Outsourcing Payroll: How Does Payroll Outsourcing Work?

When entrepreneurs value their time and peace of mind, they often outsource payroll responsibilities to professional payroll service providers. 

This allows them to redirect their focus toward critical business aspects such as product development, customer service, and sales.

Outsourcing payroll addresses critical issues for small businesses, providing solutions beyond time-saving. 

Firstly, it minimizes errors by automating labor-intensive payroll tasks, reducing the likelihood of mistakes resulting from manual calculations and data entry. 

Second, it enhances security by entrusting confidential data to reputable providers with advanced technology and redundant backup systems. 

Moreover, outsourcing payroll aids in maintaining compliance with ever-changing government regulations. 

Professional providers stay abreast of these changes, taking the lead in filing necessary paperwork to ensure compliance. 

Integrating payroll with time and attendance, benefits, and other H.R. applications further streamlines processes, improving data accuracy and accessibility.

The decision to outsource payroll to providers is driven by the desire to streamline operations, mitigate risks, and enhance overall business efficiency. 

Small businesses, often constrained by limited resources and expertise, find outsourcing a comprehensive solution to payroll challenges, allowing them to navigate complex payroll processes easily.

However, some small business owners previously preferred to handle payroll processing in-house through accounting software or manual bookkeeping. 

However, most business consultants recommend outsourcing payroll now. 

According to a recent survey, 39% of U.S. businesses choose to outsource their payroll processing.

What is Outsourcing Payroll?

Outsourcing payroll is a strategic business move that involves delegating payroll operations to third-party providers.  The process encompasses various tasks, not just limited to payroll calculation.  Small businesses lacking administrative resources or expertise find professional assistance beneficial.

Is Payroll Outsourcing a Good Idea?

Considering the intricacies of managing payroll, the question arises: Is payroll outsourcing a good idea for businesses? 

The answer lies in the tangible benefits it brings to the table. 

Businesses can achieve operational efficiency and compliance by delegating payroll operations to third-party providers, irrespective of their size.

One primary advantage is the reduction of errors in payroll processing. 

Automation of tasks minimizes the risks associated with manual calculations and data entry, ensuring accuracy in wage calculations and tax withholdings. 

Data security is another compelling reason to consider payroll outsourcing. 

Reputable providers invest in state-of-the-art technology and multiple server locations, creating a robust infrastructure for safeguarding sensitive employee information. 

Furthermore, payroll outsourcing facilitates regulatory compliance. 

With the ever-evolving employment regulations, businesses can struggle to stay updated. 

Outsourcing payroll providers, however, take the lead in staying informed and filing necessary paperwork, easing the burden on businesses.

What Is Payroll Co-Sourcing?

Payroll co-sourcing, a subtle approach to outsourcing, involves a collaborative partnership between businesses and specialized payroll providers. 

In this model, rather than fully relinquishing control, companies maintain a level of involvement in their payroll processes. 

This strategic collaboration offers a middle ground, combining external providers’ expertise with the business’s internal understanding.

The co-sourcing arrangement allows businesses to customize their payroll solutions based on specific needs. 

Companies can actively participate in decision-making processes, ensuring alignment with their unique requirements. 

One key advantage of payroll co-sourcing lies in the flexibility it provides. 

Businesses can scale their level of involvement based on the complexity of their payroll needs. 

This adaptability ensures that companies retain control over critical aspects while benefiting from the efficiency and expertise offered by external partners.

Moreover, the collaborative nature of co-sourcing fosters a transparent and communicative relationship. 

Businesses can actively engage with the provider, addressing concerns promptly and fine-tuning processes for optimal results. 

Is Outsourcing Payroll Cost-Effective?

Outsourcing payroll raises a pertinent question for businesses: Is it time-consuming and cost-effective? 

The answer lies in the multifaceted benefits that extend beyond mere financial considerations. 

Small and medium-sized enterprises, often grappling with the complexities of payroll management, can leverage the expertise of a payroll company that specializes in handling employee data and running payroll efficiently. 

Outsourcing allows them access to specialized payroll specialists who navigate intricate processes, potentially saving both time and money for the company. 

Payroll outsourcing providers charge fees for their services, but the investment becomes strategic when juxtaposed against potential fines and penalties resulting from non-compliance and tax compliance errors.

However, it’s not just about dollars and cents; it’s about the long-term viability of the business. 

