Payroll you don't have to check every month
Full-scope payroll, from taking over attendance data to the bank transfer file and the statutory filings. At mid-sized scale, prepared for complex work patterns, with a named specialist.
Most payroll errors are not created in the calculation
When an employee's pay is wrong, the multiplication is rarely at fault. It is far more common that attendance data arrived incomplete, a shift swap was recorded retroactively, holiday is tracked in two places, or the basis for premiums is unclear.
That is why payroll here does not begin on the fifth day of the month. The first step is fixing the flow of data: who provides what, when, and in what format. Once that stands, the calculation itself is routine — and the monthly close becomes predictable.
What we take off your shoulders
Complex working-time systems
Working-time banking and settlement periods, uneven schedules, stand-by, on-call and split shifts — the complicated case is our default, not a surcharge.
Premiums and deductions
Shift, night, Sunday and public-holiday premiums, long-service pay, fringe benefits, court-ordered and voluntary deductions — configured and maintained monthly.
Statutory filings
Monthly contribution returns, entry and exit reporting, change notifications, statistical data supply, social-security reclaims. On time and traceable.
Inspection readiness
Documentation you can produce during a tax or labour inspection without spending three days looking for it first.
What the service includes
The exact scope is always set out in the contract. This is the base package:
Comprehensive payroll
Monthly payroll for the entire workforce, administration of fringe benefits and social security benefits, configuration and execution of deductions — court orders, tax allowances, contributions — and preparation of salary transfers.
Payroll settlements
Tracking and accounting of accident benefit, maternity and sick pay. Comprehensive determination and deduction of taxes, contributions and other obligations, plus social-security paying-agent duties.
Handling statutory reports
Compilation and submission of monthly, quarterly and annual data to the tax authority, the statistical office and the health insurance fund. Employee entries and exits, change notifications, preparation of statistics and reclaims.
User-friendly information
Clear, detailed documentation for the whole organisation: payslips, summaries and employer certificates. A document library for preparing contracts and other relevant records.
Reporting for management
Regular and ad-hoc data on payroll cost, headcount and lost working time, plus special analyses to support rapid decision-making.
Simplified administration
User-friendly payroll software with dedicated self-service reporting, so HR and finance do not have to write to us for every question.
What a month looks like
Data collection
Attendance and change data arrive on a fixed cut-off date, in a pre-agreed format.
Processing and control
Calculation, then a double check: a variance list against the previous month and a line-by-line review of outliers.
Reconciliation
You receive a summary for approval. Only then are the final payslips and the transfer file produced.
Filing and journal
Contribution return submitted, accounting journal handed over, reports sent out.
Why you can rely on it
Accuracy here is a process, not a promise. It rests on four elements:
- Double control: the work of the colleague running the calculation is always checked by a second specialist.
- Variance analysis: every month we compare against the previous one and examine outliers line by line.
- Cover: there is never a single person on whom your company's month depends.
- Written liability: the contract sets out what we commit to, by when, and what happens if we get it wrong.
Frequently asked questions about payroll
How much does outsourcing payroll cost?
The fee has two elements: a one-off system set-up fee and a monthly fee, typically based on headcount. It is influenced by the complexity of the work pattern, the number of monthly movements and whether we also act as social-security paying agent. We give a firm quote after the review — but we tell you the rough order of magnitude beforehand so you don't waste time.
Can we switch mid-year?
Yes. The widely held belief that payroll can only be changed at the start of the year does not hold. Mid-year, what matters is whether we receive the cumulative data for the earlier period — if we do, the takeover can be done safely. We always recommend a parallel month in that case.
Who is liable if a fine arrives because of an incorrect return?
The contract settles this, and not vaguely. If the error arose within our scope — for example an incorrect return prepared from the data provided — we bear the consequence. If the data was incomplete or late, the hand-over rules govern. We recommend you ask for this point in writing from every provider, including us.
How do you protect pay data?
We work under a data processing agreement, access is personal and logged, and data transfer takes place over an encrypted channel. Under the GDPR our role is that of processor: you remain the controller and can access your own data at any time.
Do we have to let our current payroll colleague go?
Not necessarily, and often we advise against it. At several of our clients the internal colleague stayed — no longer carrying the calculation burden, but handling HR-side tasks and the relationship. That model is typically more stable than a complete cut.
How long does the transition take?
Four weeks in a simple case; six to eight weeks for more complex, multi-site or working-time-banking operations, including the parallel month. We fix the deadline after the first review, and we keep it.
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Let's look at where your payroll stands today.
Thirty minutes is enough to tell whether a change is worth making at all. If it isn't, we'll say so.
