Comprehensive UK Payroll Guide

The Complete Guide to UK Payroll: Everything You Need to Know

Payroll is one of the most important responsibilities for any UK employer, yet it can seem daunting if you're new to it. Whether you're a business owner processing your first payroll or an accountant looking for a comprehensive reference guide, this step-by-step guide will walk you through everything you need to know about UK payroll compliance.

What is Payroll?

Payroll is the process of paying your employees and reporting those payments to HMRC. It involves calculating wages, deducting tax and National Insurance, making pension contributions, and keeping accurate records. Every time you pay employees, you must report this information to HMRC in real-time through the PAYE (Pay As You Earn) system.

Who Needs to Register for PAYE?

You must register as an employer with HMRC before your first payday if you:

  • Pay any employee £123 or more per week (2024/25 threshold)
  • Employ someone who receives another income or pension
  • Provide employee benefits or expenses
  • Employ subcontractors for construction work (CIS may apply instead)

Registration should be completed at least four weeks before your first payday. You'll receive an employer PAYE reference number and an Accounts Office reference number, which you'll need for all payroll submissions.

Understanding the Key Payroll Components

1. Gross Pay

This is the total amount an employee earns before any deductions. It includes salary, hourly wages, overtime, bonuses, and commission.

2. Tax Codes Explained

A tax code tells you how much tax-free income an employee is entitled to in a tax year. HMRC issues tax codes and notifies you when employees start, when codes change, or at the beginning of each tax year.

How to Read a Tax Code:

The tax code consists of numbers and letters. Here's what they mean:

The Numbers - Multiply by 10 to get the annual tax-free allowance

  • Example: 1257L means £12,570 tax-free allowance per year
  • 500T means £5,000 tax-free allowance per year

The Letters - Indicate the employee's circumstances:

L - Standard tax-free Personal Allowance (most common)

  • 1257L is the standard code for 2024/25

M - Marriage Allowance: received 10% of partner's Personal Allowance

  • The employee has received a transfer from their spouse/civil partner

N - Marriage Allowance: transferred 10% to partner

  • The employee has transferred part of their allowance to their spouse/civil partner

T - Other calculations are needed

  • HMRC needs to review the tax code regularly or there are other items to calculate

0T - No tax-free allowance

  • All income is taxed (used when P45 unavailable and employee ticks Statement C)
  • May also indicate Personal Allowance has been used up

BR - Basic Rate tax on all income (20%)

  • Usually for second jobs or pensions

D0 - Higher Rate tax on all income (40%)

  • Usually for second jobs where employee is a higher rate taxpayer

D1 - Additional Rate tax on all income (45%)

  • Usually for second jobs where employee is an additional rate taxpayer

NT - No Tax

  • Employee pays no tax on this income (rare, requires specific HMRC approval)

S - Scottish taxpayer

  • Example: S1257L means Scottish tax rates apply with £12,570 allowance
  • Scottish Income Tax has different bands and rates

C - Welsh taxpayer

  • Example: C1257L means Welsh tax rates apply
  • Currently same rates as England, but Wales can vary them

K - Negative tax code

  • Indicates deductions exceed allowances (e.g., company car benefit, state pension, or tax owed from previous years)
  • Example: K500 means add £5,000 to taxable pay before calculating tax
  • Maximum deduction is 50% of gross pay

Suffix W1, M1, or X - Week 1 / Month 1 basis (emergency tax)

  • Tax calculated only on current period's pay, not cumulative
  • Example: 1257L W1 or 1257L M1
  • Used for new starters without P45 or when there are in-year changes
  • Often results in incorrect tax that's corrected later

Common Tax Code Scenarios:

New employee with no P45:

  • Statement A (one job, no pension): 1257L on cumulative basis
  • Statement B (second job or pension): 1257L on W1/M1 basis
  • Statement C (student loan via HMRC): 0T on W1/M1 basis

Why Tax Codes Change:

  • Start or stop receiving benefits (company car, medical insurance)
  • Start or stop receiving State Pension
  • HMRC discovers underpaid or overpaid tax from previous years
  • Change in Personal Allowance entitlement
  • Marriage Allowance claims or changes
  • Annual tax code updates (usually in February/March)

What to Do When You Receive a Tax Code:

  1. Update the employee's record in your payroll software immediately
  2. Apply the new code from the date specified by HMRC
  3. Don't question the code or adjust it unless HMRC instructs you to
  4. If an employee queries their code, direct them to HMRC (you can't change codes without HMRC instruction)

3. National Insurance Categories

Every employee must be assigned a National Insurance (NI) category letter. This determines which NI rates apply to both employee and employer contributions.

