Recruiter Supplement - Managing Agency Workers & Contractors 2018

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SUPPLEMENT

www.recruiter.co.uk

MANAGING AGENCY WORKERS & CONTRACTORS PENSIONS AUTO-ENROLMENT: HOW LEGISLATION HAS AFFECTED AGENCY WORKERS AND CONTRACTORS SINCE ITS INTRODUCTION IN 2012 WWW.RECRUITER.CO.UK 1

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CHANGING THE SHAPE

F PAY AND BENEFITS

ATTRACT, REWARD, ENGAGE AND RETAIN WORKERS Hive360 offers a robust, fully compliant and future proof alternative to the traditional umbrella company solution for temp payroll management. Our innovative and highly commercial employment support services streamline your payroll administration, manage your pension auto enrolment, and deliver ground-breaking employee beneďŹ ts and welfare support, via our Pay & Perks App. In a changing economic climate, looking after your workers is key. Take the ďŹ rst step towards joining the employee engagement revolution and call us on 0121 661 4851 for a demonstration. www.hive360.com

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MANAGING AGENCY WORKERS & CONTR ACTORS 2018

CONTENTS

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ow radical it all seemed in 2012 when legislation for auto-enrolment (AE) in pensions was implemented in the UK. How ‘Nanny state’ some viewed this development! Wouldn’t recruitment agencies balk at having to incorporate this into their systems for their temporary workers and contractors? And how would temporary workers afford this additional trimming from their take-home pay?

“What are Fast forward to 2018, you planning and the climate is to tell the calmer. Fewer temporary government workers opt out of AE about offthan do full-time payroll workers across the UK, working in according to NEST the private Corporation, the UK’s sector?” biggest AE pensions provider. And it’s suggested that auto-enrolment has contributed to more agency workers actually creating some savings than would have happened without the legislation. A good result, one might say.

At the same time, the required level of employee contributions to AE has recently tripled from 1% to 3%, and the jury is out on the ultimate impact of that increase. What are you seeing amongst your temporary workers?

Read our article from p4 to get the latest insight on auto-enrolment.

What are you planning to tell the government about off-payroll working in the private sector during the current consultation? Find out on p9 what payroll industry leaders are already advising them.

And make your own voice heard!

DeeDee Doke, Editor

Suppliers directory

VOX POP

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The new pension landscape We look at the take-up of auto-enrolment pensions by agency workers and contractors since their launch in 2O12

Fix the off-payroll system first... … before pushing it on to the private sector. This was the consensus from key industry players who spoke with Recruiter

CONTACTS

Redactive Publishing Ltd 78 Chamber Street, London E1 8BL 020 7880 6200

EDITORIAL 020 7880 7606 recruiter.editorial@redactive.co.uk Editor DeeDee Doke Reporter Colin Cottell Senior designer Will Williams Picture researcher Akin Falope Production editor Vanessa Townsend Production Rachel Young ADVERTISING 020 7880 6213 Sales manager Paul Barron paul.barron@redactive.co.uk 020 7880 6245 Sales executive Jonathan Adebayo jonathan.adebayo@redactive.co.uk

PUBLISHING aaron.nicholls@redactive.co.uk Publishing director Aaron Nicholls

CIRCULATION and SUBSCRIPTIONS To receive a regular copy of Recruiter, the leading magazine for recruitment and resourcing professionals, telephone +44 (0)20 8950 9117 or email mysidekick@recruiter.co.uk

Scan here to get your own copy of WWW.RECRUITER.CO.UK 3

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MANAGING AGENCY WORKERS & CONTR ACTORS 2018

THE NEW PENSION LANDSCAPE Six years on since the introduction of auto-enrolment pensions, Colin Cottell looks at industry’s reaction to the legislation and whether agency workers and contractors opted out or jumped in

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ack in 2012, in a revolutionary move the UK government introduced a new type of pension.

Rather than relying on workers actively deciding to opt in, workers would automatically be enrolled in a workplace pension provided they met certain conditions. In the six years since autoenrolment (AE) pensions began, 9m workers across the UK economy have been enrolled.