The comprehensive services offered by outsourced payroll providers contribute to cost-effectiveness, encompassing payroll tax filing, benefits administration, employee self-service options, and year-end processing. 

Integrating payroll with accounting systems and ensuring compliance with HR services across diverse jurisdictions further enhances the value proposition. 

Businesses, particularly those with a limited number of employees, find outsourcing a beneficial solution that mitigates risks, ensures compliance with tax regulations, and facilitates efficient benefits administration.

The flexibility of outsourcing costs, dependent on factors like the number of employees, payroll frequency, and the scope of services, allows businesses to tailor their investment based on specific needs. 

By opting for the right payroll company, businesses can streamline their payroll processes, alleviate the burden of managing employee data, and ensure accurate tax compliance, thereby promoting long-term business success.

What Are The Risks Of Outsourcing Payroll?

Outsourcing payroll undoubtedly offers benefits, but it’s crucial to acknowledge and address the associated risks. 

One significant risk is the potential compromise of data security. 

Entrusting sensitive employee information to an external provider requires careful consideration of the provider’s security measures and protocols.

Another risk revolves around compliance. 

While outsourcing can relieve businesses of the burden of keeping up with changing regulations, there’s a risk that the chosen provider may not stay fully aligned with the latest legal requirements. 

Furthermore, losing control over the payroll process is a valid concern. 

Businesses must rely on the effectiveness and efficiency of the outsourcing provider, and any lapses or errors on their part can impact the organization’s reputation and employee satisfaction.

Cost is also a risk to consider. 

While outsourcing can save money in various ways, the fees associated with payroll providers must be carefully evaluated. 

Unforeseen costs or unclear fee structures can lead to financial surprises for businesses.

How Many Companies Outsource Payroll?

A significant portion of small businesses opt to manage their payroll internally, with 60% choosing to handle payroll in-house, as reported by Software Advice. 

However, an alternative approach is gaining traction, with 45% of small businesses choosing to outsource their payroll operations, according to National Small Business Association data. 

This shift reflects a recognition of the benefits that outsourcing can offer.

The trend extends beyond small businesses, as 61% of employers, regardless of size, have chosen to outsource some or all of their payroll operations, as highlighted by Alight. 

This indicates a widespread acknowledgment of the advantages of entrusting payroll responsibilities to external providers.

One compelling reason for this shift is the notable discrepancy in error rates. 

Payroll errors occur twice as frequently with in-house payroll processes as with outsourced payroll, as indicated by data from Aptitude. 

This stark contrast underscores the potential risks associated with managing payroll internally.

Furthermore, the consequences of payroll-related fines are a concern for businesses. 

Alight reports that 62% of companies with six or more payroll providers incurred payroll-related fines within the last five years, emphasizing the importance of accurate and compliant payroll management. 

This has led 30% of companies to express a solid inclination to switch to a new payroll provider, driven by the desire for a better user experience, according to Zenefits.

What Features Do Payroll Outsourcing Providers Offer?

Payroll outsourcing providers offer a range of features designed to streamline and enhance the payroll management process. 

One key feature is payroll account setup, where the provider establishes and manages employee payroll accounts efficiently. 

They also handle payment method setup, ensuring seamless and accurate payment processes. 

Tracking time worked is another crucial aspect, where providers manage timesheets or hours performed to calculate wages owed.

Calculating wages accurately is a fundamental feature, and outsourcing providers excel in this task, ensuring precision in employee compensation. 

They also deliver pay, distributing it on predefined schedules, often bi-weekly. 

Security measures are vital in safeguarding company and employee information, and reputable providers institute robust security protocols.

Additionally, outsourcing providers ensure compliance with government regulations, handling tasks such as withholding payroll taxes, income taxes, and garnished wages. 

They efficiently manage employee deductions and remit payroll taxes promptly. 

Completing end-of-year tax work is part of their comprehensive services, involving submitting documentation to tax authorities.

These providers often specialize in effective payroll management, focusing solely on payroll functions or related areas. 

This specialization enhances their expertise and employs task-specific training for employees and necessary software. 

While the quality of payroll outsourcing varies, many companies find third-party providers effective in managing complex payroll responsibilities, especially for large organizations with intricate payroll needs.

How Do You Choose A Provider For Outsourcing Payroll?

When venturing into outsourcing payroll, selecting the right provider is crucial for a seamless process. 

