However, keeping track of these amid the busy new financial year isn’t easy. We’ve put together a handy overview of the most recent changes to get you off on the right track:

National Insurance Contributions (NICs) changes

Whilst the Personal Allowance remains unchanged, remaining at £12,570, and the tax rate bands remain the same, NICs have been in the spotlight.

As announced in the Spring Budget, Class 1 employee NICs have decreased to eight per cent, which must be reflected if you employ staff on a Pay-As-You-Earn (PAYE) basis.

Employer NICs remain at 13.8 per cent.

National Minimum Wage increases

The National Minimum Wage (NMW) and National Living Wage (NLW) have increased significantly, with the NLW being extended to include 21 and 22-year-olds.

As of 6 April 2024, NMW and NLW rates are set at:

• Over 21 years old – £11.44
• 18-20 years old – £8.60
• Under 18 years old and apprentices – £6.40

With the considerable rise, this may present cash flow challenges so we would also advise taking the opportunity to review other costs and adapt your financial plan if necessary.

Changes to holiday pay

For holiday years starting on or after 1 April 2024, if you employ part-year or irregular-hours workers you must calculate holiday entitlement and pay at a rate of 12.07 per cent of hours worked in a pay period.

This can be paid through one of two methods:

• Accrual – Employees can receive holiday pay at the time they take their leave, which is the more traditional method.
• Rolling up – Employees can receive holiday pay for the year split equally across all pay periods, effectively including holiday pay in regular payroll payments.

If an employee has had statutory, parental or sick leave in the current month, then the average pay should be calculated using gross pay taken over the previous 52 weeks.

Statutory payment increases

Statutory payments, covering parental pay and sick pay, increased slightly from 6 April 2024.

The new Statutory Sick Pay (SSP) rate for this financial year is £116.75 per week.

A new parental pay rate of £184.03 has also been introduced and applies to:

• Statutory Maternity Pay (SMP)
• Statutory Adoption Pay (SAP)
• Statutory Paternity Pay (SPP)
• Statutory Shared Parental Pay (ShPP)
• Statutory Parental Bereavement Pay (SPBP)

You must ensure you review your payroll in detail to ensure you are paying your employees correctly and all tax obligations are fulfilled.

If you need advice on updating your payroll, contact our team today.

The post Key payroll changes to look out for appeared first on Grunberg & Co.

Workers with non-standard hours, such as shift workers, part-time employees, or those on zero-hour contracts, require a nuanced approach to ensure accurate pay and entitlement calculations.

The primary difficulty lies in the fluctuating nature of their work patterns, which demands a dynamic system capable of adapting to irregular hours worked and the corresponding pay implications.

Temporary work and payroll considerations

Temporary workers, including seasonal staff and contract employees, introduce another layer of complexity.

These individuals often transition between periods of work and non-work, necessitating a flexible payroll system that accurately reflects their changing employment status.

Moreover, temporary workers may be subject to different tax codes or entitlements, such as holiday pay accrual, which varies based on the length and terms of their employment.

The case of term-time-only workers illuminates the need for clarity and precision in defining employment terms and their payroll implications.

As discussed, the definition of a part-year worker excludes term-time employees from certain accrual-based entitlements under current legislation, sparking a review by the Department of Business and Trade (DBT).

This situation exemplifies the critical importance of clear guidelines and definitions within payroll practices to prevent discrepancies and ensure fair treatment across all employment types.

Evolving payroll practices

To navigate these challenges, organisations must adopt flexible payroll systems capable of accommodating diverse work patterns and contractual arrangements.

This entails leveraging advanced payroll software equipped with real-time data processing capabilities, enabling accurate tracking of hours worked and automatic adjustments to pay and entitlements.

Furthermore, ongoing education and training for payroll professionals play a crucial role in staying abreast of legislative changes and best practices.

The CIPP, for instance, offers resources and courses aimed at deepening understanding of these complex issues, including changes to holiday pay and entitlement.

The questions raised about term-time-only workers’ holiday pay calculations have shed light on the broader challenges payroll professionals face today.

As the workforce evolves, with a growing prevalence of non-regular working hours and temporary employment, the need for sophisticated payroll solutions and professional expertise has never been more critical.

Addressing these complexities head-on will ensure that all workers, regardless of their contractual arrangements, receive fair and accurate compensation for their contributions.

