If you run a UK small business and pay employees, payroll is not optional — it is a legal obligation that comes with HMRC deadlines, pension duties, and the constant risk of getting deductions wrong. Sage Payroll is one of the most established payroll platforms in the UK, used by hundreds of thousands of businesses and backed by over 40 years of HMRC compliance experience. But is it actually worth it in 2026, especially with newer competitors entering the market?

This review covers everything you need to know: what Sage Payroll does, how much it costs, what the three plans include, how the pricing scales as you add employees, and where the platform genuinely excels and where it falls short. If you are comparing payroll software or thinking about switching, this is the information that matters.

What Sage Payroll Is

Sage Payroll is a cloud-based payroll platform designed for UK small and medium-sized businesses. It handles the entire payroll process — calculating gross-to-net pay, deducting income tax, National Insurance, pension contributions, student loans, and statutory payments, then submitting everything to HMRC through Real Time Information.

It is HMRC-recognised software, which means it meets the government's standards for PAYE reporting and Making Tax Digital compliance. It also integrates directly with Sage Accounting, so payroll data flows into your bookkeeping without manual re-entry.

Sage offers payroll as both a cloud product (Sage Business Cloud Payroll) and a desktop product (Sage 50 Payroll). This review focuses primarily on the cloud version, which is where Sage is directing new customers and ongoing development.

Pricing

Sage Payroll uses a tiered subscription model based on the number of employees you pay. All three plans include five employees in the base price, with additional employees charged per head per month. The more employees you add, the lower the per-employee cost becomes.

Sage Payroll plans

Plan	Monthly Price (excl. VAT)	Extra Employee Cost	Best For
Payroll Essentials	£10	£2 per employee	Micro-businesses with basic pay runs
Payroll Standard	£20	£4 per employee	Growing SMEs needing pensions and reporting
Payroll Premium	£30	£6 per employee	Larger teams needing HR, timesheets, and documents

Each plan includes five employees. Sage also currently offers two months free on new sign-ups, which reduces your first-year cost. After the promotional period, standard pricing applies.

Sage Payroll 2026 pricing plans comparison infographic with three tiers

What it costs for 10, 25, and 50 employees

Because pricing is tiered, it helps to see what the actual monthly bill looks like at different team sizes. The figures below use the per-employee add-on rates for extra employees beyond the included five.

Team Size	Essentials	Standard	Premium
5 employees	£10/mo	£20/mo	£30/mo
10 employees	£20/mo	£40/mo	£60/mo
25 employees	£50/mo	£100/mo	£150/mo
50 employees	£100/mo	£200/mo	£300/mo

At the Essentials level, a 10-employee business pays just £20 per month for payroll. That is significantly cheaper than outsourcing to a payroll bureau, which typically costs £5 to £15 per employee per month. Even at the Premium tier, a 25-employee business pays £150 per month and gets payroll, HR, timesheets, and document management in one platform.

Fintech infographic of Sage Payroll features with dashboard and feature cards.

Core Features

All three Sage Payroll plans share a foundation of core payroll features that cover the essentials every UK employer needs.

Pay runs and calculations

Sage Payroll automatically calculates gross-to-net pay for each employee, applying the correct income tax based on their PAYE tax code, employee and employer National Insurance contributions, pension deductions, student loan repayments, and any statutory payments. You enter or confirm the pay details, review the figures, approve the run, and the software handles the maths.

For businesses with straightforward pay arrangements — monthly salaries, standard hours, and consistent pay cycles — the pay run process takes minutes rather than hours. Sage processes thousands of payslips in around two minutes, so even larger teams do not face long processing times.

HMRC submissions

Sage Payroll submits your Full Payment Submission and Employer Payment Summary directly to HMRC through its built-in RTI connection. You do not need to log into a separate HMRC portal or use additional software. The submission happens as part of the pay run workflow, and the software records confirmation so you have an audit trail.

Statutory payments

The software calculates and processes Statutory Sick Pay, Statutory Maternity Pay, Statutory Paternity Pay, Shared Parental Pay, and Statutory Parental Bereavement Pay. Qualifying criteria, waiting days, and payment rates are built into the system and updated each tax year. For 2026/27, statutory parental pay has been increased to £194.32 per week.