Begin by assessing your company’s specific needs and preferences. 

Determine the extent of outsourcing you require—whether full outsourcing or co-sourcing specific tasks. 

Some companies prefer retaining control over specific payroll aspects while enjoying the cost advantages of outsourcing.

Research payroll outsourcing providers both domestically and internationally. 

Evaluate their reputation, experience, and adherence to regulations. 

Choose a provider with a track record of maintaining data security and complying with relevant standards. 

Establishing clear terms of engagement and outlining the provider’s duties and compensation is essential.

Consider payroll outsourcing as an opportunity for cost savings. 

Many companies choose outsourcing to capitalize on the financial benefits, primarily when the provider operates in a region with lower labor costs. 

Even domestically, outsourcing can be cost-effective, relieving companies of high city salaries.

Look for providers that specialize in effective payroll management. 

Outsourcing to experts in payroll can enhance accuracy and efficiency, particularly for large companies with complex payroll responsibilities. 

These providers often use task-specific training and dedicated software to streamline payroll functions.

How To Outsource Payroll?

Start by determining the extent of payroll outsourcing. 

Decide on full outsourcing or co-sourcing. 

Evaluate providers domestically or internationally. 

Select based on reputation and regulatory compliance. 

Set terms of engagement and share necessary information. 

1. Select Payroll Outsourcing Service Provider

Begin by researching and selecting a reputable payroll outsourcing service provider. 

Evaluate their reputation, experience, and regulatory compliance to ensure they meet your business needs.

2. Provide Business Info

Once you’ve chosen a provider, share essential business information with them. 

This includes details about your employees, wage structures, benefits, and any other relevant payroll-related data.

3. Time Tracking

Depending on whether your employees are salaried or hourly, you’ll need to track and submit timesheets to your payroll outsourcing company. 

Many providers use digital time tracking software for accuracy and efficiency.

4. Approval of Pay Amounts

After providing the necessary information, you’ll need to approve pay amounts. 

This involves confirming any additional factors, such as wage garnishments or bonus payments before the payroll processing company finalizes the payroll.

5. Tax and Withholding Management

The outsourcing provider will manage the deduction of appropriate withholdings and taxes from the net pay amount. 

This ensures compliance with state and federal regulations, reducing the risk of payroll tax errors.

6. Check, Review, and Balance

Before finalizing the payroll, carefully review and balance all aspects. 

Check for discrepancies or errors and ensure the payroll amounts align with your approvals.

7. Reporting

Payroll reporting is crucial for record-keeping and compliance. 

The outsourcing company will manage necessary record-keeping and submit required reports to relevant authorities on your behalf.

Buddy Punch | Top Payroll Software

In payroll management (as discussed above), small businesses often grapple with the challenge of efficiently handling payroll tasks while keeping costs in check. 

Buddy Punch emerges as a top player in the payroll software arena, offering an affordable and automated solution tailored for small businesses. 

Let’s delve into how Buddy Punch takes the pain out of payroll, making it a seamless and cost-effective process for businesses.

Simplifying Payroll Pain Points

The Buddy Punch’s payroll system is designed to save time and money, providing businesses with an efficient and user-friendly experience. 

By automating the payroll process, Buddy Punch eliminates the complexities traditionally associated with payroll tasks.

Comprehensive Integration for Anytime, Anywhere Access

Buddy Punch’s payroll system is fully integrated with its time tracker, allowing businesses to manage payroll anytime, anywhere. 

The system ensures automatic payroll tax filings and payments and expert support at users’ fingertips. 

This integration provides accurate and in-depth data, empowering businesses with insights to manage operations more efficiently.

Hassle-Free Payroll in a Few Simple Steps

The Buddy Punch Payroll system simplifies payroll processing in a few easy steps. 

Users can review employee work hours and time off in an intuitive dashboard, sync employee time effortlessly, review essential data, and submit for processing. 

The streamlined process ensures that payroll is managed in minutes, saving businesses valuable time and reducing the likelihood of errors.

Employee Self-Service for Enhanced Efficiency

Buddy Punch goes a step further by offering an employee self-service feature. 

This empowers employees to enter their own details and access pay stubs, W2s, or 1099 forms at any time. 

The paperless payday feature, including direct deposit, ensures that employees have quick access to their funds on payday, enhancing their overall experience.

Automated Requests and Expense Tracking

The payroll app includes features such as automated requests, granting employees more control over hours and access to payroll documents. 

