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(Or: “Just Because Something’s Gone Missing Doesn’t Mean You Can Take It Back from Wages”) At some point, most businesses face it. A till is down.Stock is missing.Something gets damaged. And the question lands: “Can we just deduct it from their wages?” Payroll takes a deep breath. Because this is one of those areas where what feels “fair” and what

(Or: “Short Answer: No. Slightly Longer Answer: Still No — But Let’s Explain Why”) Every so often, a question comes up that sounds simple on the surface: “Can we just change their pay?” Usually followed by: “It’s only a small change.”“Business is tight.”“They’ll understand.” And payroll, very calmly, replies: “Not without agreement.” Because changing someone’s pay is not just a

There’s a reason Love Payroll Limited runs the way it does. And it’s not because I enjoy spreadsheets (although… I do).It’s not because I like policies and processes (again… guilty). It’s because I genuinely care about every single payslip that leaves my desk. I have always said one thing — and I mean it: You never mess with people’s money. Payroll Is

Bereavement is something no policy ever truly prepares you for. And when it happens around the time of a birth, the situation becomes even more complex — both emotionally and from a payroll and employer perspective. One area that often causes confusion is Bereaved Partner’s Paternity Leave. It’s not something most businesses deal with regularly, but when it does arise, it

(Or: “You Can’t Just Stop Paying Someone Because You’re Cross”) There’s a moment in some businesses when tempers are high and someone says: “That’s gross misconduct. They’re out. No notice. No pay.” And payroll quietly thinks: “Right… let’s slow this down before this gets expensive.” Because while gross misconduct and notice pay are linked, they are not the same thing.

(Or: “Because Payroll Enforcement Is Getting an Upgrade”) If you’ve been happily running payroll thinking enforcement is just “HMRC occasionally sending letters,” I have news. The Fair Work Agency is coming. And no, this isn’t just another government rebrand. It represents a shift in how workplace rights — including pay — will be enforced in the UK. So let’s talk

(Or: “If You Thought Sick Pay Was Simple Before…”) April 2026 is not a small tweak year. It’s a “right, we’re doing this properly now” year. The Employment Rights Act 2025 brings significant payroll-related changes into force from 6 April 2026, and the biggest operational impact for employers? Statutory Sick Pay. Let’s walk through what is actually changing, what is not,

(Or: “Yes, You Do Get Some of That Back — If You Do It Properly”) When an employee tells you they’re pregnant, the focus quite rightly shifts to support, planning and making sure everything runs smoothly. Then payroll steps in and quietly asks: “Right. What are we paying, for how long, and what can we reclaim from HMRC?” Because while

(Or: “Just Because It’s a Tip Doesn’t Mean It’s Simple”) Tips sound straightforward. A customer leaves a little extra.The team shares it.Everyone’s happy. Except payroll, which immediately asks: Who controls the tips?Who distributes them?Are we deducting tax?What about National Insurance?Is this a tronc?Who is the troncmaster?And is HMRC going to agree with all of this? Because when it comes to

Making an employee redundant while they are on maternity leave is one of the most legally sensitive situations an employer can face. It can be lawful — but only if the redundancy is genuine, the process is fair, and maternity leave plays absolutely no part in the decision. Get it wrong, and you risk claims for automatic unfair dismissal and pregnancy or maternity discrimination. Get

(Or: “Yes, You Can Be Paid Early — But Payroll Needs Rules”) At some point in every business, payroll gets the ask. “Can they have some money early?”“We’ll just loan them a bit — payroll can sort it, right?”“They’re leaving, so can we just pay them everything they’re owed in one go?” And payroll smiles politely while mentally reaching for the

(Or: “Why One Wrong Digit Can Ruin Everyone’s Morning”) There are very few phrases guaranteed to strike fear into a payroll professional’s heart. One of them is: “My pay hasn’t gone in.” Closely followed by: “I think my bank details might be wrong.” When employee bank details are incorrect on payday, things can unravel quickly. Staff are understandably stressed, employers