It’s an impressive record from a standing start, and according to Helen Dowsey, director of business development at NEST Corporation, the UK’s biggest AE pensions provider with more than 6m customers, agency workers have been among those who have taken up the savings habit. “There are a large number of recruitment agencies on our books, and many of these workers probably wouldn’t have

started saving without the legislation,” she says.

Fears unfounded At the time of AE’s introduction back in 2012, one of the greatest fears was that because many agency workers wouldn’t be able to afford the cut in their take-home pay as a result of their contributions, the opt-out rate within this group would be high. An agency or umbrella worker has one month to opt out after they have been automatically enrolled.

At the time, Neil Pettinger, then NEST’s director of customer services, told Recruiter the opt-out rate could likely be anything between 20% and 60%. However, Dowsey says, those fears have not been realised. Indeed, she says the opt-out rate for agency workers at between 2% and 5% is lower

than the 8% for workers across the UK economy as a whole.

“Recruitment agencies will typically have younger workers, who have a much lower opt-out rate than older workers,” Dowsey explains. In contrast, she says older agency workers often have “significant other pensions behind them, and closer to retirement

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MANAGING AGENCY WORKERS & CONTR ACTORS 2018

think ‘what’s the point of contributing, it’s only a few quid’…”. Dowsey says another reason for agency workers’ relatively low opt-out rate is because of the transient nature of agency work: “People don’t even think about opting out because they are working one week and not the next.”

Although the overall opt-out rate is low, those that do choose to leave the programme tend to be the lower-paid “who are living from hand to mouth and for whom an extra couple of pounds a week make all the difference”, according to Alison Ambler, HR support and office manager at Easypay Services, whose services include payroll.

Derek Kelly, CEO of Optionis Group, whose companies include umbrella firm Parasol, says 78% of Parasol’s 7,000 contractors are currently paying into NEST’s AE scheme, a figure he says has hardly fluctuated since AE was introduced.

Kelly says he doesn’t see this figure going any higher – not because the other 22% don’t want to save for their pension, but because typically they have their own private pension.

With the tenure of Parasol workers being 12 months on average, Kelly says

this group in particular sees the relatively low level of contributions made as “a bit of a waste of time”.

With Parasol umbrella workers typically earning £30-£40k, Kelly says a bigger concern for him is “people who make their careers as a temp, and move around between agencies”, and especially those at the lower end in sectors such as hospitality, warehousing and industrial. It is possible for an agency or umbrella worker working for several agencies to top up his or her pensions pot with contributions from another agency or umbrella firm sharing the same AE pension provider. However, Kelly says he does worry that this group will end up “with small contributions being trapped everywhere rather than one large contributions pot”.

Lisa McCulloch, Pay Factory operations manager at Calverton Finance, agrees that for lower-paid agency workers in sectors such as care, this prospect is very real: “We have taken contributions from salary for 2p, so contributing this amount is just not

going to be worth their while.”

Those who pay agency workers and umbrella workers say fears that agencies would attempt to persuade agency workers to opt out so they could save on the employer contributions and ongoing administrative costs have also proved unfounded. “In six years, I have never seen a recruitment agency suggest that someone opt out, or threaten ‘we won’t take you on our books if you don’t opt out’.

Nothing at all,” says Kelly.

Nor to the surprise of many has the tripling of employees’ contributions from 1% to 3% in April had any great effect on the numbers opting out, says McCulloch. “We have seen a few more than usual,” she says. However, she questions whether in a couple of months’ time there won’t be a few more after the effect on their takehome pay has sunk in.

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MANAGING AGENCY WORKERS & CONTR ACTORS 2018

Not all is rosy

Increased take-up

While many of the concerns voiced back in 2012 have proved unfounded, that doesn’t mean that everything is rosy. According to Kate Smith, head of pensions at Aegon: “Agency workers are not well served by AE.” Although the opt-out rate is much lower than anticipated, there are no industry-wide figures on the numbers of agency workers who have never auto-enrolled because their weekly earnings are below the £192 per week figure for triggering automatic AE. Neither are there any statistics on how many never enrolled because recruiters take advantage of the postponement period of up to three months before AE kicks in.

