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A P60 is an essential part of managing tax and payroll for any employer. It’s also a vital record for your employees. It provides them with important information about their tax and other salary deductions, and marks the end of each financial year. But what is a P60 and what do employers need to know about them? Let’s take a look at this key piece of documentation.  

What is a P60? 

A P60 shows an employee the tax they’ve paid over the last financial year. It proves exactly how much income tax they’ve paid, as well as National Insurance contributions (NIC) and other information like student loans or maternity pay.  

This makes the P60 an essential record, showing vital financial information that can be needed for all sorts of purposes, such as applying for a loan. 

Employers must provide P60s to everyone employed by them each 5th April, even if that means they’ve only been employed for a few weeks or even days. Following the end of the financial year, the P60 must be issued by 31st May at the latest. 

A P60 is only issued to those employed by a company or organisation, meaning self-employed people don’t deal with P60s. 

What are the uses of a P60?

A P60 provides employees with an overview of their salary and annual tax contributions, important for a host of different uses. If an employee thinks they might have paid too much tax in the previous financial year, they can use their P60 to check. Their P60 provides the evidence for HMRC should they need to claim back overpaid tax. 

A P60 also provides proof of income for employees looking to apply for a mortgage or a loan, making it an important document to keep safe. It’s advised to keep hold of P60s for at least 6 years in case needed by HMRC as part of an investigation. 

P60 responsibilities for employers

It’s up to you to provide all of your employees with a P60 at the end of each tax year. This includes anyone employed by your business when 5th April rolls around, even if they’ve only just joined the organisation. The deadline for providing P60s is the following 31st May, giving you just under 60 days from the end of the financial year to issue them. 

You also need to provide digital copies of each P60 to HMRC. You can give your employees either digital or physical copies of their P60s, but this will usually depend on whether you’re using payroll software or not.

It’s also an employer’s responsibility to correct any errors and provide replacement copies if something isn’t accurate in a P60, both to the employee and to HMRC. 

Including accurate gross pay and tax-deducted figures

The core information included in a P60 is the total gross pay of an employee alongside the amount of tax deducted. This is shown as the total pay and tax for the year, as well as total pay and tax since being employed. 

Ensuring correct PAYE tax codes are displayed

A P60 shows an employee’s tax code, a vital piece of information that tells you how much income tax to deduct from their salary. If there is an error with the tax code, this could mean the amount of tax shown isn’t correct. 

Recording National Insurance contributions and numbers

National Insurance contributions are displayed in a P60, broken down by each level of earnings. This shows the earnings thresholds and how much the employee has paid on their income.   

Providing P60s for employees who left during the tax year

An employee only receives a P60 from you if they’re employed by your business on 5th April – the last day of the tax year. Otherwise, they receive a P45 at the end of their employment, showing how much tax they’ve paid so far during the financial year. 

Using HMRC-approved P60 formats or recognised payroll software

Any good payroll software should be able to handle the production of P60s each year, using the employee data in your systems to make and distribute them digitally. Alternatively, HMRC provides free basic PAYE tools for smaller businesses, able to produce P60s and P45s. 

Including statutory sick pay and maternity pay details

A P60 shows other information besides income tax and NIC, such as earnings from statutory maternity pay or sick pay. This allows the employee to see these figures separately, though they are included as part of the ‘in this employment’ overall figure featured elsewhere in the form.  

Maintaining accurate records for HMRC compliance

As well as providing information for employees, copies of every P60 must be sent to HMRC at the end of the tax year. This can be done automatically with payroll software, providing all relevant RTI when it’s needed.  

Correcting any P60 errors and reissuing if necessary

It’s the employer’s responsibility to correct any errors within a P60 form and to replace it as necessary. Naturally, this will be easier if you issue digital copies rather than paper copies. 

Distributing P60s securely via post or electronic delivery

How you issue your P60s to employees will depend on how you do payroll and other HR admin. Whether you send them digitally via your HR software or manually send paper copies, you’ll need to make sure they’re delivered securely and safely to protect personal information. 

