Choosing the right payroll services uk can be the difference between smooth paydays and stressful scramble days. This guide reviews the top providers, including ADP, Zellis, and IRIS, to help you find the best fit. We explain what UK payroll services actually cover, how they compare to in house software, how to choose a provider, and typical pricing models. If you are a US company hiring in the UK, you will also see when an employer of record can be the simpler path to pay and compliance with fewer tools to juggle. If you want one platform that combines recruiting, global EOR, contractor payments, and payroll, check out Bolto.

Key takeaways

• Payroll services uk handle calculations, payslips, HMRC submissions, pension auto enrolment, year end forms, and core compliance so busy teams can focus on product and customers
• Real Time Information reporting to HMRC is mandatory for most employers, and the Full Payment Submission must be filed on or before payday
• The UK tax year runs from 6 April to 5 April, and P60s must be given to employees by 31 May after the tax year
• P11D and P11D(b) for benefits in kind are due by 6 July after the tax year
• Auto enrolment minimum total pension contributions are set at 8 percent, with at least 3 percent from the employer
• Itemised payslips are required for all workers, and where pay varies by hours, the hours must be shown
• Holiday entitlement is at least 5.6 weeks for full time workers
• Off payroll working rules, also known as IR35, apply to medium and large private sector clients since April 2021
• Payroll records should be kept for at least 3 years after the end of the tax year
• For US companies hiring in the UK without a local entity, using an EOR can simplify compliance and payroll under one contract, see Bolto

What a UK payroll service includes, scope and benefits

A strong partner takes more than net pay off your plate. Modern payroll services uk typically include the following.

Core pay run and HMRC reporting

• Gross to net calculations for salary, overtime, commissions, bonuses, and statutory payments such as sick pay and maternity pay
• Student loan and postgraduate loan deductions processed and reported
• Real Time Information submissions, the Full Payment Submission on or before payday, and the Employer Payment Summary when needed
• Pay via Bacs or other bank rails with approval flows and payment files

Pensions and benefits

• Auto enrolment assessment, employee communications, and minimum contributions management
• Pension provider file creation and submission
• Benefits in kind tracking so P11D and P11D(b) are accurate by 6 July

Year end deliverables

• P60 creation and issue to employees by 31 May
• P45 for leavers at the end of employment
• Optional support for PSA and other end of year tasks

Compliance and recordkeeping

• Itemised payslips for all workers with hours shown where they vary
• Payroll journal exports to your accounting system
• Secure storage of payroll records for at least 3 years after the tax year
• Guidance on IR35, and where relevant the Construction Industry Scheme with monthly returns due by the 19th following the tax month

Why it matters

• Cuts error risk and penalties tied to late or incorrect filings
• Saves time for finance and people teams
• Supports employee trust with accurate, on time pay
• Gives scaling teams a process that survives growth spurts

If you need payroll services uk as part of a broader global hiring plan, consider an all in one platform that unites recruiting, EOR, and payroll. US startups that hire UK engineers through an EOR can get recruiting shortlists in days and pay from one dashboard with Bolto.

Payroll services vs payroll software, in house

Some teams only need software. Many prefer a managed service. Here is how to think about the trade off for payroll services uk.

When software may be enough

• One small UK payroll with simple salaries
• In house expertise that understands RTI timing, pensions, and year end
• A stable team with predictable changes

When a managed service is smarter

• You want experts to handle submissions, pensions, and year end deadlines
• New headcount every month, variable pay, or multiple pay schedules
• You hire across borders and want one contract that includes EOR and contractor payments

The practical difference

• Software, your team sets up codes, runs calculations, files RTI, and creates P60 and P11D
• Service, specialists do the setup, run payroll, file RTI on time, manage pension files, and complete year end, then hand you journals and reports

If you are a US company that needs payroll services uk but prefers not to open a UK entity, an EOR lets you legally employ and pay UK staff with full compliance. Explore entity free hiring with Bolto.

