RCS HR Consultancy are registered with CIPP – Chartered Institute for Payroll Processing and can offer professional advice and guidance on “payrolled benefits in kind” and advise you what benefits need to be submitted on a P11d.  We can provide advice on salary sacrifice schemes that benefit the employee and employer. RCS can advise you what benefits for “ex pat” employees are considered “benefits in kind” and what benefits are not subject to taxation.

Is your payroll checked for errors?

Is there a clear audit trail?

Do you know when to pay statutory maternity, paternity, and sickness?

Do you know what you can claim back from HMRC?

Do you know how to calculate statutory payments?

If the answer to any of these questions is No, then please given us a call and we can guide you through the complexities

Pension Defined Benefit and Defined Contribution Scheme

RCS HR Consultancy have 12+ years’ experience managing a complex defined benefits pension scheme on behalf of a client, and because of the historic legal history it resulted in a High Court case attended by an RCS Consultant on behalf of the client supported by an external independent  legal team. As part of the on-going review of costs RCS suggested changing the professional Trustees and again, the RCS HR Consultant at the time, was an integral part of this project resulting in substantial cost savings for the company.

Winning the legal High Court Appeal Case resulted in a substantial reduction to the deficit of the scheme and great cost saving to the company

The Defined Contribution scheme and auto-enrolment was set up and managed by RCS HR Consultancy on behalf of the client for many years. 

RCS HR Consultancy have been instrumental in carrying out two major projects on the Defined Benefits Schemes by “closing the schemes and managing a “buy out”


Pension Auto-Enrolment

All employers must provide a workplace pension scheme which is called “auto-enrolment.  If  you have one employee and they are classed as a “worker” and aged between 22 and state pension age and earn at least £10,000 a year then you will need to set up a pension scheme

The current legal contribution is employer 3% and employee 5% but could be more if the employee or employer wishes to pay more.  The pension contribution is calculated on your total pay, so salary, bonus, commission, any statutory benefits. The employee can “opt” out during the first month they are enrolled and will receive their employee contribution back. The employer can agree to deduct the pension contribution as a salary sacrifice and this will benefit the employee and the employer as the percentage of money you pay into the scheme will not attract tax and NI for the employer or employee.

Let us help you get started

We have many years’ experience of resolving complex challenges facing the business today and tomorrow.
Let us take care of your HR issues whilst you manage the rest of your business – call us today for a free consultation.