Looking at what a career in payroll means and the ability of professionals in this field to influence decision making, we asked if survey respondents have been involved in any work on future payroll policy.
Nearly a third ( 32% ) said they had done this through their own organisation, while 8% had responded to government consultations and calls for evidence, with 1% saying they sit on government forums. A total of 7% stated they have become involved in the CIPP policy and research team’s think tanks / roundtables / interviews and 1% had lobbied for change. However, nearly two-thirds ( 63% ) said they had not been involved in any work on future payroll policy. When asking respondents if they feel heard and will continue to be heard in the future, nearly a third ( 31% ) said no, while around the same ( 29% ) believe they are being heard and think this will continue in the future. Just under one in five ( 17% ) think they are being heard but are concerned about their voice being lost in the future, while 23% say they are not currently being heard but believe there will be more opportunities to get their voice heard in the future. In terms of seeing more involvement with payroll in other parts of the organisation, more than half ( 56% ) of those surveyed said they hadn’t done so, while the remaining 44% said they had. Looking at the importance of qualifications, employers are recognising that payroll training is needed because of the substantial amount of legislation at play and the complexities around their terms and conditions to ensure compliance. Our findings reflect this, as nearly three in five ( 57% ) say that their organisation offers payroll-related qualifications as a benefit. Nearly two in five ( 37% ) said their company didn’t offer this, while 6% were unsure.
employer paid for qualifications, while a high percentage ( 69% ) also allowed for study leave.
More than four in ten ( 43% ) recognised these achievements within the organisation, with nearly one in three ( 32% ) awarding pay increases once qualifications were gained and 17% giving promotions once qualifications were achieved. Nearly one in ten ( 9% ) noted that their employer also supported this choice through a variety of methods, including: facilitating apprenticeships, paying for subscriptions, partial payments for qualifications and succession planning.
IF YOUR ORGANISATION OFFERS PAYROLL-RELATED QUALIFICATIONS AS A BENEFIT, WHAT DO EMPLOYERS DO TO ASSIST EMPLOYEES WITH THIS?
69%
Allow for study leave
83%
Pay for qualifications
32%
Award pay increases once qualifications achieved
17%
Award promotions once qualifications achieved
Recognise this within the organisation, e.g. send congratulatory emails around
43%
9%
Other
Among the organisations offering qualifications, the vast majority ( 83% ) said the
In most cases percentages have been rounded to two decimal places for clarity and may not add up to 100%. Graphics may have been rounded to whole percentages.
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FUTURE OF PAYROLL REPORT 2024
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