PAYE payrollReady for review
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CIS + PAYE · UK construction
Every worker.
Every deadline.
Under control.
Coordinated payroll, subcontractor verification, monthly returns and year-end reporting—built around the way construction actually works.
- Clear calculations
- Timely filings
- Practical support
Workforce control
This month
In progress
One coordinated view
PAYE + CIS
CIS returnRecords reconciled
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InputsChecksApprovalSubmit
Deadline viewNothing hidden
Your workforceEmployees + trades
Two systems. One rhythm.
Your employees and subcontractors may sit in different schemes. Your monthly decisions don’t. We bring the moving parts into one clear workflow.
Ourapproach↗
What we handle
The two sides of your workforce, properly connected.
Choose a focused CIS or PAYE service, or bring both together for a coordinated view of people, figures and deadlines.
01 / CIS
Construction Industry Scheme
Keep every subcontractor payment traceable.
From scheme setup and verification to deductions, statements and monthly returns, we keep the detail moving in the right order.
- 01 Contractor setup & subcontractor checks
- 02 Verification & deduction calculations
- 03 Monthly returns & nil returns
- 04 Payment and deduction statements
02 / PAYE
Managed payroll
Give every payday a dependable process.
Accurate gross-to-net calculations, secure payroll outputs and timely RTI administration—supported from first setup to year end.
- 01 Weekly, fortnightly & monthly payroll
- 02 FPS, EPS, starters & leavers
- 03 Statutory pay & year-end documents
- 04 Workplace pension administration
CIS + PAYE, together
One monthly view. Fewer loose ends.
When the same business pays employees and subcontractors, fragmented admin creates avoidable questions. We organise both workstreams around one timetable, one approval rhythm and clear liability summaries.
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Aligned inputsOne calendar for payroll changes, subcontractor records and approvals.
02
Reconciled figuresA joined-up view of PAYE, NIC and CIS amounts for the period.
03
Useful outputsClear reports for management, payments and record keeping.
How the work moves
A visible process from input to submission.
Every engagement starts by agreeing who does what, when information is due and where approval happens.
See our working principlesMap
Understand the setup
We map your workforce, pay cycles, CIS position, current records and deadlines.
Structure
Agree the workflow
You know what to send, how it will be checked and when decisions are needed.
Control
Review before action
Figures and exceptions are presented clearly for approval before agreed submissions.
Repeat
Keep the rhythm
Reports, records and next deadlines stay organised from one cycle to the next.
Built for real construction teams
Support that fits the shape of your workforce.
Switching?
→
A clean start, even mid-year
Move provider with the numbers intact.
We turn the handover into a defined project: opening records, year-to-date figures, prior submissions, pension data and the first live cycle.
- Opening information checklist
- Year-to-date review
- First-run timetable
- Clear ownership of gaps
Straight answers
Questions that usually come first.
Need an answer for your specific setup? Tell us a little about your workforce and we’ll point you in the right direction.
Ask a questionCan you manage CIS and PAYE together?
Yes. The two schemes remain distinct, but their information, approval points and HMRC payment picture can be coordinated. We first confirm your workforce, current registrations and agreed scope.
Can you take over during the tax year?
Yes, provided reliable opening information is available. A mid-year move normally requires current employee records, year-to-date values, prior submission information, pension data and recent CIS records where relevant.
Does putting someone through CIS make them self-employed?
No. CIS does not apply to employees, and registration under the scheme does not decide employment status. Status must be considered from the real working arrangements.
What payroll frequencies can you support?
We can discuss weekly, fortnightly, four-weekly and monthly payrolls. The practical timetable depends on workforce size, complexity, input cut-offs and approval requirements.
What should I send through the contact form?
Only enough information for an initial conversation. Do not send National Insurance numbers, bank details, payslips, tax documents or other sensitive payroll records through the enquiry form.
Start the conversation
Tell us what needs to run better.
Share the outline—employees, subcontractors, pay frequency and current setup. We’ll reply with the most useful next step.
Email
hello@kentavruch.co.uk
Please keep sensitive payroll data out of this first message. We’ll agree a suitable way to exchange information if needed.