If you require advice on non-standard payroll processing, please get in touch.

The post Advancing payroll beyond the term-time conundrum appeared first on Grunberg & Co.

Historically, salary advances – payments made to employees before their regular payday – necessitated additional Real Time Information (RTI) reporting requirements.

Employers had to submit a separate Full Payment Submission (FPS) for each advance payment, complicating the payroll process and increasing the administrative burden on both employers and HMRC.

The amendments now allow for salary advances to be reported alongside regular earnings on the employee’s contractual payday.

This approach aims to consolidate the reporting process, treating advances as part of the regular earnings for that pay period.

This simplification is a welcome change for payroll departments, potentially reducing errors in PAYE coding and Universal Credit calculations.

Implications for SMEs and payroll departments

But what does this mean for your business and your payroll department?

• Reduced administrative burden: The streamlined process eliminates the need for separate FPS submissions for salary advances, reducing the time and resources spent on payroll administration.
• Enhanced payroll accuracy: By incorporating advances into the regular payroll cycle, businesses are less likely to encounter errors related to underreporting or misclassification of payments.
• Improved employee satisfaction: Simplifying access to earned wages without the added administrative complexity can lead to increased employee satisfaction and financial well-being.

Preparing for the changes

We have been advising our clients on strategies for preparing for the changes and on their compliance requirements.

We recommend that you:

• Update your payroll systems: Ensure that your payroll software is up to date and capable of handling the new reporting requirements. Software providers are likely to release updates or guidelines on how to adapt to these changes.
• Train your payroll team: Educate your payroll department on the new regulations to ensure a smooth transition. Understanding the specifics of how salary advances are now treated will be crucial in maintaining compliance.
• Review your salary advance policies: Revisit your company’s policies on salary advances to align with the new legislation. It may be necessary to adjust the terms and conditions of advances or the process by which they are requested and approved.
• Communicate with your employees: Keep your employees informed about how these changes might affect their pay, particularly if they are accustomed to receiving advances. Clear communication can help manage expectations and reduce confusion.
• Monitor regulatory updates: Stay informed on further guidance from HMRC, especially as the implementation date approaches. Regulatory bodies may release additional information or clarification that could impact your payroll processes.

Alternatively, you could outsource your payroll responsibilities to a qualified and experienced payroll specialist who can keep up with the changes and ensure your business remains compliant with HMRC.

Adapting to these changes could promote a more efficient, accurate, and employee-friendly payroll process – if you stay up to date with the regulatory landscape.

For more information on your payroll requirements, please don’t hesitate to get in touch with one of our team.

The post Salary advances have been simplified by HMRC appeared first on Grunberg & Co.

This period is essential for fostering early bonding and supporting the family during a significant life transition.

However, paternity leave introduces considerable complexity to payroll operations, requiring diligent management to ensure compliance with legal standards and to uphold employees’ rights.

The legal framework in the UK entitles employees to one or two weeks of paternity leave, a duration that does not increase with multiple births or adoptions. The Paternity Leave Amendment Regulations 2024, which will apply in all cases where the expected week of childbirth falls on or after 6 April 2024, allow paternity leave to be split into two blocks of one week at any point in the first year after the birth or adoption of their child. Now, Paternity leave can be taken as either one block of 1 week; or one block of 2 weeks; or two blocks each of 1 week.

Organisations might offer enhanced benefits that exceed these statutory requirements, reflecting a commitment to supporting employees during pivotal life events.

Recognising the value of paternity leave reinforces a positive workplace culture and promotes work-life balance, essential for employee well-being and retention.

Key responsibilities regarding paternity leave

The administration of paternity leave involves several critical responsibilities for payroll departments.

Reporting obligations necessitate accurate record-keeping and timely processing of paternity leave requests.

Departments must collect relevant documentation, such as Form SC3, MATB1 forms or matching certificaftes, and ensure these details are accurately reflected in payroll submissions to HM Revenue and Customs (HMRC).

This precise reporting is vital for compliance with government mandates and for the correct administration of paternity pay.

Payroll teams must also navigate the legislative landscape governing paternity leave, including the Employment Rights Act 1996 and the Work and Families Act 2006.

Common pitfalls often arise from misunderstandings of these regulations, risking non-compliance and potential disputes.

A proactive approach involves staying abreast of legislative updates and implementing clear, equitable paternity leave policies.

