Find your fit
Who it is for
A UK company that wants payroll preparation handled by specialists can use the managed workflow while keeping a final employer approval step. Ask who enters late changes, who checks exceptions and what deadline applies to approval.
An HR and finance team that already manages leave in Payfit can have approved leave reflected in payroll. Employee records and onboarding checklists may reduce duplicate administration, but the intended HR scope should be confirmed in the quoted plan.
A team that prefers to run payroll itself should compare Payfit’s self-managed option with its dedicated expert service. The public site describes both, while the level of help affects the quote.
The work it supports
Core capabilities
Payroll preparation and approval. For the managed service, Payfit says UK experts collect and check payroll inputs, prepare the run and leave the employer to review and approve it before payday. Confirm the exact handoff and cut-off times in a demo.
Changing pay inputs. Bonuses, commissions, deductions and overtime can be entered as payroll variables, with the resulting payslip change shown in the system. Review a late adjustment in a demonstration to understand the approval trail.
Variance review. The payroll dashboard compares the current month with the prior month and gives reasons for changes. It can help a reviewer focus on exceptions, but the employer still needs its own approval controls.
HMRC reporting. Payfit advertises automated RTI submissions for FPS and EPS. Check what confirmation or rejection status an administrator sees and who resolves filing exceptions.
Payslips. The service generates and sends employee payslips as the payroll runs, with a personal workspace where staff can later access and download them. Check the timing, access permissions and handling of corrections.
Payment handoff. Payfit describes payment via Telleroo or a BACS file prepared for upload to a bank. Confirm the banking steps and authorization path; creating a BACS file is distinct from sending money.
Connected HR. Approved leave can flow into payroll; employee profiles hold contracts and documents, and onboarding checklists assign tasks. Decide whether those HR functions are in the purchased scope before migrating records.
Understand the offer
Pricing and getting started
Payfit describes plans from self-managed payroll through a fully dedicated expert team. Cost varies with business size and the level of support; its FAQ says billing is a monthly subscription per employee. Ask for a current quote covering the expected employee count and service model.
The vendor says onboarding, support, starters, leavers, last-minute bonuses and corrections do not add separate fees. Treat that as a vendor statement and confirm it in the proposed contract, including which third-party charges, if any, fall outside the subscription.
Look a little closer
Before you choose
The largest buying distinction is service level. The managed pages describe a dedicated UK team, while the FAQ also offers self-managed payroll. Get the responsibilities for data collection, checks, HMRC submissions, error correction and approval in writing for the selected plan.
Walk through a full sample pay run: enter a bonus and approved leave, inspect the variance view, approve the run, then inspect the payslip and RTI status. This tests the handoffs that matter more than a feature list.
For payday funding, ask whether Telleroo is available to your organization or whether your bank will accept the generated BACS file. Verify approvals and any external charges before relying on the payment route.
This profile is scoped to the UK offering described on Payfit’s public pages. No real payroll account, employee record, HMRC submission, bank payment or invoice was operated or inspected.
4 distinct sources behind this profile. Research observed Oct 18, 2026. Features and offers can change.
View sources and research →
