For recruitment agencies, supplier compliance is no longer something that can be assessed through reassuring conversations, polished policies or a logo on a website. Agencies need evidence that the businesses within their labour supply chains have the right systems, controls and governance in place.

This matters even more following the introduction of new PAYE rules for labour supply chains involving umbrella companies. From 6 April 2026, an agency with the direct contract to supply a worker to an end client can be held responsible where the correct PAYE has not been paid by an umbrella company.

Due diligence must therefore go further than taking a provider’s claims at face value.

Workforce Assured accreditation supports this shift towards evidence-led compliance. It provides independent recognition that a provider has been assessed against a standard designed around temporary labour and employment practices.

For agencies choosing payroll partners, that independent assessment can provide something increasingly valuable: confidence supported by evidence.

Why compliance claims are no longer enough

Most payroll and workforce providers use similar language.

They talk about trust, transparency, accurate payroll and robust compliance. Those principles matter, but the words alone reveal very little about how the provider operates behind the scenes.

A provider may have policies in place, but are those policies followed consistently? Are its systems subject to proper oversight? Can it demonstrate how workers are engaged and paid? Would its records and processes stand up to external scrutiny?

These are the questions agencies now need to ask.

HMRC advises employment businesses to carry out due diligence before using an umbrella company. Its guidance recommends identifying every business within the labour supply chain, understanding how workers are engaged and checking that PAYE is being operated correctly.

The new PAYE rules have increased the commercial importance of these checks. Where an umbrella company fails to account for the correct PAYE, HMRC can recover the amount from the responsible agency or, where no agency is involved, the end client.

Compliance claims may begin the conversation, but they cannot finish it.

Agencies need evidence that supports the promises being made.

What is Workforce Assured accreditation?

Workforce Assured is an accreditation focused on temporary labour and employment practices within the built environment.

It is designed to support legal compliance, good governance and better employment practices across labour supply chains. The accreditation provides independent recognition that a business has been assessed against a compliance-focused standard.

Workforce Assured was launched with support from leading UK construction contractors to raise standards around how companies recruit, engage and pay their workforces.

This makes the accreditation particularly relevant to recruitment agencies, contractors, payroll intermediaries and end clients operating within construction and related sectors.

Rather than relying entirely on a provider’s own description of its standards, agencies can see that an independent organisation has examined the business against defined expectations.

Accreditation does not remove the need for an agency’s own supplier checks. It should instead form part of a broader due diligence process, providing another meaningful source of evidence.

How Workforce Assured supports evidence-led due diligence

Strong due diligence is not a single form completed when a new provider joins a Preferred Supplier List.

It is an ongoing process of understanding who is within the labour supply chain, how each organisation operates and whether the appropriate controls remain in place.

Workforce Assured accreditation can strengthen this process in several ways.

Independent assessment

Self-assessment has limitations. A provider reviewing its own standards may have good intentions, but it cannot offer the same objectivity as an external assessment.

Independent accreditation introduces another level of scrutiny. It demonstrates that the provider has been prepared to open its processes to review rather than asking agencies simply to accept its assurances.

Defined standards

Vague commitments are difficult to measure.

An accreditation framework provides defined expectations against which a provider can be assessed. This helps move supplier conversations away from broad promises and towards systems, controls and evidence.

Stronger procurement decisions

When agencies compare potential payroll providers, price and speed should not be the only deciding factors.

Accreditation can help procurement and compliance teams identify providers that have made a demonstrable investment in responsible employment practices and supply chain governance.

Better client conversations

Agencies are increasingly expected to explain how they select and oversee their payroll partners.

Being able to reference independent accreditation can support discussions with end clients, particularly where those clients have strict procurement, governance or labour compliance requirements.

It gives the agency more than a verbal assurance to pass along the supply chain.

Why evidence matters under the PAYE rules introduced in April 2026

The PAYE rules for labour supply chains involving umbrella companies changed on 6 April 2026.

Where workers are supplied through an umbrella company, the agency holding the contract with the end client is responsible for making sure PAYE is operated correctly. If HMRC finds that the umbrella company has not paid the correct PAYE, it can recover the unpaid amount from that agency.

Where there is no recruitment agency in the supply chain, that responsibility sits with the end client.

The umbrella company remains responsible for calculating PAYE correctly and paying HMRC. However, the consequences of a failure can now travel further through the supply chain.

This makes supplier selection a financial and commercial risk decision, not simply an administrative one.

Agencies need to know:

• Who is employing and paying each worker
• Whether additional businesses appear within the payment chain
• How PAYE calculations and payments are controlled
• What information the provider will supply for verification
• Whether processes are documented and consistently followed
• What independent evidence supports the provider’s claims

Workforce Assured accreditation cannot replace these checks. No single accreditation should be treated as a shortcut around proper due diligence.

It can, however, contribute useful independent evidence that a provider takes governance, compliance and responsible workforce practices seriously.

What should agencies ask their payroll providers?

A credible provider should be comfortable answering detailed questions.

Agencies reviewing an existing supplier or considering a new payroll partner should ask for practical evidence, not simply a standard sales presentation.

Useful questions include:

• Which legal entity will employ or engage the worker?
• Will any other businesses be involved in the payment chain?
• How does the provider calculate and report PAYE?
• What controls are used to identify payroll errors?
• How are compliance responsibilities assigned internally?
• How often are policies and procedures reviewed?
• What documents can the provider supply to support agency checks?
• Has the business been independently assessed or accredited?
• What happens when an issue or discrepancy is identified?
• How will the provider support ongoing monitoring?

