RTI

RTI creates pressure for software providers & employers

HMRC announced that, until 05 October 2013, employers with fewer than 50 employees who will have difficulty meeting the ‘on or before’ reporting requirement can report at the time of their regular payrun, as long as this is before the end of the tax Month (i.e. the 5th).

However, importantly, this only applies to employers who pay their employees weekly, or more frequently, but only process the payroll on a monthly basis. For example: An employer runs three restaurants with four employees in each. On a weekly basis, the manager of each of the restaurants pays staff a cash amount. On a monthly basis, the managers send these cash amounts to their accountant with the instruction to process a payroll for the 4 or 5 weeks in that tax Month. The accountants will process the gross pay that the 12 employees for the correct calculation of the tax, NICs and Student Loans liability. The net payments that have been made to the employees are deducted to leave a balancing net pay payment.

Before the easement, HMRC’s ‘on or before’ rules meant that the payroll would have to be processed on a weekly basis or, at least, more frequently than monthly. This would have resulted in a change of working practices for the employer and the accountants due to the increased frequency of the payrolls that had to be processed. Following the easement, such an employer can continue with the practice of the monthly payrolls up until the end of tax Month 06, i.e. ending 05 October 2013.

This is not a general easement for all employers with fewer than 50 employees. HMRC would still prefer real time reporting, though recognise that some employers with the above arrangements may take longer to adapt to this way of reporting. Another consideration is that it appears that the easement will cease to apply if, at any time in the period to 05 October 2013, the employer goes over the 50 employee threshold.

On 25 March 2013, HMRC published an update to their original guidance. They stress that this is not a withdrawal of the obligation to report in real time and, from 06 October 2013, all employers will be required to report this way each time they pay their employees. During the interim easement period (06 April to 05 October 2013), HMRC recommends that employers and agents ‘refine’ their business processes to allow for this. Software developers have been advised that they do not need to adapt their products to accommodate the easement.

On 22 March 2013, Stephen Timms, Work and Pensions Shadow Minister and MP for East Ham, asked David Gauke about the assessment of the ability for small firms to comply with the RTI on or before ruling. In reply, Mr Gauke, Exchequer Secretary to the Treasury, referred to the Tax Information and Impact Note (TIIN) issued by HMRC on 15 March 2013 that was updated specifically in regards to the impact that RTI will have on small businesses. This acknowledged that the burden of reporting in real time will fall disproportionality on smaller employers and some are expected to find the transition difficult. Whilst the TIIN says that small employers cannot be excluded from reporting in real time (due to the link between RTI and the Universal Credit), it recognises that they should not be disadvantaged. He then refers to the easement issued by HMRC and confirmed that HMRC have commissioned independent research looking at the impact of RTI on businesses, including small business. This will be used in conjunction with a wider evaluation of the RTI Pilot, due to report later in 2013.

This demonstrates that HMRC have listened to industry representations that have been made. The situation of weekly payments and regular payrolls is a common one and it is good to see that this has been recognised. Hopefully, this temporary measure will allow HMRC to fully realise the increased burden on the small employer and, possibly lead to a more permanent relaxation. It seems to me that regular monthly reporting by the 5th is better than the alternative of irregular reporting.

However, there is the larger picture of the Universal Credit to consider and the integral link it has with the reporting of real time earnings. One wonders if a relaxation of these regulations will be one of the things to come out of the summer review of RTI.

In addition, The Income Tax (Pay As You Earn) (Amendment) Regulations 2013 that have been laid before the House of Commons provides for a further relaxation on the reporting of earnings for casual employees who are paid non-electronically. The ‘on or before’ rule was relaxed in November 2012 for casual workers where it was impractical or impossible to report in real time payments for work that was done on the day. The original requirement was for the information to be reported at the earliest of:

the next ‘regular’ return the employer is required to send, or
seven days following the day on which the payment is made
This ‘exemption would have been ideal for employees, say, who are paid in cash at the end of each shift according to the number of hours they have worked. The employee tells the owner the number of hours and the manager gives them their wages out of the till at midnight, whilst still behind the bar.

The new requirement removes the reference to ‘next regular return’, meaning that the employer now has to report the payments in the next seven days rather than the next regular return, which may have been earlier.

