PayslipIQ FAQ

We process your image to read the figures, run automated checks against UK payroll rules, and show you the result. We do not retain your image after the check completes. Our AI processing partner may hold it transiently for up to 30 days for safety review under their enterprise terms; they are contractually barred from training on it. See our Trust Centre at /trust for the full process.

No. There is no sign-up, no account, no email needed to run a check. You can optionally provide an email at the end if you want a copy of your report - that's it.

No, never. PayslipIQ does not contact your employer, your payroll provider, your pension scheme, your umbrella company, or HMRC. You control every action that follows the check.

Yes - and we recommend it. Cover your name, home address, employee or payroll reference, full National Insurance number and full date of birth before you photograph. The check still works. See the redaction guidance in our Trust Centre.

No. We do not sell payslip data, image data, contact details or any other user data to advertisers, data brokers, recruiters, lenders or insurers. Where we work with partners, we follow the strict no-data-sharing rules in our Trust Centre.

PayslipIQ is designed to highlight possible payslip issues using the figures you supply. It is automated educational guidance, not a guaranteed verification. Results depend on the quality of the information you provide and the accuracy of OCR if you upload an image. Always verify against your payroll team or HMRC before acting on a flagged issue.

We cannot see your HMRC records, your full employment history, your P2 PAYE Coding Notice history, salary-sacrifice arrangements unless you tell us, benefits in kind, employer-specific rules, or deductions configured outside the payslip you uploaded.

No. PayslipIQ is not a regulated tax adviser, FCA-authorised firm, HMRC-recognised tax agent or solicitor. We provide educational guidance designed to help you ask better questions of HMRC, your payroll team, an accountant, or a regulated adviser.

Confidence reflects how complete the figures are that you provided. 'High' means we had enough to perform a thorough check across tax code, PAYE, NI, pension and net pay. 'Medium' means a key figure (typically year-to-date) was missing. 'Low' means we relied on assumptions. The lower the confidence, the more cautious you should be about any flagged issue.

Our checks cover the most common UK payroll issues but cannot catch every possible employer-specific configuration. If you suspect an issue we did not flag, contact your payroll team in writing and keep records. For unresolved disputes, contact Acas on 0300 123 1100 or Citizens Advice.

A tax code combines a number (your tax-free allowance, divided by 10) and a letter (your circumstance: L for standard, M/N for Marriage Allowance, BR / 0T / D0 for special cases, K for negative allowances, S/C for Scottish/Welsh tax, W1/M1 for non-cumulative). See our tax code checker at /tax-code-checker for a per-code breakdown.

BR means every penny is taxed at the basic rate (20%), with no Personal Allowance applied. It is normally used for second jobs where your main job uses the full allowance. If BR is on your only job, your code is probably wrong - speak to payroll first, then HMRC if unresolved.

These markers mean the code is 'non-cumulative' - each pay period is calculated in isolation, instead of using the full year-to-date position. This usually happens after a job change. Once HMRC catches up and your code becomes cumulative, you may receive a refund of any overpaid tax in your next pay packet.

HMRC issues a P2 PAYE Coding Notice whenever your tax code changes. Common triggers: a new benefit in kind reported on a P11D, a state benefit started or stopped, a Marriage Allowance election, or a correction of a previous under-deduction (often via a K code). Sign in to your HMRC Personal Tax Account at gov.uk/personal-tax-account to see the reason.

No. Only HMRC can change your tax code, and your employer's payroll system applies it. PayslipIQ explains what your current code means and helps you spot when it may be wrong - you decide whether to contact payroll or HMRC.

For 2026/27, Class 1 employee NI is 8% on earnings between the Primary Threshold (£12,570 annual) and the Upper Earnings Limit (£50,270), and 2% above that. Many people remember an older 12% rate; the rate dropped to 8% from 6 April 2024 and remains 8% in 2026/27.

