Top 10 Payroll Advisory Consultants in the UK for Businesses to Compare

UK payroll involves more than salaries and payslips. Employers must manage PAYE, National Insurance, statutory payments, pensions, Real Time Information (RTI), payroll records and changing legislation. Payroll advisory consultants in the UK help businesses strengthen payroll processes, address compliance risks and manage complex pay arrangements.

Apex HR LLC provides payroll advisory alongside outsourced HR services, offering tailored guidance on payroll processes, systems, providers and compliance controls while allowing businesses to retain control of payroll operations.

This guide compares 10 UK payroll advisory consultants and specialists in 2026. It provides an overview of their services to help employers make informed decisions. Confirm current pricing and engagement terms directly with each provider.

Contact Apex HR LLC

Phone: +447762272692
Email: Hello@apexhrllc.co.uk
Address: London, United Kingdom
Website: Apex HR LLC

List of 10 Payroll Advisory Consultants in the UK

1. Apex HR LLC
2. CIPP Consultancy
3. SD Worx
4. Payroll World
5. Wallis Payroll
6. Moorepay
7. Practical Payroll
8. Beaconpay Solutions
9. AGP Consulting
10. Payroll Specialists

The providers have different areas of expertise. Some focus specifically on payroll consultancy and compliance, while others combine advisory services with payroll 

1. Apex HR LLC: Payroll Advisory Within Broader HR Support

Apex HR LLC provides outsourced HR, recruitment and people consulting support for UK employers. Its outsourced HR service family includes Payroll Advisory alongside retained HR, HR support for small businesses and startups, HR compliance audits, employee handbooks and policies, and fractional HR leadership.

Payroll Advisory for UK Businesses

Apex HR LLC’s Payroll Advisory service is designed around the payroll process, controls and relationship with the payroll provider rather than payroll processing itself.

This distinction can be important for businesses that already have an internal payroll team, finance function or external payroll bureau but need additional specialist guidance.

Support can be relevant to businesses reviewing:

• Payroll processes
• Payroll controls
• Payroll-provider relationships
• Payroll responsibilities between HR and finance
• Payroll-related procedures
• Payroll risks and operational gaps
• Changes to payroll arrangements
• Payroll issues arising during business growth

Apex HR specifically describes Payroll Advisory as support for getting payroll processes, controls and provider relationships right.

Payroll Support Connected to Wider HR

One potential advantage of combining payroll advisory with wider HR support is that payroll does not operate independently from the employee lifecycle.

Changes involving salaries, benefits, starters, leavers, absence, statutory payments, pensions or employee terms can affect payroll.

Apex HR LLC also provides wider support across compensation, reward and benefits, employment relations, HR technology, employee experience and strategic workforce advisory.

This may make the model relevant to businesses that want payroll considerations to sit within a broader people strategy rather than being treated solely as an accounting process.

Best Suited to Businesses Wanting Payroll and HR Expertise Together

Apex HR LLC may be relevant to growing businesses that need payroll advisory alongside wider HR support.

Businesses can structure support as an ongoing relationship, a defined project or a fractional assignment depending on their requirements. Apex HR’s contact information also confirms that it supports UK employers and can structure support around specific business needs.

2. CIPP Consultancy: Specialist Payroll and Compliance Consultancy

CIPP Consultancy provides payroll and compliance consultancy through the Chartered Institute of Payroll Professionals.

Its consultancy offering covers payroll compliance and audit, payroll systems and technology, operational support and specialist projects.

Payroll Compliance and Audit

CIPP Consultancy’s services include payroll health checks designed to examine payroll compliance and identify potential areas for improvement.

Its consultancy services can also cover:

• Payroll compliance
• Payroll audits
• Payroll system reviews
• Process improvement
• Operational support
• Payroll transformation
• Bespoke payroll projects
• Training and specialist advice

CIPP also offers on-demand consultancy for organisations that need targeted advice rather than a large consultancy project.

Best Suited to Businesses Seeking Specialist Payroll Expertise

CIPP may be particularly relevant to organisations that want independent payroll expertise, compliance reviews or specialist support during payroll changes.

Businesses considering consultancy should establish whether they require a one-off review, ongoing support, system project or broader payroll transformation.

3. SD Worx: Payroll Advice, Compliance and Process Reviews

SD Worx provides payroll advice and consulting for UK organisations, including support with payroll, HR and legislation-related challenges.

Its current payroll consulting offering includes advice on issues such as minimum wage compliance, HMRC RTI, salary sacrifice, benefits and legislative changes. It also provides process reviews and audits.