Category A - Standard category

  • Used for most employees
  • Employee: 12% on £242-£967/week, 2% above £967/week
  • Employer: 13.8% on earnings above £175/week
  • This is the default for the majority of workers

Category B - Married women and widows with reduced rate election

  • Very rare (only for women who held certificates before 1977)
  • Employee: Pays reduced rate of 3.85% on £242-£967/week, 2% above
  • Employer: Standard 13.8% on earnings above £175/week
  • These certificates can no longer be issued but existing ones remain valid

Category C - Employees over State Pension age

  • Employee: Pays no NICs at all
  • Employer: Standard 13.8% on earnings above £175/week
  • State Pension age is currently 66 (rising to 67 by 2028)

Category H - Apprentices under 25

  • Employee: 0% on earnings up to £967/week (Apprentice Upper Secondary Threshold), then standard rates above
  • Employer: 0% on earnings up to £967/week, then 13.8% above
  • Must be under 25 at the start of the tax year
  • Significant NI savings for employers taking on young apprentices

Category J - Employees who can defer NICs

  • Used when employee has more than one job and will exceed maximum NI
  • Employee: Pays no NICs (already paying maximum in another job)
  • Employer: Standard 13.8% on earnings above £175/week
  • Requires deferment application approved by HMRC

Category M - Employees under 21

  • Employee: Standard rates (12% on £242-£967/week, 2% above)
  • Employer: 0% on earnings up to £967/week, then 13.8% above
  • Must be under 21 at the start of the tax year
  • Automatically changes to Category A from the tax year they turn 21

Category Z - Employees under 21 who can defer

  • Employee: Pays no NICs (already paying maximum in another job)
  • Employer: 0% on earnings up to £967/week, then 13.8% above
  • Combination of under 21 and deferment

Category F - Director's deferment

  • Directors who have more than one directorship and want to defer
  • Employee: Pays no NICs in this employment
  • Employer: Standard 13.8% on earnings above £175/week

Category I - Directors over State Pension age with deferment

  • Employee: Pays no NICs
  • Employer: Standard 13.8% on earnings above £175/week

Category L - Directors under 21 with deferment

  • Employee: Pays no NICs
  • Employer: 0% up to £967/week, then 13.8% above

Category S - Directors under 25 apprentice with deferment

  • Employee: Pays no NICs
  • Employer: 0% up to £967/week, then 13.8% above

Category V - Veterans in first year of civilian employment

  • Employee: Standard rates (12% on £242-£967/week, 2% above)
  • Employer: 0% on all earnings for 12 months
  • Only applies to armed forces veterans in their first civilian job after leaving service
  • Employer must have Veteran's NI Relief approval from HMRC

Category X - No NICs payable

  • Used in very specific circumstances where neither employee nor employer pays NI
  • Rare situations such as certain exchange students or specific HMRC dispensations

When to Use Each Category:

Most employees will be Category A. You should only use other categories when:

  • Category B: Employee provides valid certificate
  • Category C: Employee reaches State Pension age
  • Category H: Apprentice under 25 (must be genuine apprenticeship)
  • Category J, Z, F, I, L, S: HMRC issues deferment notice
  • Category M: Employee is under 21 (automatically applied)
  • Category V: HMRC confirms veteran status and approval

Important Notes:

  • Using the wrong category can result in incorrect NI calculations and penalties
  • Category changes during the tax year (e.g., turning 21 or reaching State Pension age) should be applied from the relevant date
  • Deferment categories require written confirmation from HMRC
  • Your payroll software will calculate the correct NI based on the category letter

2024/25 NI Thresholds:

  • Lower Earnings Limit (LEL): £123/week
  • Primary Threshold (PT): £242/week (where employee NICs start)
  • Secondary Threshold (ST): £175/week (where employer NICs start)
  • Upper Earnings Limit (UEL): £967/week (where employee rate drops to 2%)
  • Apprentice/Under 21 Upper Secondary Threshold (AUST/UST): £967/week

4. Student Loan Deductions

If notified by HMRC, you must deduct student loan repayments. There are different plan types (Plan 1, 2, 4, and Postgraduate) with different thresholds and repayment rates.

