Payroll System In The United Kingdom

Payroll System In The United Kingdom

Payroll is the compensation that businesses pay to their employees. It is the wage. Within the payroll are systems in place to accurately give the right amount of salary to the individuals. Moreover, it also includes other costs such as employee benefits, insurance, taxes, and so forth. 


Within that definition, it is no wonder that other companies outsource the payroll system to simplify the process. However, there are some businesses that opt to use software instead of hiring third parties to do the payroll for them. 

The payroll system in the United Kingdom abides by the Pay As You Earn (PAYE) system. The PAYE system is a method in which the employer calculates the taxes of their employees. After the calculation, the employer will automatically be the one to deduct it from their salary and send them to the HMRC; or Her Majesty’s Revenue and Customs. One thing that companies do to lessen the complexity of calculating the different figures is to use the various tools and calculators that the HMRC provides for double-checking if the figures you have made are correct.

The PAYE system is accomplished every payday, which is usually a monthly endeavor for most businesses. Therefore, it is vital that one of your primary goals is to keep your data up to date to make sure that you are deducting the right amount. Failure to calculate the right amount of late filing will result in a penalty that needs resolution.

It is not only the HMRC that employer needs to produce deliverables in the payroll system but also their employees, mainly the payslip. Within the payslip are data that employees are entitled to see. Some of the mandatory information is the earnings of the workers before and after the deductions. Furthermore, the deduction needs to be shown in detail and be understandable if they are fixed deductions or variable deductions such as National Insurance.


If the employee gets paid by the hour, there needs to be another set of data detailing how many hours of work the individual contributed.a

The NIC bases its rates on several factors. Some factors include an employee’s age, earnings, and employment status. In a more straightforward sense, the NIC divides itself into four main classes.

These are employees who earn more than £242 a week. The contribution is divided into 12% of one’s weekly earnings if their salary ranges from £242 to £967. Anything more than that is an additional 2% for the excess from the £967. Employees stop paying Class 1 NIC when they reach state pension age.


The mandatory payment decreases if the employee is a married woman or a widow with a valid ‘certificate of election.’


There are also different rates based on employee category letters.


These are self-employed individuals. They must earn profits of £6,725 or more a year. Within Class 2, NIC is a flat rate of weekly contributions amounting to £3.15 a week.

Class 3 is not based on any demographic but on individuals that want to contribute voluntarily. The class is used to fill gaps in their National Insurance record.

Lastly, Class 4 is almost the same as Class 2. They are for self-employed individuals. The difference is the income. With Class 4, it is for people who earn £11,909 a year or more.

The payroll system is a vital step to ensure that the figures are correct and that everyone is compensated rightfully. A broken system can lead to errors and potential catastrophes. In the United Kingdom, the PAYE system lets employers do much of the calculation. Even with this setup, various tools are provided for free to ensure that employers will not have a difficult time creating the correct numbers. 

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