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Diversity and Inclusion As conversations around diversity and inclusion evolve, businesses are expected to lead by example. A diverse workforce enhances creativity and decision- making, and companies embracing diversity contribute to a more inclusive society. This commitment must also be reflected in payroll practices, ensuring equitable compensation, regardless of gender, race, background or disability. Remote Work Remote work has disrupted traditional office structures, prompting businesses to rethink how they track hours, calculate benefits, and comply with varying tax regulations and work arrangements across different locations. This introduces a level of complexity that goes beyond traditional payroll practices, requiring businesses to innovate and be flexible in their approach. Financial Wellness As the cost of living rises, financial wellness
has become a crucial issue for employees, with many looking to employers for more than just a paycheck. Payroll is now an essential tool for ensuring employees’ financial security, going beyond just accurate pay to include options like on-demand pay and salary benchmarking. These initiatives help employees manage their financial health, reduce stress, and provide the resources needed to meet financial obligations in an uncertain world. Why payroll needs to be prioritised like OHS The importance of payroll and payroll accuracy is no longer up for debate—it is a critical reflection of a business’s commitment to fairness, transparency, and social change. Just as OHS laws demonstrate a company’s responsibility to protect employees from physical harm, payroll accuracy now
reflects an organisation’s dedication to economic equity and employee wellbeing. Yet, according to Yellow Canary’s 2025 State of Payroll Compliance report, 61% of businesses still adopt a reactive approach to payroll issues. This means most businesses are still waiting for problems to arise, only addressing them after the damage is done. This delay leaves organisations exposed to the same risks OHS laws sought to address—workplace safety hazards that go unnoticed until it is too late. The consequences of a reactive approach can be severe. Take, for example, high-profile payroll underpayment scandals payments, legal penalties, and reputational damage. These cases highlight that payroll errors are not just administrative issues—they undermine employee trust and can that have resulted in millions in back
have long-lasting financial and legal repercussions.
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GLOBAL PAYROLL MAGAZINE ISSUE 9
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