Vicki Connelly, Advo’s Assistant Payroll Manager, gives us some background behind National payroll Week.

“National Payroll Week was established in 1996 and is an opportunity to highlight the work of payroll professionals.  Many companies use this week to celebrate and recognise their payroll teams.

Have you ever wondered about the calculations behind your payroll/pay check to ensure every detail is correct?  Or tried to calculate your own pay and got a different answer to the payroll team?  NPW highlights the very important work, of those that ensure you get paid correctly.

There are so many variables that we can be faced with in order to process and calculate an employees pay on a month-to-month basis. We may have to consider different tax code calculations, i.e. UK tax with variances in Scotland and Wales.  NI has a multitude of different thresholds for employee contributions and employer contributions.  Directors NI may also have a variety of ways of being calculated.  A simple starter or leaver could have multiple salary outcomes – all of which may be correct but will differ depending on the calculation process. These are just a few of the many different processes we have to consider on a monthly basis for thousands of employees.  At Advo, we are consistent with our calculations process and if we are ever asked to provide a calculation we can, to ensure clarity and openness to our business users and their staff.

Within the team at Advo we often have the motto ‘make no assumptions’, this is why we may often come back to you requesting further information. For example, working patterns and hours so that we can calculate individual working pay rates. We believe that it is easier to ask at the time, than correct an error down the line. We understand that we are the payroll specialists and at times our clients may not be aware of the information we may require. We pride ourselves on developing good working relationships with all our clients and always endeavour to provide the best possible service we can.

Hopefully you will join us in celebrating all the hard work our payroll team put in week in week out on National Payroll Week”

Now please feel free to have a go at our payroll themed wordsearch below:

Advo celebrated NPW with a BBQ. Although weather was against us we had Plan B, a gazebo in the car park and the staff room!

Despite the rain over £120 raised for the Heart of Kent Hospice.

The post 1st September : National Payroll Week Starts appeared first on Advo.

At Advo, payroll isn’t just about numbers—it’s about people. And the deeper we go into the detail of your workforce, the more opportunities we uncover to help you lead them with confidence, clarity, and commercial sense.

That’s why many of our payroll clients are now unlocking the next level of our support: bespoke HR and employment law advisory designed not just to protect, but to empower.

HR That Does More Than Keep You Safe

Traditional HR advice often feels reactive—focused on policies, pitfalls, and staying just the right side of the law. We take a different approach.

Advo HR is practical, fast-moving, and commercially aware. We help business owners navigate people problems, not hide from them. Whether it’s resolving a toxic workplace situation or helping a manager handle a difficult team member, our advice is focused on outcomes, not obstacles.

You’ll get:

• Straight-talking, scenario-based advice that’s grounded in real business outcomes
• Rapid resolution of employment disputes, grievances, or underperformance
• Strategic input into restructures, culture changes or high-risk dismissals

All without the “template-driven” or overly cautious feel you may have experienced elsewhere.

A Clean Bill of Health—From Contracts to Culture

Because we already run your payroll, we know your people data better than anyone. This puts us in a unique position to spot risks and recommend enhancements.

That’s why many payroll clients ask us to carry out a full HR Health Check, reviewing the fundamentals:

• Employment contracts that are watertight and commercially up-to-date;
• Staff handbooks that aren’t just compliant, but used and understood;
• Policies that align with how your business really operates.
  

We’ll help you move from “we should probably get that sorted” to “we’re sorted—and proud of it.”

When People Problems Get Messy, We Get Moving

Whether it’s an entrenched conflict, mental health concern, or unproductive senior hire, our advisors roll up their sleeves and work toward solutions—not just process. And because we already understand your payroll data, reporting lines and employment history, we don’t waste time getting up to speed.

We’re not in the business of stringing things out or playing it safe. We like to make workplaces work.

Payroll + HR = A Smarter Service

As a payroll client, you’re already working with us to handle the precise, regulated aspects of employing people. By adding bespoke HR support, you gain:

• One joined-up source of truth for all people-related processes
• Aligned advice where HR decisions flow seamlessly into payroll actions
• Speed and accuracy—no delays from third-party misunderstandings
  

We’re already trusted with your numbers. Let’s make your people part just as sharp.

Ready for a More Proactive HR Experience?