5. Pension Contributions and Auto-Enrolment

Under auto-enrolment legislation, you must enroll eligible employees into a workplace pension scheme. This is one of your key responsibilities as an employer.

Who Must Be Auto-Enrolled?

You must automatically enroll workers who meet ALL of the following criteria:

  • Aged between 22 and State Pension age
  • Earning more than £10,000 per year (2024/25)
  • Working in the UK
  • Not already in a qualifying workplace pension scheme

Categories of Workers:

Eligible Jobholders - Must be auto-enrolled

  • Age 22 to State Pension age
  • Earning above £10,000 per year
  • You must enroll them automatically and contribute to their pension

Non-Eligible Jobholders - Can opt in

  • Age 16-21 or State Pension age to 74, earning above £10,000, OR
  • Any age earning between £6,240 and £10,000 per year
  • Can ask to join the pension scheme
  • You must contribute if they opt in

Entitled Workers - Can join but no employer contribution required

  • Earning below £6,240 per year
  • Can ask to join a pension scheme
  • You don't have to contribute (but can choose to)

Minimum Pension Contributions (2024/25):

Total minimum contribution: 8% of qualifying earnings

  • Employer minimum: 3%
  • Employee minimum: 5%

You can choose to pay more than the minimum. Qualifying earnings are earnings between £6,240 and £50,270 per year.

The Auto-Enrolment Process:

1. Assess Your Workers

  • Every time you pay staff, assess whether they qualify for auto-enrolment
  • This happens automatically in payroll software
  • Workers can move between categories as their earnings change

2. Choose a Pension Scheme

  • Select a qualifying workplace pension scheme before you need to enroll anyone
  • Popular providers: NEST, The People's Pension, NOW: Pensions, Scottish Widows, Aviva
  • Ensure the scheme meets auto-enrolment requirements

3. Enroll Eligible Workers

  • Enroll eligible jobholders on their "automatic enrolment date"
  • This is usually their employment start date or the date they become eligible
  • You can use a "postponement period" (see below)

4. Write to Staff

  • Send enrollment letters within 6 weeks of auto-enrolment date
  • Tell them they've been enrolled
  • Explain their contribution amount
  • Inform them of their right to opt out

5. Make Contributions

  • Deduct employee contributions from their pay
  • Add your employer contributions
  • Pay total to the pension scheme (usually monthly)
  • Record pension deductions on payslips

6. Keep Records

  • Maintain records for 6 years showing:
    • When you assessed each worker
    • What category they fell into
    • Enrollment and opt-out dates
    • Contributions paid

Postponement:

You can postpone auto-enrolling a worker for up to 3 months from their start date or when they become eligible. This is useful for:

  • High staff turnover businesses
  • Probationary periods
  • Allowing time for earnings to stabilize

During postponement:

  • You don't have to enroll them yet
  • You don't pay pension contributions
  • You must write to them explaining the postponement
  • You must enroll them at the end of the postponement period if still eligible

Common postponement approaches:

  • Postpone all new starters by 3 months
  • Postpone to align with pay reference periods
  • Postpone to the 6th of the month following start date

Opting Out and Refunds:

Employees can opt out within one month of being enrolled:

  • They receive a full refund of their contributions
  • You get your contributions refunded too
  • They must use the official opt-out notice from their pension provider
  • After one month, they can only "cease membership" (no refund)

Re-Enrollment (Every 3 Years):

Every three years from your "staging date" (when you first had duties), you must:

  • Re-enroll workers who opted out or left the scheme
  • Only re-enroll those who are eligible jobholders on the re-enrollment date
  • Write to them within 6 weeks
  • They can opt out again if they wish

Automatic Enrolment When Joining Mid-Tax Year:

Scenario 1: Employee Starts and Immediately Qualifies

  • Age 22-66, earning over £10,000 annually
  • Auto-enroll on their start date (or use postponement)
  • Calculate their annual earnings based on their salary, not pro-rated

Example: Employee starts in January on £24,000 salary

  • They qualify immediately (salary exceeds £10,000)
  • Enroll on start date (or postpone up to 3 months)
  • Contributions apply from enrollment date

Scenario 2: Employee Below Earnings Threshold Initially

  • Monitor their earnings each pay period
  • When they cross £10,000 threshold, they become eligible
  • Enroll them at that point (or postpone)