Most employees are Category A (standard). B is for married women / widows on the reduced rate. C is for people over State Pension Age. H is for under-21 apprentices. M is for under-21 employees. J / Z are for deferred categories where you have a second job. See our guide to National Insurance category letters at /guides/ni-category-letters-explained.

NI generally is not refundable in the way income tax is. Exceptions: if you've paid NI on the wrong category letter, if you've been double-deducted across two jobs above the Upper Earnings Limit, or if you have specific reliefs (married-women's reduced rate). HMRC handles these adjustments - talk to them before any refund agency.

NI is calculated per pay period in most schemes, so a month with overtime or a bonus will show a higher NI deduction. NI does not work cumulatively in the same way as PAYE for most employees.

Limited director-NI checks are available; the most common director-mode (annual basis) is supported. For complex director remuneration with mixed salary and dividend planning, please use a qualified accountant - director NI rules interact with corporation tax planning in ways outside our scope.

Three common causes: (1) the contribution rate is a percentage of 'qualifying earnings' or 'full salary' - different bases give different totals; (2) salary sacrifice means the deduction comes off your gross pay before tax, so your net-pay deduction is smaller than your gross-pay reduction; (3) employer-specific schemes may calculate on different earnings bases. See our auto-enrolment guide at /guides/pension-auto-enrolment-explained.

Both are HMRC-approved methods. Relief at source: contribution deducted from your net (after-tax) pay; the pension provider claims 20% basic-rate relief from HMRC and adds it to your pot. Net pay: contribution deducted from your gross pay before tax, so you get full tax relief immediately. Higher-rate taxpayers should claim the extra relief via Self Assessment under relief-at-source schemes.

For 2026/27, the statutory minimum total contribution is 8% of qualifying earnings (£6,240-£50,270 annual): at least 5% from the employee and 3% from the employer. Many employers contribute more.

Yes, within the opt-out window from your employer (typically a month). You'll lose the employer contribution and the tax relief, which is usually a significant total. Speak to your pension provider before opting out, or to an FCA-regulated pension adviser for complex situations.

Two timing reasons: (a) contributions are usually paid to the provider 14-30 days after payroll, so the provider's pot lags; (b) some employers apply contributions on different bases for different employee groups (especially after TUPE transfers). Contact payroll AND the pension provider - both must agree on the figures.

Plan 1 (England/Wales pre-2012, Northern Ireland), Plan 2 (England/Wales 2012-2023), Plan 4 (Scotland), Plan 5 (England/Wales post-2023), or Postgraduate (England/Wales post-2016). Each has its own threshold and rate. See our plan comparison at /guides/student-loan-plans-comparison.

Most likely cause: payroll has you on the wrong plan. Plan 5 has the lowest threshold (£25,000) which many employees aren't aware of yet. If you started university in or after September 2023 in England/Wales, you're on Plan 5 and the deduction kicks in earlier than older plans.

Yes. Postgraduate Loan deducts at 6% of earnings above £21,000. The undergraduate plan deducts in addition. Combined, this can substantially reduce net pay.

Payroll waits for the Student Loans Company's 'stop notice' to HMRC; HMRC then notifies your employer. The lag can be 4-8 weeks after your final payment. If it's longer, contact SLC and HMRC together. Anything over-deducted will be refunded.

Yes - directly to the Student Loans Company. Many people do this in their last few months of repayment to avoid the stop-notice lag. SLC publishes an overpayment route on their website.

Maybe - many UK PAYE workers overpay tax at some point. Common reasons include emergency tax codes after a job change, work expenses you can claim relief on, and tax-code errors that take a year to correct themselves. Run our free check at /check to see flagged refund signals.

Sign in to your HMRC Personal Tax Account at gov.uk/personal-tax-account. For employment expenses, use the P87 form. For end-of-year overpayments, HMRC usually sends a P800 letter automatically. There is no fee.

You can. Reputable agencies operate on a no-win-no-fee basis, typically taking 20-35% of your refund. They may add value for complex cases (multi-year CIS, mixed expenses, partial claims). For simple emergency-tax refunds, claiming directly from HMRC is free and usually faster.