The quality of the response matters as much as the answer itself.

Clear documentation, transparent processes and a willingness to provide evidence indicate a very different compliance culture from vague assurances or defensive answers.

A reliable partner should make due diligence easier, not treat it as an inconvenience.

Accreditation should support due diligence, not replace it

Independent accreditation is valuable, but agencies should avoid treating any badge as a complete compliance strategy.

A strong approach combines several layers of scrutiny.

This may include:

• Verifying company and legal entity details
• Mapping the complete labour supply chain
• Reviewing contracts and employment documentation
• Checking relevant insurance
• Examining sample payroll records and payslips
• Understanding how tax and National Insurance are handled
• Confirming how workers receive support
• Reviewing independent accreditations
• Repeating checks at suitable intervals
• Recording findings and actions clearly

This distinction is important.

Evidence-led due diligence does not mean collecting certificates and storing them in a folder. It means understanding what those certificates represent, combining them with direct checks and continuing to monitor the relationship.

Workforce Assured accreditation is most useful when it forms part of that wider process.

What Sterling’s Workforce Assured accreditation demonstrates

Sterling Solutions Umbrella Limited, Sterling Solutions Rail Limited and Sterling CIS Limited have achieved Workforce Assured accreditation.

For The Sterling Group, this is not simply a marketing statement. It provides independent recognition of the systems, controls and standards that sit behind our services.

It demonstrates our willingness to have those standards examined rather than asking agencies and clients to rely solely on what we say about ourselves.

That distinction matters.

Recruitment agencies need payroll partners that understand the pressure they face. They must protect workers, meet client expectations, maintain clear records and manage an increasingly complex compliance environment.

Our Workforce Assured accreditation supports the evidence agencies need when assessing their supply chain. It sits alongside our commitment to clear communication, accountable processes and doing things properly at every stage of the contractor journey.

The commercial value of choosing partners that can provide evidence

Compliance failures rarely remain confined to the payroll department.

They can lead to financial exposure, disrupted contractor relationships, difficult client conversations and damage to an agency’s reputation.

The reverse is also true.

A well-managed and transparent payroll partnership can support:

• Stronger contractor confidence
• More effective client procurement conversations
• Clearer audit trails
• Fewer surprises within the supply chain
• Better-informed supplier decisions
• Greater confidence when reviewing a PSL

Evidence gives agencies a firmer foundation for those decisions.

It helps compliance teams demonstrate why a provider was selected. It allows account teams to answer client questions more confidently. It also shows contractors that the businesses responsible for their employment and pay have been chosen carefully.

That is why independently assessed standards matter commercially, not only operationally.

Frequently asked questions

What does Workforce Assured accreditation mean?

Workforce Assured accreditation provides independent recognition that an organisation has been assessed against a standard focused on temporary labour and employment practices. It is intended to support legal compliance, governance and better practices within labour supply chains.

Does Workforce Assured accreditation replace agency due diligence?

No. Agencies should continue to carry out their own checks on umbrella companies and other labour supply chain partners. Accreditation can provide valuable supporting evidence, but it should form part of a wider, ongoing due diligence process.

Why is Workforce Assured relevant to recruitment agencies?

Recruitment agencies need to understand how workers are engaged and paid throughout their supply chains. Workforce Assured accreditation gives agencies additional independent evidence when assessing the standards, governance and compliance approach of a potential partner.

Can an agency be liable for unpaid PAYE?

Under the rules in force from 6 April 2026, the agency with the direct contract to supply a worker to the end client is responsible for making sure the umbrella company operates PAYE correctly. HMRC can recover unpaid PAYE from that agency where the umbrella company has failed to pay the correct amount.

Which Sterling companies are Workforce Assured accredited?

Sterling Solutions Umbrella Limited, Sterling Solutions Rail Limited and Sterling CIS Limited have achieved Workforce Assured accreditation.

Choose compliance that can be evidenced

Agencies should not have to choose payroll partners based on promises alone.

In a market where responsibility is increasing and supplier decisions can carry significant financial and reputational consequences, evidence matters.

Workforce Assured accreditation gives agencies another independent source of confidence when assessing payroll and workforce providers. It shows that compliance standards have been opened to scrutiny and assessed against defined expectations.

It is not a replacement for robust due diligence. It is evidence that can make that due diligence stronger.

The Sterling Group is proud to be Workforce Assured accredited and to give agencies greater confidence in the processes behind our umbrella, rail and CIS services.

To discuss your current payroll arrangements, review your Preferred Supplier List or learn more about our Workforce Assured accreditation, contact The Sterling Group.

The post Workforce Assured Accreditation: Why Agencies Need Evidence of Compliance appeared first on Sterling Group Umbrella Company.

The problem is that too many PSLs are built around habit. Familiar names. Historic relationships. Providers that have “always been there”. That may feel convenient, but convenience is not the same as control.

In a market where payroll compliance, transparency, and contractor expectations are under increasing scrutiny, agencies need more than a list of umbrella companies. They need evidence that those suppliers are operating properly, communicating clearly, and supporting workers in a way that reflects well on the agency.

That is where a proof-led approach matters.

Table of Contents

What is a preferred supplier list?
Why PSLs matter more than ever for recruitment agencies
The problem with a PSL that only looks compliant
What agencies should look for in a PSL partner
Where Workforce Assured status strengthens agency confidence
How veriPAYE adds transparency to the payroll process
Why contractor experience belongs in every PSL decision
Building a PSL that protects your agency and your contractors
FAQs

What is a preferred supplier list?

