The workplace pension technology partner for Accountants and Payroll professionals.
This allows you to focus on payroll and related taxes, while providing your clients with the benefits of Husky’s technology to have the most suitable workplace pension, ensure compliance and save money with Salary Exchange.
We complement your existing service and operations rather than compete in any manner.
"Husky's workplace pension and salary exchange services compliment perfectly our payroll bureau services."
— Adam Flight, Director of Payroll at Moore Kingston Smith
Click on the models below to read more details about both of our business models.
Model 1: SaaS payment model
With this model, clients pay for Husky’s SaaS services every month.
- Hassle-free auto-enrolment and pension setup
- Access preferential rates from top providers, your clients can save up to 80% on pension fees
- Ensure compliance to meet all requirements and promptly address any issues that arise
- An automated, app-based Salary Exchange process, saving your clients both time and money
- New revenue share opportunities. You can also earn a upfront commission when Husky resolves any existing compliance issues
Model 2: The tax savings cover Husky's costs
With this model Husky’s fees are 20% higher because Husky is taking the risk of waiting for the savings to pay. The tax savings cover Husky’s costs, meaning clients only pay Husky’s fees once their savings cover the costs.
Husky takes the risk, confident that employees will take up Salary Exchange savings.
- Hassle-free auto-enrolment and pension setup
- Access preferential rates from top providers, your clients can save up to 80% on pension fees
- Ensure compliance to meet all requirements and promptly address any issues that arise
- An automated, app-based Salary Exchange process, saving your clients both time and money
- New revenue share opportunities. You can also earn a upfront commission when Husky resolves any existing compliance issues
- With this model, your clients only pay£50 setup fees for all sizes of companies, saving up to £600 on setup fees.
Refer to the table below for an overview of commission rates based on different company sizes. During our demo, we can share the full table.
Click on the models below to read more details about both of our business models.
Model 1: SaaS payment model
With this model, clients pay for our SaaS services every month.
- Hassle-free auto-enrolment and pension setup
- Access preferential rates from top providers, your clients can save up to 80% on pension fees
- Ensure compliance to meet all requirements and promptly address any issues that arise
- An automated, app-based Salary Exchange process, saving your clients both time and money
- New revenue share opportunities. You can also earn a upfront commission when Husky resolves any existing compliance issues
- Monthly processing of any changes (including new joiners, leavers, commissions, expenses, benefits, etc.)
- Generate draft payroll and payslips for approval on the online portal
- Finalise payroll and submit it to HMRC
- Send payslips (via email and app). P32. P45 and P60 reports
- Payroll reports and payslips are all stored online
- Employer Portal where to manage all the payrolls and communications
- Pension and payroll integration, including calculations for Salary Exchange and other benefits
- New joiner onboarding process is automated and that we have integration with accountancy and HR software
- E-mail and phone support for any payroll and pension queries
Model 2: The tax savings cover Husky's costs
With this model Husky’s fees are 20% higher because Husky is taking the risk of waiting for the savings to pay. The tax savings cover Husky’s costs, meaning clients only pay Husky’s fees once their savings cover the costs.
Husky takes the risk, confident that employees will take up Salary Exchange savings.
- Hassle-free auto-enrolment and pension setup
- Access preferential rates from top providers, your clients can save up to 80% on pension fees
- Ensure compliance to meet all requirements and promptly address any issues that arise
- An automated, app-based Salary Exchange process, saving your clients both time and money
- New revenue share opportunities. You can also earn a upfront commission when Husky resolves any existing compliance issues
- Monthly processing of any changes (including new joiners, leavers, commissions, expenses, benefits, etc.)
- Generate draft payroll and payslips for approval on the online portal
- Finalise payroll and submit it to HMRC
- Send payslips (via email and app). P32. P45 and P60 reports
- Payroll reports and payslips are all stored online
- Employer Portal where to manage all the payrolls and communications
- Pension and payroll integration, including calculations for Salary Exchange and other benefits
- New joiner onboarding process is automated and that we have integration with accountancy and HR software
- E-mail and phone support for any payroll and pension queries
Refer to the table below for an overview of commission rates based on different company sizes. During our demo, we can share the full table.
Please note that adding Husky’s payroll services will not result in competition; instead, Husky will enhance and complement your existing services.
Accountant benefits
- Please note that adding Husky's payroll services will not result in competition; instead, Husky will enhance and complement your existing services.
- New revenue share opportunities
- Accountants can enhance their services for clients
- Husky's fully automated SE implementation saves clients time and money
- Husky handles scheme setup, so accountants don't have to choose or channel on behalf of employers
- Clients stay compliant and avoid penalties with our support
SME customer benefits
- Significantly reduced tax liabilities via National Insurance savings
- Increases cash savings for your business with Salary Exchange
- Generated savings can cover Husky’s fees
- Enhanced employee benefits
- Materially lower admin burden
- Access to more cost-effective pension schemes
- Discounted employer pension charges
- Create a win-win situation for everyone involved
Employee benefits with Salary Exchange
- Empower employees with easy access to up-to-date pension information, ensuring they stay informed and engaged in their retirement planning.
- Enhanced pension contributions
- Potential for an ‘emergency’ savings account
Workplace pension setup and management
- Allow access to Husky's cost-effective comparator solution that enables employers to choose and set up a workplace pension scheme without requiring your involvement.
- With Husky, your clients can save up to 80% on pension fees through our exclusive rates with top providers.
- We also streamline the complexities of auto-enrolment compliance, even when using pension plug-ins for payroll software.
Salary Exchange Calculator
Pricing to suit business of all sizes
Salary Exchange and Compliance are included in all pricing plans. You can choose to add Payroll services.
