With FPA’s Payroll Outsourcing Services, managing payroll becomes effortless, compliant, and tailored to your business. We provide system-independent payroll solutions that leverage our 20+ years of expertise across industries. Whether you use DATEV, Odoo, or another payroll system, we ensure smooth integration and reliable processing.
Free yourself from administrative stress and focus on what truly matters — your core business.
As an ISO 9001-certified provider, FPA combines digital innovation with human expertise. Our Payroll Outsourcing Services are designed to deliver:
100% compliance with German legal standards (BDSG, GDPR, collective agreements)
System-independent flexibility (Odoo, DATEV, or your in-house solution)
Transparent pricing and scalable solutions
Personalised support from our team of HR and payroll experts
We don’t just process payslips — we build trust through precision, communication, and partnership
Let us take care of your monthly, hourly-based payroll – no matter how many employees you have.
Our Payroll Outsourcing Services guarantee the exact compliance with all legal regulations (e.g., BDSG, GDPR, and applicable collective agreements), as well as the timely submission of official reports and the processing of company pensions and travel expenses.
Trust our comprehensive Payroll Outsourcing Services for the accurate and legally compliant processing of your employees’ salaries, benefits, and tax deductions.
With over 20 years of experience, you can be confident that all legal requirements are met and your employees are paid on time.
We support you in setting up your digital accounting structures as part of our Payroll Outsourcing Services. Whether you work with Excel or specialized accounting systems, FPA can take over your payroll in the shortest possible time. We are also happy to assist you in setting up individual systems, whether with DATEV, Odoo, or other accounting software as part of our Payroll Outsourcing Services.
Your Way To Find Us
Contact us for a non-binding initial consultation to find the best solution for your specific Payroll Outsourcing Services needs. Our goal is to provide you with an efficient solution tailored to the individual needs of your company – regardless of the size of your team or the accounting software you currently use.
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In a no-obligation initial consultation, we will work with you to clarify the framework of your payroll requirements.
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e will provide you with a personalized offer including a service description and timeline for our Payroll Outsourcing Services.
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We can take over your payroll processes, even at short notice – saving you time and resources.
Expert Payroll Accounting
Expert Payroll Accounting
Leave all aspects of your payroll to us. Our team of experts supports you in focusing on what matters most – the growth of your company thanks to our professional Payroll Outsourcing Services.
The partnership between Hitachi Astemo and FPA in the area of Payroll Outsourcing Services led to a significant increase in efficiency and minimization of errors. Prior to the partnership, there was a high level of dissatisfaction with the existing payroll system, particularly due to errors in setting up new employees and a lack of flexibility.
With the takeover of payroll by FPA as part of our Payroll Outsourcing Services, processes were streamlined, data accuracy was improved, and individual employee needs such as shift allowances and company pensions were reliably taken into account. Transparent communication also increased employee confidence.
For Hitachi Astemo, this meant higher employee satisfaction, less internal effort, and a sustainable Payroll Outsourcing solution.
The partnership between Hitachi Astemo and FPA in the area of Payroll Outsourcing Services led to a significant increase in efficiency and minimization of errors. Prior to the partnership, there was a high level of dissatisfaction with the existing payroll system, particularly due to errors in setting up new employees and a lack of flexibility.
With the takeover of payroll by FPA as part of our Payroll Outsourcing Services, processes were streamlined, data accuracy was improved, and individual employee needs such as shift allowances and company pensions were reliably taken into account. Transparent communication also increased employee confidence.
For Hitachi Astemo, this meant higher employee satisfaction, less internal effort, and a sustainable Payroll Outsourcing solution.
Frequently Asked Questions About Our Payroll Outsourcing Services.
No, the terms payroll accounting and payroll processing are often used synonymously, but unfortunately this is technically incorrect as payroll accounting includes both payroll processing and salary processing. Within our Payroll Outsourcing Services, we make a clear distinction to ensure compliance and efficiency.
Employees whose pay is based on actual hours worked receive a wage. In addition to the hourly wage, the payslip usually includes bonuses for overtime, weekend and holiday work, for example. Taxes, social security contributions, pension contributions, health and unemployment insurance, trade union contributions, company pension contributions and other items such as meal vouchers or company cars are then deducted from this gross wage. This is how net wage is calculated. This form of payroll is usually based on a time sheet, which is analysed by the payroll clerk in the light of the employment contract, the collective agreement and any shift schedules.
