Workforce Assured Accreditation: Why Agencies Need Evidence of ComplianceEvery payroll provider can say it takes compliance seriously. The more important question is whether it can prove it.
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.
A preferred supplier list should do more than organise approved providers. For recruitment agencies, it should reduce risk, protect contractor experience, support compliance, and give internal teams confidence in the partners they are recommending.
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:
- When was each supplier last reviewed?
- What evidence supports their approval?
- How do they handle contractor queries?
- What systems support payroll transparency?
- Can they evidence compliance, not just claim it?
- Do contractors receive clear explanations of deductions?
- Are onboarding and support processes consistent?
- 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.
At the Core of The Sterling Group
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.
At The Sterling Group, compliance has always been more than a requirement. It is a core part of how we operate, how we support our partners and how we build trust across the labour supply chain.
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.
From 6 April 2026, new Joint and Several Liability (JSL) rules are due to change how HMRC can pursue unpaid tax and NICs liabilities from the umbrella company and the agency. If there is no agency in the chain the liability will fall to the end client. Put simply, the financial risk of non-compliance is moving up the supply chain.
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.
- 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. - Standardise onboarding and documentation
Ensure Key Information Documents, pay illustrations, worker documentation and audit trails are consistent and accessible. - Educate internal teams
Consultants and account managers should understand what JSL is and why “cheapest” can quickly turn into “most expensive”. - 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.
Celebrating 27 years at the top
Valentine’s Day is usually reserved for flowers, chocolates, and grand gestures. But in the world of recruitment, payroll, and compliance, love looks a little different. It looks like doing things properly, every time. It looks like showing up, delivering on promises, and keeping standards high even when nobody is watching.
That is exactly what The Sterling Group has been doing for 27 years.
This Valentine’s, we are celebrating a legacy built on premium service, hard graft, and a commitment to being the best, not just on the good days, but for the entire 27-year run.
In 2026, we are proudly celebrating 27 years at the top.
A relationship built on trust
In business, trust is not a slogan. It is the outcome of thousands of decisions made consistently over time.
Sterling’s story is simple in the best way: do right by people, build processes that stand up to scrutiny, and never cut corners. That approach is why so many recruitment agencies, contractors, and partners have stuck with Sterling year after year.
Because when things matter, like pay, compliance, and reputation, you do not want “good enough”. You want rock solid.
27 years of doing the work
Longevity is not an accident. It is earned.
For 27 years, Sterling has kept raising the bar through changing regulations, evolving expectations, and a market that never stands still. While trends come and go, Sterling’s work ethic stays the same: stay sharp, stay accountable, and keep improving.
It is not about chasing shiny shortcuts. It is about consistency, resilience, and a team that takes pride in getting it right.
Premium service, with standards to match
“Premium” gets used a lot. Sterling backs it up.
Premium is not just the service you provide, it is how you provide it. It is the responsiveness when clients need answers quickly. It is the clarity when things get complex. It is the confidence partners feel when they know the job is being handled by people who know the industry inside out.
Sterling’s approach is built around dependable service and high-touch support, with a focus on making life easier for recruitment agencies and contractors. Not with grand promises, but with proven delivery.
FCSA approved, because credibility matters
Compliance is not a box to tick. It is a standard to uphold.
Sterling is FCSA approved, a marker of credibility and a clear signal that processes, systems, and outcomes are held to rigorous expectations. For partners and clients, it means reassurance. It means transparency. It means knowing you are working with a business that takes compliance seriously and does not treat it as an afterthought.
In an industry where trust can be hard won and easily lost, that matters.
VeriPAYE: a trusted partner of The Sterling Group
Sterling has never been interested in doing things “almost right”. That is why the partners Sterling chooses matter.
VeriPAYE is a trusted partner of The Sterling Group, strengthening the standards Sterling is known for and supporting what matters most: compliance, clarity, and confidence for everyone involved.
In a space where regulations shift and expectations keep rising, having the right partners in place is not a nice-to-have, it is essential. VeriPAYE brings added reassurance through a shared commitment to doing things properly, with robust processes and transparent checks that help recruitment businesses and contractors operate smoothly.
It is a partnership that reflects Sterling’s wider approach: surround the service with the right expertise, keep standards high, and make it easier for clients to do business with confidence.
Rated Excellent on Trustpilot, because people have spoken
You can say you’re committed to service, but feedback tells the real story.
Sterling is rated Excellent on Trustpilot, and that is not down to one big moment. It is down to hundreds of everyday interactions handled with care, speed, and professionalism. It is the cumulative effect of a team that values relationships, takes ownership, and understands that reputation is built one experience at a time.
Great service is not a campaign. It is a habit.
The Sterling difference
After 27 years, you start to see what truly sets a company apart. It is not just what they do, but how they think.
Sterling’s commitment to being the best comes down to a few simple principles:
Consistency over compromise
Doing it properly is non-negotiable, even when it would be easier not to.
People first, always
Contractors, clients, partners, internal teams, everyone is treated with respect, clarity, and genuine support.
A culture of accountability
If something needs fixing, it gets fixed. If something can be improved, it gets improved. That mindset is why Sterling stays ahead.
