Payroll services in West London
Pay people correctly, report HMRC on time, and know what employment really costs.
SV&Co supports directors and growing employers across Southall, Ealing, Hayes, Wembley and wider West London with PAYE payroll, RTI submissions, workplace pensions, starters and leavers, statutory pay and year-end payroll duties.
Start with your payroll question
What are you trying to get right?
Payroll is not only producing a payslip. The tax, pension and reporting dates all need to agree.
What does this employee really cost?
Salary plus employer NIC and minimum employer pension, with Employment Allowance shown separately.
Use the calculatorWhat does payroll need every month?
Gross pay, deductions, payroll report, payslips and HMRC RTI submissions.
See the monthly processDo I need to auto-enrol this employee?
Age, earnings and workplace-pension rules determine the employer duty.
Understand pensionsAn employee is sick or on family leave.
Statutory pay calculations and HMRC recovery can affect the payroll cost.
See statutory payAm I paying the legal minimum?
Check the current hourly rate before annual salary creates an underpayment risk.
Use wage checkerMonthly payroll workflow
Good payroll starts before payday.
HMRC normally requires the Full Payment Submission on or before the employee's payday. That means payroll information needs to reach us early enough to process and check it before people are paid.
The payroll reporting deadline follows the employee payday. HMRC says FPS should generally be submitted on or before payday even where the employer pays its PAYE bill quarterly.
Payroll service
What we can take off your desk.
Regular payroll processing
Calculate wages, PAYE, National Insurance and pension deductions and provide employee payslips.
RTI reporting
Prepare and submit FPS and EPS information to HMRC, including no-payment or statutory-payment information where needed.
Starters & leavers
Set up new employees using starter information, deal with tax-code changes and provide P45 information when employment ends.
Directors
Operate director payroll correctly, including annual/director NIC considerations and salary decisions that connect to the company's wider tax position.
Pensions
Assess employees, calculate contributions, produce pension files and support auto-enrolment administration with the chosen pension provider.
Year-end
Final payroll submissions, P60s and payroll records that reconcile cleanly into the annual company accounts.
Workplace pensions
Automatic enrolment starts with age and earnings.
Employers must automatically enrol eligible staff who are aged from 22 up to State Pension age, ordinarily work in the UK and earn at least £10,000 a year.
2026/27 qualifying earnings
Under most qualifying-earnings schemes, the band is currently from £6,240 to £50,270 a year.
The minimum employer contribution is normally at least 3% of qualifying earnings. The statutory minimum total contribution is generally 8%, depending on how the pension scheme is structured.
Not every employee is identical
Employees below the automatic-enrolment trigger or outside the normal auto-enrolment age band can still have rights to opt in or join. Employer contribution duties can differ depending on earnings.
Assessment needs to happen when staff start and again when age or earnings change.
The payroll deduction, employer contribution, pension-provider file and payment should reconcile. Late or missed pension contributions can require correction and backdating.
Directors and Employment Allowance
A one-director company should not assume it has £10,500 of employer-NIC relief.
The 2026/27 Employment Allowance is up to £10,500 for eligible employers. However, a limited company with only one director cannot claim it where that director is the only employee liable for secondary Class 1 National Insurance.
Single director only
If the sole director is the only employee creating an employer-NIC liability, the company is not eligible for Employment Allowance.
Additional employee
Where another employee or director is also paid above the relevant Secondary Threshold, the company may become eligible, subject to the wider Employment Allowance rules.
Statutory pay
Sickness and family leave need to be processed through payroll, not added manually afterwards.
Current statutory rates change by tax year and the actual entitlement depends on average weekly earnings, qualifying service and the type of leave.
Statutory Sick Pay
£123.25For 2026/27, SSP is the weekly statutory rate or 80% of average weekly earnings if lower, subject to the detailed eligibility rules.
Maternity / Adoption
£194.32After the first six weeks of qualifying SMP/SAP, the standard rate is £194.32 or 90% of average weekly earnings if lower.