A preferred supplier list, often shortened to PSL, is a list of approved suppliers that an agency recommends or allows contractors to use.

In recruitment, this often includes umbrella payroll providers, outsourced PAYE providers, compliance partners, and other businesses involved in supporting contractors. The purpose is simple: to give the agency and its contractors a controlled, reliable group of suppliers to work with.

A strong preferred supplier list helps agencies:

• Choose partners that meet clear standards
• Reduce compliance and reputational risk
•  Improve consistency across contractor onboarding
• Give contractors clearer choices
• Create a more reliable process for internal teams

The issue is not whether agencies should have a PSL. Most should. The real question is whether that PSL is actively protecting the business or simply sitting there as an admin document.

A good PSL should be reviewed, challenged, and strengthened over time. It should reflect current risk, current legislation, current contractor expectations, and current standards across the umbrella payroll market.

If it does not, it can create a false sense of security.

Why PSLs matter more than ever for recruitment agencies

Recruitment agencies operate in a supply chain where decisions do not stay isolated. The umbrella company a contractor uses can affect payroll accuracy, tax compliance, onboarding speed, worker confidence, and the agency’s reputation.

When payroll goes wrong, contractors rarely see it as “just a supplier issue”. They often associate the experience with the agency that introduced or approved the provider.

That is why PSL decisions matter.

A weak PSL can lead to:

• Confused contractors
• Slow onboarding
• Unclear deductions
• Payment queries
• Compliance concerns
• Reputational damage
• More pressure on recruitment consultants and support teams

A strong PSL does the opposite. It gives agencies a clearer framework for who they work with, why they work with them, and what standards those suppliers must maintain.

This is especially important as expectations around umbrella payroll continue to rise. Agencies are being asked to show stronger due diligence, clearer processes, and better supply chain awareness. Contractors also expect more transparency around their pay, deductions, holiday pay, and employment rights.

A PSL should sit at the centre of that control.

Not as a tick-box exercise. As a working part of the agency’s risk and contractor experience strategy.

The problem with a PSL that only looks compliant

Some PSLs look organised on the surface. There may be a list of supplier names, a few approval dates, and some historic checks in a folder somewhere.

But looking compliant is not the same as being protected.

The real value of a preferred supplier list comes from the quality of the checks behind it and the standards suppliers continue to meet after they are approved.

An agency should be asking:

1. When was each supplier last reviewed?
2. What evidence supports their approval?
3. How do they handle contractor queries?
4. What systems support payroll transparency?
5. Can they evidence compliance, not just claim it?
6. Do contractors receive clear explanations of deductions?
7. Are onboarding and support processes consistent?
8. Does the supplier strengthen or weaken the agency’s reputation?

The risk with a passive PSL is that it can become outdated quickly. A supplier that looked suitable two years ago may no longer meet the standards the agency needs today.

That is why agencies should avoid building PSLs around assumptions. “We have used them for years” is not enough. “They are well known” is not enough. “No one has complained loudly yet” is definitely not enough.

A PSL should be built on evidence, not comfort.

What agencies should look for in a PSL partner

When reviewing an umbrella payroll provider for a preferred supplier list, agencies should look beyond basic service claims.

Every supplier can say they are compliant. Every supplier can say they care about contractors. The difference is whether they can demonstrate it in the way they operate.

A strong PSL partner should be able to show:

• Clear compliance processes
• Transparent payroll information
• Reliable communication
• Accessible contractor support
• Fast, consistent onboarding
• Documented procedures
• Strong industry credentials
• Technology that improves visibility
• A service model that reduces admin rather than adding to it

This is where the conversation needs to move from “Can this provider process payroll?” to “Can this provider protect our agency and support our contractors properly?”

For agencies, a supplier is not just a back-office choice. It becomes part of the contractor journey. If the supplier is difficult to reach, slow to respond, vague about deductions, or inconsistent with documentation, that friction often lands back with the agency.

The best PSL partners make life easier for everyone involved. They help consultants focus on placements, give contractors confidence in their pay, and give leadership teams a stronger grip on compliance and reputation.

Sterling’s approach is built around that kind of partnership. It combines compliant payroll, UK-based support, in-house technology, contractor-first service, and visibility through veriPAYE.

Where Workforce Assured status strengthens agency confidence

Workforce Assured status adds an important layer to the PSL conversation because it gives agencies another proof point when reviewing supplier standards.

For agencies, external recognition and independent assurance matter. They help move the discussion away from vague supplier promises and towards evidence that a provider has been assessed against meaningful expectations.

That matters because PSL decisions need to stand up to scrutiny.

When an agency chooses an umbrella payroll partner, it is trusting that provider with contractor pay, employment processes, communication, and compliance-sensitive information. If something goes wrong, the impact can travel quickly across the contractor relationship and the agency’s brand.

Workforce Assured status supports agency confidence because it shows a commitment to high standards, responsible processes, and ongoing accountability.

It should not be the only factor in a PSL decision, but it should form part of the wider evidence picture. Alongside credentials such as FCSA approval, strong service performance, proven contractor support, and transparent technology, it helps agencies make better informed choices.

The message is simple: a PSL should not depend on trust alone.

Trust is important, but it is stronger when it is backed by proof.

How veriPAYE adds transparency to the payroll process

Payroll transparency is one of the most important parts of a strong PSL.

Contractors want to understand what they are being paid, what deductions have been made, and why those deductions appear on their payslip. Agencies want confidence that payroll is being handled properly, with the right checks and visibility behind the process.