Payslips and P60s

Sage generates digital payslips for every pay run and annual P60 certificates at year-end. Employees can access their payslips securely through a mobile app, which reduces the administrative overhead of printing and distributing paper copies.

Tax code management

HMRC tax code changes are applied automatically when Sage receives the updated code notice. This is one of the platform's strongest practical features because wrong tax codes are one of the most common payroll errors. Automating the update removes the risk of someone forgetting to apply a new code or entering the wrong one manually.

What Each Plan Adds

While the core payroll engine is shared, the three plans differ in the additional capabilities they offer on top of basic pay runs and HMRC submissions.

Payroll Essentials

The entry-level plan covers the fundamentals: pay runs, tax calculations, NI, RTI submissions, payslips, and year-end reporting. It is designed for micro-businesses with straightforward payroll needs — a handful of employees on consistent monthly salaries with no complex pension or HR requirements.

If you are a small employer who needs to pay staff, deduct the right tax, and report to HMRC correctly, Essentials handles the job at the lowest cost.

Payroll Standard

Standard adds automatic pension auto-enrolment management, including employee assessment, contribution calculations, and integration with major pension providers including NEST, NOW: Pensions, The People's Pension, and Smart Pension. It also includes enhanced reporting and the ability to manage more complex pay structures.

This is the plan most growing small businesses need, because pension auto-enrolment is a legal obligation and managing it manually is time-consuming and error-prone.

Payroll Premium

Premium includes everything in Standard plus HR features, electronic document management, employee self-service for holiday and sick leave requests, timesheet submissions, new starter onboarding workflows, and staff development tracking. It is designed for businesses that want payroll and HR in a single platform rather than paying for separate systems.

For businesses with 15 or more employees, Premium often makes sense because the HR and timesheet features replace tools you would otherwise need to buy separately.

Integration with Sage Accounting

One of Sage Payroll's most practical advantages is its direct integration with Sage Accounting. Payroll journals are created automatically and posted to your accounting records, which means staff costs, employer NI, pension contributions, and PAYE liabilities all appear in your books without manual re-entry.

This matters because payroll is one of the largest expense categories for most businesses. If your payroll data has to be manually transferred into your accounting software, there is a risk of transcription errors, timing mismatches, and inconsistencies between your payroll reports and your profit and loss statement. The Sage-to-Sage integration eliminates that risk entirely.

If you already use Sage Accounting, adding Sage Payroll creates a unified financial system where invoicing, expenses, bank reconciliation, VAT, and payroll all sit in one ecosystem. That level of integration is difficult to replicate when using separate providers for accounting and payroll.

CIS and Construction Industry Support

Sage Payroll handles Construction Industry Scheme requirements, including CIS deductions, monthly CIS returns to HMRC, and CIS statements for subcontractors. For construction businesses, this is a significant feature because CIS compliance adds a layer of complexity that many payroll platforms either handle badly or charge extra for.

Sage processes CIS returns as part of the standard payroll workflow, so you do not need to switch between different systems or file CIS separately. If your business operates in construction or employs subcontractors, this alone can be a deciding factor.

Year-End Processing

Every April, employers must complete a series of year-end tasks: submitting the final FPS, filing an EPS to confirm the year is closed, issuing P60s, and rolling the payroll forward into the new tax year with updated rates and thresholds.

Sage releases a year-end update each March that prepares the software for the transition. The update includes the new tax bands, NI thresholds, statutory payment rates, National Living Wage, and pension thresholds. For 2026/27, the update includes the employer NI secondary threshold of £5,000, the National Living Wage increase to £12.71 per hour, and the updated statutory pay rates.

The year-end process within Sage is guided step by step. You follow the prompts, confirm each stage, and the software handles the submissions and record updates. For first-time employers or businesses that dread the annual transition, this guided process removes much of the anxiety.

Employee Self-Service

On the Standard and Premium plans, employees can access their payslips and P60s through a secure online portal or mobile app. On Premium, this extends to self-service holiday requests, sick leave logging, and timesheet submissions.

