Late timesheets, mid-week starters, one person on three assignments at three different rates, and everybody expecting to be paid on Friday. This is what the weekly service is built for.
A permanent payroll changes a little each month. A contractor payroll changes completely: different people, different sites, different rates, and a fair proportion of the data arriving after the deadline. We run weekly, fortnightly and four-weekly cycles for agencies and for end clients engaging temporary staff directly, with the workers still engaged under your own model.
What the service handles:
Placed on Tuesday, working Wednesday, expecting payment Friday. Either your process can do that or you lose the worker.
Chased on Wednesday, not discovered on Friday. We work to the cut-off actively rather than waiting to see what turns up.
AWR parity arrives quietly and retrospective corrections are painful. We flag workers approaching it before it lands.
Self-employed, inside IR35, employed, or CIS. Get this wrong across a hundred workers and the exposure compounds weekly.
Where the temp desk is growing and the back office is not. We take the processing so your consultants can place people instead of fixing timesheets, under your brand if you prefer.
Businesses that have stopped going through agencies for some roles and discovered that paying forty contractors weekly is its own full-time job.
Where salaried staff, weekly temps, CIS subcontractors and inside-IR35 contractors all need paying, each under their own rules, ideally by one team.
Most expensive problems in contractor payroll start as status problems. Worth being clear which of these applies.
Engaged and paid as an employee for the duration of the assignment, with tax, NI, pension and holiday pay applying in the normal way.
Works through their own company, but the engagement looks like employment. The fee-payer deducts tax and NIC under Chapter 10.
Deemed Employment →Construction operations within the scheme. Verified with HMRC, deducted at the verified rate on labour, reported monthly.
CIS Payroll →Outside both regimes and paid gross. Defensible only where the working arrangements genuinely support it, and worth documenting.
Same day in most cases. We take the worker's details, right-to-work confirmation and starter declaration, set them up and get them into the current run if they are through before the cut-off. Temporary workforces do not arrive tidily at the start of a period, and a payroll that cannot cope with a Wednesday start will always be paying people late.
Yes. Payslips, portals and worker communications can carry your branding, and to your contractors the payroll simply looks like your back office doing its job. Where you would rather be open about using a bureau, we are happy to be named instead. It is your call, not a condition of the service.
It has to be calculated properly rather than rolled up and forgotten. For workers with no fixed hours, holiday pay is based on an average of previous earnings over the reference period, and since the 2024 reforms employers of irregular-hours and part-year workers can accrue entitlement as a percentage of hours worked and, for leave years starting on or after 1 April 2024, pay it as rolled-up holiday pay where they choose to. We apply whichever basis you operate and show it on the payslip so it can be evidenced.
We keep the twelve-week qualifying clock and apply the parity rate you supply once a worker reaches it. What we cannot do is invent the comparator: the hirer holds the information about what a directly engaged employee doing that job would receive, so that has to come from you or your client. We will tell you when a worker is approaching the threshold so it is not missed.
Late timesheets get chased before the cut-off rather than discovered after it. Where something is genuinely wrong after a run has gone, we process a correction in the same cycle where the timing allows, or as an off-cycle payment where somebody has been underpaid and should not wait a week for it.
No. An umbrella company employs the worker itself and pays them through its own payroll, which brings the assignment rate, employer costs and employment rights into play. What we run here is your payroll, for your contractors, under your engagement model. If an umbrella or employment arrangement is what a particular group of workers actually needs, PEO or Employer of Record is the honest answer and we will say so.
Tell us how many workers, how often they are paid and how they are engaged. We will tell you how the cycle would run and what it would cost.