Nick Day, Managing Director of JGA Recruitment adds “RTI presents significant challenges to organisations trying to comply with the legislation and implement RTI. The significant communications coming from HMRC are helpful but aren’t tailored to organisations who need clarity and a thorough understanding of their obligations when implementing new software and processes. JGA have witnessed an increase in pressure for payroll software providers to communicate to their customers and help them understand the implications for RTI. The JGA payroll recruitment team have seen an increase in demand for Payroll Administrators, Pension Administrators and Payroll Project Managers to help companies overcome the significant hurdles the need to overcome.”

 

Source: The Learn Centre

Rush

HMRC PCS Members Strike over Pay

HMRC staff who are members of the Public and Commercial Services walked out of their jobs yesterday as part of an ongoing discussion over their pay and employment terms.

The walkout staged by HMRC and Valuation Office union members was intended to disrupt the start of the new tax year and the introduction of Real Time Information (RTI). RTI requires employers who operate PAYE to notify HMRC immediately every time they pay their staff and make deductions.

The news comes three days after staff at various government departments and courts marched out on Friday.

PCS has encouraged HMRC staff to send in texts, reports and photographs of their respective picket lines with details of the responses they received from members of the public Their protests were scheduled to last for half a day.

The PCS defending their actions by saying they were in response to a new civil service performance management system that has been “imposed” without “meaningful negotiations”. “The government refuses to sit down and negotiate over its cuts to pay, pensions and working conditions, so we must act.” a statement on the PCS website. “These walkouts are the next steps in our three-month programme of industrial action and protests, which began with a national strike on budget day on 20 March.”

Nick Day, Managing Director of JGA Recruitment comments ” HMRC and employers are under great pressure to implement RTI effectively without disruption minimising any impact on the business. This strike by PCS members only contributes to the challenges Payroll Managers  and employers face when implementing RTI in their organisations. JGA have seen an increase in demand for Project Managers and Implementation Consultants to help companies implement RTI.”

Unemployment

Employee engagement strategy presents challenges

Nearly half of HR professionals in the UK are failing to put an employee engagement strategy in place, despite naming it as one of their highest priorities a survey suggests.

The research from Youforce found that while 79% of respondents felt employee engagement was a high priority just 41% had a strategy in place.

Lee Grant, VP International at Youforce, said: “Our research shows that employee engagement is the current big challenge for HR professionals as it is linked in to so many areas of the HR function. While this is seen as the responsibility of HR, it is something that should be taken on by all employees.

“Creating the enabler for employee engagement is the hardest part of the process. Having the right HR systems and technology will provide the detailed insight into the workforce that will allow HR departments to develop an employee engagement strategy that will look after employees and help become more efficient.”

However, of those with a strategy only 30% said it improved employee performance and 13% claimed it improves employee retention.

The difficult economic climate has often meant radical changes for certain companies, meaning engagement has been left to line managers whilst HR directors tackle unexpected issues.

Nick Day, Managing Director of JGA Recruitment comments “Employee engagement is critical to every organisation and an effective employee engagement programme presents significant challenges. Their success is usually driven by the person responsible for it’s communication, implementation and maintenance – a talented and resourceful HR Director or Senior HR Professional with knowledge of sophisticated systems and how to roll out.”

Source www.askgrapevine.com

Stocks

HMRC considers coding out limits increase

A consultation on increasing the size of PAYE underpayment, Self Assessment (SA) balancing payment or unpaid debt that the Revenue can recover in this way – known as coding out – will run until 5 September 2013.

Currently, there is a limit of £3,000 for coding out, set in 2011, to strike a balance between allowing HMRC to recover debts, while protecting lower earners. However, the tax department is now proposing a “more fair” staggered scale of limits.

Debts above £3000, typically from high earners are often excluded from coding out as they exceed the limit that can be deducted, leaving HMRC dependent on more expensive methods to pursue the outstanding amounts.

Under the proposals being considered anyone earning less than £30,000 will not have more than £3,000 debt collected through PAYE rising to £17,000 for those earning more than £90,000. If you have a concern you would like to raise with HMRC, correspondence should be sent by 5 September by email to TAP@hmrc.gsi.gov.uk or to:

HMRC, Coding Out Consultation, Tax Administration Policy Team, Room 1/C06, 100 Parliament Street, London SW1A 2BQ

Nick Day, Managing Director of JGA Recruitment comments “Coding out always needs to be handled with care as it’s usually the individual responsible for payroll who gets grief from the employee for deducting tax even though they are entitled to do so.”