However, the 17-week average length of temporary agency work assignments (according to the Recruitment & Employment Confederation [REC]), which is longer than the three-month postponement period, suggests that agency workers will be auto-enrolled in most assignments.

Smith suggests that one way to increase take-up would be for agencies to reduce the postponement period to two months or even one month. The three-month postponement period was introduced as a result of lobbying, particularly from those in the agricultural and hospitality sectors, who rely on a lot of temporary and seasonal labour, Smith explains. She says a change in the law to reduce the postponement period is unlikely given that a recent government review of AE did not mention this as an issue.

Recruitment agencies should do more to inform their workers about some of the flexibilities of AE, says Smith. These include being able to pay in more than the minimum contribution, and to pay in voluntarily even when their earnings don’t reach the £192 a week threshold at which employers must contribute.

The practical difficulty of consolidating different pensions in one place is also an issue. “It’s about having engagement strategy in place,” says Smith. A government dashboard promised for 2019 should make it easier for workers to keep track of their various pension pots.

Pay Factory’s McCulloch says while the option to opt in voluntarily exists, in her experience it is never taken up. “Of all the thousands of people we payroll here, we have not had one single person who has opted in,” she says.

Claire Altman, head of financial services at AE pensions provider Smart Pension, says the law could have a big part to play in determining the future landscape of pensions. For instance, the decision on an ongoing appeal by Uber on the question of whether their drivers are workers and therefore entitled to AE pensions, or self-employed and therefore having no entitlement, could have important consequences.

Six years on from the introduction of AE, while many fears about its introduction have proved to be unfounded, the jury is still out on how well agency workers are being served.

KEY FACTS • Agency workers aged between 22 and state pension age who earn more than £10k a year (£192 per week) have to be automatically enrolled into a pension scheme.

• The timetable for auto-enrolment of employers completed on 1 February 2018.

Since 1 October 2017 employers’ auto-enrolment responsibilities have started at the same time as their PAYE responsibilities.

• AE applies to PAYE temps and umbrella workers; the only category not covered are truly self-employed contractors.

• Employers’ minimum contributions rates rose from 1% to 2% in April 2018, and are due to increase to 3% in April 2019.

• Eligible workers minimum contribution rates went up from 1% to 3% in April and they will pay 5% from April 2019.

• A worker can opt out, but there are strict anti-avoidance provisions to prevent staffing companies encouraging workers to opt out.

• Recruiters are allowed to delay automatic enrolment for three months.

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Compliance.

It’s a jungle out there.

Compliance

At PayStream we put compliance right at the heart of everything we do.

We’re one of the leading providers of umbrella and accountancy services and we’re regularly in touch with tax advisers, lawyers and most importantly HMRC to help our teams and agencies see the wood for the trees when it comes to legislation updates and changes in HMRC’s approach.

Working with a compliant provider helps to minimise the financial risk to your business and safeguard its reputation, both of which can add value to your business. Working with a partner you can trust - just another reason why you can count on PayStream.

Call 0800 197 6516 e: info@paystream.co.uk or visit www.paystream.co.uk

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COULD IT BE TIME TO CONSIDER A NEW MODEL F EMPLOYMENT?

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model that not only increases employee rewards but engagement, attraction, retention and welfare too!

As the gap between inflation and wages widens ever further, and the country is swamped by Brexit uncertainty, the impact on the labour market is acute. Add into the mix pensions legislation and the ever increasing HMRC spotlight on umbrella and off shore models for temporary worker pay, then it’s clear that now is the time for change and innovation.

Innovation in employment, is that possible?

Well we only have to take a leaf out of the US labour market book to see that yes, absolutely, this is possible - and potentially revolutionary.

In the US, a model of ‘co-employment’ has been operated by the Professional Employment Organisation (PEO) market for over 3 decades, now reaching values in excess of $156bn in gross revenues with 3.4 million workers being employed through this model. The PEO was born out of the challenges faced by smaller businesses competing with global brands to attract from the same labour pool. The PEO market is now servicing thousands of businesses, allowing them to compete for the best talent by being able to offer market leading benefits and welfare support to employees and streamlining their payroll – all serviced by the

*Source: NAPEO

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network benefit power of their PEO partner business. The results speak for themselves, with businesses using the PEO model experiencing 10% faster growth, 15% reductions* in staff turnover and the significant savings on their employment administration costs increasing their bottom line.