Keeping copies available for potential HMRC inspections

Employers need to keep copies of P60s for 3 years after they’re issued. This is in case HMRC needs to see these records as part of an inspection.

Common mistakes employers make with P60s

The P60 is an important record where accuracy is absolutely paramount. There are many problems that can arise from having incorrect information in a P60, from employees paying the wrong amount of tax to penalties from HMRC, making it an important part of HR compliance.  

Here are a few of the most common mistakes employers make when it comes to P60s: 

Incorrect figures – Including the wrong income amount or the wrong calculation of income tax or NIC can mean the summary is distorted, making the form essentially useless. Integrated payroll software will help keep all the figures accurate so the P60 remains a reliable document. 

Inaccurate personal information – A simple misspelling or misplaced number can throw a spanner into the works. Make sure names, addresses and National Insurance numbers are correctly entered into your systems to avoid problems down the line.

Missed deadlines – P60s need to be issued to employees no later than the 31st May. If this deadline is missed repeatedly, HMRC may start issuing your business with fines. Make sure your end-of-year procedures are set up to meet the required deadlines. 

How can Employment Hero help?

Take the stress out of issuing P60s with Employment Hero’s Payroll Compliance Software. Our automated payroll compliance services give you everything you need to complete these vital tasks with accuracy and efficiency. 

P60s can be automatically created and issued on time to your employees, while all required RTI reports go directly to HMRC when they’re needed. Get in touch today and find out how we can help your business. 

The way we train people is overdue for a change. Forget the endless slide decks and the e-learning modules everyone clicks through just to tick a box. Many SMEs find that traditional coaching often doesn’t stick; it’s costly, uninspiring and doesn’t prepare your team for the challenges they face every day. 

So it’s time to move away from outdated methods and start building learning experiences that actually make a difference. 

Introducing: Virtual reality in corporate training. 

While this might sound futuristic, it’s not about gaming or sci-fi, it’s about creating immersive, hands-on learning that helps to drive real outcomes. With virtual reality (VR), employees don’t just sit back and watch; they step in and do. It transforms training from a passive exercise into an engaging, practical experience that boosts confidence and retention.

What is virtual reality in corporate training?

Virtual reality in corporate training uses immersive technology to put employees in realistic, simulated environments. Think of it as a flight simulator for your business. It allows your team to practice high-stakes skills, navigate difficult conversations and master complex procedures in a completely safe, controlled setting.

You’re not just watching a video; you are physically and mentally present in the learning scenario. This hands-on approach creates powerful, lasting memories and gives your people the confidence to perform when it matters most. It’s a core component of any modern approach to learning and development.

How VR is revolutionising corporate training

The shift to VR is more than just a technological upgrade for SMEs; it’s a fundamental change in the philosophy of how people learn best. It’s an active, engaging process that builds real-world skills in a way that traditional methods can’t match.

Mastering soft skills with VR

As many small business owners know, you can’t learn leadership from a textbook. The skills that truly matter such as public speaking, conflict resolution, giving difficult feedback and making tough decisions under pressure can only be developed through practice. VR provides the ultimate practice ground.

It allows your employees to face realistic scenarios, like calming an angry customer or delivering a tough performance review, without any real-world consequences. They can rehearse these crucial moments, experiment with different approaches and build the muscle memory and confidence needed to lead effectively. This is a game-changer for improving your business’ soft skills training.

Building true empathy with diversity and inclusion VR training

For too long, diversity and inclusion (D&I) training has been a tick-box exercise that fails to create genuine behavioural change. Reading about unconscious bias is one thing; experiencing it is another entirely.

VR is a powerful tool that SMEs can harness for building true empathy because it allows users to literally walk in someone else’s shoes. Immersive experiences can place a manager in a situation where they are the subject of microaggressions or exclusion. This first-person perspective can build genuine understanding and emotional connection in a way that traditional D&I training simply can’t, driving real change in workplace culture.