Salary accounting, on the other hand, usually concerns employees with a fixed salary who receive regular payment regardless of their actual hours worked. The salary is often paid monthly and usually remains constant unless there are changes in the employment contract or agreements with the employer. Salaried employees generally do not receive any bonuses per hour, unless these are expressly granted by individual employment contracts, collective agreements or statutory provisions as well as company agreements.
Preparing a correct payroll requires accuracy, care and an understanding of employment law, legislation and tax regulations, collective agreements and individual employment contract provisions.
In order to prepare a payroll statement concerning wages, it is necessary to evaluate the working hours recorded for the payroll period for each employee, taking into account any overtime, holidays, sick days, etc. that may have accrued. In order to arrive at the gross salary, any additional time for which the employee is eligible, such as weekend or holiday work, as well as bonuses, special payments and commissions, must be taken into account. In a salary statement, the gross salary is calculated on the basis of the remuneration agreed in the employment contract. Any bonuses, commissions and individual agreements must also be taken into account.
To calculate net pay, taxes, social security, health insurance, pension insurance and other statutory contributions, as well as voluntary deductions (contributions to company pension schemes or trade union dues) must be calculated and deducted.
In the final step, a detailed payroll document is created, containing all relevant information such as gross wage/salary, deductions, net wage/salary, payroll period and tax information. If required, the payroll document can be supplemented with additional information, such as the display of total, taken and remaining leave days.
FPA also manages staff data maintenance in the requested system for its clients. As part of our Payroll Outsourcing Services, we submit official notifications such as employment certificates to employment offices, the social security fund for artists, levy for severely disabled individuals, statistical notifications, and remuneration notices. Additionally, we handle employee registration and deregistration with their respective health insurance funds, and answer any employee queries.
In compliance with Section 108 of the German Industrial Code (GewO), it is a legal obligation for employers in Germany to furnish employees with payslips in textual format. Nonetheless, this directive does not mandate the issuance of paper payslips. A digital payslip conforms to the German legal requirement of text form. However, the employee’s prior consent for the electronic dissemination of the payslip holds paramount significance. A judgment by the Hamm Regional Labor Court dated 23.09.2021 (Ref.: 2 Sa 179/21) endorses this strategy.
Adopting digital payroll accounting has several benefits. It streamlines internal procedures, enhances the company’s productivity, and enables staff to access their pay records online from anywhere at any time. As part of our Payroll Outsourcing Services, FPA ensures that digital payslips and employee records are managed in full compliance with data protection and labor law requirements.
The content requirements for the details of a digital payslip align with those for the traditional paper payslip in Germany. In compliance with Section 1 of the Remuneration Certification Order, these details must be included: employer’s name and address, as well as employee’s name, address, date of birth, tax class, tax ID, employment start and, if applicable, end dates, and payroll period. In addition, it is necessary to list all pertinent details concerning wage composition. These shall include, but not be limited to:
As an employer, it is crucial to consider some key points when making a retrospective correction to the payroll. Assuming the correction complies with the relevant employment law provisions and tax regulations, it is advisable to first analyse the cause of the error that prompted the correction. This could include miscalculations regarding working hours, allowances, or deductions. Depending on the country, it’s important to consider the timeframe for corrections, as various countries have strict deadlines for them.
Along with internal paperwork, it’s necessary to notify the affected employee regarding the payroll correction. For utmost transparency, always elucidate the cause for the correction. If the correction affects an employee’s salary or social security contributions, it is important to obtain their consent before making the necessary changes.
Additionally, it is essential to adhere to statutory reporting obligations, such as tax or social security reports, and ensure that the corrected data is submitted to the relevant authorities in a timely and proper manner.
If the correction affects the employee’s taxation, adjust the remuneration statement accordingly and ensure that the payroll system or accounting software accurately reflects the changes to prevent future errors.
Evaluate your internal procedures to reduce the likelihood of similar errors and improve payroll accuracy.
With FPA’s Payroll Outsourcing Services, we take care of these corrections for you — from analysis to reporting, employee communication, and system adjustments — ensuring compliance, security, and peace of mind.
Get in touch with us and we will assess the most suitable solution for you during an initial consultation.