Payroll and Legislation Advice

Businesses dealing with complex payroll arrangements may need more than routine payroll processing.

SD Worx states that its specialists can provide advice on areas including:

• Minimum wage
• RTI
• Benefits
• Salary sacrifice
• Holiday pay
• Pay-related legislation
• Payroll processes
• Payroll audits

The provider also offers training, webinars and specialist consultations.

Best Suited to Businesses With More Complex Payroll Requirements

SD Worx may be relevant to SMEs and larger organisations that need payroll advisory alongside technology, managed payroll or broader HR services.

Businesses should establish whether they need advice only or whether a broader payroll solution would be more appropriate.

4. Payroll World: Payroll Consultancy and Project Support

Payroll World provides payroll outsourcing, consultancy, staffing and project management.

Its consultancy service is specifically aimed at organisations that want to keep payroll in-house while strengthening their processes or resolving operational problems.

Payroll Process and Operational Support

Payroll World states that its consultants can assist with:

• Payroll process improvement
• Compliance concerns
• Staff and supplier relationships
• Payroll projects
• Payroll implementation
• Payroll transformation
• HMRC investigations

This can make the provider relevant when a company has an existing payroll operation but needs additional specialist expertise.

Best Suited to Businesses That Need Project-Based Payroll Support

Payroll World may be useful for businesses dealing with payroll implementation, transformation or operational problems.

The company also publishes a 2026/27 fee schedule showing separate pricing for consultancy and project management, which can help businesses understand that advisory support may be priced differently from managed payroll.

5. Wallis Payroll: Payroll Consultancy and Process Improvement

Wallis Payroll provides payroll processing and consultancy services to businesses across the UK.

Its consultancy offering extends beyond routine payroll processing into areas such as salary sacrifice, payrolling benefits, auto-enrolment, PAYE Settlement Agreements, P11Ds, statutory payments, termination payments, TUPE arrangements and process improvement.

Specialist Payroll Consultancy

Wallis Payroll can support organisations with specific payroll-related questions and projects.

Its consultancy services include:

• Salary sacrifice schemes
• Payrolling benefits
• Auto-enrolment
• PAYE Settlement Agreements
• P11Ds
• Statutory payments
• Termination payments
• TUPE arrangements
• Payroll process mapping
• Staff training
• Interim payroll cover

Best Suited to Businesses With Specialist Payroll Questions

Wallis Payroll may be relevant where an employer needs specialist payroll knowledge but does not necessarily want to transfer its entire payroll function to an external provider.

It also states that consultancy can be provided remotely or through consultants travelling to businesses across the country.

6. Moorepay: Payroll Advice, Technology and Outsourcing

Moorepay combines payroll software, payroll outsourcing and payroll expertise for UK businesses.

Its payroll services include software for businesses that want to retain payroll internally and outsourcing for organisations that want an external team to manage payroll processes.

Payroll Technology and Expert Support

Moorepay’s offering includes:

• Payroll software
• Payroll outsourcing
• Payroll reporting
• UK payroll support
• Compliance support
• Payroll calculations
• Employee data management
• HR and payroll integration

Its managed payroll service also provides access to UK-based payroll specialists and CIPP-accredited expertise.

Best Suited to Businesses Looking for Payroll Technology and Support

Moorepay may be suitable for businesses that want to combine payroll technology with professional support.

It can be particularly relevant where an employer is comparing in-house payroll software against a bureau or fully managed payroll model.

7. Practical Payroll: Payroll Advice and Managed Payroll

Practical Payroll provides payroll bureau services alongside payroll advice.

Its website describes its advisory service as support for payroll questions ranging from straightforward queries to more complicated issues. It is also regulated by the ICAEW.

Payroll Advice for Businesses

Practical Payroll’s service model allows businesses to access payroll knowledge without necessarily transferring every payroll responsibility externally.

Its services include:

• Payroll advice
• Payroll bureau services
• Payroll processing
• Payroll support
• Payroll administration

This can be useful for organisations that want a relatively straightforward payroll support relationship.

Best Suited to Businesses Wanting Practical Payroll Assistance

Practical Payroll may be worth considering for businesses that need help with payroll queries while also having the option to use a managed payroll service.

Employers should clarify the difference between advisory support and payroll processing before agreeing a service.

8. Beaconpay Solutions: Payroll Consultancy and Provider-Transition Support

Beaconpay Solutions provides payroll consultancy for organisations reviewing or improving their payroll processes.