Why VR is the future of soft skills training

VR is uniquely powerful for developing soft skills for one critical reason: it provides a psychologically safe space to fail. Difficult conversations are, by their nature, uncomfortable. High-pressure leadership moments are stressful. In the real world, the stakes are high and people are often afraid to make a mistake.

In a VR simulation, employees can fail, reflect and try again without fear of damaging a real relationship or project. They can practice a tough conversation ten times, refining their approach each time, until it becomes second nature. This repetitive, hands-on practice is what turns theoretical knowledge into an ingrained skill.

How effective is virtual reality for training people?

This isn’t just hype; it’s backed by hard data. A landmark PwC study found that 40% of the v-learners saw an improvement in confidence compared to classroom learners and a 35% improvement over e-learners to act on what they learned after training in VR.

The study also found that VR learners were up to four times more focused than their e-learning peers and completed training up to four times faster than in the classroom. 

It’s clear that virtual reality in corporate training isn’t just the current fad in technology, it’s a proven method for delivering more effective training with better results.

VR training vs. the old way: classroom and e-learning

Not all training is created equal. Traditional classroom sessions, e-learning platforms and employee learning programmes have helped businesses educate their teams for years,  but both come with limitations. Today’s workforce needs something more engaging, more consistent and more impactful.

That’s where VR training comes in. It bridges the gap between the human connection of face-to-face learning and the scalability of digital training. 

The table below breaks down how VR stacks up against traditional and online learning — and why it’s fast becoming the go-to choice for modern learning and development.

Demystifying VR training cost and scalability

Let’s address the elephant in the room: cost. And this is a factor that most SMEs will need to take into consideration. As with everything, there is an upfront investment in headsets and content development. But the real story here is about the cost-effectiveness you can achieve at scale. This is a smart, long-term investment in your people that pays for itself over time.

Achieving cost-effectiveness at scale

Consider the economics. Once you’ve developed a VR training module, you can deploy it to hundreds or thousands of employees across the globe for a fraction of the cost of traditional methods. You eliminate the recurring expenses of venue hire, instructor fees, travel and accommodation.

PwC’s study found that VR training achieved cost parity with classroom learning at 375 learners. When training thousands of employees, VR becomes significantly more cost-effective, delivering a higher ROI and a better-skilled workforce.

The power of emotional connection and focus in VR

A distracted learner is a non-learner. In an office or home environment, an employee taking an e-learning course is bombarded with distractions like, emails, phone notifications and colleagues stopping by. None of this is conducive to effective learning. 

But, with virtual reality in corporate training, there are no distractions. The user is completely immersed in the learning environment. This intense focus creates a deeper emotional connection to the material. Learners feel like they are truly experiencing the situation, not just observing it.

Real-world use cases of VR training in organisations today

This is not a futuristic fantasy; it’s happening right now. Forward-thinking organisations across industries are using virtual reality in corporate training to gain a competitive edge, develop stronger teams and deliver development programmes that truly stick. From customer service to healthcare and workplace safety, VR is transforming how people learn, making teaching more engaging, effective and scalable than ever before.

Use case: transforming customer service training

Imagine stepping into the shoes of a frontline retail or hospitality employee,  not through a roleplay exercise, but through an immersive virtual experience. In VR, staff can practise handling tense customer interactions without the risk of real-world fallout.

A global hotel chain, for example, uses VR to simulate challenging guest scenarios: a double-booked room, an overcharged bill or a guest upset about service quality. Trainees experience these interactions in lifelike detail, learning to read body language, manage emotions and apply de-escalation techniques with confidence.

Because VR allows them to make mistakes safely and repeat the scenario as many times as needed, employees can refine their tone, empathy and problem-solving skills until they feel completely prepared to handle any customer calmly and professionally. The result? Happier guests, reduced staff anxiety and a measurable lift in customer satisfaction scores.