Additionally, Buddy Punch facilitates expense tracking, allowing businesses to record various expenses precisely, from bonuses to reimbursements.

Expert Customer Support and Compliance Assurance

Buddy Punch is not just a software provider; it’s a partner in ensuring payroll compliance. 

The system manages payroll tax filings in the U.S., handles multi-state tax registration, and stays abreast of changing local, state, and federal tax laws. 

The expert support team is readily available to address any questions or concerns, providing businesses with peace of mind.

Cost-Effective Solution for Small Businesses

Offering an integrated time tracking and payroll service at an affordable base rate plus a per-user fee, 

Buddy Punch aims to reduce errors and save time for small businesses. 

With features like unlimited payroll runs, automated payroll payments, and direct deposit, the system provides a comprehensive solution without needing third-party integrations.

Buddy Punch’s Online Reviews

As of the writing date, Buddy Punch has 4.8 out of 5 stars and 920 reviews on Capterra.

Below are a few reviews about Buddy Punch’s ease of use and excellent customer support service. (Click here to explore the complete list of reviews.)

“I have loved my overall experience with Buddy Punch. As I mentioned before their help is invaluable. Some companies have no chat, or phone number and you wait days to hear back from an email. Their immediate response is something they should never get rid of, no matter how big they become.”

Click here to read the full review.

“I like that it reminds the employees to clock in and clock out so they don’t forget at the beginning/end of their shift.”

Click here to read the full review.

“I really like that it tracks and accrues PTO & holiday hours. I don’t have to ask anyone what my PTO balance is! I think it’s smart to be able to add a schedule if you happen to work the same amount of hours each day – much easier to add. I also like that I can add a comment or note of some sort, if needed.”

Click here to read the full review.

“BP has been extremely accessible for customer service and have been open to suggestions for improvements/additional services. They have steadily grown over the last several years, offering more and more helpful services and integration with other programs. BP was also extremely accommodating during Covid shutdowns, allowing us to freeze our account in good faith that we would pick up where we left off as soon as we were able.”

Click here to read the full review.

Try Buddy Punch for Free

If you feel that Buddy Punch might be the right fit for your business, sign up for a 14 day free trial (no credit card needed). You can also book a one-on-one demo, or view a pre-recorded demo video.

Benefits of Outsourcing Payroll

Could outsourcing payroll be a good choice for your business? 

Why do millions of other U.S. businesses choose to do so? 

Below are a few reasons why so many have chosen outsourced payroll services:

1. Save Time

Processing payroll requires a lot of time and attention to detail, whether the business only has a few employees or many. 

Each payroll period takes massive amounts of time spent entering data and double-checking for errors.

Payroll is considered a “non-critical” business because it does not directly affect or increase sales. 

However, it is critical that if mishandled, your business could be in a challenging position – with your employees and the government.

Federal, state, and local government laws and regulations for business payroll can be complicated and very technical if you are unfamiliar with them. 

It takes great attention to detail to ensure the proper amounts are withheld from the employee’s payroll. They report and remit the appropriate paperwork and numbers to the relevant government agencies. 

Then, there is the issue of ensuring the employer’s portion of taxes is calculated and submitted correctly.

Tax withholding is not the only thing involved in payroll processing. 

In addition to tax withholding, payroll includes understanding wage and hour laws (i.e., overtime pay). 

Then, there are new hire reporting requirements, unemployment compensation, and workers’ compensation insurance.

This is time taken away from more essential core activities like bringing in more business revenue or attending to customer service issues. 

Undoubtedly, unexpected issues arise while processing payroll, too, and it never fails to happen at the most inconvenient time.

2. Save Money

It is often said that time is money, which is true in business. 

Outsourcing your payroll will save significant time – that is the equivalent of money. 

Here are some of the following parts of payroll that would have to be covered in-house if you did not outsource your payroll:

• Calculating time for each employee, each pay period
• Printing out and signing each paycheck and passing them out to the employees or mailing them
• Preparing reports
• Submitting payroll reporting and taxes to appropriate government departments

Suppose you recorded the actual time spent (and associated hourly wage) that your in-house payroll department spends on payroll processing each pay period. In that case, you might be surprised to see that you could find an affordable payroll processing provider for a comparable fee or even less.

Another aspect of savings that can be seen from outsourcing payroll is seeing costs cut and the risk of payroll errors reduced significantly. 

