However, the challenge is set to become tougher. PwC surveyed 193 global organisations - 89% said they expect international mobility to increase, mostly through short-term assignments and international business travellers, rather than more traditional long-term assignments.
Chris Watt, Payright business leader at PwC, said:
“Organisations are struggling with the increasing complexity and global nature of payroll. As they increasingly look beyond domestic boundaries, the complexity of their payroll operations grows too.
Its crucial businesses have a payroll that’s not just fit for today, but is capable of dealing with the increased complexity and regulations coming in the future.
Technology and social media are making employees better informed, more connected and more vocal – get their payroll wrong and with the power of social media you and the wider world will very quickly get to know about it.”
Global mobility also adds complexity to the payroll process in a number of areas including:
Secondments, dual contracts, split payroll, business travellers Currency translation/split payments Late reported payments, corrections and trailing income Compensation
Chris Watt, Payright business leader at PwC, added:
“The landscape has changed; the rapid rise of social media, smart devices, big data and cloud computing has opened up avenues for improvement. At the same time, employees are becoming more savvy through demographic change, increased expectations and empowerment.”
PwC’s research paper looks at the payroll function and process through a number of lenses based upon the external challenges that organisations currently face:
Globalisation and the impact on payroll operations. Payroll technology in the Digital Age Risk management Regulation and Compliance.
Read the full report: Making payroll pay: Managing risk and compliance in an unprecedented era of change
Recruiting and retaining transgender staff 7 December 2015
The Government Equalities Office has published a new guide for employers on recruiting and retaining transgender staff.
The guidance, which has been produced in partnership with Inclusive Employers , is designed to provide employers with practical advice, suggestions and ideas on the recruitment and retention of transgender employees and potential employees. It is also a useful guide for the managers of trans staff and for trans staff themselves. It also aims to help employers comply with the law.
Recruiting and retaining transgender staff: a guide for employers
Universal Credit based on income not hours 14 January 2016
A Universal Credit guidance leaflet has been published aimed at advising HR and payroll staff of the implications.
For those new to Universal Credit, it is a system which supports people on a low income or out of work and makes work pay by helping to ensure they are better off in work than on benefits.
Universal Credit helps people on a low wage by topping up their earnings, it’s based on income and not hours – so unlike Jobseekers Allowance, there is no limit to the number of hours a person can work.
CIPP Policy News Journal
25/04/2016, Page 114 of 453
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