Payroll demand is increasing, but scaling it in-house brings cost, complexity, and risk. This article explores how accountancy firms can grow payroll services without adding headcount or increasing exposure to compliance issues.

For many businesses, the 2025 Autumn Budget announcement will bring about a vast requirement to update processes and plan for the upcoming tax year-end.

For many accountancy firms, payroll is a necessary but often unprofitable service.

In a business environment where margins are tight and operational efficiency is paramount, every department is being scrutinised for its contribution to growth and profitability.

Despite the growing adoption of outsourced payroll services across the UK, many business leaders remain hesitant, largely due to outdated assumptions and persistent myths.

As part of the upcoming Employment Rights Bill, the UK Government has confirmed a proposed shift in its approach to Statutory Sick Pay (SSP), as part of its broader commitment to supporting employees with health conditions and reducing barriers to workplace inclusion.

For UK businesses navigating uncertain economic conditions and rising overheads, reducing operational costs is a top priority.

For too long, payroll has been treated as a routine back-office function, essential, yet often overlooked in strategic business planning.

Managing payroll in-house can be a complex and time-consuming task, especially when you factor in the evolving landscape of National Insurance (NI) contributions.