Hive360 has adapted this highly successful model for the UK market, with a total solution that supports payroll, pension auto enrolment, HR legal support, and market leading employee benefits and welfare support.

David McCormack, Managing Director of Hive360, has over 20 years’ experience as a Director within the recruitment sector and over 15 years running payroll businesses, and quickly saw the scope in the market for a new model.

“Acquiring and retaining workers is one of the largest investments recruitment businesses have to make, and finding new ways to attract, engage and retain them is key to gaining a strong competitive edge.”

The Hive360 App McCormack continues, “Coupled with the ever-increasing compliance demands putting pressure on current models of temp payroll, a game changing employment solution is needed.

At Hive360 we put the workers at the heart of our service by providing world-class health, welfare, lifestyle benefits and payroll services, and we work with our clients to deliver significant bottom line savings and efficiency gains.”

Today’s trends show that workers are rejecting higher paid roles for more fulfilling ones, where they are more likely to find inspiration, so employee engagement is starting to become top of senior decision makers agendas.

The Hive360 solution delivers a complete employment support service to businesses of all sizes and across temporary workers, permanent employees and apprentices.

At the heart of the solution is a sophisticated Pay and Perks app that delivers world class employment services and benefits at the fingertips of employees. GDPR compliant digital payslips, 24-hour access to telephone GP and counselling services, lifestyle benefits from PerkBox, access to a leading training portal are just some of the features that Hive360 provide to their client’s workers.

www.hive360.com

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MANAGING AGENCY WORKERS & CONTR ACTORS 2018

FIX THE SYSTEM – DON’T HIT THE CONTRACTORS

IF YOU WERE CONTRIBUTING TO THIS CONSULTATION, WHAT WOULD YOUR MESSAGE TO GOVERNMENT BE?

The government recently launched a consultation on off-payroll working in the private sector, claiming ‘current legislation is not working effectively’. Colin Cottell spoke to some of the industry’s key players to get their views THE GOVERNMENT’S PERCEPTION THAT THERE HAS BEEN NO MATERIAL IMPACT IN THE PUBLIC SECTOR IS INCORRECT. OUR EXPERIENCE HAS BEEN THAT PUBLIC SECTOR BODIES, AGENCIES, SOFTWARE PROVIDERS AND ACCOUNTANTS HAVE EXPERIENCED SIGNIFICANT DIFFICULTIES AND COSTS. THE COSTS INCURRED BY PUBLIC BODIES THAT ARE QUOTED IN THE CONSULTATION SEEM FANCIFUL AT BEST AND CLEARLY EXCLUDE ANY TIME COSTS.

VOX POP

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JULIA KERMODE

CEO, Freelancer & Contractor Services Association (FCSA) THE LEGISLATION ISN’T WORKING DUE TO A LACK OF ENFORCEMENT. HMRC IS EITHER UNABLE OR UNWILLING TO DO ITS JOB PROPERLY AND IT IS UNACCEPTABLE THAT, IN APRIL LAST YEAR, IT EFFECTIVELY DELEGATED ITS ROLE TO PUBLIC SECTOR BODIES. WE ARE NOW FACED WITH THE PROSPECT OF SIMILAR CHANGES COMING TO THE PRIVATE SECTOR, DESPITE MANY SIGNIFICANT ISSUES WITH LAST YEAR’S CHANGES THAT REMAIN UNRESOLVED. In my opinion, the single biggest issue has been the exponential increase in tax avoidance schemes that are cashing in on the changes 9 RECRUITER SUPPLEMENT • 2018

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by specifically targeting contractors whose income has been reduced.

We warned HMRC that this would happen and yet they decided to press ahead anyway. It seems clear to me that no changes to the private sector can even be considered until the non-compliance is properly dealt with. This means robust enforcement action must be taken, consistently and quickly. I cannot understand why the Criminal Finance Act has not already been brought to bear on those within the supply chain who are knowingly facilitating tax avoidance; let’s hope it’s just a matter of time.

