HRMS Software for Businesses in the UK

Nathan HRMS is HRMS software for UK businesses that need one system for employee records, recruitment, attendance, leave, payroll, approvals and workforce reporting.

Nathan HRMS connects information across HR, payroll, finance and operations so that each function works with the same employee records. For UK payroll, the platform can be configured around the earnings, deductions and reports your organisation needs.

This guide explains what Nathan HRMS includes, how its capabilities support UK operations and what implementation can involve.

Keep Employee Information and HR Processes Connected

Nathan HRMS provides a central employee record covering recruitment, onboarding, employment changes and departure.

Recruitment teams can publish vacancies, manage applications and track candidates through defined hiring stages. AI-assisted candidate screening helps organise initial application reviews, while hiring managers can record interview feedback and decisions within the platform.

Once a candidate is hired, their information can move into the employee record without creating another profile manually. HR can then manage personal details, employment information, reporting lines, documents, approvals and organisational data through the same system.

The platform supports:

• Recruitment and applicant tracking

• Candidate-to-employee conversion

• Onboarding and offboarding

• Internal transfers and reboarding

• Departments, locations and reporting structures

• Company policies and documents

• Multiple companies and legal entities

For organisations operating across several locations or legal entities, this provides a shared workforce structure while preserving the access controls required by each business unit.

Connect Attendance and Leave Directly to Payroll

When attendance, leave and payroll operate through separate processes, payroll teams need to collect, reconcile and check information before every pay run.

Nathan HRMS connects approved attendance, leave, overtime, commissions and other payroll inputs with the employee record. Employees can record attendance through supported biometric devices, mobile check-ins or GPS-based check-ins, depending on your configuration.

You can configure:

• Work schedules and rosters

• Attendance and overtime rules

• Leave types and balances

• Approval routes

• Attendance exceptions

• Manager permissions

Managers can review exceptions and approve employee requests within the platform. Once approved, the information is available for payroll without maintaining a second attendance record.

This gives HR, payroll and operations a shared process for managing employee time while preserving an approval trail for review.

Manage UK Payroll Information and Deductions

Nathan HRMS can bring together the employee information, earnings and deductions used during payroll processing.

Payroll records can include:

• Basic salary

• Approved attendance and overtime

• Leave inputs

• Allowances and deductions

• Commissions and incentives

• Statutory payments

• Pension deductions and employer contributions

• Employee payslips

• Payroll and finance reports

For UK employers, payroll also involves Pay As You Earn (PAYE) Income Tax and National Insurance contributions. Authorised users can review payroll information before approval, while employees can access their payslips through the employee portal or mobile app.

The exact calculations, tax-year updates, statutory reports and automated outputs available for your UK payroll requirements should be confirmed during configuration.

Prepare Payroll Data for HMRC Reporting

Employers operating PAYE must maintain accurate payroll information and report employee payments and deductions to HM Revenue and Customs (HMRC).

Under HMRC payroll reporting guidance, employers generally send a Full Payment Submission (FPS) on or before the employee’s payday. An Employer Payment Summary (EPS) is used to claim eligible reductions in the amount owed to HMRC or report specific circumstances not included in an FPS.

Payroll data can support processes involving:

• PAYE Income Tax

• Employee and employer National Insurance contributions

• FPS and EPS information

• Statutory payments

• Pension deductions and contributions

• Employee payslips

• Payroll summaries and audit records

Nathan HRMS can maintain the employee, pay and deduction data used in these processes. The availability of FPS or EPS generation and direct HMRC submission should be confirmed during implementation.

Final reports, submissions and payments remain the responsibility of your organisation and its authorised payroll representatives.

Maintain Payroll Data for Workplace Pension Duties

UK employers have workplace pension duties in addition to payroll and tax reporting.

The Pensions Regulator explains that employers must assess their workforce, automatically enrol eligible staff into a suitable workplace pension scheme and make the required contributions.