The role of payroll in paternity leave management

The processing of paternity leave payments requires careful adjustment of payroll calculations and an in-depth understanding of the implications for tax and National Insurance contributions.

Effective management practices include open communication with employees regarding leave intentions, flexibility in handling requests, and robust support mechanisms throughout the leave period.

Utilising tools and software designed to streamline paternity leave management can significantly reduce administrative burdens, enhance accuracy, and ensure legislative compliance.

These solutions facilitate automated calculations, track leave durations, and maintain detailed records, proving indispensable for efficient paternity leave administration.

Responsibilities and rights of business leaders

Business leaders play a pivotal role in facilitating paternity leave, ensuring organisational policies not only comply with statutory requirements but also support employees effectively.

This entails clear communication of paternity leave rights and responsibilities, training for staff to handle leave requests adeptly, and the development of comprehensive policies that address common queries and concerns.

Employees’ entitlement to paternity leave and pay is contingent upon meeting specific eligibility criteria.

It is incumbent upon business leaders to support both the payroll department and employees, fostering an environment where paternity leave is understood, respected, and managed proficiently.

In addressing the complexities associated with paternity leave, business leaders and payroll departments must adopt a knowledgeable, proactive, and supportive approach.

By ensuring compliance with legal obligations and facilitating a positive paternity leave experience, organisations can significantly contribute to employee satisfaction and workplace harmony.

If you have further questions about paternity leave or you’d like help managing your payroll requirements, please don’t hesitate to get in touch.

The post Understanding paternity leave: A guide for business leaders and payroll departments appeared first on Grunberg & Co.

This alteration aims to streamline tax administration for employers by taxing these benefits through the payroll, eliminating the need for separate reports.

What are your new responsibilities?

With this change, selecting which benefits to report through payroll and which to report separately will no longer be an option – all must go through payroll.

Consequently, you will need to:

• Monitor your data with increased accuracy and diligence.
• Assume greater responsibility in managing PAYE, which will undergo more thorough scrutiny.
• Clearly communicate these changes to your employees to ensure they comprehend the taxation of their benefits.
• Verify the compatibility of your payroll software with these changes and make necessary adjustments.
• Navigate the complexities of managing specific benefits, such as loans or company cars, under this new regime.

Employees may notice fluctuations in their monthly cash flow due to the inclusion of benefits in kind in their payroll so it’s important to make them aware of the changes in advance.

This adjustment may also result in variable take-home pay, particularly in the first year following this change.

Practical steps to manage the changes

To navigate these modifications with ease, consider the following actions:

• Begin preparations immediately by evaluating your existing payroll processes and benefits management for required adaptations.
• Confirm that your payroll software supports the inclusion of benefits in kind. Plan for any essential upgrades and conduct tests well ahead of time to circumvent last-minute difficulties.
• Educate your payroll and HR teams on the new mandates, including changes in tax calculations and reporting.
• Formulate a comprehensive communication strategy to inform your employees about the impact of these changes on their pay and taxation.
• Encourage employees to reassess their personal finance and budgeting strategies in light of potential alterations in their monthly net pay.

By adopting these measures, you can facilitate a seamless transition to the updated system and ensure adherence to the revised tax regulations.

Preparation ahead of time and transparent communication with your employees are vital to effectively manage this transition, as well as liaising with a payroll expert.

We are here to assist you in understanding these changes and identifying potential challenges to keep your business in compliance.

Should you need guidance on payroll, please feel free to reach out.

The post Mandatory reporting of benefits is coming soon appeared first on Grunberg & Co.

These adjustments aim to support workers by ensuring a fair wage that reflects current economic conditions.

From 1 April, the National Living Wage (NLW) will expand to include those who are 21 years old.

Any employees affected by this change will need to be moved onto the NLW when necessary.

Here is a reminder of the new rates:

The increase in these rates could also affect your payroll so you’ll need to strategise efficiently to avoid the associated risks with this.

SSP Rate Change

From 6 April, there will also be an increase in Statutory Sick Pay (SSP) from £109.40 per week to £116.75 per week.

It is important that you speak to your accountant before this date to protect your business from unexpected bills and expenses.

Preparing for the changes

To prepare for these wage adjustments, business owners will need to take several steps.

First, conduct a thorough review of your current payroll to identify employees eligible for the new rates.

Updating your payroll system to incorporate these changes by 1 April is going to be essential for compliance.

