Payroll offices play an essential role in maintaining the proper functioning of SMEs – but for too long, the technology designed for them has failed. Obsolete office platforms, growth penalties and manual compliance have slowed offices while customer expectations are only becoming clear.

The job hero adopts a different approach. Our program of office partners is built to give pay offices and accountants what they always deserved: the possibility of changing the wage bill without penalties, the opportunity to create new recurring income and the confidence that compliance and automation are managed in the background.

Here are 7 reasons why your business should choose a job hero to feed your services.

1. Large -scale automation

Each office knows the pain of the repetitive pay administrator: double verification calculations, pursuing compliance updates and follow -up bids. Many tools promise to solve it – but often add complexity instead.

Employment hero automates the work noyaus that count. With the integrated HMRC workflows, all, RTI (FPS / EPS) submissions, updates to the tax code and national insurance, as well as starting / stopping student loan notices, you can have peace of mind knowing that nothing is missing. The office dashboard gives you the surveillance of each client’s remuneration statement, highlighting the errors and the next steps at a glance. Bulk actions, portfolio orders and automated remuneration calendars reduce repetitive work. L

And because the use is based on the cloud, multi-user and secure, you can access the payroll anywhere, on any device, without the harassment of installations.

2. Advanced representations and ideas

Payroll treatment is only part of history. The real value of the offices occurs when it starts the role of trusted advisor – and this requires clear and accessible relationships.

The wage calculation reports in one click make it possible to decompose statutory remuneration, tax and national insurance, which gives offices a clear way to explain salaries and answer customers’ questions with confidence. The report packs can also be planned and automated, providing P32 and other essential packs in CSV, Excel or PDF format. You choose the frequency, whether weekly, monthly or personalized and send everything, from HMRC payment summaries to detailed activity newspapers directly in time.

And with a fully available remuneration history, each draft, submission, newspaper and update of status is at hand. More excavations in emails or calculation sheets – offices can instantly access previous recordings, quickly resolve requests and focus on strengthening relationships with customers rather than pursuing documents.

3. Live-service application for employees

Cut the volume of emails starts by giving employees instant access to the information they need. With the self -service application of Employment Hero, any fate of the box with the payroll – the employees can display the pay trays and the P60s, check the leave and update personal details. Secure electronic links make sharing and storage of simple and safe payment shifts, reducing the repetitive administrator for offices and their customers.

Payments are just as transparent. Whether you use Bacs, Open Banking or Tenelero, Employment Hero provides step by step and in the application so that everything is configured correctly. This means faster and more reliable payments for employees and fewer landing questions in your reception box.

3. Couting digital integration

It is essential to obtain new companies and new companies and employees without duplication for pay offices. Employment Hero makes it fast and simple on board on a scale.

The addition of a new company takes only a few minutes: enter the details manually or draw information recorded directly from house companies for reference. For higher volumes, offices can use CSV bulk download with ready -to -use models to save time and avoid errors. Imports of bulk employees are just as simple, with support for FPS, Sage or Excel files, perfect when switching dozens of customers or the displacement of more than 100 employees at once.

The right -to -right configuration guarantees that everything is digitally captured, start -up control lists and P45 details of the bank and the documentation of the right to work. This means less prosecution for missing forms and fewer errors. For your customers, this results in faster departures, less delays and cleaner data of the first day.

4. HR and payable payroll

The execution of the pays separately from the HR creates duplication and errors. Employment Hero connects both, so offices and their customers avoid the useless administrator.

When customers use HR heroes of employment with pay, everything circulates transparently. The result is cleaner pay cycles with less manual updates, less discrepancies and less errors. Employees also benefit from an application for everything – payments of pay, time sheets, contracts and documents.

For your customers, it looks like a platform for both people and paying a modern and connected employee experience.

6. Evolutionary partnership model

With Employment Hero, you pay stable annual fees with unlimited customers and payments of pay, so that you can develop your wallet without worrying about customers or per employee eating on the margins.

The accounting integrations keep finance aligned by directly publishing magazines on Xero, QuickBooks, Freeage, Sage and more. Integrated support scales with you, with suggestions fueled by AI for quick responses and a transparent escalation to the United Kingdom-based support when you need it.

Refer to your customers to the use of HR heroes and you unlock a recurring reduction in income or customer sources, while unlocking the advantages of a fully integrated HR and Payroll platform.