Use case: revolutionising healthcare and safety training

Nowhere is precision and preparedness more critical than in healthcare and workplace safety and VR is saving lives by helping professionals master high-stakes skills before they ever face real danger.

Hospitals are using VR to let surgeons practise complex procedures in a zero-risk environment. They can perform delicate operations virtually, building muscle memory and decision-making confidence that translates directly to better patient outcomes. For nurses and emergency responders, VR scenarios simulate high-pressure situations like cardiac arrests or trauma care, training them to stay calm, act fast and coordinate effectively under pressure.

The same principle applies to safety-critical industries like construction, mining and manufacturing. Workers can learn how to operate heavy machinery, navigate hazardous environments and respond to emergencies,  all in a safe, controlled virtual space. By experiencing the potential consequences of unsafe behaviour without real-world risk, employees develop a stronger safety mindset and are less likely to make costly or dangerous mistakes on the job.

These examples aren’t science fiction, they’re today’s reality. Organisations that embrace VR training aren’t just improving skills; they’re future-proofing their workforce and creating safer, more capable and more confident teams.

How to get started with VR training in your business

You don’t need a massive budget or a team of developers to begin. The key is to start small, prove the value and build from there. We’ve broken down the basics of getting started with virtual reality in corporate training.

1. Identify a high-impact training opportunity

Look for one clear challenge where better training could make a big difference.

• Is your customer service team facing burnout and high turnover?
• Are new managers struggling to give effective feedback?
• Do employees need more hands-on experience to handle complex tasks safely?

Start with a single, measurable problem, one that matters to your people and your business.

2. Partner with a VR experts

You don’t need to build everything yourself. Partner with a specialised virtual reality in corporate training provider who can help design a pilot program that fits your goals, budget and team needs.

3. Define success 

Before you launch, decide how you’ll measure success. Are you aiming to:

• Boost employee confidence?
• Reduce safety incidents?
• Improve sales performance or customer satisfaction?

Clear metrics help you track progress and show the return on investment.

4. Trial, measure and scale

Run your VR training with a small group first. Gather feedback, track results and use that data to build a strong business case for a wider rollout.

5. Use the right tools to plan

Set your VR training up for success by using tools that give you a clear picture of your team’s needs. Start by identifying the skills gaps and learning priorities that will make the biggest impact on performance. 

The key considerations before you invest

Before you jump in, ask yourself these critical questions to position your VR initiative for success, not for failure.

• What specific problem are we trying to solve? Don’t adopt VR for its own sake. Tie it to a clear business objective.
• How will we measure success? Define your KPIs from the start. What does a successful outcome look like?
• Do we have leadership buy-in? You need a champion in the leadership team who understands and supports the strategic value of this investment.
• Who is our target audience? Consider the technical comfort level of your employees and plan for user-friendly implementation and support.
• How will this integrate with our existing learning ecosystem? Think about how VR training will complement your current employee development and fit within your overall strategy. 

 The future of learning is already here

Virtual reality in corporate training is changing how businesses approach learning and development.  By creating immersive, hands-on learning experiences, VR empowers employees to practise, fail, reflect and succeed in ways traditional methods can’t match. It builds confidence, strengthens skills and creates lasting behavioural change that drives real business results.

For forward-thinking organisations, this isn’t a “nice to have”,  it’s the next step in creating a learning culture that’s scalable, engaging and human at its core. 

At Employment Hero, we believe in helping businesses unlock the full potential of their people. By combining innovative technology with human insight, you can transform how your team learns. Our Employment OS (Operating System) empowers HR professionals and business leaders to spend less time on admin tasks and more time on the fun stuff (like learning and development). 

Find and hire top talent, onboard, manage complex payroll, support compliance and more. One system, everything employment.

Modern performance management is evolving faster than ever. Before you mourn the loss of traditional performance reviews, think about how the once a year reviews, filled with formalities and box-ticking activities actually impacted your team. Not only do they no longer reflect how modern businesses work and how employees grow, but they also fail to drive real growth and progression. 