The government is clearly committed to introduce changes in the private sector as soon as possible and has rushed in the consultation without properly considering the impact on the private sector. Indeed, there is no impact assessment included with the document – the government is looking to the consultation responses to justify the changes.

It is important to highlight the improved compliance in the sector – the use of PSLs [preferred supplier lists] by recruitment businesses, provider accreditations such as Professional Passport and FCSA, as well as highlighting the real difficulties the private sector would have in understanding and implementing any changes.

Our industry can help government and itself by ensuring that those workers that are clearly inside IR35 are not pushed towards PSCs, and that IR35 is clearly explained to the workers.

VOX POP

JULIAN BALL Legal director, PayStream

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VOX POP

THE GOVERNMENT’S DECISION TO CONSULT WITH THE PRIVATE SECTOR ON THE ROLLOUT OF OFF-PAYROLL WORKING IS WELCOME, BUT MIGHT JUST BE ITS WAY OF SHOWING IT ‘CONSULTED’. WILL IT REALLY LISTEN TO THE MARKET GIVEN THE STATISTICS IT IS QUOTING ABOUT THE IMPACT OF THE SAME LEGISLATION ON THE PUBLIC SECTOR? Yes, tax revenues may have risen but the government doesn’t

DAVID MCCORMACK Managing director, Hive360

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VOX POP

I WOULD EXPECT PUBLIC SECTOR ORGANISATIONS TO BE MORE LIKELY TO HAVE SPECIALIST HR AND PROCUREMENT STAFF THAN PRIVATE FIRMS (ON AVERAGE) AND SHOULD THEREFORE BE BETTER INFORMED AND HAVE GREATER RESOURCES TO PROPERLY REACT TO THE LEGISLATION. HOWEVER, HMRC’S OWN RESEARCH FROM THE PUBLIC SECTOR ROLLOUT HAS HIGHLIGHTED THE ISSUES EXPERIENCED IN IMPLEMENTATION OF THE OFF-PAYROLL RULES: HALF OF PUBLIC BODIES HAVE HAD DISPUTES WITH AGENCIES OR CONTRACTORS ABOUT THE NEW RULES, AND SIX IN 10 OF THEM SPENT MORE TIME ON ADMINISTRATION OF CONTRACTORS AS A RESULT OF THE REFORM.

A more pragmatic approach would be to ask the end employer if they have equivalent PAYE roles, for the length of the engagement and the substitution, direction and control aspects of the role. A matrix of these factors could be used to determine if it should be an employed or a contract role.

The government wants to support business with flexible workforce opportunities – so don’t use the hammer to crack the nut that will shatter the market.

MATTHEW PARSONS Managing director, FPS Group

ALEXFRASER Director, Engage Technology Partners

appear to have analysed the impact on contractor charge rates or the quality of the workers retained in the sector. We can agree IR35 and other legislation is too complicated, but making clients responsible for the tax status of these roles runs the risk of penalising genuine contractors.

“Half of public bodies have had disputes with agencies or contractors” Compliance in the private sector will be boosted by effective communication and explanation of the rules. I would like to see HMRC spend some of the £410m of additional tax and National Insurance Contributions (NICs) earned from the public sector on an awareness and education campaign to relevant company officers. Unfortunately, experience to date of legislative changes of this type would suggest that won’t happen.

THE INTRODUCTION OF OFF-PAYROLL LEGISLATION IN THE PUBLIC SECTOR WAS EXTREMELY BADLY ORGANISED, ESPECIALLY AS THE CEST TOOL WASN’T AVAILABLE UNTIL THE 11TH HOUR. THIS LED TO BLANKET IR35 ASSESSMENTS, CONFUSION OVER THE LEGISLATION ITSELF AND ULTIMATELY PANIC FROM EVERYONE INVOLVED. The aim of the legislation was to improve IR35 compliance and increase tax revenue. These aims have simply not been realised. HMRC has lost a series of IR35 cases, and the ability of CEST to correctly identify the IR35 status of any given assignment has been seriously brought into question. Rather than the boost in tax revenue that HMRC expected to see, it has led to a proliferation of noncompliant solutions in the marketplace, with contractors choosing tax aggressive solutions to recoup money they felt had been lost.

