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Switching provider

Switching HR office – a safe transition with no service interruption

Unhappy with your current HR office? Poor communication, payroll errors, a week's wait for a reply to a simple email? Switching is easier than you think – and doesn't require any break in settlements.

Let's talk about taking over your HR

Why companies switch HR offices

  • Errors in payroll and ZUS declarations – arrears, interest, corrections
  • Poor communication or very long response times
  • No updates on regulatory changes that affect the company
  • Opaque settlements and lack of detailed reporting
  • HR person on leave or sick with no cover
  • Prices that don't reflect the quality of service

How a safe transition works

Switching HR offices doesn't have to be a stressful process. Properly planned, it takes a few days and requires no break in payroll.

  • We agree on a transition date – ideally from the start of a month or the start of a year
  • I receive the documentation and historical data from you or your current office
  • I verify the state of settlements and identify any arrears or discrepancies
  • I inform you of all risks before signing the agreement
  • I take over ongoing service – with no interruption to salary payments

What I need for the handover

  • Employee data and current employment contracts
  • Recent payslips (3–12 months)
  • ZUS declarations for the current year (DRA, RCA)
  • Personnel files in their current form
  • Information on any outstanding arrears or proceedings

What you gain

  • Ongoing contact with one person – not a call centre or rotating staff
  • Reply to messages the same or next working day
  • Payroll ready according to the agreed schedule – never late
  • Regular updates on regulatory changes that may affect you
  • Clear statements and the ability to see the detail behind every payroll entry

Frequently asked questions

Yes. The switch is possible at any point during the year – there is no formal requirement to do it at year-end. I plan the transition so as not to disrupt current settlements.

This is rare but it does happen. Employee documentation and ZUS data belong to the employer – you have the right to receive it. I can help establish what documents are needed and how to claim them.

There is no formal obligation to inform employees about a change of HR office. Salaries are paid on the same schedule – the switch is imperceptible to them.

Yes. When I take over the documentation, I carry out a basic review of the last 12 months – checking the correctness of contribution bases, ZUS registrations and payroll. I discuss any errors with the client before signing the agreement.