Practical support from a London-based practice
Payroll Services for Employers
Payroll runs more smoothly when pay information, changes and approvals arrive through a clear process. Delakazzi provides payroll support for employers, with the pay schedule, employee information, reporting tasks and responsibilities agreed before the service begins.
Agree the information for each payroll
We establish how you will provide approved pay, hours, overtime and other changes. Joiners, leavers, absences and relevant notices need to be identified so they can be considered in the payroll. An agreed cut-off gives both sides time to deal with queries before the planned pay run.
Calculate and review the payroll
The agreed payroll work can include pay and deduction calculations, payslips and employer summaries. We identify the checks and authorisation needed before finalisation. The employer remains responsible for providing complete, accurate instructions and resolving employment decisions behind those instructions.
Keep reporting and payments distinct
Where included in the engagement, payroll reporting to HMRC forms part of the agreed timetable. Issuing a payslip or report does not itself pay an employee or HMRC. Responsibility for payment, pension administration and any additional employer returns must be stated clearly.
Manage a change of payroll provider
A handover requires more than a list of employee names. We assess the existing payroll records, cumulative figures, reporting history and unresolved matters before confirming the transition. Errors or omissions in earlier payrolls may require separate corrective work.
What information will we need?
Start with a brief description of the organisation, the support required, the relevant period and any deadline. If we can take the matter forward, the records requested may include:
- Employer PAYE details
- approved employee and pay information
- prior payroll records
- starter and leaver documents
- tax notices
- hours and variable pay
- absence details
- relevant deductions and pension information. Employee records should be shared only through an agreed secure method
Do not include confidential records, identity documents, bank information, passwords, detailed allegations or legally privileged material in the public form. We agree a secure method for documents after the relevant acceptance checks.
Important professional boundaries
The written engagement defines what is included.
Preparation, filing, payment and additional advisory work are separate responsibilities. Only the services expressly agreed are included. No tax saving, repayment or particular HMRC outcome is guaranteed.
We establish the records, scope, competence, capacity and deadlines before agreeing an engagement.
Receipt of an enquiry does not mean that Delakazzi has accepted the assignment or agreed to act. Work begins only under written engagement terms.
From first contact to useful work
How we work with you
- 01
Introductory conversation
Tell us the organisation, service, period and deadlines.
- 02
Review requirements
Establish record quality, existing advisers and the work needed.
- 03
Agree responsibilities
Confirm deliverables, fees, records and approvals in writing.
- 04
Prepare & review
Complete the agreed work and explain queries and approval steps.
Your questions
Payroll: useful answers
Can you process variable hours and changes in staff?
These can be considered within the agreed payroll service. We establish how changes will be authorised and supplied, including what happens if information arrives after the agreed cut-off.
Will you pay employees and HMRC for us?
Preparing payroll does not itself include making payments. The engagement states which calculations and reports we provide and which payment actions remain with the employer.
Are pensions and employment advice included?
Do not assume so. Any pension administration must be expressly agreed, and payroll processing is not employment-law or pension-investment advice. We identify those responsibilities when setting the scope.
Primary sources
Further guidance
General information, not advice for a particular organisation. Guidance checked on 6 September 2026; the relevant jurisdiction and reporting period must be confirmed.
A considered next step
Let’s discuss the support you need.
Tell us the service you need, your organisation and any deadline. We will explain the next step and whether an initial review is appropriate.