Example: Part-time worker earning £800/month (£9,600 annually)

  • Not eligible when they start
  • Gets pay rise in August to £900/month (£10,800 annually)
  • Must be enrolled from the pay period they cross threshold

Scenario 3: Using Postponement for Mid-Year Starters

  • Issue postponement notice on start date
  • Assess at end of postponement period (up to 3 months later)
  • If eligible at that point, enroll them
  • Contributions start from end of postponement

Pension Contributions in Payroll:

In your payroll software:

  1. Set up the pension scheme details
  2. Mark eligible employees as enrolled
  3. Software automatically calculates contributions each pay period
  4. Employee contribution deducted from gross pay (reducing taxable income if relief at source not used)
  5. Employer contribution added separately
  6. Total paid to pension provider monthly

Qualifying Earnings Calculation:

Pension contributions are calculated on "qualifying earnings" only:

  • Lower limit: £6,240 per year
  • Upper limit: £50,270 per year

Example monthly calculation:

  • Employee earns £3,000 gross per month (£36,000 annually)
  • Monthly qualifying earnings: (£36,000 - £6,240) ÷ 12 = £2,480
  • Total 8% contribution: £2,480 × 8% = £198.40
  • Employee pays (5%): £124.00
  • Employer pays (3%): £74.40

Scheme Types and Tax Relief:

Relief at Source Schemes:

  • Employee contributes from net pay
  • Pension provider claims 20% tax relief from HMRC
  • Higher rate taxpayers claim additional relief via self-assessment
  • Employee sees smaller deduction on payslip

Net Pay Arrangement:

  • Employee contributes from gross pay before tax
  • Gets full tax relief immediately
  • Payslip shows larger deduction but saves more tax
  • Most common for workplace schemes

The Pensions Regulator Compliance:

You must:

  • Complete a declaration of compliance online within 5 months of your duties start date
  • Re-declare compliance every 3 years
  • Respond to requests from The Pensions Regulator within deadlines
  • Keep up to date with pension contributions

Penalties for Non-Compliance:

The Pensions Regulator can issue:

  • Fixed penalty notices (£400)
  • Escalating penalties (£50-£10,000 per day)
  • Civil penalties for serious breaches
  • Compliance notices requiring immediate action

Step-by-Step Guide to Processing Payroll

Step 1: Gather Employee Information

Before you can pay anyone, collect:

  • Full name, date of birth, and address
  • National Insurance number
  • P45 from previous employer (or complete a starter checklist if unavailable)
  • Bank details for payment
  • Tax code (from P45 or HMRC)
  • Student loan plan details (if applicable)
  • Pension opt-out form (if they choose to opt out)

Step 2: Choose Your Payroll Software

You must use payroll software that can submit Real Time Information (RTI) to HMRC. Options include:

HMRC's Basic PAYE Tools - Free software suitable for up to 9 employees

Commercial payroll software - Solutions like Xero, QuickBooks, Sage, or BrightPay offer more features and automation

Accountant or payroll bureau - Outsource to professionals if preferred

Step 3: Set Up Employee Records

In your payroll software, create a record for each employee with:

  • Personal details
  • Employment start date
  • Payment frequency (weekly, fortnightly, monthly)
  • Salary or hourly rate
  • Tax code
  • NI category letter (usually A)
  • Student loan plan (if applicable)
  • Pension scheme enrollment status

Step 4: Calculate Gross Pay

For each pay period, calculate what each employee has earned:

Salaried employees: Annual salary ÷ number of pay periods

Hourly employees: Hours worked × hourly rate

Add any: Overtime, bonuses, commission, statutory payments (SSP, SMP, SPP, etc.)

Step 5: Calculate Deductions

Your payroll software will automatically calculate:

  • Income Tax - Based on the employee's tax code and cumulative earnings
  • National Insurance - For both employee and employer based on NI category
  • Pension Contributions - Employee and employer amounts based on qualifying earnings
  • Student Loan Repayments - If applicable
  • Other Deductions - Attachment of earnings orders, salary sacrifice schemes, etc.

Step 6: Calculate Net Pay

Net Pay = Gross Pay - All Deductions

This is the amount you'll pay to the employee's bank account.