Top 10 Payroll Services UK

Building on the criteria discussed above, this section spotlights ten UK payroll providers that excel in HMRC compliance, automation, and dependable support. They’re grouped to give you a balanced shortlist spanning SMEs to large enterprises, making it easy to compare strengths like integrations, multi-country capability, and pensions/auto-enrolment handling at a glance. If you’re planning multi‑country coverage, compare options in our best global payroll services guide.

1. ADP UK

ADP’s UK operation blends heavyweight compliance with global reach, giving founders the assurance of HMRC‑recognised payroll alongside the scale and tooling of a multinational provider. If you’re coordinating UK payroll today and envision multi‑country tomorrow, ADP’s stack and services keep pace. Best for: complex UK needs with global expansion on the roadmap.

Pricing from: Quote‑only; iHCM for mid‑market, IMS for small subsidiaries; global payroll via Celergo/GlobalView; expect implementation, connector, and BACS setup fees; volume‑based minimums often apply.

UK payroll & integrations essentials

• HMRC‑recognised payroll with RTI submissions; PAYE, NICs, statutory pay handled.
• Auto‑enrolment pensions with assessments, opt‑outs, re‑enrolment, provider feeds, and compliance reminders.
• Employee self‑service portals: e‑payslips, P45/P60, year‑end processing, and pay history.
• Data protection: UK GDPR, ADP Binding Corporate Rules; ISO 27001/27701 secure coverage.
• Integrations via ADP Marketplace/API Central; certified connectors for SAP, Oracle, NetSuite.
• Multicountry payroll through Celergo/GlobalView; BACS payments; no UK EOR service available.

Pros for startups & global teams

• Enterprise‑grade UK compliance with HMRC‑recognised software and BACS payments lowers risk and robust change‑control.
• Flexible model: run iHCM in‑house or outsource to ADP IMS/Managed Services with UK experts.
• Scales from UK to 40–140+ countries with consolidated analytics and reporting and policy controls.
• Strong portals, APIs, and marketplace connectors reduce admin, speed onboarding, and integrations.

Cons / watchouts

• Opaque, SOW‑driven pricing; expect fees for implementation, connectors, and marketplace apps.
• No UK EOR; WorkMarket contractors are separate, limiting single‑invoice consolidation.
• Some accounting/HRIS integrations require partner builds; confirm support hours and SLAs.

2. Zellis

Zellis is deeply rooted in UK and Ireland payroll, pairing precise legislative coverage with enterprise‑grade managed services. It’s a dependable choice for teams that want expert stewardship of UK runs and self‑service experiences employees actually use. Best for: mid‑market to enterprise UK/Ireland payroll with mature service and analytics.

Pricing from: Custom quote; no published list. Enterprise‑scoped implementation and managed services; ask about minimum headcount, setup fees, and add‑ons like background checks, MyView PayNow.

UK payroll & integrations essentials

• HMRC RTI (FPS/EPS) with PAYE/NICs; statutory pay: SSP, SMP, SAP, ShPP, SPBP, SNCP.
• Auto‑enrolment pensions with letters, salary sacrifice, re‑enrolment, contribution files.
• Year‑end forms and e‑payslips via MyView portals; P60/P11D access and processing.
• Data protection: UK GDPR alignment; ISO 27001; Cyber Essentials; role‑based access controls.
• Integrations: Microsoft Power Platform connector; Cornerstone HR/TalentLink; Experian Work Report; open APIs.
• Scope: UK & Ireland plus Crown Dependencies/Gibraltar; no global EOR; pair for contractors.

Pros for startups & global teams

• Deep UK/Ireland compliance and frequent legislative updates reduce risk when adding first UK hires.
• Option of software‑only or part/fully managed payroll; 24/7 support offloads year‑end complexities and rapid in‑run issue resolution.
• Strong analytics via embedded Power BI; low‑code automation connectors streamline approvals and data syncs.
• Enterprise‑grade self‑service (MyView) with real‑time, plain‑English payslips cuts queries for lean teams across devices too.

Cons / watchouts

• Quote‑only pricing and scoped implementations can lengthen timelines and complicate budgeting.
• Enterprise orientation may feel heavy for SMBs; confirm minimum headcount, overhead.
• Limited scope: UK/Ireland and Crown Dependencies; no EOR; connectors may require setup fees.