If you’re ready to upgrade your employment support from reactive to rewarding, we’d love to show you how our bespoke HR and employment law service can strengthen your team, protect your business, and drive better outcomes.

Get in touch to request your HR Health Check or speak with one of our senior advisors.

The post From Payslips To People Power: Why Payroll Clients Are Unlocking More With Advo Hr appeared first on Advo.

Friendly, responsive, all we’ve had is really positive feedback…. They are people people, they’re genuine…. Open honest… Quick responsive… Easy to deal with… Knowing our clients are in the Best possible hands…”

Simon Brownbill, Hurst Accountants

Advo and Hurst have a long history working together with mutual clients.

HURST ACCOUNTANCY FIRM: Extracts from an interview with their Equity Partner, Simon Brownbill recently recorded.

You can view the video HERE.

The post Partner Interview: Hurst Accountancy’s Simon Brownbill appeared first on Advo.

Phishing is one of the most common and dangerous cyber threats facing individuals and organisations today. It involves the use of deceptive emails, messages or websites designed to trick people into revealing sensitive information such as passwords, credit card numbers, or login credentials.

How Phishing Works

Phishing attacks often appear to come from trusted sources—such as banks, employers or well-known websites. The message usually contains a sense of urgency (“Your account will be locked!”) and encourages the recipient to click a link or download an attachment. These links typically lead to fake websites that mimic genuine ones, tricking users into entering their private information.

Types of Phishing Attacks

• Email Phishing: The most common type, using fake emails to lure users.
• Spear Phishing: A targeted form that uses personal details to appear more convincing.
• Smishing and Vishing: Phishing via SMS (smishing) or voice calls (vishing).
• Clone Phishing: Replicates legitimate messages with malicious changes.
  
  

Example 1: Fake Bank Alert (Email Phishing)

You receive an email claiming to be from your bank with the subject: “Urgent: Unusual Activity Detected on Your Account.” The message says your account will be suspended unless you click a link to verify your identity. However:

• The sender’s email is support@secure-bank123.com (not the real domain).
• The link leads to a fake login page.
• There are grammatical mistakes and an impersonal greeting like “Dear customer.”
  
  

These are clear signs of phishing.

Example 2: Fake Delivery Notification (Smishing)

You get a text message that reads:

“Royal Mail: Your parcel is waiting for delivery. Please pay £1.99 to schedule delivery” with a link to a fake payment page.

The URL might look like: royalmail.delivery-confirm.net, which is not an official domain.

• Legitimate delivery services rarely ask for payment via SMS.
• The sense of urgency is used to trick you into acting quickly.
• This is a classic smishing attempt.
  

Example 3: CEO Requesting Gift Cards (Spear Phishing)

An employee receives an email that seems to come from their CEO:

“Hi, I’m in a meeting and need you to quickly purchase £500 in gift cards for a client. Send me the codes ASAP.”

It looks genuine at first glance, but:

• The reply-to email is ceo.company@gmail.com, not the CEO’s actual work email.
• The request is unusual and rushed.
  

This is a spear phishing attack targeting specific employees in the organisation.

Example 4: Duplicate Company Email (Clone Phishing)

Because the email closely resembles a legitimate one, users are more likely to trust it—making clone phishing especially dangerous.

• You previously received a genuine email from your IT department with a subject line: “Important: Upcoming Password Policy Update.” A few days later, you receive what looks like the exact same email—with the same layout, branding and sender name.
• However:
• The link in the second email is slightly different, leading to a fake login page.
• The original email address has been spoofed or subtly changed (e.g. it-support@yourcompany.com vs it.support@yourcompany-security.com).
• The cloned message arrives unexpectedly, without explanation.
  

How to Protect Yourself

• Be cautious of unexpected emails, texts or requests.
• Check the sender’s details carefully.
• Hover over links to preview the URL before clicking.
• Enable multi-factor authentication (MFA) for important accounts.
• Keep devices and security software up to date.
  

Phishing is a growing threat, but by staying alert and thinking critically, you can protect yourself and others from falling victim.

If you are ever in doubt consult with your local IT Support Team

PLEASE NOTE THAT ADVO CAN RUN ONLINE IT SECURITY AWARENESS COURSES.

The post Understanding Cybersecurity Phishing: What You Need To Know appeared first on Advo.

