PIXIE PAYROLL Blog

National Apprenticeship Week 2026: 9 – 15 February 2026

In February, the spotlight firmly shines on apprenticeships and the positive impact they make to individuals, businesses and the wider economy. This week long celebration brings together businesses and apprentices across the country.

National Apprenticeship Week is one of those moments in the year that quietly reminds us how powerful learning on the job can be – especially in a field like payroll, where precision, people skills and real world experience matter just as much as theory.

National Apprenticeship Week shines a light on the value of practical learning and payroll is a perfect example of a profession where apprenticeships truly make a difference. Payroll isn’t just about numbers; it’s about understanding people, legislation, deadlines and the core of every organisation – paying employees accurately and on time. That blend of technical skill and human impact makes it an ideal environment for apprentices to thrive.

Payroll apprenticeships offer something that textbooks alone can’t deliver: real‑world exposure. Apprentices get hands‑on experience with payroll systems, compliance rules and the day‑to‑day challenges that shape the role. They learn how to navigate legislation, support colleagues and build confidence in a fast‑moving environment.

The skills that can be learnt and refined include:

• Developing workplace confidence
• Building technical payroll expertise
• Gaining exposure to legislation and compliance
• Learning how payroll impacts the wider business

These experiences create payroll professionals who are not only technically capable but also adaptable, resilient and ready to grow.

Apprentices in payroll quickly discover that the role is far more dynamic than many expect. You’re solving problems, supporting employees, interpreting legislation and working with HR, finance and leadership teams. It’s a career that rewards curiosity and continuous learning.

For employers, apprenticeships are a powerful way to build a skilled, loyal workforce. Apprentices bring fresh perspectives, enthusiasm and a willingness to learn. In return, they gain a career foundation that can lead to roles such as Payroll Officer, Payroll Analyst, Payroll Manager or even specialist positions in systems and compliance.

If you’re considering a payroll apprenticeship or thinking about offering one, this week is the perfect reminder of how transformative they can be. There some great resources for Payroll careers to be found here: Payroll Career Resources for UK Professionals | CIPP or if you’d like some friendly advice about how I started Pixie Payroll and continue to love my profession, you can drop me an email at info@pixiepayroll.co.uk

For many employers, the next big workplace pension milestone is approaching fast: re-enrolment. Every three years, employers must re-enrol eligible staff back into their workplace pension scheme. It’s a legal duty and one The Pensions Regulator (TPR) takes seriously.

But here’s the problem:
Many employers are missing important re-enrolment notices simply because their contact details are out of date.

And unfortunately, “I didn’t see the letter” isn’t a defence.

What is re-enrolment and why does it matter?

Re-enrolment is part of the UK’s automatic enrolment rules. Every three years, employers must:

• Re-enrol eligible employees who have previously opted out or ceased membership
• Put them back into a qualifying workplace pension scheme
• Restart pension contributions
• Re-declare compliance to The Pensions Regulator (TPR)

TPR will contact you in advance to remind you of your duties but only if they can reach you.

The Pensions Regulator sends statutory notices, reminders and deadlines to the contact details it holds on record. If your business has:

• Changed address
• Changed payroll provider
• Changed accountant or adviser
• Changed email addresses
• Changed company officers or directors

And missing those communications can lead to:

• Missed re-enrolment dates
• Late re-declaration of compliance
• Compliance notices
• Financial penalties

All for something that’s easily preventable.

Whose responsibility is it? It is the employer’s legal duty to keep their details up to date with The Pensions Regulator.

Even if you outsource pension administration, the responsibility still sits with you as the employer.

Employers should ensure all of the following are accurate at all times:

• Primary contact details
• Secondary contacts
• Business address
• PAYE information

It’s a simple check that could save you time and money

The good news? This is one of the simplest compliance checks you can do.

Ask yourself:

• Have our business or contact details changed in the last three years?
• Is the email address registered with TPR still monitored?
• Would the right person see an official pension notice today?

If you’re not 100% confident, it’s time to log in and check.

In a world of increasing regulation, pension compliance isn’t something you want to leave to chance. Workplace pensions don’t have to be complicated, but they do require attention. Keeping your details updated with The Pensions Regulator is a small task that can prevent big problems. Take five minutes today to check your details.

The Chancellor’s Autumn Budget 2025 has landed and with it comes a range of changes, that will directly affect payroll, HR and finance teams across the UK. Here at Pixie Payroll, we’ve broken down the key announcements and explained what they mean for your business and employees.

Key Payroll-Related Announcements

The minimum wage, real living wage and apprenticeship wage are increasing. National insurance and income tax thresholds are frozen, the state pension rate is increasing and Cash ISA limit is reduced.