It’s time for a revolution in how we measure and inspire performance. The best performance management software moves you from painful annual reviews to a culture of continuous feedback, goal alignment and genuine development. 

We’ll cut through the noise to take a comprehensive look at which is the best performance management software. 

Why employee performance software is important

Employee reviews and development are no longer about a yearly check-in. With hybrid, remote and flexible working, businesses now need to find ways to keep their team connected, engaged and aligned with business goals… regardless of where they’re working from. 

The good news is that there are platforms that can help businesses do this. The best performance management software provides a central hub to track objectives, facilitate real-time feedback and understand employee development needs.

It gives you the insights to not just manage, but to coach and inspire your people. This is fundamental to boosting productivity, improving retention and building a culture where everyone can thrive. It starts with a clear understanding of how to measure employee performance in a modern way.

What is performance management software?

The best performance management software is a tool that helps you create a continuous cycle of development. It goes far beyond simple review forms. 

Modern platforms are designed to manage goals, facilitate ongoing feedback from peers and managers, handle recognition and provide powerful analytics. It digitises and automates the entire process, from setting objectives to tracking progress and rewarding achievements, freeing up managers to focus on high-impact coaching conversations.

The best performance management software

1. Employment Hero

Employment Hero’s Employment OS (operating system) takes all of the traditional isolated elements of employment and puts them into one place. This means you can not only conduct employee reviews, but also find and hire top talent, onboard, manage complex payroll, support compliance and more. 

It is designed to be an all-in-one solution for managing the entire employee lifecycle, making it a powerhouse for businesses that want to eliminate disconnected systems.

What sets Employment Hero apart

The key differentiator for Employment Hero is its unified approach. Performance management isn’t a standalone module; it’s woven into the fabric of your daily HR operations. Features like real-time feedback, goal tracking (OKRs) and recognition are linked directly to employee engagement analytics. This gives you a holistic view of your workforce, connecting performance data with sentiment and wellbeing insights. Its powerful automation and seamless integrations streamline everything from reviews to rolling out a performance improvement plan.

2. 15Five

15Five is built around the concept of frequent, lightweight check-ins. Its name comes from the idea that employees should spend 15 minutes a week writing a report that takes their manager five minutes to read. The platform is heavily focused on fostering positive manager-employee relationships through continuous communication.

What sets 15Five apart

15Five’s strength lies in its emphasis on positive psychology and manager training. The software includes features like a “High Five” peer recognition tool and strengths-based assessments. It’s not just a system for tracking performance; it’s a platform designed to facilitate better conversations and build a more engaged, positive workplace culture.

3. Lattice

Lattice is a comprehensive people platform that combines performance management with employee engagement and development tools. It is known for its clean user interface and its ability to connect performance data directly to compensation decisions.

What sets Lattice apart

Lattice excels at linking performance, engagement and growth. It allows you to run review cycles, engagement surveys and set up career development tracks all within one system. Its standout feature is the ability to integrate performance review data with compensation cycles, creating a transparent and data-driven process for pay decisions.

Features of top performance management software

When evaluating platforms, look for these game-changing features.

Continuous feedback mechanism

This allows employees and managers to give and receive feedback in the moment, rather than waiting months for a formal review. It makes recognition timely and constructive criticism actionable.

360-degree feedback

This feature gathers anonymous feedback from an employee’s peers, direct reports and managers. It provides a well-rounded view of an individual’s strengths and development areas, which is a core part of any modern performance review.

People analytics

Powerful reporting dashboards give you insight into performance trends, goal attainment and engagement levels across the business. This data is critical for making informed talent decisions.

Employee reward and recognition

Integrated tools for peer-to-peer recognition, like shouting out great work, help build a positive culture and make employees feel valued.

Setting SMART goals

The best software makes it easy to set, track and align individual, team and company goals. This ensures everyone is pulling in the same direction. Look for support for frameworks like Objectives and Key Results (OKRs).