Step 7: Submit Full Payment Submission (FPS) to HMRC

You must submit an FPS on or before each payday. This tells HMRC:

  • How much you're paying each employee
  • How much tax and NICs you're deducting
  • The tax codes and NI categories used
  • Pension contributions made
  • Details of any starters or leavers

Your payroll software will generate and submit this automatically. You must submit it even if you're only paying one person.

Step 8: Pay Your Employees

Transfer the net pay to each employee's bank account. Most employers use BACS which takes three working days to clear, so submit payment files three days before payday.

Step 9: Provide Payslips

You must give all employees a payslip on or before payday. This can be paper or electronic and must show:

  • Gross pay
  • Deductions (tax, NICs, pension, etc.)
  • Net pay
  • Tax code and NI number
  • NI category letter
  • Pension contributions (employee and employer separately)
  • Number of hours worked (if pay varies)

Step 10: Pay HMRC

You must pay HMRC all the tax and NICs deducted by the 22nd of the following month (19th if paying by post). This includes:

  • Employees' income tax
  • Employees' NICs
  • Employer's NICs
  • Student loan deductions

Set up a direct debit or pay electronically using your Accounts Office reference number.

Step 11: Pay Pension Contributions

Pay the total pension contributions (employee + employer) to your pension provider by their deadline (usually monthly).

New Starters: The Starter Checklist Explained

When someone joins mid-tax year without a P45, you must complete a "Starter Checklist" (which replaced the old P46 form). This tells you which tax code to use.

When to Use the Starter Checklist:

  • New employee doesn't have a P45 from previous employer
  • First time they've worked in the UK this tax year
  • They've lost their P45
  • Starting employment after being self-employed

The Starter Checklist Questions:

The employee must answer by ticking ONE of these statements:

Statement A:

"This is my first job since last 6 April and I have not been receiving taxable Jobseeker's Allowance, Employment and Support Allowance, taxable Incapacity Benefit, State Pension or Occupational Pension"

What this means:

  • This is genuinely their only income this tax year
  • They haven't claimed certain benefits
  • No other job or pension

Tax code to use: 1257L on cumulative basis

  • They get their full personal allowance
  • Tax calculated cumulatively from 6 April
  • Most common scenario

Statement B:

"This is now my only job but since last 6 April I have had another job, or have received taxable Jobseeker's Allowance, Employment and Support Allowance or taxable Incapacity Benefit. I do not receive a State Pension or Occupational Pension"

What this means:

  • They had another job earlier this tax year (now ended)
  • OR they received certain taxable benefits
  • This is currently their only income
  • No pension

Tax code to use: 1257L on Week 1/Month 1 basis (emergency tax)

  • Gets personal allowance
  • Tax calculated only on current period (not cumulative)
  • Used because you don't know how much tax they've already paid
  • HMRC will send correct code later
  • May result in temporary over/underpayment

Statement C:

"I have another job or receive a State Pension or Occupational Pension"

What this means:

  • They have multiple jobs currently
  • OR they're receiving a pension alongside employment
  • Their personal allowance is likely already being used

Tax code to use: 0T on Week 1/Month 1 basis (emergency tax)

  • No personal allowance (assumes it's used in other job/pension)
  • All income taxed at basic, higher, or additional rates
  • Tax calculated only on current period
  • HMRC will send correct code later to allocate allowances properly

Important Notes on Starter Checklist:

  1. Employee must sign and date it - Keep the signed checklist for your records (not sent to HMRC)
  2. If employee won't complete it - Use tax code 0T on Week 1/Month 1 basis until HMRC sends the correct code
  3. HMRC will issue the correct code - Usually within 2-4 weeks of first FPS submission, HMRC will send a tax code notice with the proper code
  4. Student loan information - The starter checklist also asks about student loans (Plan 1, 2, 4, or Postgraduate)
  5. Keep for records - Retain the completed starter checklist for at least 3 years

Example Scenarios:

Scenario 1: Graduate's First Job

  • Starts in September, first job ever
  • Ticks Statement A
  • Use: 1257L cumulative
  • Gets full personal allowance spread from April
  • May get tax refund in first pay as unused allowance catches up

Scenario 2: Left Previous Job in July

  • Started new job in October
  • Had job January-July (now ended)
  • No P45 available (lost it)
  • Ticks Statement B
  • Use: 1257L W1/M1
  • Tax calculated only on current pay
  • HMRC sends correct code after reviewing both jobs' earnings

