Sandton is South Africa's corporate centre — banking, asset management, law, consulting and multinational head offices with complex remuneration structures. Patuza handles SARS submissions (EMP201, EMP501, IRP5), UIF, SDL and payslips for Sandton employers — fixed monthly pricing, no lock-in, POPIA-aligned.
Registered Tax Practitioner + Certified Payroll Practitioner. EMP201, EMP501, IRP5, UIF and SDL submitted on your behalf.
We work with Sandton-based SMEs, professional firms and franchises across Sandton CBD, Sandown, Rivonia and surrounds.
Per-payslip pricing with no setup fees. Switch mid-year without breaking IRP5s at year-end.
Sandton payroll carries the country's most complex remuneration: share schemes and vesting events, bonuses and long-term incentives, expatriate and cross-border employees, travel and cellphone allowances, and directors paid partly through fees. Each of those has its own SARS treatment, and getting the code wrong only surfaces at EMP501 reconciliation. We apply the correct IRP5 codes as the payroll runs, not afterwards.
Firms in Sandton CBD, Sandown, Rivonia, Illovo and Bryanston also need confidentiality. Executive pay stays inside a restricted approval chain, and only the reconciled totals reach the finance team. Payslips are delivered securely, third-party payments to medical schemes, provident funds and garnishee orders are made on time, and your auditors get a clean payroll file at year-end.
Sandton payroll searches we answer: payroll services Sandton, payroll outsourcing Sandton, executive payroll Sandton.
Sector-specific payroll rules — bargaining councils, MIBFA, MEIBC, NBCRFLI, provident funds — handled correctly the first time.
Commission and bonus schemes, retirement and risk benefit deductions, and clean audit-ready payroll journals.
See how we run it →Partner and associate structures, billable-hour bonuses, temporary and placed staff, and TES compliance.
See how we run it →Commission and bonus schemes, retirement and risk benefit deductions, and clean audit-ready payroll journals.
See how we run it →Share and incentive schemes, remote and cross-border staff, contractor versus employee classification, and IRP5 codes for equity.
See how we run it →Share and incentive schemes, remote and cross-border staff, contractor versus employee classification, and IRP5 codes for equity.
See how we run it →Commission and bonus schemes, retirement and risk benefit deductions, and clean audit-ready payroll journals.
See how we run it →Shift and continuous-operation rosters, danger and underground allowances, MIBCO/Mining council contributions and provident fund splits.
See how we run it →Councils and determinations we work with around Sandton: Private security (NBCPSS), Contract cleaning (NBCCS).
Payroll touches the owner, the finance team and HR differently. Here is what each of them gets from Patuza.
Everything a growing South African employer needs — SARS registrations, compliant payslips and monthly submissions — for a predictable per-payslip fee.
A payroll you can reconcile, defend in audit and forecast from — with EMP201s, EMP501s and the general-ledger interface handled to deadline.
Balanced payroll journals, cost-centre reporting and third-party schedules delivered before your month-end close — every cycle.
Accurate payslips, defensible leave balances and clean terminations — so HR spends its time on people, not pay queries.
Extra capacity and a second pair of expert hands — parallel runs, leave liability, council rates and EMP501 reconciliation handled with you, not around you.
Hand the payroll over with confidence — Patuza takes the processing and the deadlines, and you keep control and visibility.
Package structuring, fringe-benefit treatment and bonus tax modelled correctly before the pay run — not corrected afterwards.
SARS submissions that reconcile first time — EMP201, EMP501, IRP5/IT3(a), tax directives and ETI claims prepared with the evidence to back them.
Independent payroll processing with logged masterfile changes, exception reports and segregation of duties your auditors can test.
Patuza is 100% cloud-based, so we serve every suburb — each area below has its own payroll page:
Which model fits your headcount and budget.
ReadReal 2026 pricing benchmarks and hidden costs.
ReadSARS-aligned PAYE, rebates and medical credits.
Read1% + 1% split and the current ceiling.
ReadBCEA s.41 plus SARS lump-sum tax.
ReadBCEA notice periods and pay in lieu.
ReadLast reviewed 2026-09-10. Rulings change — confirm current wage schedules with your council before each increase date.
Most Sandton employers pay between R90 and R180 per payslip per month, with no setup fee. The price is fixed monthly and covers processing, payslips, EMP201 filing, UIF declarations and year-end IRP5s.
Banks and asset managers, law and consulting firms, insurers, fintech and media businesses, plus mining and retail head offices. We build the earnings, deduction and allowance structures those employers actually use, rather than a generic template.
Sandton head offices mostly sit outside bargaining councils, but we handle the security and contract-cleaning councils where those services are employed directly, along with provident, medical and share-scheme deductions. Contributions are calculated per member each pay cycle and the council returns are filed on your behalf.
No. Patuza runs entirely in the cloud, so we serve Sandton, Rivonia, Bryanston, Fourways and the wider northern suburbs and the surrounding district with the same turnaround. Documents are exchanged securely and no site visit is required.
Yes. We take over from Sage, SimplePay, PaySpace, Pastel or a spreadsheet mid-year without breaking the IRP5 reconciliation. Take-on usually runs two to four weeks, including a parallel run so the figures agree before we go live.
Usually the owner, financial manager or HR lead. We give each of them what they need — a reconciled payroll journal for finance, clean leave and engagement records for HR, and a single monthly figure for the owner.
Yes. We apply the section 10(1)(o)(ii) foreign-employment exemption where the day-count is met, run shadow payrolls for inbound assignees and report the correct foreign-income source codes on the IRP5.
Section 8C gains are taxed on vesting through the payroll under their own source codes, and annual bonuses are taxed using the SARS directive or the standard annual-equivalent method, whichever your policy requires.
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Tell us your headcount and pay frequency — we'll come back with a fixed monthly price within one working day.
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