3. Moorepay

Moorepay is a compliance‑first, UK‑focused bureau with quick setup and a modern mobile experience. It’s built for teams that want the certainty of a Bacs‑approved provider and the simplicity of guided migrations. Best for: UK SMBs that value speed to live, strong controls, and straightforward support.

Pricing from: Quote‑only for payroll; HR/HCM from £1.90 pmpm; outsourced payroll examples around £6 PEPM; setup fees and multi‑year terms vary; no EOR; UK/IE only.

UK payroll & integrations essentials

• HMRC‑recognised RTI payroll; managed service handles FPS/EPS, PAYE/NICs reconciliation.
• Auto‑enrolment pensions with eligibility, contributions, uploads, and re‑enrolment reminders.
• Statutory pay applied automatically; produces P45/P60 and statutory docs in service.
• Employee self‑service mobile app: e‑payslips, P60s, leave, timesheets, expenses submission.
• Security: ISO 27001/9001, Cyber Essentials; Bacs‑approved bureau; UK‑hosted, Azure‑backed platform.
• Integrations via open API, Mapper and finance outputs; live Bizimply connector; no EOR/global.
• UK/IE focus; contractors/EOR out‑of‑scope; add global partner separately.

Pros for startups & global teams

• Compliance‑first delivery: HMRC‑recognised software, Bacs bureau, PAS accreditation reduces UK payroll risk meaningfully.
• Fast onboarding and guided migrations; typical implementations in about four weeks for SMBs with checklists.
• Strong automation, analytics and GL outputs; report builder, dashboards, finance journals to your GL (e.g., Xero/NetSuite).
• UK‑based support with account managers, chat, phone, and knowledge base reduces admin and SLA‑driven response times.

Cons / watchouts

• Opaque payroll pricing; quotes vary by headcount, pay frequency, modules, and term contracts.
• Integrations lean on APIs/flat files; some accounting/HR/time connectors require paid configuration.
• UK/IE footprint only; no EOR or global payroll—pair with another provider.

4. Just Payroll

Just Payroll focuses on end‑to‑end UK outsourcing, then extends outward with global payroll and EOR when you need it. That combination makes it attractive for founders who want to start in Britain and keep future options open. Best for: UK payroll today with optional global/EOR scale tomorrow.

Pricing from: Custom quote; no public rates. Ask about minimums, onboarding/setup fees, and separate pricing for EOR, global payroll, contractor payments, and cross‑border FX services.

UK payroll & integrations essentials

• HMRC‑recognised, RTI‑compliant payroll; handles PAYE/NICs and FPS/EPS submissions.
• Auto‑enrolment managed end‑to‑end: assessment, TPR registration, letters, monitoring, re‑enrolment.
• Statutory pay compliance for SSP, SMP, SAP; ongoing legislative updates included.
• Year‑end and in‑year forms: P45, P60, P11D, plus HMRC filings.
• Employee self‑service portal with e‑payslips, P60 access, and 24/7 availability.
• Data protection: ISO 27001, Cyber Essentials Plus, GDPR; Bacs‑approved bureau.
• Global payroll in 130+ countries, optional EOR; single funding and FX support.

Pros for startups & global teams

• Structured quote process with detailed SOWs; single funding request simplifies multi‑country payroll cash management flows.
• US‑friendly practice understands tax‑year differences, bank holidays, FX, and calendar alignment for smooth US→UK run.
• Robust compliance and security: HMRC recognition, ISO 27001, Cyber Essentials Plus, Bacs approvals build trust.
• Optional EOR and global payments enable fast market entry and consolidated contractor/employee payouts with tracking.

Cons / watchouts

• Pricing is opaque; insist on line‑item quotes, minimums, setup, and per‑country/EOR fees.
• Native integrations aren’t clearly listed; expect CSV/API approaches or paid, bespoke connectors.
• UK‑based support hours; confirm out‑of‑hours coverage, SLAs, and payroll cut‑off windows.

5. PayEscape

PayEscape keeps things nimble: fast onboarding, short rolling terms, and a practical blend of payroll, HR, and time tracking. For founders who value speed and flexibility without losing UK rigour, it’s an easy shortlist pick. Best for: early‑stage teams or fast‑scalers wanting compliant payroll with minimal commitment.