Pride in the details
When you work in payroll and compliance, details are not small. They are everything. Sterling understands that, and it shows.
A Valentine’s toast to a team that never drops the standard
Valentine’s Day is about appreciation. So here it is.
To the Sterling team: thank you for 27 years of commitment, graft, and showing what “best in class” looks like when it is lived, not just claimed. Thank you for protecting clients, supporting contractors, and helping partners operate with confidence.
To Sterling’s clients and partners: thank you for trusting Sterling year after year. The relationships built over time are the real legacy, and the reason Sterling keeps pushing forward.
Here’s to the next chapter
If 27 years has proved anything, it is that Sterling is not interested in standing still. The same commitment that built this legacy is what will shape the next era.
So yes, this Valentine’s Day, we are celebrating love. The practical kind. The earned kind. The kind that comes from showing up, doing the work, and staying the best.
Love Sterling like we love Sterling. After 27 years at the top, it is safe to say: this is a long-term relationship.
Want to work with a premium partner that takes service and compliance seriously?
Get in touch with The Sterling Group to find out how we can support your agency and your contractors.
October brings cobwebs, carved pumpkins, and the annual appearance of uninvited spectres. Good news. Most hauntings are caused by creaky processes, not actual monsters.
Light a lantern, and let’s ghost-proof your PSL .
Stake through the heart essentials
Get these right and the ghouls tend to stay in their coffins.
Check Companies House
Confirm registration details, trading history, and directors. Look for consistency and avoid companies with frequent name changes or similar names to known entities.
Confirm Tax Compliance
Check HMRC’s list of tax avoidance schemes: request proof that all the company tax obligations have been met and are up to date.
Transparency
Request a home pay illustration – this should include all deductions including all HMRC deductions, pensions and margin.
Confirm legal employment
Request a contract of employment and ensure it is a standard employment contract with no hidden non employment clauses.
Review payroll practices
Request copies of payslips, they should be transparent and show all breakdowns of gross pay, deductions and net pay. Sterling has veriPAYE accreditation giving you the confidence that every payment made is independently checked by veriPAYE to assure compliance.
Look for accreditations
Look for memberships, such as FCSA, veriPAYE etc.
Insurance
Full insurance cover including employers liability, public liability and professional indemnity cover.
Payments made on time
Check they pay contractors on time, every time via same-day Faster Payments and have an online portal or app for tracking timesheets, payslips, and all payroll information.
Customer Service
Do they have excellent customer service providing access to dedicated account managers and Human Resource support and have responsive knowledgeable customer service teams.
Positive Reputation
Do they have a positive reputation such as high ratings on Trustpilot, reviews and testimonials from contractors and a long-standing presence in the industry with a proven track record?
Final warding spell
Payroll compliance is about protecting your agency’s reputation, keeping contractors happy by providing excellent service.
Get in touch today to find out how we can support your agency
Call 01925 626200
Umbrella Company UK | Payroll Solutions | Sterling Group
In recruitment, payroll is more than just a back-office function. It’s the backbone of trust between agencies, contractors, and clients. When compliance is overlooked, the consequences can be severe — from financial penalties to damaged reputations. In today’s regulatory landscape, payroll compliance isn’t optional. It’s essential.
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
When it comes to choosing the right partners for your recruitment agency, few decisions are as important as who makes it onto your Preferred Supplier List (PSL). These are the go-to partners your agency trusts to deliver consistently, reliably, and compliantly – and it’s a list that should be reviewed with care and on a regular basis.
But what exactly is a PSL? And why does The Sterling Group deserve a spot on yours?
What is a Preferred Supplier List?
A Preferred Supplier List is a curated group of trusted businesses that your agency has vetted and approved to deliver specific services – from payroll and back-office support to compliance, umbrella companies and beyond. Having a PSL helps streamline procurement, mitigate risk, and maintain quality by ensuring you only work with partners who meet your standards.
For recruitment agencies, choosing partners for your PSL isn’t just about ticking boxes – it’s about finding experts who can evolve with you, support your growth, and safeguard your reputation.
Why The Sterling Group deserves a place on your PSL
✅ 26 years of proven experience
The Sterling Group has been supporting recruitment businesses for over two decades – 26 years and counting. That kind of longevity isn’t just rare – it’s a sign of deep industry understanding and long-term client trust. In a sector known for change and challenges, we’ve not only stood the test of time, we’ve helped our clients do the same.
✅ Fully accredited and fiercely compliant
When compliance matters – and in recruitment, it always does – you need a partner who’s up to the job. The Sterling Group holds all relevant industry accreditations and takes a proactive, no-shortcuts approach to staying compliant. We don’t just follow legislation – we stay ahead of it.
Whether it’s IR35, Off-Payroll reforms, or the constant shifts in employment law, we’ve weathered every change and emerged stronger, ensuring our clients stay protected.
✅ Reliable, responsive, and ready
Our clients trust us because we deliver – accurately, consistently, and quickly. We understand how vital it is that your back-office, payroll, and compliance functions run smoothly. That’s why we combine real human support with robust systems and in-house tech that’s built around your needs.
