how they leave.

As an employer in the UK, you have a number of obligations to your employees. These include paying at least the national minimum wage, providing safe and healthy working conditions, and following equal opportunities and anti-discrimination laws. You are also required to keep accurate records of your employees' hours, pay, and other details. Check the government advice here

To ensure compliance with employment laws and regulations, you should familiarize yourself with the relevant laws and seek guidance from HR professionals or employment lawyers if necessary. You should also have policies and procedures in place to ensure that your business is compliant. Wages.cloud can provide guidance through our 24/7 HR & Legal helpline and online document library

To stay up-to-date with the latest employment laws and best practices, you should regularly review and update your policies and procedures, seek guidance from HR professionals or employment lawyers, and participate in training and professional development opportunities.

Many small accountants in your local area will provide a payroll service of sorts. They aren't specialists and certainly won't be able to advise you on HR issues. It is often tempting to think that 'going local' is the best solution. The analogy often used though is that whilst it is good to use your local butcher, if their meat is terrible, best to shop around. Wages.cloud are local to everyone, we live in your laptop, tablet and phone and are available to help as and when needed, our HR & legal service is even available 24/7!

Nope. When you pay nothing for an important service you get what you pay for. We know that some companies will advertise that they offer free payroll but mostly it is just to get you in and then you will find that most of what you really need, is actually to be paid for. We do offer great value though and are currently offering a discount code which gives you our basics package at just £1 a payslip!

As an employer in the UK, you have a number of obligations when it comes to HR, including: Providing a safe and healthy work environment Paying at least the national minimum wage Providing employee benefits, such as sick leave and vacation pay Complying with equal opportunities and anti-discrimination laws Keeping accurate records of employee hours, pay, and other details

To hire employees legally in the UK, you must follow the rules and procedures set out in employment law. This includes advertising the job, carrying out interviews and background checks, and providing a written contract of employment. To terminate an employee's employment, you must follow a fair process and have a valid reason for the dismissal.

To calculate and pay employee salaries and benefits, you must follow the rules set out in the relevant employment laws and any applicable collective agreements. You must also keep accurate records of your employees' pay and benefits.

To ensure compliance with employment laws and regulations, you should familiarize yourself with the relevant laws and seek guidance from HR professionals or employment lawyers if necessary. You should also have policies and procedures in place to ensure that your business is compliant.

To create a positive and productive work environment, you should aim to foster good relationships with your employees, provide clear expectations and support for their development, and encourage open communication. You should also address any issues or concerns that employees raise in a timely and fair manner.

To handle conflicts or disputes with employees, you should aim to resolve the issue informally if possible. If this is not successful, you may need to follow the company's grievance or disciplinary procedures. It is important to follow a fair and transparent process. This may involve: Listening to the employee's concerns Investigating the issue Providing an opportunity for the employee to appeal any decisions Offering support and guidance to help resolve the issue It is important to have your company procedures set out clearly from the offset and to ensure that all new employees are properly inducted into your organisation. Wages.cloud's HR services can help with this.

To protect your business from legal liabilities, you should ensure that you are complying with employment laws and regulations, carry out appropriate risk assessments, and have appropriate insurance coverage. Our 24/7 H.R & Legal advisory service and online library can help you to be compliant.

To attract and retain top talent, you should offer competitive salaries and benefits, provide opportunities for career development, and create a positive and supportive work environment. Wages.cloud offer a great employee benefits service 'Healthy Extras'. For just 92p p/w per employee you and your employees can get great physical and mental health support plus a range of shopping benefits from gym discounts to money off your weekly shop.

To manage and develop your employees to maximize their potential, you should provide clear expectations and goals, give regular feedback and support, and provide opportunities for training and development.

To stay up-to-date with the latest employment laws and best practices, you should regularly review and update your policies and procedures, seek guidance from HR professionals or employment lawyers, and participate in training and professional development opportunities. Remember, wages.cloud's H.R. advisory team are always up to date with the very latest laws and regulations, and they're here to advise you when you need them.

To handle employee discipline and termination, it is important to follow a fair and transparent process. This may involve: Setting clear expectations and rules for employee behavior Providing regular feedback to help employees improve Following the company's disciplinary or grievance procedures if necessary Having a valid reason for any dismissal and providing an opportunity for the employee to appeal It is vital to follow the law on discipline and termination as a breach can be costly. Employees currently have a lot of resources to research and claim for unfair or constructive dismissal. It is important that employers know where they stand and set out strong procedures from day one.

An employee handbook is a document that outlines the policies and procedures of a company. To create an employee handbook, you should: Outline the company's mission and values Describe the roles and responsibilities of employees Explain the company's policies on issues such as attendance, dress code, and conduct Provide information about employee benefits and pay Outline the company's disciplinary and grievance procedures Include any other relevant information, such as health and safety policies It is important to consult with HR professionals or employment lawyers to ensure that the employee handbook is compliant with employment laws and best practices. The handbook should be reviewed and updated regularly to ensure that it reflects the current policies and procedures of the company. This is the type of document you have access to with our online document library, available on our fully managed and enhanced wellbeing packages.