You’ll also need to communicate the upcoming wage changes to your employees to maintain transparency and trust within your organisation.

Additionally, assess the financial impact these increases may have on your business operations – you might need to revisit your pricing strategy or budget to accommodate the higher labour costs.

Offering training and development to employees can also enhance productivity, helping to offset the increased wage expenses.

Finally, if you require further guidance or advice on this, you should speak to a qualified and experienced payroll specialist who can assist you in meeting the compliance requirements without breaking the bank.

Please get in touch with one of our payroll experts for more information.

The post Are you ready for the changes to the NLW and NMW? appeared first on Grunberg & Co.

Set to take effect from 6 April, these changes are designed to lighten the financial load on employed and self-employed people by reducing the percentage of their income that contributes to NICs.

This initiative is part of a broader Government aim to boost economic growth by increasing net earnings and promoting employment.

For those in charge of payroll, it is essential to adjust to these changes swiftly to ensure smooth operations and compliance with the law.

Our perspective on upcoming NICs modifications

The upcoming adjustments to NICs are centred around reducing the contribution rates for both employed and self-employed individuals:

• Employees will benefit from a reduction in the primary Class 1 National Insurance contribution rate, moving from ten per cent to eight per cent.
• Self-employed individuals will see the main Class 4 National Insurance contribution rate decrease from nine per cent to six per cent, following a prior announcement in the Autumn Statement 2023 which reduced the interim rate from eight per cent to six per cent.

These could potentially boost disposable incomes and encourage increased economic activity as a result.

The role of payroll departments in implementing these changes

For payroll professionals, addressing these changes effectively involves several critical steps:

• Updating payroll systems: Ensuring payroll software reflects these new rates from their start date is critical. Coordinating with software suppliers to guarantee timely updates is essential.
• Communicating with employees: It’s important to clearly communicate to employees how these changes will affect their take-home pay, possibly necessitating updates to payslip formats and comprehensive explanations of the adjustments.
• Building knowledge: Payroll staff must fully grasp these changes. Engaging with training provided by professional organisations or HMRC can support this understanding.
• Anticipating workload increases: Adapting to the new NIC rates may temporarily raise administrative demands. Proactive planning, including system updates and communication strategies, can help in minimising potential issues.

After implementing these strategies, your payroll department will find itself better positioned not only to manage these changes effectively but also to support employees through this transition, maintaining clarity and confidence throughout the process.

Effective strategies for a smooth adjustment

To manage these updates with minimal disruption, payroll departments should adopt the following strategies:

• Initiate preparations early: Beginning adjustments well ahead of the 6 April effective date can lead to a more seamless transition.
• Embrace technology: Fully utilising payroll software features to accommodate these changes can greatly simplify the transition.
• Seek support: A wide range of support is accessible from HMRC, professional payroll associations, and software providers. Utilising these resources can offer further insights and clarification.

With the Spring Budget 2024 bringing forth reforms designed to alleviate the NIC burden for workers and self-employed individuals, there is a clear opportunity to contribute to a stronger economy.

However, payroll departments will be vital in ensuring these changes are executed efficiently, ensuring legal compliance, and minimising any disruptions to operations.

To keep up with this increased workload, you should discuss the issue with a payroll specialist.

We can help you reduce costs and help you maintain compliance in light of the new changes.

Please reach out for more information and guidance.

The post Adjustments to National Insurance Contributions: What you need to know appeared first on Grunberg & Co.

As well as the added administrative duties to ensure you are paying the correct wage, the significant rises in the rates of pay are likely to impact your cash flow position.

Balancing the need for compliance and protecting your business from increased costs requires careful consideration.

We recommend seeking our advice to effectively evaluate your current business systems to identify the most-effective ways to manage an increase in costs.

What are the changes?

From 1 April, the National Living Wage (NLW) will expand to include those who are 21 years old.

Any employees affected by this change will need to be moved onto the NLW when necessary.

Here is a reminder of the new rates:

As well as an increase in the minimum wage, there will also be an increase in Statutory Sick Pay – the pay will rise from 6 April, increasing from £109.40 to £116.75.

The increase in these rates could also affect your payroll so you need to know what to do to avoid these risks.

The new rates of pay will take effect from 1 April for NLW and NMW, and 6 April for SSP – it is important you know how to protect your business before these dates.