Pricing from: Quote‑only; indicative entry roughly £53/month base + £3.20/employee (or weekly £15 + £1.32/employee); rolling 60‑day contracts; no published setup fees; quick implementation timelines.

UK payroll & integrations essentials

• HMRC-recognised RTI submissions; PAYE/NICs; student loans, AEOs, BIK.
• Auto-enrolment pensions: assessments, communications, cyclical re-enrolment, API/PAPDIS links.
• Statutory SMP/SSP/SAP/SPP calculations with recovery where eligible.
• P45, P60, P11D/P11D(b), Class 1A NICs; year-end deadlines guidance.
• Employee self-service portals with e-payslips, personal data updates, BACS payments.
• Integrations: FreshBooks, KashFlow, Xero/QuickBooks/Sage; HR and UKG-powered time; CSV/GL options.
• Data protection: GDPR, ISO 27001; HMRC-recognised; FCA-authorised; scope: UK payroll only; global via Blue Marble; contractor BACS supported.

Pros for startups & global teams

• Rolling 60‑day agreements, no exit fees; low commitment ideal for early‑stage or scaling.
• Fast onboarding, often just hours for small orgs; designated, CIPP‑certified payroll professional and responsive support.
• Robust UK compliance: HMRC‑recognised, Bacs and FCA‑authorised, ISO 27001 controls; reduces risk and admin.
• Integrated payroll, HR, and UKG‑powered time; GL journals and automation streamline month‑end reporting and reduce manual errors across payroll and accounting.

Cons / watchouts

• Quote‑only pricing; third‑party “from” figures vary—confirm scope, volumes, and extras.
• Business‑hours support (Mon–Fri, 9–5); no 24/7 coverage; plan internal contingencies.
• UK‑only payroll; international via Blue Marble; integration depth often varies; advanced HRIS needs external tools.

6. TopSource Worldwide

TopSource Worldwide brings UK managed payroll together with global EOR, contractor‑of‑record, and multi‑currency payments, all under one umbrella. It’s ideal for companies that want local expertise today with the freedom to spin up compliant headcount in new markets tomorrow. Best for: combining UK payroll with global hiring at speed.

Pricing from: Quote‑only; proposals are tailored for UK payroll, EOR, and contractors, with any setup scoped; review the EOR Offboarding Fees Annex before signing carefully.

UK payroll & integrations essentials

• HMRC RTI submissions; PAYE/NICs; statutory pay (SSP/SMP/SPP/SAP); P45/P60; scope P11D.
• Auto‑enrolment pensions: assessment, contributions, re‑enrolment scheduling, and compliance letters.
• Portico employee self‑service with e‑payslips; 2025 mobile app for on‑the‑go access.
• Data protection: UK GDPR; ISO 27001 and ISO 9001 certifications; role‑based controls.
• Integrations: Workday, SuccessFactors, UKG, BambooHR, HiBob, Personio; ATS; NetSuite; API.
• Global coverage: payroll 130+ countries; EOR 180+; Contractor‑of‑Record, consolidated invoicing, FX support globally.

Pros for startups & global teams

• Fully managed UK payroll with named account manager and local specialists for responsive support.
• Combine UK payroll with EOR to hire in new countries quickly while ensuring compliance.
• Consolidated invoicing, multi‑currency payments, and Portico reporting reduce finance and treasury overhead.
• Strong integrations across HRIS/ATS and ERP, plus an API, support standardized analytics and dashboards.

Cons / watchouts

• Quote‑only pricing; expect scoping calls; review EOR offboarding‑fees annex carefully.
• Xero/QuickBooks connectors unclear; may require API, file exports, or implementation.
• Not a full HCM; confirm coverage, partners, delivery model, and SLAs locally.

7. MHR

MHR offers the flexibility to run payroll yourself or hand it to a UK managed service, backed by iTrent and People First. That versatility, plus solid security credentials, suits founders who want control now and optional outsourcing later. Best for: hybrid in‑house/managed UK payroll with strong governance.