Outsourced payroll helps your business avoid costly fees and penalties for errors in reporting. 

The IRS states that 40% of small businesses pay penalties averaging over $800 annually for late or invalid filings.

3. Enhanced Security

The risk is always present for identity theft, embezzlement, and time records tampering. 

Even if you fully trust your employees, it should still be a concern to have all payroll records securely kept and recorded. 

Then, there is the concern about where your confidential payroll data is stored, whether on-site or off-site.

By outsourcing payroll processes to a reputable provider, you will gain peace of mind knowing that the business’s and employees’ confidential payroll data is kept confidential and stored safely. 

High-quality payroll providers can offer state-of-the-art technology to their clients to keep their data stored safely.

4. Guaranteed Compliance

Most small business owners are not usually experts regarding government payroll tax regulations. 

Despite that, each business is legally responsible for any error in withholding, remittance, and reporting. 

These mistakes can lead to costly and often devastating penalties or audits. 

In 2016, the IRS reported that nearly 2 million business tax returns were audited, and over 900,000 businesses were fined for civil penalties.

Rules and regulations are continually changing, and small business owners just do not have the time to stay up-to-date on all these changes.

Professional payroll processors ensure that all rules, regulations, and tax rates remain current and correct. 

Leave all of these crucial processes in the hands of the experts.

5. Eliminates Payroll Errors

Automation, a key feature of professional payroll providers, is pivotal in reducing manual calculations and data entry mistakes. 

By automating labor-intensive tasks, payroll providers minimize the risk of errors that can lead to financial discrepancies and dissatisfied employees. 

The calculations and automatic processing of taxes contribute to error-free payroll, ensuring compliance with regulations and preventing costly penalties. 

Moreover, outsourcing to reputable payroll providers means embracing state-of-the-art technology and secure data practices. 

Redundant backup systems and multiple server locations enhance data security, providing peace of mind to businesses entrusting their payroll responsibilities to external experts.

6. Data Integration

The seamless integration of payroll with time and attendance, benefits, and other H.R. applications fosters an environment where data flows effortlessly, enhancing overall operational efficiency.

By opting for payroll outsourcing, businesses can break down data silos, allowing for a more comprehensive view of employee information. 

This integration minimizes the risk of errors and facilitates more accessible access to information through a unified platform. 

It’s a strategic move that transcends the traditional boundaries of payroll processing.

Furthermore, data integration simplifies the payroll process for employees. 

With self-service options available, staff can conveniently view pay information, log hours, and manage withholdings—all from the convenience of their mobile devices. 

This accessibility not only empowers employees but also reduces the administrative burden on the H.R. department.

7. Fosters Employee Self-Service

Outsourcing payroll simplifies administrative burdens and brings notable benefits, particularly in fostering employee self-service. 

Employees gain autonomy over their pay-related information and activities through this strategic approach. 

They can conveniently access their pay details, log working hours, and manage withholdings, all from their mobile devices.

Integrating payroll with various H.R. applications drives the shift towards employee self-service. 

Employees can experience the convenience of a single sign-on solution, streamlining their interactions with various H.R. processes.

Outsourcing Payroll Disadvantages

Outsourcing payroll, despite its advantages, is not without its drawbacks. 

One significant downside is the diminished level of oversight. 

When a company outsources its payroll functions, it relinquishes direct supervision of specific processes. 

Although the client company remains responsible for setting expectations and monitoring the provider’s success, it cannot match the level of oversight achieved through internal management of payroll functions.

Another critical disadvantage is the heightened risk of data security breaches. 

While many cloud-based programs for managing payroll data boast encrypted servers and firewalls, they become attractive targets for malicious activities. 

Transferring sensitive information, such as Social Security Numbers and bank account details, beyond the company’s walls increases exposure to potential breaches. 

Although cloud-based systems use security measures, the inherent data security risks persist, and companies must weigh these risks against the benefits of outsourcing.

One of the primary challenges is the potential loss of control over the payroll process. 

When a company entrusts payroll functions to a third-party provider, it may face difficulties in promptly resolving issues. 

While the client company can set expectations and monitor the provider’s performance, any mistakes or unresolved problems caused by the provider may continue to cost time and money for the client company.

Despite these challenges, outsourcing payroll remains a common practice for potential cost savings and efficiency gains. 

However, businesses contemplating outsourcing should adopt best practices. 