Please note that a one-time fee may apply for correcting backdated contributions.
Please note that adding Husky’s payroll services will not result in competition; instead, Husky will enhance and complement your existing services.
50+
Employees
For organisations with over 50 employees, a customised and detailed approach is essential.
50+
Employees
For organisations with over 50 employees, a customised and detailed approach is essential.
Husky's Journey
See why employers choose Husky.
Gain some valuable insights
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Award-winning solution
Here are 7 frequently asked questions
Employer NI savings
As the employee’s gross earnings are reduced, the employer also saves on their National Insurance Contributions (NIC).
Those savings can be re-invested into the employee’s workplace pension pot to provide an even better employee benefit and encourage them to join.
With Husky, you can also split those savings into specific %s so you can share the savings between the company and the employee.
When should new employees be enrolled?
Employers must automatically enrol all new and eligible employees who are:
- aged 22 to state pension age
- earning over £10,000 a year
- Working or ordinarily work in the UK
- Not already part of a qualifying workplace pension scheme
Can a salary exchange agreement be altered?
A salary exchange agreement can normally be altered, for example, if someone opts out of an automatic enrolment scheme with salary exchange.
For any other circumstances, it depends on how the agreement has been set up. It may be necessary to change the terms of a salary sacrifice arrangement where a lifestyle change significantly alters an employee’s financial circumstances.
This may include:
- changes to circumstances directly arising as a result of coronavirus (COVID-19)
- marriage
- divorce
- partner becoming redundant or pregnant
What are the benefits of a Salary Exchange scheme?
- Employers save on NI contributions while employees can save on tax as well as NI contributions.
- Employers can reinvest any NIC savings in their business or their employees’ pension plans.
- Employees receive a higher pension contribution or take-home pay, depending on how the arrangement’s set up.
- Employees can benefit from a bigger retirement fund, if NIC savings are reinvested back into their plan.
Are there any possible drawbacks to a Salary Exchange scheme?
- Lower life cover (employers generally calculate entitlement as a multiple of salary which would be lower)
- Lower borrowing available on mortgages (as per life cover the borrowing level is determined by a multiple of a lower salary)
- Entitlement to state benefits eg Statutory Maternity Pay and the State Pension may be affected if your salary falls below the level at which you pay National Insurance contributions.
- The employee might not be able to revert to their old (pre-sacrifice) salary if personal circumstances change. The employer would have to agree to a further change to the employee's contract of employment.
Those savings can be re-invested into the employee’s workplace pension pot to provide an even better employee benefit and encourage them to join. With Husky, you can also split those savings into specific %s so you can share the savings between the company and the employee.
Will Salary Exchange affect my current entitlement to Tax Credits?
You should speak to your tax credits office before you decide whether to participate in a Salary Exchange Scheme. You must also notify your tax credits office once you have exchanged your salary.
However, in broad terms, as your gross salary reduces (and employer pension contributions are disregarded) your entitlement to tax credits may increase. If you currently make personal contributions to a pension scheme, then you are currently entitled to deduct the gross amount of the pension contribution from your earnings to calculate your tax credits. In this situation, therefore, there should be little or no change to your tax credits entitlement.
What is the Duties Start date?
Working in the UK: If a worker works wholly in the UK, then they can be considered to be working in the UK. By working wholly in the UK, The Pensions Regulator means:
- the worker’s contract provides for the worker to be based at a location in the UK, and the worker does, in practice, work all the time in the UK, and
- there is no simultaneous employment relationship between the worker and an employer outside the UK (e.g. the worker is not someone who has been sent to the UK by an affiliated employer, for example on a secondment.)
Ordinarily working in the UK: Where a worker is not wholly working in the UK (the work they do is also done outside of the UK), it will need to be established if the worker ordinarily works in the UK.
In most cases, workers who fall into this category will be workers who do not have one fixed workplace (for example, they move around in their work). To decide if a worker ordinarily works in the UK, an employer needs to consider:
- If the worker is resident in the UK
- where the worker begins and ends their work
- where the worker's headquarters in
- whether they pay NI and or tax in the UK
- the currency they are paid in
- the worker's contract of employment
- seconded workers
More details can be found here.
If you have a worker that should be exempt from AE due to not working in the UK, please enter that into Husky's system so that the worker is not assessed for Auto-Enrolment.
How do Husky's payroll services work?
We came up with this 3-in-1 integrated solution for busy employers, that takes care of payroll, pensions and Salary Sacrifice for you.
1. We run payroll for you. We manage leavers and onboarding, keeping track of salary and tax changes as well as producing accurate payslips with the correct PAYE tax, pension contributions and NICs.
2. We set up and manage your auto-enrolment scheme. You choose the pension scheme that’s right for your staff and we set it up for you. Our end-to-end management service gives you back the time to focus on your business.
3. We run the Salary Exchange scheme for you. Employers avoid this employee benefit as it is complicated to implement and tricky to remain compliant. However, we can make the switch to this scheme for you through our app – all agreements are now signed online reducing paperwork – while our system automatically makes the calculations each month.
You can learn more here.
Why choose Husky's payroll services for small businesses?
There are many benefits to choosing us to help you run your payroll. Not only do we do this effectively and on time but we also offer additional services in the package, such as pension management and Salary Exchange setup. Our mission is to help you save time and focus on your business. We take the headache out of payroll as we manage it from start to finish with our leading cloud-based software. The way we ensure that we deliver a great service is to also pay attention to the compliance side of your business and operations. We make sure your payroll is done right. Also, our Husky for Everyone app not only helps with automating all processes and signing the agreements, it also gives control to employees to manage their retirement savings and view their payslips! It’s a win-win!