Durasuite

Durasuite Durasuite supports businesses in designing, delivering and diagnosing better outcomes

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22/07/2026

Enough is enough!

Employers in the UK need to start adopting legal policies, practices and procedures

Duty of care is an obligation NOT an optional extra in business

If you have disabled workers then take the time to understand your obligations towards then plus their condition whether seen or unseen and ensure you are supporting them fully

Make yourself familiar and fully understand the legislation that your business must abide by as again not an optional extra but mandatory! - if you don’t know the legislation then find out and learn!

Respect your employees they are the driving force of your business and bottom line!!

Let’s start making Britain GREAT again TOGETHER as right now it’s just not!!

greatbritain

Payroll is far more than paying people. It protects employees, businesses, pensions, tax revenues and the UK economy.Tha...
22/07/2026

Payroll is far more than paying people. It protects employees, businesses, pensions, tax revenues and the UK economy.

That’s why the 2026 Payroll Profession Confidence Index (PPCI) matters.

This isn’t just another survey—it’s our opportunity to shape the future of payroll. Every response helps strengthen the evidence for greater recognition, investment, innovation and better policy for our profession.

As payroll continues to evolve through AI, automation and increasing legislative complexity, it has never been more important that our voices are heard.

If you work in payroll, HR, finance or payroll technology, please take a few minutes to complete the survey.

Your voice matters. Our profession matters. Let’s shape the future together.

Finance PayrollTechnology Governance Compliance AI FutureOfPayroll PayrollInfluences

When payroll partnerships go off the rails, it’s never “just an IT issue”. It hits HR credibility, employee trust, cost,...
21/07/2026

When payroll partnerships go off the rails, it’s never “just an IT issue”. It hits HR credibility, employee trust, cost, and compliance – especially when automation has been sold as the magic fix. Misunderstood requirements, overpromising on timelines, and cultural or tech mismatch between client and vendor are usually where the trouble starts.

If your payroll transformation is dragging, full of rework, or relying on manual firefighting to get people paid correctly, it’s a governance and alignment problem, not just a systems problem. Stronger decision rights, cleaner data, phased delivery and real transparency with your vendor are what separate successful programmes from the horror stories.

Curious how your payroll setup – and your vendors – really stack up? Complete the payroll assessment and see where the cracks might be hiding: https://durachoice.durasuite.co.uk/governance-framework Then dive deeper into what happens when payroll partnerships fracture: https://reveela.com/2026/06/14/when-payroll-partnerships-fracture-the-industry-impact/ 💬 Have you seen any of these warning signs in your own programmes?

If your payroll transformation is stalling, it’s probably not the tech that’s the issue – it’s the story you’re telling ...
21/07/2026

If your payroll transformation is stalling, it’s probably not the tech that’s the issue – it’s the story you’re telling about your operating model and processes. When you properly map how payroll actually works today, step by step, you expose all the hidden manual work, bottlenecks and risks that senior leaders rarely see. That’s the foundation of a strong business case.

Instead of asking for budget for “a new payroll solution”, show what it really costs to keep things as they are – time spent fixing errors, late changes, compliance worries and frustrated employees. Then lay out a future operating model that’s cleaner, better controlled and easier to scale, with clear roles, governance and integrations. When leaders can see the before-and-after picture, and how it links to risk, reputation and employee trust, approval conversations tend to get a lot easier. 😊

How are you getting your senior team on board with payroll transformation – and what’s been your biggest win or challenge so far? Share your experiences below so others can learn from them too.

Today I had the pleasure of meeting with Mims Davies MP, and what really struck me was how genuine and down-to-earth she...
20/07/2026

Today I had the pleasure of meeting with Mims Davies MP, and what really struck me was how genuine and down-to-earth she is. As a Minister, a leader, a mum, and a long-time champion for communities across Sussex, she combines real conviction with proper listening – and that felt refreshing 🙌

We had an open chat about the real issues facing Sussex right now: roads, schools, local infrastructure, and the pressures on SMEs, startups, and women in business. One topic I’m especially passionate about is how UK businesses pick key partners like payroll, HR, and accountancy providers. Too many employers are expected to navigate a complicated marketplace with very little independent guidance. When things go wrong, they’re told they’re still responsible for compliance, even though they often don’t have the tools or knowledge to properly assess providers in the first place.

I shared a proposal with Mims to help HMRC give businesses more support through better transparency, independent assessment criteria, practical FAQs, and clearer guidance when choosing payroll and related professional service providers – not a preferred supplier list, not endorsements, just better info and clearer visibility so employers can make stronger decisions. I’ve written more about it here if you’d like to dive deeper: https://reveela.com/2026/06/15/leading-with-purpose-a-conversation-with-mims-davies-mp/ 💡 I’m really grateful to Mims for engaging with the idea and backing conversations that could genuinely help UK businesses grow and feel more confident.