7. Compliance and safety of trust

Operating with confidence knowing that the job hero helps keep your office and your protected customers. Compliance updates are updated and automatically applied to the cloud to prevent you from missing a legislative change.

Complete activity newspapers and audit trails ensure transparency at the office and customer level. The data is saved with commands practiced by the GDPR, secure handling and access -based access via portfolio assignments.

With integrated compliance and safety, offices can focus on payroll management while knowing that the guarantees are still in place.

Feed your pay desk with a job hero

The job hero is designed for pay offices and accountants who want more than “good enough”. By combining automation, compliance, HR integration and an evolutionary partner model, we allow offices to execute pay more efficiently, add more value to your customers and unlock new income opportunities.

Ready to transform your office? Learn to join the network powered by job heroes today.

This week, the government has published several amendments proposed to the bill on employment rights, some with support, others still uncertain. Although it remains to be seen what proposals will be underway, the changes suggested may have a major impact on the way companies manage the rights of employees, workplace driving and contractual agreements.

Experts from the compliance of employment heroes closely follow developments to help employers remain informed and prepared.

Below, we describe the main proposed modifications, including NDA prohibitions for harassment cases, extended protections of denunciators and more.

1. Prohibit NDAS / Confidentiality agreements in cases of discrimination and harassment

The government has introduced an amendment which will mean confidentiality clauses in employment contracts, settlement agreements and NDAs will be inapplicable when they relate to discrimination or harassment. This will apply to current and old employees.

In addition to having to update standard documents, employers will have to walk even more carefully when they deal with discrimination or harassment at work. It will no longer be possible to agree with employees that they will not discuss these questions in the future, even if they agree to delete legal complaints against the employer and / or to leave employment (which are usual terms in the settlement agreements).

Given this, the importance of preventing discrimination and harassment at work will be more vital than ever.

2. Limits in fire and rehiring: not as strict as originally planned

The bill on employment rights initially proposed a total ban on the prohibition and reception practices. This means that it would be an automatic automatic dismissal when an employee was dismissed to re -enter them on a varied employment contract and / or where he was dismissed for refusing any modification of his contract.

However, the new amendment of the bill softens this approach. By carrying out an automatic automatic dismissal only applicable to certain “limited variations” to an employment contract, including changes in remuneration, hours, holidays, pensions or a change which inserts a variation clause in the employment contract (that is to say that which allows the employer to modify the provisions of the employment contract without the consent of the employee).

As before, there will always be a limited exception of a conclusion of automatic unjust dismissal where the employer can show that the modifications are absolutely necessary to avoid bankruptcy. Which will always be a very difficult test to meet.

For other changes to the contract, the employer must follow a strict consultation process with the employees affected, but will always be able to argue that any dismissal was just overall.

This relaxation on the prohibition of fire and rehiring can offer a certain flexibility necessary to employers who sail on real commercial needs, although the practice remains subject to strict conditions.

3. Workers at zero-hour / hours: right for the worker to ask for guaranteed hours, rather than the employer’s duty to offer them

As currently written, the bill on employment rights obliges employers to offer guaranteed hours to workers and employees on zero hours / low -hour contracts, depending on the hours they end up working.

The new proposals to modify the bill (although not supported by the government currently) want to change this so that workers have the right to request Guaranteed hours, rather than putting an obligation for the employer to offer guaranteed hours.

If this change passes, it will be good news for employers, as if the employee did not make this request, workers can be engaged without guaranteed hours indefinitely.

The right to request guaranteed hours will only apply if a worker has worked on average 8 hours or more per week over a period of 26 weeks. This is an important concession to employers who wish flexibility in the workplace, because in many occasional arrangements, employees will not work as many hours.

There are also modifications proposed to reduce the obligations concerning the guaranteed hours for the workers of the agency currently proposed in the bill.

4. Hours / Hours Support

The bill currently proposes that workers and employees can be awarded compensation if their quarter of work is canceled without reasonable notice.

A new amendment to the bill (and not supported by the government) proposes to limit this remuneration, so that the remuneration will only be triggered if the cancellation is carried out less than 48 hours before the start of the quarter work.

5. major changes to denunciation laws

A number of amendments have been proposed, which will considerably change the law around denunciation. The laws of denunciation protect people who raise problems of reprehensible acts from their employers or certain other people.