Pricing from: Mostly quote‑based; G‑Cloud public‑sector lists from £2.25 per user/month for iTrent/People First; pricing varies by modules, headcount, service level; setup/add‑ons chargeable; no EOR.

UK payroll & integrations essentials

• HMRC‑recognised RTI payroll (FPS/EPS); built‑in PAYE, NICs and statutory pay.
• Auto‑enrolment assessment/administration, re‑enrolment reminders; optional managed pensions.
• Year‑end and leaver forms included (P45/P60); P11D available as add‑on.
• Employee/manager self‑service portals with e‑payslips; mobile app via People First.
• Data protection: UK GDPR, ISO 27001/ISO 9001, SOC 2; UK hosting.
• Integrations: Microsoft Dynamics 365, Power BI, SAP BO; partners + open API; BACS payments; multi‑country payroll via CloudPay (not EOR). integration services.

Pros for startups & global teams

• Flexible operating model: run payroll in‑house or outsource to MHR’s UK team (CIPP PAS), scaling cover for peaks, absences and growth.
• Real‑time calculations and interactive payslips reduce reruns, catch issues earlier, and support mid‑cycle joiners in fast‑moving startups.
• Robust compliance, security and UK residency: HMRC recognition, auto‑enrolment tooling, ISO 27001/9001 and SOC 2 for enterprise‑grade assurance.
• Dedicated manager and SLAs.

Cons / watchouts

• Pricing is largely custom; plan for modules, implementation, and optional managed services beyond public G‑Cloud anchors; integrations outside Microsoft may need partner services or custom work.
• UK‑only payroll—no EOR; standard support 9–5 UK time, weekday.

8. OneAdvanced

OneAdvanced wraps HMRC-recognised payroll with adjacent HR, time, and ATS modules for a single-vendor experience, plus optional earned-wage access. It’s compelling if you prefer everything under one roof and value employee-friendly features. Best for: unified HR+payroll stacks with solid employee experience.

Pricing from: Quote-only; bespoke per headcount, pay frequency/complexity, and bundled HR/T&A modules; confirm implementation, training, integrations, and any managed payroll options or minimums. upfront quotes.

UK payroll & integrations essentials

• HMRC recognised RTI, PAYE and NICs, statutory pay, plus P11D handling.
• Auto‑enrolment pensions with re‑enrolment reminders; gross‑to‑net calculation engine.
• Employee portal for e‑payslips, P45/P60 year‑end documents, and leaver processing.
• Pay on demand option lets staff access earned wages before payday.
• Data protection: UK GDPR, ISO 27001, SOC 1 Type 2, role‑based access.
• Integrations favour OneAdvanced HR, Time & Attendance, and Eploy ATS; few accounting connectors; no EOR or multi‑country payroll.

Pros for startups & global teams

• HMRC‑recognised software and frequent legislative updates reduce admin, safeguarding UK compliance for startups.
• Strong employee experience: self‑service payslips, tax forms, and optional earned‑wage access improve satisfaction and reduce tickets.
• Single‑vendor stack: HR, Time & Attendance, and Eploy ATS streamline onboarding, timesheets, and payroll flows.
• Security certifications ISO 27001 and SOC 1 Type 2; configurable reports aid finance and board packs.

Cons / watchouts

• Quote‑only pricing; expect additional fees for implementation, training, and bespoke integrations.
• Ecosystem‑centric integrations; confirm connectors for Xero/QuickBooks/NetSuite, method, and any services costs.
• UK‑only payroll; no EOR or multi‑country coverage; review security history and controls carefully.

9. IRIS

IRIS blends accessible, transparent entry pricing (Staffology) with an API‑first approach and a path to managed payroll and global/EOR add‑ons. It suits teams that want to start lean, integrate fast, and scale capability as headcount grows. Best for: tech‑forward UK payroll with clear on‑ramps to global.

Pricing from: Staffology £39/month (≤19); 20–50: £39+£1.95/psl; 51+ POA; 12‑month, VAT/minimums apply; IRIS Global from $300/month, ~10‑week setup; EOR/Modulr/Telleroo extra. Managed payroll quote-only; billed monthly.