This is a practical quality-of-life improvement for both the employer and the team. Instead of employees emailing or messaging to ask for a copy of a payslip, they can access it themselves. Instead of holiday requests happening over informal conversations, they go through a trackable system. For businesses with more than a handful of employees, self-service features reduce day-to-day admin significantly.

Sage Payroll pros and cons comparison editorial illustration

Pros

HMRC-recognised and deeply compliant. Over 40 years of UK payroll and tax compliance experience. Sage is one of the most trusted names in UK payroll for good reason.
Automatic tax code updates. HMRC coding notices are applied automatically, reducing the most common payroll error.
Pension auto-enrolment built in. Standard and Premium plans handle employee assessment, contribution calculations, and provider integration without needing separate software.
Tight integration with Sage Accounting. Payroll journals flow directly into your books — no manual transfer, no re-entry, no mismatch risk.
CIS support included. Construction businesses get CIS returns and deductions as part of the payroll workflow.
Scalable pricing. Starts at £10 per month for up to five employees. Grows with you without jumping to a completely different product.
UK-based support. Phone and email support from a UK team that understands HMRC, PAYE, and domestic payroll requirements.
Guided year-end. Step-by-step year-end process with automatic rate and threshold updates each April.

Cons

Per-employee costs add up at scale. At the Premium level, a 50-employee business pays £300 per month. Larger businesses may find better value with enterprise-level platforms or payroll bureaus that offer volume discounts.
Essentials plan is very basic. No pension management, limited reporting, and no HR features. Most real businesses will need Standard at minimum.
Cloud version is still catching up to Sage 50 Payroll. Some advanced features that long-time Sage 50 desktop users rely on are not yet fully replicated in the cloud version.
Interface has a learning curve. While functional, the interface is more structured than some newer competitors. First-time payroll users may need a few pay runs to feel fully comfortable.
Customer support can be inconsistent. While UK-based, some users report mixed experiences with wait times and issue resolution depending on the complexity of the query.
Limited integrations outside the Sage ecosystem. If you use Xero, QuickBooks, or another accounting platform, the payroll integration advantage largely disappears.

Who Sage Payroll Is Best For

Sage Payroll is strongest for a specific type of business. If you match most of the criteria below, it is likely one of the best payroll options available to you.

UK small businesses with 1 to 100 employees
Businesses already using or planning to use Sage Accounting
Employers who want payroll and accounting tightly integrated in one ecosystem
Construction businesses needing CIS compliance
Businesses that want pension auto-enrolment managed within payroll rather than separately
Employers who value UK-based phone support from a team that understands HMRC

Who Should Look Elsewhere

Businesses with 100+ employees that need enterprise-grade payroll with bulk processing, multi-entity management, and volume pricing — consider Sage 50 Payroll or Sage Intacct Payroll
Businesses using Xero or QuickBooks for accounting — the integration advantage is lost, so standalone payroll providers like BrightPay or Moorepay may offer better value
Sole traders with no employees — you do not need payroll software at all unless you are paying yourself through PAYE as a company director

Is Sage Payroll Worth It in 2026?

For UK small businesses with employees, Sage Payroll is one of the most complete and cost-effective payroll platforms available. At £10 per month for up to five employees on the Essentials plan, the entry cost is lower than most competitors and significantly cheaper than outsourcing to a payroll bureau.

The real value is in the combination of automated HMRC compliance, pension management, CIS support, and direct integration with Sage Accounting. No single feature is unique to Sage, but the way they work together as a system is difficult to match without stitching together multiple separate products.

Where Sage Payroll earns its recommendation is for businesses that want one connected platform for accounting and payroll, run by a company that has been doing UK payroll longer than most of its competitors have existed. If that matches your needs, it is worth it. If you are looking for the cheapest possible option and do not need the ecosystem integration, simpler alternatives exist — but they come with trade-offs in compliance depth, support, and long-term scalability.

This article is for informational purposes only and does not constitute financial, tax, or payroll advice. Pricing and features are accurate as of March 2026. Visit the Sage website directly for the most current plan details.