These changes have not (yet) received the government’s support, it is therefore not clear whether or not they will go to the final version of the bill on employment rights.

The changes propose to do the following:

• Simplify and widen the definition of “protected disclosure” (that is to say a disclosure which is protected by denunciation laws) to include “mismanagement of public funds” and “abuse of authority”.
• Demand that disclosure must actually be in the public interest (while the current requirement is that the denunciator “reasonably believes” that disclosure is in the public interest).
• The creation of a “Bureau of the Denunciator” who can:
  • Set minimum standards for employers’ denunciation policies.
  • Provide an independent hotline to the denunciators to report the problems.
  • Have powers of application for violation of denunciation laws.
• A new obligation for employers with more than 50 employees, a turnover of 10 million pounds sterling or certain sectors appointed to take reasonable measures to investigate any protected disclosure.
• A new offense to intentionally or recklessly submit a denunciator to the damage (for example, treating them unfavorably, reducing services, dismissal, etc.), the employment courts being able to issue a maximum fine of up to 10% of the global turnover of a company.

6. parental mourning leave extended to early pregnancy

The government has announced a new amendment to the bill on employment rights which is currently before parliament. The amendment will allow families to suffer a loss of pregnancy of new rights to a time of leave.

Currently, parental mourning leave is only available for parents who lose a child under the age of 18 or know the mortinity after 24 weeks of pregnancy. There is no specific right right for parents who are loss of pregnancy earlier during pregnancy.

The current law is that each parent has the right to leave up to two weeks, which is a right available from the first day of employment. However, the leave is only paid when the parent has at least 26 weeks of continuous employment with his employer.

The rate of remuneration is either £ 187.18 per week, or 90% of the average weekly income of the employee (depending on the eventualities).

How will the law change?

The government wants to change the law so that families who suffer a loss of pregnancy for 24 weeks, whether by miscarriage or otherwise will also be entitled to parental mourning leave.

The proposal is that employees will be eligible for at least a week off, but the exact amount will be confirmed in subsequent regulations as a result of a public consultation. However, it currently seems that the leave will not be paid.

Stay at the top of compliance with the hero of employment

The changes proposed to the bill on employment rights may have a significant impact on how your company manages the contracts, driving and rights of employees. Ready to navigate these changes with expert advice? Find out how the HR advice for heroes can guide you through compliance updates, policy changes and employee complex problems.

In addition, our all-in-one HR platform allows you to easily keep your contracts, documentation and internal processes aligned with the last legislation.

London, United Kingdom – July 9, 2025 -Iris Software Group (IRIS), one of the world’s main suppliers of accounting, education, HR and payroll management, has been named one of the best workplace in the United Kingdom for well-being 2025 by an excellent workplace®, the global authority on the culture of the workplace, for the fourth consecutive year.

Stephanie Kelly, director of people in chief at Iris Software Group, said: “At a time of global uncertainty, the well-being of the well-being of employees has never been so important. At Iris, this is not a new initiative, it is deeply integrated into our culture. Range of initiatives.

The list recognizes organizations that stimulate employees’ well -being as a fundamental part of their culture – prioritize their physical and mental health and the financial aspects of professional life. The results are motivated by the comments of the employees evaluating their holistic experiences of well-being at work thanks to the fundamental facets of the well-being of employees, in particular: the balance of work and the feeling of realization, satisfaction at work and financial security. This year, Iris’ ranking has gone from number 34 on the list at number 31.

Click here to visit our career page and discover jobs that will help you grow in a dynamic and united organization.

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About the IRIS software group
Founded in 1978, Iris Software Group is a global supplier of software solutions and software services hosted by the Cloud Mission to more than 100,000 customers in 135 countries. Iris is a trusted partner for companies, finance, HR and payroll teams, educational organizations and accounting firms of all sizes, providing innovative operational solutions that rationalize complex processes, maintain compliance and unlock growth. By simplifying, automating and providing information on critical tasks of the daily mission for organizations of all forms and sizes, Iris guarantees that customers can wait with certainty and confidence. Iris is certified in 2024 super place to work® in the United Kingdom, Ireland, India, Romania, Canada and the United States. Follow Iris on Facebook, TwitterInstagram and LinkedIn. More information on its award -winning software solutions can be found here.

Media contact:
Iris software group
Jennifer Peters | Associate director, public relations and communications
News@irisglobal.com