Scenario 3: Second Job

  • Has main job paying £30,000
  • Takes evening job paying £8,000
  • Ticks Statement C for the second job
  • Use: 0T W1/M1 on second job
  • All second job income is taxed (personal allowance used in first job)
  • HMRC may later send BR (basic rate) code for second job

What Happens After Using Starter Checklist:

  1. You process first payroll using the starter checklist tax code
  2. Submit FPS to HMRC showing the new starter
  3. HMRC reviews the employee's tax position
  4. HMRC sends you a tax code notice (usually P6 or P9)
  5. You update to the new tax code from the date specified
  6. Any over/underpaid tax gets corrected through cumulative calculation or year-end reconciliation

Monthly Payroll Checklist

To stay compliant, follow this monthly routine:

Before Payday:

  • Collect timesheets or confirm hours worked
  • Note any overtime, bonuses, or statutory payments
  • Check for any tax code changes from HMRC
  • Verify NI categories are correct (especially for employees turning 21 or reaching State Pension age)
  • Assess auto-enrolment eligibility for all workers
  • Process payroll in your software
  • Review calculations for accuracy
  • Submit FPS to HMRC
  • Submit BACS payment file (3 days before payday)

On Payday:

  • Ensure net pay reaches employee accounts
  • Distribute payslips

After Payday:

  • Pay pension contributions to provider
  • File payroll records securely
  • Update any spreadsheets or records
  • Note payment due to HMRC

By 22nd of Following Month:

  • Pay HMRC all tax and NICs due

Year-End Payroll Procedures

At the end of the tax year (5 April), you must:

1. Submit Final FPS

Your final FPS of the tax year must be marked as "final submission" in your software.

2. Submit P60s

By 31 May, provide all employees employed on 5 April with a P60 showing their total pay and deductions for the tax year.

3. Submit P11D(b)

If you've provided any benefits or expenses, submit form P11D(b) and pay Class 1A NICs on benefits by 22 July.

4. Provide P11Ds

Give employees their P11D forms showing benefits and expenses by 6 July.

5. Submit EPS (if needed)

If you've claimed Employment Allowance, statutory payment recoveries, or CIS deductions suffered, submit an Employer Payment Summary (EPS) by 19 April.

6. Re-Enrollment Assessment (Every 3 Years)

Check if your re-enrollment date falls within the tax year and complete re-enrollment duties.

Common Payroll Scenarios

New Starters Mid-Tax Year

When someone joins mid-tax year:

With P45:

  1. Use the tax code from Part 1A of their P45
  2. Enter their pay and tax to date from the P45
  3. Assign correct NI category
  4. Assess for auto-enrolment (or issue postponement)
  5. Include in next FPS with start date

Without P45:

  1. Complete Starter Checklist with employee
  2. Use appropriate tax code based on statement selected
  3. Assign correct NI category (usually A)
  4. Assess for auto-enrolment (or issue postponement)
  5. Include in next FPS with start date
  6. Wait for HMRC to issue correct tax code

Auto-Enrolment for New Starters:

  • Assess on start date (or postpone up to 3 months)
  • If eligible: enroll and notify within 6 weeks
  • If postponing: issue postponement notice within 6 weeks
  • Monitor earnings if below threshold - enroll when they qualify

Leavers

When someone leaves:

  1. Process their final pay including any outstanding holiday pay
  2. Calculate final tax and NICs
  3. Process final pension contribution
  4. Submit FPS showing leaving date
  5. Provide P45 within 30 days

The P45 shows total pay and tax for the year to date and is needed for the employee's next employer or to claim benefits.

Statutory Payments

You may need to pay:

  • Statutory Sick Pay (SSP) - £116.75 per week for eligible employees off sick for 4+ consecutive days
  • Statutory Maternity Pay (SMP) - 90% of average weekly earnings for 6 weeks, then £184.03 or 90% (whichever is lower) for 33 weeks
  • Statutory Paternity Pay (SPP) - £184.03 or 90% of average weekly earnings for 2 weeks
  • Statutory Adoption Pay (SAP) - Same rates as SMP
  • Shared Parental Pay (ShPP) - £184.03 or 90% of average weekly earnings

You can usually recover 92-103% of statutory payments from HMRC by reducing your PAYE payment or claiming via EPS.