VOX POP

Until there is a tool that can actually be trusted to identify the correct IR35 status of an assignment, thoughts of rolling this in to the private sector should be put on hold. HMRC needs to focus its efforts on dealing with the providers of aggressive solutions, not just the people who utilise them. A wrong move at this point and HMRC could alienate the hard working contractors that are vital to our future economic success.

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Advertorial A DV E RTO R I A L F C S A

If your supplier is accredited you’re in good company

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here is a clear appetite to rid our sector of poor practice. And supply chain compliance is set to get tougher as the government works to clamp down on bad practice, given the current political climate and media exposure around ethics and exploitation.

The Criminal Finances Act (CFA) makes companies criminally liable if they fail to prevent tax evasion by a member of staff or an associate, even if they were unaware of it. Prosecution could lead to criminal conviction and unlimited fines. To protect themselves, recruiters must ensure that their supply chain is not facilitating tax evasion, and should be particularly concerned given the increase in tax avoidance schemes that capitalise on IR35 changes in the public sector.

The government is also considering the 50+ recommendations made in Matthew Taylor’s Review of Modern Working Practices. In addition, the Director of Labour Market Enforcement, Sir David Metcalf, is keen to put responsibility on end-hirers, as he outlined in his recently published strategy.

As a recruiter, your business’s good name could be dragged through the mud, damaging your relationships with clients and candidates in the process.

members. They must demonstrate compliance with the code and must have passed an independent assessment by regulated accountants and lawyers.

Ensure that the employment intermediaries on your PSL operate within the law and provide: • National minimum wage payments in line with legislation, paid in full as the contractor’s salary • If expenses allowances are too good to be true, then alarm bells should ring – they may not conform to HMRC legislation and guidance • Holiday and statutory payments such as sick pay and maternity/paternity pay • An overarching contract of employment • The provision of guaranteed hours • Access to a workplace pension • Full employment rights Any compliant professional employment company will offer the above as a minimum requirement.

Our advice for agencies is easy: recruiters can minimise their risk by choosing FCSA Accredited Members who are rigorously tested annually for adherence with FCSA’s Compliance Code. ●

To ensure your house is in order, ask these three simple questions of every supplier on your PSL: Is the company you pay the same one that pays your workers?

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Do you know that they are not contracting with any entity outside of the UK?

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Do you know the supplier is paying the correct VAT, PAYE tax and NI to HMRC?

If NO is the answer to any of these, you must tighten up your PSL. Remember, sometimes things aren’t what they seem.

So we would suggest you choose a member of an accredited professional body to ensure that some compliance checks have been undertaken. Make sure you know what the accreditation means in practice, as standards can vary. You can easily find the FCSA Code of Compliance because it is published on our website, and it shows you what is expected of accredited

↗

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FCSA For further information please visit: www.fcsa.org.uk Telephone: 0203 772 8622 Email: info@fcsa.org.uk

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MANAGING AGENCY WORKERS & CONTR ACTORS 2018

E N GAG E CONTACT DETAILS

T: Drey Francis on 020 8068 2900 E: info@engagetech.com W: www.engagetech.com

Engage is the first cloud native platform for workers, hirers, recruitment agencies and employment businesses with a vendor management system (VMS) that both agencies and hirers love. It also provides Agency Back Office, a solution that allows recruitment agencies to focus on selling instead of worrying about growing pains. Fully integrated with the VMS. Having everything integrated on one platform means less administration, fewer mistakes, better numbers – and happier people.

Pricing is pay-as-you-go with no lock-in contracts. Agency Back Office is charged at £1.99 per active worker per week. VMS is free to the hirer, and free to agencies using Agency Back Office. Otherwise, it’s £2.99 per active worker per week.