Its consultancy offering includes process reviews, workflow improvement, payroll-provider transitions, payroll calendar planning, reporting requirements, record keeping, payroll controls and internal responsibility reviews.

Payroll Process Reviews

Beaconpay’s consultancy model can be relevant when an organisation wants to understand what is working within its payroll function and where improvements may be required.

Its stated process involves reviewing the current payroll arrangements, identifying improvements and producing an action plan.

Best Suited to Businesses Reviewing Their Payroll Function

Beaconpay may be relevant to businesses:

• Changing payroll providers
• Reviewing payroll controls
• Growing their workforce
• Improving payroll workflows
• Clarifying internal payroll responsibilities
• Reviewing reporting requirements

Businesses should note that Beaconpay itself distinguishes payroll consultancy from legal, tax or regulated financial advice.

9. AGP Consulting: Payroll Consultancy for SMEs and Startups

AGP Consulting provides payroll consultancy and related accountancy services, with offices in Brentford, West London and East London.

Its payroll consultancy is specifically marketed towards startups, small businesses and family businesses.

Payroll and RTI Support

AGP Consulting provides support relating to payroll processing and Real Time Information submissions to HMRC.

Its payroll services can include:

• Payroll processing
• Payslips
• RTI submissions
• Payroll compliance
• Auto-enrolment
• Payroll advice
• Payroll outsourcing

This can make it relevant to smaller organisations that want payroll and accountancy support from the same provider.

Best Suited to Startups and Small Businesses

AGP Consulting may be particularly relevant to businesses that are establishing their payroll processes or need help understanding payroll compliance as they grow.

Employers should distinguish between payroll consultancy, payroll processing and broader accountancy services when comparing proposals.

10. Payroll Specialists: Payroll and Workplace Pension Support

Payroll Specialists provides payroll outsourcing and workplace pension administration for businesses ranging from small organisations to larger employers.

The company states that it has more than 30 years of experience and offers flexible payroll services alongside HR and employment-law support.

Payroll and Pension Administration

Its services include:

• Payroll processing
• Workplace pension administration
• Auto-enrolment
• HR support
• Employment contracts
• Holiday calculations
• Payroll advice

This broader combination can be useful for businesses that want payroll administration and related employment support through one provider.

Best Suited to Businesses Wanting Payroll and Pension Support

Payroll Specialists may be relevant to employers that need payroll administration alongside workplace pension support.

Businesses should confirm the extent of consultancy and advisory support available if they are looking for strategic payroll advice rather than processing alone.

Comparison of 10 Payroll Advisory Consultants in the UK

Provider	Key services and strengths	Best suited to
1. Apex HR LLC	Payroll Advisory integrated with outsourced HR, compliance audits, employee handbooks, reward strategy and wider workforce support. Its tailored approach connects payroll processes and provider relationships with broader HR needs.	Growing businesses seeking joined-up payroll and HR expertise from one partner.
2. CIPP Consultancy	Specialist payroll and employment tax guidance, compliance support and professional payroll expertise.	Employers needing focused payroll advice and technical guidance.
3. SD Worx	Payroll services, technology, legislative support and payroll process management.	SMEs and larger organisations with complex payroll requirements.
4. Payroll World	Payroll industry resources, consultancy-related support and payroll transformation expertise.	Businesses reviewing payroll processes and seeking specialist industry insight.
5. Wallis Payroll	Payroll-focused support and assistance with payroll processes.	Businesses needing help addressing specific payroll challenges.
6. Moorepay	Payroll software, managed payroll services and HR technology.	Employers comparing payroll systems and outsourced processing.
7. Practical Payroll	Payroll bureau services and practical payroll support.	Smaller businesses seeking assistance with routine payroll requirements.
8. Beaconpay Solutions	Payroll-related services and support with payroll arrangements.	Businesses exploring payroll service options or provider changes.
9. AGP Consulting	Payroll and accountancy-related support.	Startups, SMEs and family businesses seeking financial and payroll assistance.
10. Payroll Specialists	Payroll outsourcing and pension administration support.	Employers seeking external payroll processing and pension support.

Unlike a provider focused primarily on payroll processing or software, Apex HR LLC connects Payroll Advisory with wider HR and people-management expertise. Its support can cover payroll processes, controls and provider relationships, alongside services such as outsourced HR, HR compliance audits and compensation and reward.

This joined-up approach makes Apex HR LLC a strong option for businesses that want payroll decisions to align with their wider workforce strategy, rather than treating payroll as an isolated administrative task.