That is why Sterling’s partnership with veriPAYE fits naturally into a proof-led PSL strategy.

veriPAYE supports greater transparency by helping agencies and contractors gain clearer visibility across payroll information and compliance processes. It strengthens confidence because it gives people more than verbal reassurance. It supports the idea that payroll should be clear, traceable, and easier to understand.

For agencies, that can reduce uncertainty. For contractors, it can reduce confusion. For both, it helps create a smoother working relationship.

The important point is that technology should never replace service. It should support it.

At Sterling, veriPAYE sits alongside a UK-based support team, contractor-focused systems, and a service model built around clarity, confidence, and consistency. That combination matters because payroll is not just data. It is people’s income, people’s questions, and people’s trust.

When used properly, technology gives structure to that trust.

Why contractor experience belongs in every PSL decision

A PSL is often discussed as a compliance tool, but it is also a contractor experience tool.

That matters because contractors judge agencies by the full journey, not just the role they are placed into. If onboarding is clunky, payroll is confusing, or support is hard to reach, the overall experience suffers.

Even if the issue sits with an umbrella provider, the contractor may still connect that frustration to the agency.

That is why contractor experience should be part of every PSL review.

The best PSL partners understand that their role is not just to process payments. It is to support confidence.

For contractors, that means knowing what is happening with their pay and having someone to speak to when questions come up. For agencies, it means fewer escalations, fewer repeated queries, and stronger trust across the contractor relationship.

This is where Sterling’s service-led approach is important. With UK-based support, a contractor app, continuity of employment support, and in-house technology built around contractor needs, the aim is to make the experience clearer and more reliable from the start.

A strong PSL should not just protect the agency from risk. It should help contractors feel properly supported.

Building a PSL that protects your agency and your contractors

The strongest preferred supplier lists are built with intention.

They are not just lists of names. They are frameworks for better decision-making.

A modern PSL should help agencies answer three important questions:

Are our suppliers compliant and able to evidence their standards?
Do our suppliers give contractors a clear, reliable experience?
Can our team confidently explain why these providers are approved?

If the answer to any of those questions is uncertain, it may be time to review the list.

A proof-led PSL should bring together compliance, transparency, service, and accountability. It should include partners who can show how they work, explain their processes clearly, and support both the agency and the contractor when it matters.

Sterling brings together several key proof points for agencies reviewing their PSL:

• 27 years of industry experience
• FCSA approval
• Workforce Assured status
• veriPAYE partnership
• UK-based support
• In-house technology
• Contractor app support
• Continuity of employment support
• A service-led approach built around clarity, confidence, and consistency

For agencies, this means more than adding another name to a supplier list. It means choosing a partner that understands the commercial importance of payroll, the pressure on recruitment teams, and the expectations contractors now have.

A PSL should make your agency stronger.

It should reduce uncertainty, improve contractor trust, and give your team confidence that the providers you recommend are doing things properly.

That is the standard worth building around.

FAQs

What is a preferred supplier list in recruitment?

A preferred supplier list is a group of approved suppliers that an agency works with or recommends to contractors. In recruitment, this often includes umbrella payroll providers. The aim is to create a controlled list of trusted partners who meet the agency’s standards for compliance, service, communication, and contractor support.

Why do recruitment agencies use PSLs?

Recruitment agencies use PSLs to reduce risk, improve consistency, and give contractors access to approved providers. A strong PSL helps agencies manage supplier quality, support compliance, and protect their reputation. It also makes it easier for internal teams to recommend providers with confidence.

What should agencies check before adding an umbrella company to a PSL?

Agencies should check compliance credentials, service standards, payroll transparency, onboarding processes, contractor support, and evidence of ongoing performance. Approval should not be based on claims alone. A good umbrella provider should be able to show how they operate and how they protect both contractors and agencies.

How does payroll transparency support PSL compliance?

Payroll transparency helps agencies and contractors understand how pay is calculated, what deductions are made, and where information can be evidenced. This reduces confusion and supports stronger confidence in the process. Tools such as veriPAYE can help provide greater visibility and assurance across payroll activity.

Can contractors request to use Sterling if an agency has a PSL?

In many cases, contractors can ask their agency whether Sterling can be used or added as an approved provider. Agencies reviewing their PSL can speak to Sterling about compliant payroll, contractor support, continuity of employment, veriPAYE-backed visibility, and how Sterling can support a stronger supplier framework.

Review your PSL with confidence

Your preferred supplier list should do more than sit in a folder.

It should protect your agency, support your contractors, and give your team confidence that the partners you work with are clear, compliant, and reliable.

If you are reviewing your PSL, The Sterling Group can help you build confidence through compliant payroll, contractor-first support, Workforce Assured status, FCSA approval, veriPAYE-backed transparency, and 27 years of proven standards.

Speak to The Sterling Group about supporting your contractors without adding risk to your supply chain.

Call 01925 626200 or email sales@thesterlinggroup.co.uk.

The post Why Agencies Need a Preferred Supplier List Built on Proof appeared first on Sterling Group Umbrella Company.

In an industry where trust, accuracy and service matter every single day, what sits at the core of your payroll partner makes all the difference.

At The Sterling Group, that core is built around more than processes and systems. It is shaped by the values that guide the business, the people behind the service, and a commitment to doing things properly. From supporting contractors to working closely with agencies, everything Sterling does is grounded in a clear purpose: to deliver a service that is reliable, professional and built around people.