Up to 4 tax years from the current tax year. In 2026/27 you can go back to 2022/23. After 4 years, the claim is generally lost.

For one-off refunds (overpaid tax in a single year), no. For ongoing reliefs (working from home, professional fees, uniform laundry), HMRC will adjust your code so the relief applies automatically going forward.

Check your contract and the rota first. Then email payroll in writing with the dates, hours and any rota evidence. Most missing-pay issues are administrative and resolve within one pay cycle. If unresolved after two pay cycles, contact Acas on 0300 123 1100 before escalating further.

Compare against your bonus/commission scheme document. The most common errors are timing (bonus accrued in one period, paid in another) and basis (gross vs. on-target vs. tax). Ask payroll for the calculation breakdown in writing.

The legal minimum changed in 2024: most workers must receive holiday pay calculated on average earnings (including overtime/commission) over the prior 52 weeks. If your employer is still paying basic pay only, that may be unlawful. Citizens Advice has detailed guidance on this point.

SSP, SMP, SPP and ShPP are HMRC-defined statutory minimums; many employers pay enhanced amounts on top. Check your contract for the enhanced figure. If even the statutory minimum is missing, raise with payroll first, then HMRC's Statutory Payments Disputes Team on 03000 560 630.

Document everything in writing - payslips, contract, rota, emails. Acas (0300 123 1100) provides free, confidential advice and an early-conciliation service. For unresolved cases, an employment solicitor or your trade union can advise. Citizens Advice handles many initial cases.

Get it in writing both ways. Ask payroll for the figure-by-figure breakdown they used. Cross-check against HMRC's Personal Tax Account, your contract, and our methodology page at /calculation-methodology. If the discrepancy persists, escalate to your employer's HR director, then to Acas. Keep dated written records.

Tell payroll. They typically need a new P6 from HMRC. If HMRC has already issued the correct P6 and payroll hasn't applied it, they must do so within the legal time-frame. If HMRC's record itself is wrong, contact HMRC on 0300 200 3300 - they can re-issue.

Check your scheme paperwork (the 'key features document' or 'member booklet'). Talk to payroll AND your pension provider - both must agree. If unresolved, contact The Pensions Regulator.

HMRC's Check Employment Status for Tax (CEST) tool at gov.uk/guidance/check-employment-status-for-tax gives an indicative answer. The legal test of employment status is broader than CEST and case-law-driven; for high-stakes situations, get advice from an employment solicitor.

Most outstanding wages, holiday pay and statutory redundancy become claims against the insolvent company. Some are paid by the Redundancy Payments Service (RPS) under the National Insurance Fund. Apply via the RPS as soon as administrators are appointed. Citizens Advice and Acas both have detailed guides.

We may earn a commission when a user voluntarily clicks a clearly-labelled commercial link to a partner (refund agency, mortgage broker, accountant, pension consolidator, employment-law firm, financial wellbeing app) and starts a paid relationship. Every such link is labelled 'sponsored', visibly disclosed, and not part of any calculation logic.

No. Partner placements appear only in clearly-labelled commercial sections, never inside our calculation logic, methodology page, trust centre, or the report we generate from your payslip. Editorial decisions are kept structurally separate from commercial ones.

You can claim simple refunds directly from HMRC for free at gov.uk/personal-tax-account. Refund agencies typically take 20-35% of your refund and may add value for complex cases. The choice is yours; we surface both.

We only list partners we have vetted against published criteria (FCA-aware where applicable, no upfront fees, no cold-contact practices, transparent commission disclosure, no 'we are HMRC' impersonation). Each partner page includes the criteria we applied. If a partner ever fails these, we remove them immediately.

Most partner contracts include a 14-day cooling-off period under the Consumer Contracts Regulations 2013. Check the partner's specific terms before you sign. If you've signed and want to withdraw, contact the partner first and Citizens Advice if they refuse to cancel.