Payrolling

The payrolling service separates the economic aspect of being an employer from the legal aspect. In civil life, the fiscal, legal and economic risks of being an employer lie with the principal employer. With this service, the role of the legal employer is taken over. This is useful for you as an economic employer and client of Staffing MS, as we take over the employer risks. This leaves you with just the benefits of a flexible worker: i.e., the expertise and productivity, without the associated risks such as leave and sequential liability.

When to choose payrolling

Payrolling is often deployed in the following scenarios:

Temporary agency staff who have worked for the organisation for longer than six months can usually be transferred based on the master agreement. The organisation may then opt for a payrolling structure. This avoids principal employer status, upholds the collective labour agreement (CAO) for temporary agency workers and keeps the organisation flexible. The rate for the flexible worker may then immediately drop by 20-30 per cent as a result.
Creation of a pool of flexible staff, whereby the organisation does not (yet) wish to take on the risks and obligations of being the principal employee.
Focus on core activities, whereby staff payroll and administration are outsourced to a professional party. By outsourcing payrolling (with or without principal status), the company no longer need invest in new software, knowledge and staff on an annual basis, and the continuity of this important process is guaranteed.

Staffing MS charges a maximum of 6 per cent of the gross wage bill for payrolling. This percentage decreases as the wage bill increases. This is what makes Staffing MS one of a select few, fully transparent payrolling organisations.

This post is also available in: Dutch

Payrolling

When to choose payrolling

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