For example, an inefficient payroll might lead to the underpayment of staff which could lead to reduced productivity and a loss in staff overall.

Here’s how you can maintain a successful payroll amongst rising rates of pay:

• Conduct an audit – it is important to conduct a full audit as it will assess your current process and identify opportunities where you can implement more effective procedures.
• Improve communication – catch-up with your payroll staff to ensure they are completing tasks on time and accurately or if they need more support.
• Check your data – sometimes these errors can occur due to incorrect employee onboarding information; make sure your employees regularly update their details in case their circumstances affect payroll.
• Train your employees – if you have an in-house payroll team, make sure they are full trained and are updated annually with any changes to legislation. You might choose to outsource your payroll instead which can help to free up valuable time, reduce ongoing costs and provide you with the knowledge your payroll will be accurate and timely – get in touch with our payroll experts for more
• Invest in payroll software – human errors are unavoidable so using payroll software will help to both prevent and identify errors. The software will make your payroll process more efficient and compliant whilst also reducing human input and overall increasing accuracy.

An efficient payroll allows you to pay your employees correctly and on time, all the time – seeking the advice of our experts will help to combat these potential challenges.

How can I protect my business against the changes?

The rising rates of payment for workers might present you with the challenge of balancing compliance with your tax obligations and profitability for your business.

Before the new rates come into effect from April, you should manage and minimise your costs through strategic planning.

Strategies you might consider include:

• Optimising staffing efficiency – you should analyse your peak and off-peak times to adjust your staffing levels accordingly. This will ensure you have sufficient workers to cope with any busy periods you encounter whilst not underpaying your staff during slow periods.
• Upskilling your employees – invest in your current team as this will enhance productivity and retain employees whilst increasing your employees’ capability. This will further increase the satisfaction of your customers and reduce recruitment costs – you need to implement technology to automate your mundane tasks (like processing orders or managing your inventory) as this will reduce manual labour costs and increase efficiency.
• Strategically adjusting your prices – any and all price increases must be clearly communicated and justified to customers to avoid deterring them.

It is important you comply with the new NMW rates as you risk financial penalties as well making possible back payments to your employees.

The changes made to these rates of pay might affect your employees – it is crucial you know how the changes will affect your business and what you can do to implement them before they come into effect.

Our experts can offer you tailored advice on how to adjust to the changes and minimise your costs to ensure compliance.

If you would like to know more about how the new rates of minimum wage and sick pay with affect you, please contact us today.

The post How will the rising National Minimum Wage and Statutory Sick Pay impact your business? appeared first on Grunberg & Co.

It is essential you understand maternity pay and how to successfully incorporate it into your payroll to benefit both you and your employees.

You might feel uncertain about maternity pay and what your obligations are, but we are here to help you navigate the process and ensure you payroll successfully.

Statutory maternity pay

Statutory maternity pay (SMP) is paid to an employee by an employer and is payable for up to 39 weeks.

Your employee, however, is entitled to a maximum of 52 weeks leave.

By using the Payroll Manager software (recognised by HMRC), your employee will quickly know if they are entitled to SMP based on automatic calculations.

If you do not have this software, you should seek expert advice using our friendly team by getting in touch today.

The amount of SMP your employee will get is based on how long they have worked for you and how much they are paid.

Roughly, their average weekly pay should be above £123 (for 2023/24) and they should have worked for you 26 weeks prior to the qualifying week (the qualifying week is 15 weeks prior to the expected birth date).

SMP is payable at 90 per cent of the employee’s average weekly pay for six weeks and then at a rate of £172.48 (for 2023/24) or 90 per cent of the average weekly wage (whichever figure is lower).

It is important your employee informs you of the date they wish their leave to begin and how many weeks maternity leave they wish to take.

They should also provide you with a MAT B1 form; this is medical evidence of their pregnancy and helps you to payroll their maternity pay properly.

Enhanced maternity pay

As well as offering SMP, you might also offer your employees ‘enhanced’ or ‘contractual’ maternity pay.

For example, your employee might get 26 weeks of full pay followed by 13 weeks of SMP.

As their employer, you need to ensure your employees’ contract reflects the conditions of enhanced maternity pay.

These include:

• If your employee is entitled to enhanced maternity pay
• The amount of pay they will get
• How long they get it for

If you choose, you can pay more to your employees but you need to make sure your payroll reflects this.