Learning management system

Some platforms integrate learning and development modules, allowing you to assign training based on feedback and identified skill gaps.

Customisation, security and integration

A top platform should be customisable to your review process, offer robust data security and integrate with your other HR systems. You can find many of these features in our complete performance review bundle.

What is continuous performance management software?

Continuous performance management (CPM) is a modern approach that replaces the annual review with ongoing dialogue. CPM software facilitates this by enabling real-time feedback, regular check-ins and agile goal setting. It’s a dynamic process designed for today’s fast-paced work environment, especially for hybrid teams who need constant connection and alignment.

Core features of CPM software

Core features include one-on-one meeting agendas, goal  tracking and instant feedback channels. These tools are built for agility, helping teams adapt to changing priorities and providing managers with a constant pulse on team performance and morale. Using a mid-year performance check-in template is a great way to start adopting this mindset, even before you have the software.

Elevate your performance management with Employment Hero

The way we measure, manage and inspire performance has changed and so have the tools that make it possible. Annual reviews and outdated systems no longer cut it in a world where teams need to stay connected, motivated and aligned in real time. To truly unlock your people’s potential, you need the best performance management software on your side. Which is where Employment Hero comes in. 

But our Employment OS is more than just the best performance management software, it’s an all-in-one platform that supports the entire employee lifecycle. Our platform empowers your business to grow smarter. From goal tracking and real-time feedback to hiring top talent, onboarding new employees, managing complex payroll, supporting compliance and more. 

One system, everything employment. 

Making Tax Digital for Income Tax is the future of accounting for millions of sole traders and private landlords.

It begins in April 2026 and rolls out to more taxpayers as of April 2027 and April 2028.

We’ve looked in detail about MTD here on Sage Advice, but this time we’ve taken an oblique approach: We’ve found things that might surprise you about this latest incarnation of HMRC’s tax digitalisation.

Here’s what we discuss:

A quick introduction to MTD for Income Tax

MTD requires businesses that fall within its scope to keep digital records and submit updates using MTD-ready accounting software.

You’ll need to:

• Keep digital records of your income and expenses using MTD-compatible software (usually cloud-based).
• Submit quarterly updates to HMRC using the software, so they can estimate your tax liability throughout the year. (Although you can submit them more frequently.)
• File a digital tax return by 31 January after the tax year ends using the software, including all income and expenses – and any other relevant sources, like savings interest. You can also make any necessary adjustments at this time.

Here’s a short video with some of the latest details about MTD, featuring HMRC’s Director of MTD, Craig Ogilvie, in Sage’s exclusive interview at Accountex North:

Recruiting top talent is essential for growth, but the process isn’t flawless for every type of role. For some, you might post a job and get buried under a mountain of applications, most from candidates who aren’t the right fit. Hiring managers can spend countless hours sifting through CVs, struggling to keep up with the volume while trying to give every applicant a fair chance. This is applicant overload, and it’s a major drain on time, resources and morale.

The cost of this inefficiency is huge. It slows down hiring, leads to inconsistent screening and creates a poor experience for candidates. Promising talent gets lost in the noise or accepts another offer while you’re still wading through unqualified CVs. It’s time to stop drowning in admin and start building your team with confidence.

Employment Hero is confronting this challenge head-on. We’ve developed a suite of powerful AI-driven tools designed to cut through the chaos, automate the heavy lifting and put you back in control of your hiring process. These features are built to manage applicant overload, so you can focus on connecting with the people who will actually drive your business forward.

Stop screening and start connecting with the Recruitment Agent

First-round interviews are one of the biggest time sinks in recruitment. The repetitive nature of screening calls, many with candidates who are clearly not a match, is a frustrating and inefficient use of your team’s expertise.

Enter the Recruitment Agent, your new AI colleague. This feature automates first-round, structured video interviews, completely transforming your initial screening process. Instead of manually scheduling and conducting dozens of calls, you can now automate the entire workflow. 

Early results from businesses using the Recruitment Agent show a massive 46% reduction in candidate screening time.