Because while payroll, compliance and technology are all essential, it is the way those things come together that defines the experience clients and contractors receive.

People at the heart of everything

At The Sterling Group, people are not an afterthought. They are at the centre of the business.

That means creating an environment where employees feel valued, motivated and empowered, while also making sure contractors and clients receive the same level of care and attention. Strong relationships are built on more than a service agreement. They are built on communication, support and consistency.

Sterling’s values reflect that approach. Being open, honest and respectful to all is not simply a statement on a wall. It is part of the day-to-day standard the team works to. Whether that is answering a contractor query, supporting an agency partner or helping someone navigate a process with confidence, every interaction matters.

The value “You Count” captures this perfectly. Everything the team does has an impact, and those small moments of support, clarity and responsiveness are often the things people remember most.

Accountability in action

In a compliance-focused sector, accountability is not optional. It is essential.

At The Sterling Group, accountability means taking ownership, maintaining high standards and doing things the right way, even when no one is looking. It is a value that runs through every part of the business and supports the confidence that clients place in the service.

As an FCSA Accredited provider, Sterling understands the importance of compliance not as a box-ticking exercise, but as a core part of protecting agencies, contractors and the wider supply chain. In a landscape where legislation and scrutiny continue to evolve, working with a partner that takes responsibility seriously matters more than ever.

This commitment is also reflected in Sterling’s partnership with veriPAYE, helping agencies strengthen their compliance processes and make informed decisions with greater confidence. It is part of a wider approach that puts integrity, transparency and accountability at the forefront.

Because when standards are built into the foundation, clients can move forward with greater peace of mind.

Progress that supports people

Technology has an important role to play in modern payroll and contractor support, but only when it genuinely improves the experience for the people using it.

At The Sterling Group, innovation is not about adding complexity for the sake of it. It is about creating practical solutions that make life easier. With an in-house tech team and a contractor app designed to support the end user, Sterling continues to invest in tools that improve accessibility, efficiency and convenience.

This is where values such as leadership, motivation and “You Count” come into play again. Sterling is committed to driving positive change, embracing smarter ways of working and continually looking for ways to improve the service it offers. That progress is not pursued for appearances. It is pursued because people’s time, experience and trust matter.

Good technology should support people, not replace them. It should remove friction, increase transparency and help make everyday processes feel simpler. That is the kind of progress Sterling believes in.

A culture that builds trust

Trust is not built through big promises alone. It is built through consistency.

It comes from doing what you say you will do, taking pride in your work and showing up with the same level of care every day. At The Sterling Group, that culture is shaped by values that encourage the team to be accountable, motivated and open in the way they work.

There is also something important to be said for enjoying what you do. A team that takes pride in its work and feels motivated to do its best will always bring more energy, more care and more commitment to the service it provides. That sense of pride is part of what helps Sterling build strong, lasting relationships with agencies and contractors alike.

It is also reflected in the reputation the business continues to build. Positive client feedback and five-star Trustpilot reviews do not happen by accident. They are the result of a team that understands that trust is earned, not assumed.

More than a service

At its core, The Sterling Group is about more than payroll.

It is about people, accountability, integrity and progress. It is about creating a business where employees feel empowered, where contractors feel supported, and where clients know they are working with a partner they can rely on.

These values shape the way Sterling works every day, from customer service and compliance to technology and long-term relationships. And in an industry where the details matter, that kind of foundation makes all the difference.

Because when the core is strong, everything built on it is stronger too.

The post At the Core of The Sterling Group appeared first on Sterling Group Umbrella Company.

That is why we are proud to announce that Sterling Solutions Umbrella Limited, Sterling Solutions Rail Limited and Sterling CIS Limited have successfully achieved Workforce Assured accreditation.

This is a milestone we are incredibly proud of. It independently demonstrates our firm commitment to the highest standards of compliance for both employees and self-employed contractors, while strengthening our position as a trusted, compliant umbrella and self-employed solution for agencies and end clients alike.

In an increasingly regulated environment, confidence, transparency and reduced risk matter more than ever. Achieving Workforce Assured accreditation provides additional independent confirmation that our systems, controls and processes are robust, compliant and aligned with current legislative guidelines.

This is particularly important in light of the Joint and Several Liability changes, which came into force on 6 April 2026. HMRC’s new PAYE rules for labour supply chains that include umbrella companies place increased emphasis on supply chain transparency, lawful workforce practices and due diligence across the chain.

For us, this accreditation reflects the standards we have been working towards and the compliance-first approach that has always shaped our business.

What is Workforce Assured accreditation?

Workforce Assured describes its accreditation as a standard for temporary labour and employment practices for the built environment, designed to support legal compliance, governance and best practice across labour supply chains. It is intended to give businesses and their supply-chain partners greater confidence that the right systems, controls and processes are in place.

In simple terms, Workforce Assured accreditation provides independent recognition that a business has been assessed against a compliance-focused standard.

That matters because in today’s market, saying the right things is not enough. Agencies and clients want reassurance that the businesses they work with are backed by robust processes, clear governance and a genuine commitment to doing things properly.

For The Sterling Group, this is exactly why the accreditation matters. Compliance has never been an afterthought for us. It has always been built into the way we work, the way we support our partners and the standards we hold ourselves to every day.

Why Workforce Assured accreditation matters now

The timing matters.

HMRC’s guidance on the new rules for umbrella company supply chains makes it clear that from 6 April 2026, responsibility for unpaid PAYE can move up the labour supply chain in certain circumstances. Where the correct PAYE is not paid, HMRC may pursue the agency with the direct contract to the end client, or the end client where no agency is involved.

