HR, payroll and social security
From registering as an employer for your first hire through to monthly payroll and filings.
Zura Labs & Business Hub Co., Ltd.
For a first hire, check employer status, worker eligibility for social security and income-tax withholding based on actual information; not every employee has a positive tax deduction. We prepare payroll, payslips, applicable filings and agreed employment records, with company approval and separate payment and filing evidence.
- A monthly HR duty calendar with each filing deadline.
- Monthly payslips and a staff cost summary report.
- Filing evidence and receipts for every return we submit on your behalf.
- An editable contract and work-rules pack you keep.
Payslip, bank payment and filing figures need a clear reconciliation
A first hire creates more work than transferring wages. Identify the employment relationship, pay components and duties actually applicable to the employer. Outsourcing payroll does not transfer all company responsibilities. Start with headcount, commencement dates, pay cycles and employer-registration status, not employee names, salaries or account numbers in ordinary chat.
Establish worker status before calculating deductions
Labels such as freelancer, director or probationer are not automatic exemptions. Review the actual relationship and insured-person eligibility. Check employer duties with the Social Security Office and calculate employee income-tax withholding from the individual's information; not everyone has the same positive tax deduction. Do not use a contractor label to evade employer duties.
Set approval checkpoints before payment and filing
Agree a cutoff and who confirms attendance, bonuses, overtime and retroactive adjustments. Separate preparation, review and approval where practical. Verify the wage base, contribution rates and limits under the rules applicable to that period rather than copying last year's figures. A payslip is not proof of payment or remittance; keep evidence for each step.
Give accounting the necessary records with limited access
Net pay is not total staff expense. Provide the accounting breakdown of wages, employer contributions, tax and outstanding balances, reconciled to bank records. Define payslip access, file-transfer channels and access removal on a provider change. Compare original filings with evidence before historical corrections rather than resubmitting blindly.
What this service covers
Employer registration, employee enrolment and monthly joiner/leaver notifications.
Payroll runs, payslips and bank transfer files.
Calculating and filing social security contributions and employee withholding tax.
Employment contracts, baseline work rules and probation paperwork.
Salary and employment certificates, plus annual employee summaries.
Document coordination with visa and work permit work for foreign staff.
Step by step
- 01
Check employer status
Confirm whether the company is registered as an employer and whether any staff were never enrolled.
- 02
Set up payroll
Define pay cycles, deductions and a time-recording method the team can actually follow.
- 03
Run payroll and file
Run payroll, get approval, then file social security and tax by the deadlines.
- 04
Year-end and review
Summarise annual employee income, review mismatched filings and correct them.
What comes first when hiring the first employee?
Register as an employer and enrol the employee within the statutory window, then start withholding contributions and filing monthly, with a written employment contract in place.
Do freelancers need social security enrolment?
It depends on the substance of the relationship, not the contract title. Set hours, direction and regular pay look like employment. We review the arrangement first and will not advise routes designed to avoid the obligation.
Can past social security filings be corrected?
Retroactive and corrective filings are possible, but statutory surcharges normally apply. We list what is missing and the order of correction before starting.
Must payroll and accounting sit with the same provider?
No. What matters is reconcilable wage, contribution, tax and outstanding-balance reporting. Audit is a separate role requiring an appropriately qualified signatory; employee data access should be limited to what each role needs.
Scope, timelines and fees are confirmed in a written proposal per case. We do not publish prices and do not guarantee search rankings or government approvals.