F R E E L A N C E R & C O N T R A C T O R S E R V I C E S A S S O C I AT I O N ( F C S A ) CONTACT DETAILS

T: 020 3772 8622 E: info@fcsa.org.uk W: www.fsca.org.uk

FCSA is the UK’s leading professional membership body dedicated to raising standards and promoting supply chain compliance for the temporary labour market.

We work to support and protect the interests of umbrella employers, contractor accountants, CIS/self-employment service providers and the wider supply chain.

FCSA Accredited Members are reviewed against our stringent Code of Compliance on an annual basis by independent experts, who are professionally regulated accountants and solicitors.

Our high standards and transparency provides maximum assurance of legal and regulatory compliance. To minimise risk and safeguard the supply chain, recruitment agencies should choose to partner with an FCSA Accredited Member.

HIVE360 CONTACT DETAILS

T: 0121 661 4851 E: lucy.cheatham@hive360.com W: www.hive360.com

Hive360 is changing the shape of employee engagement in the UK. Our unique approach results in better employment solutions all round.

Let’s start with our free mobile Pay & Perks App delivering lifestyle benefits from Perkbox, access to 24/7 GP and counselling services and access to digital payslips and pension fund performance to your temporary and permanent workforce. What better way to look after your most valued asset?

Our solutions don’t end there – we’ll look after your commercial interests too. Our payroll outsourcing service, HR legal support hotline and pension auto-enrolment streamline your employment administration and significantly reduce your overheads.

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P AY S T R E A M CONTACT DETAILS

T: 0800 197 6516 / 0161 929 600 E: info@paystream.co.uk W: www.paystream.co.uk

Run by qualified accountants and lawyers, PayStream is one of the leading providers of limited company, umbrella and software solutions to the temporary labour market.

With a suite of services, we deliver bespoke solutions for clients rather than offering a ‘one size fits all’ approach. And our in-house expert legal and compliance team ensures that our clients get the very best advice through changes in legislation.

So if you and your contractors are looking for real choice, innovative services and expert advice, you can count on PayStream. Contact us for more information.

PEOPLE CONTACT DETAILS

T: 0345 034 1530 E: info@peoplepaye.com W: peoplepaye.com

We see payroll as a sleeping giant, which if harnessed in the right way, can turn payroll into a growth accelerator for your agency – in more ways than one.

Using the Professional Employment Organisation model, our payroll solution seamlessly blends technology with hassle-free payroll and contractor benefits.

The model is simple (PAYE) and free of charge, so contractors are happy and so is HMRC. We provide a range of benefits to workers, including continual CPD and our unique wage advance service, making them even happier. Couple this with technology that smartens processes and frees up time to focus on fee-generating activity and you are on to a winning formula, which in turn fuels agency growth.

People… POWER BEYOND PAYROLL

S H I P S H A P E PAY CONTACT DETAILS

T: Luke Shannon-Little on 020 7706 5200 E: payroll@shipshapepay.com W: www.shipshapepay.com

Ship Shape Pay provides an outsourced payroll service for recruitment agencies and end-hirers with significantly improved administrative and commercial performance.

We can payroll the entire workforce, including umbrella, self-employed (including CIS), personal service company (PSC) contractors and the agency’s own management and staff.

Ship Shape reduces labour costs in every case, compiling timesheets and pay-runs for easy online approval, resolve worker pay enquiries, and execute BACS banking and reconciliation. With so much administration removed, agencies benefit from an immediate jump in profitability.

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LOW COST UMBRELLA WITH UNIQUE BENEFITS Peace of mind for agencies • Rated fully compliant in independent and HMRC reviews • Financially robust, Experian credit rating 96/100 • Visibility of worker’s compliance and pay information via online portal • GDPR compliance

Unique benefits for workers • Free mobile service (unlimited calls, SMS and 5GB data per month) • Pay notification by SMS and email • Free, professionally prepared tax returns • Timesheet and payment info displayed on secure online account Ship Shape also provides contractors with ICAEW registered accountancy services for only £79+VAT per month.

In addition, we are experts in CIS payroll including validation of self-employed status.

Free

Get in touch 020 7706 5200

mobile

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www.shipshapepay.com

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