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RTI Implementation Costly for HMRC

HMRC says it has abandoned attempts to collect the money because it was so stretched and it wanted to keep workloads manageable.

This follows concern highlighted by the National Audit Office (NAO) which said it feared RTI was placing too much pressure on the department. A spokesperson for HMRC was unrepentant and insisted that either HMRC or the NAO had an idea of the exact figures suggesting they were only estimates.

The spokesperson said: “This was caused by a combination of events – widely reported at the time – that affected the tax years between 2003 and 2010. The figures are estimates, and neither HMRC nor NAO can give actual numbers for tax foregone and taxpayers affected.”

The spokesperson suggested two factors explained the lost revenue, admitting it didn’t allow enough time to work through the backlog of unresolved cases: “The bulk of the tax foregone across this seven year period was down to two main factors: our decision to raise the tax threshold for three years while we stabilised the PAYE IT system and our inability at the time to work through a backlog of unresolved tax cases within the legal timeframe.

“When these problems came to light in 2010, we promised to clear all outstanding ‘open’ cases by the end of 2012. We have delivered on that promise, clearing over 30 million cases over the past three years and bringing the PAYE system up to date.”

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Businesses chose to outsource payroll

Everyone in business wants to reduce their overheads and this will include staff costs.

Payroll functions are just one of the areas where a company can still perform this necessary service but also reduce its costs by outsourcing the work.

Popularity

Outsourcing is the new buzzword; the growth of the Internet and developments in telephony mean that companies can use third parties to process many essential company functions that were previously kept in-house. Rather than employ a full time accounts team, with all the PAYE and benefit expenditure that this will entail, many companies have engaged the services of a professional team to take over these responsibilities. Payroll is tedious and the new monthly real time reporting regulations introduced by the HMRC make this task even harder

. Staff employees may have to be sent on expensive training course to learn how to use the new software correctly and if mistakes are made in the monthly tax reporting then HMRC will penalise the company. The fact that the third party option consists of the payment of a fee rather than full time staff costs is an attractive option.

Benefits

Most business directors would far rather work at developing their company and spend their budget on production and marketing. If accounting costs are reduced then more people can be employed to carry out these core company development roles. By employing an umbrella company to look after the company payroll, employees can rest assured that their pay slips will always be correct and on time. Legislative changes that seem to occur on an annual basis – following the Chancellor’s regular statements – frequently produce a lot of extra work for an in-house accounts team. The third party should guarantee that they are always able to accommodate these changes and will keep the company compliant. Outsourcing companies do vary in the services that they offer, as do their monthly fees but an important factor to take into account is that they will guarantee that staff records will always be correct and that the HMRC returns will also be completed in a timely fashion. The payroll company should also sign an agreement that ensures that should there ever be any problems with the tax returns that may lead to a fine, they will cover this.

Staff

Many companies retain a part time bookkeeper that will record employee pay details, absenteeism and holidays, and then forward these to the third party so they will always have the correct details. This will free up any other company accountants to plan financial projections, deal with the Company accounts for the year-end, and also give them more time to do their jobs properly and examine the bigger picture. Outsourcing takes away many headaches for a business. The problems that are often connected with the employment of temporary, causal or contract workers can also be diminished by use of an umbrella company. As the tax system becomes increasingly more complex, the idea of passing over these problems to an outsourced company becomes ever more appealing.

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JGA Shortlisted as Best Company To Work For

James Gray Associates (JGA) the UK’s fastest growing Payroll, HR and Reward recruitment consultancy have been shortlisted as “Best Company to Work for Award (up to 20 employees) at the prestigious REC Awards being held in London on Tuesday 3rd December 2013.

Advancing the careers of Permanent, Contract and Interim Payroll, HR and Reward professionals across the UK and Europe, JGA are preferred payroll recruitment partner for the Payroll Alliance and International Association of Bookkeepers, With an average 13 years payroll recruitment experience across the team, revenue growth in this financial year has been an astonishing 75%. The key differentiator and driver of growth being a relentless focus on quality, thirst for industry knowledge & engagement and most important, listening to client recruitment requirements and matching these to a candidate’s career aspirations.