Explore Apex HR LLC’s services or contact the team to discuss tailored support for your organisation.

What Is Payroll Advisory?

Payroll advisory is professional guidance designed to help an organisation manage its payroll processes, controls, systems and responsibilities effectively.

It can sit between completely self-managed payroll and fully outsourced payroll.

For example, a business might continue to run payroll internally but bring in an adviser to review:

• Payroll procedures
• PAYE processes
• Payroll controls
• Payroll software
• Pension processes
• Payroll-provider performance
• Statutory payments
• Payroll reporting
• Payroll responsibilities
• Payroll-related risks

This can be particularly useful when a business has payroll staff or an external provider but wants an independent review of how the process operates.

HMRC explains that employers operating PAYE normally need to deduct Income Tax and National Insurance and report employee payments and deductions to HMRC. Employers running their own payroll also need to report payments and deductions on or before each payday.

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What Does a Payroll Advisory Consultant Do?

The exact scope depends on the provider, but payroll advisory can cover several areas.

Payroll Process Reviews

A consultant can review how payroll information moves through the organisation.

This may include:

• Who provides payroll information
• Who checks changes
• Who approves payroll
• How payroll is processed
• Who submits RTI
• How payroll reports are reviewed
• How corrections are handled
• How records are maintained

The objective is to identify weaknesses and establish clearer controls.

Payroll Compliance Reviews

Payroll compliance can involve PAYE, National Insurance, statutory payments, minimum wage requirements, pensions and reporting.

For example, GOV.UK states that employers must pay workers the correct National Minimum Wage and maintain records demonstrating compliance.

A payroll adviser can help identify areas requiring attention, although specialist tax or legal questions may require appropriately qualified tax professionals or employment lawyers.

Payroll Provider Reviews

Businesses using an external payroll bureau may assume that everything is being handled correctly.

However, the employer may still need to understand:

• What the provider is responsible for
• What the business remains responsible for
• How payroll data is transferred
• Who approves payroll
• How errors are corrected
• How HMRC submissions are managed
• What happens when legislation changes
• What service levels apply

A payroll adviser can help review the relationship and identify gaps in responsibilities.

Payroll System and Software Reviews

Payroll software can automate calculations and reporting, but choosing the right system requires consideration of the business’s actual requirements.

Consultants can help businesses review:

• Payroll functionality
• Reporting
• Integrations
• Employee records
• Pension functionality
• HR integration
• Data flows
• User access
• Controls
• Payroll reporting

Payroll Transformation

A business may need payroll consultancy when its current process no longer works effectively.

This can happen during:

• Rapid workforce growth
• Business acquisitions
• Payroll-provider changes
• HR-system implementation
• International expansion
• Restructuring
• Payroll team changes
• Software migration

In these circumstances, advisory support can help the organisation plan the transition before problems occur.

What Payroll Responsibilities Do UK Employers Need to Consider?

Payroll responsibilities extend beyond paying employees.

PAYE and HMRC Reporting

Employers operating PAYE normally deduct Income Tax and National Insurance through payroll.

HMRC requires employers running payroll themselves to report employee payments and deductions on or before each payday.

Businesses should therefore make sure that their payroll process has clear reporting responsibilities and deadlines.

National Minimum Wage

Employers must pay workers the correct National Minimum Wage or National Living Wage where applicable.

HMRC can check payroll records, and employers are responsible for maintaining evidence showing that workers have been paid correctly.

Workplace Pensions

Payroll is also closely connected to workplace pension duties.

The Pensions Regulator explains that employers have automatic-enrolment duties for eligible workers and ongoing responsibilities involving pension contributions, information and records.

Payroll advisory can therefore be useful when businesses are reviewing how pension calculations and payroll processes interact.

Payroll Advisory vs Payroll Outsourcing

Payroll advisory and payroll outsourcing should not be treated as identical services.

Payroll Advisory

Payroll advisory generally means bringing in specialist expertise to review, improve or advise on payroll.

The business may continue operating payroll itself.

This can be suitable when:

• The internal payroll team is capable of processing payroll
• The business needs an independent review
• Payroll controls need improvement
• The company is changing providers
• A complex payroll issue needs specialist input
• The organisation is preparing for growth

Payroll Outsourcing

Payroll outsourcing transfers agreed payroll-processing responsibilities to an external provider.

Depending on the agreement, this can include:

• Payroll calculations
• Payslips
• RTI submissions
• Payroll reports
• Starter and leaver processing
• Statutory payments
• Pension files
• Year-end processes

The distinction matters because a business asking for payroll advisory may not want to outsource its payroll.

