Pay runs, personnel documents, the employee register and dealings with the authorities — taken over in full, with fixed deadlines and one responsible person you know by name.
Ask for an estimate →The end of the month looks the same every time: data arriving late, last-minute corrections, employee questions left unanswered. Internal HR does administration instead of working with people, and the process is written down nowhere.
A fixed monthly calendar, with the deadlines set in the contract rather than case by case.
Employees get answers about pay, leave and documents through the agreed channel, within the timeframes set in the contract.
The data stays yours. You have access to every document and, if you want to bring it back in house later, we hand over the full archive and the procedures.
A full handover usually takes one pay run in parallel, so we can confirm the figures before we run the process on our own.
We check what exists: contracts, addenda, files, payroll history, the settings in the current software. We tell you what is missing before we take over.
We set the monthly calendar, the communication channel and the responsible person. We migrate the data and configure the pay run to your structure.
We run one pay run in parallel with the current one and compare the results line by line. Differences are explained in writing.
Time records, calculation, payslips, filings, the employee register, certificates, employee questions. All with fixed dates and a confirmation at the end of the cycle.
Each month you receive a personnel cost report, and each quarter a review of the legislative changes that have appeared.
The same sequence every month, with the dates fixed in the contract at the start of the collaboration.
You send the month's data, we run payroll, check what does not add up and report the closed month.
STEP 1
Time records and the changes for the month, by the date set in the contract.
STEP 2
The pay run, internal checks and a list of open questions, if any come up.
STEP 3
Payslips, the payment summary and answers to employee questions.
STEP 4
Filings, the employee register and the personnel cost report for the month just closed.
Payroll depends on one person in the company and you have no backup plan.
You have grown past 30 employees and the administrative side has become a full job.
You want your internal HR to work on people, not on paperwork.
You have had errors or delays with filings and you want a controlled process.
If the processes are still on paper, it makes sense to talk first about digitalising them: we outsource a clear workflow, not a disorderly one.
We have written separately about how we would approach a situation where payroll depends on one person. See the example of how we work