Nick Day, Managing Director of JGA comments, ”Large organisations are hiring more Payroll and HR experts to drive through organisational and process change associated with RTI, Auto-enrolment and organisational growth. Payroll Administrators and Payroll officers are helping to drive hiring demand as Payroll and HR software providers implement new and more capable software allowing organisations to win business, retain outstanding talent and drive long term profit and organisational growth.”

JGA recently ran a survey to benchmark performance and improve processes. Encouragingly, 100% of client respondents indicated they would use JGA to recruit for them in payroll again and 86.2% of clients indicated they were highly satisfied with JGA. 95% of clients rated JGA service much higher or somewhat higher than our competitors. Click for JGA Client Testimonials.

91.3% of candidates were highly satisfied with JGA services with all candidates rating JGA Interview Management & Coordination, briefing and feedback Outstanding or above average. The biggest reason for a move highlighted by professionals placed in a new role was career progression followed by an in increase or improvement in their remuneration or package.

About James Gray Associates Ltd – www.jamesgray.wpengine.com – 01727 800377
James Gray Associates specialise in Payroll, HR and Reward recruitment, supplying permanent, contract and interim professionals for jobs across the UK, Europe and Asia. JGA offer professional, bespoke and responsive recruitment services and are preferred recruitment partner to Payroll Alliance and International Association of Bookkeepers.

REC Members, APSCO members, REC Diploma Qualified, AIRS Qualified Recruiters, Members of CIPP, Payroll Alliance & International Association of Bookkeepers.

Executive Summary:

Best Small Company to work for Award (fewer than 20 employees) –

Zero Staff turnover & planning to hire more staff with office move planned to accommodate additional headcount
Investors continue to invest in the business and support staff in their careers
Continued investment in IT and technologies to improve work life and streamline processes
On-going training and investment in staff to set and drive industry standards
Continued engagement with the industry and industry bodies to drive professionalism within Payroll, HR and Reward

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Labour Market Report highlights Payroll Recruiting Challenge

The latest (8th July) Labour Market Report on Jobs by Markit has announced that the Key Skills that recruiters specify that they struggle to find most is Payroll skills.

The Labour Market Report states that the month of June has seen the availability of skilled permanent and temporary staff to be at record lows – in fact, it states the drop in the availability of skilled talent to be at the lowest seen in their survey history which began in October 1997!, The same report states that at the same time the demand for permanent and temporary staff is continuing to grow with pay rates rising by their sharpest rate since November 2007 as the “War on Talent” gets more and more competitive.

As a Payroll Specialist Recruiter, this is music to our ears – it highlights why companies should work with a specialist payroll recruitment consultancy when they need to hire for a permanent or temporary payroll vacancy and not a “generalist” agency.

Payroll is a specialist function that requires a unique set of skills, knowledge and experience. Payroll is often undervalued by other business departments because it is expensive (they only pay out) and simply seen as a role which requires someone to “press buttons” – but this couldn’t be further from the truth!

The CIPP managed to get the payroll industry Chartered Status in 2010 and rightly so. Payroll is an industry where legislation changes at a rapid pace. Unlike other functions where tasks can be put aside until there is more time, payroll is wholly different. Deadlines must be kept regardless of sickness, holidays or other circumstances. If a payroll deadline is missed, people do not get paid! Failure by a business to pay its employees could result in catastrophic consequences. Staff grievances will hit HR departments; moral will be low; complaints will be high; staff may lose confidence in its employer or worst still, they may leave. Employees have bills to pay and if there is one thing all employees are sensitive about, it is their pay. Payroll professionals have to get it right every time and on time!

Hiring the right payroll talent is also essential for other reasons too. Failure to meet HRMC compliance guidelines can result in huge corporate fines. Incorrectly paying employees can result in huge losses in overpayments too.

So here is the question:

Why do companies try and cut corners by hiring someone without the necessary payroll skills for a payroll position?
Why do companies work with agencies that have no background or proven experience in recruiting payroll specialists?

To save money?
To save time?
Because the “PSL” requires them too?
Because every agency claims to “be a specialist?

In reality, cutting corners is more likely to cost a business money and time. PSL’s are rarely so restrictive that a specialist cannot be used on a one-off basis and if every agency that calls claims to be a specialist, ask for credentials and track record evidence!