Employment Allowance

If you're eligible, Employment Allowance reduces your employer NICs bill by up to £5,000 per year. You can claim if:

  • Your total employer NICs in the previous tax year was less than £100,000
  • You employ staff (not just directors)
  • You're not a public sector organization

Claim through your payroll software when submitting your first EPS of the tax year.

Keeping Records

You must keep payroll records for at least three years from the end of the tax year they relate to. Records must include:

  • Employee personal details
  • Pay and deductions for each employee
  • Tax code notices from HMRC
  • Completed starter checklists
  • NI category determinations
  • Payslips
  • P45s and P60s issued
  • Pension enrollment and opt-out records
  • Benefits and expenses provided
  • FPS and EPS submissions
  • Proof of payment to HMRC and pension providers

Penalties for Getting It Wrong

HMRC takes payroll compliance seriously. Penalties include:

  • Late FPS submission: £100 for first default, increasing for repeat offences
  • Late payment to HMRC: Interest charged plus penalties from 1-15% depending on how late
  • Incorrect returns: Penalties if reasonable care not taken (including wrong tax codes or NI categories)
  • Late P60s or P11Ds: £100 per 50 employees per month

The Pensions Regulator penalties:

  • Fixed penalty: £400 for non-compliance
  • Escalating penalties: £50-£10,000 per day for continued non-compliance
  • Compliance notices: Must be actioned within specified timeframe

Avoid penalties by processing payroll on time, applying tax codes correctly, using the right NI categories, completing auto-enrolment duties, double-checking calculations, and paying HMRC and pension providers promptly.

Top Tips for Smooth Payroll Processing

  1. Process payroll at the same time each period - Create a routine and stick to it
  2. Keep a checklist - Don't rely on memory for critical deadlines
  3. Act on tax code notices immediately - Don't delay updating codes when HMRC notifies you
  4. Complete starter checklists properly - Get employees to sign and date them, keep for records
  5. Review NI categories regularly - Check when employees turn 21, reach pension age, or start apprenticeships
  6. Monitor auto-enrolment eligibility - Assess all workers every pay period
  7. Use postponement strategically - Can reduce admin for high-turnover businesses
  8. Keep pension contributions up to date - Don't fall behind on payments to providers
  9. Reconcile regularly - Check your payroll totals match bank payments and HMRC liabilities
  10. Stay updated - Rates, thresholds, and tax codes change annually in April
  11. Back up data - Keep secure backups of payroll records
  12. Use software prompts - Let your software remind you of deadlines
  13. Keep employees informed - Clear payslips and communication prevent queries
  14. Get professional help - If struggling, accountants and payroll bureaux can help

Useful Resources

  • HMRC's PAYE online service - Manage your PAYE scheme online and view tax code changes
  • Basic PAYE Tools - Free software from HMRC
  • The Pensions Regulator - Guidance on auto-enrolment and compliance
  • ACAS - Employment law advice and guidance
  • Gov.uk tax code checker - Help employees understand their tax codes
  • Gov.uk starter checklist - Download the official starter checklist form

Conclusion

Processing payroll correctly is essential for staying compliant and keeping employees happy. Understanding tax codes, NI categories, the starter checklist process, and auto-enrolment duties is fundamental to running payroll successfully.

Tax codes tell you how much tax-free pay someone gets, while NI categories determine the National Insurance rates for both employee and employer. The starter checklist ensures new employees without a P45 are taxed correctly until HMRC issues their proper code. Auto-enrolment ensures your workers are saving for retirement while you meet your legal pension duties.

For mid-tax year starters, take extra care to:

  • Complete the starter checklist accurately if no P45 is available
  • Use the correct emergency tax code based on their statement
  • Assess them for auto-enrolment (or use postponement)
  • Submit accurate starter information in your FPS
  • Wait for HMRC's tax code notice and update promptly
  • Enroll in pension scheme when required

Start with understanding the basics, establish a routine, keep accurate records, respond promptly to HMRC notices, fulfill your auto-enrolment duties, and submit everything on time. Whether you're processing payroll for yourself as a sole director, a handful of staff, or running payroll for clients as an accountant, mastering these fundamentals will ensure you meet your obligations and avoid costly penalties.

Remember, payroll isn't just about compliance—it's about paying people accurately and on time, providing for their retirement, and fulfilling your responsibilities as an employer, which is fundamental to running any successful business.

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