Employee and payroll records can support workforce assessments, pension eligibility, contributions, opt-in and opt-out activity and re-enrolment. Confirm the assessment rules, contribution outputs and pension-provider integrations available for your chosen scheme during implementation.

Give Employees Access Without Losing HR Control

Employee self-service reduces routine HR administration while keeping access governed by role and permission.

Through the Nathan HRMS web portal or mobile app, employees can:

• Review payslips

• Submit leave requests

• Check leave balances

• Upload documents

• Update permitted personal information

• Record attendance through configured methods

Managers can review team attendance, respond to requests and complete approvals without relying on email threads or manually maintained trackers.

Notifications can connect with Microsoft Teams, Slack, WhatsApp and email, depending on the integrations selected.

Manage Performance and Employee Development

Nathan HRMS links performance management to the employee’s role, department and reporting structure.

Managers can define goals and key performance indicators (KPIs), complete performance reviews, collect 360-degree feedback and create development plans. Authorised teams can also use calibration tools to review performance outcomes across departments or employee groups.

Learning and development activity can be recorded alongside performance information, giving HR and management a consolidated view of employee goals, feedback and development.

Give Management Better Workforce Visibility

Nathan HRMS provides dashboards and reports covering:

• Headcount

• Attendance and absence

• Leave

• Payroll

• Recruitment

• Employee turnover

• Performance

• Workforce costs

Access can be configured by role so that HR, finance, payroll and management teams see information connected to their responsibilities.

AI-assisted reporting tools allow authorised users to ask workforce questions and generate summaries using information available in the platform. This supports management reporting without distributing multiple versions of employee and payroll spreadsheets.

Connect HRMS Data With Your Existing Systems

Nathan HRMS provides more than 35 prebuilt integrations and an open application programming interface.

Supported integration categories include:

• ERP and finance systems

• Identity and access-management platforms

• Biometric attendance devices

• Banking and payroll processes

• Microsoft Teams, Slack, WhatsApp and email

• Custom systems through REST APIs and webhooks

Integration planning should establish which system owns each data field, how information moves between platforms and who reviews unsuccessful transfers. This helps prevent duplicate employee records and conflicting information across business systems.

Apply Permissions, Security Controls and Audit Records

Nathan HRMS contains identity information, bank details, salary records, employment history and other personal information. Access therefore needs to reflect each user’s responsibilities.

The platform provides role-based permissions, authentication controls, encrypted data storage and activity logging. Its security framework also covers backups, infrastructure monitoring, database separation and controlled access to stored files.

Audit records allow authorised teams to review system changes, approvals and user activity.

The Information Commissioner’s Office guidance on employment records explains that employers need a lawful basis for processing worker information and should consider how much personal information they retain.

Your HRMS configuration should form part of your wider UK GDPR and Data Protection Act 2018 governance, retention and access-control processes.

Configure Nathan HRMS Around Your Organisation

Nathan HRMS can be configured around your entities, locations, departments, reporting lines, approval routes, attendance policies and payroll requirements.

Implementation can include:

1. Reviewing your HR and payroll processes

2. Configuring companies, locations and reporting lines

3. Setting attendance, leave and approval rules

4. Preparing and validating employee data

5. Configuring earnings, deductions and reports

6. Connecting approved integrations

7. Testing workflows and calculations

8. Training administrators, managers and employees

9. Launching the platform in agreed stages

Historical employee and payroll information should be validated during migration. Parallel testing can help your team check payroll results before the system becomes the primary payroll environment.

The implementation scope will depend on your workforce size, entities, payroll structure, data quality and integration requirements.

Nathan HRMS Capabilities for UK Businesses

Bring Your UK Workforce Operations Into One System

Nathan HRMS gives UK businesses one platform for managing employee records, recruitment, attendance, leave, payroll information, performance and workforce reporting.

For HR and payroll teams, this reduces repeated administration and provides a structured approval record. Finance and management gain access to reliable workforce and payroll information, while employees can manage routine requests without removing HR oversight.