Focus on selecting a reputable and experienced provider, remain vigilant about regulatory compliance and tax burdens, and take the time to choose the right outsourcing partner.

Outsourcing Payroll Best Practices

Here are essential practices to consider when outsourcing payroll.

1. Choose a Reputable Provider

When selecting a payroll outsourcing provider, prioritize reputation and experience. 

Thoroughly vet potential partners to ensure they have a track record of reliability and competence in payroll management. 

Even the best providers can make mistakes, so establishing trustworthiness is crucial.

2. Remain Compliant

Regulatory compliance is paramount, especially when outsourcing internationally. 

Businesses should not assume that employment regulations in the provider’s country align with their own. 

Diligently check that the payroll outsourcing provider adheres to all relevant regulations and verify that taxes are accurately remitted, as errors can be costly.

3. Take Time in Selection

Rushing the decision-making process can lead to suboptimal outcomes. 

For companies new to outsourcing, it’s essential to take the time to select the right provider carefully. 

Thoroughly evaluate each arrangement aspect to ensure it aligns with the company’s needs and expectations.

4. Maintain Oversight

While outsourcing involves trusting a third party, the client company must maintain oversight. 

Although direct supervision diminishes, setting clear expectations and monitoring the provider’s performance are essential. 

Companies should actively oversee the payroll process to address issues promptly.

5. Prioritize Data Security

Recognize the increased risk of data security breaches when outsourcing sensitive payroll information. 

Cloud-based programs often employ encryption and firewalls, but the potential for malicious activity remains. 

Companies should implement measures to protect sensitive data and evaluate the security protocols of their outsourcing partners.

6. Understand Costs and Savings

While cost savings are a significant incentive for outsourcing payroll, it’s essential to understand the associated costs and potential savings clearly. 

Consider factors such as service fees, additional expenses, and the overall financial impact on the company.

7. Effective Communication

Communicate expectations, address concerns promptly, and ensure that both parties are aligned on the terms of engagement. 

Strong communication fosters a collaborative relationship and reduces the likelihood of misunderstandings.

Outsourcing Payroll and Tax Responsibilities as an Employer

Outsourcing payroll and tax responsibilities to third-party service providers can be beneficial, streamlining operations and ensuring compliance with filing deadlines. 

However, employers must know their tax responsibilities even when outsourcing them.

Many employers outsource payroll services to third-party providers for tasks such as administering payroll, managing employment taxes, and handling reporting and deposit requirements. 

While this can increase efficiency, employers must understand their ongoing tax obligations. Here are vital considerations for employers who outsource payroll responsibilities:

1. Ultimate Responsibility

Employers remain ultimately responsible for depositing and paying federal tax liabilities, even if the employer initially funds the third-party service provider.

Suppose the third-party fails to make federal tax payments. In that case, the IRS may assess penalties and interest on the employer’s account, making the employer liable for all taxes, penalties, and interest.

2. IRS Correspondence

In case of any issues or communication from the IRS, correspondence is sent to the employer at the address of record.

Employers are advised against changing their address of record to that of the payroll service provider, as it may limit the employer’s awareness of tax matters concerning their business.

3. Electronic Funds Transfer (EFT)

Employers must use Electronic Funds Transfer (EFT) via the Electronic Federal Tax Payment System (EFTPS) to deposit all federal tax payments.

EFTPS provides a secure and easy-to-use service for employers to verify payments made on their behalf by the third-party provider.

4. Verification and Monitoring

Employers should register on the EFTPS system to obtain their Personal Identification Number (PIN) and use it to verify payments periodically.

Monitoring payment history through EFTPS allows employers to promptly detect missed or late payments.

5. Security Measures

Employers should ensure their payroll providers use EFTPS for payments, and any deviation should raise a red flag.

EFTPS allows employers to make additional tax payments directly, such as estimated tax payments.

6. Responsibility for Tax Payments

Employers are responsible for income tax withheld and both employer and employee portions of social security and Medicare taxes.

Prosecutions have occurred for individuals and companies posing as payroll service providers who misappropriate funds intended for tax payments.

7. Addressing Issues

If employers suspect issues with their payroll service provider or receive bills or notices related to tax payments, prompt contact with the IRS is recommended.

Contacting the IRS can be done through the number on the bill, writing to the IRS office, calling 800-829-4933, or visiting a local IRS office.

FAQs