For businesses considering a broader HR outsourcing model, see Apex HR LLC’s guide to Outsourced HR vs In-House HR: Cost & Benefits, which explains how external HR support can sit alongside internal teams.

Why Businesses Use Payroll Advisory Consultants

There are several reasons an organisation may choose payroll advisory.

To Reduce Payroll Risk

Payroll errors can affect employees, HMRC reporting, pension contributions and the organisation’s finances.

An external review can help identify weaknesses before they become larger problems.

To Improve Payroll Controls

A payroll adviser can examine who enters, checks, approves and reports payroll information.

Clear segregation of responsibilities can help reduce the risk of errors and unauthorised changes.

To Support Business Growth

A payroll process that works for 10 employees may become inefficient when the workforce reaches 50, 100 or more employees.

Growing businesses may need stronger systems, clearer responsibilities and better reporting.

To Support a Payroll Provider Change

Changing payroll providers can create data, process and implementation risks.

A consultant can help the business understand its requirements, assess providers and plan the transition.

To Deal With Complex Payroll Issues

Some payroll matters require specialist knowledge.

Examples can include:

• Salary sacrifice
• Benefits
• Statutory payments
• Termination payments
• Pension arrangements
• Minimum wage
• Payroll corrections
• International employees
• TUPE-related changes

Where tax or legal interpretation is required, businesses should ensure they obtain advice from the appropriately qualified professional.

How Much Does Payroll Advisory Cost in the UK?

There is no single standard price for payroll advisory in the UK.

Consultants may charge through:

• Hourly rates
• Daily consultancy rates
• Fixed project fees
• Monthly retainers
• System-review fees
• Payroll audit fees
• Bespoke consultancy arrangements

The cost can depend on:

• Number of employees
• Payroll frequency
• Payroll complexity
• Number of payrolls
• Number of locations
• Existing payroll system
• Payroll provider
• Project length
• Level of specialist expertise
• Whether implementation support is required

For example, Payroll World publishes a 2026/27 rate card showing consultancy and project-management services priced separately from managed payroll.

Businesses should therefore compare the actual scope of consultancy rather than simply comparing hourly or monthly prices.

What Should You Ask a Payroll Advisory Consultant?

Before hiring a consultant, ask:

• What payroll areas do you specialise in?
• Do you provide payroll audits?
• Can you review our existing payroll provider?
• Can you review payroll controls?
• Can you support a payroll-system implementation?
• Can you help us change payroll providers?
• Do you advise on PAYE and RTI processes?
• Can you review pension and auto-enrolment processes?
• Do you provide support with payroll software?
• Do you provide payroll processing as well as advisory?
• Will we have a named consultant?
• What are your response times?
• Do you charge hourly, daily or by project?
• What happens if the project scope changes?
• Can you support us as our workforce grows?
• Do you work alongside our existing HR and finance teams?
• What information will you need from us?
• How will employee payroll information be protected?

These questions can help businesses distinguish between a provider that primarily processes payroll and a consultant that provides genuine advisory support.

How to Choose the Right Payroll Advisory Consultant

The best payroll consultant is not necessarily the largest provider.

The right choice depends on the business’s requirements.

1. Define the Problem First

Before approaching consultants, identify why you need support.

For example:

• Payroll errors are increasing
• The payroll provider is underperforming
• Payroll controls are unclear
• The business is changing software
• The workforce is growing
• Payroll responsibilities are split between HR and finance
• A compliance review is required
• The business wants to outsource payroll

A clear problem statement makes it easier to compare proposals.

2. Decide Whether You Need Advisory or Outsourcing

If the business wants to retain payroll internally, advisory may be more appropriate.

If the business wants another organisation to run payroll, outsourcing may be the better model.

Some providers offer both.

3. Check Specialist Experience

Ask whether the consultant has experience with businesses of a similar size and complexity.

A payroll arrangement for a small office may be very different from one involving:

• Multiple payroll frequencies
• Shift workers
• Variable pay
• Multiple legal entities
• International employees
• Complex benefits
• Large workforces

4. Review the Scope

Make sure the proposal clearly states what is included.

For example, does the consultant only identify problems, or will they also help implement the recommendations?

5. Check Data Protection

Payroll information can include employee names, salaries, bank details, tax information, pension information and other personal data.

Businesses should understand how payroll information will be accessed, stored and protected.

6. Consider Long-Term Scalability

The right consultant should be able to support the business as its payroll requirements change.