Paternity / Shared Parental / Neonatal etc.
£194.32The 2026/27 standard weekly rate is generally £194.32 or 90% of average weekly earnings if lower, where the relevant statutory conditions are met.
For 2026/27, HMRC's statutory-payment recovery percentage depends on the employer's prior-year Class 1 NIC level. Payroll should calculate the payment and the reclaim correctly rather than treating statutory pay as a normal wage.
National Minimum Wage
Annual salary can look reasonable and still create an hourly-rate problem.
From 1 April 2026, the National Living Wage for workers aged 21 and over is £12.71 per hour. The statutory rate depends on age and apprentice status.
Interactive payroll tools
What does an employee really cost the business?
Employee Cost Calculator
Shows salary, employer NIC and a minimum employer-pension illustration. Employment Allowance is shown separately because not every employer qualifies.
Minimum Wage Checker
A simple hourly-rate screen using the rates from 1 April 2026.
Who we support
Payroll needs are different, but the monthly discipline is the same.
Owner-managed companies
Director payroll plus employees, with payroll journals feeding cleanly into company accounts and tax planning.
Retail & hospitality
Variable hours, starters/leavers, minimum-wage checks, pensions and regular payroll changes.
Professional businesses
Salaried staff, directors, bonuses, pensions and straightforward monthly reporting.
Construction & trades
PAYE employees, CIS subcontractors, pensions and payroll need to be kept clearly separate.
Growing SMEs
The first hire often exposes hidden employer costs. Good payroll helps the business budget before expanding the team.
Businesses switching payroll provider
We can review year-to-date figures, PAYE references, employee records and pension information before taking over.
Payroll FAQs
Questions employers ask before and after the first hire.
What does a £30,000 employee cost the employer?
For a standard adult employee in 2026/27, employer NIC is normally 15% above the £5,000 annual Secondary Threshold. If the employee is in a qualifying pension scheme, employer pension contributions can also apply. Employment Allowance may offset some employer NIC where the business is eligible.
When does the FPS need to be sent to HMRC?
HMRC normally requires the Full Payment Submission on or before the employee's payday, even where the employer pays its PAYE bill quarterly.
Does every employee have to go into a pension?
No. Automatic enrolment depends on age, earnings and where the employee normally works. Staff outside the automatic-enrolment criteria can still have opt-in or joining rights.
Can my one-director company claim Employment Allowance?
Not where the company has only one director and that director is the only employee liable for secondary Class 1 NIC. Eligibility can change where there is another qualifying employee/director and the wider rules are met.
Can you take over payroll part-way through the tax year?
Yes. The year-to-date pay, PAYE, NIC, statutory pay, pension and HMRC payroll records need to be checked carefully so the new payroll continues from the correct cumulative position.
Do payroll records need to match the accounts?
Yes. Gross wages, employer NIC, pension contributions, PAYE creditor balances and net-pay payments should reconcile into the bookkeeping and year-end accounts.
Reviewed by
Sandip Vadher, PhD FCCA
Founder of SV&Co Accountancy. Fellow Chartered Certified Accountant with more than 20 years of finance and accountancy experience.
Payroll & workplace-pension support
Tell us how many people you pay and how often.
We can review an existing payroll, set up a new PAYE scheme, take over payroll mid-year or connect payroll properly to your bookkeeping and annual accounts.
Number of employees/directors, pay frequency, current payroll software/provider, PAYE scheme status, pension provider and whether the payroll is already running this tax year.
Ask for payroll supportThis draft was checked against current GOV.UK/HMRC and workplace-pension guidance for 2026/27, including National Insurance thresholds/rates, Employment Allowance, auto-enrolment earnings thresholds, minimum employer pension contributions, National Minimum Wage and statutory-pay rates. The live WordPress version will use the SV&Co Official Data Hub for changing numeric values.