A firm built to get payroll right before it is filed
We check before the month closes, not after
Many payroll providers reconcile after the fact. Errors get corrected next month, and the cost of finding them late lands on the client: back pay, interest, penalties and employees who were paid the wrong amount.
We work the other way round. Every entry is checked before the payroll is paid and filed. That takes more effort up front, and it is the reason for our record with inspectors. Everything distinctive about how we work comes from that choice, not because it made a good slide.
The engine refuses what the law refuses
Statutory limits sit inside the calculation instead of on a checklist. An entry that breaks one stops and gets a name, rather than passing through and surfacing a quarter later.
Every deviation notice is a document
When something you ask for carries a risk, you hear it from us in writing, with a date on it, rather than in a phone call. You have a record of the advice, and so do we.
We stop rather than process it
Our contract lets us suspend the service if what we are asked to run does not comply with Ukrainian law. We would rather never use that clause. It exists because checking first means little if we then process something we know is wrong.
And we stand behind the result. If a penalty ever comes from our own calculation or filing, the contract makes it ours to pay, within set limits. The terms are in the FAQ.
We wrote our own engine in 2010, and we still employ the people who maintain it
APEX Cache was built in 2010 by our own developers, on an InterSystems Caché object database. It was written because nothing available did what Ukrainian payroll at scale actually required, and it has been maintained continuously since.
That decision looked expensive for fifteen years. In January 2026 it stopped looking expensive, when the state published a list of software banned from use and the products most of this market runs on were on it.
We are careful about how we say this, because the position is widely overstated. The list is real. The law that would have attached penalties to it failed its first reading on 30 June 2026. Both of those facts are true at once, and anyone selling you a migration on fear alone is leaving one of them out.
What is simply true is that we have nothing to migrate, and when Ukrainian law changes we change the engine ourselves rather than wait for a vendor in another country to decide it is worth a release.
Ours. Written, owned and maintained in-house, with the developers on our payroll.
Built for Ukrainian statutory reality: indexation, average earnings, shift and hazard premiums, reservation thresholds, sole proprietors (ФОП) and civil contracts (ЦПХ) alongside employment.
Open at the edges. It exports to whatever your finance system is, including SAP, so your head office keeps the system it already knows.
Derived from, licensed from, or dependent on any product on the official list of banned software.
Something you have to learn. You send changes in whatever form suits you and never open our software.
Sold as a product. It is how the service is delivered, not a licence we are trying to place.
Who you would actually be contracting with
The team is small and senior, on purpose
There is no first line, no ticket queue and no offshore processing centre. The person who reviews your payroll is the person you meet, and they have been doing Ukrainian payroll long enough to recognise the things that are about to become a problem.
That is a deliberate limit on how many clients we can take, and it is the reason we are specific about who we are a good fit for. It also means we have capacity now, which is why a new client gets the senior people rather than a position in a queue.
What the record says
Sixteen years of Ukrainian payroll. More than 500 employees across 21 legal entities administered every month. No inspection has yet produced a finding we had to answer for.
We publish those three numbers and no others. We do not name clients, we do not give headcount bands that would identify one, and we will not confirm or deny whether a particular company is a client. That rule has no exception for a promising prospect, which is exactly the point of it.
Four things we will not do
Not in a deck, not in a meeting, not to close a deal
We hold salary data, personnel files and contract terms. A firm that treats one client’s identity as a marketing asset will treat yours the same way. If a client agrees in writing to speak to you, we will arrange it, and we ask them every time rather than assuming.
We are a payroll firm, not a law firm
We will tell you what the rules require and what your records currently show. Drafting contracts, formal legal opinions and representation are work for a qualified lawyer, and where you need one we bring one in with your agreement rather than improvising.
Both halves of that story, every time
The list is real and was first published in January 2026. The law that would have attached penalties failed on 30 June 2026. We give you both, because a migration sold on a half-told fact is a relationship that starts with you being managed rather than informed.
Not even when the numbers look better
If the numbers only work when we skip the checks, or the arrangement we are asked to run does not comply, we say so and decline. Checks that get skipped when they become inconvenient are not checks.
See where you stand
Run the payroll risk self-check on your own: fifteen questions, a risk level for each area and the three things to fix first. Nothing you enter leaves your browser.
