PIXIE PAYROLL Blog

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

Did you know National Payroll Week was launched by the Chartered Institute of Payroll Professionals (CIPP) back in 1998? It’s all about recognising the unsung heroes who keep the UK paid, compliant and running smoothly.

As the week wraps up, I thought it’d be a great time to share how I can make payroll one less thing for you to worry about.

What I offer
Whether you’re a small business, a growing team or just hiring your first employee, I provide a friendly, efficient service that takes care of:

• Payroll processing for each pay period
• Auto-enrolment calculations and pension submissions
• Timely reporting to HMRC and your pension provider
• No setup fees and low ongoing costs—outsourcing might be more affordable than you think!

Based in Cornwall, I’ve worked with plenty of local businesses but thanks to remote working, I can support you wherever you’re based.

Here’s how I help simplify payroll:

• Add or remove employees (P45s)
• Process payroll on your schedule
• Optional automated payments via BrightPay & Modulr
• Submit real-time info to HMRC
• Create and send payslips
• Generate year-end P60s

Just hiring your first employee?
I can set up your payroll scheme quickly and manage it from day one.

Quick tip:
Auto-enrolment isn’t optional—it’s a legal requirement and missing it can lead to hefty fines. I’ll help you stay compliant by:

• Assessing employees under auto-enrolment rules
• Preparing letters and documents for staff
• Advising on what’s needed to stay on track
• Submitting pension statements alongside payroll
• Keeping everything aligned with regulations

Want to have a chat and find out if I can help your business? Drop us a message (insert details) for a no obligation meeting.

The UK’s state pension plays a vital role in supporting millions of retirees but its rising costs have been sparking debate recently. Let’s break down what the state pension is, how much it’s worth, and why the “triple lock” guarantee is under scrutiny.

What Is the State Pension?

The state pension is a regular payment from the UK government to individuals who have reached state pension age and have made enough National Insurance (NI) contributions throughout their working lives.

As of April 2025, the weekly rates are:

• £230.25 for the full new flat-rate pension (for those retiring after April 2016)
  That’s an annual increase of £472
• £176.45 for the full old basic state pension (for those retiring before April 2016)
  That’s an annual increase of £363

To receive the full amount, you usually need 35 years of qualifying NI contributions. If you have gaps perhaps due to time abroad or care giving you can make voluntary payments but only for up to six previous years (as of April 6).

What Is the ‘Triple Lock’?

The triple lock was introduced in 2010 to ensure pensions keep pace with the cost of living. Under this system, the state pension rises every April by whichever is the highest of:

• Inflation (based on Consumer Prices Index from the previous September)
• Average UK wage growth (from May to June of the prior year)
• A flat 2.5% increase

In April 2025, this meant a 4.1% pension rise.

Is the Triple Lock Sustainable?

• The annual cost is expected to reach £15.5bn by 2030
• The overall state pension spend is around £138bn—about half of total government benefit expenditures

As a result, think tanks like the Institute for Fiscal Studies have proposed scrapping the triple lock as part of broader pension reforms.

Who Can Get the State Pension?

Currently, over 12 million people receive state pension payments. Age eligibility depends on birth year:
6 Oct 1954 – 5 Apr 1960 – 66 | On/after 5 Apr 1960 – gradual rise to 67 | On/after 5 Apr 1977 – expected rise to 68 by 2046, possibly 71 by 2050.

What Is Pension Credit?

Pension credit is an income top-up for retirees with lower earnings. It also rose by 4.1% in April 2025:

– £227.10/week if you’re single

– £346.60/week if you’re a couple

Even if your income is higher, you might still qualify – especially if you have a disability or are a carer. Pension credit may unlock access to:

• Housing benefit
• Council tax reduction
• Help with heating costs
• Warm Home Discount Scheme

Understanding tax codes is essential for ensuring a payroll scheme runs smoothly and employees are taxed correctly. Tax codes determine how much Income Tax is deducted from each employee’s pay through PAYE (Pay As You Earn). While HMRC issues tax codes, it is the employer’s responsibility to apply them accurately — and to spot potential issues when they arise.

What Is a tax code?

A tax code tells the employer how much tax-free income an employee is entitled to in a tax year. The most common tax code is 1257L, which means the employee is entitled to the standard Personal Allowance of £12,570 (as of the 2025/26 tax year). The numbers indicate how much tax-free income is allowed, while the letters signal specific instructions from HMRC.

Common tax code suffixes include:

• L – Standard Personal Allowance.
• BR – Basic Rate (20%) applied to all earnings; no Personal Allowance.
• D0/D1 – Earnings taxed at higher or additional rates (40% or 45%).
• K – Employee has taxable benefits or unpaid tax that reduces their allowance.

Employers receive an employee’s tax code either through a P45, a starter checklist, or directly from HMRC via a tax code notice.

Why Tax Codes matter for employers

Accurate application of tax codes is critical — not only to ensure the right amount of tax is paid but also to avoid penalties. If you use the wrong tax code, your employee could overpay or underpay tax, leading to potential complaints and corrective action later on.

Employers must also update tax codes when notified by HMRC. Notices can come at the start of the tax year, when an employee’s circumstances change (e.g., new benefits, change in employment), or following a tax review.

Employees with two jobs: how it affects tax codes

If an employee has more than one job — or another source of PAYE income such as a pension — it’s likely their Personal Allowance will only apply to one job. This is typically their main or higher-earning job. Their second income source may receive a BR, D0, or D1 tax code, meaning all income from that employment is taxed at the relevant rate, with no tax-free allowance applied.

Alternatively, their tax code might be split across their jobs or their job and pension so they are taxed on both.

Employers must apply the code HMRC assigns, even if it results in higher deductions. If an employee questions a tax code applied to their second job, they should be directed to HMRC as only HMRC can amend or reallocate allowances between jobs.

Staying Compliant

Here are some practical steps employers should take:

• Always apply the tax code provided by HMRC.
• Use the starter checklist if a new employee doesn’t have a P45.
• Encourage employees to check their personal tax account if they raise tax code queries.
• Keep records of all PAYE submissions and correspondence with HMRC.

Final Thoughts

Tax codes can seem small, but they have a big impact on an employees’ take-home pay and the employer’s compliance. Understanding how they work — especially when dealing with multiple jobs or mid-year changes — helps an employer stay on top of payroll, avoid errors, and maintain trust with the workforce. When in doubt, always refer back to HMRC guidance or speak to us.