• Minimum Wage Increases (April 2026)
  • Over 21s: rising to £12.71 per hour (up 50p)
  • Ages 18–20: increasing to £10.85 per hour (up 85p)
  • Under 18s and apprentices: moving to £8 per hour (up 45p)
• Real Living Wage Increase (May 2026)
• Employers paying the Real Living Wage will need to increase pay to £13.45 per hour for employees outside London (an 85p rise)
• National Insurance and Income Tax Thresholds Frozen
  • Thresholds will remain unchanged until April 2031, meaning more employees could drift into higher tax bands as wages rise.
• Dividend Tax Increase
  • SME owners and directors will see dividend tax rates rise by 2 percentage pointsfrom next year. From April 2027, the property basic rate will be 22 per cent and the property higher rate will be 42 per cent.
• State Pension and Benefits
  • The State Pension will rise by 4.8% in April 2026.
  • Salary Sacrifice – A £2,000-a-year cap on the amount that can be put into pensions will be in place from April 2029. More can be put in, but it will be taxed.
  • The two-child benefit cap has been scrapped, which may affect payroll teams managing salary sacrifice childcare schemes.
  • Some benefits, such as personal independence payment, attendance allowance and disability living allowance, as well as carer’s allowance will rise by 3.8% in April.
• Cash ISA Limit Cut
  • A restriction on the amount of tax free savings will be reduced from £20,000 to £12,000, with a push on encouraging more investment in shares rather than cash savings.

How this could impact employers

• Budgeting for wage rises: Payroll teams should prepare for higher wage costs from April 2026.
• Tax Planning: Frozen thresholds mean employees may face “fiscal drag,” where pay rises push them into higher tax brackets. Clear communication will help staff understand why their take-home pay may feel different.
• SME Considerations: Dividend tax rises could impact directors who rely on dividends for income. Payroll and finance teams should factor this into remuneration planning.
• Employee Support: With pensions and benefits changing, payroll teams can play a vital role in guiding employees through adjustments, offering resources or signposting financial wellbeing support.

And in Cornish budget related news, this ones an exciting one: The autumn budget announced £30-million of new funding for Cornwall to invest in its critical minerals, renewable energy and marine innovation. The fund divulged to Cornwall Council and to replace the Shared Prosperity Fund, will be able to invest in growth-driving interventions to support the county’s local infrastructure, research and development and supply chain development.

Alongside these Payroll related updates, there are other changes including a freeze on rail fare increase and a road tax on EV vehicles. The autumn budget 2025 brings both challenges and opportunities.

Here’s some handy tips to help you prepare for the changes ahead of April 2026:

• Update Payroll systems early: Ensure your software is ready for the April 2026 minimum/real living wage changes.
• Communicate clearly: Share updates with employees in advance – especially around tax thresholds and wage increases.
• Review contracts and budgets: Factor in wage rises when planning staffing costs for the next financial year.

Feeling overwhelmed by them all? We’re here to help, contact us at Pixie Payroll if you have any queries on these changes or need any Payroll assisted services.

As 2025 winds down and the mince pies start appearing, HR and payroll leaders are gearing up for something a little less festive but absolutely vital: budgeting for 2026. But don’t worry—this isn’t just about crunching numbers. It’s about crafting a smart, flexible plan that helps your business thrive in the year ahead.

The Big Picture: Economy, Regulations and Reality Checks

The UK’s economic growth is predicted to be a modest 0.9% next year, now is the time for scenario planning, not guesswork. Think chess, not checkers.

Watch this space for further news beyond the autumn budget next month. 

Salaries: Steady as She Goes (But Still Growing)

Salary increases are calming down a bit—Payscale says average base pay bumps will hover around 3.5%, and Mercer’s got merit increases pegged at 3.3%.

So while the pay curve is flattening, payroll teams still need to budget for growth, surprise raises, and cost-of-living tweaks. Flexibility is your friend here.

Rethinking the Workforce: It’s Not Just About Headcount

With minimum wage hikes, pension reform, and tax changes looming, the cost per employee is going up.

So instead of asking “How many people?”, ask “What kind of people?” Focus on essential roles, retention strategies, and a smart mix of full-time, freelance, and outsourced talent.

Tech Time: From Expense to Advantage

Smart teams are setting aside 10–15% of their budget for digital transformation. Why? Because tech doesn’t just save time – it boosts accuracy, agility, and governance. It’s like giving your payroll team a superpower cape.

Flexibility Is the New Forecast

The best budgets for 2026 will be adaptable. That means building multiple models (conservative, moderate, growth-focused), factoring in tax changes and inflation and keeping a contingency fund (5–7% of your budget) for curveballs.

And don’t go it alone – bring HR, finance and ops together to build a budget that’s collaborative, strategic, and measurable.

Grab that coffee, rally your team and start building a budget that’s ready for anything 2026 throws your way. If you have any payroll queries, just drop me an email – info@pixiepayroll.co.uk