HMRC also says employment businesses should carry out regular, reasonable and proportionate due diligence on umbrella companies, including identifying entities in the labour supply chain, understanding how workers are engaged and paid, and assessing risks of non-compliance.

That means compliance is no longer something businesses can afford to keep at arm’s length.

For agencies and end clients, choosing the right supply-chain partners now carries even greater weight. Confidence needs to be earned. Standards need to be evidenced. And due diligence needs to stand up to scrutiny.

That is where Workforce Assured accreditation has real value. It provides additional independent assurance that the systems and controls behind a business have been reviewed and assessed against a recognised standard.

What Workforce Assured accreditation means for agencies

For agencies, Workforce Assured accreditation offers an extra layer of reassurance in an environment where compliance expectations are rising fast.

Agencies need partners they can trust. Partners who understand the regulatory landscape, take governance seriously and operate with strong internal controls. They also need to be able to show clients that they are working with businesses that support transparency and reduce supply-chain risk.

Independent accreditation helps support that position. It gives agencies added confidence that the provider they are working with has been assessed against a compliance-focused standard and is committed to lawful, transparent workforce practices.

In practical terms, that can help strengthen due diligence, support procurement conversations and provide greater confidence when selecting umbrella and self-employed solutions.

What Workforce Assured accreditation means for end clients

For end clients, Workforce Assured accreditation is another marker of trust, accountability and reduced risk.

Labour supply chains can be complex, and complexity creates exposure. As regulation tightens, end clients are placing greater focus on who sits within their supply chain and whether those businesses are operating in a lawful, transparent and well-governed way. HMRC’s 2025 policy paper on umbrella company reform explicitly framed the changes as a response to non-compliance in labour supply chains and an effort to encourage stronger due diligence.

An accredited provider offers added reassurance that compliance is not being left to assumption.

It shows that systems, controls and processes have been independently reviewed, helping end clients feel more confident in the partners supporting their workforce.

What Workforce Assured accreditation means for The Sterling Group

For The Sterling Group, this is a proud achievement and an important milestone.

It reflects the work that has gone on behind the scenes, the strength of the processes we have built and the standards we have continued to invest in. Workforce Assured accreditation is not about collecting a badge for the sake of it. It is about demonstrating, independently, what has always mattered to us as a business: compliance, accountability and doing things properly.

It also strengthens our position as a trusted compliance partner for agencies and end clients across the supply chain.

We understand that trust is earned through consistency. Through transparency. Through strong governance and a genuine commitment to lawful workforce practices. This accreditation reinforces that commitment and gives our partners even greater confidence in the way we operate.

A milestone worth celebrating

We are proud to have achieved Workforce Assured accreditation, and proud of what it represents.

This is a milestone for Sterling Solutions Umbrella Limited, Sterling Solutions Rail Limited and Sterling CIS Limited, but it is also part of a much bigger picture. It reflects the standards we have been working towards, the compliance-first culture we have built, and the responsibility we know comes with supporting agencies, end clients and contractors in a changing regulatory environment.

As the market continues to evolve, our focus will remain the same: strong governance, robust systems and compliant workforce solutions that give our partners confidence.

Because for us, compliance is not just part of the job.

It is part of who we are.

Get in touch

If you have any queries or would like to speak to a member of our team, please do not hesitate to get in touch on 01925 626200.

The post Workforce Assured accreditation: What It Means for Agencies and Clients appeared first on Sterling Group Umbrella Company.

In this blog, we cover what JSL means in plain English, who is affected, what it looks like in practice, and the sensible steps you  must take now.

What is Joint and Several Liability (JSL)?
The JSL changes mean that umbrella companies, recruitment agencies and end clients in a contractual supply chain can be held jointly  or individually responsible for unpaid tax liabilities for the workers.

In the umbrella company sector, the intention is to reduce non-compliance by making other parties in the labour supply chain  responsible for PAYE tax  shortfalls,  where an umbrella company fails to account and make payment  for PAYE correctly.

Who does this affect?
Recruitment agencies and  end clients If you supply workers to end clients, and umbrella companies exist within your supply chain, JSL becomes a meaningful commercial risk.

If you engage umbrella arrangements directly, or there is no agency between you and the umbrella company model, liability may sit with the end client. 

Contractors working through umbrellas
Expect tighter onboarding, more robust checks, and in some cases changes to preferred suppliers as businesses protect their supply chains. The upside is that the wider aim is to reduce harm caused by non-compliant operators and improve worker outcomes.

What does this look like in practice?
This is where it moves from a legislative change to day-to-day reality.

JSL increases the cost of getting supplier choices wrong. If PAYE is miscalculated or underpaid in a labour supply chain and HMRC identifies a shortfall, the agency, or end client in certain scenarios, may be the recovery target.

That means the questions being asked in 2026 will get sharper, such as:

• Are you confident your supply chain partners are operating PAYE correctly?
  • Can you evidence how workers are paid, and what is deducted?
  • Do your contracts, processes, and onboarding checks stand up to scrutiny?
  • If you had to defend your supplier choices tomorrow, could you?

What should you do now? 

Review your current umbrella supply chain, ensure your PSL contains financially stable umbrellas that are FCSA accredited.

1.  Tighten your due diligence
   Move beyond surface-level checks. Ask for evidence and keep a record of what you review and when. Insist on third party independent checks like Veripaye to ensure all payment calculations are correct.  Insist on proof that tax liabilities have been paid to HMRC.

