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Get peace of mind with professional fully managed payroll services.

Owning a business and employing a workforce requires a sound understanding of your legal obligations. One of these legal obligations is to register with HMRC as an employer and operate a PAYE scheme on behalf of your employees.

Managing payroll requires up-to-date knowledge of the taxation system and a sound legal understanding of employee benefits and leave. With changes such as Automatic Enrolment, managing your own payroll has become more complicated and time-consuming than ever before.

Our offering includes:

  • Payroll collation
  • Setting up a new employee
  • Processing leavers
  • Calculating maternity or paternity pay
  • Processing a change of tax codes
  • Pension payments
  • Providing access to a payroll portal for employees to access their payslips and other payroll information
  • Holiday accrual calculations and reporting
  • BACS payment facility

We offer a fully managed payroll service that allows our experts to organise and manage your payroll for you. In consultation with you, we will devise a plan including data transfer, authorities, collation, reporting, deadlines and timescales. Once this is all set up, we guarantee you will have more time to focus on your core business.

    how can we help you? 

    employment law + hr

    Our qualified and experienced team of Employment Law and HR experts have been helping SMEs for over three decades, providing exceptional customer service and commercial advice that you can rely on. 


    We deliver apprenticeships across non levy and levy paying businesses throughout the UK. We can help you with funding and finding or identifying the right apprentice for you. 


    We offer a fully managed payroll service which allows our experts to organise and manage your payroll for you. 


    Our IOSH (or equivalent) trained experts will work with you, freeing up your workforce and relieving the pressures of complying with demanding health and safety regulations.


    Developed by our internal team of HR experts with HR administration in mind, our portal safely stores employee data and eases the administrative burden of all that paperwork! 


    Absolute Works offer in person training and E-Learning packages for all levels of your workforce from the ‘shop floor’ to the board room. 

    Disciplinary procedures and employment contracts.

    An employer can also put their disciplinary procedures in the employment contract. If they do so and then do not follow the procedure, the employee could bring a claim for breach of contract.


    Disciplinary appeals

    If an employee thinks that the disciplinary action is unfair they can appeal to their employer setting out their grounds for appeal.

    The employee should be offered the option to attend a further meeting to discuss the appeal which should be heard as soon as possible and in accordance with any timescales as set out in the Disciplinary Procedure. This meeting should be chaired by someone with sufficient seniority who was not involved in the initial disciplinary meeting/ process wherever possible.

    As per the disciplinary meeting, the employee should be given reasonable notice and should be offered the right to be accompanied by a companion in accordance with the criteria above.

    Final decision

    Following the appeal meeting, the employer should write to the employee setting out their final decision. There is no further right of appeal.



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      Sometimes it is necessary to suspend an employee whilst a potential disciplinary issue is investigated, this is normally where the allegations are very serious or, if the employee being in the workplace or continuing to work may have an effect on the investigation or potentially put the safety of co-workers, visitors, themselves, property or data at risk. This means that suspension doesn’t happen very often. If, however it is necessary to suspend an employee, this will usually be with pay and the employer should (in most cases) be told why they are being suspended.

      The Employment Contract will dictate whether an employer can suspend without pay. If this is permitted, the employer must act reasonably in doing so.

      If the Employment Contract does not say that the employer can suspend the employee, the employer may still be able to suspend the employee, but this should be with pay.

      All employment rights remain in place during any suspension and if the employer does not have a contractual right to withhold pay, or even if the employer does, the employee may seek to make a claim in the Employment Tribunal for ‘unlawful deduction from wage.

      An employer should confirm the terms of suspension in writing. An employer may advise the employee that they are not permitted to talk to or make contact with other employees, customers and / or suppliers and should the employee do so, the employer may be able to bring further disciplinary action. Employers need to be aware however that the employee must be able to make any necessary contact to defend their actions and therefore some contact may be necessary so some leniency may be required. This may be the case where the employee considers they need to obtain evidence to support their case from a work IT system or speak to a co-worker who was witness to an incident. Of course, if an employee wants to request a co-worker accompany them to the disciplinary hearing, they will need authority from the employer to make appropriate contact.

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