Advo HR Consultant Sam Brown takes a closer look at dos, don’ts and legals of employing temporary or permanent young workers.

As, the UK school year finishes many employers may be thinking about the benefits that young workers could bring to their business over the summer holidays. Perhaps your business might be thinking about offering work experience to employee’s children or offering summer work to students before they resume their studies in September. Maybe you are generally considering employing a young worker on a permanent basis.  Young workers can be positive hire – they are thought to be cost effective for businesses and enhance team dynamics with their youthful outlook and enthusiasm. They provide an excellent opportunity for businesses to invest in your future workforce.

If this kind of thing is on your radar, then your business also needs to be aware that workers under the age of 18 do have particular legal rights.

So, what is a young worker?    A young worker is classed as someone who is under 18. It’s actually against the law for someone under 18 to leave school completely or to start any full time work before they turn 18. However, they can work part time, whilst they study. For example, you may offer a 16 year old worker a weekend job as a waiter in your restaurant, but it couldn’t be a full time role, until they turn 18. And if you do employ a child who has not yet reached compulsory school age (which is up to 16) then you must apply to your local education authority for a work permit to do so.

This permit will mean you need to get parental consent, have proof of the children’s age and do a risk assessment on before they join you. There are also several restrictions on when and where children are allowed to work.  There are also special rules which only apply during term times and school holiday times.

You will also need to check if the type of work you are offering is permitted. If its anything hazardous perhaps a factory or a building site, then the answer will be no, but you can find a list of jobs that are allowed and not allowed at your local authority’s website.

If your young employee is below 18 but above 16, then they must not work over 8 hours a day or 40 hours per week and they must have a 30-minute break if working longer than 4.5 hours. They must also get 12 hours’ rest in any 24-hour working period and have 48 hours’ rest taken together each week, or at least 36 hours, with the remaining 12 hours’ rest taken as soon as possible afterwards.

The minimum wage applies to young workers and is currently set at £7.55 per hour as of April 2025. This only doesn’t apply if the person is still at school and working part time for you and they also don’t pay National Insurance until they reach 16 and school leaving age.

Employers must take extra care about the health and safety of their young ones. This would mean completing a young worker’s risk assessment to identity and prevent any hazards in the workplace.

Lastly, work experience placements can be different. Sometimes, you might decide to offer a student a taste of your business by allowing them to have a short term placement in your business, for example during their school holidays.  This is intended to give them experience of the workplace but the same rules around hours and health and safety apply. You might offer this as unpaid experience to a student but be mindful that if the person is doing more than shadowing and actually doing tasks then you might be liable for the minimum wage payment.

So, there are lots of considerations before you proceed and as always, Advo can support your organisation and our experienced HR and Payroll teams can help you navigate the hire and payment of young workers within the law and compliantly.

The post Rules And Need To Knows When Employing Young Workers appeared first on Advo.

If our systems and processes at Advo are spot on, the ‘human’ bit is just the icing on the cake surely: being available, listening, being empathic? … until something ‘above & beyond’ is called-for…

For our HR Clients we offer an online absence management portal.  Our Absence Portal allows all staff time away from work to be accurately and easily managed, from holidays, sickness, even maternity leave, individually or in teams, overseen by managers.

Typically, information will be sent over electronically for us to input and set the client up.

However in one instance we took on a client who was a bit technophobic, with absences recorded in felt pen on a wall chart, which we find is not uncommon.

There was a certain reluctance to reconfigure this information in the ‘modern’ way to send across.

So, our HR consultant dropped by the client’s office on her way to work to take a photo of their wall chart, and then used the information to transfer across all the data to our system allowing them to be set up.

So, if you find that you’re spending more and more time recording absence on spreadsheets and sometimes lose track of who is in the office and when, then Advo absence management system could be just what is needed.

Advo’s Absence Management Portal has been designed to give HR teams and Office Managers the ability to manage absence in a more effective and organised way.  It will allow you to view and report on absence, and can be filtered by individual, team or office location.  Whether it be sickness, holiday or family friendly leave, the system allows you to view, update and authorise requests and will send email notifications to help keep you and your employees on track.

Employees access the system through their own log-in to request holidays and track their time off.  Additionally access to online payslips via our payroll services can be included further engaging employees.

The post Above & Beyond: Advo Case Study. appeared first on Advo.