Here’s how it works:

• AI-generated questions: The system analyses your job description and creates 4-6 structured interview questions covering motivational, behavioural and role-specific criteria.
• You’re in control: You can review, edit and approve the questions and scoring rubrics before anything is sent to candidates. This ensures the screening aligns perfectly with your standards.
• Flexible for candidates: Applicants receive a link to a guided video interview and have seven days to record their responses. This removes scheduling headaches and allows them to perform at their best.
• AI-assisted scorecards: The Recruitment Agent evaluates responses against your criteria and delivers a scored summary. You can instantly see top performers, and review responses in your own time, enabling your team to make faster, data-driven decisions.

By automating this crucial first step, the Recruitment Agent eliminates the administrative burden of screening and delivers a pre-vetted shortlist of candidates ready for meaningful conversation.

Pinpoint top talent instantly with SmartMatch applicant ranking

Even before the interview stage, identifying the most promising candidates from a large applicant pool is a significant challenge. Reading every single resume is simply not scalable for a growing business.

Our SmartMatch technology acts as your intelligent shortlisting assistant. It automatically analyses resumes and application data the moment they arrive, ranking candidates based on how their skills and experience align with your job requirements. This isn’t just a keyword search; it’s an intelligent analysis that understands context and prioritises your efforts.

Think of it as your personal recruitment scout, working 24/7.

• Instant prioritisation: See a ranked list of applicants, allowing you to focus your attention on the most qualified individuals first.
• Data-backed decisions: Move beyond gut feelings and use objective data to guide your screening process from the very beginning.
• Uncover hidden gems: SmartMatch can identify strong candidates who might have been overlooked in a manual review due to unconventional resume formatting or phrasing.

With SmartMatch, you can engage with the best candidates 33% faster than before. It cuts through the noise of unqualified applications and ensures you don’t miss out on top talent because they were buried at the bottom of the pile.

Streamline your sourcing with jobs board upgrades

The easier you make it for candidates to find and apply for your roles, the better the quality of your applicant pool will be. Our own jobs board, Employment Hero Jobs, has undergone significant upgrades to improve the candidate experience and provide another powerful channel for attracting direct applicants.

A seamless application process is your secret weapon. When candidates who are already interested in your brand can easily discover and apply for roles, you get a higher calibre of applicant who is more engaged from the start. 

Our platform upgrades have already led to a 10% increase in screening speed, simply by making the entire journey smoother for both recruiters and candidates.

It’s time to defeat applicant overload

The traditional approach to recruitment is no longer sustainable. Applicant overload is a real problem that costs businesses time, money, and talent. It’s time for a new strategy, one that leverages technology to amplify human capabilities, not replace them.

Employment Hero’s AI-powered recruitment tools are designed to do just that. The Recruitment Agent, SmartMatch and our jobs board upgrades work together to create an efficient, fair and scalable hiring machine. By automating repetitive tasks and providing data-driven insights, we empower you to hire faster, smarter and with greater confidence.

Stop letting administrative work get in the way of building a winning team. It’s time to reclaim your time and focus on what truly matters: people.

Ready to transform your hiring process? Explore our recruitment tools and discover how you can conquer applicant overload for good.

Adam remembers when Tyne Chease was barely bigger than a household project.

“Tyne Chease was founded by Ami in 2014. I was the second hire, joining in 2017. We worked out of Ami’s parents’ house. Back then, we made Tyne Chease individually. Every single Chease—created one at a time, by hand.”

The scale was small and the work meticulous. Every round was a statement—proof that vegan cheese could be more than oil and starch imitation. Tyne Chease were the first traders in the UK to apply the artisanal craft of cultured cheesemaking to plant-based food—creating something original, flavourful, and satisfying in its own right. 

“People would come up, saying how much they loved the products, how it’s what allowed them to become vegan,” Adam recalls fondly. “They’d thank me—‘I couldn’t live without your Chease,’—I’d never felt like that working before.”