A provider that is appropriate today may not be suitable after a major workforce expansion, acquisition or international growth.

How Apex HR LLC Can Support Your Business With Payroll Advisory

Payroll works best when responsibilities, controls and processes are clear.

Apex HR LLC provides Payroll Advisory as part of its wider outsourced HR offering, helping businesses review payroll processes, controls and relationships with payroll providers.

This can be particularly useful for businesses that do not want to outsource payroll processing completely but need experienced external support to improve how payroll operates.

Apex HR’s wider HR service offering also includes outsourced HR, compensation and reward, employment relations, HR technology and people analytics, allowing payroll-related issues to be considered alongside the broader employee lifecycle.

If your business is reviewing its payroll process, changing providers, experiencing payroll-related problems or trying to establish clearer controls, explore Apex HR LLC’s Payroll Advisory and outsourced HR services.

If you are unsure what type of payroll or HR support your organisation needs, contact Apex HR LLC to discuss your requirements with an adviser. Apex HR supports UK employers and can structure support around ongoing, project-based or fractional requirements.

Choosing the Right Payroll Advisory Consultant

The 10 providers covered in this guide demonstrate that payroll advisory can take several forms.

Some consultants focus heavily on payroll compliance and audits. Others combine consultancy with payroll outsourcing, software, pension administration, accountancy or wider HR support.

Businesses should therefore compare:

• Payroll expertise
• Advisory scope
• Compliance support
• Process-review capability
• Technology expertise
• Payroll-provider support
• Pension knowledge
• Implementation support
• Pricing structure
• Data protection
• Adviser access
• Scalability

For organisations that want payroll advice alongside wider HR expertise, Apex HR LLC offers a connected approach through Payroll Advisory and its broader outsourced HR services.

The most appropriate provider is ultimately the one whose expertise, service model and level of involvement match the organisation’s actual payroll requirements.

Contact Apex HR LLC

Phone: +447762272692
Email: Hello@apexhrllc.co.uk
Address: London, United Kingdom
Website: Apex HR LLC

FAQs About Top 10 Payroll Advisory Consultants in the UK for Businesses to Compare

1. What is a payroll advisory consultant?

A payroll advisory consultant provides specialist guidance on payroll processes, controls, compliance, systems, providers and payroll-related issues.

Unlike a payroll bureau, a consultant may advise and review the process without taking responsibility for running every payroll.

2. What does payroll advisory include?

Depending on the provider, payroll advisory can include payroll process reviews, compliance checks, payroll controls, provider reviews, system advice, payroll transformation, pension-related support and assistance with complex payroll issues.

The exact scope depends on the engagement.

3. Is payroll advisory the same as payroll outsourcing?

No.

Payroll advisory provides professional guidance and support, while payroll outsourcing generally involves transferring agreed payroll-processing responsibilities to an external provider.

A business can use payroll advisory while continuing to run payroll internally.

4. How much does payroll consultancy cost in the UK?

There is no standard UK price.

Consultants may charge hourly rates, daily rates, fixed project fees or monthly retainers. Costs depend on the number of employees, complexity, project scope and level of specialist support required.

Businesses should request a detailed proposal before comparing prices.

5. Can payroll consultants help with HMRC compliance?

Many payroll consultants provide support with payroll compliance, PAYE, RTI and related processes.

However, businesses should confirm the exact scope of advice and whether specialist tax or legal advice is included.

6. Can a payroll adviser review our existing payroll provider?

Yes. Some payroll consultants offer provider reviews and process assessments.

The consultant can help examine responsibilities, service levels, payroll controls, reporting, communication and areas where the existing arrangement may need improvement.

7. Can payroll consultants help with payroll software?

Many payroll consultants provide advice relating to payroll systems, technology and implementation.

The scope can range from reviewing the current system to helping an organisation select, implement or transition to a new platform.

8. Do payroll consultants support workplace pensions?

Some do.

Payroll and workplace pensions are closely connected because pension contributions can be calculated and processed through payroll. Employers should confirm whether pension administration and automatic-enrolment support are included in the consultancy agreement.

The Pensions Regulator provides detailed guidance on employers’ automatic-enrolment responsibilities.

9. When should a business hire a payroll advisory consultant?

A business may benefit from payroll advisory when it is experiencing repeated payroll problems, reviewing its payroll provider, implementing new software, growing rapidly, restructuring its payroll function or preparing for a compliance review.

Advisory support can also be useful when a business wants an independent assessment of its existing payroll arrangements.