2. Standardise onboarding and documentation
   Ensure Key Information Documents, pay illustrations, worker documentation and audit trails are consistent and accessible.

3. Educate internal teams
   Consultants and account managers should understand what JSL is and why “cheapest” can quickly turn into “most expensive”.

4. Sense-check your model before April
   If you want clarity on how exposed your current process is, now is the time to review it while you can still make changes.

How The Sterling Group can support you
Sterling has been trading for 26 years, and is owner managed by the original founders, giving stability in this ever changing sector.  

Sterling is an FCSA accredited umbrella,  we also work in partnership with veriPAYE who independently verify every payment made by Sterling to give clients confidence that all payments and tax workings  have been correctly calculated.  This illustrates our commitment to raising standards and strengthening confidence in compliant payroll processes.

We have strong relationships with our agency partners many of which  span over 20 years, this is because we have built the business on strong values, always focusing on providing great customer service and ensuring  compliance is at the foundation of everything we do.  

We support agencies, end clients and contractors with a transparent, well-run payroll process built around clear documentation, consistent onboarding, and a customer service team that is easy to reach when you need answers.

Final thought
JSL is a line-in-the-sand moment for the market. It rewards organisations that already do things properly and forces everyone else to get serious.

If you would like to talk through what this change could mean for your business, we are here to help.

Call: 01925 626200
Email: info@thesterlinggroup.co.uk
Website: https://www.thesterlinggroup.co.uk/

Disclaimer: This blog is for general information only and does not constitute tax or legal advice. For guidance on your specific circumstances, seek appropriate professional advice.

The post JSL Legislation changes: What does that look like for you?  appeared first on Sterling Group Umbrella Company.

As a contractor, your skills open the door to exciting opportunities with different agencies and assignments. Each new role brings fresh experiences – but that doesn’t mean you should have to start from scratch with a new Umbrella every time you change agency. At The Sterling Group, we make sure you don’t have to. With us, you can keep your continuity of employment, giving you stability and peace of mind as your career grows.

What continuity of employment means for you
Continuity of employment is all about keeping your employment status unbroken, even as you move between agencies. For contractors, that means:

• Your benefits stay intact

• Your employment history remains consistent

• You avoid unnecessary resets or complications
  

It’s one less thing to worry about, so you can focus on what you do best.

Why stay with Sterling?
Many contractors don’t realise they have a choice — even if your new agency has a preferred supplier, you can ask to remain with Sterling. By doing so, you’ll:

• Stay consistent – No gaps in your employment history.

• Keep trusted support – Our team continues to take care of you, no matter where your next assignment is.
  
  
• Enjoy flexibility – Move freely between agencies without sacrificing your continuity.
  
  
• Rely on experience – With Sterling, you know your payroll and employment are in safe hands.
  
  

A partner who values you
We know how much effort you put into your work, and we believe your employment support should match that. Staying with Sterling means choosing a partner who appreciates the value you bring — and who works to make your professional life simpler and more secure.

How to make it happen
It’s simple: when you accept a new assignment, just let your recruiter know you’d like to continue with Sterling. We’ll take care of the rest.

Ready to keep your continuity of employment and enjoy the benefits of staying with Sterling? Contact us today to learn more.

The post Continuity of Employment: Stay Connected with Sterling Wherever Your Career Takes You appeared first on Sterling Group Umbrella Company.

The True Cost of Non-Compliance

Recruitment agencies face constant pressure to deliver accurate and timely payments while staying on top of complex legislation. Mistakes can lead to HMRC fines, reputational damage, and in some cases, the loss of valued contractors who simply won’t risk being paid late or incorrectly.

Common pitfalls include:

• Misunderstandings around IR35 and other legislation
  
  
• Inaccurate reporting or delayed submissions 
• Lack of transparency for contractors 
• Weak audit trails that won’t stand up to scrutiny
   

Each of these risks can harm an agency’s credibility and long-term growth.

Why Payroll Compliance Is More Complex Than Ever

The demands on agencies have grown significantly. Contractors now expect complete visibility over their pay, while regulators continue to tighten the rules. Agencies need more than a ‘good enough’ payroll process — they need certainty, accountability, and a system they can trust.

Enter veriPAYE —This is why  Sterling  have chosen this as their Compliance Powerhouse

This is where veriPAYE comes in. Developed as a compliance-first solution, veriPAYE gives agencies and contractors real-time transparency and reassurance that payroll is being handled correctly. With clear, accessible reporting and robust audit-ready systems, veriPAYE helps agencies eliminate compliance headaches before they start.

And the best part? veriPAYE is completely free for every agency working with The Sterling Group.  We are  committed to protecting agencies and their contractors, without adding to the cost of doing business.

The Sterling Difference

Technology is only part of the solution. At The Sterling Group, we combine the power of veriPAYE with decades of payroll expertise and a customer service team dedicated to your success. That blend of innovation and human support is what sets us apart — ensuring agencies not only remain compliant but also build stronger, more reliable relationships with their contractors.

Final Word

Payroll compliance isn’t just about avoiding fines. It’s about protecting your agency’s reputation, keeping your contractors happy, and building a foundation for growth. With Sterling and veriPAYE, compliance comes as standard — and at no extra cost.

Get in touch today to find out how we can support your agency:
01925 626200
https://www.thesterlinggroup.co.uk/
info@thesterlinggroup.co.uk

The post Why Agencies Can’t Afford to Overlook Payroll Compliance (and How veriPAYE Can Help) appeared first on Sterling Group Umbrella Company.