UK payroll & integrations essentials

• HMRC-recognised RTI FPS/EPS; PAYE/NICs; statutory pay (SSP/SMP/SPP/SAP/ShPP/SPBP) with auto-submit automation.
• Year-end and leaver forms: P60, P45; supports P11D/P11D(b) submissions, distribution too.
• Auto-enrolment pensions via direct links or PensionSync; PAPDIS; NEST, Smart, Aviva.
• Employee self-service portals, e‑payslips, mobile Staffology HR; publish P60s and documents; UK GDPR.
• Integrations: Xero, QuickBooks, NetSuite SuiteApp; time/attendance (RotaCloud, Deputy, Planday) journals, open API.
• Multi-country payroll consolidation, optional EOR (G‑P); CIS subcontractors; payment rails, FX, contractor payments.

Pros for startups & global teams

• Transparent entry software pricing; automated RTI, statutory calculations, and strong CIS if subcontracting.
• API‑first platform with Xero, QuickBooks, NetSuite, HR/time links, and payment rails reducing manual work, and faster closes.
• Scale options: start in‑house, move to managed payroll, add global payroll or EOR in one vendor.
• Modern employee portals and mobile app for self‑service, time/expenses, payslips, and document access, reporting.

Cons / watchouts

• Pricing opacity beyond 50 payslips; 12‑month term, minimums, and add‑ons raise costs.
• Support is UK business hours; confirm phone or after‑hours coverage.
• Not ISO 27001 at service level; some pensions need CSV/PensionSync; test critical integrations.

10. Frontier Software

Frontier Software’s ichris platform can be used as software or fully outsourced, with strong UK compliance baked in and credible security credentials. It’s well‑suited to organisations that want choice in operating model and tight governance. Best for: regulated buyers and scaling teams that may switch between in‑house and outsourced.

Pricing from: Quote‑only for outsourcing; ichris software on G‑Cloud from £8.13 per user/month; implementation and training extra; no EOR or contractor payouts; support; out‑of‑hours optional.

UK payroll & integrations essentials

• HMRC‑recognised RTI submissions; PAYE/NICs; P11D, P45/P60, and year‑end tasks.
• Auto‑enrolment pensions compliance, re‑enrolment tracking, and Bacs‑approved runs.
• Statutory sick, maternity, adoption, and holiday pay rules calculated automatically.
• Employee self‑service with e‑payslips, P60s, and manager approvals.
• Security: UK GDPR, ISO 27001/SOC 2; role‑based access and audit.
• Integrations via API/Workato to Xero, QuickBooks, NetSuite; HR/time tools.
• Multi‑country payroll in 26 countries; not an EOR; basic FX support and consolidated payroll reporting dashboards.

Pros for startups & global teams

• Strong UK compliance posture: HMRC‑recognised RTI/P11D, auto‑enrolment, Bacs approvals reduce first‑time‑employer risk significantly.
• Scales from <10 employees to enterprise; software or outsourced models adapt as headcount and complexity grow.
• Robust security credentials (ISO 27001, SOC 2, CIPP PAS) suit regulated buyers and due‑diligence demands.
• Flexible integrations via API/Workato connect payroll with finance stacks; useful automation and reporting as you mature.

Cons / watchouts

• Outsourcing/advanced configurations are quote‑only; budget for implementation, training, and setup.
• No EOR service; multi‑country payroll only—confirm specific country coverage before planning.
• Integrations often require API/iPaaS work and may be paid; support largely UK business hours.

How to choose a UK payroll service, buying guide

Use this checklist to shortlist and then run a structured evaluation.