More than a supplier – a partner
Your PSL shouldn’t just be a list of names. It should be a toolkit of trusted partners who make your business better. The Sterling Group isn’t just another provider – we’re a team who genuinely care about your success.
If you’re reviewing your PSL or just starting to build one, let’s talk.
Get in touch
📞 01925 626200
🌐 www.thesterlinggroup.co.uk
📩 info@thesterlinggroup.co.uk
The Sterling Group is a veriPAYE secured Partner: Revolutionising Contractor Services
The UK business landscape is continuously evolving, and staying ahead means leveraging strategic partnerships that enhance value. veriPAYE, the UK’s most advanced payroll verification service, has added The Sterling Group as a secured partner , a leading name in contractor and recruitment services. Together, they’re set to elevate the standards of compliance, transparency, and support for contractors, agency workers, and recruitment businesses across the country.
About veriPaye
veriPAYE is a cutting-edge platform designed to simplify and streamline payroll validation processes for contractors, recruiters, and umbrella companies. With robust compliance measures and an unmatched commitment to transparency, veriPAYE ensures workers are treated fairly and paid accurately.
Key Features of veriPAYE:
- Enhanced Compliance: Real-time payroll validation ensures adherence to HMRC guidelines.
- Risk Reduction: Identify and resolve payment anomalies before they escalate into larger issues.
- Secure Platform: With encryption and two-factor authentication, veriPaye ensures bank-level security for all users.
- Time & Cost Savings: Advanced automation reduces manual effort, saving significant time and resources.
veriPAYE empowers businesses by providing a centralised view of payroll data, helping all stakeholders maintain the highest standards of financial integrity.
About The Sterling Group
The Sterling Group has over two decades of experience serving contractors and recruitment agencies with tailored financial solutions. Their services are diverse, covering umbrella, PAYE, limited company set-ups, and self-employment support.
Sterling’s focus on compliance and customer service has solidified their reputation as an industry leader. Whether assisting contractors with tax efficiency or providing agencies with payroll flexibility, Sterling helps businesses operate with confidence and efficiency.
Unlocking Benefits Through the VeriPAYE-Sterling Partnership
This unique collaboration between veriPAYE and The Sterling Group is a game-changer for UK contractors, umbrella groups, and agencies. By leveraging each other’s strengths, the partnership is creating a seamless ecosystem that prioritises trust, accuracy, and efficiency.
For Contractors and Agency Workers:
- Improved Financial Transparency: Contractors can access complete visibility into their payroll, ensuring every penny is accounted for.
- Secure Transactions: Payments are verified with next-level encryption, eliminating common risks like miscalculations or delays.
- Peace of Mind: With enhanced validation technology, contractors can rest easy knowing they’re receiving their rightful dues.
For Recruitment Businesses:
- Streamlined Payroll Processes: Businesses can save invaluable time with automated payroll reconciliations and real-time validations.
- Risk Management: Potential discrepancies in payslips and HMRC filings are flagged promptly, reducing compliance risks.
- Enhanced Credibility: Businesses gain the trust of both workers and regulators by adhering to best compliance practices.
Key Features of the Combined Offering
Together, veriPAYE and The Sterling Group are delivering an unparalleled financial solution. Here’s what you’ll gain access to:
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Automated Payroll Validation
With veriPAYE’s real-time checks, businesses can validate payslips from top to bottom, including tax deductions, national insurance contributions (NICs), holiday pay, and pension deductions.
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Compliance You Can Trust
Both organisations boast decades of experience ensuring adherence to UK employment laws and HMRC best practice
The combination of the robust FCSA annual audit and the introduction of veriPAYE ensures that all parties in the supply chain can expect the highest levels of compliance, transparency and reliability.
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Dashboard Transparency
A robust, centralised dashboard provides a clear view of financial data, from payslips to RTI (real-time information) reconciliations. Agencies can easily track all payments and quickly address issues.
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Security & Trust
Using advanced cloud-based servers and bank-level encryption, the system ensures data integrity and protects sensitive payroll information.
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Unmatched Expertise
By working with industry leaders, contractors, and UK businesses alike access insights, training, and support designed to optimise financial and HR operations.
Take Advantage of the Partnership
Whether you’re a contractor looking for payroll peace of mind or a business seeking to improve compliance, this partnership has something transformational to offer.
Here’s how to get started:
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Learn More About veriPAYE
Explore their sophisticated payroll validation tools and how they simplify your processes.
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Discover Sterling’s Services
Explore tailored financial solutions designed for contractors and agencies.
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Experience the Difference
Contact veriPAYE or The Sterling Group today to see how they can positively impact your operations.
Elevate Financial Wellbeing Across the Board
The Sterling Group veriPAYE – secured status is more than just a business collaboration; it’s a commitment to better financial practices, transparency, and trust for the entire contractor ecosystem. This forward-thinking move represents a significant leap in payroll innovation, empowering contractors and businesses to grow, thrive, and scale with confidence.
Don’t miss the opportunity to elevate your operations.
Get in touch today and unlock a smarter, more efficient way to manage payroll and compliance.