Offering your employee enhanced maternity pay might mean they have to repay some or all of the enhanced amount (which is anything more than SMP).

Reasons might include:

• If they do not return to work
• If they leave shortly after maternity leave

It is important you set out these regulations to your employee as this could have a significant impact on your payroll if you don’t.

Employer pension contributions whilst on maternity leave

Your employee could be a member of a workplace pension scheme, which can add challenges to your payroll.

As their employer, you should still pay pension contributions based on their pensionable earnings before they go on their maternity leave.

Make sure you seek advice to pay your obligations successfully as this could impact both your payroll and your employee.

You must gain a clear understanding of how to correctly payroll maternity pay to ensure a period of rest and development is available for your employees.

Every situation is unique and so you must seek tailored financial advice to ensure there is specialised financial support for your employees.

If you would like to discuss maternity pay with an expert, contact us now.

The post Get your payroll right for maternity pay appeared first on Grunberg & Co.

Understanding these changes is crucial for businesses and payroll departments to remain compliant and efficient.

Some of the key areas affected include childcare initiatives, pensions, benefits, National Living Wages (NLW), frozen rates and thresholds, and the National Insurance (NI) reduction.

Childcare initiatives

A major development from the Autumn Statement is the introduction of enhanced childcare initiatives.

Starting next year, working parents in the UK will be eligible to claim up to 30 hours per week of free childcare for children aged one-to-two years.

This expansion of childcare support is a significant step towards easing the financial burden on working families and encouraging a return to the workforce, particularly among parents who might have stepped back due to childcare constraints.

For businesses, this means potentially increased workforce participation, but also a need to understand how these changes affect their employees and payroll processing.

Employers should prepare to provide information and support to help their staff navigate these new benefits.

Pensions

The Statement also focused on pension reform, with the government launching a consultation into the concept of a pension pot ‘for life’.

This proposal would enable employees to carry a single pension pot throughout their career, with each employer contributing to this existing pot.

While this could simplify pension savings for employees, it presents new challenges for businesses.

Managing multiple pension schemes – one per employee – could significantly increase administrative complexity.

Payroll departments need to stay informed about the outcome of this consultation to understand how it might affect pension scheme administration.

Benefits

The government has announced that benefits will increase in line with inflation figures from September, starting from April.

This adjustment is essential for employees who rely on these benefits, especially considering the current cost-of-living challenges.

While less directly impactful on businesses, understanding these changes is crucial for payroll departments to provide accurate and empathetic support to employees who might be affected.

National Living Wages, frozen rates and thresholds

One of the most immediate impacts on payroll will be the increase in the National Living Wage, now set at £11.44 per hour for employees aged 21 and over.

This represents a significant 9.8 per cent rise, aiming to support lower-paid workers amidst the cost-of-living crisis.

In contrast, the Chancellor has decided to freeze various other rates and thresholds, including Employer’s Class 1, 1A, and 1B National Insurance rates and the National Insurance thresholds.

The stability of these rates and thresholds is a double-edged sword – it simplifies payroll processing but also means limited growth in pay packets against the backdrop of rising living costs.

The NI reduction

A headline change is a reduction in the main rate for Class 1 National Insurance by two percentage points for employees.

Effective from January 2024, this reduction from 12 per cent to 10 per cent for employees in NI category A offers a slight increase in take-home pay.

Directors will see a hybrid rate calculation, potentially leading to refunds in some cases. Payroll departments need to adjust their systems to reflect these changes accurately.

How should you adapt

In response to these legislative changes, businesses and payroll departments must take proactive steps.

Staying informed is the first and most crucial step. Understanding the specifics of each change, its timelines and its impact on payroll processing is essential.

Implementing updated payroll systems or software can significantly ease the transition.

Modern payroll software solutions can automatically adjust to legislative changes, ensuring compliance and reducing the administrative burden on payroll teams.

Communication is key. Employers should ensure that their employees are well informed about how these changes might affect their pay, benefits, and pensions.

This transparency helps in building trust and reducing uncertainties amongst the workforce.

Finally, considering the complexity and nuances of these changes, seeking the expertise of an experienced accountant or payroll specialist can be invaluable.

These professionals can provide tailored advice based on your circumstances.

If you would like to receive specialist advice from one of our experts, please get in touch.

The post How do the measures in the Autumn Statement 2023 affect your payroll appeared first on Grunberg & Co.