Compliance depth

• RTI expertise with on or before payday accuracy
• Pension auto enrolment flows, multiple providers supported
• Year end coverage, P60, P45, P11D and P11D(b)
• Clear process for IR35 and CIS where relevant

Service model and support

• Named payroll specialist and response time
• Cut off times, rerun policies, and correction windows
• Payroll calendar with all HMRC dates and approval steps

Integrations and data

• Journal exports to your accounting system
• HRIS or ATS integrations if you want new hires to flow into payroll
• Secure employee portal for payslips and P60s

Pricing clarity

• Base fee and per employee fee
• What counts as an extra, new starter, leaver, pension file, year end
• Contract term and notice, many payroll services uk offer monthly terms

For US headquartered teams

• Ability to add EOR for the UK and other countries under one agreement
• Unified contractor payments and W‑2 and 1099 automation in the United States on the same platform
• If this describes your roadmap, consolidate with Bolto

How much does it cost to outsource payroll in the UK

Pricing is usually a base fee plus a per employee fee. Some providers charge per pay run and others bundle monthly. Extras often include year end packs, pension file submissions, off cycle runs, and benefits in kind forms. When comparing payroll services uk, ask for an itemised quote that lists everything you will use in the first year, including expected starters and leavers, so there are no surprises. For transparent US payroll, EOR, and contractor pricing, see our pricing page.

Cost drivers to consider

• Number of employees and pay cycles
• Pension provider counts and contribution changes
• Complexity such as bonuses, allowances, or shift premiums
• Need for multi country support or EOR

If you are a US startup planning to hire your first UK engineers, the fastest path is often an EOR so you can start in days. You can then graduate to your own entity later without losing payroll history. Learn how that works with Bolto.

How we evaluate and test payroll services

This is the rubric used to score payroll services uk in our research.

Accuracy and compliance

• Test scenarios for RTI timing, corrections, and late reporting handling
• Review of auto enrolment letters, postponement, and opt out flows
• Verification of P60, P45, P11D, and P11D(b) outputs against HMRC rules

Usability and workflow

• New hire setup time and default code libraries
• Approval and audit trails for pay runs
• Employee self service for payslips and documents

Service and reliability

• Time to first payroll migration and success rate
• Support response times and escalation path
• SLA for pay run errors and reprocessing

Security and privacy

• Data encryption at rest and in transit
• Access controls and audit logging
• UK GDPR and Data Protection Act alignment

For companies that also need global recruiting or EOR, we add bonus points for consolidated workflows and single invoice billing, a pattern that platforms like Bolto are designed to deliver.

Conclusion and next steps

The right payroll services uk remove risk, speed up month end, and give employees confidence that pay is right every time. Start by mapping your compliance needs, your volume of change, and your global hiring plans. Shortlist providers that are transparent on pricing and that show their RTI, pension, and year end playbooks up front. If you are a US based company that plans to hire in the UK and beyond, consider an all in one platform that combines recruiting, EOR, contractor payments, and payroll so you can scale with fewer vendors. To see how that looks in practice, visit Bolto. For a real‑world example, see how Rebet built a full engineering team with Bolto in under five weeks.

FAQ

What do payroll services uk actually cover

They calculate pay, produce payslips, submit Real Time Information to HMRC on or before payday, manage auto enrolment pension files, and deliver year end documents such as P60, P45, P11D, and P11D(b). Good services also provide journals, employee self service, and secure recordkeeping for at least 3 years.

Can a US startup use payroll services uk without a UK entity

Yes. If you do not have a UK entity, you can use an employer of record to legally employ and pay UK staff while staying compliant with UK employment and tax rules. This can be paired with recruiting and contractor payments on one platform such as Bolto.

How are UK payroll deadlines structured across the year

RTI filings go on or before each payday. The UK tax year runs from 6 April to 5 April. P60s are due to employees by 31 May. P11D and P11D(b) are due by 6 July. CIS monthly returns are due by the 19th following the tax month.

What is the difference between payroll software and payroll services uk

Software gives you the tools to run payroll yourself. Payroll services uk add a managed team that runs pay, files RTI, manages pensions, and completes year end for you. Many companies start with a service, then move to software once processes are stable.

How do IR35 rules affect payroll decisions

Medium and large private sector clients have been responsible for determining IR35 status since April 2021. If an engagement is inside IR35, payroll must operate deductions similar to employment. Providers that understand IR35 help reduce risk and avoid rework.

What documents must employees receive

Employees must receive itemised payslips for every pay period. Leavers must receive a P45 when employment ends. At year end, employees receive a P60 by 31 May, and those with benefits in kind are covered by P11D reporting.