Whether you’re working remotely, on-site, or in-between assignments, the Sterling app keeps everything you need just a tap away.

Stay in control, wherever you are

The Sterling app puts contractors in control of their payments and expenses — no emails, no chasing, and no paperwork to carry around. It’s all right there in your pocket, so you can manage your admin on your terms, in your own time.

Here’s how it works:

Key Features of the Sterling App

Payment Information
Want to check if your payment has landed? Need a quick overview of your recent pay history? The app gives you up-to-date information at a glance, so you always know where you stand.

Submit Expenses on the Go
If you’re travelling for work, sorting expenses can be a hassle. With the Sterling app, you can submit claims for mileage no matter where you are. It’s fast, simple, and ensures your expenses are processed quicker.

Why Contractors Love It

Contractors using the Sterling app tell us it’s made their lives a lot easier. Here are just some of the reasons why:

• Convenient – Access your account from anywhere, at any time. No need to be tied to a desktop or office.

• Fast – Submitting information  takes just a few clicks. Select your document  type, enter the details, and hit submit.

• Secure – Your data matters. That’s why our app is regularly updated and monitored to ensure maximum security.

• Easy to Use – The interface is clean and simple, designed to work for busy contractors, not against them.

“So easy to use. Great app, makes life so much easier.”
– A happy Sterling contractor

Available Now on iOS and Android

The Sterling app is free to download and available for both Apple and Android devices. Just search “Sterling Group” in your app store and get started today. The Sterling App is designed with contractors in mind

Got questions?

We’re here to help.
01925 626200
www.thesterlinggroup.co.uk
info@thesterlinggroup.co.uk

The post The Sterling App: Designed with Contractors in Mind appeared first on Sterling Group Umbrella Company.

As the financial year draws to a close, businesses and contractors who run their own limited company face the critical task of wrapping up their accounts, ensuring compliance, and setting the stage for a successful year ahead. The Sterling Group, with decades of expertise in supporting agencies and contractors, is here to guide you through every step. Here are five essential tips to help you close your financial year with confidence:

1. Submit Final Invoices Promptly

   Ensure that all outstanding invoices are sent out well before your financial year-end. This helps you maintain positive cash flow and avoid any last-minute surprises. If you’re a contractor, check with your clients to confirm that all work has been signed off and payment terms are clear.

2. Review Your Tax Deductions

   Now’s the time to maximise your deductions! Go through your expenses meticulously and ensure you’re claiming everything you’re entitled to — from travel costs to home office expenses. 

3. Reconcile Accounts and Chase Payments

   A thorough account reconciliation is key to spotting discrepancies and ensuring your financial records are accurate. Follow up on any overdue payments and resolve outstanding issues to start the new financial year on solid footing.

4. Plan for Tax Payments

   Understand your upcoming tax liabilities and set aside the appropriate funds. Whether it’s Corporation Tax, VAT, or self-assessment payments, knowing what’s due and when prevents unwelcome surprises. Our expert team can provide guidance on efficient tax planning and cash flow management.

5. Set Financial Goals for the New Yea

   r A new financial year is a fresh start! Take the opportunity to set realistic and ambitious financial goals. Whether it’s increasing your turnover, expanding your client base, or improving your savings strategy, having a clear plan in place will keep you focused and motivated.

Closing your financial year doesn’t have to be stressful. With The Sterling Group by your side, you can navigate the complexities of year-end accounting,  and step into the new financial year with confidence and clarity.

Ready to make this your most successful financial year yet? Get in touch with The Sterling Group today and let’s make it happen!

Call today or drop us an email here

The post 5 Tips to Close Your Financial Year with Confidence! appeared first on Sterling Group Umbrella Company.

A Fresh Perspective on Health Services

The Government has outlined an impressive £22.6 billion increase in day-to-day health budgets for the NHS and a further £1 billion boost to the capital budget over the next year. If you’re in construction or the health sector, the £1 billion health capital investment to address the backlog of NHS repairs and upgrades presents significant opportunities.

A Boost for Workers

The government has announced a 6.7% increase in the national living wage to £12.21 per hour. There will also be a phased increase in the national minimum wage for 18-20-year-olds to £10 per hour. For agencies and contractors, this change will need to be factored into payroll calculations.

Changes to National Insurance

To repair the public finances and help raise the revenue required to increase funding for public services, the government is taking the difficult decision to increase the rate of employer NICs by 1.2 percentage points to 15%. The per-employee threshold at which employers start to pay National Insurance will be reduced from £9,100 per year to £5,000 per year. These changes will apply from 6 April 2025.

An Update on Capital Gains Tax

The lower and higher rates of Capital Gains Tax are set to increase, from 10% to 18% and 20% to 24% respectively. Contractors should be aware of these changes, as they may impact financial planning strategies going forward.

Infrastructure Projects on the Horizon

Noteworthy for the construction sector is the allocation of funds towards transport projects, including TransPennine upgrades, east-west rail, and road network improvements. The HS2 project represents a significant investment and opportunity for businesses in the sector.

In conclusion, these changes present both challenges and opportunities for our agencies and contractors. The Sterling Group will continue to help navigate these changes and provide necessary support to ensure your business thrives in the evolving landscape.

Full details on the Budget can be found here

Stay tuned for our next blog post!

The post UK Financial Updates for Agencies & Contractors: Key Budget Changes, Wage Increases, and New Opportunities in Health and Infrastructure appeared first on Sterling Group Umbrella Company.