I’m now moving on to the next step: a meeting with the Department for Business & Trade, because why not? I might only be one person (and not one of the Big 4!), but I know these changes are needed and I’m determined to push for them. Watch this space – and tell me in the comments, what’s been your biggest challenge when choosing payroll, HR, or accountancy partners for your business?

19/07/2026

Building better payroll software is about more than technology—it’s about protecting the integrity of the UK’s tax system.

This week I had the privilege of collaborating with HMRC’s Software Developer & Policy teams, the CBI, software developers, payroll professionals and industry partners to explore how we can strengthen payroll assurance, software validation and compliance.

One thing stood out: HMRC is genuinely committed to working with industry to find practical solutions.

As I continue developing a Payroll Assurance & Validation Framework, it’s clear that robust testing is just as important as legislation. Better validation means more reliable software, more accurate payroll, better outcomes for employees and employers, and stronger protection for UK tax revenues.

I’m also excited to be taking proposals for a Payroll Assurance & Validation Scheme to MPs and engaging with the Competition and Markets Authority to explore how higher standards, transparency and innovation can strengthen confidence across the payroll software market.

Real collaboration. Practical solutions. Better outcomes for everyone.

GovTech Innovation CBI TaxTechnology PayrollAssurance

17/07/2026

Some milestones feel a little different.

I’m incredibly honoured to be featured by CIO Views Magazine in their latest leadership profile:

“Catey Josephine Palmer: Building Connective Businesses Through Courage and Purpose.”

The interview shares my journey, from navigating personal health challenges, to founding DuraSuite, and why I’m passionate about raising standards across payroll, HR, compliance and operational governance. It also explores why integrity, empathy and resilience remain at the centre of every decision I make.

Thank you to Wendy Drinkwater, Mike Hibberd, Claire O’Sullivan and Nick Day who are featured 😃 ♥️ there are many more I could have thanked to be honest!

This isn’t just recognition of me it’s recognition of everyone who has supported, challenged and believed in the vision along the way. Thank you to my clients, partners, mentors, colleagues, friends and family. Every conversation has helped shape this journey.

There’s still so much more to build.

My mission remains unchanged:
✔️ Create solutions that genuinely solve real business problems.
✔️ Raise standards across our profession.
✔️ Help organisations move from complexity to clarity.
✔️ Prove that commercial success and doing the right thing can and should go hand in hand.

Thank you to CIO Views Magazine for the opportunity to share my story.

I’d love to hear what resonates most with you.

https://cioviews.com/catey-josephine-palmer-building-connective-businesses-through-courage-and-purpose/

Payroll HR Compliance Governance Innovation WomenInBusiness CIOViews DuraSuite

A simple, well-earned pay rise for someone on maternity leave can quietly put your business on the wrong side of UK law....
14/07/2026

A simple, well-earned pay rise for someone on maternity leave can quietly put your business on the wrong side of UK law. Under the Alabaster Rule (Alabaster v Woolwich plc), any pay rise awarded at any point during maternity leave means you must recalculate their Average Weekly Earnings and pay backdated maternity arrears. Miss that step, and you risk unlawful underpayments, equality issues, and overpayments you may never recover. ⚖️

The big problem? Many legacy payroll systems treat long-term absences as a basic “salary override” on a normal monthly record. That wipes out the timeline the system needs to spot when a backdated pay rise affects past maternity pay. So someone like Hannah gets a 10% pay rise backdated to June, but her system still pays a flat rate, with £0.00 in arrears, when a compliant engine would recalc Weeks 5 and 6, pay £124.62 in arrears, and reclaim 92% of it from HMRC on the EPS.

Want to see how this works in practice and check if your setup is exposed? Take a look at the full breakdown here: Alabaster Pay Rise Trap: Maternity Pay Compliance | DuraSuite https://durasuite.co.uk/blog/alabaster-pay-rise-trap and a wider look at the legal side here: https://reveela.com/2026/06/27/are-you-unknowingly-breaking-uk-law/ 🙂

Tag your HR, payroll or finance colleagues and tell us: do you know how your current payroll engine handles Alabaster events and multi-period absences?

10/07/2026

290kg × 8 reps 💪🔥

New personal best.

This week has been full of hospitals, appointments, business, family, and managing my own health… but today I made time for me.

A few runs to clear my head.
A proper powerlifting session.
And a lift I honestly wasn’t sure I’d hit.

Life won’t always slow down for you.

So celebrate the small wins, protect your time, and keep chasing your goals—even when the week feels impossible.

You’ve got this. ❤️

GymLife WomenWhoLift MentalStrength

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