Working with a payroll specialist recruiter (and the truth is, in the UK there are really only a handful of us – view the specialist payrollers recruiters partnered with the Payroll Alliance here: http://www.payrolljobsboard.com/payroll-alliance) will reduce your time to hire because they will be able to fully understand your requirements and implement a process that ensures they locate you the right payroll professional for your business. The rate may be higher than a generalist will charge, but as the cliché goes “you get what you pay for!”

Here are some simple examples:

Are you a firm of chartered accountants?
Then you will likely need someone who has client or bureau payroll experience. You are probably using a system such as Star, Payrite or Sage. Communications skills are essential as the role will be dealing with senior partners and clients of the firm. Being able to process multiple payroll frequencies at the same time will also be required.

Perhaps you are a large retail client?
You will probably need someone who has managed high volume multi-sited weekly payrolls before. Starter and leaver administration will be high. You are probably using a system such as ADP, PeopleSoft or Resourcelink.

Perhaps you are a banking client?
You may need someone with expat/inpat or EMEA payroll experience. The payroll is more likely to be paying monthly employees. Reporting requirements may be greater and you may need someone who can handle PSA’s, payroll journals and reconciliations. The software is more likely to be an ERP system such as PeopleSoft or SAP.

Perhaps you are a public sector client?
You will probably need someone who has dealt with teacher pensions (if educational), who can handle high volumes and can manage both weekly and monthly payrolls. If NHS, you will be using a system such as Oracle ESR. If not, then you are likely working with a system such as iTrent or Resourcelink.

These may be over simplified examples but they should give you an idea of what I am aiming at here. A generalist agency will simply search for “payroll” skills. A specialist payroll recruiter will be searching for a lot more!

Payroll professionals do not simply “press buttons”.

Just because someone has administered a payroll for 5 staff before as part of an office job, it doesn’t mean they are qualified to process payroll as a full time job for 500, 2000 or even 10,000 employees.

Payroll professionals have to calculate a number of statutory payments from SSP, SMP, SPP, SAP to manual calculations and tax and NIC deductions. The modern payroll professional needs to be up to date with latest payroll legislation including RTI and Auto Enrolment. Skilled payroll professionals may also need to run intricate year end processes, complete complex P11D’s, handle reconciliations, process payroll journals and deliver multiple reports as well as manage HMRC, SOX or other related audit or compliance requirements. Managers may also be tasked with improving payroll process efficiency, implementing new systems or project managing in-house or outsourcing projects.

Recruiters have admitted in this report that payroll is the hardest skill for them to find.

For most recruiters in the UK this is a fact. For a payroll specialist (such as James Gray Associates), this is our bread and butter.

Recruit Better Talent Faster.

Nick Day
Managing Director
James Gray Associates
Payroll, HR & Reward Recruitment Specialists
Tel: 01727 800 377
E: Nick@jgarecruitment.com
LinkedIn http://uk.linkedin.com/in/nickday

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Hiring Demand for HR Managers up 20% in 12 months

The UK demand for HR Managers increased by over 20% compared to 12 months ago, with average salaries increasing by 4%.

Surprisingly, over the same period, despite demand for HR Business Analysts/Partners increasing significantly, average salaries have actually fallen by nearly 10%.

Nick Day, MD at JGA Recruitment comments “Hiring demand increasing is good news for professionals looking to change or enhance their careers but puts pressure on organisations to secure the best talent. With competition for skills increasing as well as increasing pressure on salaries to attract, recruit and retain the best talent available, the war for talent is intensifying.”

Comment, post, or share your views on Nick’s LinkedIn Post

*This data is based on average advertised salary rates and vacancies taken from over 150 of the UK’s leading job boards.

Payroll Recruitment Skills In Demand

The latest (8th July) Labour Market Report on Jobs by Markit announced the Key Skills recruiters specify they “struggle to find most” are Payroll skills.

The Labour Market Report states that the month of June has seen the availability of skilled permanent and temporary staff to be at record lows – in fact, it states the drop in the availability of skilled talent to be at the lowest seen in their survey history which began in October 1997!, The same report states that at the same time the demand for permanent and temporary staff is continuing to grow with pay rates rising by their sharpest rate since November 2007 as the “War on Talent” gets more and more competitive.

As a Payroll Specialist Recruiter, this is music to James Gray Associates’ ears as it highlights why companies should work with a payroll specialist when they need to hire a permanent or temporary payroll resource and not a “generalist” agency.

