Keep pension, insurance, gratuity and bonus records ready for your consultant.
Benefits & Compliance keeps the statutory side of employment in one place: who is covered by each mandatory scheme, from which date, at what wage, and what was deducted each month. Gratuity eligibility, bonus workings and the group insurance list sit alongside. Your consultant files the returns, working from figures that agree with the payslips.
Every small employer carries the same running list: who crossed a wage limit this month, whose scheme number is still not linked, and which worker completes five years in August. It usually lives with one person and moves with her.
Held as records, these become dates and lists instead of worries. Coverage, deduction and eligibility are visible before the due date and not after it.
What your team uses today.
The module takes over these, one at a time, so nothing has to stop while it is set up.
- A consultant’s private checklist
- A folder of nomination forms
- A calendar entry for statutory dates
- A hand-built insurance list
The problems this is meant to ease.
What benefits & compliance does.
What this looks like in a working week.
Illustrative scenarios, written to show the shape of the work. They are not accounts of client systems.
The people who open this every day.
From first conversation to daily use.
Listing what applies to you
We sit with HR and your consultant and list the schemes your firm follows. You supply recent statements. A brief note of coverage rules comes back.
Employee data check
Wages, joining dates and scheme numbers are pulled from your records. You review a list of gaps and fill them in. Missing numbers show up early.
A trial month
A past month’s contributions are recalculated on a trial screen. Accounts and the consultant compare the result with what was filed. Gaps are noted.
Reminders and roles
Due dates and the recipients of reminders are set. You approve the calendar. You also decide who may see wage details.
Live use
HR and accounts are trained on the screens. Your consultant gets the live statement to confirm it suits their filing. Adjustments follow if needed.
How you would know it is working.
Record where you stand before it goes live, so the change is measured against your own figures.
- Employees without a recorded scheme number
- Differences between the contribution statement and payroll deductions
- Statutory due dates reminded and cleared on time
- Insurance list entries that do not match current staff
- Consultant queries that need figures re-sent
It is one part of a system, not an island.
A module earns its place by what it passes to the next one. These are the connections we set up most often.
- Payroll management
- Employee database
- HR document management
- Accounting software
- Exit and offboarding
Products that include it.
How we would put it in.
Questions owners ask about benefits & compliance.
Will this make us compliant with benefit and contribution rules?
No, and treat that promise carefully wherever you see it. Software calculates at the rates you set, keeps the records straight and reminds you of dates. Interpretation, filing and any dispute remain between you and your consultant.
Can it file returns on the government portal?
Not directly. It prepares the monthly figures and the file layouts your consultant uploads. Portals change without notice, so anything that claims to file for you is one portal update away from breaking.
We are below the threshold for these schemes. Do we need this?
Not yet. A small team outside the statutory net can manage with a spreadsheet and a good consultant. It starts to matter as you approach the limits, because the month you cross one, the paperwork begins.
Who can see this information?
Only the people you name, usually HR and the accounts assistant. Nomination papers and insurance details are personal. Access is set when the system goes in, and hosting is run by our own engineers.
Which parts of this module affect the price?
Schemes followed and workforce size set the scope, and links to payroll and accounting add work. Once your consultant’s needs are read, the quotation is itemised line by line. Any part may be left out.
What governs the timeline for set-up?
Completeness of employee records carries weight. Coverage, monthly statements and reminders make up the first usable release. You provide wage and scheme details. Dates are set in the proposal.
Businesses that ask for this.
Modules that work with it.
Tell us how you handle benefits & compliance today.
A spreadsheet, a register or another system: say which, and we will tell you plainly what is worth changing.
What happens after you share your requirements
- A senior engineer reads your answers. Nobody phones first.
- Within one business day you get a written note: what we understood, what we would start with, and the questions we still have.
- If it fits, a proposal follows with the order of work, what we need from you and what you receive at each step.
- No call is booked and nothing is paid until you have read the note. Your details stay with us.
Start with your requirements
Seven short steps that tell us what you need. A senior engineer reads them before anyone gets in touch.
Share your requirements