Managed payroll without giving up control

Choose software-only, accountant-led, or managed payroll while keeping calculation logic, review responsibilities, approvals, and audit evidence visible to your team.

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MANAGED PAYROLL LAUNCH PLAN

A managed payroll service with client approval retained

Plans start at ₱2,990/month for up to 10 employees, with standard human processing, variance review and the payroll software included. Your provider prepares the cutoff and statutory close; final payroll approval and money movement remain with your authorized company approver.

Provider owns

Input checklist, timekeeping normalization, calculation, variance review, release-package preparation and close preparation.

Client owns

Employee source data, exception decisions, final approval, banking authorization and employer filings/remittances unless separately authorized.

Evidence included

Every managed cutoff keeps task status, client approvals, payroll evidence and unresolved blockers in the same control layer.

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Three ways to run payroll

Software only

Your team owns inputs, review and approval while the system calculates and preserves the audit trail.

Accountant-led

An external accountant or bookkeeper prepares payroll inside the same controlled workspace for client approval.

Managed review

A payroll specialist reviews exceptions or the full cutoff before the employer approves.

What to compare beyond the monthly fee

Payroll outsourcing quotes can hide very different scopes. Ask who owns attendance validation, employee changes, tax annualization, statutory reports, bank files, final pay, retro adjustments and year-end reconciliation. Also ask how corrections are documented after a cutoff is approved.

Why software plus an accountant can be a strong SME model

Many SMEs already have a trusted bookkeeper. Giving that person a multi-company payroll cockpit can reduce migration friction and keep the employer in control of final approval. The software provides deterministic calculation, version history and anomaly checks; the accountant provides judgment and local payroll context.

Keep approval with the employer

Whether payroll is outsourced or internal, the final approved payroll should be a locked server-side version. A vendor or accountant should not be able to silently change employee amounts after approval. Corrections should create a new version with a clear reason and reviewer.

Frequently asked questions

Is payroll outsourcing cheaper than payroll software?

It depends on employee count, complexity and how much internal work remains. Compare total hours, support, year-end work and exception handling rather than subscription price alone.

Can an accountant process payroll for us?

Yes. An accountant-led model can work well for SMEs when the software supports multi-company access, roles, approval and a clear separation between preparer and employer approver.

Should we outsource government filings too?

That is a separate scope decision. Clarify whether a provider only prepares payroll reports or also files/remits on your behalf, and document responsibilities in the service agreement.

Can we switch from outsourcing to in-house later?

A cloud system with your own tenant, employee history and audit log makes the transition easier because the employer retains structured payroll records.

What should we test before signing?

Run one historical cutoff in parallel and require explanations for employee-level variances before trusting the provider with a live period.