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.

A £30,000 salary costs the employer more than £30,000.

Employer National Insurance, workplace pension contributions and other employment costs sit on top of salary. Use the employee-cost calculator below before making the hiring decision.

WhatsApp about payroll

Calculate employee cost

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.

Payroll and pension records need to agree.

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.

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 £0.13 per hour. The statutory rate depends on age and apprentice status.

£0.13

Age 21 and over.

£10.85

Age 18 to 20.

£8

Under 18, above school-leaving age.

£8

Qualifying apprentice rate.

Interactive payroll tools

What does an employee really cost the business?

Official basis: GOV.UK / HMRC / DWP

Last checked: 16 August 2026

Live site will use SV&Co Official Data Hub

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.

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.