Supplemental pay is any additional income employees receive on top of their regular wages. Common examples include bonuses, overtime, commissions, severance, and shift differentials. Employers often process supplemental pay separately in payroll, sometimes with different tax withholding rules than standard salary.
Statutory redundancy pay is the minimum compensation employers must provide to eligible employees who lose their jobs due to redundancy. The amount is usually calculated based on age, length of service, and weekly pay, subject to government-set limits. It ensures financial support for workers while they transition to new employment opportunities.
State income tax is a tax that U.S. states may impose on the income individuals and sometimes businesses earn within their jurisdiction. The amount and structure vary—some states charge flat rates, others use progressive brackets, and a few have no state income tax at all. These taxes fund public services like education, healthcare, and infrastructure.
The standard deduction is a set dollar amount that taxpayers can subtract from their income before calculating federal income tax. It simplifies filing since individuals don’t need to itemize expenses like medical costs or donations. The deduction amount varies by filing status (single, married, head of household) and is adjusted annually for inflation.
Shadow payroll is a parallel payroll system used when employees work abroad, ensuring taxes and social contributions are reported in the host country without duplicating salary payments. The home country continues to pay the employee, while the shadow payroll records income locally for compliance. This process helps multinational companies avoid tax issues and maintain legal employment records.
Severance pay is money or benefits given to employees when their employment ends due to layoffs, restructuring, or mutual agreements. It may include a lump-sum payment, continued salary, or extended benefits, typically calculated based on length of service. Severance helps ease the financial transition for employees while protecting employers from legal disputes.
Same day direct deposit payroll is a payment method where employees receive their wages in their bank accounts on the same day the employer processes payroll. It offers faster access to earned income compared to standard 2–3 day ACH transfers. This option improves employee satisfaction but may involve higher processing fees for employers.
A salary advance is an arrangement where an employer pays an employee a portion of their upcoming wages before the regular payday. It helps employees handle urgent expenses or emergencies but is later deducted from future paychecks. Salary advances differ from loans since they use already earned or soon-to-be-earned income.
Restricted Stock Units (RSUs) are a form of equity compensation where a company grants employees shares that vest over time or once performance goals are met. Unlike stock options, employees don’t need to purchase RSUs; they receive the shares once vested. RSUs align employee rewards with company growth and are often used to attract and retain top talent.
Payroll withholding is the portion of an employee’s wages that an employer deducts and sends directly to government agencies. These withholdings cover income tax, social security, retirement funds, and other mandatory contributions. The system ensures employees meet tax obligations while simplifying compliance for both workers and employers.
A payroll system is the tool or process businesses use to calculate employee wages, withhold taxes, manage benefits, and issue payments. It can be manual, software-based, or outsourced to a provider. A reliable payroll system ensures accurate pay, legal compliance, and smooth financial operations for both employers and employees.
Payroll remittance refers to the payments employers make to tax authorities and other agencies for amounts withheld from employee paychecks. These include income tax, social security, pension contributions, and other mandatory deductions. Timely and accurate remittance is critical for compliance and to avoid penalties for both employers and employees.
Payroll outsourcing is the practice of delegating payroll functions—such as salary calculation, tax withholdings, and benefit deductions—to an external service provider. It saves businesses time, reduces errors, and ensures compliance with labor and tax laws. Many companies choose payroll outsourcing to focus on core operations while experts handle complex payroll tasks.
A payroll account is a separate bank account that employers set up specifically for processing employee salaries and related payments. It helps businesses keep payroll funds distinct from other operating expenses, ensuring accuracy and compliance. Using a payroll account makes it easier to manage wages, taxes, and benefits while reducing accounting errors.
A PAYG contractor is a worker in Australia who operates as an independent contractor but has income tax withheld by the payer under the Pay As You Go (PAYG) system. This arrangement ensures that taxes are collected regularly rather than as a lump sum at year-end. It helps contractors meet tax obligations while providing businesses with compliance assurance.
Partial pay refers to compensation given to an employee for less than a full pay period. This usually occurs when someone joins or leaves a company mid-cycle, or takes unpaid leave during the period. Employers calculate partial pay based on actual days or hours worked, ensuring fair and accurate payment.
Overtime refers to the additional hours an employee works beyond the standard workweek set by labor laws or company policy. Employers usually pay a higher wage rate—commonly 1.5 times (time-and-a-half) or 2 times (double time)—to compensate for the extra work. Overtime rules vary by country and are designed to protect workers from excessive workloads while ensuring fair pay.
An overpaid salary happens when an employee receives more money than they are entitled to, usually because of payroll mistakes, miscalculations, or benefit errors. Employers are typically allowed to recover the excess amount, either through future payroll deductions or repayment agreements. Clear policies and accurate payroll systems help prevent and resolve such issues fairly.
The Ontario Employer Health Tax (EHT) is a payroll tax that employers in Ontario, Canada must pay based on the total wages, salaries, and benefits they provide to employees. It helps fund the province’s healthcare system and applies differently depending on employer size, with exemptions or reduced rates for smaller businesses. Employers are responsible for calculating, remitting, and filing EHT annually or monthly.
Net pay, often called “take-home pay,” is the actual amount an employee receives after all deductions are subtracted from gross salary. These deductions may include taxes, health insurance, retirement savings, and other withholdings. Net pay reflects what employees can spend or save and is typically deposited directly into their bank accounts.