Payroll is a specialist function which requires a unique set of skills, knowledge and experience. Payroll is often undervalued by other business departments because it is expensive (they only pay out) and simply seen as a role which requires someone to “press buttons” – but this couldn’t be further from the truth!

The CIPP managed to get the payroll industry Chartered Status in 2010 and rightly so. Payroll is an industry where legislation changes at a rapid pace. Unlike other functions where tasks can be put aside until there is more time, payroll is wholly different. Deadlines must be kept regardless of sickness, holidays or other circumstances. If a payroll deadline is missed, people do not get paid! Failure by a business to pay its employees could result in catastrophic consequences. Staff grievances will hit HR departments; moral will be low; complaints will be high; staff may lose confidence in its employer or worst still, they may leave. Employees have bills to pay and if there is one thing all employees are sensitive about, it is their pay. Payroll professionals have to get it right every time and on time!

Hiring the right payroll talent is also essential for other reasons too. Failure to meet HRMC compliance guidelines can result in huge corporate fines. Incorrectly paying employees can result in huge losses in overpayments too.

So here are the burning questions:

Why do companies try and cut corners by hiring someone without the necessary payroll skills for a payroll position?
Why do companies work with agencies that have no background or proven experience in recruiting payroll specialists?

To save money? To save time? Because the “PSL” requires them too? Because every agency claims to “be a specialist?

In reality, cutting corners is more likely to cost a business money and time. PSL’s are rarely so restrictive that a specialist cannot be used on a one-off basis and if every agency that calls claims to be a specialist, ask for credentials and track record evidence!

Working with a payroll specialist recruiter (and the truth is, in the UK there are really only a handful of us – view the specialist payrollers recruiters partnered with the Payroll Alliance here: http://www.payrolljobsboard.com/payroll-alliance) will reduce your time to hire because they will be able to fully understand your requirements and implement a process that ensures they locate you the right payroll professional for your business. The rate may be higher than a generalist will charge, but as the cliché goes “you get what you pay for!”

Here are some simple examples:

Are you a firm of chartered accountants?
Then you will likely need someone who has client or bureau payroll experience. You are probably using a system such as Star, Payrite or Sage. Communications skills are essential as the role will be dealing with senior partners and clients of the firm. Being able to process multiple payroll frequencies at the same time will also be required.

Perhaps you are a large retail organisation?
You will most likely need someone who has managed high volume multi-sited weekly payrolls before. Starter and leaver administration will be high. You are probably using a system such as ADP, PeopleSoft or Resourcelink.

Are you a banking / financial services organisation?
You will probably need someone with expat/inpat or EMEA payroll experience. The payroll is more likely to be paying monthly employees. Reporting requirements may be greater and you may need someone who can handle PSA’s, payroll journals and reconciliations. The software is more likely to be an ERP system such as PeopleSoft or SAP.

Perhaps you are a public sector client?
Then you will probably need someone who has dealt with teacher pensions (if educational), who can handle high volumes and can manage both weekly and monthly payrolls. If NHS, you will be using a system such as Oracle ESR. If not, then you are likely working with a system such as iTrent or Resourcelink.

These may be over simplified examples but they should give you an idea of what I am aiming at here. A generalist agency will simply search for “payroll” skills. A specialist payroll recruiter will be searching for a lot more!

Payroll professionals do not simply “press buttons”.

Just because someone has administered a payroll for 5 staff before as part of an office job, it doesn’t mean they are qualified to process payroll as a full time job for 500, 2000 or even 10,000 employees.

Payroll professionals have to calculate a number of statutory payments from SSP, SMP, SPP, SAP to manual calculations and tax and NIC deductions. The modern payroll professional needs to be up to date with latest payroll legislation including RTI and Auto Enrolment. Skilled payroll professionals may also need to run intricate year end processes, complete complex P11D’s, handle reconciliations, process payroll journals and deliver multiple reports as well as manage HMRC, SOX or other related audit or compliance requirements. Managers may also be tasked with improving payroll process efficiency, implementing new systems or project managing in-house or outsourcing projects.

Recruiters have admitted in this report that payroll is the hardest skill for them to find. For most recruiters in the UK this is a fact.

For a payroll specialist recruitment consultancy like James Gray Associates, this is our bread and butter and what we excel at..

Recruit Better Talent Faster. Get in touch with Nick Day, MD at JGA Recruitment today.