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How we can help
Backed by some of the most knowledgeable HR and legal experts in the industry
The MazaPay team are fully equipped to handle the complexities of compliant UK expansion – so you can focus on the opportunities ahead.
Allow us to enhance your business function, including:
• Payroll
• Employment contracts
• Employment benefits
• Employee expenses
• Severence and termination
Working alongside Mazapay you will also gain exclusive access to the UKs most proficient pool of workers. Allowing you to take your business to new heights.
PEO faqs
PEO firms provide comprehensive HR solutions to businesses. This includes payroll processing, employee benefits administration, and other HR related functions. PEOs often enter into a Co-employment relationship with client companies, sharing employee responsibilities and helping them to focus in their core business activities
Utilising a PEO offers several advantages to business. Firstly, it allows companies to streamline their HR functions, including payroll, benefits administration and compliance management. This enables them to focus on their core operations. Through leverage of expertise and economies of scale PEOs can provide cost effective employee benefits and the Co-employment model with a PEO can help to mitigate risks and enhance regulatory compliance. Overall using a PEO can increase efficiency, alleviate administrative burdens and improve compliance for your business.
A non compete clause is a contractual agreement where an employee agrees not to work for a competitor or start a competing business for a specified period after leaving their current employer. PEOs can assist with non compete clauses by providing guidance on drafting such agreements to ensure the legality and enforceability.
Getting Started
Professional Employment Organisation details
Hiring in the uk has much complexity and thus you must be proficient yourself in the following details if you are to tackle this alone:
Employment classification
Certain nuances are to be understood as to whether the subject is an employee, worker or independent contractor
Benefits packages
Covering all sorts of insurances from life, travel, dental to pension management. It is critical to understand when and when not to offer these services
Stock option planning
Managing employer taxes on stock option gains in the UK requires foresight and planning
Non compete clauses
Non compete clauses must be effectively tailored to protect a companies interest without overstepping legal boundaries
Severance and termination
There are statutory requirements as well as industry norms pertaining to Severance and termination. In order to be equitable you must be understanding of both of these
Learn More
We are professional employment organisation experts
Employment classification
Did you know employers have to deduct Personal Income Tax and a National Insurance contribution from employment earnings via the PAYE system
Holidays in the UK
Did you know in 2023 there will be 9 public holidays? And that all full time employees in the UK are legally entitled to a minimum of 28 days of holiday entitlement? This can, however, embody the 9 public holidays.
Employee benefits
NIC contributions are statutory but roughly 75% of employers offer supplementary insurance benefits such as life, dental and travel insurance.
Notice periods
Did you know that the length of service is used to calculate the statutory notice period?
UK employment contracts
Legal requirements ensure employment contracts specifically highlight the terms of the employee’s duties, details of any probationary period, compensation and pay dates, hours of work, benefits, grievance and disciplinary procedures, and termination requirements. This is the basics but did you know that most employment contracts are more complex including provisons for confidential information and intellectual property?
FAQ
Employers are responsible for the remittance of all deductions to HM Revenue & Customs (HMRC). Employees must be provided with a payslip and an FPS report must be sent to HMRC on or before payday each month.
Unlike many countries that use align the calendar year with the financial year, in the UK, the tax year runs from 6th April – 5th April.
Employees may require compassionate leave following the death of a dependent or close relative or for emergency situations.
Employees are legally entitled to the leave; however, it is at the employer’s discretion how much time is given and whether this is paid or unpaid.
Shared parental leave (SPL) in the UK is a scheme that allows eligible parents to share up to 50 weeks of leave and up to 37 weeks of pay after the birth or adoption of their child.
Sick employees in the UK are entitled to statutory sick pay (SSP) for up to 28 weeks. This is paid by the employer to all eligible employees.
The rate of SSP is currently £109. 40 per week. The first three days are classed as ‘waiting days’ and are unpaid.
All employers in the UK are required to automatically enrol eligible workers into a pension scheme, commonly known as auto-enrolment.
Employers must pay minimum pension contributions of 3% of qualifying earnings.
Once an employee has been auto-enrolled into the workplace pension scheme they will begin paying monthly contributions unless they choose to ‘opt-out’.
Employee contributions must reach a combined total of 8% minimum, combined with the employer contribution.
(I.e. If the employer contributes only the 3% minimum, the employee contribution will be 5%).
An employee must contact their pension provider independently should they wish to opt-out.
Employers are obliged to re-enrol all eligible employees every three years.
By law there is a maximum of 48 hours per week which an employee can be expected to work, averaging over 17 weeks.
Interested to learn how we can make your operations more efficient?
Speak to a member of our team now
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